Position Summary

Omnicom Media is seeking a smart, driven, collaborative, and fun addition to our Talent Acquisition team! The Freelance Talent (TA) Acquisition Coordinator is an integral part of the team and keeps the recruiting process moving - they will interact closely with hiring managers, talent acquisition partners, and candidates to deliver an exceptional interviewing experience. They will be responsible for scheduling interview itineraries across multiple agencies and locations, managing new hire offer letters, launching and adjudicating pre-employment background checks, and pre-onboarding. 

This role will be 40 hours a week for approximately three months.

Responsibilities

• Coordinate and schedule interviews with hiring managers, Talent Acquisition (TA) partners, and candidates, anticipating changes in availability and making alternative plans in advance
• Provide timely interview status updates to TA partners, hiring teams, and candidates
• Accurately maintain the applicant tracking system and career portal by updating job and candidate information
• Create offer letters for approval
• Participate in ad-hoc recruitment projects to help scale the function
• Execute background and reference checks
• Coordinate recruitment events, career fairs, and college recruiting efforts
• Participate in departmental project work focused on delivering efficiencies and innovations to drive the Talent Acquisition operation function forward 

Skills & Experience

• Passion and interest in working in Talent Acquisition and/or HR
• Ability to prioritize tasks and manage time in a fast paced, high volume, deadline driven environment
• Customer focused and proactive with excellent follow-up and a sense of urgency
• Effective communication skills, both verbally and written
• Ability to ensure the accuracy of highly detailed and confidential information
• Proficiency with Microsoft Office programs
• Positive attitude; ability to build relationships across multiple functions and business units

Wage and Benefits
We offer a Total Rewards package that includes medical and dental coverage, 401(k) plans, flex spending, life insurance, disability, employee discount program, employee stock purchase program and paid family benefits to support you and your family.
The salary range for this position is posted below.  Where an employee or prospective employee is paid within this range will depend on, among other factors, actual ranges for current/former employees in the subject position, market considerations, budgetary considerations, tenure and standing with the Company (applicable to current employees), as well as the employee’s/applicant’s skill set, level of experience, and qualifications.   

Employment Transparency
It is the policy to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, ethnicity, gender, age, religion, creed, national origin, sexual orientation, gender identity, marital status, citizenship, genetic information, veteran status, disability, or any other basis prohibited by applicable federal, state, or local law. 

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. The employer will make reasonable accommodations in compliance with the American with Disabilities Act of 1990. The job description will be reviewed periodically as duties and responsibilities change with business necessity. Essential and other job functions are subject to modification. Reasonable accommodations may be provided to enable individuals with disabilities to perform the essential functions.  

For applicants to jobs in the United States: In compliance with the current Americans with Disabilities Act and state and local laws, if you have a disability and would like to request an accommodation to apply for a position please email accommodation@mbww.com

At Shields, we believe our success is driven by the strength of our teams—and that begins with hiring exceptional HR professionals. We’re currently seeking a Human Resources Generalist who excels at building strong relationships, exercises sound judgment, and is confident navigating complex and nuanced situations. If you're comfortable operating in the “grey” and bringing clarity to ambiguity, we’d love to connect.

This role is ideal for a strategic thinker with excellent communication and conflict resolution skills. While your day-to-day will center around routine employee relations support, you may occasionally assist with more complex investigations - though these are the exception, not the norm. You may also be called upon to support special projects or assist with generalist HR tasks as needed—making this a great opportunity for someone who enjoys variety and collaboration.

Key Responsibilities

• Act as a trusted resource for employees and managers, offering guidance on a broad range of HR topics including disciplinary actions, performance management, attendance, PTO usage, medical and personal leave, and policy compliance.
• Conduct fair, impartial investigations into workplace concerns such as harassment, discrimination, and policy violations, ensuring a respectful and compliant work environment.
• Lead the investigative process by interviewing involved parties, analyzing evidence, documenting findings, preparing objective reports, and recommending appropriate corrective actions.
• Serve as a culture ambassador, consistently seeking opportunities to enhance employee engagement and foster a positive, inclusive workplace.
• Support the communication, interpretation, and administration of company policies and practices, ensuring clarity and consistency across the organization.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• Demonstrated experience conducting workplace investigations is required.
• Proven ability to quickly build strong interpersonal connections across all levels of the organization.
• Solid understanding of employment and labor laws, with the ability to apply them thoughtfully in real-world scenarios.
• Proficiency in Microsoft Office; experience with HRIS systems such as ADP is a plus.
• Excellent verbal and written communication skills, with the ability to convey complex information clearly and respectfully.
• Strong deductive reasoning and problem-solving skills, with a proactive and solution-oriented mindset.
• Exceptional judgment, discretion, and common sense in handling sensitive matters

About the position

We're looking for an Events Coordinator to play an indispensable role in planning and executing a wide range of events to support our recruiting efforts and internship programs—from campus events and onsite candidate visits, to the social, educational, and community-building moments that shape our intern experience.

With each of our event offerings, we aim to create an outstanding environment where interns and recruits feel welcomed, engaged, and connected. You'll partner closely with our Recruiting, Human Resources, and Workplace Experience teams to design, schedule, and deliver high-quality events that showcase what makes Jane Street a great place to work.

