HR
Human Resources Director
Category:
HR
Our client is looking for HRD.
HR Team Management
- Coaching & Mentoring: Provide guidance to all HR team members, especially Managers and Team Leaders, to build a strong, skilled, and credible HR team. Focus on developing competencies such as leadership, communication, and strategic thinking.
- Enhance HR Expertise Across the Group: Work closely with Group HR to contribute innovative ideas, time, and effort as a leader in improving HR competencies across all subsidiaries, ensuring consistent standards in HR practices.
Talent Management
- Workforce Planning: Collaborate with leadership to assess current and future talent needs, ensuring alignment with business goals. Use a competency-based approach to define the skills and abilities required for each role and create targeted recruitment strategies.
- Talent Acquisition: Lead the entire recruitment process, from sourcing to onboarding, using a competency-based hiring framework to attract candidates who not only fit the brand but also possess the required competencies for customer service excellence.
- Succession Planning: Identify high-potential employees and assess their competencies to build a talent pipeline. Develop competency-based development plans to ensure that key positions are covered by internal talent wherever possible, reducing the impact of turnover.
- Retention Strategies: Create programs that enhance employee retention by recognizing and rewarding employees' competencies. Develop competitive compensation structures and career paths focused on growing key skills and competencies.
Talent Development
- Learning & Development Programs: Design personalized learning programs that develop employees’ competencies in areas such as leadership, technical skills, and product knowledge. Incorporate both on-the-job training and structured learning to target specific competencies.
- Leadership Development: Develop programs that build leadership competencies for managers and supervisors, improving their ability to lead, mentor, and engage their teams effectively.
- Performance Management: Implement a competency-based performance management system that focuses on continuous feedback, skill development, and goal-setting to drive both individual and organizational growth.
- Mentorship & Coaching: Foster a culture of mentorship by connecting high-potential employees with senior leaders. Focus on building core competencies and sharing knowledge across departments to enhance skills and internal collaboration.
Organizational Development
- Culture & Engagement: Build a positive and inclusive company culture by designing strategies that focus on key competencies such as teamwork, adaptability, and innovation. Regularly assess employee engagement and use data to improve these competencies across the organization.
- Change Management: Lead HR efforts in managing organizational changes, focusing on developing employees' change management competencies to ensure smooth transitions during expansions or restructuring.
- Diversity & Inclusion: Develop programs that focus on inclusive hiring practices and fostering a diverse workforce. Ensure that competencies such as cultural awareness and empathy are embedded in the company culture.
- Workforce Optimization: Work with department heads to redesign roles and structures, ensuring the right competencies are in place to optimize productivity, collaboration, and innovation.
Data-Driven HR
- HR Systems: Oversee the implementation of Human Resource Management Systems (HRMS) to track employee competencies, performance, and development needs.
- HR Analytics: Use HR data to assess recruitment effectiveness, employee retention, and workforce productivity. Analyze competency gaps and use this information to refine recruitment and development strategies.
- Employee Feedback: Implement regular employee surveys to gather feedback on competency development, engagement levels, and areas for improvement. Use this data to enhance employee experiences and build the necessary competencies.
Total Rewards
- Compensation Planning: Develop competitive pay structures that reward the development and demonstration of key competencies, ensuring that employees are compensated for both performance and skill growth.
- Benefits Management: Design benefits programs that support the development of employees’ physical, emotional, and professional competencies, contributing to overall well-being and job satisfaction.
Employee Relations & Engagement
- Employee Engagement: Develop programs that foster engagement by recognizing and building key competencies within the workforce.
- Conflict Resolution: Address and resolve employee conflicts by focusing on communication and problem-solving competencies.
- Legal Compliance: Ensure all HR policies are compliant with local labor laws and Group HR governance, with a focus on competencies like ethical decision-making and regulatory knowledge. Keep up with legal changes and update policies as needed.
Company:
Clients
Location:
Ho Chi Minh
Date:
Oct 7, 2024
Talent Acquisition Specialist
Category:
HR
SMEVentures is the leading platform for search funds and entrepreneurship through acquisition (ETA) in Asia Pacific. We empower the growth and sustainability of small and medium-sized enterprises (SMEs) by bridging the gap between retiring business owners and the next generation of entrepreneurial talent. Our approach honours the legacy of SMEs while injecting innovative strategies for future growth and success.
