• Participate in leadership meetings by providing the current human resources perspective in helping influence operational decisions.
• Propose and implement initiatives to enhance and strengthen the HR function at the company.
• Advise the leadership team to guide policies and practices that support a culture of excellence.
• Ensure that policies and practices are applied consistently across departments for all employees.
• Ensure that employees are provided professional, courteous, and timely operational support and service.
• Guide leadership and employees’ actions by ensuring ready access to current policies, procedures, practices and guidelines in the company’s employment handbook.
• Research and recommend updates to the company’s employment practices and develop written policies once adopted.
• Annually review, update and publish the employee handbook and ensure collection of employees’ acknowledgment of receipt.
• Provide ongoing guidance, counsel and training to company leadership and supervisors with work performance issues, disciplinary procedures, policy interpretation and compliance.
• Coach supervisors in areas of workplace conflict resolution and progressive discipline, advise when disciplinary issues arise.
• Make recommendations for employees’ safety, welfare, wellness and health.
• Provide oversight of the recruitment process to ensure consistency and alignment with best hiring practices.
• Coordinate new employee orientation efforts in a way that allows new members of the community to understand the company’s culture.

Skills: Leadership Influence, HR Initiatives, Policy Management, Employee Support, Supervisor Coaching, Conflict Resolution, Recruitment Management, Onboarding Coordination

• Provide strategic and tactical human resources support to management and employees.
• Develop client relationships with business leaders to develop strategic HR solutions.
• Build upon an existing strong inclusive culture for all employees where people love coming to work, and ALL employees who excel have opportunities for career growth.
• Develop, implement, and own company-wide training programs and tools, including a learning management system.
• Responsible for leadership in employee relations and problem-solving and actively managing performance issues to resolution.
• Ensure recruiting and development practices allow the organization to embrace applicants and employees of all backgrounds and permit the full performance of all employees.
• Implement and administer HR programs and processes, including strategic staffing, performance and retention management.
• Comply with laws/regulations and assess progress against company EEO goals.
• Continually assess the competitiveness of all culture-related programs and practices against relevant comparable companies, industries, and markets.

Skills: Strategic HR Support, Client Relationship, Culture Building, Training Development, Employee Relations, Inclusive Recruiting, HR Program Management, Compliance Monitoring

• Assess, align and build the HR team to support business goals and objectives.
• Partner with the department heads to consistently hire the best talent as the company scales.
• Educate, advise and influence business leaders on organizational design, organizational development, and competency models.
• Responsible for leadership development, employee engagement and retention, performance criteria and measurement, succession planning, talent reviews and change management.
• Ensure cultural consistency as ReCharge grows and scales and set up infrastructure to manage change through integrations.
• Monitor and interpret trends and metrics around employee satisfaction, attrition and turnover, etc.
• Establish recommendations for improvements or enhancements based on data analysis.
• Partner with the CFO and manage cost centers for people as a high component of the company's spend.
• Set strategy for diversity, equity and inclusion efforts, and ensure the organization is equipped to execute on this strategy effectively.
• Innovate on HR planning models to identify competency, knowledge and talent gaps and develop specific programs for filling these gaps.
• Drive a culture that rewards, promotes and encourages high performance throughout the organization.
• Thoughtfully balance short and long-term objectives while employing a bias for action.

Skills: HR Team Building, Talent Acquisition, Organizational Development, Leadership Growth, Culture Management, Data-Driven Insights, Budget Management, DEI Strategy

• Serve in a comprehensive HR leadership role that includes employee relations, talent development, talent acquisition, compensation programs, and organizational design to address the needs of the business.
• Responsible for driving ISC’s HR strategy and talent agenda.
• Partner closely with the President to advance a bold growth strategy to develop the next generation of digital leaders.
• Develop an organizational and talent roadmap that will drive ambitious growth objectives.
• Serve as a trusted advisor to executive leadership on all organizational and people-related matters.
• Provide bold feedback and recommendations.
• Work closely with newly acquired companies to ensure a successful HR integration.
• Quickly develop a perspective on the caliber of senior-level talent, recommend immediate changes, and work to address longer-term talent gaps that exist on the team.
• Play an active, hands-on role in the immediate term after an acquisition to support the company leadership from a talent planning and management perspective.
• Become a champion for Fortive9 and the adoption of FBS.
• Ensure have the right level of transformational talent in senior positions, a pipeline of highly capable successors and an ability to bring in exceptional external candidates.
• Identify and help groom the leaders who are fundamental to the success of the digital strategy.
• Ensure leaders are positioned for success and have the support system in place to promote continued growth.
• Drive the inclusion and diversity agenda.
• Work closely with the President and other leaders to ensure the organization is well represented.