Additional responsibilities of this role will include:

• Full-scale event management, including: (a) developing an event strategy that considers each stakeholder’s input, (b) logistical coordination, (c) creative design, (d) content development, (e) vendor management, (f) venue selection and coordination, (g) budget management and reconciliation, (h) RSVP management, and (i) onsite event-day support
• Building relationships with program managers to proactively plan, execute, and promote high-quality events
• Establishing event objectives and measures for success
• Maintaining a database of all event details and costs
• Sharing best practices with event organizers in our overseas offices

About you

• Have a bachelor's degree and at least 2 years of experience planning and executing events
• A strategic thinker and self-starter with an entrepreneurial spirit
• Able to handle all aspects of the event, from planning to onsite execution
• Have a broad-based knowledge of the NYC events market
• Comfortable owning events that take place outside of NYC, from venue research to day-of logistics, and have the confidence to nail down every detail remotely rather than relying on a site visit 
• Willing to work a flexible schedule that may include early mornings and evening hours
• Have a great customer service mindset with a desire to help people and address varying, sometimes conflicting requests
• Organized with exceptional follow-through on all outstanding issues
• An excellent written and verbal communicator
• Skilled with Word and Excel

If you're a recruiting agency and want to partner with us, please reach out to agency-partnerships@janestreet.com.

Your Impact at LILA

Lila is building at the frontier of AI-driven science, and the quality of our team is the most important variable in our success. As a Senior/Lead Technical Recruiter, you will own full-cycle recruiting for our engineering and AI/ML research roles, building the pipelines and relationships that bring exceptional technical talent to Lila. You will partner closely with hiring managers and the broader Talent Acquisition team to maintain a high bar across our most critical technical disciplines.

The right person is deeply curious about highly technical fields, well-networked in engineering and AI/ML talent communities, and committed to delivering a rigorous, high-touch candidate experience. You operate with strong ownership and are motivated by the craft of finding and closing exceptional people.

What You'll Be Building

• Own full-cycle recruiting for software engineering and AI/ML research roles, from intake through close
• Build and maintain a high-quality pipeline of technical talent through proactive sourcing across a range of channels, including professional networks, technical communities, and direct outreach
• Partner with hiring managers to design effective interview processes and develop role-specific sourcing and closing strategies
• Develop compelling narratives for technical audiences — communicating why Lila, why now, and why this role — and refine messaging based on market feedback
• Contribute to the development and adoption of AI-powered recruiting tools and sourcing methodologies that raise the team's overall effectiveness
• Maintain operational rigor across pipeline tracking, stage hygiene, candidate communications, and reporting

What You’ll Need to Succeed

• 3+ years of full-cycle recruiting experience, with a strong track record in highly technical or specialized environments (in-house, agency, or a mix)
• Demonstrated success recruiting for software engineers and AI/ML research profiles, including research engineers and applied scientists
• Experience sourcing talent through a range of channels beyond conventional databases, including technical communities and professional networks
• Strong candidate relationship management skills, with the ability to run a high-touch process across multiple roles simultaneously
• Familiarity with AI-powered recruiting tools or a demonstrated appetite for building and adopting new sourcing methodologies
• High ownership and operational discipline in a fast-moving environment
• Demonstrated commitment to inclusive hiring practices
• Genuine curiosity about Lila's mission of accelerating scientific discovery through AI

Bonus Points For

• Experience recruiting for research-heavy or frontier AI organizations, or similarly high-bar technical environments
• Familiarity with the talent landscape in AI, biotech, or deep tech
• Experience building community presence or networks within technical talent markets

Your Impact at LILA

Lila Sciences is seeking a detail-oriented and process-driven HR Generalist (Contract) to join our HR Operations team. This role will serve as the execution backbone of our HR Operations function. The HR Generalist will handle the day-to-day administration of the employee lifecycle, systems management, benefits support, and cross-functional HR tasks. This is a high-execution role best suited for someone who takes pride in doing administrative work accurately and efficiently, thrives on process ownership, and is energized by bringing order and consistency to a growing organization.

What You'll Be Building

Employee Lifecycle, Onboarding & Offboarding

• Execute end-to-end pre-boarding and onboarding processes, including coordination of IT intake, systems access setup, and employee introduction materials
• Identify and implement improvements to pre-boarding workflows to increase consistency and reduce manual effort
• Support offboarding administration, including exit paperwork and required system updates
• Process administrative HR actions across the employee lifecycle: new hires, transfers, internal role changes, manager changes, and terminations
• Generate employment letters (transfer, termination, etc.) and manage signature request workflows
• Maintain and organize employee documentation in accordance with compliance requirements

Immigration & Benefits Administration

• Manage immigration paperwork and coordinate with external counsel or vendors on active cases under HR Operations Manager guidance
• Administer benefits tasks that cannot be automated, including enrollment support and data entry
• Provide leave administration support as needed, in coordination with HRBPs

HR Inbox & Employee Support

• Manage the HR team inbox: triage, respond to, and route inquiries related to onboarding/offboarding, immigration, benefits, and company policies
• Serve as a reliable first point of contact for employee and manager HR questions, ensuring timely and accurate responses, and escalating complex cases appropriately

Process & Compliance

• Own the I-9 compliance process end-to-end: complete Section 2 verification for all new hires, manage re-verification for expiring work authorization documents, maintain organized and audit-ready I-9 records, and coordinate E-Verify submissions where applicable
• Collaborate with HR Operations to document, standardize, and improve HR workflows and procedures

What You’ll Need to Succeed

• 1–3+ years of HR experience with a focus on HR operations, administration, or HR coordination
• Hands-on experience with HRIS platforms; HiBob and/or ADP experience is a plus
• Strong attention to detail and a track record of accurate, high-volume administrative work
• Comfortable managing multiple competing priorities with minimal supervision
• Clear and professional communicator (written and verbal)
• Ability to handle sensitive, confidential HR information with discretion
• Demonstrated commitment to process improvement and operational consistency
• Local to the Cambridge, MA area; able to work hybrid (averaging ~3 days/week onsite based on need)

Bonus Points For

• Experience with ATS platforms (e.g., Greenhouse)
• Direct experience administering the I-9 process
• Experience with process documentation and process flow documents
• Familiarity with immigration processes and vendor coordination
• Experience supporting benefits administration or leave management
• Comfort with ambiguity in a fast-paced, evolving environment

Your Impact at LILA

Lila is looking for an HR Manager to join the HRBP team and serve as a reliable, day-to-day people partner to assigned managers and client groups. You will support the execution of people programs, help managers navigate employee relations and performance topics, and contribute to building a strong, consistent culture as the organization scales. This role is a strong foundation for growing into a broader strategic HR advisory capacity over time.

