Are you looking to Optimize your life? Start your exciting path to a rewarding career today! We are Optimum, a leader in the fast-paced world of connectivity, and we're seeking driven and enthusiastic professionals to join our team, empower lives, fuel businesses, and drive innovation. Connectivity is now longer a luxury, but a necessity. A career at Optimum means you'll be enabling progress and enhancing lives by providing reliable, high-speed connectivity solutions that keep the world connected. Our successes, now and in the future, are powered by our amazing product, a commitment to our people and culture, and the connections we make in our communities. If you are resourceful, collaborative, and passionate about delivering consistent excellence, Optimum is for you! Job Summary Reporting directly to the SVP Human Resources, the Sr. Director HR Business Partner is responsible for the design, delivery, and management of talent strategies aligned with business priorities. The primary HR partner to senior business leaders within respective client groups, this role collaborates with business leaders, HR COEs, and other cross-functional partners to execute an employee experience and talent strategy that enables achievement of business outcomes and future growth. Responsibilities Develop a deep understanding of assigned business areas, including strategic objectives, long-term plans, and financial performance; translate knowledge of the business unit into a people strategy, ensuring employees with the right capabilities are in the right roles. Drive key people initiatives within assigned client group, including: staffing/workforce planning, compensation strategies, talent reviews, succession planning, training and development, rewards & recognition, recruitment and retention, and organizational effectiveness. Define how business strategy creates workforce needs and advise/determine how needs are met through workforce strategy decisions. Partner with senior leaders to identify development needs and skill gaps for key individuals and/or roles within their organization; work with Talent team to address gaps and deliver learning and development solutions. Advise leaders on effective job specification development and leveling for new roles within the organization; partner with Talent Acquisition on the interview and selection process with a focus on both attracting top talent and creating a positive candidate experience for potential hires. Oversee and provide guidance on escalated, complex employee relations issues, partnering closely with Employee Relations COE and in-house employment counsel. Proactively coach leaders on the interpretation of engagement survey feedback and strategic action planning to drive an enhanced employee experience and move the company culture forward. Facilitate the effective rollout of recurring, enterprise-wide HR initiatives, including goal setting, year-end performance reviews, salary planning and administration, talent assessments and succession planning, and quarterly engagement surveys. Partner with business leadership and corporate communications team on the development of effective internal messaging on key initiatives and changes. Consistently act as a positive cultural change advocate, consultant, and business advisor to the leadership team. Function as HR lead for assigned business area on M&A activities, including acquisitions, divestitures, and/or joint ventures; partner with cross-functional teams to ensure successful integration of acquired businesses. Qualifications Bachelor's Degree in Human Resources, Business, or a related degree. Advanced degree preferred 10+ years of progressive HR experience, including prior experience in an HR Business Partner role working with senior executives in a large, complex organization Strong analytical skills with the ability to use and interpret data to both guide and validate decisions Demonstrable knowledge and practical application of HR disciplines including employment and labor laws, employee relations, talent acquisition, management & leadership development, performance management, organization design and compensation philosophies Results orientation with the ability to quickly identify problems and use initiative and sound judgment to drive solutions to complex people issues Keen ability to quickly establish credibility and effective business partnerships with leaders and employees at all levels of the organization Exceptional influencing skills coupled with a deep understanding of the business and talent within it Demonstrated track record of good judgement and empathy Ability to maintain an upbeat, positive environment that inspires a sense of urgency, constant innovation, teamwork, and strong commitment to individual and team accountability At Optimum, every action and interaction we take part in, is driven by our three Guiding Principles: Do What's Right, Drive One Optimum, and Make It Happen. These aren't just words, they help us build trust, create real community, and embrace new ways of thinking. Our employees are empowered to do the right thing for our customers and co-workers and to recognize and reward these behaviors when we see them. It's all part of the bigger picture of Be The Difference where each employee knows they have the power to enact real change, share new ideas, and understand that learning never stops. If you have the drive to succeed and are ready to embark on a thrilling career, seize this opportunity today, and join our winning team. Together, we'll shape the future of connectivity. All job descriptions and required skills, qualifications and responsibilities for a particular position are subject to modification by the Company from time to time, in the Company's discretion based on business necessity. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, national origin, religion, age, disability, sex, sexual orientation, gender identity or protected veteran status, or any other basis protected by applicable federal, state, or local law. The Company provides reasonable accommodations upon request in accordance with applicable requirements. Optimum collects personal information about its applicants for employment that may include personal identifiers, professional or employment related information, photos, education information and/or protected classifications under federal and state law. This information is collected for employment purposes, including identification, work authorization, FCRA-compliant background screening, human resource administration and compliance with federal, state, and local law. Applicants for employment with the Company will never be asked to provide money (even if reimbursable) as part of the job application or hiring process. Please review our Fraud FAQ for further details. Pay is competitive and based on a number of job-related factors, including skills and experience. The starting pay rate/range at time of hire for this position in the posted location is $161,186.00 - $230,265.00 / year. The rate/range provided herein is the anticipated pay at the time of hire, and does not reflect future job opportunity.