Skills: HR Leadership, Talent Development, Strategic Partnership, Organizational Design, Executive Advising, Mergers Integration, Succession Planning, Diversity & Inclusion

• Ensure that employment practices comply with federal, state and local laws and that all employees are informed about statutory labor laws.
• Conduct and/or facilitate company-wide compliance and risk management training, including EEO, workplace harassment, boundary training, workplace safety and other areas.
• Oversee the administration of retirement plans, ensuring regulatory and plan document compliance.
• Perform a comprehensive evaluation of compensation and benefits in support of making recommendations about salary grades and levels that ensure internal equity and market competitiveness.
• Supervise Compensation and Benefits Coordinator.
• Ensure that effective internal controls over payroll and benefit processing are maintained.
• Maintain secure and confidential documentation for all personnel and employment-related transactions such as hires, promotions, transfers, performance reviews, and terminations.
• Ensure accurate tracking and reporting of sick leave, personal days and vacation.
• Maintain key statistical data on the workforce.
• Act as liaison with various labor unions and associations.
• Work closely with company leadership to administer collective bargaining agreements and meet responsibilities defined by it.
• Work closely with legal counsel to manage the grievance process, conduct timely and well-documented investigations, and ensure proper resolution.

Skills: Compliance Management, Risk Training, Retirement Oversight, Compensation Analysis, Team Supervision, Payroll Controls, Confidential Records, Leave Tracking

• Responsible for planning and directing all personnel functions.
• Optimize the achievements and growth of ALOM and promote the ALOM culture internally.
• Responsible for Employee Recruitment, Productivity and Skills Development, Employee Engagement, Relations and Communications, Compensation and Benefits, Diversity and Inclusion, Compliance, Policies and Procedures, Record Keeping and Reporting.
• Responsible for employee engagement and quality orientation and expected to execute the function to align and enhance culture.
• Handle multiple priorities and tasks with a high degree of impact, diplomacy, accuracy and speed.
• Work in a fast-paced manufacturing/warehousing team environment for a small to midsize company with 100 - 500 employees.
• Responsible for strategic organizational planning and the implementation of initiatives focused on the achievement of business objectives.
• Responsible for balancing data-driven decisions and long-term vision with strong and efficient delivery.
• Responsible for team-building, intense training and development, resolving individual issues, to legal compliance.

Skills: Personnel Management, Culture Promotion, Recruitment & Development, Employee Engagement, Compensation & Benefits, Diversity & Compliance, Strategic Planning, Team Building

• Create the foundation of the HR department.
• Improve and create employee retention through training and developmental programs with the goal of improving the retention rate and increasing the employee overall satisfaction rate.
• Implement and develop a talent development manager training program.
• Development of an onboarding and offboarding structure.
• Maintain and update the employee handbook.
• Create a succession plan that is tailored to employees and helps mentors achieve their goals.
• Continuously improve benefits offerings with traditional and non-traditional benefit plans to improve employee retention.
• Negotiate and improve the payroll and benefits programs with PEO or other providers.

Skills: HR Department Setup, Employee Retention, Training Programs, Onboarding/Offboarding, Handbook Management, Succession Planning, Benefits Optimization, Payroll Negotiation

• Develops and executes staffing plans and programs to identify and acquire corporate office talent from within and outside the organization.
• Effectively partners with Talent Acquisition to continue the development and enhancement of the attraction and onboarding of the remotely based teacher coaching workforce.
• Develop effective relationships with external search firms, candidate sourcing vendors, applicant tracking system vendors, etc.
• Implement and administer base pay and incentive compensation programs.
• Responsible for the development and implementation of policies, procedures and systems that support plan administration.
• Develop, administer and evaluate benefit programs that attract, motivate and retain a high-performing workforce while working to achieve the best pricing and value to the company.
• Program components may include group health plans (medical/prescription drug, vision, dental), COBRA, 401(k), Employee Assistance (EAP), Education Assistance/Tuition Reimbursement, Flexible Benefits, Short-Term, Long-Term Disability, Life and AD&D, Long-Term Care, FMLA Administration, Unemployment Insurance, etc.
• Responsible for employee relations programs may include HR policies and procedures, recognition programs, corrective action, employee and management coaching, employee lawsuits/complaints/investigations, employee attitude surveys, HR employee communication and engagement (social committee), etc.
• Plan and implement required HR training and organization development programs for the organization.
• Program components may include new employee orientation and onboarding.
• Responsible for career development, leadership/management/skills training, and succession planning.
• Work with managers to identify performance gaps and recommend corrective action.
• Identify and implement HR programs, services and processes that are legally compliant at the Federal, State and local levels.
• Effectively coach and mentor department employees.
• Proactively support employee involvement and development.
• Counsel employees on performance standards, complete and administer accurate and timely performance reviews.