What You'll Be Building

• Partner with assigned managers to provide hands-on HR guidance on talent management, employee relations, performance management, and team effectiveness
• Coach managers on people leadership, navigating difficult conversations, and developing their teams
• Drive execution of core HR programs including performance review cycles, compensation planning, and engagement initiatives
• Identify trends in people data and employee feedback to surface insights and flag areas requiring attention
• Collaborate cross-functionally with HR, Legal, and Finance to ensure consistency and compliance across people processes

What You’ll Need to Succeed

• 5–7 years of progressive HR experience, with at least 2 years in an HRBP, HR generalist, or client-facing HR role
• Demonstrated ability to build trusted relationships with managers and leaders across an organization
• Solid knowledge of core HR disciplines including performance management and employment law fundamentals
• Experience coaching managers through complex or sensitive people situations
• Comfort operating in a fast-paced, evolving environment where priorities shift quickly
• Strong judgment and discretion when handling confidential matters

Bonus Points For

• Experience supporting technical or scientific organizations, particularly in biotech, AI, or deeptech
• Familiarity with HRIS and people tools such as HiBob, Udemy, Greenhouse, or similar platforms
• Background in organizational development, change management, or culture-building initiatives
• Experience in a startup or high-growth company where HR processes and infrastructure were still being built
• Comfort using AI tools to improve and scale people processes and programs

Your Impact at LILA

Lila is building at the frontier of AI-driven science, and the quality of our team is the most important variable in our success. As Director of Talent Acquisition, you will lead a team of recruiters, sourcers, and TA Operations professionals maintaining a critically high talent bar across AI, Software, and Scientific hiring.

You will set the strategic direction for how Lila finds, attracts, and closes exceptional talent in some of the most competitive markets in the world, designing interview processes, developing bespoke sourcing strategies, and building the metrics infrastructure to track what's working. You will also coach and mentor your team, raising the overall craft of the function.

The right person is deeply curious about highly technical disciplines, well-networked across AI, Software, and Science talent communities, and driven to multiply the brilliance and culture of the company with every hire. You operate with high autonomy and are motivated by building a talent function that is itself a competitive advantage.

What You'll Be Building

• Lead and develop a team of recruiters, sourcers, and TA Operations professionals, setting high standards for performance, craft, and candidate experience
• Own full-cycle recruiting strategy across the entire company, scaling the organization across multiple technical disciplines, functions, and geographies
• Design and continuously improve interview processes, sourcing strategies, and closing approaches for highly technical and competitive roles
• Build and deploy AI-powered tools and custom sourcing methodologies that raise the ceiling on how Lila recruits, and socialize best practices up to and including the C-suite
• Build and manage recruiting metrics and reporting infrastructure to track pipeline health, conversion rates, time-to-fill, and quality of hire
• Serve as a thought partner to senior leadership on talent market trends, hiring forecasts, and team-building strategy

What You’ll Need to Succeed

• 10+ years of recruiting experience, with at least 3 years building and leading high-performing TA teams in a fast-growing company
• Demonstrated success developing recruiter capability, raising the bar on sourcing craft, candidate quality, and team-wide performance
• Deep technical recruiting expertise across multiple of the following: AI/ML, Software Engineering, Scientific research
• Proven ability to scale a recruiting function across disciplines, geographies, and role types as a company grows
• Track record of building and deploying AI-powered tools and custom sourcing methodologies that give the team a structural advantage
• Strong command of recruiting metrics and the ability to translate data into team priorities and hiring strategy
• Advises senior leadership and hiring managers on talent strategy and how to build world-class teams at scale

Bonus Points For

• Experience scaling TA functions at high-growth companies from early stage through significant organizational expansion
• Familiarity with the talent landscape in AI, biotech, or deep tech
• Experience recruiting internationally or building multi-region hiring pipelineS

Your Impact at LILA

Lila is looking for a Senior HR Manager to join the HRBP team and serve as a trusted people partner to assigned managers and client groups at our San Francisco office. You will lead execution of core people programs, advise managers on employee relations and team effectiveness, and help build a strong, consistent culture as the organization scales. You bring enough experience to work with meaningful independence and to start shaping how HR programs operate on the ground — with room to grow into a broader strategic advisory capacity over time.

