REM Community Services, a part of the Sevita family, provides community-based services for individuals with intellectual and developmental disabilities. Here we believe every person has the right to live well, and everyone deserves to have a fulfilling career. You’ll join a mission-driven team and create relationships that motivate us all every day. Join us today, and experience a career well lived.

Talent Acquisition Recruiter

$60,000 annually

Candidates must be able to travel in Minnesota as needed to support business operations.

Do you have experience in Talent Acquisitions and want to work for a company that positively impacts the lives of the many individuals it serves? In the TA Recruiter role, you will contribute to the company’s commitment to serve others by recruiting and hiring employees in support of the daily operations of the business unit while ensuring qualified and diverse applicant pools.

• Perform recruitment activities such as sourcing, screening resumes, interviewing candidates, etc.
• Draft employment ads and determine appropriate external sources to recruit qualified applicants
• Develop and implement sourcing and recruitment strategies such as advertising campaigns, job fairs, and school programs
• Analyze recruitment and retention results for reporting to management
• Coordinate new hire orientation/onboarding programs, maintain confidential documents and employee files, and track applicants and corresponding documentation

Qualifications:

• Bachelor’s Degree in Human Resources, Business, or related field
• Minimum 3-5 years of experience
• Exceptional written and verbal communication skills with an ability to establish rapport with others
• Technically savvy with demonstrated knowledge of best practices with social media, applicant tracking systems, and Excel
• Strong commitment to the company’s mission and values
• Ability to interpret metrics and make appropriate recommendations

Why Join Us?

• Full compensation/benefits package for full-time employees.
• 401(k) with company match
• Paid time off and holiday pay
• Complex work adding value to the organization’s mission alongside a great team of coworkers
• Enjoy job security with nationwide career development and advancement opportunities

We have meaningful work for you – come join our team – *apply today!

Overview The Clinical Recruiter - Anesthesia OnCall identifies qualified candidates for health care positions and performs full-cycle recruitment. This role is responsible for fully utilizing multiple recruiting resources to source, screen, qualify, and hire all entry clinical levels to advance clinical job requisitions. At this time, US Anesthesia Partners does not hire candidates residing in California, Hawaii, or Alaska. The base pay estimate for this role is $60,800 - $103,400 annually. The final offer will depend on the skills, experience, and qualifications of the selected candidate. This range is for base pay only and does not include bonuses or other compensation. This position is eligible for an annual bonus. Bonuses are not guaranteed and are awarded based on company and individual performance. Job Highlights

ESSENTIAL DUTIES AND RESPONSIBILITIES:

(The ideal candidate must be able to complete all physical requirements of the job with or without a reasonable accommodation) Candidate Sourcing and Screening:

• Utilizes various sourcing methods, including job boards, social media, and networking, to attract anesthesia professionals.
• Screens candidates through CV reviews and phone interviews to assess qualifications and fit for available opportunities.
• Develops and executes marketing and branding initiatives.

Contract Negotiation and Amendments:

• Collaborates with Clinical Recruitment Manager and candidates to negotiate contract terms, including compensation, benefits, and work schedules, ensuring alignment with client expectations.
• Facilitates the contract amendment process as needed, addressing any changes or modifications requested by clients or candidates.
• Serves as an advocate/liaison between clients and candidates to resolve any contract related issues or discrepancies.

Placement and Onboarding:

• Coordinates interviews between candidates and healthcare facilities, facilitating the placement process from initial contact to job offer negotiation.
• Assists in guiding candidates through the onboarding process, ensuring all necessary paperwork and credentials are completed in a timely manner.

Market Research and Analysis:

• Stays informed about industry trends, market conditions, and competitor activities related to anesthesia staffing.
• Analyzes market data to identify opportunities for business development and growth within the anesthesia recruitment space.

Compliance and Documentation:

• Ensures compliance with all regulatory requirements and company policies throughout the recruitment and placement process.
• Maintains accurate and up-to-date candidate records.
• Assists in constructing and distributing detailed reports for Operations and Clinical Leadership Teams.

Qualifications KNOWLEDGE/SKILLS/ABILITIES (KSAs):

• High school diploma or equivalent required; Bachelor’s degree in Business Administration or related field preferred.
• Previous experience in clinical recruiting, preferably in anesthesia specialty.
• Strong knowledge of anesthesia practices, procedures, and terminology.
• Proven ability to work independently and manage multiple priorities in a fast-paced environment.
• Excellent communication skills, both verbal and written, with the ability to effectively interact with candidates and team members.
• Proficiency in using applicant tracking systems (ATS), databases (CRM) and other recruitment tools - experience with Bullhorn, Doc Café, and Social Media Sourcing is ideal.
• Commitment to maintaining confidentiality and professionalism in all interactions.
• The physical demands described here are representative of those that may need to be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Occasional Standing
• Occasional Walking
• Frequent Sitting
• Frequent hand, finger movement
• Use office equipment (in office or remote)
• Communicate verbally and in writing

US Anesthesia Partners, Inc. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender identity, sexual orientation, pregnancy, status as a parent, national origin, age, disability (physical or mental), family medical history or genetic information, political affiliation, military service, or other non-merit based factors.

Assistant Clinical Supervisor III- Supervise Today, Become a BCBA Tomorrow! Location: [San Luis Obispo, CA.]
Company: 360 Behavioral Health Perks That Make a Difference

• Competitive hourly pay: $71,000K-$73,000K per year
• Student loan repayment assistance for qualifying roles
• Bonus programs to recognize your contributions
• Clear opportunities for career growth and leadership
• Flexible scheduling for work-life balance
• Fun, supportive, and energetic company culture
• Comprehensive Health, Vision, and Dental plans
• 401(k) retirement savings plan
• Mileage and phone reimbursement
• Additional perks and incentives to keep you motivated

Your Next Career Adventure Are you ready to accelerate your ABA career and gain the hands-on experience needed to become a BCBA ? As an Assistant Clinical Supervisor III at 360 Behavioral Health, you’ll lead a team, shape high-quality clinical programs, and make a real impact on clients’ lives -all while building the clinical and leadership skills that will prepare you for your BCBA journey. This is your chance to supervise, mentor, and grow in a dynamic, supportive environment where your career advancement is a priority. Your Role in Action

• Carry a caseload and meet billable service requirements, including supervision hours and direct services
• Manage client programs, monitor progress, and make data-driven treatment adjustments
• Conduct assessments, develop treatment plans, and consult with case providers
• Supervise and mentor Behavior Technicians, including training, feedback, and parent coaching
• Ensure compliance with HIPAA, mandated reporting, and company policies
• Prepare and submit utilization and treatment reports to supervisors
• Lead team meetings and support staff professional development
• Participate in special projects and contribute to clinical program improvement

Essential Qualifications

• 2+ years clinical experience delivering direct services to individuals with diverse diagnoses and skill levels (desired)
• 1+ year supervisory experience , including staff training and performance evaluations
• Experience implementing client behavior plans across multiple settings
• Expertise in assessment and intervention strategies
• Report writing and documentation skills

Core Skills & Strengths

• Strong clinical and leadership skills
• Collaborative with multidisciplinary teams
• Proficient in Microsoft Office
• Self-motivated, organized, and able to work independently
• Professional, detail-oriented, and reliable
• Comfortable providing services in diverse in-home settings
• Effective communicator with clients, families, and staff

What You Need to Succeed

• Education: must possess a Master’s Degree in ABA, Psychology, Special Education, or related field
• Experience: Minimum 1 year providing behavior analysis services
• Supervisory Experience: Minimum 1 year leading and training staff

Ready to step into leadership while gaining the experience you need for your BCBA? Apply today and advance your clinical career with 360 Behavioral Health!If you are a resident of California and applying for a job with us, please click the following link CCPA Privacy Notice to learn more regarding how we collect and handle your personal information under the California Consumer Privacy Act (CCPA).360 Behavioral Health is an Equal Opportunity Employer
We provide reasonable accommodations for any part of the application or employment process. Please contact us at Joinus@360bhmail.com for assistance.We comply with ADA regulations and provide auxiliary aids, services, and policy modifications to ensure equal access for all applicants and employees. Keywords: ABA, Applied Behavioral Analysis, CNA, Certified nurse assistant, behavioral health, RBT, Registered Behavioral Tech, Mental Health, Entry Level, Aid, Respite Care, Caregiver, Paraprofessional, Assistant, Home Health, DSP, Direct Support Professional, Patient care technician, Care Tech, LPN, Psychology. Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