Skills: Staffing Strategy, Talent Partnership, Vendor Relations, Compensation Management, Benefits Administration, Employee Relations, Training & Development, Performance Coaching

• Drive, develop and deliver a comprehensive Human Resources strategy that integrates and closely aligns with business strategy and ambitious growth targets.
• Manage, lead and scale the human resource team.
• Trusted strategic partner and advisor to the management team.
• Collaborate with them to define the organisation's long-term mission and goals.
• Identify performance indicators to track the success and evolution of the human resources organization and ensure constant performance and competitiveness versus market peers.
• Lead and manage all talent acquisition efforts, strategizing compelling ways to share, clarify, and build affinity for the value proposition in a competitive talent market.
• Build a scalable talent acquisition machine to acquire the best talent and develop a sustainable pipeline of talent.
• Draft and manage the organization's staffing and human resources budget.

Skills: HR Strategy, Team Leadership, Strategic Partnership, Organizational Planning, Performance Metrics, Talent Acquisition, Talent Pipeline, Budget Management

• Enable Critizr to attract, hire and retain top-quality employees with competitive salaries, benefits and employee incentives programs.
• Identify performance indicators and targets for the talent acquisition team.
• Introduce talent development strategy, programs, and offerings to foster employees' continuous learning, development and recognition.
• Maintain a growth and performance-oriented environment.
• Strengthen internal company culture by developing the right social connection events, feedback mechanisms and collaboration between employees, management across three offices.
• Review and manage career progression structure with the right performance review, appraisals and promotions.
• Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
• Provide support to the admin team regarding employee-related issues (e.g., compensation, benefits and employee policies).

Skills: Talent Acquisition, Performance Metrics, Talent Development, Culture Building, Career Progression, Compliance Knowledge, Employee Support, Employee Engagement

• Collaborate with other executives to define the organization’s long-term strategies and goals.
• Serve as senior advisor to the executive team for all HR related issues.
• Establish credibility throughout the organization, not only as an experienced HR leader but also as an effective listener who maintains employee confidence and is a skilled problem solver.
• Drive, implement and assess company culture at all levels of the organization.
• Structure and develop the HR team to provide maximum benefit to the organization while simultaneously building team capabilities.
• Work with managers and employees to investigate and resolve employee issues.
• Develop a strategic HR plan and prioritize and implement key HR initiatives.
• Champion, develop, execute, and oversee the Company’s DE&I initiative to drive integration of best practices, resources and trends.
• Increase diversity, equity, inclusion, and cultural proficiency.
• Participate in the development of the organization’s plans and programs as a strategic partner, bringing a business perspective as well as the perspective of the impact on people.
• Develop progressive and proactive compensation and benefits programs.
• Provide motivation, incentives and rewards for effective performance.
• Evaluate appropriate policies and programs for effective management of people resources of the organization, including employee relations, affirmative action, sexual harassment, employee complaints, external education, career development, etc.
• Responsible for metric development, HR budget coordination, policy coordination, employee talent management and communication.
• Ensure the organization complies with applicable laws and regulations, and tailors and aligns company policies and practices.

Skills: Executive Collaboration, Senior HR Advising, Employee Advocacy, Culture Development, HR Team Structuring, Conflict Resolution, Strategic HR Planning, DE&I Leadership

• Lead the full spectrum of Human Resources functions in Hong Kong and at the various satellite offices, with an initial focus on performance management, training and staff development.
• Responsible for strategic focus areas will include retention and succession planning, organizational development and employee relationships.
• Act as HR business partner and liaise with senior management on HR initiatives, strategic planning and recruitment.
• Manage employer-employee relationships to maximize staff engagement.
• Lead the HR team to deliver day-to-day HR operations.
• Promote and advocate a strong, high-performance corporate culture across the company.
• Update and execute HR policies, procedures and guidelines in collaboration with management and department managers.
• Handle staff enquiries and provide professional HR solutions.