HR Operations Leader - Located in Miami, FL Location: Miami, Design District, FL Base Salary: $80,000 annually Employment Type: Full-Time, Exempt Human Resources Operations Leader BODYROK The Role BODYROK is growing fast, and were looking for a Human Resources Operations Leader who is excited to build, optimize, and scale the HR infrastructure that powers our multistate team. In this role, youll own our HRIS, payroll operations, and core HR processes while helping us evolve into a more sophisticated, scalable organization. Youll work closely with Recruiting, Operations, and Finance to ensure a seamless employee journey from hiring through offboarding and youll have room to grow as the company grows. What Youll Do HRIS & Systems Leadership Serve as the primary administrator for Rippling, ensuring accurate, secure, and compliant employee data across all systems. Maintain HR documentation, system controls, and data integrity standards. Act as the internal expert on HR technology, helping the organization leverage systems more effectively as we scale. Process Improvement & Employee Experience Lead continuous improvement efforts across HR processes, policies, and tools to create a simple, consistent, and positive employee experience. Partner with Recruiting and Operations to streamline hiring, offers, onboarding, and internal transitions. Identify opportunities to increase efficiency, scalability, and data accuracy across all HR operations. Build and maintain dashboards and reporting that support leadership decisionmaking and compliance requirements. Payroll & MultiState Workforce Management Deliver accurate, timely, and compliant weekly payroll for employees across IL, NYC, CA, and TX. Manage payroll reconciliations, tax filings, wage reporting, and garnishments across multiple jurisdictions. Serve as the primary point of contact for payroll and HRIS questions across all locations. Compliance & CrossFunctional Partnership Support compliance with federal, state, and local employment laws across our multistate footprint. Partner with internal stakeholders to ensure consistent, compliant HR practices as we expand into new markets. Help shape scalable HR operations that support BodyRoks growth trajectory. What Were Looking For 2+ years of HRIS and payroll experience supporting a multistate workforce. Handson experience administering Rippling or a similar HRIS. Working knowledge of payroll and employment requirements in CA, NYC, IL, and TX. Strong attention to detail, exceptional organization, and comfort managing competing priorities. Confident operating independently, making datadriven decisions, and building structure where it doesnt yet exist. A builders mindset excited to grow with the company and elevate HR operations as BODYROK scales. Flexible work-from-home options available. We are a rapidly growing company looking for fitness enthusiasts who are: organized, problem-solvers, demonstrate excellent interpersonal skills, and have a passion & excitement for our brand. Flexible work from home options available. We are a rapidly growing company looking for fitness enthusiasts who are: organized, problem-solvers, demonstrate excellent interpersonal skills, and have a passion & excitement for our brand.

Datasite and its associated businesses are the global center for facilitating economic value creation for companies across the globe. From data rooms to AI deal sourcing and more. Here you'll find the finest technological pioneers: Datasite, Blueflame AI, Grata, and Sherpany. They all, collectively, define the future for business growth. Apply for one position or as many as you like. Talent doesn't always just go in one direction or fit in a single box. We're happy to see whatever your superpower is and find the best place for it to flourish. Get started now, we look forward to meeting you.. Job Description: Ready for the next big challenge? Grow your career, and join our experienced global team, transforming the world of M&A software. Be part of the team behind the teams behind the deals. Work with the best. Be the best. The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor and thought partner to business leaders, helping translate business priorities into impactful people strategies. This role offers an exciting opportunity for an adaptable HR professional who thrives in a fast-paced, evolving environment. Partnering closely with leadership, the Sr. HRBP drives talent, performance, engagement, and organizational effectiveness -while providing hands-on day-to-day support to employees and leaders - in a dynamic, global setting. The ideal candidate brings a start-up mindset, strong executive presence, and the ability to connect decisions to broader business implications. The ideal candidate will bring strong business acumen, sound judgement, and the ability to influence and operate effectively within a fast-moving, global organization. They take a practical, solutions-focused approach, translating strategy into action while maintaining strong follow-through and attention to detail. This individual demonstrates strong executive presence, credibility and discretion. They are comfortable operating with a start-up mentality - moving quickly, prioritizing effectively, and rolling up their sleeves when needed. Duties and Responsibilities: Partner with business leaders to develop and execute HR strategies that support business priorities and growth. Provide guidance on organizational design, workforce planning, talent management, and succession planning. Lead employee relations matters, ensuring compliance with local labor laws and company policies across regions. Advise leaders on performance management, including coaching on feedback, development planning, and performance outcomes. Analyze HR metrics and trends to inform data-driven insights, solutions, and policy recommendations. Collaborate with HR functions (Talent Acquisition, Total Rewards, Operations) to deliver integrated people solutions. Identify and apply opportunities to leverage AI-enabled tools to drive efficiency, support better decision-making, and introduce innovative approaches to people processes. Manage business-unit onboarding, partnering with hiring managers and cross-functional teams, such as IT, to coordinate timelines and deliver a seamless new-hire experience. Support employee engagement initiatives and contribute to a high performance, inclusive culture. Provide day-to-day HRBP support, balancing immediate people needs with longer-term business and organizational priorities. Requirements: Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field required; advanced degree a plus. 5+ years of progressive HR experience, including experience in a strategic HR Business Partner or advisory role. Experience working in a multinational or matrixed organization. Previous experience in a global technology organization preferred. Excellent written, verbal, and presentation communication skills. High-quality document development capabilities, with strong attention to detail and advanced proficiency in PowerPoint and Excel to produce executive-ready materials. Demonstrated curiosity and enthusiasm for learning and applying new technologies, including AI-enabled tools, with the ability to apply them thoughtfully to improve efficiency and enhance HRBP practices. Exceptional listening skills and ability to relate to, influence, and coach employees of all levels in the organization. Ability to operate at both altitude and ground level. Experience with Workday or similar HRIS platforms preferred. HR certifications (e.g., SHRM-SCP, PHRi, CIPD) a plus. Typical office environment which