The Opportunity As Director, HR Business Partner for Adobe's Global Finance organization, you will drive the people strategy in alignment with Finances strategic priorities, enabling organizational efficiency, leadership capability, and talent outcomes that accelerate business performance. You will partner closely with Finance senior leadership to develop and implement initiatives across talent planning, organizational design, leadership development, and culture. Reporting to the VP of HR Business Partnering, you will drive work through direct and indirect reports worldwide to achieve results. What you will do Advise on organizational structure and workforce planning Lead talent and succession strategies to ensure leadership efficiency Support complex organizational changes Embed scalable people processes improving performance, engagement, and growth What you need to succeed Over 10 years of advancing HR experience, including serving as an HR Business Partner with senior leaders in a global, matrixed organization Ability to operate independently and drive alignment in a matrixed environment Strong business insight, connecting people strategies to Finance and company priorities Proven experience in organizational development and leading through change Excellent verbal and written communication skills Strategic outlook with a proactive problem-solving approach Agility to navigate ambiguity and prioritize effectively Intellectual curiosity and use of data and insights to inform decisions About Adobe Adobe empowers everyone to create through innovative platforms and tools that unleash creativity, productivity and personalized customer experiences. Adobes industry-leading offerings including Adobe Acrobat Studio, Adobe Express, Adobe Firefly, Creative Cloud, Adobe Experience Platform, Adobe Experience Manager, and GenStudio enable people and businesses to turn ideas into impact, powered by AI and driven by human ingenuity. Our 30,000+ employees worldwide are creating the future and raising the bar as we drive the next decade of growth. Were on a mission to hire the very best and believe in creating a company culture where all employees are empowered to make an impact. At Adobe, we believe that great ideas can come from anywhere in the organization. The next big idea could be yours. Lets Adobe together At Adobe, we believe in creating a company culture where all employees are empowered to make an impact. Learn more about Adobe life, including our values and culture, focus on people, purpose and community, Adobe for All, comprehensive benefits programs, the stories we tell, the customers we serve, and how you can help us advance our mission of empowering everyone to create. Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other protected characteristic. Learn more. Adobe aims to make our Careers website and recruiting process accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call +1 408-536-3015. AI Use Guidelines for Interviews: Our interviews are designed to reflect your own skills and thinking. The use of AI or recording tools during live interviews is not permitted unless explicitly invited by the interviewer or approved in advance as part of a reasonable accommodation. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process. At Adobe, we empower employees to innovate with AI and we look for candidates eager to do the same. As part of the hiring experience, we provide clear guidance on where AI is encouraged during the process and where its restricted during live interviews. See how we think about AI in the hiring experience. Expected Pay Range: Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this positionis $156,800 -- $308,750 annually. Paywithin this range varies by work locationand may also depend on job-related knowledge, skills,and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.In California, the pay range for this position is $213,200 - $308,750 At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP). In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award. State-Specific Notices: California : Fair Chance Ordinances Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and fair chance ordinances. Colorado: Application Window Notice If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs. Massachusetts: Massachusetts Legal Notice It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Talent Acquisition Manager

Partners Dental Group
Build the Team That Builds the Company

We’re not looking for someone to “post jobs.”

We’re looking for someone to build a recruiting machine.

Partners Dental Group is a fast-growing, multi-location dental group focused on high performance, strong culture, and real growth. As we expand, hiring becomes the bottleneck—or the accelerator.

This role owns that.

Our Culture – E.T.H.O.S.

• Energy First – We show up with intention and intensity
• Team Over Self – We win together
• Higher Standards Always – Good isn’t good enough
• Own It – Radical accountability and transparency
• Serve With Integrity – Patients and team come first

What You’ll Own (This is NOT a typical recruiter role)

🎯 1. Build and Run the Hiring Engine

• Create consistent pipelines for:
• • Dental assistants (EFDA)
  • Hygienists
  • Front desk
  • Office managers
  • Associate dentists
• Manage job postings across platforms (Indeed, social, etc.)
• Build and improve candidate funnels (ads → applications → interviews → hires)

📈 2. Drive Results (Not Activity)

• Fill open roles quickly with high-quality candidates
• Reduce time-to-fill across all positions
• Improve 90-day retention of new hires
• Continuously optimize what’s working vs what’s not

🧠 3. Screen, Sell, and Close Candidates

• Conduct phone screens and initial interviews
• Identify top performers—not just available applicants
• Sell candidates on the opportunity and vision
• Help drive offer acceptance

⚙️ 4. Build Systems (This is where you grow)

• Develop repeatable hiring processes
• Track KPIs (applications, interviews, hires, retention)
• Improve hiring quality over time
• Eventually help scale hiring across multiple locations

Who You Are

• You think like a salesperson, not an HR rep
• High urgency—you don’t let roles sit open
• Strong communicator and confident on the phone
• Organized and process-driven
• Competitive—you want to win
• Comfortable in a fast-paced, high-performance environment

Bonus (not required):

• Recruiting experience (healthcare or dental is a plus)
• Experience with Indeed, hiring funnels, or ATS systems

Compensation & Growth

• Base salary: $60,000 – $75,000 (based on experience)
• Clear path to grow into a Director of Talent Acquisition role

What Makes This Role Different

• You’re not filling jobs—you’re building the team that drives growth
• High visibility and direct impact on company expansion
• Opportunity to build systems across multiple locations
• Leadership that values speed, ownership, and results

Goodwin Recruiting is expanding our team and seeking professionals ready to build something of their own. This is an opportunity to turn your experience into impact, connecting great people with great companies through a proven platform and collaborative network, without starting from scratch.

What’s in it for you?

• Leverage your industry experience in a more impactful, high-value way
• 100% remote with flexibility and autonomy
• No financial startup costs or commitments
• Uncapped earning potential, with partners earning $115K+ annually

Why Goodwin?

• Nationally recognized brand since 1999
• Recognized by Glassdoor, Staffing Industry Analysts, Inc., and Forbes
• Structured 6-week Business Launch Program with ongoing support
• Full back-office support including accounting, marketing, and IT
• Best-in-class tools, technology, and resources provided
• Collaborative nationwide network of 300+ partners

This is a USA-based 1099 independent contractor opportunity with a 100% commission-based model, where your results directly drive your earnings. It is designed for professionals ready for ownership, flexibility, and performance-based growth, supported by proven systems, best-in-class tools, and a brand invested in your success.

If you are ready to take ownership of your career and income, apply today to start the conversation.

Responsibilities The Human Resources Business Partner (HRBP) role is both hands-on and strategic and provides expertise in the areas of employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management and ad hoc projects as necessary. Responsibilities and Essential Duties include the following (other duties may be assigned): Partner with HR leadership team to execute strategic initiatives for the Talent Management team Help lead at least one project related to the team’s annual strategic initiatives Develop and continually strengthen relationships with department/division leadership and employees within assigned departments or region Develop, maintain and demonstrate working knowledge of the business and take a consultative approach with assigned teams – anticipate, assess and provide creative HR solutions to meet business needs especially surrounding people strategy Provide guidance on promotions, performance management/talent development and help managers prepare for performance reviews Maintain a strong pulse on employee engagement in the team’s they serve; analyze trends and metrics of employee exits and provide potential solutions and recommendations for employee retention Serve as first point of contact for employee relations issues within assigned departments or regions Assist managers with the execution of people strategy, including providing guidance to department/division leadership on department/division restructuring and succession planning that will ensure Brasfield & Gorrie’s long-term success (talent in the right role at the right time) Facilitate the talent review process for assigned teams and ensure it aligns with Brasfield & Gorrie’s organizational growth (follow up and help with any action items created during talent reviews, check in with managers to ensure their completion) Identify training needs within the teams and serve as a liaison between departments/divisions and the Learning and Development team Advise, coach and guide leadership to develop positive ways to engage, lead and develop their teams Partner with department leadership to review and/or create title matrixes for work teams; ensure title matrix creates growth path for employees Conduct exit interviews and evaluate and discuss trends with the HRBP team Communicate HR policies and procedures to employees Attend department/division meetings to provide HR updates Assist with the administration and maintenance of SuccessFactors and provide help to managers and employees within designated teams especially with the Performance and Talent Reviews modules Identify recruiting needs and assist manager with hiring timeline (people forecasting) Consult with managers on hiring and integrating experienced industry professionals into a previously established teams (compensation compression, reporting structure, work duties, mentors, shared roles, ) Education - Skills - Knowledge - Qualifications & Experience Bachelor’s degree or higher in Human Resource Management or related field 7- 12 years of work experience in Human Resources, preferably talent management Working knowledge of HR practices, policies and procedures (including compensation, employee relations, and talent management) Working knowledge of HRIS systems Subject matter expertise in at least one talent management area of functional knowledge Excellent verbal and written communication skills Proven ability to establish and maintain strong working relationships Great problem-solving skills Customer service mindset and approach Excellent listening skills Ability to multi-task, meet established deadlines and achieve desired results The above description covers the principal duties and responsibilities of the job. The description shall not, however, be construed as a complete listing of all miscellaneous, incidental, or similar duties which may be required from day-to-day. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