What You'll Be Building

• Partner with assigned managers to provide hands-on HR guidance on talent management, employee relations, performance management, and team effectiveness
• Coach managers on people leadership, navigating difficult conversations, and developing their teams
• Lead execution of core HR programs including performance review cycles, compensation planning, and engagement initiatives
• Serve as the on-site HR presence for the SF office, supporting employee-facing touchpoints including onboarding, offboarding, and in-person HR needs
• Manage operational HR processes specific to the California office
• Identify trends in people data and employee feedback to surface insights and recommend action
• Collaborate cross-functionally with HR, Legal, and Finance to ensure consistency and compliance across people processes
• Contribute to the continuous improvement of people programs and processes as the HR function matures

What You’ll Need to Succeed

• 7–9 years of progressive HR experience, with at least 3 years in an HRBP, HR generalist, or client-facing HR role
• Experience handling HR operational tasks including onboarding administration, I-9 compliance, and new hire processes
• Demonstrated ability to build trusted relationships with managers and leaders across an organization
• Strong knowledge of core HR disciplines including performance management and employment law fundamentals, with familiarity with California employment law a plus
• Experience coaching managers through complex or sensitive people situations with minimal oversight
• Comfort operating in a fast-paced, evolving environment where priorities shift quickly
• Strong judgment and discretion when handling confidential matters

Bonus Points For

• Experience supporting technical or scientific organizations, particularly in biotech, AI, or deeptech
• Familiarity with HRIS and people tools such as HiBob, Udemy, Greenhouse, or similar platforms
• Background in organizational development, change management, or culture-building initiatives
• Experience in a startup or high-growth company where HR processes and infrastructure were still being built
• Comfort using AI tools to improve and scale people processes and programs

Motional’s Talent Acquisition Team recruits and supports world class talent. We are actively looking for a Talent Acquisition Sourcer to support all areas of technical hiring within our Autonomy Department. We are hoping you’ll be interested to join us!

What you’ll be doing:

• Research and execute to identify and attract talented technical individuals at all levels.
• Build long standing relationships with sourced candidates to best represent the Motional teams and culture
• Deep dive and cultivate difficult to find talent to join our teams
• Demonstrate expert knowledge of Motional’s roles, focusing on machine learning, software engineering and more technical capabilities.
• Provide a best in class candidate experience as the initial contact. 
• A drive to not only find talent, but create strategic ways to build long standing relationships with those that are not ready to join us today. 
  
  

What we’re looking for:

• 3+ year of relevant sourcing or recruiting experience/working with candidates and clients within Software Engineering functions
• ATS experience (Greenhouse preferred but not required)
• Experience using LinkedIn Recruiter and other sourcing tools.
• Strong ability to screen candidates for interest level and high level details.
• Strategic partner mindset with recruiting and clients
• Excellent communication and interpersonal skills
• BA/BS degree or equivalent practical experience
  
  

It's a bonus if you have:

• Experience sourcing for niche or highly technical roles in the AV industry
  
  

Why You Should Join Us:

• Motional fosters a culture of inclusion and learning. The Talent Acquisition team works in a collaborative based approach to fill an exceptionally high number of roles, in a short amount of time, with only the highest expectations of support and guidance to get the job done as a team. We celebrate the big wins, and we support and help guide/grow when there are losses. We hope you considering joining us on the mission to build and foster a world class organization within Motional.
  
  

We encourage a hybrid schedule with in-office time at one of our locations in Boston or Pittsburgh to support collaboration, or this role can be fully remote.

Motional’s Talent Acquisition Team recruits and supports world class talent. We are actively looking for a Talent Acquisition Sourcer to support all areas of technical hiring within our Autonomy Department. We are hoping you’ll be interested to join us!

What you’ll be doing:

• Research and execute to identify and attract talented technical individuals at all levels.
• Build long standing relationships with sourced candidates to best represent the Motional teams and culture
• Deep dive and cultivate difficult to find talent to join our teams
• Demonstrate expert knowledge of Motional’s roles, focusing on machine learning, software engineering and more technical capabilities.
• Provide a best in class candidate experience as the initial contact. 
• A drive to not only find talent, but create strategic ways to build long standing relationships with those that are not ready to join us today. 
  
  

What we’re looking for:

• 3+ year of relevant sourcing or recruiting experience/working with candidates and clients within Software Engineering functions
• ATS experience (Greenhouse preferred but not required)
• Experience using LinkedIn Recruiter and other sourcing tools.
• Strong ability to screen candidates for interest level and high level details.
• Strategic partner mindset with recruiting and clients
• Excellent communication and interpersonal skills
• BA/BS degree or equivalent practical experience
  
  

It's a bonus if you have:

• Experience sourcing for niche or highly technical roles in the AV industry
  
  

Why You Should Join Us:

• Motional fosters a culture of inclusion and learning. The Talent Acquisition team works in a collaborative based approach to fill an exceptionally high number of roles, in a short amount of time, with only the highest expectations of support and guidance to get the job done as a team. We celebrate the big wins, and we support and help guide/grow when there are losses. We hope you considering joining us on the mission to build and foster a world class organization within Motional.
  
  

We encourage a hybrid schedule with in-office time at one of our locations in Boston or Pittsburgh to support collaboration, or this role can be fully remote.

Technical Recruiter 

Location: New York

About WithCoverage:

WithCoverage replaces the traditional insurance brokerage with AI-supercharged risk management designed for the modern economy. 

We partner with hundreds of high-growth, category-defining companies, including GoPuff, Eight Sleep, Bombas, Chomps, and Blank Street Coffee. Our clients span iconic consumer brands, hospitality leaders, GCs, advanced manufacturers, and next-generation defense contractors. They operate in complex risk environments and need a partner that can move at their speed.

Instead of a fragmented, manual brokerage stack, we have built a new category: elite risk advisors operating on top of proprietary technology. Our in-house Agency Management System gives our team and AI agents full visibility into policies, exposures, claims, billing, and commissions. This platform enables deep automation, better decisions, and a fundamentally higher standard of service.

WithCoverage was founded by JD Ross (co-founder of Opendoor) and Max Brenner (Bain, Compound). We have raised over $43M from leading investors including Sequoia, 8VC, Khosla Ventures and Crystal Venture Partners. 