The Role
You will be responsible for identifying and attracting exceptional talent for SMEVentures and our portfolio companies in Australia and New Zealand. Your main role will be to build a pool of exceptional talent from top business schools and companies who have the potential to successfully lead and operate an SME. You will also support the growth of our portfolio companies by identifying exceptional individuals across industries and seniority levels to support our CEOs. You will be an advocate for SMEVentures and the small businesses we work with, fostering relationships with potential candidates and showcasing the exciting career opportunities we offer.
Key Responsibilities
Build a pool of talented individuals who have the potential to successfully lead and operate an SME.
Conduct proactive research to identify and connect with potential candidates through various channels and platforms.
Develop and implement strategies to attract candidates who are not actively seeking new opportunities.
Review resumes, cover letters, and online profiles to assess a candidate's skills, experience, and qualifications.
Develop systems and processes to scale our ability to identify and attract top talent.
Stay up to date on industry trends, skill requirements, and talent pools for small business executives.
Company:
Clients
Location:
Malaysia
Date:
Aug 29, 2024
Senior Compensation Manager
Category:
HR
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. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.
Take onboarding, for example. 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 365—all within 90 seconds.
Based in San Francisco, CA, Rippling has raised $1.2B from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.
What you will do
Drive the company’s core compensation programs: Market analysis, benchmarking, equity compensation, training, (semi-) annual compensation events, managing incentive and top talent rewards programs.
Serve as the Compensation point of contact for our business teams: consult and educate leadership and business stakeholders on our compensation philosophies and competitive compensation practices that align with our business and financial objectives.
Lead compensation design and review projects, including job architecture and salary structure, and other compensation-focused initiatives.
Collaborate with engineers and product managers to define both the long-term and short-term tactics for new and existing features and products of the Rippling Compensation app, driving a fully featured Compensation tool for use by Finance, Recruiting, Hiring Managers, Employees, and Candidates.
Company:
Clients
Location:
San Francisco
Date:
Aug 28, 2024
Remote Recruiter
Category:
HR
Pomelo Care is a multi-disciplinary team of clinicians, engineers and problem solvers who are passionate about improving care for moms and babies. We are transforming outcomes for pregnant people and babies with evidence-based pregnancy and newborn care at scale.
Our technology-driven care platform enables us to engage patients early, conduct individualized risk assessments for poor pregnancy outcomes, and deliver coordinated, personalized virtual care throughout pregnancy, NICU stays, and the first postpartum year. We measure ourselves by reductions in preterm births, NICU admissions, c-sections and maternal mortality; we improve outcomes and reduce healthcare spend.
In this role, you will:
Attract, source, and screen applicants using a variety of innovative techniques
Ensure all roles have clear competencies and rubrics for hiring to eliminate bias and ensure we maintain a consistent, high talent bar
Become an expert in selling Pomelo’s story, our growth trajectory, business priorities, and culture
Evaluate profiles of potential candidates and conduct preliminary phone screen assessments
Coordinate and schedule at all stages of the interview process
Build and maintain proactive relationships with potential candidates to create a pipeline of talent
Establish and maintain efficient feedback loops with all internal stakeholders in Pomelo's clinical recruitment process
Build pipeline of talent to support staffing for future openings, and work to nurture relationships and engage potential future candidates
Company:
Clients
Location:
Date:
Director of Total Rewards and HRIS (remote)
Category:
HR
ABOUT POPPI:
Soda’s back. Like, actually back. The twist? It’s better for you this time (and no lie, it tastes better, too)! Join the team that’s reclaiming soda one mouthwatering drop at a time. Refreshing and juicy without unnecessary sugar, it’s time to love soda again!
OUR VALUES:
We keep it real: We keep our egos in check and our feedback honest so we can always stay real. You know, like our ingredients.
We are creators: We’re disruptors who see and do things differently, which is why we changed the soda game forever.
We do it better, together: We’re better when we do together. We have one shot to become the #1 soda, so we need to make it count (while taking care of each other along the way).