Skills: HR Leadership, Performance Management, Succession Planning, Organizational Development, Business Partnering, Employee Engagement, Team Management, Policy Implementation

• Function as a trusted advisor and partner with the Chairman and CEO, as well as work closely with senior business and functional leadership.
• Collaborate effectively with the Chairman and CEO and members of the leadership team to execute business-driven human capital strategies.
• Develop and implement a robust succession planning and management program.
• Promote diversity and inclusion in the workplace while reinforcing ClearWell's position as an equal opportunity employer.
• Coordinate HR activities across all business units, including Recruitment and Onboarding.
• Act as the principal contributor for HR strategy and process.
• Ensure that the company possesses the requisite HR talent, systems, policies, training, and development programs to meet strategic and financial goals.
• Ensure that company-wide, performance management and rewards system is in place and will drive cultural change while retaining, motivating, and rewarding a high-performance workforce at all levels.
• Quickly and efficiently assess what is currently in place and upgrade HR policies, programs and people.
• Create a plan for, and implement, a ‘best-in-class' HR function based on recognized best practices.
• Provide leadership and support as a business partner, bringing insight and value to the organization, leaders, and board members.
• Develop performance-based compensation and benefits programs to provide motivation, incentives, and rewards for effective performance.
• Oversee ClearWell's risk management programs, coordinate insurance brokerage interactions, and assist in managing potential claims.

Skills: Trusted Advisor, Executive Collaboration, Succession Planning, Diversity & Inclusion, HR Coordination, HR Strategy, Performance Management, Risk Oversight

• Align the company’s business growth plans with workforce planning and people development.
• Establish global processes to facilitate a smooth and transparent employee lifecycle.
• Provide valuable insights to the management team on employee development, performance and satisfaction.
• Lead and manage the overall HR organization.
• Consult managers on solving people-related problems.
• Drive the implementation of a reliable HRIT infrastructure.
• Promote overall initiatives to improve communication, cooperation, employee performance, development and satisfaction.
• Establish a forward-looking workforce planning and people development.
• Drive and communicate organizational changes.

Skills: Workforce Planning, Employee Lifecycle, HR Insights, HR Leadership, People Consulting, HRIT Implementation, Communication Improvement, Change Management

• Partner with business leaders and regional People teams.
• Define and establish a long-term term successful strategic talent planning process, including identifying critical jobs, determining talent gaps, assessing internal as well as external talent, and developing long-term plans to bridge gaps.
• Responsible for leading the annual talent and performance development processes globally, including goal setting, talent review and calibration, succession and development planning, and performance management processes.
• Develop and implement training, learning and development plans and solutions.
• Promote individual growth/organizational development in support of Cohesity’s strategic business initiatives.
• Evaluate and maintain leadership and business competency models that facilitate the assessment of employees versus these competencies.
• Develop strategies to address any deficiencies.
• Provide strategic coaching to executive leaders and key talent.
• Create and implement succession planning processes and build succession plans for key roles throughout the organization, including the development of talent pipelines.
• Review gaps in leadership capability across departments and develop action plans accordingly, and manage ongoing professional and leadership development programs within the organization.
• Research market developments and best practices in management, leadership, and organization development.
• Serve as a subject matter expert and consult to the organization regarding critical people issues.
• Build and maintain relations with external sources, i.e., peer organizations, to stay current on learning and development and market trends that impact the business.

Skills: Talent Planning, Performance Management, Learning & Development, Organizational Growth, Competency Modeling, Executive Coaching, Succession Planning, Market Research

• Partner with Business Leaders to design, drive and deliver strategic human capital programs that support ongoing organizational excellence and support business leaders to meet revenue and personal growth targets.
• Lead cultural change through strategic HR programs in collaboration with business leaders, with a strong emphasis on talent management and development.
• Manage HR compliance while shaping HR policies across Canada and Mexico and maintain in-depth knowledge of HR compliance, regulatory and legal requirements related to day-to-day management.
• Lead and guide daily HR operations such as recruiting, employee relations, career development, training, leadership development, and other HR functions.
• Monitor trends and areas for growth, develop strategic plans, and execute key actions to improve the HR team, policies, and procedures for maximum efficiency.
• Align Compensation and Benefits policies with corporate policy and ensure competitiveness of global total rewards programs through recommendations and corporate partnership.
• Establish a vision for the entire employee experience, implementing strategies that effectively engage and inspire the workforce to deliver its best performance.
• Champion and influence cultural shifts that create diverse, equitable and inclusive outcomes.
• Manage employee relations, increase employee engagement and retention.