NIBCO is a recognized leader in the flow control industry. Headquartered in Northern Indiana, with a manufacturing history that spans over a century, NIBCO operates manufacturing facilities across the United States, as well as Mexico and Poland. NIBCO is known by our customers for exceptional quality, commitment to on-time delivery, and outstanding product innovation. Setting us apart from our competitors is our people. If you're looking for a place where your hard work and great ideas make a difference--NIBCO is the place for you. POSITION INFO: The Career Development Manager is responsible for designing, implementing, and continuously improving a comprehensive, enterprisewide career development framework that supports employee growth, internal mobility, and organizational capability building. This role operates at both a strategic and executional level, partnering across business units, HR, and leadership to deliver scalable career tools, programs, and learning pathways accessible to associates at all levels of the organization. The role requires strong program design skills, stakeholder influence, datadriven decisionmaking, and the ability to translate business strategy into meaningful career development experiences. RESPONSIBILITIES: Enterprise Career Development Strategy Design and own an endtoend, companywide career development strategy aligned with business goals, workforce plans, and priorities Define clear career philosophies, principles, and frameworks applicable across functions Ensure career development approaches are accessible to all levels of the organization Program Design & Delivery Develop and deliver scalable career development programs, including: Career planning and navigation resources Manager enablement tools for career conversations Employee selfservice career exploration tools Workshops, learning series, and digital content Pilot initiatives, gather feedback, and refine programs for enterprise rollout Balance consistency with local or functional customization Stakeholder Partnership & Influence Partner closely with HR Business Partners, Learning, Talent Acquisition, and business leaders Serve as a subjectmatter expert and advisor to leaders and managers on career development best practices Collaborate with HR technology team to enable and enhance career platforms and tools Internal Mobility & Talent Growth Support and promote internal mobility strategies by aligning career pathways with talent pipelines and workforce needs Integrate career development into performance, learning, and succession processes Identify barriers to career progression and recommend datainformed solutions Measurement, Insights & Continuous Improvement Define success metrics tied to engagement, internal moves, participation, and manager capability Analyze feedback and workforce data to assess program effectiveness Continuously evolving offerings based on business needs, employee feedback, and industry trends Governance & Communication Establish and maintain clear governance, standards, and documentation for career development programs Develop communication strategies to drive awareness, adoption, and sustained engagement across the enterprise Ensure content and messaging are consistent, accurate, and aligned with company policies EXPERIENCE: 610 years of experience in career development, talent management, learning & development, or HR program management Demonstrated experience designing and deploying largescale, crossfunctional programs Strong understanding of career frameworks, adult learning principles, and workforce development Proven ability to influence without authority and partner with senior leaders EDUCATION: Bachelors degree in Human Resources, Organizational Development, Psychology, Business, or a related field TRAINING AND SKILLS: Enterprise program design and execution Strategic thinking with strong attention to operational detail Stakeholder management and facilitation Data analysis and outcome measurement Excellent written and verbal communication Change management and continuous improvement mindset High degree of discretion, professionalism, and employee advocacy PHYSICAL DEMANDS / ENVIRONMENTAL FACTORS: Prolonged periods sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. NIBCO is committed to equal opportunity employment. It is the policy of NIBCO to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law.

Director HR Technology & Talent Analytics Why YOU want this position At Enverus, we're committed to empowering the global quality of life by helping our customers make energy affordable and accessible to the world. We are the most trusted energy-dedicated SaaS company, with a platform built to maximize value from generative AI, and our innovative solutions are reshaping the way energy is consumed and managed. By offering anytime, anywhere access to analytics and insights, we're helping our customers make better decisions that help provide communities around the world with clean, affordable energy. The energy industry is changing fast. But we've continued to lead the way in energy technology, creating intelligent connections across the entire energy ecosystem, from renewables, power and utilities to oil and gas and financial institutions. Our solutions create more efficient production and distribution, capital allocation, renewable energy development, investment and sourcing, and help reduce costs by automating crucial business operations. Of course, this wouldn't be possible without our people, which is why we have built a team of individuals from a diverse range of backgrounds. Are you ready to help power the global quality of life? Join Enverus, and be a part of creating a brighter, more sustainable tomorrow. We are currently seeking a Director, HR Technology & Talent Analytics to join our Human Resources team. This is a leadership role with global scope responsible for owning Workday across all HR and Payroll modules and geographies, building our Talent Analytics capability, and positioning the HR Technology function as the trusted, data-driven partner the business relies on. If you have led a Workday implementation, driven the change management that made it stick, and have the analytical credibility to walk into an executive conversation with a point of view on what our people data is telling us this role was built for you. Remote (US-based); up to 20% travel Performance Objectives Global Workday Ownership Serve as global system owner and accountable leader for Workday across all HR and Payroll module s Own Workday's health, data integrity, and configuration governance post-implementation; establish the processes that keep the system accurate, optimized, and audit-ready Drive continuous improvement and feature adoption across Workday's bi-annual release cycles; evaluate new capabilities against Enverus' roadmap and prioritize accordingly Partner with IT to manage integrations, access governance, and system architecture decisions; own the Workday vendor relationship and roadmap alignment Change Management & HR Function Transformation Own the ongoing management strategy for Workday adoption across the global HR team and broader organization building the competency and confidence that turns Workday from a tool into a capability Lead the transformation of HR Technology's identity within Enverus from reactive support function to proactive, insight-generating business partner and function of truth for people data Design and deliver change enablement programs that drive adoption, reduce workarounds, and ensure HR and people managers use Workday as intended Serve as the primary internal advocate for data quality, standard process adherence, and consistent system use across the global HR organization Executive Partnership & Business Engagement Build and maintain trusted relationships with senior business leaders the go-to resource for workforce data, people analytics, and HR systems questions at the executive level Translate complex data and system capabilities into clear, actionable insights for executive audiences; own the narrative around talent health Partner with HR Business Partners and business leaders to identify the analytical questions that matter most and build scalable answers Proactively surface insights to leadership not waiting to be asked, but anticipating what leaders need to know before it becomes a problem Talent Analytics Leadership Own and expand Enverus' Talent Analytics function to include the strategy, operating model, toolset, and team capability Build a suite of standard and self-service dashboards and reports that give HR and business leaders real-time visibility into workforce health, talent pipeline, attrition risk, and compensation equity Establish the data governance framework for people data defining metrics, calculation standards, and data definitions that ensure consistency across all reporting Evolve Talent Analytics from descriptive reporting toward predictive and prescriptive capabilities; evaluate and implement analytics tools that extend Workday's native reporting where needed Team Leadership Lead, develop, and grow a small team of HRIS and Talent Analytics professionals setting clear expectations, building technical and analytical capability, and creating a culture of precision and service Model the quality and partnership standards that define how the HR Technology function operates; build the team structure needed to scale as Enverus' Workday footprint and analytics maturity grow Competitive Candidate Profile Workday & HRIS Experience 8+ years of progressive HRIS and HR Technology experience, with a minimum of 5 recent years in a Workday-focused role spanning multiple modules Direct, hands-on experience owning or co-owning a full-cycle Workday implementation from design and configuration through go-live and post-implementation stabilization Proven experience as a global Workday system owner post-implementation, responsible for ongoing configuration governance, data integrity, release management, and module optimization Strong functional depth across HCM, Payroll, Recruiting, Advanced Compensation, Workforce Plannin g, People Analytics, AI tools, Benefit Integrations and Absence Change Management & Organizational Influence Demonstrated ability to help lead change management for a major HR technology transformation the sustained adoption work that happens after go-live, not just launch communications Experience repositioning or rebranding an HR Systems or HRIS function within a broader HR organization shifting how it is perceived and how it operates Track record of influencing senior stakeholders and executive leaders without direct authority, using data, credibility, and relationships to drive behavior change Proven ability to work across a complex, global organization spanning multiple geographies, employment models, and cultures Analytics & Data Leadership Experience leading or building a Talent Analytics or People Analytics function including defining metrics, establishing data governance, and developing reporting infrastructure Analytically credible: able to build, interpret, and present complex workforce data and translate it into executive-ready narrative and insight Hands-on experience with Workday reporting tools and at least one BI platform such as Power BI Strong grasp of people analytics domains: attrition and retention modeling, compensation equity, headcount planning, talent pipeline health, and workforce diversity metrics Leadership & Communication 2- 5+ years of people management experience; track record of building and developing high-performing technical and analytical teams Executive-level communication skills equally comfortable presenting to a CHRO and explaining a configuration decision to an analyst Nice to have: Workday HCM or Payroll certification; Workday Reporting or People Analytics certification a plus Experience in the energy, SaaS, or data-intensive industry sectors Familiarity with Workday Extend or integration middleware (Workday Studio, Boomi, or equivalent) Experience designing and implementing competency-based performance or talent review frameworks within Workday Enverus offers comprehensive benefits to our employees to include: Medical Dental Vision Income Protection (disability, life/AD&D, critical illness, accident) Employee Assistance Program (EAP) Healthcare Spending Account (HSA), Commuter Lifestyle & Wellbeing Program Pet Insurance

