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Director, People Relations & Wellbeing

Human Resources

Various Locations – Worldwide, United States

Reports to Chief People Officer | Supervises HR Relations & Events Associate

Full time |Location: Flexible | Hybrid

Hello Hello! So you’re interested in joining us? Welcome, we’re happy you’re here.

When you Join Alight, you’ll find…

A team with deep experience in co-designing solutions that create new value around the world. We know we need to always be better, and we believe in the power and abundance of everyday people, everywhere, to change the world with us.

A culture of radical accountability to our customers –as we help build a meaningful life for and with the displaced, we ask them what they want and then deliver on it.

An organization that refuses to settle for anything less than delivering human-worthy services.

If you are looking to be part of a living, breathing, ever-changing organization full of disrupters and doers, then read on!

We strive to represent the erse communities we serve. Applicants who contribute to this ersity and those who bring lived experience with displacement are strongly encouraged to apply.

About the Department: Office of People

We are the Office of People and our mission is to support all of the people who work to deliver the Alight-family experience—our staff, volunteers, incentive workers, candidates – every person within Alight. We help people navigate the complexity of our space and offer them ways to orient, connect, and flourish with tools and structures that are clear, accessible, and consistent. We hold Alight culture sacred and use our values as a North Star to guide our work and behaviors, creating a safe and inclusive environment for all. We honor these commitments with a promise of confidentiality and follow through to each person we serve.

Alight People Relations & Wellbeing:

• Guides, supports and engages across the Alight family of organizations (Alight, Eastern Congo Initiative, Questscope, ORAM, and Kuja Kuja) providing employee communications, engagement and completing feedback loops.
• Takes employee feedback and help teams improve systems, inidual growth, and interpersonal relationships as it relates to creating an engaged, motivated and inclusive work environment
• Provides our people with interventions and programs that encompass the broader holistic dimensions of a well-lived life, for a fulfilled career experience
• Enables our 2,500+ people to be present, focused, and energized while feeling connected to and contributing to Alight’s organization’s purpose and actions.
• Collaborates across an integrated team within the Office of the People including benefits, compensation & compliance, engagement and talent management.

About the Role

The Director, People Relations & Wellbeing is a strategic leadership role across the Alight family of organizations, that is highly collaborative and informed by principles of belonging, ersity, equity, and inclusion. You are responsible for facilitating employee relations, communications, engagement and wellbeing initiatives, practices, and policy contribution – in concert with the OOP and CPO enable correct tone-setting in the organization.

You also perform an advisor and partner function, guiding and providing people relations and wellbeing to our global HR Partners, country HR focal persons and their senior leadership to develop and implement solutions and interventions for an informed, engaged and well-people, while always remaining aligned with Alight values, beliefs and strategy.

Building a shared organization takes time and intention. We will always be becoming Alight, which means your work will evolve as well. For now, here’s how you could anticipate spending your time:

Employee Communication & Relations (40%):

• Ensure policies, practices, and procedures are in place, current, and aligned to appropriately support people communications, including of Alight beliefs, values, and mitigate to risks
• Design, Facilitate and Drive training and workshops on key HR/People policies and best practices across the organization for managers and HR staff
• Ensure SEA policies across the organizations are in alignment with Alight values and beliefs, legally & morally compliant, and well known and understood by all employees. Responsible for creating a culture that is aware of and does not tolerate behaviors that violate SEA policies.
• Facilitate regular people-facing communications, briefs, updates for enhanced people relations and community building
• Conduct timely, fair, and equitable investigations into employee complaints and allegations of misconduct, in line with local/Global policies, practices and legal frameworks
• Collaborate with Benefits team for enhanced and engaged staff in routine preventative care/disease management communications and practices, and lifestyle management programs
• Coordinate with Talent team and overall OOP to guide, coach and advise and support Alight countries & programs on people communications and relations.

Employee Engagement & Support (30%)

• Develop, keep updated and continuously facilitate key initiatives that promote and achieve enhanced employee engagement and wellbeing e.g., climate surveys; feedback including developing and use of effective feedback loop mechanism and associated actions.
• In coordination with Alight HR/Benefits team, contribute to staff safety and full health, including supporting access to and proper implementation of staff care assistance provided.
• Advise on and support reviews and recording (plus trend analysis and reporting on) of Employee check-in calls, exit interviews, trust-building interventions and processes.
• Co-lead in people recognition, motivation, commemorations and communications and Employee anniversary/milestones.
• Develop framework for, and provide ongoing guidance, tools and processes for effective supervision, empathetic leadership and support of people
• Guide appointed country specific People/HR focal points and leadership on employee engagement and support, and assure implementation within respective countries and programs.
• Develop and disseminate required engagement and support reports or documentation

People Wellbeing & accountability (30%):

• Develop and implement an Alight global staff Wellbeing Strategy
• Maintain awareness of external trends and developments, and changing circumstances, and adapt the Wellbeing Strategy as appropriate
• Direct the selection, design, and implementation of employee wellbeing programs geared to attract and retain employees globally
• Review, analyze and assess program utilization, employee feedback, competitive landscape for competitive offerings within the industry, and workforce productivity to ensure that cost-effective employee engagement and wellbeing programs are being offered
• Lead in addressing occurrences, incidents, matters, concerns of staff for an engaged and motivated Alight people.
• Respond when called upon to coordinate or support with handling and reporting work related injuries or fatalities, or medical evacuation coordination.
• Contribute to and will be regularly called upon for guidance, support in review, investigating employee grievances, or misconduct.
• Develop and disseminate required wellbeing and accountability reports or documentation

Travel:

• As required in support of Alight, Affiliate region and country programs and teams. Expect at least 20% of time, though may fluctuate depending on needs.

Must haves:

• Open heart and open mind. You start by listening. You believe another person’s truth and it changes you. It unlocks your way of thinking in that moment, it opens your world.
• Curiosity. You are always learning. You ask why and why again. You know that change (big and small) is constant, which means your curiosity to learn is matched with adaptability to evolve.
• Trust. You believe that people do their best, are disciplined, and care about this as much as you do. You take responsibility for your part and know how to step back and give others the space to shine

Skills, Qualifications and Experience

• Possess at least ten years of relevant experience working in the Global HR/People field with expertise in the full cadre of HR with INGO, public institutions
• Demonstrated progressive people senior leadership in human resources
• Training and practical experience in people relations, engagement and wellbeing programming at global level. Relevant Masters level qualification required.
• Relevant and senior management or leadership experience working in the Global HR/People field with expertise with INGO environment preferred.
• At least four years of direct experience leading in developing and implementing employee communications, engagement and wellbeing programs with large staff complement, and preferably in INGO settings.
• Good understanding of and experienced in the full cadre of People/HR functions
• Good analytical skills to make sure programs/initiatives are successful, and the ability to create fiscally responsible strategies for implementing these programs/initiatives.
• Proven experience working within erse cultures and groups or communities

Qualities top candidates will possess

• Demonstrated good judgement and decision making. Responding to situations in a calm and productive manner while bringing immediate attention to situations that warrant it
• Takes an open-minded and open-hearted approach to growing, learning, and communicating with people from around the world
• Adaptable, high level of emotional intelligence, ability to establish credibility and trust with leaders at all levels, and balance the needs of multiple stakeholders.
• Ability to handle sensitive data and situations with a high level of diplomacy, discretion, and tact and high level of professionalism and confidentiality
• Highly personable with high energy levels and a good sense of humor
• Incredibly organized, takes responsibility for follow-up and follow-through
• Strong interpersonal skills and highly collaborative

Alight – We are on a journey to build Alight, a new platform of amazing people and organizations providing lifesaving services and creating breakthrough solutions for and with the displaced. WeAreAlight.org

Alight is an Equal Opportunity Employer offering employment without regard to race, color, religion, gender, sexual orientation, gender identity, age, national origin, citizenship, physical or mental disability, or protected veteran status. Alight complies with all applicable laws governing nondiscrimination in employment.

Canonical is hiring a remote Accountant. This is a full-time position that can be done remotely anywhere in Americas or EMEA.

Canonical - The company behind Ubuntu.

Oddball is hiring a remote Program Manager. This is a full-time position that can be done remotely anywhere in the United States.

Oddball - We're a high-end boutique dev shop.

Alliance Animal Health is a fast-growing, private equity backed Veterinarian Service Organization that operates as a majority owner and business partner to many veterinarian practices across the US. Our goal is to make it easier for our practices at every step by providing world-class business solutions like talent acquisition, marketing, human resources, finance, and operations, so that they can focus their energy on providing incredible care for animals. In fact, our Core Values are (quite literally) written with PETS in mind: Passion, Engagement, Trust and Service. 

We want our doctor partners to choose what's best for their practice because they are the experts in medicine, while we customize the support, the co-ownership approach, and business solutions based on their goals. We pride ourselves on maintaining a culture of open communication and collaboration to deliver innovative solutions to advance today’s veterinary environment - without disrupting the medical autonomy and what makes each of our hospitals unique.  Because at the end of the day, our central support team exists to serve our practices. So, if you’re excited about using your HR talents to make an impact on the health and wellness of people and pets - we’d love to talk with you!

As an HR Specialist for Mergers & Acquisitions, you will play an important leadership role on our Human Resources team at Alliance Animal Health. Your role is primarily responsible for leading the end-to-end HR life cycle for the Mergers and Acquisitions process, including project managing HR due diligence and planning our HR payroll, systems and benefits integration for all new partner hospitals joining the Alliance network. You will report directly into the Chief People Officer and will work and collaborate closely with other members of the HR Leadership Team, the Business Development, Integrations and Operations teams, and will work as a primary point of contact for our selling DVM partners and their hospital leadership teams. This role is a remote, U.S.- based position but will require extensive travel to support our aggressive growth strategy.

Your Responsibilities:

• Build trusting relationships with future and new Alliance Animal Health partner veterinary practices and their leadership teams to serve as their primary HR point of contact during the early days of new partnerships.
• In partnership with Business Development Integrations Lead and HR leadership, provide input and guidance into employee communications from initial partnership conversations to transaction close as it relates to HR programs and policies.
• Lead and support the HR M&A due diligence process for all pending and new partnership opportunities, including detailed analyses of compensation, health and welfare programs, retirement programs and HR policies (e.g., paid time off, vacation) of all future Alliance partner practices.
• Present HR diligence findings in executive summary format to AAH senior leadership, BD/Integrations/Operations team members and selling DVM partners.
• Make people-related integration recommendations to HR, Operations and Business Development leadership to support smooth and successful integrations into the company.
• Create scalable deal and integration HR playbooks and best practices, leveraging automation and technology when possible.
• Coordinate internal resources to smoothly execute all HR, people-related pre- and post-partnership HR activities (both onsite and remote). 
• Develop and maintain HR projects including development of training materials for HR teams supporting deal activity.
• Collaborate with regional Operations team to help drive successful M&A transitions and new partnerships.
• Other duties and responsibilities as assigned

It’s Just Who You Are:

• A strong collaborator, relationship builder, and creative thinker who is a problem solver and self-starter and can connect the dots at a strategy, program and project level. The successful candidate is a team player who can build networks quickly and adapt easily as priorities change.
• Promotes relationships of trust and respect. Ability to quickly assess a situation and adapt as necessary.
• Ability to advise, challenge and influence at all levels.
• Able to manage multiple projects with attention to detail and analytical skills.
• Comfortable working independently and on teams with tight timelines and multiple priorities in a sometimes fast paced environment.
• Excellent verbal, written and interpersonal communication skills. Can listen effectively and communicate information clearly.
• Ability to drive projects and execute results on or ahead of schedule.   
• Intermediate proficiency in Microsoft Office suite (Excel, PowerPoint, Word, etc.)
• Strong knowledge of employment laws and regulations, including but not limited to FLSA, FMLA, ADA, and OSHA.
• Minimum 5 years’ experience in corporate Human Resources or HR consulting; HR Generalist, Compensation, Benefits, and/or HR Operations experiences highly desired
• Valid U.S. drivers license with satisfactory driving record required.
• Veterinary, Healthcare or Dental multi-site industry experience and/or HR M&A experience strongly preferred.
• PHR/SPHR/GPHR preferred.
• Ability to travel 50% of the time up to 70% during peak periods. This role will be leading M&A projects across the continental U.S.

At Alliance Animal Health, our Passion, Engagement, Trust & Service model isn’t just for our partner hospitals, it’s our commitment to our Central Support teams too! This means we go out of our way to offer an inspiring and engaging work culture, excellent learning and development opportunities and career progression opportunities as our network grows. The compensation package for this position includes a competitive base salary, target bonus, paid time off and benefits.

WE ARE A DRUG-FREE, SMOKE-FREE, EQUAL OPPORTUNITY EMPLOYER.

Company Policy & Federal & State Laws Forbid Discrimination Because of Age, Color, Race, Religion, Sex, Disability, Sexual Orientation or National Origin

If you feel like this is a position that you would thrive in, please apply or email Skyler Zyniecki at [email protected] for more details!

Rewiring America has grown from 5 to 33 full-time employees in the first nine months of 2022, and our growth trajectory is projected to continue at a similar pace through 2023. With a clear and inspiring vision, smart strategies, and significant and sustained financial support, we are growing our team and seeking an entrepreneurial Senior Director of People & Culture. This position reports to the organization’s Chief of Staff.

In order to equitably transform the energy market, we believe a consumer-driven, neighborhood-up movement is needed. We believe that a groundswell of demand for electrification, along with a top tier team of climate champions, is necessary to achieve the vision of an electrified economy.

In this newly created position, the Senior Director of People & Culture is a highly strategic and hands-on leader with proven ability to develop and drive strategic human resource functions. They are passionate about solving the climate crisis and see themselves as part of shaping the movement by helping to build Rewiring America’s team and culture.

The Senior Director partners with the CEO, Chief of Staff and other senior leadership to play a key role in the implementation of a growth / scaling plan that reflects our core values around racial equity, ersity, inclusion and climate justice and that supports strong retention. Because Rewiring America is fiscally sponsored with payroll and benefits administration handled by the fiscal sponsor, the Senior Director will build out other aspects of the employee experience from the ground up, including performance management systems and the co-creation of a best-in-class workplace.

The inaugural Senior Director of People & Culture holds key responsibilities that will evolve over time as the team grows and functions are distributed. During the first year of the role, we anticipate a focus on the following:

Organizational Culture Building

• In partnership with the Chief of Staff and key consultants, develop and implement Rewiring America’s ersity, equity and inclusion efforts, integrating best-in-class practices into recruitment, hiring, team building, culture setting, and professional development/advancement, while centering equity in all programs and operations.
• Play a key role in the building of an organizational culture that is values- and purpose-driven, team-centered, inclusive, results-oriented, and joyful, rewarding performance, productivity, positivity, and all-around collegiality.
• Develop and implement an inspired and distinctive approach to all internal communications, all-hands meetings, and organizational culture building opportunities for a nationally distributed team.

Performance Management

• With senior leadership, develop standards of skills and competencies at different position levels and commensurate salary bands, providing staff with clarity of advancement opportunities and performance expectations.
• Establish Rewiring’s performance management program, including annual goal setting and performance evaluation processes.
• Create learning and professional development programs and initiatives that provide meaningful internal opportunities for employees.
• Provide guidance around best practice and current trends in supporting strong productivity, recognition, morale-boosting, and team-building initiatives and practices, particularly for a fully remote / nationally distributed team.
• Prioritize occupational health and safety for Rewiring America team members, particularly around travel and team offsites.
• Develop policies and tools to support performance improvement processes and oversee corrective action programs, terminations, and investigations.
• Provide training and guidance to managers around strong performance management practices.

Talent Acquisition & Retention

• Support strong execution of a plan to build an internal people and culture team that is fully staffed to support Rewiring’s rapid growth trajectory.
• With senior leadership, identify staffing and recruiting needs and develop innovative recruitment pipelines and hiring and talent management processes that are rooted in best practice in racial equity, ersity, and inclusion.
• Manage recruiters and consultants focused on talent acquisition, collaborating with departmental managers to understand skills and competencies required for hiring needs.
• Leverage Rewiring America’s communications assets to reach broad and erse audiences of prospective applicants and to tell the story of Rewiring’s outstanding workplace culture.
• Develop an equity-centered compensation philosophy, leading compensation studies and providing rationale and guidance for salary setting, increases, promotions, and bonuses, if appropriate.
• Analyze current trends in compensation and benefits; research and propose competitive base and innovative benefits programs to ensure the organization attracts and retains top talent.
• Ensure strong implementation of Rewiring’s onboarding and orientation process and practices, seeking innovation and respecting different learning styles.

Team & Departmental Management

• Develop and implement policies, processes, training, and initiatives to support human resource compliance.
• Partner with Rewiring’s fiscal sponsor as needed to ensure compliance with all federal regulations.
• Design, recruit, hire, and manage the People and Culture team (#FTE TBD), including establishing annual objectives (to support overall organizational goals), provide regular feedback and appropriate recognition, conduct annual performance reviews, and support ongoing professional development.

Requirements

The incoming Senior Director of People & Culture is driven by a belief in and commitment to Rewiring America’s vision and mission. Through their track record and expertise as a human resource professional, the successful candidate will develop and drive Rewiring’s employee experience and strategic human resource function to meet the needs of a rapidly growing team. The Senior Director builds authentic and lasting relationships with Rewiring’s team members, listening to their interests and goals and engaging with them as partners in Rewiring’s mission and organizational culture building. The Senior Director is creative and ambitious, with the practicality and know-how to generate momentum and scale. Ideal candidates bring a mix of expertise in equity work and experience in human resources, talent management, and organizational development.

The successful Senior Director of People & Culture joins a fast-paced team that operates with a sense of urgency and a track record of success in science, technology, business, policy, and politics. The Senior Director is entrepreneurial and has the experience of growing / scaling a successful people function within a start-up at Rewiring America’s particular stage of growth. Rewiring America has the opportunity to take its work to the next level and seeks a leader with ambition, determination, and the ability to instill confidence, trust, and inspiration.