Our ambition is not to build a better brokerage. It is to redefine how risk is managed across the economy.

Why Join Us:

• Grow Faster – We’re scaling quickly, giving you significant opportunities to learn, lead, and shape your career and the company's future.
• Work That Matters – We protect the world’s most innovative brands: consumer icons, hospitality leaders, next-gen defense contractors, and US manufacturers.
• Redefine an Industry – Insurance is one of the largest, slowest-moving markets. We rewrite the playbook with proprietary technology, automation, and AI.
• Financial Rewards – We hire the best and invest in you. That means competitive comp, meaningful equity, and excellent benefits. We believe strongly in internal promotion and lay out a plan for everyone's career growth.

About The Role:

As our first dedicated Technical Recruiter, you will own full-cycle hiring for Engineering, Product, and Data roles, the teams building the proprietary technology that sets WithCoverage apart. You’ll partner directly with engineering and product leaders to attract and close top-tier technical talent in a competitive market, while helping shape scalable recruiting foundations as a key early member of our Talent function.

What You’ll Do: 

• Own end-to-end recruiting for Software Engineering, Product Management, Data Science/Engineering, and adjacent technical roles, from intake through offer and close
• Partner with the Head of Talent and technical hiring managers to define role requirements, leveling, and ideal candidate profiles
• Proactively source and engage passive technical candidates using LinkedIn Recruiter, GitHub, Juicebox, and other creative sourcing strategies
• Manage and optimize candidate pipelines in Greenhouse, ensuring an exceptional candidate experience at every stage
• Drive structured interview processes, including scheduling, calibration sessions, feedback collection, and hiring decisions
• Serve as a brand ambassador for WithCoverage, translating our technical roadmap and mission into a compelling narrative for candidates
• Track and report on recruiting metrics (time-to-fill, offer acceptance rate, pipeline health) to continuously improve hiring quality and speed
• Support the development of recruiting processes, scorecards, and best practices as the engineering org scales

Who You Are: 

• 3–5 years of full-cycle technical recruiting experience, with a strong focus on Software Engineering, Product, and/or Data roles
• Proven ability to source and close passive technical candidates in a competitive market
• Hands-on experience with LinkedIn Recruiter, Greenhouse, Gem, and Juicebox (or comparable tools)
• Solid understanding of the technical landscape, enough to assess candidate profiles and hold credible conversations about engineering roles and stacks
• Comfortable managing multiple technical requisitions simultaneously in a fast-paced, startup environment
• Strong stakeholder management skills with the ability to influence and partner with engineering and product leaders
• Data-driven and process-oriented, while still being scrappy and adaptable when the situation calls for it
• Passionate about building diverse, high-performing technical teams
• Excited to help build recruiting infrastructure from the ground up at an early-stage company

Preferred (not required):

• Prior recruiting experience within insurtech, fintech, or other regulated industries
• Familiarity with private company equity, building SOPs, and creating ICPs
• Experience using AI or automation tools to improve sourcing or recruiting workflows

This role will be expected to be in our NYC office 4-5 days/week. For candidates based in the United States, the pay range for this position at the start of employment is expected to be between $115,000 – $140,000/year. Your exact offer may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. Total compensation for this position may also include equity, a quota tied annual bonus, and employee benefits.

In addition to cash compensation, WithCoverage offers full-time employees a comprehensive Total Rewards package that includes equity grants.

What We Offer:

• Competitive compensation that includes equity
• Comprehensive benefit plans for medical, dental, vision, life, and disability
• Pre-tax accounts (FSA, HSAs, dependent care FSAs, commuter savings)
• Human Interest: 401(k) provider
• Time Off: Flexible time off, sick leave, family and medical leave, major national holidays
• A curated in-office employee experience, designed to foster community, team connections, and innovation
• Collaborative, transparent, and fun culture

Workplace and People Operations Associate

About WithCoverage:

WithCoverage replaces the traditional insurance brokerage with AI-supercharged risk management designed for the modern economy. 

We partner with hundreds of high-growth, category-defining companies, including GoPuff, Eight Sleep, Bombas, Chomps, and Blank Street Coffee. Our clients span iconic consumer brands, hospitality leaders, GCs, advanced manufacturers, and next-generation defense contractors. They operate in complex risk environments and need a partner that can move at their speed.

Instead of a fragmented, manual brokerage stack, we have built a new category: elite risk advisors operating on top of proprietary technology. Our in-house Agency Management System gives our team and AI agents full visibility into policies, exposures, claims, billing, and commissions. This platform enables deep automation, better decisions, and a fundamentally higher standard of service.

WithCoverage was founded by JD Ross (co-founder of Opendoor) and Max Brenner (Bain, Compound). We have raised over $43M from leading investors including Sequoia, 8VC, Khosla Ventures and Crystal Venture Partners. 

Our ambition is not to build a better brokerage. It is to redefine how risk is managed across the economy.

Why Join Us:

• Grow Faster – We’re scaling quickly, giving you significant opportunities to learn, lead, and shape your career and the company's future.
• Work That Matters – We protect the world’s most innovative brands: consumer icons, hospitality leaders, next-gen defense contractors, and US manufacturers.
• Redefine an Industry – Insurance is one of the largest, slowest-moving markets. We rewrite the playbook with proprietary technology, automation, and AI.
• Financial Rewards – We hire the best and invest in you. That means competitive comp, meaningful equity, and excellent benefits. We believe strongly in internal promotion and lay out a plan for everyone's career growth.