Responsibilities We are seeking a visionary and highly technical Director, HRIS to lead the strategic roadmap, optimization, and daily operations of our global HR technology ecosystem. Serving as the critical bridge between Human Resources and the Office of the CIO, this leader will drive the digital transformation of our HR function to deliver exceptional employee experiences and operational excellence. The ideal candidate blends strong executive presence with hands-on technical expertise, particularly within the Workday ecosystem. In this role, you will lead and mentor a dedicated team of Application Business Analysts, champion complex system implementations, and ensure our technology stack - spanning Workday, Peakon, iCIMS, and Skillsoft/Percipio - seamlessly supports our overarching business goals. If you are a strategic thinker, a master of change management, and a collaborative IT/HR partner, we invite you to apply. Key Responsibilities HR Systems Strategy & Optimization Serve as the primary product owner and technical authority for our HR technology stack, overseeing the health, security, and optimization of Workday, Peakon, iCIMS, and Skillsoft/Percipio. Maintain hands-on involvement in Workday configuration, advanced reporting, security administration, and business process design to support complex business needs. Lead the strategic planning of the HRIS roadmap, ensuring technology investments align with broader HR and corporate strategies. Manage bi-annual system updates, release management, and the continuous evaluation of new features to maximize system ROI. Establish data governance standards to ensure the highest levels of data integrity, security, and compliance across all HR systems. Project & Change Management Lead complex, cross-functional HR technology projects from business case development and vendor selection through implementation and post-go-live support. Develop and execute comprehensive change management strategies to drive user adoption and minimize disruption during system implementations and process changes. Manage vendor relationships, SLAs, and contract renewals for all HRIS platforms. Identify process bottlenecks and leverage technology to automate workflows, improve data integrity, and enhance the overall employee and candidate experience. Cross-Functional Collaboration & IT Partnership Act as the primary liaison between HR and the CIO organization, partnering closely with Technical Subject Matter Experts (SMEs) on architecture, integrations, and data security. Collaborate proactively with other IS/IT Managers to ensure HR systems integrate flawlessly with the broader enterprise systems landscape (e.g., Finance, Identity Management, Active Directory). Represent HR tech in enterprise-wide IT governance committees and architecture review boards. Team Leadership & Development Manage, mentor, and develop a specialized team of Application Business Analysts. Establish clear performance goals, provide ongoing coaching, and create professional development pathways to foster a high-performing, technically proficient team. Guide the team in requirements gathering, testing methodologies, and Tier 2/Tier 3 issue resolution. Executive Communication & Stakeholder Management Demonstrate strong executive presence by regularly presenting HRIS strategies, project statuses, and data-driven insights to senior HR leadership and C-suite stakeholders. Translate complex technical concepts into clear, actionable business language for non-technical stakeholders. Leadership Expectations Strategic Foresight: Ability to look 1–3 years ahead to anticipate business needs and architect scalable system solutions. Executive Presence: Act as a trusted advisor to HR leadership and business unit executives, influencing decision-making and securing buy-in for technology investments. Talent Champion: Committed to the growth and empowerment of direct reports, cultivating an environment of psychological safety, continuous learning, and accountability. Resilience and Agility: Lead with confidence through organizational change and ambiguity, maintaining focus on strategic goals while managing day-to-day tactical demands. Qualifications Required Qualifications: Education: Bachelor’s degree in Human Resources, Information Technology, Business Administration, or a related field. Experience: 16+ years of progressive experience in HRIS, HR Technology, or Enterprise Systems, with at least 3 years in a people-management or team-leadership role. Workday Expertise: 5+ years of hands-on, deep technical experience configuring and optimizing Workday (HCM, Compensation, Advanced Reporting, Security, and Business Processes). Project Management: Proven track record of managing complex technology implementations, system integrations, and multi-phase projects from conception to deployment. Communication: Exceptional verbal and written communication skills; proven ability to present to and influence senior executives. Preferred Qualifications: Education/Certifications: Master’s degree or relevant advanced certifications (e.g., Workday Pro Certifications, PMP, Agile Scrum Master, Prosci Change Management). Ecosystem Experience: Direct experience administering or integrating iCIMS (ATS), Peakon (Employee Voice/Engagement), and Skillsoft/Percipio (LMS). IT Acumen: Strong understanding of IT general controls (ITGC), GDPR/data privacy regulations, and enterprise architecture principles. EEO Statement We are an equal opportunity employer and federal government contractor. We do not discriminate against any employee or applicant for employment as protected by law.