This role requires an ethos of collegiality, strong collaboration skills, and the ability to manage through influence in a matrixed team. Despite the enormity of the challenges that lie ahead, Rewiring America’s leadership understands how to celebrate successes and seeks a Senior Director of People & Culture who leads with positivity and a belief in what is possible. The successful candidate demonstrates a zeal for human resources and climate solutions and models excellence and integrity in all they do. The selected candidate will also possess most of the following Core and Preferred qualifications:

Core

• Strong commitment to the mission, vision, policies, and goals of Rewiring America.
• 7+ years of increasing responsibility in human resources, with a proven track record of building new systems and practices.
• Prior start-up experience with a high-growth company or nonprofit.
• Experience designing and implementing innovative talent acquisition, performance management, organizational culture and retention initiatives.
• Proven leadership skills with clarity of vision and a commitment to the highest levels of integrity, quality, and collaboration, developing strong team cultures, promoting and enhancing equity, ersity, and inclusion, performance management, and professional development.
• Mastery of relationship-building skills with a wide range of people.
• Outstanding oral and written communications skills.
• Demonstrated ability to hold confidential and sensitive information with care and empathy.
• Ability to manage a growing team with competing demands; not easily flustered nor easily overwhelmed by a high volume of activity and projects.
• Sets and achieves high-performance expectations that are motivating and results-oriented.
• Seeks out and delivers timely and direct feedback that contributes to the ongoing development of oneself, team members, and a positive organizational culture.
• Promptly resolves problems through timely consultation in an environment of mutual respect.
• Highly collaborative work style with the ability to operate as a peer and thought partner to the Chief of Staff and other leadership team members.

Preferred

• Human Resources Certification, such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
• Proficiency and/or comfort with people operations technology (e.g., performance management software, applicant tracking systems).

Benefits

The salary range for this position is $150,000 - $175,000, commensurate with experience. Rewiring America also offers a very generous and competitive benefits package, including health coverage, retirement benefits, paid vacation, sick time and holidays and access to professional development resources.

Comprehensive benefits package that includes 100% employer-paid health, dental, and vision insurance, an automatic 3% and up to 3% employer match on 401k contributions, pre-tax transportation benefits, paid holidays, vacation, sick, and volunteer time off.

Rewiring America values ersity in all its forms and is committed to inclusive and transparent recruitment, hiring and promotion processes. Candidates of erse backgrounds and lived experience are strongly encouraged to apply. If you need a reasonable accommodation during the application or interview process, please email Cathy Schreiber at [email protected].

Rewiring America is a project of Windward Fund, a 501(c)(3) public charity that incubates new and innovative public-interest projects and grant-making programs. Windward Fund is committed to attracting, developing and retaining exceptional people, and to creating a work environment that is dynamic, rewarding and enables each of us to realize our potential. Windward Fund ‘s work environment is safe and open to all employees and partners, respecting the full spectrum of race, color, religious creed, sex, gender identity, sexual orientation, national origin, political affiliation, ancestry, age, disability, genetic information, veteran status, and all other classifications protected by law in the locality and/or state in which you are working.

To center the safety and well-being of its employees, Windward Fund requires that any employee who is required to conduct in-person activities for their job must be fully vaccinated against COVID-19 within four weeks of their start date. This position may require candidates to be fully vaccinated against COVID-19. Accommodations may be sought and approved in accordance with the law by contacting human resources at [email protected].

Here at Hugging Face, we’re on a journey to advance good Machine Learning and make it more accessible. Along the way, we contribute to the development of technology for the better.

We raised our Series C in May 2022 and are quickly growing our global team. We've gone from 30 team members early this year to 70 in November; we’re aiming for 100 in early 2022 and 200 by year-end. Our offices are in NYC and Paris but we have teammates worldwide. As a fast-growing early-stage startup, we are looking for team players with a generalist mindset and strong domain expertise to help us build the category-defining platform for ML.

What you’ll be doing

As our VP of People, you will be integral in building the foundation of our global HR function and have a key role in supporting the company as we scale. You will directly shape our culture and drive the growth, development, and retention of Hugging Face’s outstanding global team. You will own our end-to-end employee experience globally, partner with leadership on our People strategy, lead and design initiatives that support our team, create a culture that reflects and amplifies our values, and help us scale during this exciting period of growth. Areas of accountability and ownership include: creating a erse, equitable, and inclusive culture; talent acquisition & onboarding; engagement and retention; compensation and benefits; learning & development; global HR compliance; performance management; and more.

Who you are

You’ll enjoy working with us if you think strategically but have the capacity to be nimble, pragmatic, and creative to solve problems. You should love building from the ground up and have proven senior experience in the HR field at an early stage, high-growth tech company. You have a high level of accountability and a strong bias for action, impact, and execution with a no ego and no-job-too-small mentality.

More about Hugging Face

We are actively working to build a culture that values ersity, equity, and inclusivity. We are intentionally building a workplace where people feel respected and supported—regardless of who you are or where you come from. We believe this is foundational to building a great company and community. Hugging Face is an equal opportunity employer and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

We value development. You will work with some of the smartest people in our industry. We are an organization that has a bias for impact and is always challenging ourselves to continuously grow. We provide all employees with reimbursement for relevant conferences, training, and education.

We care about your well-being. We offer flexible working hours and remote options as well as unlimited PTO and parental leave. We offer health, dental, and vision benefits for employees and their dependents and a monthly fitness reimbursement to support your physical health.

We support our employees wherever they are. While we have office spaces in NYC and Paris, we’re very distributed and all remote employees have the opportunity to visit our offices. If needed, we’ll also outfit your workstation to ensure you succeed.

We want our teammates to be shareholders. All employees have company equity as part of their compensation package. If we succeed in becoming a category-defining platform in machine learning and artificial intelligence, everyone enjoys the upside.

We support the community. We believe major scientific advancements are the result of collaboration across the field. Join a community supporting the ML/AI community.

Wikimedia Foundation is hiring a remote Senior Program Manager, Finance. This is a full-time position that is 100% remote with no geographical restrictions. Work remotely from anywhere.

Wikimedia Foundation - The non-profit that operates Wikipedia.

Talent Specialist

REMOTE

TEAMSHARES – CUSTOMER

FULL-TIME

Teamshares is on a mission to create $10 billion of new wealth for lower income Americans through employee ownership. We’re a mission-driven startup that buys small businesses from retiring owners and transitions them into enduring, employee-owned businesses through our software, education, and community products. Before Teamshares, there wasn’t an easy way for small businesses—which make up 98% of firms in the US economy—to become employee-owned.

We are a remote-first, Series C funded company backed by QED Investors, Spark Capital, Khosla Ventures, Collaborative Fund, Inspired Capital, Slow Ventures and Union Square Ventures, among others.

As a Leadership Talent Specialist at Teamshares, you will help us find and hire exceptional iniduals into our Leadership Program to serve as a Teamshares Network President. You will own the recruitment and engagement process for our most unique and critical roles, collaborating with multiple teams to manage the hiring process from end to end with an exciting and creative approach. This position can be based anywhere in the US.

What You’ll Do:

• Leverage sourcing tools and innovative strategies to identify and engage with potential candidates, increasing top-of-funnel applicants to open Small Business President roles.
• Act as the main point of contact for leadership candidates, owning the full relationship from initial outreach to offer extension.
• Schedule and participate in 1:1 info calls and host group webinars, driving ongoing engagement and increased application rates.
• Decrease the percentage of offer declines by clearly articulating and selling the opportunity.
• Provide insights and recommendations to the admissions team based on conversations with candidates and in-market observations.
• Generate pipeline reports and present regular top and bottom-funnel updates to the Leadership Placement team.
• Track and maintain relationships with potential candidates for future President openings.
• Assist with both virtual and in-person Partnership events, such as MBA recruitment.

Who You Are:

• 1-3 years of Big 3 consulting experience
• Experience identifying, sourcing, and engaging candidates through creative and innovative sourcing approaches; familiarity with various sourcing tools and techniques.
• Experience building a network…long-term relationships are important to us.

Why should you join us?

Teamshares believes in supporting every team member with a competitive salary and a generous benefits package, including: equity for all employees, exceptional medical/dental/vision benefits plans for employees and their families, 401k plan, and paid parental leave.

We recognize and facilitate the tangible impacts each employee has on our mission, while still maintaining a healthy work-life balance culture that emphasizes unplugging at the end of the work day. Our team values time off and actually takes vacation. We embody a growth mindset and provide the support you need to grow in your career.

"

Immuna platform helps crypto investors manage their risks of investing in crypto assets. The platform monitors and proactively defends investors’ crypto investments from unexpected exploits and undesirable economic situations. It detects on-chain exploits in real time and extracts invested assets on behalf of the investors without needing access to their private keys. For instance: Immuna would have detected anomalous events of unexpected approval and transfers, which led to the $120M BadgerDAO Hack.

You will be working closely with the founders to build the customer facing applications integrating our systems with other technologies. The ideal person would be an experienced and fast learner with an entrepreneurial mindset. You will be working with a team of Forbes 30 under 30 serial entrepreneurs comprising of Stanford engineers and Berkeley MBA with 10+ years of experience spanning across Forbes AI 50 startups to large tech companies such as Google and Amazon.

Must have Skills:

* Professional experience with React and redux

Good to have:

* Experience with blockchain libraries such as We3.js, Ether.js, Moralis, etc.

",

WHO WE ARE

ENGAGE Technology Partners is an innovative SaaS HR Tech start up that is disrupting a £70 billion Recruitment and Managed Services Providers UK market.

Our SaaS workforce management solution changes the rules of how companies manage the gig economy workers, freelancers, and contractors. We have amongst our clients some of the largest companies in the world and the British Government.

OUR CULTURE

We are a multicultural and erse team of iniduals who love their jobs, are data-driven, brave, innovative, ambitious, leaders, and most importantly good to each other.

THE OPPORTUNITY

By joining ENGAGE, you will be part of a team dedicated to developing a world-class SaaS technology and will have a central role of the coming explosive growth in the UK and internationally.

You will also develop a fast-tracked career in a tech startup leading its field globally, and working on large projects including multinational companies and the British Government

THE ROLE

ENGAGE is looking for a trained lawyer to join and to:

• Build the Company’s legal function for the coming accelerated growth.
• Manage all legal processes and projects across strategy, business development, operations, finance, recruitment, compliance and HR.
• Upgrade all legal and HR processes and documents, including best practices for a technology remote company.
• Work closely with the Strategy team and the Operations Manager to support the execution of the Company Strategy.
• Take progressively on more responsibilities and fast-track to Legal Affairs Manager, as the Company goes through accelerated growth and pre-scale up over the next 18 month and then pre-scale up, in the UK and overseas.

IDEAL PROFILE & SKILLS

• 1 to 5 years of Employment law experience.
• Highly organized and detail-oriented.
• Very collaborative critical thinker.
• Takes a flexible, problem-solving approach to new issues and responsibilities.
• Self-motivated and proactive; can work independently with minimal supervision.
• Solid understanding of legal contracting terms.
• Comfortable in executing all legal processes until the Legal team grows and junior staff joins.

BENEFITS & REWARDS

• Work standard office hours, with a good balance between work and personal life.
• Working remotely UK office hours: from where you want within 2 hours’ time zones difference.
• Work in an HR Tech company with the most advanced solution for Contingent Workers globally.
• Gain a strong track record in a leading HR Tech start-up going through accelerated Growth and pre-scale up.
• Work with professionals of high calibre that will help you accelerate your professional development.
• Join a company with a erse and innovative values-based culture.
• Be eligible for our Pension Scheme (3% contribution from the employer).
• 25 days of holiday per year plus Bank Holidays.
• Day-off to celebrate your birthday.
• A salary of £45,000 per year.

DEI & Culture, Program Manager

REMOTE

POINTCLICKCARE HUMAN RESOURCES

FULL-TIME

For more than 20 years, PointClickCare has been the backbone of senior care. We’ve amassed the richest senior care dataset making our market density untouchable and our connections to the healthcare ecosystem exponentially more powerful than those of any other platform.

With Collective Medical & Audacious Inquiry, we’ve become the most expansive, full-continuum care collaboration network, offering care teams immediate, point-of-care access to deep, real-time insights at every stage of a patient’s journey.

For more information on PointClickCare, please connect with us on Glassdoor and LinkedIn.

The DEI & Culture Program Manager is a unique position responsible for supporting DEI and Culture operations and the project management of related events and initiatives within the organization.

The Program Manager will have extensive program management experience and a keen interest in facilitating DEI and Culture events and building related resources for all PointClickCare team members. This role works cross-functionally to execute events or initiatives, which include the development and administration of internal and external partnerships. This role will also provide DEI and Culture support to other teams and company-wide programs.

Responsibilities

Administer and implement programs aimed at improving DEI & Culture

Collaborate with Inclusion Group members to design and implement programs designed to enhance employee experience, build a greater sense of inclusion, and improve our employee value proposition

Work with Talent Acquisition to communicate our DEI & Culture philosophy and programs to potential candidates, co-ops, and new hires

Collaborate with the People & Internal Communications team to use appropriate channels of engagement and build interest for special events, programs, and projects

Partner with Marketing on DEI & Culture related branding, visuals, and communication broadcasts (weekly social, external social outlets etc.)

Deliver events related to DEI & Culture, including Heritage Months, Employee Celebrations, Charitable Events and Activities

Help to source inclusion committee members, guest speakers, panelists, and resources for all Heritage Month celebrations

Plan, develop and coordinate with internal communications the annual DEI Awareness & Special Events & Celebrations calendars outlining initiatives and events on monthly basis; ensure coordination with Internal Communications, Learning & Development and Total Rewards teams

Create quantitative measurements for evaluating programs to meet performance goals and prepare necessary reports for presentation or distribution as scheduled or as requested

Evaluate and monitor program needs, identify unmet needs, and revise services as program needs change

Ownership of DEI SharePoint site, including content creation and revisions, reviewing usage metrics, and implementing ways to increase adoption, interaction and viewing rates Assist with managing DEI and Culture meetings, webinars, events, presentations, and source support personnel and other requirements as necessary

Address incoming questions and concerns through DEI mailbox and emails from various departments and organize support when necessary

Assist with vendor management and contract negotiation efforts regarding consultants, speakers, materials to support related programming

Ensure program costs are maintained within department/program budget

Assist with data collection to drive programming efforts and overall program incentives, monitor operational reports, trends, or other information, escalating as appropriate with proposed solutions

Complete special projects and administrative tasks in support of initiatives execution, including preparing presentations, drafting communications, documentation, expense processes, etc.

Act as an ambassador of the organization regarding internal operations, programs, and policies

Respond effectively to inquiries from field programs related to policy, procedure, and best practice

Able to react to change productively and handle other essential tasks as necessary and assigned

Required Experience:

Demonstrated program management experience.

Proven ability to build relationships, teams, and processes for collaboration in a fast-paced, cross-functional environment

Experience writing corporate enterprise communications

Experience managing internal and external partnerships with colleagues, vendors, and customers

Function/department operations, including management of meetings, technology, documents, files, SharePoint sites, expenses, vendors, etc.

Knowledge of DEI and Culture initiatives, programs, and partnerships an asset

Previous work with inclusion groups or employee resource groups an asset

Required Competencies:

Superior planning and organization skills with the ability to juggle many projects simultaneously

Able to convey complex ideas in a clear, concise manner so others understand the WHY

Highly self-managed and action-oriented

Thrives in a highly collaborative, cross functional, and remote environment

Able to take high-level ideas and instructions and turn them into tangible (measurable) events, programs, initiatives

Strong verbal communication skills

Has a particular passion for building equity within an organization, and a desire to learn and contribute to creating best practices managing ersity and enhancing inclusion at work

General Assembly is hiring a remote Director of Sales Operations. This is a full-time position that can be done remotely anywhere in the United States.

General Assembly - The leading source for training, staffing, and career transitions.

We are searching for a People and Culture Director to help us establish Middle Seat as the number one employer of choice for progressive digital strategists. As a director, you are responsible for cultivating an inclusive workplace culture, improving team member retention, and building support structures that allow Middle Seat staff to thrive.

We understand that workforces across the country are in a time of transition. People are demanding more from their employers, and rightfully so. Middle Seat wants to be on the cutting edge of responding to this transition by providing exceptional pay and benefits; building a erse workforce and inclusive team culture; and addressing the root causes of burnout in an industry where it is all too prevalent.

This role is not part of the bargaining unit.

Responsibilities

Administrative and Human Resources

• Oversee new employee onboarding processes
  • Setup new employees in Justworks including filling out employee I9 forms
  • Onboard new staff and provide access to necessary technology, including new accounts, laptops and materials for employees
  • Lead HR and security orientation for new hires
  • Serve as the lead for new employee questions or issues around organization policies and benefits
  • Select and manage benefits systems and compliance including but not limited to: HRA, FSA, 401k, health insurance, vision insurance, and dental insurance and other organizational benefits
    • Includes coordinating with PEO to ensure that plan documentation is accurate, that all participants receive an up to date Summary Plan Description and required plan notices, and that annual 5500 returns, and Summary Annual Reports are filed and distributed as appropriate.
    • Coordinate with PEO and Accounting to ensure that taxable and nontaxable fringe benefits are reported and taxed accurately.
• Maintain survey data on staff demographics
• Track employee discipline records and keep them up to date in Google Drive alongside team leads
• Advise managers on employee and labor policies, such as ADA, FMLA and OSHA
• Ensure that company policies align with the collective bargaining agreement
• Research, develop and update company policies and edits to the employee handbook as needed
• Devise communications plans for rolling out new or updated policies to staff
• Ensure team member adherence to company policies and procedures
• Oversee security policy and ensure highest level of compliance
• Serve as the go-to resource for dispute resolution and problem solving

Recruitment

• Support hiring and recruitment efforts, including drafting and posting jobs, screening resumes, scheduling interviews, and coordinating skills assessments.
  • Identify new hiring sources and develop monthly recruitment strategies to support a erse talent pipeline, using data analyses to inform recruitment plans.
  • Participate in interviewing and vetting processes for new hires
• Responsible for offer letter creation in coordination with team leads and directors and leading front-facing salary negotiations
• Alert union representatives of plans to hire new staff or plans to engage with new independent contractors when appropriate

People Success

• Create professional development opportunities, leadership pathways and mentorship to help develop and retain staff, including managers
• Set up structures for people-focused areas, for example:
  • Here’s how we onboard
  • Here’s how we hire
  • Here’s how we roll out new processes
  • Here’s how we onboard people onto new clients
• Research, develop and implement organizational priorities to improve employee retention
• Lead team member orientation, including working with managers to ensure training is completed for all new hires
• Work with managers to refine, standardize, and manage performance review process
• Help maintain a database for managing staff (including manager’s) capacity and workforce planning by creating, maintaining, and analyzing key reports and queries (for example, total emails sent per month, ad spend per month etc)
• Help managers establish effective supervisory relationships and leadership skills

Culture

• Counsel the management of different departments by providing advice on managing employees and cultivating better culture
• Foster and implement internal equity and inclusion strategies, regularly reviewing current policies for improvement
  • Strive toward structures, processes, and policies that remove racialized barriers, resulting in more inclusive participation in institutional and structural power-building, -sharing, and -wielding for traditionally marginalized racial groups
• Strengthen working relationships between staff and help set successful culture of communication, including guiding Middle Seat culture as we transition to a majority-remote staff
• Monitor People and Culture suggestions and/or contact boxes
• Coordinate staff appreciation efforts including end-of-year gifts and organize staff bonding activities such as virtual happy hours, virtual game nights, etc.
• Plan team building activities and events, including annual end-of-year get together

Requirements

• Experience working in a human resources or people & culture management capacity, ideally at an agency or political organization
• Experience working with a PEO like JustWorks, PayChex or Rippling
• Experience working with people from erse racial, ethnic, and socioeconomic backgrounds
• Experience managing performance evaluations
• Experience with salary negotiations and terminations a plus
• Ability to incorporate an anti-racist and anti-oppression lens into Middle Seat’s people-focused operations
• Strong communication and interpersonal skills
• Ability to draft and publish internal policies
• Understanding of labor laws or experience at a unionized workplace a plus

Benefits

• Salary starts between $90,000 - $105,000
• Profit sharing plan: share in the growth and success of Middle Seat
• $50 mobile phone subsidy monthly
• Regular raises
• 100% premium coverage for health, dental, and vision, with deductibles paid on a Middle Seat funded flex card up to $3,000 per inidual and $6,000 per family
• $100 monthly student loan reimbursement
• $550 monthly mental health reimbursement
• $1,000 annual professional development reimbursement
• 6% employer match on your 401k retirement account
• 20 paid vacation days off, plus your birthday and work anniversary off
• Unlimited sick leave
• Commuter benefits for public transportation
• Flexible work from home schedule (or work in our D.C. office)
• 12 weeks of paid leave for new parents

Do you have experience in an online or IT company as an HRBP? Are you looking for a new and exciting professional challenge? We are seeking an experienced and results-driven HR business partner to align our HR initiatives and functions with business objectives and business needs.