THE ROLE
We are seeking a dynamic and multi-talented total rewards professional that has a passion for designing, implementing, and managing total rewards programs (including compensation, benefits, recognition, retirement, and well-being). Through innovative leadership, curious intelligence and strategic problem-solving, this role supports poppi’s ability to enhance our competitive positioning in the market and attract and retain top talent. This position will strengthen the commitment we’ve made to all teammates by driving’s poppi’s mission, values and business objectives through all total rewards initiatives.
WHAT YOU WILL DO
Total Rewards Strategy and Planning:
Develop and execute comprehensive total rewards strategies aligned with organizational goals and industry best practices.
Lead the design, implementation, and evaluation of competitive compensation and benefits programs to attract, retain, and motivate top talent.
Oversee the administration of employee compensation, including base pay and incentives, ensuring equity and compliance with regulatory requirements.
Analyze market trends and benchmark data to make informed decisions regarding compensation and benefits offerings.
Manage established relationships with vendors and approved outsourced services.
Assist in overseeing Payroll processing and pay compliance under FLSA and multi-state laws.
Assist VP of People in maintaining applicable budget.
Assist in other functional People Team areas and projects as needed.
HR Operations Leadership:
Provide strategic direction and oversight for HR operations, including employee inquiries, HRIS management (Required: ADP experience or similar systems), and process improvements.
Collaborate with cross-functional teams to streamline HR processes and enhance our teammate experience.
Ensure accuracy and integrity of HR data and systems, implementing best practices for data management, data integrity and security.
Develop and maintain HR policies and procedures in compliance with applicable multi-state laws and regulations.
Team Management and Development:
Lead, mentor, and develop a team, fostering a culture of collaboration, innovation, and continuous improvement.
Provide guidance, support, and resources to empower team members to excel in their roles and contribute to overall departmental success.
Conduct regular performance evaluations, set goals, and identify opportunities for professional growth and development.
Stakeholder Engagement and Communication:
Collaborate with senior leadership to align total rewards and HR operations initiatives with organizational objectives and priorities.
Serve as a subject matter expert and trusted advisor to executives, managers, and employees on matters related to compensation, benefits, and HR operations (including payroll).
Utilize market data and analytics to evaluate the effectiveness of Total Rewards programs and recommend enhancements to ensure attraction, retention, and engagement of talent.
Communicate effectively with internal stakeholders to ensure understanding and buy-in for total rewards programs and HR initiatives.
WHAT YOU BRING
Excellent communication, interpersonal, and leadership skills, with the ability to influence, collaborate, and build consensus across diverse stakeholder groups.
Strategic mindset with the ability to think critically, analyze complex issues, and develop innovative solutions to address organizational challenges.
Proven track record of driving results, managing projects, and leading high-performing teams in a fast-paced, dynamic environment.
Self-led multi-tasker capable of figuring it out.
Ability to professionally manage and safeguard highly sensitive and confidential information.
Always acting with high integrity through a “what’s right and best” mindset and always exhibiting poppi’s CORE values to foster a positive work culture.
High attention to detail, focused on doing it right vs. getting it done.
Excel at collaborating and working independently or as part of a team with individuals and groups of every background.
A results driven mindset that will enable you to interpret complex data, develop and communicate value-add solutions.
A mentor/coach approach, who guides and course-corrects teammates to always being better and not settling.
Company:
poppi
Location:
US
Date:
Aug 5, 2024
Director of Talent Acquisition
Category:
HR
Director of Talent Acquisition
The Director of Talent Acquisition plays a pivotal role in driving business results by defining the strategy to hire bright minds, building a scalable operational model, and leading a high-performing team. This role currently has a team of six collaborative TA professionals, and it is growing!
The ideal candidate has an elevated level of emotional intelligence, displays servant leadership qualities, and actively creates an inclusive culture.
Location
This position offers a hybrid work schedule working from our downtown Chicago corporate office.
The Impact You Will Have
Provide leadership, guidance, and direction to the talent acquisition team, ensuring alignment with organizational goals and objectives.