Skills: Strategic HR Programs, Cultural Change, HR Compliance, HR Operations, Policy Development, Compensation & Benefits, Employee Experience, Diversity & Inclusion

• Develop management succession plans.
• Partner with the Executive Leadership team and managers throughout the organization.
• Provide mentoring, coaching, and training on best practices, employee relations initiatives, people strategies, and implementation of common HR operations.
• Drive positive improvement by assessing the current organization and programs, finding gaps and focusing on best practices, appropriate documentation, interventions, and alignment of procedures.
• Partner with the Executive Leadership team and managers throughout the organization.
• Provide mentoring, coaching, and training on best practices, employee relations initiatives, people strategies, and implementation of common HR operations.
• Foster open communication and trust to develop strong relationships with employees and key leaders across the firm.
• Evaluate the current state of HR operations, document process improvements, and gain alignment on new approaches.
• Ensure employee experience and feedback are integrated into selection and design.
• Oversee data analytics needs and ensure basic data integrity steps are built into processes.
• Collect and analyze various data.
• Assist the business in its decision-making regarding policies and procedures.

Skills: Succession Planning, Executive Partnership, Mentoring & Coaching, Organizational Assessment, Employee Relations, Process Improvement, Data Analytics, Employee Experience

• Collaborate with Business Unit Presidents and Department Leadership.
• Hire, train and develop high-performance teams through the company’s performance management processes, along with individual/team recognition for strong performance and timely intervention on all performance/behavioral concerns.
• Lead all functions of the Human Resources Department across all locations and business units, including payroll, benefits, recruiting and organizational development programs.
• Create and implement a comprehensive succession plan to support the Company’s growth strategy and minimize enterprise risk.
• Collaborate in the development and execution of the company’s culture strategy, including active feedback from employees and participation in employee engagement and recognition activities.
• Actively communicating industry trends, market conditions/opportunities and recommendations to the Executive Team and the Board of Directors.
• Identify organizational training needs and develop training solutions at the Employee, Management and Executive levels.
• Lead and manage cohesive company-wide communications, including personnel updates and company announcements.

Skills: Team Development, Performance Management, HR Leadership, Succession Planning, Culture Strategy, Market Analysis, Training Development, Internal Communications

• Optimize the overall People and Talent processes, developing and improving systems that scale in high-growth environments.
• Develop and implement an employee recruiting, hiring, and retention strategy.
• Optimize the use of people analytics to manage talent.
• Establish and manage the company’s performance management activities, succession planning, and related core processes.
• Oversee the implementation of a learning and development plan aligned with performance evaluations and career plans.
• Lead benefits and retirement plan administration.
• Ensure the Company is compliant with labor laws in the U.S., Mexico and Colombia.
• Build out a competitive total rewards package with a fair compensation philosophy and attractive benefits that emphasize employee wellness.
• Consult the executive team on organizational design and structure to meet strategic goals.
• Improve the Company’s onboarding and corporate culture activities.
• Oversee the collaboration of business departments and finance to set hiring plans and compensation packages.

Skills: Talent Optimization, Recruiting Strategy, People Analytics, Performance Management, Learning & Development, Benefits Administration, Compliance Management, Organizational Design

• Collaborate with others, assist with creating impactful talent programs.
• Drive the attraction and retention of employees.
• Provide generalist HR support across multiple business units in areas including performance management, leadership development, succession planning, talent acquisition, diversity and inclusion, HR operations (including compensation, HRIS and benefits), and employee relations.
• Responsible for sourcing, "wooing", interviewing and hiring of top talent at all levels.
• Partner closely with management to thoroughly understand the needs of the business, be close to current and future hiring needs, and develop the best search strategy.
• Identify and attract exceptional candidates in a fast-growing, competitive market.
• Work closely with all levels of employees to build relationships, provide HR support and drive the business strategy.
• Monitor Performance Management Program compliance.
• Ensure timely and valuable performance processes.
• Help identify competency, knowledge, and talent gaps.
• Develop specific recommendations to fill gaps.
• Execute the day-to-day responsibilities of the HR function, including salary and new hire administration, reporting and tracking.
• Drive continuous improvement in all processes and systems.
• Critically analyze current HR programs and, partnering with the HR leaders, design, develop and implement changes to drive continuous improvement.
• Connect and build relationships with other HR professionals across the agency network to ensure alignment and use of best practices.