Duties for the HR business partner will include aligning staff to business objectives, collaborating with recruiting the right talent, enhancing staff performance, supporting employee development, enhancing recruitment efforts, planning strategic HR initiatives, managing HR consultants, running orientation and onboarding processes, communicating role expectations, designing succession plans, maintaining staff relations, updating policies and practices, and overseeing wellness and health initiatives. Your experience in human resources management will aid our organization in adding value to overall business objectives, providing HR solutions, resolving personnel grievances, retaining a talented workforce, and ensuring compliance with regulations.

The ideal candidate for this role should have a good understanding of business functions, good communication skills, good interpersonal skills, strategic thinking, and good organizational skills. The noteworthy HR business partner should improve HR initiatives, enhance staff morale, enhance relations between staff and employers, contribute to attaining business goals, promote good HR practices, and attract talented recruits.

Does that sound like you?

But first, let’s break the ice!

Who we are & what we do

At Leadtech, we work hard... and play harder! Our mission is to bring forward new business ideas and empower employees to achieve their goals in the online business world.

Since 2009, we have been fostering innovative and creative techniques across many industries, making us pioneers in online project management.

Leadtech is dedicated to constant improvement and inspiring new ideas daily for the world we live in and the future to come.

If you have a creative and innovative mind, Leadtech is looking for you!

Does this still look like your cup of tea? There’s more

Responsibilities

You’re our perfect candidate if you:

• Assess and anticipate human resources-related needs
• Consult with line management and provide daily HR guidance
• Analyze trends and metrics with the HR department
• Resolve complex employee relations issues and address grievances
• Develop and nurture partnerships through human resources to bridge the ide between management and employees
• Maintain awareness of the culture, plans, financial position, and competition of the business units under the HR purview
• Find ways to build morale, improve workplace relationships, and boost productivity and retention
• Provide HR policy guidance
• Structuring compensation and benefit packages.
• Managing staff wellness initiatives.
• Monitor and report on workforce and succession planning
• Identify training needs for teams and iniduals
• Evaluate and create training programs
• Suggest new HR strategies
• Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees; collaborate with the legal department when necessary

Requirements

Your expertise in a nutshell

• Proven work experience as an HR business partner
• Excellent people management skills
• Analytical and goal oriented
• Demonstrable experience with HR metrics
• Thorough knowledge of labor legislation
• Full understanding of all HR functions and best practices
• BS degree in Human Resources or related field

Benefits

Leadtech offers an exceptional working environment in a dynamic and international team. We invest in people’s development offering the opportunity for continuous training and career growth.

Some of the perks of working with us:

• Competitive salary
• Full-time, permanent contract
• Private health insurance
• 25 days of holiday + your birthday off
• Flexible vacation time (no blackout days)
• Flextime (7 - 09.30h / 15:30 - 18h)
• Free Friday afternoons (a 7-hour workday!)
• 35-hour week for the full months of July and August (free afternoons!)
• Flexibility to work from home
• Other benefits paid from the gross salary (ticket restaurant, transport tickets, nursery tickets)
• Permanent internal training + Annual budget for external training
• Team-building activities
• Monthly afterwork
• Free coffee and snacks
• Free fresh fruit
• Games room (Nintendo, table tennis, futbolín)
• Terrace at the office
• An innovative approach to all internal processes and businesses
• Work with the latest technologies + career progress opportunities

Equal Employment Opportunity Employer

Leadtech is an Equal Employment Opportunity (EEO) Employer, which means we encourage applications from people with different backgrounds, interests, and personal circumstances. Our team welcomes applicants regardless of their race, gender, age, religion, nationality, sexual orientation, and/or disabilities. All we need is your high energy, skills, and willingness to be part of a great project!

Hiring process

First step: 15-minute phone interview to get to know you

Second step: Online interview with your future manager to talk about the position and how we approach work.

Third step: Online interview with the HR Director.

Last but not least: HR’s timely response regarding the status of your application.

Sounds good? Apply now!

We’re looking forward to meeting you.

Location

You'll have the flexibility to choose whether you'd like to come to the office every day, from time to time, or work fully remote. We want you to find the best combination for you.

If you prefer to be surrounded with amazing people, our exceptional office is in Barcelona's Blue Building, located right on the city's seafront. Besides our stunning views, you'll enjoy our office perks such as free fruit, snacks, and coffee and you'll also be able to take part in our Mario Kart and table tennis competitions.

The personal data you provide will be used to manage your candidacy for the corporate selection processes that fit your profile. If you wish, you can exercise your rights of access, rectification or cancellation by sending a letter to Avenida Litoral, 12-14, 5ta planta, Barcelona 08005, or emailing us at [email protected], including a document that validates your identity.

"

BuildZoom is the only trusted marketplace for high-value renovations and residential construction, a $250B market in desperate need of disruption. We guide people through the challenge of finding and hiring the right contractor for their project, saving them time, money, and aggravation. This year alone, we’ll manage nearly $400M in projects and are doubling each year with a clear path to becoming the category-defining company in residential construction.

The Business Operations Team at BuildZoom is responsible for supporting cross-functional teams in their ability to efficiently & effectively do their jobs and implement highly impactful changes to how we run the business. The team’s impact is directly tied to BuildZoom’s ability to run, grow, and scale, and you will have the chance to make a meaningful contribution towards the continued growth and success of BuildZoom. As a Business Operations Specialist, you will act as both a driving force and a key partner for our internal teams to help design and deliver best-in-class processes and solutions, while maintaining momentum and continuity of existing processes and programs.

Responsibilities

* Partner closely with cross-functional teams (such as marketplace, sales, legal, growth, product, finance, engineering, and fulfillment) to execute operational improvements.

Qualifications

* Bachelor’s degree or equivalent work experience

Preferred Qualifications

* You enjoy working with data: you are comfortable getting waist deep into a large set of data and can identify trends. You can whip up a fine spreadsheet, or better yet you can query data using SQL

Salary Range - 70 - 100k, depending on experience.

",

Recruiting Coordinator

REMOTE (INTERNATIONAL)

PEOPLE

FULL-TIME

Who We Are

Subspace Network is building a radically decentralized, next-generation modular blockchain which allows developers to easily run Web3 apps at Internet scale. Subspace is based on original research funded by the US National Science Foundation. Subspace Labs is an early-stage, venture-backed startup with a remote-first, globally distributed team. To learn more, visit our website and read the technical whitepaper.

The Role

We are seeking a Recruiting Coordinator to join our rapidly growing team of Blockchain and Cryptocurrency enthusiasts and engineers. As our Recruiting Coordinator you will primarily be responsible for managing the hiring pipeline across all departments at Subspace Labs. You will report directly to the Director of People and will ultimately be responsible for supporting our strategic hiring process.

In this role you will:

• • Manage the inbound hiring pipelines through our ATS.
  • Collaborate with Hiring Managers to define the hiring needs, key responsibilities and ideal candidate profiles.
  • Share new roles with our recruiter network and develop the relationships and pipelines within those networks.
  • Maintain ownership of our JD database and Job Boards; update our listings, craft new Job Descriptions as needed, and ensure consistency across all platforms.
  • Build interview pipelines, develop interview questions, train team members on best practices and facilitate feedback.
  • Track hiring metrics and report weekly on pipeline and progress updates.
  • Standardize hiring processes across roles at Subspace Labs through centralizing candidate and recruiter communication, creating transparency across pipeline statutes and improving organizational outreach.

Key Requirements:

• • 1+ Years of experience working in the Web3 or open source space in a hiring capacity.
  • Excellent interviewing skills with the ability to screen for both general and cultural-add.
  • Experience managing an ATS platform, preferably Lever.
  • Experience working in a globally distributed, remote-first, high-growth team.
  • You must be self-motivated, tenacious, and driven, operating with a high sense of urgency while working effectively within a team environment.

What We Offer:

• • A remote work environment with a high degree of autonomy and agency.
  • You will play a critical role in implementing a new layer one blockchain.
  • Salary and options befitting an early hire at a venture-backed startup.
  • Medical, dental, and vision insurance (US-based only).
  • Company-sponsored team offsites in various locations around the world.

Dropbox is hiring a remote Global Collections Analyst Intern (Summer 2023). This is an internship position that can be done remotely anywhere in Ireland.

Dropbox - Keep life organised and work moving – all in one place.

IO Global is searching for a Compliance Partner to join their People Operations team! The Compliance Partner is responsible for supporting functional, jurisdictional and subject matter expertise within the area of employee relations as well as providing coaching, mentorship and guidance on a broad range of complex and sensitive issues.

The Compliance Partner serves as a critical issue point and works closely with our legal team, people team and C Suite team. In this role, you will be a key contributor in streamlining and standardizing our policies and practices to enable the people team to be more effective in communicating change across the business.

Your mission

• Supports company-wide restructures and manages new entity set ups.
• Works together with the legal team to communicate the requirements associated with all applicable HR-related legal/regulatory and compliance programs
• Handles highly sensitive escalations in a confidential, empathetic and fair manner whilst ensuring minimal litigation and reputational risk.
• First point of contact for grievances, disciplinary processes, PIPs - manages all steps in a legally compliant way.
• Ensures managers are upskilled to collaborate with people in a fair and effective manner
• Work closely with legal to draft policy, process and procedure to improve on the compliance posture of the organization
• Stay up to date on all employee-related legislative and regulatory changes and/or developments, and ensure changes to rules and regulations are restructured with HR systems, policies, articles, and practices
• Work closely with our L&D team in preparing, designing and delivering compliance-related training and communications to employees
• Conduct employee-related investigations as directed by the stakeholders.
• Create a case management system to track all sensitive data.
• Responsible for the maintenance of OSHA and company-mandated reports on all accidents, injuries, and illnesses.
• Discreetly handle sensitive employee reports or information.
• Manage and deliver reports that ensure visibility for Senior Management and HR leadership team.
• Carry out regular internal audits of internal processes.
• Carry out regular internal audits of all compliance team files.

Requirements

Your expertise

• Extensive experience in the application of compliance policies and procedures
• Solid understanding of global employment laws and regulations
• Shows willingness to learn and broaden legal knowledge
• Proven ability to design processes and programs that align with the operations of the business
• Proven experience in managing new entity programmes.

Benefits

Location

IOG is a fully distributed organization and therefore this is a remote position.

All Colleagues

• Flexible schedule
• Remote work - ability to work anywhere
• Laptop reimbursement
• New starter package to buy hardware essentials (headphones, monitor, etc)
• Learning & Development opportunities
• Competitive PTO and Sick Leave plan

US Employees

• Medical, Dental, and Vision benefits coverage through Anthem with 100% premium cost covered by IO Global for the employee and dependents
• Health Savings Account
• Life Insurance

UK Employees

• Monthly Health Stipend to use towards any wellness or medical coverage/service
• Pension

At Webflow, we are reinventing the way people build things online. With less than one-half of one percent of the world’s population able to write code directly, we’re on a mission to empower everyone to create for the web – and lead impactful, fulfilling lives while we do it. Since our inception, Webflow has amassed over 220K active customers, extended well beyond $100M in annual recurring revenue, secured partnerships with top-tier investors including Accel, CapitalG, and Y Combinator, and built a erse team of more than 500 distributed around the globe. We’re actively growing and are adding new team members in all departments who are excited about our vision to build the world’s most powerful no-code development platform.

• Location: US remote or Canada remote
• Full-time 
• Exempt 

As a Director of Diversity, Equity & Inclusion, you’ll … 

• Help to scale our ersity, equity, inclusion, and accessibility practice, articulating a clear vision, translating it into scalable strategy, and enabling and inspiring our team members around the world.
• Call Webflowers In by orchestrating learning and development opportunities to enable and activate our team’s awareness, allyship, and advocacy, such that inclusion remains a team effort at Webflow.
• Center the most marginalized by solving for the experiences of the most marginalized in order to build an organization and product that empowers everyone to create for the web.
• Be actively anti-racist by creating and leading a practice centered on equity to combat the systems that perpetuate systems of racism and inequality.
• Engage, support, and grow Webflow’s Affinity Groups (AGs) — Asians @ Webflow, Blackflow, Caregivers @ Webflow, Disability @ Webflow, Queerflow — and AG Leads to drive measurable business impact and sustainable programming that advance our internal communities.
• Define, measure, track, and analyze the effectiveness of short to long term goals to establish benchmarks, report on progress, and identify gaps and opportunities for future impact.
• Ensure DEI strategy is integrated into all relevant aspects of our work including, but not limited to: Talent Acquisition, Learning & Development, Total Rewards, and Employer Branding. 

That said, these responsibilities are just the start! At Webflow, we encourage you to contribute wherever your interests take you — and shape your role accordingly. 

You’ll thrive as a Director of Diversity, Equity & Inclusion if you:

• 10+ years of DEI and/or related social justice experience in a senior or leadership capacity.
• Demonstrated experience collaborating with people of all backgrounds and identities to advance ersity, equity, inclusion, and accessibility as core components of organizational culture.
• A high level of professionalism and communication skills with a proven ability to influence key stakeholders at all levels, from executive leadership to inidual contributors. 
• Experience translating data and analytics to develop insights, tell stories, drive decisions, and measure impact.
• Experience demonstrating good judgment and working with confidential or highly sensitive subject matter.
• Ability to learn, process, and communicate complex, nuanced, and sensitive information with empathy and clarity.

If you don’t meet 100% of the above qualifications, you should still seriously consider applying. Studies show that you can still be considered for a role if you meet just 50% of the role’s requirements.

At Webflow, we believe that what we’re doing doesn’t define our success -- so we focus on our “why” and “how”: 

Our Mission

To empower everyone to create for the web — and lead impactful, fulfilling lives while we do it.

Our core behaviors (how we act)

1. Earn customer trust
2. Get it done, do it right 
3. Practice candor with care
4. Dream big, ship often 

• We’ll pay you! This is a full-time, salaried position that includes equity
• We’ll invest in your physical and mental well-being with health, dental, and vision benefits and a monthly stipend for health and wellness expenses 
• We’ll pay you to take a vacation … seriously. We’ll give you a $1,000 bonus for taking your first vacation with us that is more than 5 days 
• We offer flexible parental leave 
• We provide remote employees with the equipment they need to create a great remote work environment 
• We will offer you the support you need to help you grow as an impactful Director of Diversity, Equity & Inclusion and a human being 

If you share our values and enthusiasm for empowering the world, we’d love to review your application! We promise we do take the time and care to review every application we receive. However, as much as we wish we could interview everyone who submits an application, we cannot guarantee an interview or feedback due to the unprecedented volume of applications we are receiving today. We are rooting for you, and hope you do consider applying.

If you are extended an offer, that offer may be contingent upon your successful completion of a background check, which will be conducted in accordance with applicable laws. We may obtain one or more background screening reports about you, solely for employment purposes.

Webflow requires all new employees to submit proof of their COVID-19 vaccination status as a condition of their employment.  As such, your failure to timely provide such information, upon Webflow's request, may result in the revocation of your offer or the termination of your employment with Webflow, as applicable. 

At this time, Webflow does not require fully remote employees to be vaccinated against COVID-19.  However, you must be fully vaccinated against COVID-19 and provide proof of vaccination to work out of any Webflow office, visit an office, or attend any in person work events, including company off-sites, company sponsored social gatherings, and meetings.  As such, at this time, we will only consider iniduals who are fully vaccinated against COVID-19 for roles which require any in person work.  If, due to the nature of your role, you are at any time during your employment required to work in person, but you are not fully vaccinated against COVID-19, subject to applicable regulations, your employment may be terminated.  

We are committed to maintaining a safe and inclusive workplace, and our vaccination policy will evolve in response to the changing risks and regulations associated with COVID-19.

"

Company

Dataherald is a Y Combinator backed SaaS start-up which helps companies, no matter how big or small, better leverage the world’s data to create business value. We do this by providing a no-code software to automate the ingestion, transformation, analysis and visualization of data from multiple sources without ever needing to code. Our product manages the data needs end-to-end so that businesses can focus on their goals without worrying about the complexity of large datasets.

Dataherald was launched in 2020 and has grown 10x in the last year. We currently work with leading media publishers like Chicago Tribune, Sacramento Bee etc. and are backed by a mix of Silicon Valley and media institutions such as Y Combinator, Bertelsmann Digital Media Investments (BDMI) and Garage Technology Ventures.

About the role

The Growth and Operations Associate will work dynamically with our growth and customer success teams and will play a key role in ensuring Dataherald reaches its goals in both departments. In this role you will:

* Develop and test experiments to boost growth and engagement

Skill needed to succeed include

* Organization

Qualifications

* Demonstrated interest in growth and operations at a tech startup

Why us?