Why This Role

You will be our first dedicated Workplace and People Operations hire, helping shape how our company runs and how it feels to work here. This is not just about keeping things organized.

You will build the foundation for our employee experience as we scale, from how the office operates to how every new hire starts their journey.

Role Overview

This is a high-impact role based in our NYC office at the center of the company. You will own the day-to-day workplace experience while supporting core People Operations workflows across onboarding, systems, and employee lifecycle processes. You will partner across teams to ensure things run smoothly, people feel supported, and processes scale with the business. If you enjoy building from the ground up and being the person who makes everything work, this role will be a great fit.

What You’ll Own

Workplace and Office Operations

• Make our NYC office run smoothly and feel like a great place to work
• Manage vendors including facilities, cleaning, snacks, and supplies
• Plan and coordinate team events and in-office moments
• Support seating and workspace planning as the team grows
• Handle day-to-day logistics including mail, access, and inventory

Onboarding and Employee Experience

• Own onboarding logistics for all new hires
• Ensure every new hire is set up for success on day one
• Partner with Recruiting and hiring managers to deliver a strong onboarding experience
• Run onboarding sessions and continuously improve the experience

People Operations

• Manage employee data and workflows in Rippling
• Support onboarding and offboarding processes and documentation
• Handle employee requests and employment verifications
• Partner with Finance or vendors to support payroll and bonus inputs
• Maintain employee records including agreements and policies
• Support training programs and track completion

Equipment and Systems

• Coordinate laptop setup and inventory management
• Partner with IT vendors to ensure employees are fully set up
• Maintain clean, organized systems and process documentation

What Success Looks Like

• The NYC office runs smoothly and feels organized, welcoming, and high quality
• New hires have a seamless and thoughtful onboarding experience
• People Operations processes are reliable, clear, and easy to follow
• Employees know where to go for support and get help quickly

You Might Be a Fit If

• You have 2 to 5 years of experience in office operations, HR coordination, or People Ops
• You are highly organized and detail-oriented
• You are a strong communicator and enjoy working with people across teams
• You are comfortable using systems like HRIS platforms and Google Suite
• You are proactive, resourceful, and comfortable in a fast-paced environment
• You have experience with Rippling or a similar HR system
• You have supported onboarding or employee lifecycle processes
• You have worked in a startup or high-growth environment
• If you are the type of person who takes pride in making things run smoothly and creating a great experience for others, you will have a meaningful impact here from day one

For candidates based in the United States, the expected pay range for this position at the start of employment is $60,000 – $75,000/year. Actual compensation will be determined based on factors such as market location, job-related skills, experience, and qualifications. This role may also be eligible for additional variable compensation, including quota-based incentives where applicable. WithCoverage offers a comprehensive Total Rewards package for full-time employees, which includes equity grants and a robust suite of benefits.

What We Offer:

• Competitive compensation that includes equity
• Comprehensive benefit plans for medical, dental, vision, life, and disability
• Pre-tax accounts (FSA, HSAs, dependent care FSAs, commuter savings)
• Human Interest: 401(k) provider
• Time Off: Flexible time off, sick leave, family and medical leave, major national holidays
• A curated in-office employee experience, designed to foster community, team connections, and innovation
• Collaborative, transparent, and fun culture

We’re looking for a strategic and hands-on Talent & People Operations Lead to own the full recruiting lifecycle and strengthen our people operations as part of the Operations team. You will play a critical role in building Profluent’s team and culture - ensuring we attract, hire, and retain top talent while creating an employee experience that enables people to thrive.

This role will begin with a strong focus on talent acquisition alongside core people operations, with the opportunity to expand into broader ownership across people operations and HR. This is an excellent opportunity to directly shape our team and culture during a pivotal stage of growth.

Responsibilities

• Lead full-cycle recruiting across technical and G&A functions, from sourcing to closing
• Define, lead and execute strategy to ensure we meet the approved hiring plan
• Partner with hiring managers and leadership to define roles, set hiring strategies, and ensure efficient processes
• Build and maintain a strong candidate pipeline through sourcing, networking, and outreach
• Develop and strengthen Profluent’s employer brand to attract top talent; ensuring postings, candidate experience, and external presence reflect our mission and culture
• Own and improve HR processes, including onboarding, benefits, compliance, and offboarding
• Drive initiatives that enhance employee experience such as team events, onboarding programs, and recognition efforts
• Lead performance management and employee engagement programs
• Collaborate across operations, scientific, and leadership teams to anticipate and address people-related needs
• Act as the primary point of contact for all HR and Ops questions, and effectively triage and escalate as appropriate

Qualifications 

• At least 5 years of experience in dedicated recruiting, with additional experience in people operations, ideally in a high-growth environment
• Experience as a full stack recruiter
• Experience sourcing technical talent
• Understanding of or a desire to learn HR fundamentals, including compliance and employee relations
• Excellent interpersonal, project management, and communication skills
• Ability to thrive in ambiguity, build structure, and drive outcomes independently
• Ability to maintain the highest standards of confidentiality when handling sensitive business information

Preferences (but not required)

• Experience in biotech, life sciences, or AI/tech startups 
• 2 years+ of experience at an early stage (Series B or earlier) company
• Familiarity with ATS, HRIS, and other people systems (e.g., Greenhouse, Rippling)
• Exposure to compensation planning and organizational development
• HR experience outside of recruiting 

What We Offer

• High-growth opportunity with meaningful impact on the future of protein design
• Competitive compensation package with equity participation
• 401(k) with a strong employer match
• Comprehensive benefits including health/dental/vision insurance
• Generous PTO policy and commitment to work-life balance
• Professional development opportunities in a cutting-edge field at the intersection of AI and biology

Profluent Bio, Inc is an equal opportunity employer promoting diversity and inclusion in the workspace. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical conditions, veteran status, sexual orientation, gender (including gender identity and gender expression), sex (which includes pregnancy, childbirth, and breastfeeding), genetic information, taking or requesting statutorily protected leave, or any other basis protected by law.