Skills: Talent Program Development, Employee Attraction, HR Generalist Support, Talent Acquisition, Business Partnership, Performance Management, Gap Analysis, Process Improvement

• Proven track record in effectively partnering and influencing business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce planning and capabilities, People Strategy and Diversity and Inclusion.
• Experience in developing and deploying talent strategies.
• High-quality succession pipelines exist for critical roles.
• Experience in Employee Relations and good knowledge of the local labour law and HR practices/procedures.
• Effective communicator, with a drive for excellence.
• Principled and energetic approach to partnering with the business in HR related matters.
• Experience managing a large team.
• Strong global leadership skills demonstrated with direct reports, matrix reports, and senior key business partners to deliver organizational results.

Qualifications: BA in Human Resource Management with 15 years of Experience

• Impressive background in HR with solid experience in strategic leadership supporting a fast-growing technology business.
• Experience as an HR leader providing guidance in talent management, engagement, recruiting and rewards.
• Excellent written and verbal communication skills.
• Ability to convey difficult messages with confidence.
• Ability to build and develop effective working and collaborative relationships.
• Exceptional commercial knowledge.
• Ability to translate this into creating a high-performing work culture.
• Great problem-solving skills.
• Ability to identify and implement effective solutions.
• Excellent organizational skills.
• Able to adapt and flex to deliver multiple priorities in a fast-moving environment.
• Able to manage data using Microsoft Excel and have experience of HR data and systems.

Qualifications: BS in Business Administration with 9 years of Experience

• Experience as an HR Manager, HR Business Partner, Human Resource, preferably from the Banking and Finance Industry.
• Previous experience working in a global and/or matrix organisation.
• Extensive business partnering, performance consulting and stakeholder management skills to collaborate with other departments.
• Strong employment relations/industrial relations knowledge and experience, including Good knowledge of HR processes, practices and local employment laws.
• Understanding of all HR disciplines, including but not limited to Recruitment, Employment Relations, HR Generalist, Rewards, Organisational Development and Training.
• Strong communication skills.
• Ability to influence others and promote HR solutions.
• Coaching, mentoring, leadership and teamwork skills.
• Good learning and development knowledge.
• Strong facilitation and presentation skills.

Qualifications: BA in Organizational Psychology with 10 years of Experience

• Professional HR experience including employee relations, organizational development and/or labor relations.
• Knowledge of the production environment.
• Robust employee relations experience.
• Experience working in a global environment across a diverse range of geographies and cultures.
• Ability to communicate confidently, succinctly, and logically, both verbally and in writing, with all levels.
• Ability to have an impact and influence others into action.
• Ability to, and experience with, working autonomously and thinking fast.
• Able to be action-oriented and resourceful.
• Experience with conflict resolution and crisis management.
• Comfortable dealing with complex people issues without relying on policy and procedure.

Qualifications: BS in Industrial-Organizational Psychology with 12 years of Experience

• Courage to jump in and use initiative and sound judgment to solve complex people issues.
• Experience in building a network of specialists and expert contacts.
• In-depth understanding and a curiosity around Inclusion and Diversity, current developments in the space and how to practically apply them in the workplace.
• Ability to generate an idea and see it through to completion.
• Strong customer orientation.
• Able to enlist others and lead change through building rapport and demonstrating passion.
• Able to lead with or without formal authority and possesses strong influencing skills.
• Possesses a high degree of emotional intelligence and can be flexible and adapt easily.
• Inquisitive and able to drill down to find the root cause of performance issues - excellent listening skills.
• Ability to thrive in an ambiguous environment and deliver in a matrix organization.
• Excellent facilitation and presentation skills.

Qualifications: BA in Labor Relations with 11 years of Experience

• Progressive experience within the talent/hr function in a hyper-growth SaaS or technology environment.
• Able to lead, develop and inspire high-performing talent teams.
• Experience scaling a recruiting function during a period of very aggressive growth.
• Experience with developing total rewards strategies.
• Experience using metrics and analytics to lead an anticipatory hiring model (eg, forecasting net and backfill hiring needs to ensure the team is resourced for the hiring needs).
• Ability to thrive in ambiguity and deliver impactful results.
• Deep knowledge of talent attraction partners (e.g., platforms, agencies, branding firms).
• Deep knowledge of HR operations partners (eg, HRIS, comp planning, broker relationships).
• Strong interpersonal skills and the ability to communicate, influence and earn trust with anyone from the C-Suite to the talent acquisition team.
• Good verbal and written communication skills.