Impact – We will not make you work on tasks which are low priority and meaningless. You will be making a real contribution to our growth from day 1 and the work you do will have clearly visible and quantifiable results.Learn – This opportunity is like no other when it comes to learning how to grow a start-up from scratch. We have a trial-and-learn mindset when it comes to growth and are doing many things in parallel without the fear of failing. So roll-up our sleeves and get in the action!Flexibility – We are a highly distributed company and believe in asynchronous work rather than long monotonous meetings. You get to work from wherever you want and choose your own timings which make you comfortable.Fun – There is one thing we take extremely seriously at work and it is having fun while working. Because why else would someone work at a startup? 😜

You're going to have a blast, our team is the absolute best!!

",

Crypto Broker | Liquidity Acquisition — Remote at blockowl cap™

About the Company

blockowl cap™ is a liquidity management program created with the mission of providing de-risked crypto investments. Due to our advanced algorithms, we lower the risk and absorb permanent loss within our platform, so you can still enjoy the unmatched advantages of crypto investing.

About the Job

Greetings,

We are looking for crypto brokers who will be hired to reach out to potential investors/partners for our new investing program. Last year, my team and I were tasked with developing a new crypto-staking solution for traditional investors of a family office we work for. Our program was launched last year and currently supports investments in Bitcoin, ETH, and USDC.

Our partners earn weekly rewards on the total amount of funds they stak within our pools. So far, it's been a huge success — we already have an equivalent of $60M under our management. However, it came mostly from our in-house investors. Now we want to extend our solution to potential partners outside our family.

The advantages that we offer to our partners who stak their funds with us:

1. Weekly returns of 1.75%, sent automatically each week to the partner's private wallet (unless chosen to compound within the platform). And up to 210% yearly if compounded.

2. Partners can start investing with as low as 0.5 ETH.

3. No lock-in period at all. Partners can withdraw at any time.

4. KYC approved and backed by a protection plan established by our family office.

5. Due to our advanced algorithms, all permanent loss associated with pool management is absorbed within the platform and not by the partners.

We are looking for crypto brokers who will be tasked with representing our program and reaching out to potential investors/partners willing to join the program. We can offer the following:

— 1% weekly returns on the entirety of partners' funds under your management.

Ex.: if the total staked fund of all partners brought by you to our program is 100ETH and 10BTC, you'll receive 1ETH and 0.1BTC weekly, sent automatically to your wallet. This amount increases every week.

— 100% remote.

— Complete freedom of work. No obligations. No requirements. No deadlines. Your only responsibility is to bring people in. The more you bring, the more you earn.

— We take care of everything, management included; you’ll get a personal assistant ready to help in case you or partners under your management would have any questions.

— Early access to our investment program and the possibility to join as a partner to get an additional 1.75% weekly. Yes, you can earn commissions on yourself as well.

— Fund protection plan

— Invitation to yearly recurring events and galas in places like Monaco, Dubai, Malta, and Bali; organized exclusively for our partners, sponsored 100% by us.

— Access to an extensive investment network (not only crypto) and support from our community.

— 2x rewards for best performers (for every 5ETH brought, your commission double).

Skills

Sales, marketing, outreach, lead generation

Compensation

commission-based

"

We do not check this website for applications - please apply directly at https://www.close.com/careers

About Us

Close is a bootstrapped, profitable, 100% remote, ~70 person team of thoughtful iniduals who value autonomy and impact. We’re eager to make a product our customers fall in love with over and over again.

We ❤️ startups & SMBs. Since 2013, we’ve been building a CRM  that focuses on better communication, without the hassle of manual data entry or complex UI. Our goal: double the productivity of every sales rep.

We care deeply about the candidate experience and looking for someone to join our team that is solely responsible for all aspects of hiring and recruiting as we grow our team.

About You

You should have a commitment to integrity, quality, friendly-strength, and team building.  You have a background recruiting for a remote, tech company. Ideally you have experience working within an international ecosystem. You are excited to be the first person in this role, working along side the People Operations team and Hiring Managers.

Our team is heavily engineering focused; you should have confidence to recruit for these types of roles in addition to marketing, sales, support and success. 

You have an understanding and awareness of the market and how to connect with top talent. You showcase a high level of discernment, sense of urgency, exceptional attention to detail and have strong follow-up and follow-through. People know you for your winning attitude, excellent communication skills and approachable nature.  

You are comfortable working remotely as part of a small team with a high level of autonomy. You can devise your own schedule and effectively manage your workload based on the company priorities. 

You will be the main point of contact for all candidates and team members involved in the hiring process - anticipating needs on both sides is a critical part of this role. You care about the candidate experience and are always looking for ways to improve.

You’ll report directly to the Director of People Ops. This is an inidual contributor role and currently does not have any direct reports, however will be responsible for partnering closely with the people operations team and hiring managers.

About the Role

All recruiting efforts are currently managed between the people ops team and hiring managers. The company has developed a strong internal process. Your greatest contribution will be attracting top talent and owning the recruiting process end to end. In addition to pipeline management, your responsibilities will expand to create outbound strategies, source candidates and help increase brand awareness. 

Team growth projections for 2022 are ~22 people with our highest priority to bring exceptional talent onto the team. We place emphasis on finding the right person for the role and are aware this often requires more investment in time and resources. 

Responsibilities

* Partner with Hiring Managers & People Operations to create job descriptions, interview processes, expectations and success metrics

Requirements

* 2-3 years experience recruiting at a tech company (remote strongly preferred)

Why Close?

* Culture video 💚

Our Values

* Build a house you want to live in -- Examine long-term thinking and action

How We Work Together

* Productivity, Quality & Impact: We don’t track hours. We trust you’re an adult and know best how to prioritize, meet your goals and contribute at a high level. 

At Close, everyone has a voice. We encourage transparency and practice a mature approach to the work-place. In general, we don’t have strict policies, we have guidelines. Work/Life harmony is an important part of our business - we believe you bring your best to work when you practice self-care (whatever that looks like for you).  

We come from 20+ countries located in 5 of the 7 continents. We’re a collection of talented humans, rich in erse backgrounds, lifestyles, and cultures. Every year we meet up somewhere around the world to spend time with one another. These gatherings are an opportunity to strengthen the relationships within our global community.

Our team is growing in more ways than one - in the last few years, we've launched 24 babies (and counting!). Unanimously, our favorite and most impactful value is “Build a house you want to live in.” We strive to make decisions that are authentic for our people and help our customers become more successful. 

Our application process was designed to promote equitable and unbiased hiring practices. We ask a small series of questions that are similar to what would be asked in the first interview. This helps us learn more about you right from the start so please be sure to answer each question thoughtfully. Each application will receive two screens by two different reviewers. Regardless of fit, you will hear back from us letting you know if we'll be moving forward.

Interested in Close but don't think this role is the best fit for you? View our other positions.

",

Title: Sr. Manager, Sourcing

Location: Remote – United States

Our mission is to bring community and belonging to everyone in the world. Reddit is a community of communities where people can e into anything through experiences built around their interests, hobbies, and passions. With more than 50 million people visiting 100,000+ communities daily, it is home to the most open and authentic conversations on the internet. From pets to parenting, skincare to stocks, there’s a community for everybody on Reddit. For more information, visit redditinc.com.

We are looking for a Senior Manager, Sourcing who is interested in owning the Procurement vision of Reddit. The sourcing leader will drive commodity strategies for indirect spend and strive to improve Reddit’s margin under our vendor portfolio spend. The Sr. Manager will be responsible for leading various negotiations and RFPs and will act as a guide for internal stakeholders when working with their vendor partners.

If you are excited about joining an awesome team that’s creating the future of Finance at Reddit and love having an impact on how mission driven organizations like Reddit operate, this job is for you! The role will report directly to the Director of Strategic Sourcing.

How You’ll Have Impact:

Reddit’s mission is to bring community and belonging to everyone in the world, and you will be pivotal in making that happen. You will be the guiding force behind the scenes ensuring our vendors, employees and leaders have a great experience building our brand while helping the organization stay financially responsible. As Reddit continues to mature, you will have a critical role in helping Reddit’s Procurement practice grow into a world class function.

What You’ll Learn:

As the Senior Manager, Sourcing, you will have an incredible opportunity to lead Indirect Commodities and concentrate your time in Non-Tech related Indirect categories. You will own the sourcing and negotiation strategy for vendors related to Marketing, Professional Services, Global Contractor Spend, Real Estate and Facilities Spend and potentially more depending on your expertise!. If you are eager and willing to take on several roles to take your career to the next level, this is the right place to be! You will also be under the guidance of the Director of Strategic Sourcing who will help guide you from their experience of handling over 13 commodity types.

You will work side by side with a world-class org of Technology, Accounting, Finance and Sourcing practitioners who work together to chart the future of Reddit. In this process, you will be exposed to a variety of new techniques in SOX compliance, building easy to use finance tools and what it will look like to be a leader supporting a rapidly-growing company!

The Senior Manager, Sourcing will lead and actively participate in the strategic sourcing activities for categories focused in all Non-Tech related spend and significant year-on-year cost and productivity improvements while maintaining or improving product quality and vendor service levels. This person will work closely with both internal and external stakeholders in member organizations and in corporate functions to develop effective cost reduction strategies and implementation plans. In this position, the Senior Manager, Sourcing will report directly to the Director of Strategic Sourcing. They will also have the opportunity to have a staff member of 1 under them to lead the Sourcing categories together. Familiarity with Tech Sourcing is a huge plus for this role as there will be times to coach and handle Software deals as well for the company and guide the Procurement team on Tech Sourcing deals.

What you will do:

• Vendor Strategy: Plan, source and select new vendors. Work with business owners to optimize relationships with existing vendors. You will work on a broad range of exciting categories such as marketing, professional service providers, contractor spend, facilities, HR and more.
• Manage a large number of procurement projects and negotiations ranging from order forms to MSA’s to RFI/RFPs. You will work quickly but effectively to negotiate the best available price and terms to meet savings goals, minimize risk and ensure compliance.
• Own and develop supplier analytics to support negotiations and/or purchasing activity, drive continual improvement.
• Measure, Track and be Accountable for Commodity Savings Plans
• Build strong stakeholder relationships with Directors, VP’s and Executives across the business. Absorb their strategy and determine how you can support them though the management of their existing/new suppliers.
• Coach and mentor team members on analytics, negotiation strategies for Non Tech and Tech related procurement
• Partner closely with the Finance, Engineering and G&A team to build our contractor policy and help control global contractor rates.

Who you Might Be:

• 6+ Years of Experience as a Sourcing professional with ideally 3+ years of experience as a Sourcing Manager.
• Have at least 2+ years of experience Indirect Categories
• Proven track record of transforming commodity spend and delivering millions of dollars’ worth of savings back to the organization
• Excellent modeling/analytics: you have strong modeling intuition, and a good understanding of how to bring a modeling framework to vendor negotiations
• Flexibility: you are comfortable working in a fast-paced environment that will require you to manage competing priorities, pivot quickly and often, mentor talent in their career, and continually build new processes as the company scales.
• Recommend Category Strategies for the business
• Ability to improve Payment Terms for the business
• Partners with Finance to outline potential value and ROI for proposed initiatives and tracking results.
• Knowledgeable in commercial legal terms that help accelerate the legal review process while serving for the best interest of protecting Reddit.
• Patient leader who can balance internal stakeholder expectations while driving strong negotiation outcomes to external stakeholders. Must be capable of communicating operations and process steps to a non-technical audience
• Ability to pull financial spend reports and create commodity strategies annually and propose cost savings and cost avoidance targets
• MBA Candidate Preferred (Not Mandatory)

Benefits:

• Annual Personal & Professional development funds
• Comprehensive Health benefits
• Workspace benefits for your home office
• 401k Matching
• Family Planning Support
• Flexible Vacation (please use them!) & Monthly Global Wellness Days
• 4+ months paid Parental Leave
• Paid Volunteer time off

#LI-Remote #ID:184709163

Reddit is committed to providing reasonable accommodations for qualified iniduals with disabilities and disabled veterans in our job application procedures. If you need assistance or an accommodation due to a disability, please contact us at []

"

*Please let us know if you are interested in full-time or part-time and when you would be able to start. Best of luck :)

Company

Dataherald is a Y Combinator backed SaaS start-up which helps companies, no matter how big or small, better leverage the world’s data to create business value. We do this by providing a no-code software to automate the ingestion, transformation, analysis and visualization of data from multiple sources without ever needing to code. Our product manages the data needs end-to-end so that businesses can focus on their goals without worrying about the complexity of large datasets.

Dataherald was launched in 2020 and has grown 10x in the last year. We currently work with leading media publishers like Chicago Tribune, Sacramento Bee etc. and are backed by a mix of Silicon Valley and media institutions such as Y Combinator, Bertelsmann Digital Media Investments (BDMI) and Garage Technology Ventures.

About the role

The Growth and Operations intern will work dynamically with our growth and customer success teams and will play a key role in ensuring Dataherald reaches its goals in both departments. In this role you will:

* Develop and test experiments to boost growth and engagement

Skill needed to succeed include

* Organization

Qualifications

* Either recent graduate or currently enrolled senior in a college/university

Why us?

Impact – We will not make you work on tasks which are low priority and meaningless. You will be making a real contribution to our growth from day 1 and the work you do will have clearly visible and quantifiable results.Learn – This opportunity is like no other when it comes to learning how to grow a start-up from scratch. We have a trial-and-learn mindset when it comes to growth and are doing many things in parallel without the fear of failing. So roll-up our sleeves and get in the action!Flexibility – We are a highly distributed company and believe in asynchronous work rather than long monotonous meetings. You get to work from wherever you want and choose your own timings which make you comfortable.Fun – There is one thing we take extremely seriously at work and it is having fun while working. Because why else would someone work at a startup? 😜

You're going to have a blast, our team is the absolute best!!

",

HR Associate II

US-REMOTE-NC

Full time

Job Requisition Id: Requisition –

FHI 360 staff working in the United States are required to be fully vaccinated for COVID-19, regardless of the type of project or client they serve, or of their employment status (full/part-time, remote, telework, or in-office), unless an accommodation applies. FHI 360 complies with federal, state, and local laws with regard to accommodations related to this policy. Full vaccination is currently defined as two weeks after the second dose in a two-dose series, such as the Pfizer-BioNTech or Moderna vaccine, or two weeks after a single-dose vaccine, such as Johnson & Johnson’s Janssen vaccine. Booster doses are not required at this time.

Job Summary:

Serves as initial point of contact for employees with questions related to their personal employee information. Processes various forms related to documenting human resources activities such as new-hire, change-of-status, performance evaluations, benefits, terminations, etc. Prepares special reports using HRIS data that may include separation analysis.Responsible for day-to-day oversight of team’s primary work but not limited to:

Accountabilities:

• Ensures timely accurate information to employee e-mail, phone, Cherwell or in-person inquiries regarding areas of benefits, compensation, HRIS, recruitment, payroll, training or other areas affecting employment.
• Recommends and assists in the development of process improvements or changes of systems and processes to support and simplify various HR programs and practices.
• Conducts new domestic and international employee orientation and recommends solutions for improvement.
• Works with HR Partners to ensure awareness and coordination on potential employee relations issues, referring more complex questions and concerns to them as well as pointing out issues with HR policies and their interpretation.
• Provides support for entire employee lifecycle from on-boarding through separation of employment ensuring proper process steps are followed and appropriate documentation completed as needed.
• Manages survey creating, analysis and reporting.
• Conducts training with regards to HR ESC systems and processes for HR and organization staff. Coaches and mentors new staff as required.
• Processes personnel updates related to new hires, change of status, separations, etc. in Workday coordinating with Managers, HR Partners, Payroll, Compensation and allowances as needed.
• Manages all company wide communications and maintains distribution lists.
• Maintains access HR ESC Sharepoint teamsite and ensure processes are posted and updated as necessary. Assists with maintaining Human Resources Connect site.
• Manages program development and execution of special projects such as Service and Now Awards and assists and back-up team as needed with Cherwell management.
• Other duties as assigned.

Applied Knowledge and Skills:

• Ability to handle oral and written communications independently.
• Able to communicate effectively and tactfully with all levels of staff, iniduals from erse cultures, and the public.
• Ability to identify the skills, knowledge, information and attitude gaps of a targeted audience and create or suggest learning based on instructional theory and best practices from the field.
• Able to streamline and simplify reports, and processes.
• Ability to multi-task and set priorities for self and manage time to achieve goals/complete projects on or ahead of due date.

Problem Solving & Impact:

• Handles routine administrative projects for HR office.
• Has ability to recognize situations that deviate from accepted practice.
• Follows specific standards and procedures to resolve; variations must be approved by manager before taking action.
• Errors may negatively impact departmental functions and deadlines

Supervision Given/Received:

• Work is supervised and specific instructions are given for new activities or special assignments.
• May offer ideas and suggestions for improving efficiency, but does not change procedures without supervisor’s approval.

Education:

• High School/GED Diploma or its International Equivalent required.
• Bachelor’s degree preferred in Business Administration, Human Resources or other applicable major is required. PHR certification preferred.

Experience:

• 3-5 years of experience providing HR or administrative support in an office setting.
• Prior work experience in a non-governmental organization (NGO).
• Knowledge of Human Resource policies, procedures and processes and training.
• Fully experienced in complete HR lifecycle for general on-boarding, performance management, and off-boarding tasks.
• Prior work experience in a non-governmental organization (NGO) and managing expats extremely helpful.
• Proficiency with MS Office Suite (Word, Outlook, Excel, PowerPoint, Access) and HRIS / Payroll systems.

Typical Physical Demands:

• Typical office environment.
• Ability to spend long hours looking at computer screen and doing repetitive work on a keyboard.
• Ability to sit or stand for extended periods of time.
• Ability to lift/move up to 5 lbs.

Technology to be Used:

• Computer/Laptop, Microsoft applications (i.e., Office 365, SharePoint, Skype/Zoom/Teams), cell phone/mobile technology, and standard office equipment.

Travel Requirements: Less than 10%

This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.

FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.

FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.

FHI 360 fosters the strength and health of its workforce through a competitive benefits package, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others — and yourself.

About Us

As we evolve to meet the challenges of the future, we stand committed to the principles that have guided our organization for the last 40+ years. Our work continues to be grounded in research and science, strengthened by partnerships and focused on building the capacity of iniduals, communities and countries to succeed.