JOB SUMMARY As the Director of Talent for Elite Dental Partners you will play a crucial role in designing and executing strategies to attract, select, and retain top talent to support our mission of delivering exceptional dental care nationwide. You will lead a team responsible for full-cycle recruitment efforts, ensuring our organization is staffed with skilled professionals who align with our values and standards. You will partner closely with operations and executive leadership to help build and sustain a high-performing workforce. ESSENTIAL JOB RESPONSIBILITIES Talent Acquisition & Workforce Planning · Lead end-to-end recruiting strategy for corporate, operations, clinical, and leadership roles aligned with organizational goals and growth objectives · Develop proactive and innovative sourcing strategies to build future-ready talent pipelines · Align workforce planning with operational goals, provider productivity, and growth targets · Represent Elite Dental Partner at industry events, career fairs, and conferences to promote our brand and opportunities. · Own the strategy, governance, and continuous improvement of the organization’s ATS and talent technology · Lead vendor tools, services, and performance against cost, quality, service-level agreements and business outcomes · Partner with HR, operations, and leadership to identify critical roles, succession gaps, and future capability needs while designing and maintaining internal mobility frameworks that promote career progression, lateral movement and skill development Employer Brand & Talent Marketing · Provide leadership and guidance to the talent acquisition team, fostering a culture of excellence and continuous improvement. · Own and elevate the company’s employer brand across key platforms while collaborating with Marketing and HR to ensure brand consistency across all candidate and employee touchpoints · Create branded talent collateral integrated into employee communications, recognitions programs, and recruiting outreach · Generate compelling job advertisements and marketing materials that reflect our company culture and values. Retention & Talent Analytics · Own and manage key talent KPIs, including but not limited to: retention, turnover, days worked/provider FTE · Establish baseline benchmarks, quarterly targets, and accountability frameworks for leaders · Translate data into actionable insights and recommendations for executive leadership Employee Engagement & Culture Enablement · Partner with HR and leadership to design and execute engagement initiatives to directly impact new hire retention · Support town halls, recognition programs, onboarding check-ins, and feedback loops · Collaborate with HR and hiring managers to streamline onboarding processes and integrate new hires smoothly into the organization Leadership, Communication, & Governance · Lead, develop, and inspire a high-performing Talent Acquisition team, establishing clear roles, performance expectations, and accountability of all TA members · Serve as a strategic advisor to operations and executive leadership on talent trends, risks, and opportunities · Prepare and present talent insights for business reviews and company communication · Support compliance initiatives related to credentialing and hiring practices · Partner on benefits-related programs impacting attraction and retention · Collaborate with legal, compliance, and credentialing teams to support compliant hiring and onboarding of all new hires · Oversee and coordinate immigration processes for candidates and employees, including visa sponsorships, extensions, transfers, and permanent residency cases, as applicable OTHER JOB RESPONSIBILITIES · Track recruitment metrics and provide regular reports to management on key performance indicators (KPIs). · Use data-driven insights to evaluate and improve recruitment strategies and processes. · Ensure compliance with employment laws and regulations throughout the recruitment process. · Promote diversity and inclusion initiatives to build a workforce that reflects the communities we serve REQUIRED EDUCATION AND EXPERIENCE · Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred. · 7+ years of progressive experience in talent acquisition, preferably within the healthcare or dental industry, with 5 years in a leadership role. · Strong understanding of recruitment best practices, including sourcing strategies, candidate assessment, and employment branding. QUALIFICATIONS · Excellent communication and interpersonal skills, with the ability to build relationships with stakeholders at all levels. · Demonstrated leadership abilities, including coaching, mentoring, and team development. · Proficiency in applicant tracking systems (ATS) and other HR software. PHYSICAL REQUIREMENTS · Ability to work in a standard office or remote office environment · Prolonged periods of sitting while working at computer, including viewing a monitor and using computer equipment · Ability to communicate effectively via phone, video conferencing, and in-person meetings · Occasional standing, walking, bending, and reaching as required for meetings or office activities · Ability to lift and/or move items up to 15 pounds on occasional basis · Visual acuity sufficient to read documents, review data, and work on digital platforms · Will require physical travel up to 30% for meetings, recruiting events, and vendor engagements The above statements are intended to provide a general overview and level of work being performed by most people assigned to this job. They are not intended to be a list of all responsibilities, duties and requirements. Additional duties can be assigned as determined. Elite Dental Partners is an Equal Opportunity Employer. We support a diverse workforce. $130,000 — $150,000 USD We take great pride in helping our communities be healthier, feel better, and smile with confidence. Daily, we are driven by our vision to provide an elite patient experience tailored to their needs to receive the best care possible. Not only do our team members find it rewarding to help patients be healthier, but they also enjoy being part of an organization that supports their growth. Our commitment to professional development and promoting internally when appropriate allows for tremendous career opportunities. Employment Type: Full Time

The Senior Human Resources Business Partner will partner and work collaboratively with employees, business leaders, and the rest of the HR team to provide a culture that supports innovation, risk taking and continuous improvement. This person will provide HR consultative and business focused services, which will include talent management/development, compensation, benefits, coaching/guidance to People Leaders and employees, employee engagement, employee relations, labor relations, and day to day HR support for the assigned business unit/location/function. Actively contributes to the delivery, communication, and measurement of short- and long-term business strategies and plans in alignment with the broader delivery of enterprise-wide HR programs and functions, including employee engagement, workforce planning, talent management, leadership development, career management, managerial effectiveness, and other people development initiatives. Works closely with hiring managers and recruiting specialists to support hiring requests. Provides recommendations for additional staff to support business/operational requirements. Leads the local execution of the talent management strategy, including programs for attracting, retaining, and ensuring mobility of high - quality talent at all levels. Execute against and monitors the local affirmative action/equal employment opportunity plan. Leverages broad employee and/or labor relations knowledge to optimize management and/or labor relationships, handle employee relations, and be a credible, trusted advisor for both employees and people leaders. Partners with HR Service Delivery and HR Centers of Excellence to support and drive initiatives in the areas of recruiting, workforce planning, compensation, benefits, engagement, training, career/succession planning and other talent management efforts. Miscellaneous projects as assigned. Bachelor's Degree, major in Human Resources, Business Administration, or related field. 5+ years of human resources experience required, including experience with employee relations issues, regulatory compliance, policy administration and employee engagement. For those candidates without a degree, 7 + years of relevant HR experience is required. S. employment laws and practices Proven business partnering, strategic planning and consultative skills. Understanding of change management principles and practical change management Project management skills Demonstrated understanding of consultative HR, HR operating principles, internal and external customer needs, and continuous improvement Strong verbal, written and listening communication skills, including excellent presentation and facilitation skills. Ability to effectively work and create effective partnerships with employees at all levels within the organization. Ability to adapt to a continually changing business and work environment and manage multiple priorities. Strong organizational skills and attention to detail Microsoft Office Suite required

The Director, Benefits is a strategic leader responsible for designing, implementing, and managing comprehensive employee benefits programs that align with organizational goals and enhance employee well-being. This hands-on role requires both strategic vision and operational expertise to oversee health and welfare plans, retirement programs, leave policies, and wellness initiatives, ensuring compliance, cost-effectiveness, and competitive positioning in the marketplace. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties. Develop and execute forward-thinking benefits strategies encompassing health, welfare, retirement, wellness, and leave programs, ensuring alignment with organizational goals and industry benchmarks. Oversee the strategic planning and execution of the annual Open Enrollment process, including renewal strategy, employee communications, and educational materials. Build and manage relationships with benefits brokers, carriers, and third-party vendors to optimize service levels, cost efficiency, and program effectiveness. Collaborate with Finance to forecast and manage benefit budgets. Oversee and ensure appropriate controls are in place to safeguard personnel data, maintain continuity of operations, and maintain data accuracy and integrity Maintain knowledge of HR requirements and regulations affecting human resources functions and ensures policies, procedures and reporting are in compliance Ensures plans are compliant with local, state and federal regulations, including timely and accurate completion of all required government filings, and distribution of required participant plan disclosures. This position leads a team of up to 1-5 regular employees, interns and/or contractors. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; addressing complaints and resolving problems. MINIMUM REQUIRED QUALIFICATIONS: Ten (10) years of progressive experience in benefits administration with five (5) years of people management experience. Deep knowledge of compensation analysis and benefits structures, and benefit regulations, including health care reform (Affordable Care Act - ACA), HIPAA, Workers Compensation, ERISA, etc. Excellent written and verbal communication skills Proven ability to organize and lead a project to completion Effective problem-solving, decision making and critical thinking skills Excellent interpersonal skills, with the ability to communicate sensitive and confidential matters effectively Ability to maintain strict confidentiality Proven success managing benefits strategies for an employee population of over 8,000 employees Focus on customer satisfaction Proficient in Microsoft Outlook, Word, PowerPoint, Project, and Visio; Intermediate to advanced Excel user. Experience with benefit module(s) of HRIS applications such as Workday, Ultimate Software, Oracle, etc. Web proficiency Ability to clear required background check Certificates and Licenses: None required. DESIRED QUALIFICATIONS: Bachelor's Degree in human resources or related field Attainment or pursuit of Certified Employee Benefit Specialist (CEBS) WORK ENVIRONMENT: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This is a home-based position. considers a person's education, experience, and qualifications, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee's salary level. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Eligible employees may receive a bonus. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off. It is further understood that the at-will nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer. Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law. It is further understood that the at-will nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer. If you are a job seeker with a disability and require a reasonable accommodation to apply for one of our jobs, you can request the appropriate accommodation by contacting stridecareers@k12.com. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities Stride, Inc. is an equal opportunity employer. Applicants receive consideration for employment based on merit without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status, or any other basis prohibited by federal, state, or local law. For more than 20 years, Stride, Inc. has transformed the teaching and learning experience for millions of people by providing innovative, high-quality, tech-enabled education solutions, curriculum, and programs. Stride serves learners of all ages in all 50 states and more than 100 countries. It is the foundation of the human experience and we are proud of our commitment to powering learning, no matter what stage of life you are in. For more than 20 years, we've worked to challenge the idea of one-size-fits-all education and provide personalized, online, lifelong learning at every step of the journey. Above all else, we believe in serving the communities we live in and creating space for all voices therein.