Qualifications: BS in Management with 10 years of Experience

• Experience in talent management, organizational design, employee relations, and change management.
• Must have Business, Financial, and Project Management skills.
• Conflict resolution and interpersonal skills, as well as analytical and data-driven skills.
• Able to connect the dots, translate symptoms into themes, conceptualize solutions and bring ideas to life.
• Able to proactively engage leaders on issues and opportunities as well as influence key stakeholders to secure resources, commitment and support.
• Frame issues and opportunities with stakeholders in ways that help them look at things in a different light.
• Possess an unquenchable curiosity to surface insights to help leaders position and manage the business.
• Able to participate in any business discussion.
• Able to flex between the strategic and tactical, operate in shades of gray and work in the current state while building the future state.
• Ability to meet leaders where they are and raise the bar.

Qualifications: BA in Communications with 11 years of Experience

• Experience in a leadership/people management function.
• Proven success in leading a global HR team across Europe, Asia and the Americas.
• Knowledge and understanding of the business in its operational and financial aspects.
• Knowledge about labor law regulations.
• Practical experience and theoretical knowledge about HR processes (performance management, talent management, succession planning).
• Understanding of internal customer needs and proven ability to solve non-routine problems for them.
• Ability to effectively act as a change agent for market Top Leadership level partners and help the business embrace business decisions/initiatives.
• Ability to work collaboratively across functions.
• Experience transforming organizations.
• Experience working in Post IPO environment and implementing SOX.

Qualifications: BS in Workforce Development with 14 years of Experience

• Experience in progressively responsible roles in human resources, including human resources business partner or "generalist".
• Deep experience in Talent, Performance Management, Employee Relations/Engagement and Compensation.
• Solid experience in biotech or pharma.
• Self-motivated and self-confident.
• Comfortable operating with minimal direction.
• Able to thrive in a dynamic environment as a leader, influencing change and transformation.
• Credible and savvy businessperson who will be perceived as a trusted consultant and functional expert to senior management.
• Knowledgeable in leading-edge business practices, trends, and information.
• Aware of reward and benefits strategies and innovative tactics being applied in the marketplace.
• Track record of quickly building credibility among all levels to gain commitment and support for major initiatives while placing the Company's interests first.
• Unquestioned personal and business integrity and credibility are required to be viewed as trustworthy by both managers and employees.
• Mission-driven individual with high energy and strong levels of perseverance.
• Able to work toward both individual and team goals.
• Must have rolling up sleeves to do whatever it takes to drive results, not hindered by protocol or process.

Qualifications: BA in Sociology with 12 years of Experience

• Ambitious, high-performing and results-driven individual with a high degree of emotional intelligence.
• Proactive self-starter with the ability to work under pressure, multi-task and prioritize.
• Able to use advanced communication skills.
• Ability to influence, lead and negotiate in a variety of situations.
• Incisive leader with professional stature and sound judgement.
• Must have the credibility, intellectual capacity and operational grip to gain immediate respect with the leadership team and Board.
• Strong team orientation, finding it easy to establish rapport and build lasting relationships.
• Ability to build trust and momentum with the team and colleagues, displaying a shared sense of purpose.

Qualifications: BS in Public Administration with 9 years of Experience

• In-depth knowledge of Human Resources experience.
• Experience leading enterprise-wide, large, high complexity change and setting, executing strategic people plans.
• Understanding of and/or experience with Agile@Scale models, technology emerging skills and process re-engineering.
• Excellent business acumen and operational management.
• Experience advancing long-term strategic priorities while executing on short-term plans and initiatives.
• Experience in the effective execution of change management strategies and processes in a complex, multi-faceted business.
• History of successful client Relationship Management, particularly at the Executive level, and adept at interacting with diverse groups of colleagues.
• Able to create a compelling vision, and translate strategy and business requirements into clear, actionable goals, motivate team performance and achieve results.
• Proven ability in developing and deploying a vision and aligning others to that vision.

Qualifications: BA in Human Resource Management with 10 years of Experience

• Known for providing creative thought leadership while also listening to and engaging others to provide input in shaping the vision.
• Able to build relationships and interact effectively with all levels of management, associates and diverse communities both inside and outside the organization.
• Strong collaboration skills and partnering with business units and throughout the HR community.
• Strong ability to attract, inspire and bring out the best in team members through a demonstrated passion for the business.
• Willingness to recognize and reward the contributions of others.
• Sound judgment, discretion, and unwavering integrity in relation to employee information and talent processes.
• Excellent and influential communication, facilitation and presentation skills.
• Comfortable operating in a complex, globally matrixed organization.

Qualifications: BS in Business Administration with 11 years of Experience

• Experience in HR, some of which at a strategic/senior management level.
• Understanding of logistics and freight forwarding business, its operational processes and organizational structures is a distinct advantage.
• Good knowledge of the relevant federal, state, and local labor legislation.
• Experience with change management, including complex transformations.
• Knowledge on how to manage operations, set and meet work priorities to achieve outcomes within the required time frame.
• Experience dealing with demanding stakeholders.
• Ability to facilitate collaborative forums.
• Proven ability to work in an international, multi-cultural environment.
• Able to lead through developing and using effective strategies, change management and interpersonal skills.