FHI 360 staff working in the United States are required to be fully vaccinated for COVID-19, regardless of the type of project or client they serve, or of their employment status (full/part-time, remote, telework, or in-office), unless an accommodation applies. FHI 360 complies with federal, state, and local laws with regard to accommodations related to this policy.

FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.

FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.

Do you innovate with integrity? Believe a team is stronger together? Are you passionate about sustainability? If these are some of the attributes that describe you, then read on. We are looking for courageous, collaborative, and curious problem solvers who are interested in joining our team to help us develop solutions to complex challenges.

Digimarc is a global leader in product digitization, delivering business value across industries through unique identifiers and cloud-based solutions. A trusted partner in deterring digital counterfeiting of global currency for more than 20 years, Digimarc illuminates a product’s journey to provide intelligence and promote a prosperous, safer, and more sustainable world. Digimarc also gives every product a digital presence connected to a cloud-based record of its journey and interactions via the EVRYTHNG Product Cloud ®. With Digimarc, you can finally see everything. And when you see everything, you can achieve anything. For more information, visit us at digimarc.com.

THE CHALLENGE…

We are seeking a number-crunching Global Compensation Analyst to review and establish compensation benchmarks and guidelines! As the Global Compensation Analyst, will research job requirements and evaluate job positions to ensure the company is competitive in the areas of salaries and employee benefits.

WHAT YOU WILL DO…

• Performs staff support activities to develop, implement and administer compensation policies and programs
• Audits jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties, and requirements
• Develops and/or participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position
• Reviews proposed salary adjustments for conformance to established guidelines, policies, and practices
• Recommends corrective or alternative actions to resolve compensation-related problems
• Reviews requests for new or revised classifications to determine appropriate salary grade assignment
• Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures
• Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action
• Prepare special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation, or stock options
• Administration of domestic and/or international programs

Requirements

• Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents.
• Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range
• Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position
• Evaluates and recommends RSU benchmarks for new hires and for annual performance reviews
• Evaluates compensation benchmarks for positions nationally and globally
• Prepares and maintains job classifications and salary scales
• Prepares and presents summary reports of job analysis and compensation analysis information
• Reviews and recommends compensation guidelines for annual market adjustments
• Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends
• Evaluates and implements job analysis instruments and materials
• Conducts data and cost analyses to be used in employee negotiations and collective bargaining agreements
• Plans and communicates preferred methods and best practices for hiring, training, compensating, and evaluating employees
• Advises management on applicable state and federal employment regulations, benefits and compensation policies, human resource procedures, and collective agreements
• Trains managers on Radford coding and evaluating positions for new hires and existing employees
• Performs other related duties as assigned

REQUIRED SKILLS/ABILITIES:

• Extensive knowledge of quantitative and qualitative research methods
• Extensive knowledge of human resource laws, regulations, and best practices
• Excellent written and verbal communication skills
• Excellent organizational and time management skills
• Proficient with Microsoft Office Suite or similar software

EDUCATION/EXPERIENCE:

• Bachelor’s degree in Human Resources or related field required
• SHRM-CP or SHRM-SCP preferred
• CMS or CEBS designation desirable
• 3-5 years of experience as a compensation analyst required
• At least 2 years of global compensation experience
• Experience with RSU evaluation
• Passion in participating, creating, and sustaining a erse and inclusive culture where iniduals and teams can do their best work and unlock their potential
• Alignment with the core Digimarc values: collaborative, curious, and courageous

Benefits

• Competitive salary
• Restricted stock units
• Comprehensive benefits including medical, dental, vision, & retirement savings plan
• Flexible time off / holidays
• Mentorship opportunities

Digimarc is seeking erse applicants. We are an equal opportunity employer and consider qualified applicants for employment without regard to race, gender, age, color, religion, disability, veteran status, sexual orientation, gender identity, or any other protected factor. We want the best people who share our values.

Sr. Talent Development Director

• Redmond, Washington, United States
• Multiple Locations, United States
• San Francisco, California, United States
• Los Angeles, California, United States
• Job number1482321
• Travel None
• Profession Human Resources
• Role type Inidual Contributor
• Employment type Full-Time
• Work site Up to 100% work from home

Microsoft is seeking a Sr. Talent Development Director who is passionate about influencing and impacting across our Leadership talent segment across the Gaming organization. This role will be a strategic partner with the business and HR teams to drive key areas of the senior talent agenda related to movement, leadership development, succession, on-boarding, talent discussions and rhythms. This includes close partnership with other talent managers and our Center of Excellence (COE) partners to connect and enable talent plans for both current and future leaders as well as drive and scale our programmatic approaches.

Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission.

Program Design and Implementation

• In partnership with broader TM team, works to define global Talent Management strategy for the Microsoft Gaming organization, including design of major talent programs (e.g., succession management, talent movement, leadership development, talent architecture) in alignment with Center of Excellence strategy by partnering with business and HR leadership, broader Talent Management community, and other organizations; drives engagement and talent strategy through others.
• Embeds the Microsoft cultural attributes (e.g., ersity, inclusion), leadership principles, and other talent, learning, and organizational development frameworks into talent programs/solutions (e.g., talent planning, succession planning) for multiple organizations, lateral focus areas, or regions; holds teams accountable for applying and upholding cultural attributes, principles, and frameworks.
• Manages and oversees large-scale programs and/or leverages deep business acumen to identify and implement Talent Management program needs across businesses; coordinates with leadership to achieve alignment, overcome barriers, and ensure overall program success; defines future talent management initiatives by identifying short-term and long-term business needs.
• Develops, guides, and manages the execution of talent management programs (e.g., succession management, talent movement, leadership development, talent architecture) by anticipating future organizational talent needs, identifying stakeholders and partners, and establishing priorities; holds teams accountable for project execution; analyzes business priorities and data (e.g., bench strength, assessment data, growth projections) to identify and develop talent management strategies.

Qualitative and Quantitative Analysis and Application

• Identifies and addresses critical gaps in talent management tools, methodologies, and principles through identification of business needs as well as industry trends and leading practices; drives the design and/or implementation of talent management tools (e.g., skills assessments, organizational diagnostics, successor talent assessments) to improve benchmarking, evaluation, forecasting, decision-making, and management of talent.
• Exchanges information with senior business leadership teams, internal HR, and external partners about business needs/insights, organizational diagnostic tools, and existing tools from the Center of Excellence, and develops integrated talent plans.

Talent Management Consulting

• Represents Microsoft regarding talent management practices internally by embedding practices into the business, and externally (e.g., conferences) and by ensuring the company’s best interests are recognized and represented; represents Microsoft on third party requests for information on talent management.
• Drives coordination of related disciplines (e.g., Talent Acquisition, HR Shared Services) in the implementation of Talent Management programs, and interfaces with leaders to achieve business outcomes; gains buy-in of strategies from executive leaders and stakeholders (HR and business); sees that governance is in place to ensure alignment of goals/investments, resource management, decision making, and buy-in across interdependent teams and strategies.
• Follows, contributes to, reinforces, advocates, and defines philosophy, strategy, and standards for how Talent Management helps businesses respond to talent-related opportunities and demands (e.g., succession management, talent discussions); works through HR business partners to provide guidance on how to use tools and/or assessments to make talent-related decisions.

Change Management

• Evaluates business drivers to make a case for change adoption; assesses risks and benefits of the changes, develops effective change-management strategies, and ensures communications and readiness materials are in place to facilitate the transition of Talent Management programs/processes.

Other

• Embody our culture and values

Qualifications

Required/Minimum Qualifications

• 15+ years experience in HR practices or Program/Project Management
  • OR Bachelor’s Degree in Human Resources, Business, or related field AND 10+ years experience in HR practices or Program/Project Management.
• 5+ years managing large-scale or complex projects/programs.

Additional or Preferred Qualifications

• Master’s Degree in Human Resources, Business, Organization Development, Psychology, or related field.

The salary for this role in the state of Colorado is between $177,8000 and $266,800.

At Microsoft, certain roles are eligible for additional rewards, including annual bonus and stock. These awards are allocated based on inidual performance. In addition, certain roles also have the opportunity to earn sales incentives based on revenue or utilization, depending on the terms of the plan and the employee’s role.

Benefits/perks listed here may vary depending on the nature of your employment with Microsoft and the country where you work.US-based employees gain access to healthcare benefits, a 401(k) plan and company match, short-term and long-term disability coverage, basic life insurance, and fitness benefits, among others.

Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you need assistance and/or a reasonable accommodation due to a disability during the application or the recruiting process, please send a request via the Accommodation request form.

Workforce Manager

Job LocationsUS-Remote

Job ID

2022-14480

Category

Customer Care

About The Opportunity

We’re all about connecting hungry diners with our network of over 300,000 restaurants nationwide. Innovative technology, user-friendly platforms and streamlined delivery capabilities set us apart and make us an industry leader in the world of online food ordering. When you join our team, you become part of a community that works together to innovate, solve problems, grow, work hard and have a ton of fun in the process!

Why Work For Us

Grubhub is a place where authentically fun culture meets innovation and teamwork. We believe in empowering people and opening doors for new opportunities. If you’re looking for a place that values strong relationships, embraces erse ideas–all while having fun together–Grubhub is the place for you!

The Impact You Will Make

Grubhub is looking for a collaborative Manager to join our Workforce Management team. The Workforce Management team is focused on Call Center Operations – we surface insights that increase performance across the organization. You will be responsible for accuracy of the forecast and aligned staffing plans through execution and service level performance. Senior Leaders will look to you to provide strategic expertise in the WFM space and sphere of influence. You will guide analyst priorities and development; understand the ‘who, what, and whys’ of our business. Working with other departments is a must as you support the team digging into trends, and surface opportunities that create impact and value.

Strategic Planning

• Understand requirements and effect of strategic plans throughout the implementation cycle
• Review inputs to the capacity plan model with long-term forecast analysts to support forecasting accuracy.
• Partner with BPOs /internal teams to improve their WFM plan
• Be a WFM subject matter expert giving feedback on strategic decision-making regarding footprint, contact structure, and process impacts
• Conduct analysis on the impact to service level performance by adjusting specialist schedules to ensure resource coverage. Make recommendations to improve performance.

Workforce Optimization & Long-term Forecasting

• Analyze workforce metrics to improve human resources capacity planning and maximize labor utilization rates.
• Collaborate to meet Service level agreements based on contact volumes, handle times, and staffing requirements for multiple departments within the Grubhub Care organization

Leadership & Partnership

• Lead a team of WFM Analysts and Sr. Analysts
• Be a knowledge leader assisting to create cooperation between short-term, long term, scheduling and command efforts
• Act together with other WFM leaders as WFM contact
• Partner with Reporting & Analytics to create clear summaries and business insight for Care leadership
• Provide WFM guidance on outsource contract considerations (AHT, Volume Allocation) to partner operations team
• Partner with departments that influence Care (Marketing, Product, Finance, and Talent Acquisition)
• Participate in the hiring and onboarding process to ensure the plan is met and that command center is prepared.

What You Bring to the Table

• Bachelor’s Degree preferred
• 5+ years experience or equivalent of relevant industry experience in forecasting and staffing contact centers.
• 3+ years of formal management / team leadership experience required
• Excellent Excel skills (can perform complex functions) and data analysis experience, including the ability to draw accurate conclusions from raw data, and provide suggestions to address gaps
• Continuous Improvement mindset
• Comfortable challenging leadership in their assumptions and aligning on agreeable approach
• Ability to travel 25%
• Experience with networking, and build relationships across organizations outside of care (including Finance, Marketing & Operations, senior leadership in Care and leadership teams at our BPOs.

And Of Course, Perks!

• Flexible PTO. Grubhub employees are provided a generous amount of time to recharge their batteries.
• Health and Wellness. Excellent medical benefits, employee network groups and paid parental leave are just a few of our programs to support your overall well-being.
• Competitive Pay. You’ll receive a competitive base salary with eligibility for generous incentives, bonuses, commission or RSUs (role-specific).
• Learning and Career Growth. Your personal and professional development is a priority at Grubhub. We empower you to be a leader and grow your career through training, coaching and mentorship opportunities.
• MealPerks. Get meals on us! Our employees get a weekly Grubhub credit to enjoy and support local restaurants.
• Fun. Every Grubhub office has an employee-led Culture Crew that connects people through fun, meaningful events and initiatives like Wellness Wednesdays, Slack competitions and virtual happy hours!
• Social Impact. At Grubhub we believe in giving back through programs like the Grubhub Community Relief Fund and donating $1 million to the Equal Justice Initiative in 2020. Employees are also given paid time off each year to support the causes that are important to them.
• COVID-19 Response. All of our employees are currently working from home and will be for the foreseeable future. We look forward to seeing everyone in-office when it’s safe to return.

Grubhub is an equal opportunity employer. We welcome ersity and encourage a workplace that is just as erse as the customers we serve. We evaluate qualified applicants without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics. If you’re applying for a job in the U.S. and need a reasonable accommodation for any part of the employment process, please send an email to [email protected] and let us know the nature of your request and contact information. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to from this email address.

CA Privacy Notice: If you are a resident of the State of California and would like a copy of our CA privacy notice, please email [email protected].

Our mission at SmugMug and Flickr is simple: building a better world through the power of photography. We do that by creating the tools, services, and communities that today’s photographers need to thrive. 

As a privately owned, mission-focused, and values-driven company, we invest in the growth and well-being of our people first and foremost. Your work here is more than a job—we’re out to leave a positive, lasting impact on our photography communities and, through them, the world.

We’ve cultivated an environment that includes our people partners through our planning processes—from ideation to planning and execution. The leadership team empowers our people team to offer guidance and solutions in a way that aligns with our values and prioritizes a “people first” mind-set. As a senior people partner, you’ll have an ACTUAL seat at the table and a voice in business strategy.  You’ll have an opportunity to directly impact the future of our company and the experience of all our teams.

• Collaborate with leaders to develop, implement, and iterate thoughtful, scalable, people-focused initiatives and processes that directly impact the organization and the experience of our teams for the long term. 
• Coach management on people-related items, including performance management, proactive feedback, career development, and org. design. 
• Offer support and provide advocacy for all our employees, acting as a trusted resource in areas such as career development, managing relationships, issues reporting, etc.
• Work closely with the principal people partner to continue shaping the partner program as well as collaborate with the entire people team to contribute to the next stage of growth for SmugMug and Flickr. 
• Collect and evaluate people data to identify trends and transform them into action that will improve our employees’ experience.

• You’ve worked within a people function for 5+ years, with at least 3 years of experience specifically within a partner role.
• You’ve coached and partnered with all levels of management through a variety of situations, including hiring strategy, org. design, terminations, etc. 
• You’ve worked to identify, problem solve, and implement people-first processes.
• A curiosity for data as well as an ability to identify meaningful trends.
• A people-first mentality and a growth mind-set approach.
• Extraordinarily high EQ and self-awareness.
• A desire or a willingness to work on a small team.

• Role reports to: Principal People Partner. 
• We use PayScale, CultureAmp, Bamboo, Lattice, and Spot. (If you don’t have experience in these specific systems,  you can learn with us!) 
• About the team: We are a small but mighty team of eight that is responsible for ensuring this is the best job our people will ever have. We work hard to create an inclusive culture where everyone can thrive. We love to learn, collaborate, and support each other as we continue to raise the bar on what “people first” means. 

SmugMug is committed to fair and equitable compensation practices. The salary range for this role in Colorado is $95,000 - $109,000. This position is also remote-friendly and, as such, compensation will ultimately be in line with the location in which the position is filled. Final compensation for this role will be determined by various factors such as defined competency leveling and geographic location.

*Remote work applies to select states: California, Colorado, Florida, Georgia, Idaho, Illinois, Indiana, Maryland, Massachusetts, Michigan, Minnesota, New Mexico, Nevada, New York, North Carolina, Oregon, Texas, Utah, Virginia, and Washington.

SmugMug seeks to thrill customers around the world, and building a erse team is essential to our success. We seek employees with a variety of backgrounds and perspectives. And we’re committed to providing equal opportunities and cultivating an inclusive culture. We believe that embracing ersity is integral to innovation and progress.

Recruiter, Talent Acquisition- Store Development & Design – Remote/US 

Location

United States

Is this role eligible for remote or hybrid work? Yes-Remote

Starbucks – Talent Acquisition

Schedule

Full-time

Recruiter,Talent Acquisition- Store Development and Design-Remote/US

Now Brewing – Talent Seekers! #tobeapartner

Talent Acquisition partners are advisors that build a talent culture across our business, recruiting the right partner for every role, every time. As a Starbucks recruiter, you will contribute to the company’s success by supporting strategic hiring goals to attract, develop and retain a high quality, erse workforce.

You are an advocate for your candidates, a consultant to your business and a champion of our mission and values. Being an employer of choice is a part of our growth strategy at Starbucks and bringing your in-depth knowledge will help bring it to life.

As a recruiter, you will:

• Be a Talent Advisor – solving problems and influencing outcomes both with your clients and within talent acquisition
• Create legendary candidate experiences – and be known and recognized for it
• Be Innovative – in sourcing and assessment strategies for our organization

We’d love to hear from people with:

• 3 or more years recruiting experience in a high growth, fast-paced environment and/or demonstrates experience in forecasting, attracting, sourcing and hiring partners in a retail leadership capacity.
• Experience leveraging various channels such as LinkedIn, use of Boolean, personal network, blogs, forums, advertising, and creative sourcing methods to attract passive talent
• Confidence using data to highlight challenges and roadblocks during recruiting life cycle

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

We are committed to creating a erse and welcoming workplace that includes partners with erse backgrounds and experiences. We believe that enables us to better meet our mission and values while serving customers throughout our global communities. People of color, women, LGBTQIA+, veterans and persons with disabilities are encouraged to apply.

Title: Associate Recruiter

Location: Merida, Mexico – Remote

Angi is transforming the home services industry, creating an environment for homeowners, service professionals and employees to feel right at home. For most home maintenance needs, our platform makes it easier than ever to find a qualified service professional for indoor and outdoor jobs, home renovations (or anything in between!). We are on a mission to become the home for everything home by helping small businesses thrive and providing solutions to financing and booking home jobs with just a few clicks.

Over the last 25 years we have opened our doors to a network of over 200K service professionals and helped over 150 million homeowners love where they live. We believe home is the most important place on earth and are embarking on a journey to redefine how people care for their homes. Angi is an amazing place to build your dream career, join us we cannot wait to welcome you home!