Develop and execute comprehensive recruitment strategies to attract top-tier talent across all levels and functions within the organization.
Manage full-cycle recruitment processes for executive, senior leadership, and other roles as required.
Collaborate with hiring managers to understand staffing needs and develop tailored recruitment plans to meet those needs.
Continuously evaluate and streamline recruitment processes to enhance efficiency, effectiveness, and candidate experience.
Lead efforts to promote diversity, equity, and inclusion within the recruitment process and throughout the organization.
Educate, train, and equip hiring managers with the tools and resources necessary to effectively participate in the recruitment process.
Ensure a positive candidate experience throughout the recruitment process, from initial contact to offer acceptance.
Maintain clear key performance indicators (KPIs) for the team aligned with organizational objectives. Provide feedback, guidance, and support as needed to ensure goals are met or exceeded.
Prepare regular reports and presentations for senior leadership, highlighting recruitment metrics, trends, and insights.
Coach team members to enhance skills and foster professional growth.
Mentor and support team members by providing constructive feedback and recognition.
Promote a positive, inclusive workplace culture that encourages collaboration, innovation, and idea sharing.
Perform other related responsibilities as assigned.
Company:
Clients
Location:
US
Date:
Aug 28, 2024
Legal Secretary
Category:
Law
This item is connected to a text field in your database. Double click the dataset icon to add your own content. Click the Data icon to manage collections.
Company:
Twiste
Location:
San Francisco, CA
Date:
Aug 26, 2035
Associate Director, People Operations (remote)
Category:
HR
We are looking for an experienced startup operator with people operations skills. Ideally, you have experience helping to build people operations at a mental health or digital health startup. We are a seed-stage startup with 45 employees ready to grow to 100 in the next year. You will own the end-to-end employee experience with a passion for finding great people and helping Flourish meet their needs as we grow. The standout skill you have is operations. You will report to the COO.
You will be Flourish’s leader on:
Building people operations, establishing SOPs, and managing stakeholders
High velocity talent acquisition & workforce planning
Talent performance & development
Compensation, payroll, & benefits
Culture building & company offsites
Key Skills
Project management
Stakeholder management
Strong operational skills, building zero to one and one to ten
Demonstrates attention to detail and accuracy
Management of the payroll and benefits platform for Flourish
Management of timely recruiting, hiring, and onboarding
Management of licensing and credentialing processes for providers
Management of performance improvement plans and succession planning
Management of professional development plans
Leads the culture and engagement team and drives initiatives to promote a positive work environment
Event planning for company-wide offsites twice a year
Company:
Lourish
Location:
US
Date:
Aug 5, 2024
Human Resources Business Partner (remote)
Category:
HR
Nice to meet you! We are Dropsuite!
We are seeking an experienced Human Resources Business Partner (HRBP) to join our team. The HRBP will serve as a strategic partner to business leaders, providing guidance and support in all areas of HR to drive organizational effectiveness and employee engagement and development.
Work Arrangement
Full-time position
Remote work model
Monday to Friday, 5-day work week (flexible work schedule)
Eligible to reside and work in US (Citizens or Green Card Holders only)
Ability to travel internationally
Key Responsibilities
Collaborate with business leaders to understand their objectives and develop HR initiatives aligned with our people strategy and company goals.
Serve as a trusted advisor to our management and employees, across all aspects of HR.
Provide expert guidance and support on HR policies, procedures, and best practices.
Partner with managers to address employee relations issues, including performance management, disciplinary actions, and conflict resolution.
Work cross-functionally with Talent Acquisition to refine talent strategies, ensuring they cater to the business needs and reflect the diverse talent pool.
Develop and implement training and development programs to enhance manager and employee skills and performance.
Build and analyze HR metrics and trends to identify opportunities for improvement and develop proactive solutions.
Ensure compliance with all federal, state, and local employment laws and regulations.
Company:
Dropsuite
Location:
US
Date:
Aug 5, 2024
People Operations & Compensation Analyst (remote)
Category:
HR
The Opportunity:
We're seeking a highly organized and analytical People Operations & Compensation Analyst to join the People team at Wrapbook. You will partner closely with the VP, People and members of the People team to provide analysis, guidance and support for our compensation programs. In addition, you will help build and analyze people metrics, optimize people processes, and serve as primary point of contact for all compliance needs.