includes extended periods of time sitting or standing, working on a personal computer, typing, using a mouse, using a phone and participating in video conferences, etc. The base salary range represents the estimated low and high end for this position based on a good faith assessment of the role and market data at the time of posting. Consistent with applicable law, each candidate's compensation offer may vary and will be determined based on but not limited to, your geographic region, skills, qualifications, and experience along with the requirements of the position. This position may be eligible for bonuses, commissions, or overtime if applicable. Benefits include health insurance (medical, dental, vision), a retirement savings plan, paid time off, and other employee benefits. Specific details will be provided during the interview process. Datasite reserves the right to modify this pay range at any time. $100,600.00 - $169,800.00 Our company is committed to fostering a diverse and inclusive workforce where all individuals are respected and valued. We are an equal opportunity employer and make all employment decisions without regard to race, color, religion, sex, gender identity, sexual orientation, age, national origin, disability, protected veteran status, or any other protected characteristic. We encourage applications from candidates of all backgrounds and are dedicated to building teams that reflect the diversity of our communities. Welcome to the Datasite global recruitment page. This is where you can explore opportunities and find the one that's the best fit for you. It's where all the high-tech, high-value, cutting edge technology businesses that form our economic value creation platform post the jobs they need you for. It's the central hub for Datasite, Blueflame AI, Grata, and Sherpany. The best of the best from the very best people. The inquisitive. The inspirational. The inventive. The challenging. The builders of tomorrows. The people who come together to simplify the complex, create great experiences and deliver better outcomes for themselves and our customers. Apply for one position or as many as you like. Talent doesn't always just go in one direction or fit in a single box. We're happy to see whatever your superpower is and find the best place for it to flourish. Get started now, we look forward to meeting you. Click Here for more information

Position Summary: We are seeking a highly organized, detail-oriented, and proactive HR Coordinator to join our Human Resources team. The HR Coordinator will support various HR functions, including new hire experience, learning development, talent acquisition, and engagement. This role is perfect for someone who thrives in a fast-paced environment, enjoys working with people, and has a passion for supporting the growth and development of employees. Principal Duties & Responsibilities: New Hire Experience Facilitation (Beginner): Facilitate the new hire experience by greeting new hires, preparing documentation, providing a tour of the building, ensuring equipment is set up in working order, conducting orientation, and assisting new hires with any issues or questions they may have. Coordinate new hire gift/swag purchases.  Live Training Facilitation (Intermediate): Facilitate live new hire training sessions. Maintain high levels of engagement and adapt delivery methods based on feedback. Administrative Support (Beginner): Coordinate training sessions, workshops, and development programs for employees. Manage training-related administrative tasks, including scheduling live sessions, tracking attendance, preparing materials, and documenting processes. Monitor the training email inbox, respond to inquiries professionally, and delegate emails to Training Team members timely and appropriately. Create, send, and maintain records of surveys used to gather learner and manager feedback on training experiences. Monitor training completion, send reminders, help track employee progress, and escalate non-compliance appropriately. Enroll learners into online courses in the Learning Management System (LMS). Generate course completion and course evaluation reports from the LMS. Provide general administrative support to the HR department, including maintaining employee recognition enrollment, scheduling meetings, preparing materials, and handling HR correspondence. Assist in planning and coordinating employee engagement activities, events, and company-wide initiatives. Recruitment & Onboarding (Beginner): Assist with the recruitment process by reviewing resumes, initiating pre-hire assessments, and coordinating interviews.   Employee Records Management (Beginner): Maintain and update employee files, both physical and digital, ensuring accuracy, confidentiality, and regulatory compliance.  Audit the HRIS (Human Resource Information System) for tracking employee information, benefits, and performance. Miscellaneous: Other duties as assigned. May require attendance to Company events, and up to 10% travel. Requirements Knowledge, Skills & Abilities Required: Strong organizational and multitasking skills with an ability to prioritize effectively (Intermediate). Excellent written, verbal, and interpersonal communication skills to build collaborative relationships and engage diverse audiences (Intermediate). Strong attention to detail and problem-solving abilities (Intermediate). Ability to maintain confidentiality and handle sensitive information with professionalism and discretion (Beginner). Proven skills in facilitating engaging presentations and maintaining learner interest through active facilitation techniques, both virtually and in-person (Intermediate). Familiarity with presentation tools such as slide decks (i.e. - Google Slides, Canva, etc.), virtual meeting spaces (i.e. - Google Meet), and in-person audio/visual presentation equipment (i.e. - projectors) (Beginner). Ability to comfortably and efficiently use standard office software for communications (i.e. - Gmail, Google Docs, Google Slides, Google Sheets, Google Chat, and Google Meet) (Beginner). Outstanding customer service skills to ensure an excellent employee experience (Beginner). Ability to learn and adapt to new systems, processes and procedures, instructional and communication tools, and industry standards (Beginner).  Credentials & Experience:  Education: Associates degree with emphasis in Human Resources, Education, or a related field required. HR certification (e.g. PHR) is a plus but not required. ~ Experience: ~1-2 years of experience in an HR or administrative support role, preferably in a corporate or mid-sized business environment. ~ Experience with HRIS systems, Learning Management systems, and Google Suite (Sheets, Docs, Slides). ~ Experience in training delivery in a variety of modalities, including instructor led, virtual instructor led, asynchronous online, and hybrid/blended.  Benefits NOTE: This position pays $24.00 per hour, plus bonus potential. BENEFITS ~ Medical Insurance ~ Vision Insurance ~ Dental Insurance ~401(k) Matching ~ Flexible Spending Accounts ~ Health Savings Accounts ~ Disability & Life Insurance ~ Employee Assistance Program ~ LegalShield ~ ID Shield ~ Commuter Reimbursement Plan ~ Tuition Reimbursement  ~ Bonus Pay - This position falls under our “Corporate Bonus Plan” which entitles you to a potential bonus payout of up to 10% of your annual base as a bonus, if offered employment.   ADDITIONAL BENEFITS INCLUDE: Wellable membership  Telescope Health (telehealth) through Accresa Intellect (mental health) application Employee engagement activities, including voluntary events, raffles, book club, and more!