About the team

With continued hiring on the horizon, we’re looking for an Associate Recruiter on our team who will be responsible for identifying and screening a high volume of sales and/or customer care talent to meet business needs. Our Talent Acquisition team is the face of the company, so we’re looking for a brand ambassador who is enthusiastic about selling our company culture to a wide variety of candidates.

Our team is experienced, fast, and capable. We are passionate about our work and strive to be experts in our field. We love to learn, and will do what we can to teach you, support you, and challenge you. We work hard, but we have a great time while we do it. Join us!

What you’ll do

• Digg up candidates in both the obvious and less obvious places – you’ll be responsible for reviewing inbound applications as well as proactive outreach to passive candidates online and in our database
• Partner with Recruiters, Sr. Recruiters and Recruiting Team Leads to ensure that talent needs are met
• Review candidate resumes/profiles for entry-level positions and conduct introductory calls, phone interviews, and/or face-to-face interviews to assess candidate qualifications
• Gather, organize and document post-interview debrief sessions with interview teams
• Work cooperatively with the Talent Acquisition team to support recruiting projects and reporting initiatives, including but not limited to participation in job fairs, maintaining relationships with universities, professional associations and staffing agencies.
• Assist in the new hire onboarding processes
• Other business-necessary projects as needed

Who you are

• HS Diploma or GED required, BA degree preferred
• Located in Mexico and bilingual in English and Spanish
• 0-2 years of recruiting experience, preferably at a high volume
• Past experience with intern, college, or entry-level recruiting is a plus
• Solid understanding of employment trends and talent data in your specific market
• Desire to work as part of a larger team- collaboration and relationship building comes second nature to you
• Excellent verbal and written communication skills, which encompasses solid grammar skills, excellent listening skills, and the ability to communicate effectively through phone, in-person, and electronic communications
• Strong computer proficiency, with knowledge of MS Office Suite including Outlook, Excel, Boolean searches, and web-based productivity applications, as well as the ability to learn new software quickly
• Experience with Google Workspace is a plus
• A solutions-oriented mentality, with a professional, positive, energetic attitude and a desire to go above and beyond for the betterment of the team
• The ability to handle and prioritize multiple concurrent project and ability to adapt and learn on the fly to keep up with the lightning speed of our environment
• Extreme attention to detail- you hate typos and when things are out of order!
• Excellent customer service skills with an obsession for the candidate experience

We value ersity

We know that the best ideas come from teams where erse points of view uncover new solutions to hard problems. We welcome and value iniduals who bring erse life experiences, educational backgrounds, cultures, and work experiences.

Compensation & Benefits

• The salary band for this position ranges commensurate with experience and performance.
• This position comes with competitive benefits including health insurance, flexible time off, and more
• This position comes with a competitive performance package
• The rare opportunity to work with sharp, motivated teammates solving some of the most unique challenges and changing the world

#LI-Remote

We're looking for a human-centric TA Manager to join one of our clients in New Orleans or Remotely.

A day in the life could look like:

• Serve as an experienced and trusted consultant to senior executives determining their hiring needs.
• Provide high touch, proactive communication to both hiring managers and candidates to clearly understand and relate the needs of the roles and determine the best fit, both skillfully and culturally.
• Advocate for a erse, innovative, creative, compassionate, authentic workplace culture.
• Utilize best practices and tools for identifying and sourcing hard to find top talent.
• Meet hiring targets for a variety of complex positions.
• Continuously research new tools and ways to increase productivity and create efficiency.
• Aligning the work with the client’s culture and strategic goals 

We’d love it if you:

• Want to make a difference in the lives of humans at work
• Have a passion for DEIB, culture, experience, and the world of work and deeply care about the inclusion and wellbeing of all people 
• Offer excellent communication and interpersonal skills with the ability to build rapport and meaningful relationships 
• Bachelor’s degree in business, human resources or related field
• Well-versed in recruitment marketing, recruitment technologies, systems and processes
• Enjoy thinking strategically to align perspectives, voices, and opinions 
• Well-organized and able to meet deadlines 
• A good human who cares about all humans 

What Now?

Well, if this sounds like a great opportunity for you, we hope you’ll apply to join us.

Step 1: Click that “apply” button at the bottom of this page.

Step 2: Share your “why” for joining us to accompany your “on paper” self. We’d love to see some work samples, hear some life stories, get to know the real, whole, entire you through this process. If you need assistance or accommodations with this application, we’re here and so happy to help. Contact us at [email protected].

Step 3: One of the very nice humans on our team will reach out to you to confirm best next steps. Candidates who move forward in this process will likely start with a virtual interview via Zoom. This virtual interview could be with one or two livingHR team members and we’ll seek to truly get to know one another, share more about the opportunity, and answer any questions you have.

Step 4: We will provide transparent and timely communication as we go as the process looks a bit different for each role. We can’t wait to learn more about you!

CircleCI is hiring a remote Senior Customer Programs Manager. This is a full-time position that can be done remotely anywhere in the United States.

CircleCI - Ship quality code, faster..

An insightful and engaging manager who can connect with future Namatians and steward them into the right role on our team

About the Position

Namati helps people understand, use, and shape the law to support and defend their communities. Since 2011, Namati has worked to build a movement of grassroots advocates worldwide, growing from a small group of big-hearted justice seekers to a global staff of more than 150 people across 6 countries.  Our people - our staff, community partners, and the justice seekers we work with on the ground every day - are everything to us. 

Over the next year, Namati will be growing significantly. We’re looking for someone who can own this next phase of growth - everything from sourcing and interviewing candidates, to project-managing all our hiring processes, to partnering with hiring managers to put the right candidates in the right roles, and building our internal capacity along the way.  We’re a busy, growing team, and you’ll have plenty of roles to fill, but fit with our culture and mission-focus is paramount. 

To be a successful in this role, you’ll need to deeply understand our mission, our culture, and our international organization to discern which candidates are not only the right match for our work, but also for our team. We’re always open to re-examining requirements or creating new roles for people who are exceptional matches for our organization but not a particular open role. This role, with a high-level view of our global organization, will be a key partner in managing these complexities.

This Talent Acquisition role will be a part of the global People team and will support team-wide efforts as appropriate to bring culturally-aligned people into roles designed to tap into their superpowers, help them to continually grow and develop, and bring them together in a vibrant, values-driven culture.

While we’re open to hiring this role at a variety of levels, we’re looking for someone with significant related professional experience and strong professional networks. The Talent Acquisition manager will focus on the following areas: 

1. Sourcing candidates: You’ll do all the sleuthing you’d expect a recruiter might do, as well as constantly searching for new networks that might be full of incredible candidates who have never heard of us. Your calendar will be full of screening interviews, “get to know you” calls, and follow-ups, building a candidate pipeline for Namati now and into the future. 
2. Managing hiring processes: You’ll manage all of the processes of hiring at Namati, from developing job descriptions to onboarding. You’ll conduct interviews, plan hiring timelines for new roles, develop candidate evaluation resources, set up all of the systems we use for hiring, and coordinate onboarding (and help us continue to strengthen our systems and capacity in these areas). You’ll work with hiring managers and the rest of the People Operations team to drive hiring processes forward, and you’ll own the candidate experience at Namati, ensuring that candidates are treated respectfully and communicated with in a timely manner.  

Here’s what you might have tackled last week -

• Scheduled, planned, and conducted a call with the Kenyan citizenship team to help them develop a role they plan to hire for.
• Held a check-in with a hiring manager to share updates on a recruitment process; after discussing eligible candidates, quickly reacted to make adjustments to the job description and recruitment strategy. 
• Finalized a new evaluation template for hiring managers to review written exercises.
• Had coffee with a senior-level candidate who might be a great match for our growing US Environmental Justice program when she’s available next year. 
• Had a long call with our Network manager, learning about how to navigate our Legal Empowerment Network platform and strategizing about how to find promising candidates who are already very engaged in our issues. 
• Did phone screen interviews with about 18,000 candidates (you might be exaggerating that number, but that’s how it felt).
• Finalized job descriptions for 2 upcoming roles, providing both content and light copy-editing on the documents to prepare for posting.
• Spent some time cruising around Twitter, exploring a rabbit-hole of environmental justice networks around the world.

About You

• Excellent communication and matchmaking skills: You love to connect with people and understand how their perspectives and unique qualities could be elevated. You’re great at articulating mission, achievements, and culture in a way that helps people understand how they could thrive with us. You enjoy people - working with them, learning from them - and you’re typically energized by a good conversation. 
• Nimble, creative, skilled project manager:  You’re extremely thorough and will follow through on complicated, multi-step processes. While careful planning and execution define your work, you are positive and graceful when unexpected challenges arise. You quickly reorient and identify the best new course of action. You are able to multitask using sound judgment while remaining detail-oriented.  
• Collaborative and service-oriented: You greet everyone you encounter with a collaborative spirit, kindness, and empathy. You are known as a team-player who brings an “all hands on deck” mindset to all projects -- you’re happy to contribute however you can to advance Namati’s mission. You manage collaborative processes confidently and efficiently: you know how to incorporate input from a variety of stakeholders.
• Growth oriented: You’re always seeking to better yourself and your work, and you will push yourself to the peak of performance to help fulfill our mission. In service of that growth, you welcome and delight in feedback from supervisors, peers, and anyone else.
• Maturity and discernment: You have several years of experience - perhaps at several workplaces - and have seen a lot of people thrive (and not) in a variety of ways. You trust your instincts, but also understand your biases, and have an expansive and inclusive idea of what it means to “belong” at an organization. 

Location 

This can be a remote position, open to any location. Preference will be given to candidates based in one of Namati’s global offices in Washington DC, USA or Nairobi, Kenya (please note you must already be legally eligible to work in one of these countries to be considered for the position; Namati is unable to sponsor work permits).

The person hired for this role will be asked to have a flexible schedule to accommodate candidate outreach across global time zones. 

Compensation

We base our compensation on the markets where our staff operate. We work to communicate transparently with candidates (including talking about compensation very early in the process). Throughout the hiring process we will seek to understand your specific skills, experience, and abilities as they will fit into our team and our job levels. We will finalize pay and responsibilities based on the qualifications, experience, and country location of the person joining. 

We also offer excellent benefits: while the exact terms vary somewhat based on location, they always include health coverage, generous paid time off, retirement or old-age plan contributions, sick leave, and parental leave— or compensation for the same. All staff also have access to funds for professional development opportunities.

To apply

Please complete our online application form, including a resume/CV as well as answering one of the application questions that will help give us insight into your approach and experiences in hiring. 

Applications will be accepted and reviewed from now until November 4, 2022. No phone calls please. 

Namati is an Equal Opportunity Employer.

REMOTE | FULLTIME

A bit about us

Multiplier enables companies to employ anyone, anywhere in a few clicks. Our SaaS platform combines the multi-local complexities of hiring & paying employees anywhere in the world, and automates everything. We are passionate about creating a world where people can get a job they love, without having to leave the people they love.

We are an early stage start up with a "Day one" attitude and we are building a team that will make Multiplier the market leader in this space. Everyday is an exciting one at Multiplier right now because we are figuring out a real problem in the market and building a brand new product around it. We are looking for smart and talented people who will add on to our collective energy and share the same excitement in making Multiplier a big deal. We are headquartered in Singapore, but our team is distributed across the globe.

What will I be doing?

• Part of the Talent Acquisition team to help grow Multiplier's Technology team in LATAM and the US
• Develop sustainable talent acquisition and hiring plans and strategies across LATAM and the US
• Use multiple methods to find and source talent needs not limiting the TA function to any specific approach.
• Work closely with the leadership and function leaders to identify team growth requirements and plan for them.
• Share audacious hiring goals and KPI's with function leaders.
• Create scalable process and establish tooling for sourcing, acquiring and hiring talent efficiently.
• Establish strong employer branding. Plan and execute activities uplift employer branding to attract the best talent.
• Be the ultimate evangelist for Multiplier internal culture.

What do I need?

• You have at least 3 years of experience as a high performer in a similar role; strong experiences with non IT hiring plans such as BDRs, AEs, BDMs, Marketing roles, etc
• You have strong experience in hiring in the LATAM region, ideally including other parts of the world as well.
• Proficiency in using Linkedin Recruiter, Angelist, and other high-tech channels.
• You have in-depth knowledge and good experience of full-cycle recruiting and employer branding techniques.
• You are very familiar with ATS, Sourcing and Recruitment Marketing tools.
• You are very organised and structured in work and able to execute timely and keep all stakeholders informed.
• You are a self-starter and demonstrate a high level of resilience.

Why Multiplier?

We are backed by A-class investors & growing blazingly fast! As the founding leader of talent acquisition, you will be working closely with our Leadership and all functional leaders to grow Multiplier across the world. Multiplier has grown phenomenally in the last few months and by taking on this role, you will play crucial part in steering that growth even further.

Perks

• Flexible vacation.
• Flexible work times.
• Work from anywhere.
• Health Insurance

Equal employment opportunity

Multiplier is an equal opportunity employer: we value ersity. We do not discriminate on the basis of race, religion, colour, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status

About the Interledger Foundation

Interledger is working towards a more equitable and creative global society through an open payments network in which anyone can seamlessly earn, share, buy, sell, and trade with anyone else in the world. To drive this vision forward we will:

• Connect a powerful community of web advocates and leaders.
• Promote creative and innovative solutions to connecting humanity.
• Steward technology and standards work that advances open payment technology.

This is a critical moment in the evolution of the web. Never has it been more clear that the web can be both a tool and a weapon for distributing power and privilege. The dominant business models of the web are already being controlled by the same people, institutions, companies, and algorithms that reinforce systemic racism and inequality.

The Interledger team is mission-oriented, strategic, creative, and collaborative. We care deeply about using the platform of the web to expand financial inclusion.

About the role

We are investing in our staff at the Interledger Foundation and are looking for our first dedicated HR Manager person. This is a part-time role that may eventually grow into a full-time role as our team expands.

At Interledger, we prioritize our team and recognize that talent can be found in our corners of the globe. We are a fully distributed organization with 10 employees in five countries, consultants and vendors in many more, and grantees located across the world. We are a young organization with plans to grow. As we do, it's important that we source strong skills and compelling perspectives, and support this talent with strong, equitable policies and processes.

As the HR Manager, you will be part of a team building a humane, inclusive and compliant workplace. Managed by the Head of Operations, the HR Manager will assist with recruitment and hiring, compensation and benefits, retention and organizational culture, and compliance policies and practices.

This work requires experience in global HR and distributed teams and experience in people management.

Recruitment and hiring

• Identify organization needs, and craft roles with defined competencies to match these needs.
• Build a pipeline/talent attraction strategy for recruitment with a focus on ersity.
• Write and post new job descriptions. Audit and improve existing descriptions.
• Standardize and manage the interview process, including training interviewers on implicit bias.
• Draft offer letters and conduct negotiations.
• Coordinate onboarding with managers and staff.

Compensation & Benefits

• Compensation research for new roles, including market benchmarking.
• Conduct research to inform a global pay equity strategy.
• Research global benefits, including providers where necessary.
• Advise on cost-of-living compensation adjustments.

Retention & Culture

• Monitor employee satisfaction and engagement.
• Receive and manage complaints.
• Identify opportunities to improve DEIBA.
• Contribute to crafting external communications around mission and values.
• Identify opportunities to improve remote and distributed working culture.

HR

• Monitor updates in federal, state, and local employment laws and regulations.
• Manage external regulatory filings where required.
• Identify compliance issues, recommend solutions and execute those solutions in partnership with appropriate staff.
• Manage existing hires through their inidual PEOs and EORs.
• Research payroll and benefit providers for potential new hires.
• Audit existing policies and handbooks and contribute to the creation of additional policies where needed.
• Work with leadership and managers to address any HR that arise.
• Develop and implement an employee review process.
• Develop and advise on internal communication strategies.

Vendor relationships

• Oversee aspects of vendor relationships including research and procurement, negotiating contract terms including pricing, managing renewals and identifying areas of risk.

Operations

• Assist in accounting and finance duties including reconciliation and expense reimbursement.
• Assist in general operations duties including insurance renewals, basic legal inquiries, and trademark and patent monitoring.

• Global experience is a must - we need familiarity with supporting a distributed, global team.
• Excellent digital office skills (we use G Suite, Slack, Zoom, Bill.com, Gusto, and Intacct).
• Comfortable learning and adapting to new software and technology.
• Tenacity and tact in chasing the information you need.
• A production mindset with the desire to complete tasks efficiently through quality work.
• Strong familiarity with employment compliance requirements in the US. Global compliance experience is a plus.
• Attention to detail, organizational skills, and ability to multitask.
• Comfortable working on a fully distributed global team.

Compensation

Compensation for this role is $40,000 annually for 15 hours per week.

Location

The Interledger Foundation is based in the United States and has a fully remote staff. This position can be based almost anywhere in the world. Compensation may be affected by international hiring costs in specific locations.

Junior Technical Recruiter

Remote

About Structure Financial:

Founded by MIT & Jump Trading alumni; backed by Polychain Capital; Structure empowers anyone in the world to access quality financial markets with ease.

The Structure app replaces an antiquated financial system crippled by waste and opacity; we are repackaging legacy financial products that were designed for exclusivity and non-participation and transforming them into digital assets that are fit for a global public.

We are a global, remote-first team of engineers, designers, traders, and innovators of all kinds working together to build solutions for globally systemic financial systems. We value innovative ideas and encourage the audacity required to bring those ideas to life.

At Structure, you’ll have an opportunity to invent industry-disrupting financial technology that will dramatically improve financial markets for decades to come. By joining us at this early stage, you will also have a significant influence on the design, direction, and vision of Structure. We’re looking for motivated iniduals who share a passion for financial markets and building world-changing technology.

As a fully remote Junior Technical Recruiter, you will be part of Structure’s Global People Operations and Recruiting team. In this high impact role, you will help drive our Talent Acquisition operations across the world to identify, engage, and assess the immense human potential out there, and ensure the best fits join our amazing team.

It’s important that you’re able to work independently, take initiative, and are capable of building out and running effective recruiting processes from initial contact through onboarding and beyond.