Work Authorization Requirement

Applicants must have ongoing work authorization in the United States that does not require employer sponsorship. Sponsorship will not be provided now or at any time in the future for this position.

Employment Eligibility Verification

Legal authorization to work in the United States is required. In compliance with federal law, all persons hired must verify their identity and work eligibility and complete the required employment verification form upon hire.

As an expert in the field, you will have ownership in shaping our global ER strategy. You won't just be managing cases; you'll be the architect of how Reddit balances global compliance with a community-first culture. We are looking for an experienced Global Employee Relations Lead to join our HRBP & Organisational Development team, a sub function of our wider People & Culture team (P&C). 

As a subject matter expect you will own impact on how we manage and deliver a best in class people and leadership experience through employee relations matters. Promoting a values led culture across our truly global workforce, including 12 global “places” aka where we work in office and beyond to where our employees live.

If you’re looking to positively and directly impact an already awesome company culture, and influence and execute Reddit’s Employee Relations strategy, we’d like to hear from you!

Role Description:

As a Global ER Partner, you’ll lead complex ER cases, provide expert advice, and develop frameworks that empower our leaders and employees to do their best work. Reporting to the Director HRBP, International and working closely with HRBPs, senior stakeholders and our Legal team, your contributions will strengthen performance impact and enhance the employee experience.

This collaborative position lets you operate across regions, leveraging your smart thinking, solid communication skills, employment law expertise and solution oriented focus in a global organisation.

Responsibilities:

• Lead the management of ER matters end to end, including disciplinary matters, grievances, policy investigations 
• Advise and support managers on managing long term leaves of absence and underperformance cases with care and efficiency.
• Create and maintain country specific ER resources, including toolkits, templates and process guides. 
• Tracking and logging cases to ensure accurate reporting and compliance with audit requirements.
• Partner with HRBPs to identify trends in ER matters, contributing to the design and delivery of business targeted initiatives such as workshops and training to enhance people management skills.
• Collaborate with Legal and external counsel to seek employment related advice where needed.
• Provide expert guidance on organisational changes, including managing risks and people impacts across regions.
• Support HRBPs with sensitive and complex matters such as severance, redundancies and settlement agreements.
• Offer mediation and conflict resolution support where required.
• Partner with the HR Operations and Legal teams to develop and update Employee Handbooks and policies across regions.

Required Experience:

• You have at least 8+ years total HR / 4+ years specialized ER experience with exposure to complex end to end casework in a global business.
• Expert-level fluency with current European (UK, Ireland, Netherlands, German, Italian) & US employment laws and practice, wanting to explore employee relations in global contexts and cross-border management best practices. 
• Knowledge of employment laws and practice in our other global locations (APAC) is preferred.
• You can thrive in an outcome focused environment and are resourceful.
• You’re a relationship builder. You handle difficult conversations with understanding, diplomacy and professionalism.
• An ability to maintain confidentiality on sensitive matters and build relationships with stakeholders at all levels.
• Effective time management to ensure cases are managed in alignment with SLAs.
• An ability to work with little supervision and handle responsibilities in a global organization while communicating with stakeholders around the world.

Benefits:

• Comprehensive Healthcare Benefits and Income Replacement Programs
• 401k with Employer Match
• Global Benefit programs that fit your lifestyle, from workspace to professional development to caregiving support
• Family Planning Support
• Gender-Affirming Care
• Mental Health & Coaching Benefits
• Flexible Vacation & Paid Volunteer Time Off
• Generous Paid Parental Leave

We are currently seeking a Director of HR to oversee our Fluid/Culture/Ice Cream Plants.  This is a remote role to include travel, specifically to our FCIC plants (Portland, ME; Concord NH; Agawam, MA Suffield, CT; New York: Arkport, LaFargeville and Vernon. Position requires 75% travel. 

The Director, HR develops policy and directs and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training, and employee services by performing the following duties personally or through subordinate supervisors.  

Essential Duties and Responsibilities:

• Prepares personnel forecast to project employment
• Writes directives advising department managers of company policy regarding equal employment opportunities, compensation, and employee benefits.
• Develops and maintains a human resources system that meets top management information
• Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization.
• Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry
• Represents management in negotiating collective bargaining
• Writes and delivers presentations to corporate officers or government officials regarding human resources policies and practices.
• Provide consultation to management on strategic staffing plans, compensation, benefits, training and development, organizational development, employee relations, and labor relations.
• Effectively, develop, implement, and manage human resource-related initiatives that support HP Hood’s strategic operational goals.
• Develop, coach and mentor assigned HR
• Partner with local and divisional management to assist with employee transactions: – hiring, promotions, demotions, work related issues, corrective actions/memos of expectations and terminations.
• Monitor administration of key metrics data and health of human Identify negative trends and quickly resolve with solutions aligned with strategic operational goals.
• Responsibility for communicating, implementing and monitoring affirmative action
• Plans, organizes, and manage all HR related activities of the assigned Participates in developing divisional goals, objectives, and HR related systems.
• Implements and annually updates job descriptions as necessary; monitors performance evaluation program and revises as necessary.
• Coordinates, internal/external training/educational activities for assigned
• Assists division with the development of training/educational curriculum and Facilitate trainings as needed
• Manage divisional, exempt recruitment
• Manager and monitor career pathing/performance management
• Evaluate reports, decisions, and results of division relative to established goals. Recommend new approaches, policies, and procedures to effect and enhance continued improvements in efficiency of department and services