Your Role The Director, HR Business Partner Operations serves as the strategic HR leader supporting the EVP, Chief Operating Officer, and their leadership team across the health plan operations organization of approximately 2,900 employees. This role is responsible for shaping and delivering people strategies that enable large scale operational transformation and excellence across multiple teams supporting Commercial, Medicare, and Medi-Cal lines of business. Acting as a trusted advisor, the Director works closely with senior leaders to design organizational structures, build workforce capability, advance leadership effectiveness, accelerate modernization, and drive change initiatives that elevate member experience, operational performance, and business outcomes. The Director leads a team of HR Business Partners and collaborates extensively with the People and Engagement Centers of Excellence to execute integrated talent programs. Partner with Operations executives to develop and execute people strategies that accelerate modernization, regulatory readiness, digital transformation, and scalable operating models across operations teams. Serve as a trusted advisor to leaders related to demonstrating the leadership model, ensuring there is a human capital plan in place that enables the business plan, organizational development, design and transformation, hiring decisions, promotions, total rewards, employee relations issues, and overall talent management. Lead, coach, and develop a team of HR Business Partners, ensuring consistent delivery of high impact HR consultation and strategic guidance. impact HR consultation and strategic guidance. Drive organizational design solutions that support transformation initiatives, streamline operational workflows, and enhance cross functional performance. functional performance. Drive organizational design, performance improvement initiatives, and workforce planning strategies. Champion and execute talent management efforts including succession planning, performance management, and leadership development. Collaborate proactively with Centers of Excellence (Talent Acquisition, Learning & Development, Employee Relations, Compensation & Benefits, DEI) to develop and execute integrated HR people programs and solutions that enable business outcomes. Lead change management initiatives to support business transformation and growth. Analyze HR metrics and provide insights to guide decision-making and measure effectiveness of programs. Foster a high-performance culture through effective leadership coaching and employee engagement initiatives. Ensure compliance with employment laws and regulations and minimize organizational risk. QUALIFICATIONS Your Knowledge and Experience Requires a college degree or equivalent experience (masters degree preferred) and a minimum of 10 years prior relevant experience, with 6 years of management experience with direct reports Requires a minimum of 5+ years HR Business Partner experience supporting senior executives. Requires proven experience partnering with executive-level leadership in a complex organization. Requires proven track record of designing and executing people strategies that drive business outcomes. Requires strong knowledge of employment law, talent management, and organizational development practices. Requires experience managing and developing a team of HRBPs or HR professionals. Requires strong business and financial acumen. Requires expert level ability to lead, coach, consult with, and influence business executives towards success and effectiveness in team leadership and workforce capability. SPHR, SHRM-SCP) are preferred Travel Requirement: Some travel, primarily in-state, will be required.

Leading the future in luxury electric and mobility At Lucid, we set out to introduce the most captivating, luxury electric vehicles that elevate the human experience and transcend the perceived limitations of space, performance, and intelligence. Vehicles that are intuitive, liberating, and designed for the future of mobility. We plan to lead in this new era of luxury electric by returning to the fundamentals of great design - where every decision we make is in service of the individual and environment. Because when you are no longer bound by convention, you are free to define your own experience. Come work alongside some of the most accomplished minds in the industry. Beyond providing competitive salaries, we're providing a community for innovators who want to make an immediate and significant impact. If you are driven to create a better, more sustainable future, then this is the right place for you. Lucid is seeking to hire a Sr. Manager, HR Commercial who serves as a strategic people partner to the company's Sales, Service, Marketing, and Revenue organizations. This role operates in a fast paced, highly collaborative environment and plays a critical role in shaping and executing the people strategy for commercial functions globally. In this role, you will lead and develop a team of HR Business Partners, setting clear expectations, building capabilities, and ensuring consistent, high impact HR support across commercial organizations. You will partner closely with executive leadership and cross functional HR subject matter experts to design and deliver scalable solutions across talent, performance, engagement, and organizational effectiveness. As a senior leader, you will drive key people programs aligned to business priorities, translate commercial strategy into workforce action, and measure outcomes to ensure meaningful, data driven progress. You Will: Act as a strategic HR business partner to leaders across Sales, Service, Marketing, and Revenue, building trusted relationships to support execution of business and people strategies Lead, mentor, and develop a team of HR Business Partners, providing strategic direction, coaching, and performance feedback to elevate HR impact across commercial organizations Establish clear priorities, operating rhythms, and success metrics for the HRBP team to ensure alignment with business objectives and consistent delivery Coach HRBPs to operate as trusted advisors, balancing day to day HR needs with long term people strategy and proactive workforce planning Partner closely with global HR colleagues to provide aligned, on the ground support for teams outside of North America Collaborate across all HR Centers of Excellence (Talent, Total Rewards, L&D, People Operations, etc.) to design and scale programs that meet evolving business needs Coach and advise leaders at all levels, including executive leadership, serving as a thought partner on organization design, leadership effectiveness, and talent strategy Lead and support performance management and performance improvement processes, providing insights, data, and action planning to enable strong people decisions Assess internal and external business environments to proactively identify risks, opportunities, and people solutions with enterprise wide impact Leverage people analytics and KPIs (e.g., headcount, attrition, engagement trends) to inform strategy, guide decisions, and improve employee experience Serve as a steward of company culture - ensuring employee voices are heard and that values, behaviors, and engagement remain strong across commercial teams You Bring: Bachelor's degree in Human Resources, Business, or a related field. Equivalent experience may be considered in lieu of degree. 