You Will:

• Partner with Structure’s founders, recruiters, and hiring managers to identify and build out talent needs and strategies.
• Be the point of contact for all candidates from sourcing, screening, scheduling, interviewing, and offer stage
• Have an understanding of the complete recruitment function, including: research, sourcing, networking, behavior based interviewing and closing;
• Maintain flexibility to deal with ambiguity and the evolving needs of the business environment;
• Stay informed of trends and innovative recruiting techniques in order to be competitive in state of-the-art and non-traditional recruiting practices.
• Influence Structure’s strategic direction with knowledge from the talent market (e.g., where to find particular skill sets, salary expectations, hiring practices, among others)
• Help drive Recruiting initiatives, including ersity & inclusion, university relations, talent communities, and institutional partners.
• Craft recruiting process and hiring plans that provide a smooth and positive hiring experience for candidates
• Track goals, metrics and performance of the hiring cycle; regularly communicate results to the team
• Assist with onboarding new hires both operationally and culturally

Required Experience:

• 0-1+ years experience of full-lifecycle recruiting and building a candidate pipeline for a high-growth startup;
• For the junior technical recruiter role, we look for ambitious technical recruiters who like explaining complex systems & are smart, organized, and hungry to build an organization
• The ability to create positive relationships with all “customers” including candidates, hiring managers and business partners;
• Successful track record of sourcing technical and non-technical roles ranging from entry level to director level
• Designing job descriptions and interview questions with our hiring managers that reflect each position’s requirements and our culture
• You are able to work effectively as part of a erse, remote team
• Experience with curated recruiting platforms ( LinkedIn and LinkedIn Recruiter, Angel list, etc)
• You have previous experience at a startup or a fast-moving environment
• You’re a self-starter and can work well in a decentralized team – we’re spread across 10 time zones
• You are comfortable with ambiguity, able to take charge and get things done despite the unknowns
• You have phenomenal written and verbal communication skills. This includes understanding and communicating respectfully and effectively with candidates from many different countries and cultures.

Preferred Experience (Not Required):

• Recent experience in the FinTech, blockchain, or digital assets industry
• Passionate about crypto, blockchain, and/or DeFi innovation
• A proponent of open-source software licenses

What We Offer:

• Cash: Competitive Performance-Based Salary + Merit Increase & Spot Bonus Opportunities
• Equity: Generous Stock Option Packages for Performance
• Tokens: Genesis Block Token Allocations
• Time Off: Unlimited Paid Time Off
• Flexibility: Work from Anywhere, Agile Environment, and more!

At Health IQ, our vision is to ensure that the 1.5B seniors live their golden years better than the previous generations. We believe in rewarding the health conscious through savings, literacy, and educational tools.

We are a erse and innovative group of iniduals who thrive on big data and proven results. Our approach has enabled us to grow from roughly 200 to 900+ employees over the last year and we expect continued growth and opportunities. If you believe that being health conscious can improve lives and want to make a tangible difference through your work, then you’ll love what we’re doing at Health IQ – apply and join the team!

The Director of People/Culture is responsible for enhancing the relationship between company leaders with the human resources department to complete HR initiatives. Duties include analyzing HR policies, analytics and procedures to determine their relevance to company goals or values, meeting with the People leaders to propose changes to policies. This position reports to the VP of People & Culture.

• Employee Attrition (owns this KPI for all corporate and the sales center)
  • Tracks and report employee attrition to business leaders at department level
  • Responsible for development and execution of proactive programs designed to maintain turnover in line with business model/expectations
• Employee Relations/Investigations- Corporate
  • Responsible for handling all corporate investigations as well as those investigations/terminations that may have a high level of risk.
    • Example:
      • Title 7 investigations
      • Harassment/Discrimination Claims
      • Retaliation Claims
      • Claims for disability protections where people are requesting ergo equipment and accommodations
    • Serves as a leader coach to the directors & vice presidents
      • Coach leader on how to handle employee situations and performance issues in the fixed area
      • Meet with respective leaders biweekly or monthly to discuss any HR issues
    • Termination meetings and Exit Interviews – Corporate
      • Complete exit interviews for Sr. Managers and Directors (corporate and sales)
      • Provide feedback to managers on trends and potential issues. Coach the leader on how to strategically plan against the trends.
    • Employee Engagement 
      • Owns the strategy and creation of ongoing EE Engagement pulse surveys
      • Measures the results and provides analytical details to management
      • Help develop employee videos and various employee connection ideas (all day zoom, virtual happy hours, virtual coffee, get to know you speed dating, etc)
      • Responsible for executing the employee 30 day hire survey. Look for trends and develops the communication to the leaders to address wins/opportunities
    • Diversity Equity & Inclusion
      • Implement a measurable and effective Diversity and Inclusion strategy
    • Leadership Development
      • In partnership with VP People develops and deploys the following:
        • Fundamental Leadership Training (new managers)
        • Health IQ wage and hour training
      • Develops and leads the team of HR Business Partners to deliver on company/department objectives
    • Mentorship program
      • Develop and champion mentorship program
    • HR Analytics
      • Ability to bridge together the turnover by leaders and department, with feedback in employee pulse surveys, with glassdoor ratings, to measure our effectiveness and pinpoint where we have issues so we can drive change for a positive culture.

• Bachelor's degree or equivalent in business, human resources or related field and six years of progressively responsible experience in employee compensation.
• Knowledge of laws and regulations as they apply to base compensation and incentive compensation programs, company policies, and operations.
• SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) and certified compensation professional credentials preferred.
• Experience providing HR support for non-exempt populations of 500 or greater.
• Experience supporting a workforce of 500 or more remote workers in the US.
• Experience with seasonal hiring at scale of over 1000 new associates within the calendar year
• Experience in leading in a remote environment.

• Knowledge of all federal, state and local regulations and compliance requirements related to employee compensation.
• Strong analytical skills and ability to interpret and communicate data.
• Computer proficiency and technical aptitude with the ability to use Microsoft products, including Excel.
• Strong leadership and team management skills.
• Excellent time management skills and ability to plan and set priorities.
• Excellent verbal and written communication skills.
• Strong interpersonal skills in dealing with senior management.

• This position is remote and involves working out of a home office. Duties are performed primarily in an office setting. Operates computer and standard office equipment, such as telephone and copier/printer.

• Stand or Sit: Must be able to remain in a stationary position 50% of the time.
• Use hands/fingers to handle or feel; reach: Constantly operates a computer and other office productivity machinery, such as a calculator, copy machine, and computer printer.
• Talk/hear: The person in this position frequently communicates with employees who have inquiries about payroll related concerns. Must be able to exchange accurate information in these situations.

To make the world a healthier place, we started in our backyard. We created a health-conscious environment that allows each of our employees to reach their personal health goals. Below are a few of the employee-led programs that make working at Health IQ truly unique. 

• Career Growth

As a rapidly growing company, new opportunities for growth and development continue to become available. We believe in promoting from within, and look to reward high performing employees with new opportunities. 

• Celebration

We believe the key is to celebrate those who have improved their health rather than cajole those who haven’t. We look for employees who take this positive and optimistic view in their work lives.

• Service to Seniors

Our whole mission and vision is to serve seniors to improve their health. We want employees who believe true happiness comes from being in service to others. We call these employees Health Heroes.

• Personal Responsibility

We believe that only you can make the decision to improve your own health and no one else can do this for you. We look for employees that tend to do the same. 

• Excellent benefits

Competitive rates for our employees' costs toward medical, dental and vision insurance. We offer a 401K, and pay 100% of your life insurance benefit option! We also offer various Flexible Spending Account (FSA) benefits to meet you and/or your families needs. Only full-time employees are eligible for benefits.

• Join a Remote-first Culture

Our flexible, totally remote environment allows us to hire top talent throughout the U.S. The world has changed, and we’ve learned that being in an office is no longer the best way for our employees and our company to thrive.

"

Description

Fleek is a B2B Marketplace for wholesale second hand fashion. We enable professional resellers and retail stores to buy from vintage clothing suppliers around the world. We are backed by top Silicon Valley VCs like Andreessen Horowitz (a16z), Y Combinator, and more.

Role specific details

We’re hiring for a Chief of Staff to the CEO / Co-founder. As our first Chief of Staff inside our Seed stage company, there’s lots to build, and you’ll have a heavy hand shaping the first systems for HR, Recruiting, and Finance. Working alongside our CEO, you’ll also support with fundraising, and general administrative work as needed. We’re on a fast growth ramp, and are looking for a smart generalist to help us scale!

* You’ll build recruiting systems on top of our early playbook, and support Hiring Managers with recruitment and onboarding

About you

* You have a background in operations roles at high growth startups, or working for top tier management consulting firms

Benefits

We believe in happy employees :-)

* Comprehensive healthcare coverage

",

Do you want to contribute to solving one of the most important issues of our generation?

Join us in accelerating the transition to a water-secure world.

Waterplan is a fast-growing startup in the Climate Tech Space that develops a B2B Enterprise SaaS platform for companies to measure, respond, report, and monitor companies´ increasingly changing water risks.

By showing companies the business case for mitigating water risk, Waterplan will accelerate their transition to a world where companies are incentivized to save more water, abate the discharge of polluting effluents, conserve watersheds and preserve shared value.

Due to continued growth, we are looking for a Senior Talent Acquisition Partner to join the People Department.

You will be working in a fully remote distributed team across multiple disciplines at a science-oriented company. At Waterplan you will have the chance to work at the forefront of our industry and you will be working with world-leading experts in water.

We are a dedicated and talented team and have ambitious growth targets planned for the next few years. If you are interested in the Climate Tech sector, you have an entrepreneurial spirit and a lot of drive, we want to get to know you! 

About your core focus:

We are looking for the first Senior Talent Acquisition Partner to join Waterplan’s People and Culture team.

Waterplanners are central in order to accelerating the transition to a water-secure world. You will be a key player, by enabling extraordinary talent to join our mission. And you will achieve this by conducting the end-to-end recruiting process and securing a great candidate experience.

We are on a unique mission to change the status quo in the water sector, which means that we need to build a strong Talent Acquisition team in order to support the organization in finding the right people to tackle this challenge. The objective for the People team going forward is to provide inspiring candidate and employee experiences both via building the right foundation and processes as well as everyday execution.

Some things you’ll enjoy tackling:

Make Other Successful: 

• Align talent needs with Waterplan’s leadership team and hiring managers across multiple company departments to craft a clear hiring roadmap. 

• Work with hiring managers to define the scope of the new openings and the candidate’s required qualifications 

• Make sure all hiring managers can succeed in their roles by maintaining constant communication with them and training them in the internal recruiting process

• Manage the hiring pipeline of the roles you’ll be focused on, from applications to scheduling and running screening interviews and filtering out the top candidates

Think Long Term:

• Think ahead and create a pool of talent for the future. Find top performers by sourcing candidates from personal networks and LinkedIn, amongst other channels.

• Look for communities and clusters where you might find top talent and find ways to engage with them

   

Iterative Excellence: 

• Handle the company’s recruiting channels and publish our new openings with the world

• Manage and take the most out of our ATS, generate reports and manage internal KPIs, follow up, proactively react and help to reach our hiring objectives.

• Create industry-leading employer branding to attract top international talent. Help to build the career Page reflecting our mission and values

• Implement and follow up employee referral programs

   

The superpowers you’ll add to your mission: 

• Proficient in English

• You’re an exceptional researcher and enjoy the process of digging through many rabbit holes to find what you’re looking for.

• You have excellent communication and writing skills. You know how to write something attention-grabbing 

• Previous experience building and implementing employer branding strategies is a plus.

• You are very organized and systematic and know how to put processes in place.

• You love connecting with people and strive to consistently deliver impactful results within a high-energy

• You understand the value of ersity and it’s the environment where you thrive.

• Experience working with cross-functional teams, self-motivated and a proactive team player in a fast-paced environment

• Experience building a collaborative team environment with a goal-oriented approach 

• A good listener: able to hear and understand the different stakeholder's needs

• Previous experience in the Climate Tech Space is a plus.

At Waterplan you’ll enjoy 

• Our Mission. We are building something big, you will be part of an ambitious and impactful company, focused on achieving one of the major global sustainable development goals 

• Our Spirit. We are creating something that has never been done before. The entrepreneurial spirit of our team is driving a profound transformation of the water sector

• Our Team. Our team is our most valuable asset. Waterplanners bring together three worlds: technology, water, and science. They are distributed all over the world, bringing their unique perspective to solve complex water resource challenges 

• Our Values: Think Long Term, Iterative Excellence, Thoughtful Discussion, Make Others Successful.

Compensation Analyst

US-REMOTE-DC

Full time

Job Requisition Id: Requisition – 2022201127

FHI 360 staff working in the United States are required to be fully vaccinated for COVID-19, regardless of the type of project or client they serve, or of their employment status (full/part-time, remote, telework, or in-office), unless an accommodation applies. FHI 360 complies with federal, state, and local laws with regard to accommodations related to this policy. Full vaccination is currently defined as two weeks after the second dose in a two-dose series, such as the Pfizer-BioNTech or Moderna vaccine, or two weeks after a single-dose vaccine, such as Johnson & Johnson’s Janssen vaccine. Booster doses are not required at this time.

Job Summary:

Provides client-focused interface and conducts special projects in support of compensation global requirements. Contributes to the global design and implementation of new and revised compensation programs that provide a strong competitive position. Manages all market pricing activities to ensure internal equity, external competitiveness, while adhering to the company’s over-arching compensation philosophy. Provides analytical expertise, guidance and interpretation of various compensation policies. Manages the high-level project planning components relating to compensation program revision, development, and/or re-design.

Accountabilities:

• Supports the implementation of approved programs in the design and development of manager and employee communication and training materials, rollout schedules and delivery of specific compensation related training to employees and management.
• Monitors and analyzes trending information, economic and wage projections to ensure the organization’s compensation objectives and competitive market position are responsive to business needs, fiscally prudent, and legally compliant.
• Conducts job study activities by advising managers on job design/content issues; creation and approval of formal job descriptions; evaluating appropriate competitive labor market rates and determining Fair Labor Standards Act (FLSA) exemption status.
• Administers market pricing activities by matching internal positions to external market data using standardized surveys to make recommendations to management regarding salary levels, grade assignments, total compensation, and hiring ranges for a given position.
• Participates in various compensation related projects which involve revision, development or redesign of existing compensation programs.
• Partners with internal and external resources to ensure projects are completed on time and within budget, while achieving desired goals and objectives.
• Performs other duties as assigned.
• Provides direct compensation support to global business groups and collaborates with HR Business Partners (HRBP) and department managers in the design of competitive and cost effective base pay, incentive and reward programs that support department goals.
• Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements and works with HRBP to educate managers.
• Partners with Human Resources Management Systems team to ensure appropriate data measurements are identified and gathered to ensure compensation analysis are accurate and reported to management to make business decisions and achieve company goals and performance.
• Audits compensation functions for process improvement opportunities and conducts research and internal/external benchmarking studies for best practices.
• Ensures proper program documentation, resolves implementation and operational issues, and monitors program effectiveness compared to program goals.
• Provides technical/analytic consultative support in the design and implementation of global total compensation strategy.
• Administers annual merit review cycle, geographic differentials, and allowances within established guidelines, processes, and procedures.
• Performs other duties assigned.

Applied Knowledge & Skills:

• Working knowledge of compensation practices required including compliance with state and federal laws that apply to compensation plans.
• Working knowledge of Human Resources practices and procedures.
• Strong analytical and problem solving skills.
• Excellent oral and written communication skills.
• Ability to multi-task and work well in a team or inidually on assignments.
• Demonstrated proficiency with MS Office Suite and HRMS/Payroll systems.
• Demonstrated project management and organizational skills.

Problem Solving & Impact:

• Works on complex problems that require analysis of situation or data and a review of identifiable factors.
• Exercises judgment within defined practices and policies in selecting methods and techniques for obtaining results.
• Decisions made generally affect own job or specific functional area.

Supervision Given/Received:

• Consults with management to provide analysis and recommendations for pay and incentive programs for departments and company initiatives.
• Supports HRBP and HRMS with implementation of business decisions among functional areas and organizational programs.
• Mentors lower level staff to accomplish departmental and organizational goals.
• Typically reports to a Director.

Education:

• Bachelor’s Degree or its International Equivalent • Business Administration, Finance, Human Resource Management or Related Field.
• Certification as Compensation Professional (CCP) preferred.

Experience:

• Requires 5-8 years of experience with analysis, design, and administration of compensation programs.
• Articulate, professional and able to communicate in a clear, positive manner with clients and staff.
• Must be able to read, write and speak fluent English; fluent in host country language.
• Prior work experience with Workday HRIS system preferred.
• Prior work experience in a non- governmental organization (NGO).

Typical Physical Demands:

• Typical office environment.
• Ability to sit or stand for extended periods of time.
• Ability to move 5-50 lbs.

Technology to be Used:

• Company-issued Computer, Microsoft Office (i.e. Word, Excel, PowerPoint, etc.), e-mail, telephone, printer, calculator, copier, cell phones, PDAs and other hand held devices.

Travel Requirements:

• Less than 10%

This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.

FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.

FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.

FHI 360 fosters the strength and health of its workforce through a competitive benefits package, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others — and yourself.

About Us

FHI 360 is a nonprofit human development organization dedicated to improving lives in lasting ways by advancing integrated, locally driven solutions. Our staff includes experts in health, education, nutrition, environment, economic development, civil society, gender, youth, research, technology, communication and social marketing — creating a unique mix of capabilities to address today’s interrelated development challenges. FHI 360 serves more than 60 countries and all U.S. states and territories.

Are you naturally drawn to people?

Striking up conversations with the person sitting at the table next to you comes easily?

Would you say people are your thing?

Great!

The Elevar Team is looking for an incredibly high performing Senior Technical Recruiter who can build, source, and recruit talent to join our amazing team.

Elevar is used daily by thousands of direct-to-consumer brands like Rothys, Vuori, and Thrive Causemetics to help ensure a trustworthy data foundation. And we need your help to ensure we deliver the best customer experiences possible.

Why Work Here?

• We’re a young, ambitious company who prides ourselves on learning and solving complex challenges in the world of data collection
• You want to learn new skills and have a voice in our product roadmap
• Opportunity to have a big impact on our growth (we've more than 2x'd every year since 2019) and advance your career (opportunities to grow vertically in your expertise or across other roles in company)
• Transparent and open organization
• Since you work so hard, no questions asked unlimited PTO for mental breaks and relaxation
• We promote a flexible work culture for everyone, including the option to work remotely from home at all times

Our Company Values

• Accountability: Being accountable to our customers, teammates, and ourselves is part of the core of Elevar.
• Detail Oriented: Careless mistakes and rushed oversight can be expensive. Measure twice, cut once.
• Positive Energy: We believe in making our work fun and being a lighthouse of positive energy for customers.
• Healthy Life: If health is exercising, reading, spending time with family, or traveling - make time for it. Unplug and recharge. Stay balanced.
• Keep it Real: We believe keeping it real is the best way to communicate. Express your feelings, respectfully.
• GSD: Our work is our pride. Getting stuff done is progress in the face of perfection.