About Rippling Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365all within 90 seconds. An Employer of Record (EOR) is a service provider that allows companies to legally hire and work with employees in foreign countries without establishing their own legal entity in that country. This is made possible through a legal arrangement where the EOR establishes its own legal entity in the country and hires employees on behalf of the client company. This arrangement offers a viable solution for companies that wish to expand their global reach without investing in setting up a legal entity in every country where they operate. About the Role As a Senior HR Advisor, you will play a pivotal role in supporting Ripplings Employer of Record (EOR) service in France, helping companies hire and manage employees globally. You will guide clients through the employee lifecyclefrom onboarding to offboardingwhile handling employee relations, claims, and regulatory risks with a high degree of professionalism and cultural fluency. Youll also partner with cross-functional teams, including Product, Engineering, and Compliance, to refine workflows and systems that deliver a seamless, tech-enabled HR solution. HR Responsibilities Policy and Procedure Development : Draft and implement compliance-driven policies and detailed standard operating procedures (SOPs) for leave management, performance management, investigations, claims, terminations, unemployment benefits, workers compensation, and grievance investigations. Employee Relations and Risk Mitigation : Handle complex employee relations issues, including leave management, terminations, and other matters posing regulatory risks. Workflow and System Setup : Collaborate with product, engineering, and compliance teams to configure and test workflows for hiring, onboarding, transitions, terminations, and statutory benefits. help center articles, HR policies, etc.), and ensure the delivery of accurate, efficient HR services. Knowledge Transfer and Training : Train and coach internal HR Advisors on country-specific requirements to ensure continuity and compliance. Design scalable, efficient processes that enhance the professionalization and delivery of HR services. POA : Serve as the designated Power of Attorney (POA) for the legal entity/entities they support, with responsibilities including signing employee documentation and ensuring compliance with local employment regulations. Required Skills and Qualifications Experience in HR advisory or consulting services in France, or an internal HR role in a fast-paced organization. Strong knowledge of local labor laws, employment regulations, collective agreements, and cultural nuances in France Expertise in managing employee claims related to unemployment, disability/leave, grievances, and statutory benefits. Demonstrated experience as a power user of HRIS platforms, with the ability to troubleshoot and configure workflows. Competency in payroll concepts, including pay slip interpretation, wage components, and tax withholdings. Exceptional attention to detail, strong organizational and project management skills. Fluency in French and English is required. Note: please submit your CV in English

About Capital Seaboard For over 60 years, Capital Seaboard has been a trusted provider of fresh seafood and produce to the Mid-Atlantic’s most discerning chefs and foodservice operators. With deep, long-standing relationships across the supply chain, we offer unmatched access to high-quality ingredients—delivered with consistency, care, and speed. TA Coordinator Position Summary: The Talent Acquisition Coordinator will have primary responsibility for day-to-day coordination support to the Talent Acquisition Partners and assist with tasks related to recruitment on-boarding and talent management. What You’ll Do: Coordination & Relationship Management Effectively schedule in-person and/or virtual interviews between hiring managers and external candidates Identify and source candidates on various platforms. Oversee day of interview responsibilities ensuring a positive interview experience between candidate and hiring mangers Cultivate trusting relationships with key stakeholders including hiring managers and TA team members. Coordinates participation in career fairs and building pipelines. Contribute to projects that drive efficiency and positively impact the Talent Acquisition team and larger HR department. An advocate for and supporter of diversity, equity, and inclusion 2-3 years of relevant work experience (internship experience included) Experience and/or interest in Human Resources and Talent Acquisition Excellent verbal and written communication when working with candidates, hiring managers, and supporting the overall TA team. Working knowledge of Microsoft Suite The above job description is not an all-inclusive list of duties and standards of the position. Perks & Benefits: Paid Vacations, Paid Holidays Health, Dental and Medical Benefits Weekly pay Life Insurance 5% above cost for our high-quality food products Employee discounts for travel and events 401k Employee Stock Purchase Plan The Chefs' Warehouse is an Equal Opportunity Employer that does not discriminate based on actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status, veteran status, sexual orientation, pregnancy, gender identity or any other characteristic protected by applicable federal, state, or local laws. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. We are dedicated to building an inclusive and diverse workforce.

[Job Summary] We are seeking a highly skilled and experienced Executive Assistant to provide comprehensive support to the CEO. The ideal candidate will be proactive, detail-oriented, and capable of managing multiple responsibilities in a dynamic environment. This role requires exceptional organizational and communication skills, as well as the ability to maintain a high level of professionalism and confidentiality. [Job Description] - Serve as a trusted assistant to the CEO, providing administrative and personal support. - Manage the CEOs schedule, including coordinating meetings, appointments, and travel arrangements. - Accompany the CEO on business trips when necessary and provide logistical and administrative support. - Translate and interpret documents and communications in English and Korean. - Attend meetings alongside the CEO and take detailed meeting minutes. - Prepare high-quality presentations and reports using tools such as Microsoft PowerPoint and Excel. - Drive the CEO during business trips or other occasions as needed. Requirements - Experience: Proven experience in a similar role, preferably as an executive assistant or in a related field. - Language Proficiency: Native-level fluency in both English and Korean, with exceptional verbal and written communication skills. - Education: Bachelors degree preferred but not required; relevant experience will be considered. - Technical Skills: Proficiency in Microsoft Office Suite, particularly PowerPoint and Excel. - Driving Skills: Valid drivers license and ability to drive for business purposes, including during business trips. - Location Flexibility: The primary work location is flexible, with preference given to candidates based in Charlotte, NC. Preferred Candidate Profile: - Strong interpersonal skills and the ability to interact effectively with individuals at all levels. - Demonstrated ability to prioritize tasks and manage time effectively in a fast-paced environment. - High level of cultural competence and the ability to work seamlessly in a bilingual and multicultural setting. - Prior experience in a corporate or international business environment is a plus. Benefits Benefits plan including medical/dental/vision insurance, paid vacation, holidays, life, and others (i.e., STD, 401K plans offered voluntarily)