12+ years of progressive HR experience in client facing or HRBP roles, including people leadership experience Proven experience leading, coaching, and developing HR Business Partner teams in a complex, matrixed environment Strong commercial and business acumen with experience partnering cross functionally at senior leadership levels Experience supporting commercial, go to market, or high growth functions (Sales, Marketing, Revenue, Services preferred) Deep knowledge of compensation strategy, organization design, workforce planning, and talent development Demonstrated judgment and ability to assess and manage risk in complex business environments Experience leading and navigating change management initiatives Strong analytical skills with experience leveraging HR data (e.g., headcount, attrition) to drive insight and action Advanced proficiency in Microsoft Office, including Excel Excellent program and project management skills with a track record of scaling programs end to end Proven ability to operate independently, embrace ambiguity, think creatively, and deliver results in a fast paced environment Exceptional relationship building skills with experience collaborating across regions, cultures, and functions At Lucid, we don't just welcome diversity - we celebrate it! Lucid Motors is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, national or ethnic origin, age, religion, disability, sexual orientation, gender, gender identity and expression, marital status, and any other characteristic protected under applicable State or Federal laws and regulations. Additional Compensation and Benefits : Lucid offers a wide range of competitive benefits, including medical, dental, vision, life insurance, disability insurance, vacation, and 401k. The successful candidate may also be eligible to participate in Lucid's equity program and/or a discretionary annual incentive program, subject to the rules governing such programs. (Cash or equity incentive awards, if any, will depend on various factors, including, without limitation, individual and company performance.) By Submitting your application, you understand and agree that your personal data will be processed in accordance with our Candidate Privacy Notice. If you are a California resident, please refer to our California Candidate Privacy Notice. To all recruitment agencies : Lucid Motors does not accept agency resumes. Please do not forward resumes to our careers alias or other Lucid Motors employees. Lucid Motors is not responsible for any fees related to unsolicited resumes.

Your Role The Director, HR Business Partner Operations serves as the strategic HR leader supporting the EVP, Chief Operating Officer, and their leadership team across the health plan operations organization of approximately 2,900 employees. This role is responsible for shaping and delivering people strategies that enable large scale operational transformation and excellence across multiple teams supporting Commercial, Medicare, and Medi-Cal lines of business. Acting as a trusted advisor, the Director works closely with senior leaders to design organizational structures, build workforce capability, advance leadership effectiveness, accelerate modernization, and drive change initiatives that elevate member experience, operational performance, and business outcomes. The Director leads a team of HR Business Partners and collaborates extensively with the People and Engagement Centers of Excellence to execute integrated talent programs. RESPONSIBILITIES Your Work In this role, you will: Partner with Operations executives to develop and execute people strategies that accelerate modernization, regulatory readiness, digital transformation, and scalable operating models across operations teams. Serve as a trusted advisor to leaders related to demonstrating the leadership model, ensuring there is a human capital plan in place that enables the business plan, organizational development, design and transformation, hiring decisions, promotions, total rewards, employee relations issues, and overall talent management. Lead, coach, and develop a team of HR Business Partners, ensuring consistent delivery of high impact HR consultation and strategic guidance. impact HR consultation and strategic guidance. Drive organizational design solutions that support transformation initiatives, streamline operational workflows, and enhance cross functional performance. functional performance. Drive organizational design, performance improvement initiatives, and workforce planning strategies. Champion and execute talent management efforts including succession planning, performance management, and leadership development. Collaborate proactively with Centers of Excellence (Talent Acquisition, Learning & Development, Employee Relations, Compensation & Benefits, DEI) to develop and execute integrated HR people programs and solutions that enable business outcomes. Lead change management initiatives to support business transformation and growth. Analyze HR metrics and provide insights to guide decision-making and measure effectiveness of programs. Foster a high-performance culture through effective leadership coaching and employee engagement initiatives. Ensure compliance with employment laws and regulations and minimize organizational risk. QUALIFICATIONS Your Knowledge and Experience Requires a college degree or equivalent experience (masters degree preferred) and a minimum of 10 years prior relevant experience, with 6 years of management experience with direct reports Requires a minimum of 5+ years HR Business Partner experience supporting senior executives. Requires proven experience partnering with executive-level leadership in a complex organization. Requires proven track record of designing and executing people strategies that drive business outcomes. Requires strong knowledge of employment law, talent management, and organizational development practices. Requires excellent leadership, influencing, collaboration and interpersonal skills. Requires experience managing and developing a team of HRBPs or HR professionals. Requires ability to navigate and drive change in a dynamic, fast-paced highly matrixed environment. Requires strong analytical, problem-solving, and decision-making skills. Requires strong business and financial acumen. Requires executive presence and the ability to build strong, trusted relationships at all levels of the organization. Requires expert level ability to lead, coach, consult with, and influence business executives towards success and effectiveness in team leadership and workforce capability. Professional certifications (e.g., SPHR, SHRM-SCP) are preferred Travel Requirement: Some travel, primarily in-state, will be required.