• The desire for committing, over-delivering, and following up with customers to make sure they’re successful

Ultimately, you will play an important part in building a strong employer brand for our company to ensure we attract, hire and retain the most qualified employees.

*THIS IS A FULL TIME ROLE, BUT OPEN TO PART TIME AS WELL*

Requirements

What To Expect:

• 70% Recruiting to meet hiring KPIs
• 20% Managing new employee onboarding
• 10% Collaborating with team

• Design and update job descriptions
• Source potential candidates from various online channels
• Craft recruiting emails to attract passive candidates
• Screen incoming resumes and application forms
• Interview candidates (via phone, video and in-person)
• Advertise job openings on company’s careers page, social media, job boards and internally
• Provide shortlists of qualified candidates to hiring managers
• Send job offer emails and answer queries about compensation and benefits
• Collaborate with managers to identify future hiring needs

• Self-motivated and proactive mindset
• Proven work experience as an HR Recruiter or similar role
• Familiarity with Applicant Tracking Systems and resume databases (we use Workable)
• Experience with sourcing techniques
• Understanding of referral programs
• Solid verbal and written communication skills
• Sound judgement
• Strong collaboration and communication skills
• Experience in working in a startup environment

Benefits

What we offer

• Competitive salary & bonus
• $2,500 onboarding stipend for home office plus $1K per year home office annually
• 100% health, vision, dental coverage
• Unlimited vacation policy and flexible working hours - good work-life balance goes a long way.
• A hard-working and dedicated team that is fun to work with.
• Annual retreat (even if remote)

Like What You See?

To ensure that you’ve read this entire application, please sneak the word ‘Elephant’ somewhere into your application or cover letter. We can’t wait to meet you!

At Mimo, we believe that coding can open doors to careers and opportunities like few other skills. That's why we've rallied around the common goal of making coding universally accessible.

As the team grows, we aim to continue making Mimo an engaging, inclusive, and purpose-driven place of work to accomplish more. We design and promote thoughtful People initiatives to bring us closer to our objective of making coding accessible and becoming the world’s largest tech school. To help us accelerate our efforts, we're looking for a People & Culture Specialist to join our growing People team.

What you’ll be doing

• You’ll own your end-to-end hiring pipeline, ensuring a fantastic experience and committing to an equitable and unbiased hiring process.
• You’re a culture builder, deploying, bolstering, and promoting people initiatives that reflect our values and guiding principles.
• You’ll lead talent sourcing to attract and win the best talent while building long-term relationships with talent pools and communities across the industry.
• You’ll break down barriers and help all team members from getting on board on their first day along their entire lifecycles to thrive at work.

You’ll thrive in this role if

• You bring a people-first mentality. You’re passionate about ensuring a unique and remarkable people experience.
• You’re a culture ambassador. You’ll enjoy connecting with and engaging the people around you while being a true driver in building a culture aligning with our values and guiding principles.
• You’re great at finding and engaging talent. You bring a track record of hiring great people and are comfortable delivering actionable and candid feedback during the process.
• You’re tech literate. You speak tech to people and leverage your tech understanding to engage candidates on an eye-to-eye level.
• You bring a genuine curiosity for people science. How people think, feel, behave, and learn captivates you.
• You’re data-driven. You are constantly looking to hone your instincts through feedback and data insight.
• You’re excited to work in a growing company. Whatever you do needs to have a business impact. You can make trade-offs between speed and quality.
• You’re a remote-work advocate. You value asynchronous, written communication and can express yourself concisely.

How we work

• We’re a distributed team working between the time zones of Eastern Standard Time (UTC -5) and Eastern European Time (UTC +3) for collaboration.
• If you’re located outside this time zone range and want to move to the company’s official headquarters in Austria, we’ll handle the work permit process and cover travel expenses.
• If you prefer to work outside your home, we offer a physical location in Vienna and co-working stipends in other cities.
• We love working async, so you can set your own pace and schedule.

Our global perks and benefits

• We have a remote-first mentality and give everyone a home-office budget.
• 25 days of paid vacation in addition to your local public holidays and paid sick leave.
• We sponsor team retreats and remote-friendly activities like hack weeks, the culture club, and coffee breaks.
• To further develop yourself, use our €680 personal growth budget for books, online courses, conferences, or anything else that supports your personal development.
• To give our menstruating team members the time off to cater to their health when needed during their menstrual cycle, we offer up to 2 days of paid menstrual leave per month.
• Spend quality time with the next generation with our global paid birth and parental leave.
• Your annual salary will range from €40k to €51k gross annually (or €52k to €65k for contractors) on a full-time basis. Your salary will automatically increase by 5% every year. No questions asked.
• The chance to build a world-class product, positively impact millions of aspiring developers, and be a virtual owner of the company with equity (phantom stock).

About us

With the Mimo app, we've made it easy and fun for more than 17 million beginners to start coding on the go and build up their confidence to pursue a career in tech. From bite-size coding exercises to full-fledged projects, we’re helping our learners form a habit of coding and land their first development job. To help millions more learn to code and eventually become developers, we're constantly growing. If you, too, want to make coding accessible to everybody, this is your opportunity to shape the future of tech education.

Title: Talent Acquisition Specialist

Location: Work from Anywhere

Talent Acquisition Specialist

Incsub, LLC is a modern company focused on WordPress hosting and support. We are recognised by and are proud of the level of support we offer to our customers. Our talented, inspirational team is located across the globe, with team members working from every continent (okay, maybe not Antarctica!) We’re constantly on the lookout for great talents. If you’d like to become part of the Incsub, LLC Tribe, just hit apply!

Incsub continues to grow at an incredible pace, and we’re looking for a Talent Acquisition Specialist to join our team and help us find epic talents! You will be working entirely remotely, sourcing and recruiting for a globally distributed team. As a team, we prioritize inclusion and aim to treat every candidate with care. We realize that we are the first point of contact at the company, we strive to make sure that everyone joins on a positive note.

RESPONSIBILITIES

• Managing the end-to-end recruitment process
• Actively sourcing, engaging, and recruiting talent through multiple platforms.
• Partnering with managers to define roles
• Creating job descriptions and posting jobs
• Reviewing incoming applications and coordinating every step of the process
• Managing and negotiating offers
• Building and maintaining our employer brand and finding new avenues to promote the company
• Ensuring that candidates have friendly experience at every stage of our recruitment process
• Providing regular reports and metrics on the recruitment process

WHO YOU ARE

• You have at least two years of experience dealing with an in-house recruitment role, ideally within a technology company.
• You have strong experience sourcing IT candidates from various platforms.
• You are fluent in written English.
• You have a proactive and cheerful personality.
• You are an excellent communicator.
• You can work well in a fast-changing environment.
• You have experience sourcing and recruiting for candidates worldwide
• You have experience working for a fully remote, globally distributed organization

JOB BENEFITS

• Desirable working conditions as part of a fantastic team
• Up to 35 days paid leave per year.
• Opportunities for paid travel to attend WordCamps and other industry conferences.
• Long service leave with a whopping three months off, and it’s all paid
• Up to 2 months’ payroll bonus based on company growth
• Technology budget every three years
• Yearly productivity budget. Buy a new chair or desk, take yourself to WordCamps and develop professionally, grab a gym membership to keep you in good health or anything that helps you be you!

WHAT SHOULD I DO NOW?

We believe in giving people a chance to show us what they’re capable of, send us your application with an overview of your experience, bonus points for extra details regarding technical hires, and 360 recruitment.

We are unable to consider applications that fail to demonstrate a high level of written communication.

HIRING ORGANIZATION

DURATION OF EMPLOYMENT

Full Time – 40 Hours Per Week

INDUSTRY

HR/Recruitment

JOB LOCATION

Remote – Work From Anywhere!

Head of People

About The Role

Remote

About Structure Financial:

Founded by MIT & Jump Trading alumni; backed by Polychain Capital; Structure empowers anyone in the world to access quality financial markets with ease.

The Structure app replaces an antiquated financial system crippled by waste and opacity; we are repackaging legacy financial products that were designed for exclusivity and non-participation and transforming them into digital assets that are fit for a global public.

We are a global, remote-first team of engineers, designers, traders, and innovators of all kinds working together to build solutions for globally systemic financial systems. We value innovative ideas and encourage the audacity required to bring those ideas to life.

At Structure, you’ll have an opportunity to invent industry-disrupting financial technology that will dramatically improve financial markets for decades to come. By joining us at this early stage, you will also have a significant influence on the design, direction, and vision of Structure. We’re looking for motivated iniduals who share a passion for financial markets and building world-changing technology.

As a fully remote Head of People, you will be leading Structure’s Global People Operations and Recruiting team. In this high impact role, you will help drive our Human Capital & Talent Acquisition operations across the world to identify, engage, and assess the immense human potential out there, and ensure the best fits join our amazing team.

It’s important that you’re able to work independently, take initiative, and are capable of building out and running effective operating & recruiting processes from initial contact through onboarding and beyond.

You Will:

• Lead Structure’s People function
• Scale human capital operations and talent acquisition
• Partner with Structure’s founders and hiring managers to identify and build out talent needs and strategies.
• Be the point of contact for all candidates from sourcing, screening, scheduling, interviewing, and offer stage
• Have a deep understanding of the complete recruitment function, including: research, sourcing, networking, behavior based interviewing and closing;
• Maintain flexibility to deal with ambiguity and the evolving needs of the business environment;
• Stay informed of trends and innovative recruiting techniques in order to be competitive in state of-the-art and non-traditional recruiting practices.
• Influence Structure’s strategic direction with knowledge from the talent market (e.g., where to find particular skill sets, salary expectations, hiring practices, among others)
• Help drive Recruiting initiatives, including ersity & inclusion, university relations, talent communities, and institutional partners.
• Craft recruiting process and hiring plans that provide a smooth and positive hiring experience for candidates
• Track goals, metrics and performance of the hiring cycle; regularly communicate results to the team
• Assist with onboarding new hires both operationally and culturally
• Have the energy, drive, and stage of career to seek convexity and scale a global company

Required Experience:

• 3+ years experience of full-lifecycle recruiting and building a candidate pipeline for a high-growth startup;
• 1+ years experience defining and implementing human capital processes (payroll, performance management, defining internal policies, …)
• The ability to create positive relationships with all customers including candidates, hiring managers and business partners;
• Successful track record of sourcing technical and non-technical roles ranging from entry level to director level
• Designing job descriptions and interview questions with our hiring managers that reflect each position’s requirements and our culture
• You are able to work effectively as part of a erse, remote team
• Experience with curated recruiting platforms ( LinkedIn and LinkedIn Recruiter, Angel list, etc)
• You have previous experience at a startup or a fast-moving environment
• You’re a self-starter and can work well in a decentralized team we’re spread across 10 time zones
• You are comfortable with ambiguity, able to take charge and get things done despite the unknowns
• You have phenomenal written and verbal communication skills. This includes understanding and communicating respectfully and effectively with candidates from many different countries and cultures.

Preferred Experience (Not Required):

• Recent experience in the FinTech, blockchain, or digital assets industry
• Passionate about crypto, blockchain, and/or DeFi innovation
• A proponent of open-source software licenses

What We Offer:

• Cash: Competitive Performance-Based Salary + Merit Increase & Spot Bonus Opportunities
• Equity: Generous Stock Option Packages for Performance
• Tokens: Genesis Block Token Allocations
• Time Off: Unlimited Paid Time Off
• Flexibility: Work from Anywhere, Agile Environment, and more!

"

About Stepful

Stepful is reimagining healthcare training making it 10x more accessible. Stepful is one of the fastest growing start-ups based out of New York City. We launched a year ago and have already graduated hundreds of students. Our graduates, mainly from underprivileged communities, go on to work at leading healthcare institutions such as OneMedical, NY Presbytarian and Davita. Stepful students increase their salaries by 60% on average after just 5 weeks of training.

The founding team is uniquely positioned to grow Stepful to be the leader in healthcare education. Each founder brings in relevant experience coming from leadership roles at Udacity, Apple, Uber, and Triplebyte.

Stepful is backed by Y Combinator and just closed a round led by Reach Capital, the leading edtech investor in the US.

What you’ll do:

* Be a strong advocate for Stepful students and the company vision

This job is for you if:

* You have 3-5 years of experience in building communities, ideally in EdTech or D2C startups

Bonus points if:

* You have taught or coordinated online courses at scale

At Stepful, we're an equal opportunity employer and value ersity at our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

",

Our client is a healthcare company whose mission is to detect cancer early, when it can be cured, and is focused alleviating the global burden of cancer by developing pioneering technology to detect and identify multiple deadly cancer types early. The company is using the power of next-generation sequencing, population-scale clinical studies, and state-of-the-art computer science and data science to enhance the scientific understanding of cancer biology, and to develop its multi-cancer early detection blood test.

WHAT YOU WILL DO:

• Design organization and people strategy initiatives in alignment with the business needs.
• Accountability and ownership for engagement and retention.
• Advise & collaborate with business leadership and People team leadership to develop the organization's goals and strategy in all aspects of the employee lifecycle: attraction, engagement, development, org planning, and retention.
• Lead change management processes as the company shifts from hyper-growth to scale
• Partner with the People Leadership Teams, Talent Acquisition, Total Rewards, Employee Experience, and People Operations, to guide their roadmaps and content development in line with the business goals and to enable the delivery and execution of those initiatives in the business units.
• Provide coaching and support to build manager capabilities through coaching and implementation of manager enablement best practices and programs
• Lead the implementation of a streamlined, transparent, and efficient ER CoE.
• Use data to measure success: learn, iterate, and improve; analyze trends and develop proactive actions
• Communicate with a erse population and flex your style according to the audience

WHAT YOU WILL BRING:

• BA/BS degree or equivalent working experience
• 15+ years of HR Business Partner Experience, including both direct client support and management coaching experience
• 5+ years experience in managing a global team.
• Demonstrated competence in the various HR functional areas, especially organizational design/organizational effectiveness, executive coaching, and change management
• A strong balance of IQ and EQ with exceptional interpersonal and communication skills
• Ability to thrive in an unstructured environment and work autonomously
• Successful history managing multiple complex issues and prioritizing projects concurrently

About the job

Make an impact at our client's firm, which practice's law with integrity, ingenuity, agility and ambition. They have lawyers across the United States, Europe and Asia excel at complex transactions, high-stakes litigation and world-class advisory services in the technology, life sciences, real estate, private equity and financial industries. Our client's unique combination of deep experience serving both the innovators and investors in a rapidly-changing, technology-driven economy sets them apart. Summary: The DEI Manager will partner with firm leaders and the DEI Team to support the implementation of an industry-leading ersity, equity and inclusion strategy. This inidual will play a key role in driving critical firm-wide initiatives to success, with an orientation towards action and results. The DEI Manager will be a consultant and advisor to business unit and office leaders, affinity group leaders, local council leaders, and other stakeholders, and will run programming that supports the firm's DEI strategy, with a focus on running effective 1:1 mentorship, sponsorship and coaching programs, eliminating hidden barriers to success, addressing systemic inequities, and creating a mature DEI culture in which each leader is responsible for DEI success.

Responsibilities:

• Develop and implement programs and interventions designed to attract, retain, develop and advance erse talent, eliminate hidden barriers to success, address systemic inequities, and foster inclusive leadership.

• Collaborate with select business unit and department leaders, practice managers and attorney development managers to design and execute business unit / department strategies that are aligned with firmwide talent strategies.

• Work with select affinity group leaders to develop and implement annual strategic plans, draft management updates, perform data analysis, run programming, and manage annual budgets.

• Manage and align affinity group strategy and programming to broader DEI strategy.

• Operate as a skilled facilitator who is capable of creating content for DEI training and awareness programs that will increase strategic impact throughout the firm.

• Manage and monitor the implementation of DEI programming, and drive accountability to project timelines, deliverables and outcomes.

• Analyze DEI data trends to measure progress and program effectiveness, and to inform the firm's DEI strategy.

• Work, coach, consult and partner across all levels, inclusive of inidual contributors, people managers, associates, counsel, partners, and firm leadership.

• Provide or arrange for one-on-one executive coaching for iniduals on issues pertaining to DEI. • Collaborate with the firm's human resources business professionals to develop and implement DEI programs for professional staff.

• Collaborate with the firm's talent acquisition teams to identify strategic approaches that will enable them to increase opportunities to ersify our client's talent pool and increase ersity in hiring.

• Partner with HRIS, marketing and finance teams to respond to RFPs and DEI surveys

• Collaborate with key clients on DEI-related initiatives in support of the firm's goals, including premier speaker events, pro bono partnerships, pipeline initiatives, roundtables, and the like.

• Work with the firm's marketing and communications teams to ensure that marketing and communications strategies incorporate key aspects of DEI messaging.

• Foster relationships with attorneys and professionals at the firm, internal DEI champions, DEI professionals at peer firms, leaders of DEI organizations and affinity bar associations, and DEI professionals at clients.

• Participate in external councils, conferences, and forums to stay abreast of cutting-edge issues and trends, benchmark leading organizations, enhance marketplace presence, and strengthen brand recognition.

• Monitor external DEI best practices and make recommendations for new initiatives to ensure that our client remains a leader in the DEI space.

• Support effective management of the overall DEI calendar and budget.

• Supervise, train and develop junior DEI professionals

Required Experience:

• Bachelor's degree required, and Juris Doctor or Master's Degree in business administration, leadership and organizational development and/or behavioral design preferred.

• Minimum of 3 years of ersity and inclusion work preferred. Experience working in a large law firm, professional services firm, or matrixed environment desired. Facilitation and/or coaching experience considered a plus.

• Evidence of delivering in a matrixed environment with many key stakeholders.

• Resilient and able to work under pressure; delivery focused with significant drive and energy.

• Demonstrated leadership qualities, including excellent interpersonal and collaborative skills, inclusive leadership style, strategic and innovative thinking, persuasion and influencing skills, executive presence and the ability to build enthusiasm and commitment.

• Demonstrated expertise in creating and maintaining project charters, project plans, status reports, budgets, and communications and change management plans.

• Proven ability to track, prioritize, and drive multiple concurrent projects to success.

• Experience with effectively managing conflict, resolving issues, mitigating risks and influencing leaders.

• Strong organization skills, including setting priorities, planning, structuring project deliverable and problem-solving.

• Proven ability to lead peers and inidual contributors, build effective teams and coach for success.

• Excellent communication skills, including effective listening, presentation and facilitation skills.

• Demonstrated sound judgment and ability to make effective, timely decisions

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