About Oliver Wyman Oliver Wyman, a Marsh (NYSE: MRSH) business, is a management consulting firm driven by deep industry insight, bold innovation, and a collaborative approach that cuts through complexity to help organizations navigate their most defining transformative moments. com, or follow us on LinkedIn and X. Job Overview: The Integrated Consulting Group (ICG) is a partnership between Oliver Wymans Actuarial and Management Consulting teams. Members work on a wide variety of projects for Insurers and Asset Managers, combining technical actuarial skills with a strategic mindset to create transformative moments for our clients. We provide leading analytical thinking and strategic insight to succeed in a rapidly evolving competitive, regulatory, and capital markets environment. Our work spans a range of topics, including underwriting and pricing, strategy development, M&A, financial effectiveness, product design and management, operational excellence, and distribution. The Talent Manager is primarily responsible for the staffing and performance management of ~30-50 consultants (including both interns and full-time colleagues - many of whom have between 0 - 4 years of consulting experience and join at entry-level as university graduates) and is in regular contact with their consultant group to know and understand their strengths, development objectives, personal preferences, and career goals. They also frequently interact with Partners and Talent Managers in other parts of the business to assemble consulting teams and to remediate any issues. A successful Talent Manager will proactively, delicately and empathetically balance the needs of the business alongside the preferences, career goals and development needs of the consultant to deliver appropriate staffing and talent management outcomes. They will work in a tight knit team against demanding timelines to help deliver Oliver Wymans business model. Talent Management: Ownership of the project staffing for your consultant population (~30-50 consultants, most of whom are located in NY and Chicago) Track your consultants performance, skills and development needs to help guide their growth and progression within OW Assist your consultants with any employee relations issues or general Human Capital questions, escalating to our Human Capital Operations team as appropriate Coordinate with the Learning & Development team on appropriate training for your consultants Ensure consultant files (bio slides, project reviews, technical skills, etc.) are kept current and readily available for project proposals Understand the performance management framework, competency model, and compensation model and how these apply to your own consultants situations Participate in regular meetings to discuss consultant performance and highlight any situations that require additional follow up Support the Talent Management Lead in running the semi-annual performance management process, including the analysis of performance outcome results Project Staffing: Help to ensure all projects are staffed via our weekly staffing process (working across the TM community as well as business stakeholders) by understanding the pipeline and what specific skills are needed for each request Coordinate and interact daily with the TM team to provide best fit solutions on projects Help to make tough staffing decisions across teams and ensure we are meeting client needs When consultants have availability, manage all non-billable requests to effectively utilize their time Experience Required: Bachelors Degree or equivalent work experience 3-5 years of relevant professional experience in a fast-paced and dynamic client services business environment Management consulting and/or Human Resources experience preferred Skills and Attributes: Excellent interpersonal skills and comfort in having conversations with a variety of stakeholders (Partners, consultants, and others) as well as projecting confidence in the message that you are delivering Strong Microsoft Excel and PowerPoint skills; as well as an ability to learn new tools and become a super-user of the systems/databases utilized by the TM team A strong attention to detail and high level of accuracy as you may be asked to juggle several tasks at once; as well as the ability to organize, prioritize and manage own time effectively to meet deadlines Ability to work with confidential data The applicable base salary range for this role is $85,000 to $115,000. The base pay offered will be determined on factors such as experience, skills, training, location, certifications, education, and any applicable minimum wage requirements. In addition to the base salary, this position may be eligible for performance-based incentives. We are excited to offer a competitive total rewards package which includes health and welfare benefits, tuition assistance, 401K savings and other retirement programs as well as employee assistance programs. Oliver Wyman is a business of Marsh (NYSE: MRSH), a global leader in risk, reinsurance and capital, people and investments, and management consulting, advising clients in 130 countries. With annual revenue of over $27 billion and more than 95,000 colleagues, Marsh helps build the confidence to thrive through the power of perspective. The Actuarial Practice of Oliver Wyman, a Marsh business, advises clients across a broad spectrum of risk management issues. Our actuaries hold the highest professional qualifications and are nationally recognized as experts in their field(s). We use mathematical and statistical modeling skills and our qualitative assessment methodologies to assist clients in evaluating and addressing risk. Our solutions help clients manage and prepare for the potential financial consequences of uncertain future events. We bring a combination of broad-based expertise with specialized knowledge of specific risks, allowing us to provide independent, objective advice in the three primary areas of risk: healthcare, life and annuity, and property and casualty. Marsh is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age background, disability, ethnic origin, family duties, gender orientation or expression, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, veteran status (including protected veterans), or any other characteristic protected by applicable law. Marsh is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one anchor day per week on which their full team will be together in person.

Consistently ranked as among the best places to work in the Department of the Interior (DOI), and the top 10% of all agency subcomponents, the Office of Inspector General is an independent and objective unit working to promote economy, efficiency, and effectiveness and to prevent and detect waste, fraud and abuse within the DOI. We offer exceptional work-life benefits, including flexible work schedules, ample training opportunities, and a comprehensive employee recognition program. All qualification requirements must be met by the closing date of this announcement. Merit Promotion candidates (Federal employees) must meet time-in-grade requirements by the announcement closing date. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. To qualify for this position, you must have one year (52 weeks) of specialized experience equivalent to the GS-13 grade level in the Federal service performing ALL of the following: Independently classifying positions using OPM classification standards, including assigning title, series, and grade levels Experience participating in DEU or merit staffing audits Experience using USA Staffing to either post vacancy announcements, review applications, and issue certificates OR to review the work of subordinate staff performing those functions Experience using FPPS to process personnel actions OR to perform quality reviews of other staff who process personnel actions Note: There is no substitution of education for experience at this level. There is no substitution of education for experience at this level.

Department: Employee Services Department Reports To: Assistant Vice President of Employee Experience Classification: Exempt About Rogue Credit Union : Rogue Credit Union is a member-owned, not-for-profit financial cooperative headquartered in the Rogue Valley located in beautiful southern Oregon. We strive to make an impact in the communities we serve by living, giving, and supporting local. Role: Serves as part of a dynamic Employee Services team dedicated to hiring and building a skilled base of loyal employees who in turn support the credit union's vision of having the most loyal members in the nation. In this role, the Talent Acquisition Coordinator will be responsible for proactively attracting, sourcing, and recruiting talent to meet the current and future staffing needs across all departments of the credit union. Essential Functions & Responsibilities: 35% Manages and updates all phases of the recruitment process, proposing efficient strategies based on current trends, industry standards, and credit union needs. Drafts and audits job descriptions annually to ensure accuracy and relevance. Oversees job postings, announcements, and recruitment software. Builds brand awareness through community outreach and partnerships to attract talent and participates in job fairs. Ensures compliance with employment laws and credit union guidelines. 25% Works with hiring managers to understand support needs for open roles, including team dynamics, skills, and scheduling. Assists with screening applications, coordinating interviews, conducting interviews, managing candidate disposition, and resolving requisitions as needed. 25% Collaborates with hiring managers and Employee Services on recruitment and offer processes, recommending salary ranges, start dates, and onboarding details. Researches industry salary data and monitors candidate experience surveys, suggesting improvements as needed. 10% Assists with department projects and tasks, participates in setting goals and KPIs, and attends required meetings. Analyzes recruiting data to provide summaries and hiring trends. Manages recruitment advertising across media platforms to boost brand awareness and collaborates with Marketing to create and restock branded materials. 5% Enters employee data into the Human Capital Management System and collaborates with Employee Development to update training. Provides guidance to the Employee Services team, hiring managers, and supervisors on the recruiting and hiring process. Education: (1) A two-year college degree, or (2) completion of a specialized certification or licensing, or (3) completion of specialized training courses conducted by vendors, or (4) job-specific skills acquired through an apprenticeship program. Interpersonal Skills: Work involves extensive personal contact with others and is of a personal or sensitive nature. Motivating, influencing, and/or training others is key at this level. Excellent writing skills with strong grammar and punctuation. Proven expertise in recruitment, interviewing, and selection. Effective analysis, decision-making, and judgment. Strong service and rapport-building abilities. Proficient in computer and HCMS systems. Dependable, confidential, and professional role model. Finger dexterity while using computer. Frequent talking and hearing in person and on the telephone. Ability to load/unload a vehicle, drive a motor vehicle or arrange for own transportation. Work Environment: This job is an exempt position that requires flexibility in scheduling tasks and projects. As a direct representative of the credit union, the employee must conduct and present themselves courteously and professionally. Travel to all credit union regions may be required. Disclaimer: Rogue Credit Union is a drug free workplace and requires a drug screening test within 48 hours of employment offer. Rogue Credit Union is an Equal Opportunity Employer and makes employment decisions without regard to race, color, national origin, religion, sex, age, disability, veteran status, or any other protected class. If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method, please call (541) 622-7295.