What if the work you did every day could impact the lives of people you know? Or all of humanity? At Illumina, we are expanding access to genomic technology to realize health equity for billions of people around the world. Our efforts enable life-changing discoveries that are transforming human health through the early detection and diagnosis of diseases and new treatment options for patients. Working at Illumina means being part of something bigger than yourself. Every person, in every role, has the opportunity to make a difference. Surrounded by extraordinary people, inspiring leaders, and world changing projects, you will do more and become more than you ever thought possible. Position Summary The Senior Talent Acquisition Coordinator works closely with other members of the Talent Acquisition team to assist in logistics and administrative support, scheduling, coordinating and onboarding. The Senior Talent Acquisition Coordinator is responsible for contacting candidates, scheduling interviews, ensuring a positive candidate experience, managing new employee onboarding including Form I-9s and managing special projects as assigned. Tasks and Responsibilities Collaborates with recruiters, hiring managers, executive assistants and candidates to coordinate high volume phone, virtual, and onsite interviews Manages several stages of the recruitment life-cycle process which includes, monitoring and clearing background checks, closing candidate records within applicant tracking system (Workday Recruiting) and assisting with onboarding of new employees Serves as the main point of contact for candidates and new hires, providing updates and ensuring a positive, professional and welcoming experience Maintains all applicant information, ensuring that all information has been gathered within applicant tracking system and that all compliance requirements are met with regards to the recruitment process Assists with other projects in the Talent Acquisition department as needed Preferred Educational Background BA degree or the equivalent combination of experience and education Preferred Experiential Background 2+ years of experience in Human Resources/Recruiting or related coordinator experience Organized with strong attention to detail and accuracy; excellent follow-through skills and time management Demonstrated ability to work in a fast-paced, high-performance environment Proficient in MS Word, Excel, and Outlook Experience with Workday Recruiting and Rooster Excellent verbal and written communication skills Outstanding customer service skills The estimated base hourly range for the Senior Talent Acquisition Coordinator role based in the United States of America is: $25.28 - $37.88. Should the level or location of the role change during the hiring process, the applicable base pay range may be updated accordingly. Compensation decisions are dependent on several factors including, but not limited to, an individuals qualifications, location where the role is to be performed, internal equity, and alignment with market data. Additionally, all employees are eligible for one of our variable cash programs (bonus or commission) and eligible roles may receive equity as part of the compensation package. We offer a wide range of benefits as innovative as our work, including access to genomics sequencing, family planning, health/dental/vision, retirement benefits, and paid time off. We are a company deeply rooted in belonging, promoting an inclusive environment where employees feel valued and empowered to contribute to our mission. Built on a strong foundation, Illumina has always prioritized openness, collaboration, and seeking alternative perspectives to propel innovation in genomics. We are proud to confirm a zero-net gap in pay, regardless of gender, ethnicity, or race. We also have several Employee Resource Groups (ERG) that deliver career development experiences, increase cultural awareness, and offer opportunities to engage in social responsibility. We are proud to be an equal opportunity employer committed to providing employment opportunity regardless of sex, race, creed, color, gender, religion, marital status, domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition, sexual orientation, pregnancy, military or veteran status, citizenship status, and genetic information. Illumina conducts background checks on applicants for whom a conditional offer of employment has been made. Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable local, state, and federal laws. Background check results may potentially result in the withdrawal of a conditional offer of employment. The background check process and any decisions made as a result shall be made in accordance with all applicable local, state, and federal laws. Illumina prohibits the use of generative artificial intelligence (AI) in the application and interview process. If you require accommodation to complete the application or interview process, please contact accommodations@illumina.com. To learn more, visit: The position will be posted until a final candidate is selected or the requisition has a sufficient number of qualified applicants. This role is not eligible for visa sponsorship.

Summary: The Project Manager II is responsible for coordinating and managing workforce planning and development projects of moderate complexity. This role supports the execution of project plans, monitors progress, and ensures deliverables are met on time and within scope. The Project Manager II collaborates with cross-functional teams, assists in stakeholder communications, and supports process improvements to help achieve organizational workforce goals. Responsibilities: Manage assigned workforce planning and development projects of moderate scope and complexity. Track project milestones, deliverables, and timelines; escalate issues and risks as needed. Prepare project documentation, meeting notes, and status reports for stakeholders. Develop and maintain project plans, schedules, and action item lists. Document and maintain standard operating procedures for SWP projects. Coordinate with HR, Talent Acquisition, and other departments to support project activities. Assist in identifying project risks and support mitigation planning. Analyze workforce data to identify trends, gaps, and opportunities. Support change management activities, including communication planning and training coordination. Facilitate regular project meetings and document action items and decisions. Communicate project updates to team members and mid-level management. Serve as a point of contact for project stakeholders, responding to inquiries and facilitating feedback. Ensure compliance with organizational policies, procedures, and applicable regulations. Requirements: Education/Skills Bachelors degree in Human Resources, Business Administration, or related field. Effective communication, organization, and meeting facilitation skills. Proficient in Microsoft Excel and basic project management tools (e.g., MS Project, Smartsheet, Asana). Ability to work collaboratively in a team environment and build rapport with stakeholders. Experience 3 -5 years of project management experience, preferably in workforce planning, HR, Talent Acquisition, or related field. Experience supporting cross-functional project teams. Licenses, Registrations, or Certifications Project Management Professional (PMP), Six Sigma, Lean Six Sigma or equivalent certification preferred. Work Schedule: 8AM - 5PM Monday-Friday Work Type: Full Time