Qualifications: BA in Organizational Psychology with 12 years of Experience

• Effective in supporting multiple sites virtually and building/being part of a high-performance culture.
• Experienced and track record in developing individuals and teams to realize their potential.
• Ability to embrace and champion change in a dynamic, ambiguous, and challenging business environment.
• Strong communication and relationship-building skills.
• Ability to influence at all levels of the organization.
• Strong presentation, training, and facilitation skills.
• Excellent organizational and time management skills.
• Strong EQ and interpersonal/communication skills.
• Must have HR qualifications (SHRM, CIPD).

Qualifications: BS in Industrial-Organizational Psychology with 11 years of Experience

• Experience in HR or a related discipline with people management experience.
• Global HR experience with significant hands-on experience in the US, Europe, and Asia.
• Broad knowledge of HR disciplines and practices.
• Must have effective facilitation skills.
• Coaching, counseling, and consulting skills.
• Experience and ability to effectively lead significant projects in the business.
• Experience and ability to develop and translate strategies and plans into action.
• Experience and ability to gain the trust of clients and colleagues.

Qualifications: BA in Labor Relations with 10 years of Experience

• Experience and ability to influence people at all levels of the organization.
• Experience in the leadership of major change initiatives.
• Experience in the formulation and execution of HR strategy.
• Strong bias for action, a sense of urgency.
• Ability to drive results in a matrix organization.
• Strong written and verbal communication skills in the English language.
• Must have manufacturing experience.
• Must have lean and Six Sigma knowledge and experience - Green Belt.

Qualifications: BS in Management with 9 years of Experience

• Experience in employee relations (all employee and executive-level).
• Able to perform and talented.
• Able to review, interpret, and implement policies.
• Able to project and program.
• Able to support new hire assimilation and onboarding.
• HR leadership role managing key senior-level relationships, teams, and projects, preferably within a multi-site manufacturing and/or warehousing environment.
• Understanding of HR policies and procedures and demonstrated interest or experience with progressive HR.
• Strong leadership and change management, or organizational development skills.
• Excellent people management and interpersonal skills.
• Ability to build rapport and trusting relationships with all levels of the organization.
• Excellent written and verbal communication and team management skills.
• Advanced proficiency in the MS Office Suite, with an emphasis on Excel.
• Able to work in an agile, fast-paced team environment.

Qualifications: BA in Communications with 11 years of Experience

• Strong Leadership abilities in developing skilled teams.
• Experience developing/implementing in-house technology solutions.
• Substantial experience across all HR functions, compensation, benefits, performance assessment, recruitment, payroll, retention, and succession planning.
• Deep understanding of employment laws and experience enforcing key labor laws, including FMLA, ADEA, EEO, and ADA.
• Expertise in training, safety, and communications.
• Excellent public speaking skills.
• Strong computer and analytical skills.
• Strong relationship-building skills.
• Experience with a wide range of human resources vendors, such as payroll providers, insurance providers, brokers, etc.
• Must have SHRM certifications(PHR, SPHR, GPHR).
• High energy, positive attitude, superior ethics.

Qualifications: BS in Workforce Development with 10 years of Experience

• Must have SHRM or GPHR certification.
• Ability to obtain certification within 12 months of hire.
• Progressive Human Resources experience, with a senior leadership position.
• Tenacious and adept at managing communications and relationships at all levels within the organization, displaying high personal integrity, tact, and professionalism.
• Experience partnering with and/or managing the recruiting function, including managing vendor relationships.
• Demonstrated track record of success and employee satisfaction in a complex retail environment.
• Strong knowledge of HR concepts and practices, industry trends, and employment laws.
• Experience with human resources and payroll computer systems, Ultimate Software.
• Computer proficiency with Microsoft Office products.

Qualifications: BA in Sociology with 11 years of Experience

• Progressive HR role ideally within retail and/or manufacturing.
• Experience in the US workforce compliance.
• Must have SPHR certification.
• Strong knowledge of the ever-changing federal, state, and local HR policies.
• Track record of building relationships with C-Level executives.
• Strong interpersonal, writing and communication skills.
• Strong work ethic with a proactive mentality.
• Must have a passion for retail.

Qualifications: BS in Public Administration with 8 years of Experience