We are looking for a motivated Executive Assistant to provide administrative support to our Vice President (VP) of Engineering The Challenge Act as a trusted partner to your Executive, understand key initiatives and priorities of the VPs organization, to be able to prioritize requests. Proactively own the Executive's time and be a doorkeeper using judgment and discretion to ensure the VP stays focused on key priorities. Coordinate a range of meetings and events, including internal executive meetings and organization-wide training. Manage executive email correspondence, prioritize, sort, and process emails for communications, expediting response times and improving productivity. Draft, assess, and distribute company-wide communications on behalf of the executive. Manage complex travel, both domestic and international, including air travel, hotel(s), ground transportation(s), and all other travel arrangement needs. Handle the executive's meeting agenda, minute-taking, and successful execution of action items. Partner closely with our Strategy and Operations team to deliver best-in-class support, including: Maintain internal team process governance; initiate or facilitate improvement opportunities, increasing efficiency, productivity, and action. Initiate staff meeting preparation (including staff and all hands, content, documentation, logistics, tech support & catering needs). Organize and support candidate interviews, new hires, contractors, and employees' onboarding process, working cross-functionally to ensure optimal experience. Build and maintain collaboration and close partnership with the leadership team, cross-functional teams, and Executive Assistants. Maintain organization charts, and other support collaterals up to date. Regularly collaborate with cross-functional Administrative & Executive Assistants and provide back up as needed. Routinely perform a wide variety of additional and/or alternative support duties as assigned from time to time, including supporting other Executives as needed. What is needed to succeed Exceptional organizational skills and attention to detail. Proven experience engaging with executives and employees across all levels (5 years+ or equivalent) within a fast-paced, dynamic, global setting. Self-starter and self-motivated, energetic, proactive, resourceful. Collaborative attitude, demonstrating strong professionalism, and capable of maintaining confidentiality and handling sensitive information with integrity. Community-building mentality. Flexibility and exceptional ability to prioritize conflicting demands and make decisions with minimal direction. Ability to connect & executive presence, appropriately representing your VPs style of communication. Excellent communication (written and verbal) and interpersonal skills, ability to multitask and timely follow-through. Exceptional scheduling abilities and advanced proficiency use of Microsoft Office tools. Be forward-looking and planned in approaches. Effective consultative method for problem-solving and capability to achieve results with limited oversight. Demonstrates competence, practical approach, and effective communication skills, with executive experience and strong interpersonal abilities to engage various audiences and build relationships. About Adobe Adobe empowers everyone to create through innovative platforms and tools that unleash creativity, productivity and personalized customer experiences. Adobes industry-leading offerings including Adobe Acrobat Studio, Adobe Express, Adobe Firefly, Creative Cloud, Adobe Experience Platform, Adobe Experience Manager, and GenStudio enable people and businesses to turn ideas into impact, powered by AI and driven by human ingenuity. Our 30,000+ employees worldwide are creating the future and raising the bar as we drive the next decade of growth. Were on a mission to hire the very best and believe in creating a company culture where all employees are empowered to make an impact. At Adobe, we believe that great ideas can come from anywhere in the organization. The next big idea could be yours. Lets Adobe together At Adobe, we believe in creating a company culture where all employees are empowered to make an impact. Learn more about Adobe life, including our values and culture, focus on people, purpose and community, Adobe for All, comprehensive benefits programs, the stories we tell, the customers we serve, and how you can help us advance our mission of empowering everyone to create. Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other protected characteristic. Learn more. Adobe aims to make our Careers website and recruiting process accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call +1 408-536-3015. AI Use Guidelines for Interviews: Our interviews are designed to reflect your own skills and thinking. The use of AI or recording tools during live interviews is not permitted unless explicitly invited by the interviewer or approved in advance as part of a reasonable accommodation. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process. At Adobe, we empower employees to innovate with AI and we look for candidates eager to do the same. As part of the hiring experience, we provide clear guidance on where AI is encouraged during the process and where its restricted during live interviews. See how we think about AI in the hiring experience. Expected Pay Range: Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this positionis $84,200 -- $174,700 annually. Paywithin this range varies by work locationand may also depend on job-related knowledge, skills,and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process. At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP). In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award. State-Specific Notices: California : Fair Chance Ordinances Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and fair chance ordinances. Colorado: Application Window Notice If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs. Massachusetts: Massachusetts Legal Notice It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Acuity Inc. (NYSE: AYI) is a market-leading industrial technology company. We use technology to solve problems in spaces, light and more things to come. Through our two business segments, Acuity Brands Lighting (ABL) and Acuity Intelligent Spaces (AIS), we design, manufacture, and bring to market products and services that make a valuable difference in peoples lives. We achieve growth through the development of innovative new products and services, including lighting, lighting controls, building management solutions, and an audio, video and control platform. We focus on customer outcomes and drive growth and productivity to increase market share and deliver superior returns. We look to aggressively deploy capital to grow the business and to enter attractive new verticals. Acuity Inc. is based in Atlanta, Georgia, with operations across North America, Europe and Asia. The Company is powered by approximately 13,000 dedicated and talented associates. Visit us at Work location: This position may be based anywhere in the United States and includes travel as part of the responsibilities. Job Summary The Senior Director, HR Operations, Process Design & Data Governance leads the enterprise strategy for standardized, scalable HR operations, workforce data governance, and crossfunctional employee lifecycle processes. This role ensures HR processes and technologies work seamlessly across functions, systems, and geographies to enable efficient, datadriven employee experiences. As the enterprise authority, this leader sets operational standards, decision rights, and governance while partnering closely with HR Centers of Excellence, HRIS, and Enterprise Technology. The role owns the functional HR technology strategy and roadmap and establishes enterprise workforce data standards to ensure data accuracy, privacy, compliance, and actionable insights. Serving as a trusted advisor to the CHRO and HR leadership, this role drives operational efficiency, reduces risk, and strengthens workforce decisionmaking. Key Tasks & Responsibilities (Essential Functions) Enterprise HR Process Design & Governance: Set and own enterprise strategy, standards, and governance for HR operational processes across the employee lifecycle. Partner with HR Centers of Excellence to translate HR strategies into simplified, standardized, and scalable operational workflows. Ensure cross-functional processes spanning HR, technology, and shared services operate as integrated end-to-end experiences. HR Technology Functional Strategy & Roadmap : Own the enterprise HR technology functional strategy and roadmap across HR platforms. Translate HR strategic priorities and operational needs into technology capabilities, workflow requirements, and automation opportunities. Partner closely with HR Centers of Excellence and Enterprise Technology to influence platform investment decisions, prioritization, sequencing, and vendor strategy. HR Data Architecture, Standards & Governance: Own enterprise accountability for HR operational data architecture and workforce data standards. Establish and maintain consistent data definitions, structures, and governance frameworks to ensure workforce data is accurate, reliable, and aligned across HR systems. Operational Insights, Governance & Executive Leadership: Define and lead enterprise governance mechanisms that monitor HR operational performance, data quality, and technology enablement. Provide insights to HR leadership to support data-driven decision-making and continuous improvement. Enterprise HR Operating Model Ownership: Own and continuously evolve the enterprise HR operating model, defining how HR processes, technology, data, and governance operate together at scale. Set the longterm direction for HR operational maturity in alignment with enterprise growth and transformation priorities. Skills and Minimum Experience Required 9+ years experience Bachelors Degree or Equivalent CPP or equivalent certification preferred / experience in outsourced model / experience with SF/ECP / Workforce Travel up to 50% Enterprise HR process design across the employee lifecycle Process governance, standardization, and simplification Cross-functional HR operating model integration (COEs, HRSS, HRIS, Technology) End-to-end workflow design and operational readiness Large-scale HR operational transformation HR technology enablement strategy and functional roadmap development Translation of HR strategy into technology capabilities and workflows Experience partnering with Enterprise Technology and HRIS HR platform expertise (Workday, SAP SuccessFactors, ServiceNow HRSD, payroll systems) Understanding of system integrations, APIs, and data flows HR data architecture and workforce data modeling Data governance frameworks, policies, and standards Workforce data definitions, taxonomies, and data standards Data quality management and data integrity oversight Data privacy, security, and regulatory compliance (GDPR, CCPA) Operational analytics and data-driven decision-making Enterprise stakeholder alignment and cross-functional influence Strategic problem solving and systems thinking Change management and adoption of HR processes, data, and technology Establishment of decision rights, accountability frameworks, and governance models The range for this position is $160,100.00 to $275,000. Placement within this range may vary, depending on the applicants experience and geographic location. Acuity offers generous benefits including health care, dental coverage, vision plans, 401K benefits, and commissions/incentive compensation depending on the role. For a list of our benefits, click here. We value diversity and are an equal opportunity employer. All qualified applicants will be considered for employment without regards to race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion, covered veteran status, protected genetic information, or any other characteristic protected by law. Please click here and here for more information. Accommodation for Applicants with Disabilities: As an equal opportunity employer, Acuity Inc. is committed to providing reasonable accommodations in its application process for qualified individuals with disabilities and disabled veterans. If you have difficulty using our online system due to a disability and need an accommodation, you may contact us at (770) 922-9000, select option 4. Please clearly indicate what type of accommodation you are requesting and for what requisition. Any unsolicited resumes sent to Acuity Inc. from a third party, such as an Agency recruiter, including unsolicited resumes sent to an Acuity Inc. mailing address, fax machine or email address, directly to Acuity Inc. employees, or to Acuity Inc. resume database will be considered Acuity Inc. property. Acuity Inc. will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Acuity Inc. will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor, but does not have the appropriate approvals to be engaged on a search. E-Verify Participation Poster e-verify.gov eeoc.gov