Job Summary: The Human Resources Business Partner (HRBP) serves as a strategic advisor to the Environmental/Industrial Business Unit (EIBU), supporting field operations and regional leadership by aligning people strategies with business objectives. This role acts as a trusted partner to operational leaders within the assigned business unit, driving initiatives that enhance safety culture, employee engagement, performance accountability, and retention, while ensuring compliance with employment laws and company policies. This is a highly visible, relationship-driven role that requires sound judgment, responsiveness, and the ability to balance business needs with employee advocacy. Job Responsibilities: Strategic Partnership with Operations Partner directly with Regional and Operational Leadership to align HR initiatives with business goals and growth plans. Support workforce planning efforts to ensure the right talent is in place to meet operational demands. Provide practical, solutions-oriented guidance to leaders navigating employee matters. Support change management initiatives across growing and evolving business units. Employee Relations & Performance Support Serve as a trusted resource for employees and leaders on workplace concerns. Counsel managers on performance coaching, corrective action, documentation, and conflict resolution. Conduct employee relations investigations as needed and recommend appropriate outcomes. Promote a culture grounded in accountability, fairness, respect, and safety. Talent, Development & Retention Support recruitment and onboarding efforts to ensure a strong and compliant new hire experience. Partner with leadership to identify development opportunities and succession planning needs. Assist in driving retention strategies, particularly within field operations. Coordinate HR-related training and development initiatives. Compliance & Risk Management Ensure compliance with federal, state, and local employment regulations. Oversee required employment reporting, including E-Verify and new hire reporting. Support unemployment claim responses and documentation. Maintain accurate personnel files and ensure proper record retention. HR Operations & Systems Maintain data integrity within the HRIS and generate reports to support leadership decision-making. Collaborate with compensation and benefits partners to ensure accurate information flow. Assist in policy development, communication, and implementation. Participate in cross-functional HR and operational initiatives as assigned. Required Qualifications: Bachelors degree in Human Resources, Business Administration, or related field. 5+ years of progressive Human Resources experience, preferably supporting operational or multi-site environments. Strong employee relations background Solid working knowledge of federal and state employment laws Experience partnering with frontline supervisors and operational leadership teams preferred. Ability to influence, coach, and build credibility with leaders at all levels. Strong organizational, analytical, and problem-solving skills Excellent communication skills and professional judgment High level of discretion and ability to manage confidential information. Experience with HRIS systems and workforce reporting Proficiency in Microsoft Office, particularly Excel Ability to travel 10%-15% based on operational needs. Preferred Qualifications: SHRM-CP, SHRM-SCP, PHR, or SPHR certification a plus What We Offer Medical, Dental, and Vision Insurance Company paid Life, AD&D, and Long-Term Disability Insurance Plans Employee Assistance, Health Advocate, and Wellness Programs Generous 401(k) Plan with 4% match Company paid Financial Advice Program Paid Vacation based on years of service Moran Environmental Recovery is an Equal Opportunity Employer.

Who We Are: At Neurocrine Biosciences, we pride ourselves on having a strong, inclusive, and positive culture based on our shared purpose and values. We know what it takes to be great, and we are as passionate about our people as we are about our purpose - to relieve suffering for people with great needs. What We Do: Neurocrine Biosciences is a leading neuroscience-focused, biopharmaceutical company with a simple purpose: to relieve suffering for people with great needs. We are dedicated to discovering and developing life-changing treatments for patients with under-addressed neurological, neuroendocrine and neuropsychiatric disorders. The company's diverse portfolio includes FDA-approved treatments for tardive dyskinesia, chorea associated with Huntington's disease, classic congenital adrenal hyperplasia, endometriosis\* and uterine fibroids,\* as well as a robust pipeline including multiple compounds in mid- to late-phase clinical development across our core therapeutic areas. For three decades, we have applied our unique insight into neuroscience and the interconnections between brain and body systems to treat complex conditions. We relentlessly pursue medicines to ease the burden of debilitating diseases and disorders because you deserve brave science. For more information, visit neurocrine.com, and follow the company on LinkedIn, X and Facebook. ( \*in collaboration with AbbVie ) About the Role: Neurocrine Biosciences is experiencing significant growth, and we are seeking a strategic HR Business Partner Manager to support our expanding Commercial organization across the United States. This role partners closely with Field Sales and Marketing leaders to drive performance, talent strategy, organizational effectiveness, leadership capability, and a high-performance culture in a fast-paced, growth-oriented environment. This is a highly visible role requiring strong business acumen, leadership presence, and the ability to operate independently while influencing leaders across a geographically dispersed workforce. \_ Your Contributions (include, but are not limited to): Strategic Commercial Partnership Serve as a trusted advisor to Commercial leaders within assigned client groups Translate revenue goals, market expansion plans, and product strategies into aligned people strategies Use business data, field insights, and performance trends to proactively diagnose organizational and performance needs Workforce Planning & Organizational Effectiveness Support workforce planning aligned to growth projections and evolving market demands Partner on role clarity, and organizational design to optimize employee and team effectiveness Guide leaders through realignments, scaling efforts, and change initiatives with structured change management Talent Strategy & Pipeline Development Drive talent reviews and succession planning to strengthen leadership bench strength Partner with Talent Acquisition to support rapid hiring while maintaining quality and cultural alignment Implement strategies to accelerate ramp time, improve retention, and build long-term capability Performance & Leadership Development Coach leaders on accountability, engagement, and performance management in a distributed sales environment Navigate complex employee relations matters with sound judgment and risk awareness Strengthen leadership capability in feedback, inclusion, and change leadership Compensation & Motivation Partnership Partner