What You'll Do:
Lead the design and execution of compensation planning and promotion cycles
Develop and refine compensation bands in accordance with compensation philosophy
Provide Total Rewards guidance to People Partner, Talent Acquisition and Executives, including, but not limited to, offers, retention packages, transfers, and complex compensation issues
Partner with People leadership to build and socialize Total Rewards training and change management materials ensuring these are easy to understand for technical and non-technical audiences
Collect, compile, and analyze people data and partner with People Leadership and PBP to inform and guide decision-making.
Optimize people processes (onboarding, system changes, etc.)
Serve as primary point of contact for all HR compliance needs
Company:
Wrapbook
Location:
US
Date:
Aug 5, 2024
Director of People Business Partnering (remote)
Category:
HR
What You'll Be Doing:
Partner with a global leadership and People team as an advocate, resource, and frontline for your client groups.
Strategize in support of business objectives for how we staff, onboard, develop, motivate and organize work.
Provide HR guidance and support to the assigned business area across a breadth of areas including workforce planning & organizational design, talent management, employee development, performance management and change management.
Leverage analytics and data to drive thoughtful workforce planning and serve as a strategic partner both internally to the people team and externally to your clients.
Play an instrumental role in building our high-performance culture by ensuring that all DO employees are receiving the support they need to perform at their full potential.
Offer guidance to leadership in the following areas: talent planning, performance management, compensation planning, employee relations, benefits and talent development
Facilitate talent reviews and succession planning discussions and work with the business to ensure plans are actively put into practice.
Acting as a liaison with our Talent Acquisition, OrgDev, Total Rewards, and People Operations teams to ensure proper delivery and impact of programs
Knowledgeable in labor and employment laws, policies and processes, in depth knowledge of India, Pakistan and UAE is a plus.
Provide feedback or create employee focused programs or processes.
Experience in working with a HRIS system ideally Workday
What You’ll Add to DigitalOcean:
Experience as a Senior HR business partner, ideally in a technology organization that has experienced massive growth. You should be able to understand the operational areas of the business so that you can help our managers and leaders with complex challenges, and give guidance on People topics.
Experience implementing people programs including compensation, performance feedback, HR compliance, and professional growth & development initiatives.
Ability to work proactively in addressing people related opportunities and getting ahead of people challenges faced by our business.
Passion for change management and guiding our business through ambiguity and constant evolution / iteration.
Experience building relationships and collaborating with key stakeholders. Highly self-motivated and driven, able to work well in both team environments and independently.
The ability to effectively translate metrics and data into actionable strategy.
Technical curiosity and knowledge of emerging best practice trends in HR products and services.
A deep sense of empathy. You connect well with employees of all levels and understand their needs.
A friendly and approachable communication style where both ICs and managers are comfortable confiding in you.
A belief in a People-first approach to building teams and driving effective performance across the organization.
Company:
DigitalOcean
Location:
US
Date:
Aug 5, 2024
People Business Partner (remote)
Category:
HR
For this job we are currently only hiring candidates based in the United States.
About the team & opportunity
Ontra is seeking a People Business Partner (PBP) to join our rapidly growing company! This role will help support employee relations, offer coaching to employees and managers, and build, enhance, and launch people processes. The PBP will be responsible for solving complex organizational challenges and coordinating with internal groups to enable and grow our team. This is a great opportunity for someone who wants to help build and maintain a fantastic company culture based on strong missions and values at a hyperscaling company.
What you’ll do
Employee relations: Offer regular strategic coaching to employees and managers, handle employee relations issues as needed, and develop, launch, and support programs designed to build upon our existing culture
Innovation: Enhance current people processes within the organization
Development: Develop, launch, and implement people programs
Problem-solving: Solve complex organizational challenges through people-related solutions
Relationship building: Build strong relationships with internal groups to promote the People team’s strategy by advocating for our mission and values, partnering with leaders, and managing programs that help develop our teams
Company:
Ontra
Location:
San Francisco, CA
Date:
Aug 5, 2024