with Commercial Operations and Compensation teams to help leaders effectively leverage compensation programs and incentive structures Reinforce alignment between performance outcomes and reward practices to support motivation and retention Growth & Cross-Functional Collaboration Lead people-related aspects of rapid growth while maintaining culture and engagement Partner with HR Centers of Excellence to deliver scalable, business-aligned solutions Represent Commercial priorities in enterprise HR initiatives Requirements: 6+ years of progressive HR experience (or 4+ with advanced degree), including experience supporting Commercial, Field Sales, or Marketing organizations Experience supporting geographically dispersed teams Strong business acumen and understanding of performance-driven environments Life Sciences or pharmaceutical industry experience strongly preferred Demonstrated experience in workforce planning, talent management, organizational effectiveness, and change leadership Ability to influence senior leaders and navigate ambiguity Knowledge of employment law and compliance practices Proven ability to balance strategic thinking with hands-on execution Regional travel required up to 15% Neurocrine Biosciences is an EEO/Disability/Vets employer. We are committed to building a workplace of belonging, respect, and empowerment, and we recognize there are a variety of ways to meet our requirements. We are looking for the best candidate for the job and encourage you to apply even if your experience or qualifications dont line up to exactly what we have outlined in the job description. \_ The annual base salary we reasonably expect to pay is $119,700.00-$164,000.00. Individual pay decisions depend on various factors, such as primary work location, complexity and responsibility of role, job duties/requirements, and relevant experience and skills. In addition, this position offers an annual bonus with a target of 30% of the earned base salary and eligibility to participate in our equity based long term incentive program. Benefits offered include a retirement savings plan (with company match), paid vacation, holiday and personal days, paid caregiver/parental and medical leave, and health benefits to include medical, prescription drug, dental and vision coverage in accordance with the terms and conditions of the applicable plans.

General Atomics (GA), and its affiliated companies, is one of the worlds leading resources for high-technology systems development ranging from the nuclear fuel cycle to remotely piloted aircraft, airborne sensors, and advanced electric, electronic, wireless and laser technologies. Do you want to be a key part of a team that is on the cutting edge of developing and operating many of the worlds highest technology system programs ranging from the nuclear fuel cycle to remotely piloted aircraft, airborne sensors, and advanced electric, electronic, and wireless and laser technologies? The HR Business Partner is integral to the success of these General Atomics business groups that are changing the worlds technology landscape. In this critical role you will be responsible for organizational and employee development at various levels. Youll also consult with employees and managers to leverage best practices in human resource management. In addition, you will have the opportunity to address the root causes of human resource challenges by resolving organizational and employee relations issues with a systematic approach. You will participate in first-of-its-kind business support programs and initiatives to help improve efficiency and morale across the enterprise. Further, you will assist senior managers at all levels to develop sound solutions to business problems by pioneering smart organizational design and introducing fresh cultural and process-oriented perspectives. Finally, you will also play a critical role at General Atomics by helping to administer talent management and succession planning activities within the client organizations you support. The key skills and abilities that you should bring to the table include coaching, influencing, facilitating, presenting, communicating, developing processes, and analyzing and solving problems. DUTIES AND RESPONSIBLITIES: Building credibility by joining with business leaders to identify employee behaviors and performance indicators that accomplish desired results. Adding your experience in the proactive uses of human resource principles to drive career development, engagement, and retention efforts. Facilitate talent development sessions based on people topics including, but not limited to, Performance Management and the Performance Review Process. Developing training on HR topics for client groups and supports Leadership Development programs. Having a solid knowledge of Federal and State (CA) employment laws and the ability to educate business leaders and employees on these laws and apply them in handling employee issues and utilizing your knowledge of employment law, company policies, and best practices to resolve employee issues. Build trust with leaders to diagnose root causes of performance concerns and the ability to help conduct performance management conversations and advise on progressive documentation processes. Partnering with talent acquisition and business leaders to interview and select candidates for key jobs and conduct salary analyses to determine candidate offers and ensure organizational equity. Leading the annual merit, bonus, and out of cycle compensation programs for your assigned client groups and ensure a fair and consistent application as well as company equity. Helping make the organization better by utilizing exit interview data and other tools and data to identify trends and make recommendations to reduce turnover and improve employee engagement. Utilize Excel (pivot tables, vlookup, charts etc.) to analyze and sort data to present actionable information for both HR and client business groups. Collaborating effectively with international teams or addressing HR challenges in a global context is highly desirable. We recognize and appreciate the value and contributions of individuals with diverse backgrounds and experiences and welcome all qualified individuals to apply. Job Qualifications Typically requires a Bachelors degree in Business Administration with an emphasis in Human Resources, Organizational Development, Training or a related discipline and ten or more years of progressive professional experience in a corporate Human Resources department. May substitute a certificate in human resources from a recognized organization and equivalent experience in lieu of education. The ability to identify issues and develop solutions to a variety of problems of diverse scope and complexity. Excellent analytical, verbal, and written communication skills to accurately document, report, and present findings to a variety of audiences including senior management and senior external parties: Excellent interpersonal skills to influence and guide all levels of employees, including senior managers and senior external parties; The ability to maintain the confidentiality of sensitive information; The ability to initiate, plan, and manage projects; Excellent computer skills. Ability to work independently or in a team environment is essential as is the ability to work extended hours and travel as required.