Education and Experience:

• BS/BA or equivalent
• Minimum of 8 years of progressive human resources generalist experience required

Skills and Competencies:

• Experience with manufacturing focused company is
• Strong project management skills
• Managing and measuring work
• Ability to establish priorities and work
• Strong analytical, problem solving and decision making
• Excellent verbal, written and presentation
• Effective interpersonal skills with the ability to positively influence, build relationships, and interact with all levels in the
• Excellent teamwork and collaboration
• Proficient in Microsoft Office and understanding of HR

LI-Remote #LI-LG1

#LI-NS2

About the Role:

As a Recruiting Coordinator (this is a contract with a potential to hire position) at Vercel, you will play a pivotal role in our talent acquisition process. You will work closely with our hiring managers and Recruiting team to ensure a seamless and efficient recruitment experience. Your responsibilities will include coordinating interviews, maintaining communication with candidates, utilizing recruiting software like Gem and Greenhouse, and providing exceptional support to our candidates and team. For this position, you need to be based in the SF or NYC area and are willingly to go into the office 2-3 times a week, especially during exec interviews to help provide a white glove experience. 

What You Will Do:

• Collaborate with hiring teams to understand their recruiting needs and priorities.
• Schedule and coordinate interviews with candidates, hiring managers, and interviewers, ensuring a smooth and efficient process.
• Manage candidate communication and provide a positive candidate experience throughout the recruitment process.
• Utilize recruiting software such as Gem Scheduling and Greenhouse to track candidate progress and maintain accurate records.
• Assist in the preparation of job descriptions and job postings, ensuring they are clear and attractive to potential candidates.
• Assist in screening and reviewing candidate resumes and applications when needed.
• Help with sourcing candidates through various channels, including job boards, social media, and referrals when needed.
• Learn and adapt to our company's recruitment processes quickly.
• Provide general administrative support to the Recruiting team and participate in Recruiting initiatives as needed.

About You:

• Based in the SF or NYC area and can go into our office 2-3 times a week.
• Minimum of 2 years of experience as a Recruiting Coordinator or in a similar role.
• Previous experience in a SaaS or tech startup environment is highly preferred.
• Familiarity with the dynamics and pace of high-growth tech companies.
• Proficient in using recruiting software such as Greenhouse.
• Comfortable with applicant tracking systems (ATS) and candidate management tools.
• Basic understanding of HR databases and recruitment marketing tools.
• Strong interpersonal skills, with the ability to build relationships and trust with key stakeholders.
• Exceptional organizational skills, with a keen eye for detail.
• Ability to manage multiple tasks and prioritize effectively in a fast-paced environment.
• Proven track record of managing and scheduling interviews seamlessly.

Benefits:

• Competitive compensation rate
• Inclusive Healthcare Package + Equity (FTE)
• Learn and Grow - we provide mentorship and send you to events that help you build your network and skills. (FTE)
• We will provide you the tech you need to do your role

The estimated annual cash salary for this role is $96,000.00 - $125,000.00. Actual salary will be based on job-related skills, experience, and location. Compensation outside of San Francisco may be adjusted based on employee location. The total compensation package may include benefits, equity-based compensation, and eligibility for a company bonus or variable pay program depending on the role. Your recruiter can share more details during the hiring process. 

Vercel is committed to fostering and empowering an inclusive community within our organization. We do not discriminate on the basis of race, religion, color, gender expression or identity, sexual orientation, national origin, citizenship, age, marital status, veteran status, disability status, or any other characteristic protected by law. Vercel encourages everyone to apply for our available positions, even if they don't necessarily check every box on the job description.

Company Information
For more than 20 years, AEG has played a pivotal role in transforming sports and live entertainment. Annually, we host more than 160 million guests, promote more than 10,000 shows and present more than 22,000 events around the world. We are committed to innovation, artistry, and community, and leverage the power of our 300+ venues, leading sports franchises, marquee music brands, integrated entertainment districts, premier ticketing platform and global sponsorship activations, to create memorable moments that give the world reason to cheer.

Our business is interwoven with the human mind and heart, and we strive to build a diverse and inclusive company that reflects the artists, athletes, and fans that we host; reach beyond traditional boundaries to support the communities in which we operate; and minimize our impact on the environment by adopting sustainable practices throughout our business operations.

If you want to be challenged to up your game and make a difference, then join us in giving the world reason to cheer!

Job Summary

The Manager, Talent Acquisition (Recruiter) works with the corporate talent management team to support global recruitment initiatives and process improvements. The incumbent focuses on building and managing client relationships through successfully finding and filling open positions with appropriate candidates.

Essential Functions

• Research, recruit, interview and screen applicants for open positions through developing and building hiring processes for a variety of levels from temporary to mid level.
• Manage, support and promote the use of ATS (Applicant Tracking Systems) across AEG.
• Source candidates through various resources including but not limited to: networking, cold calling, internet searches, resume databases, contact lists, conference attendees, affinity groups and employee referrals.
• Perform or assist with workforce planning such as organizational talent forecasting, talent pipelining, and strategic talent assessment and development.
• Coach and train hiring managers on recruitment, interviewing processes and best practice.
• Perform or support employment branding, outreach, networking and relationship building with potential candidate communities to continually build and enhance the talent pool for the organization.
• Evaluate current hiring process and introduce best-practices to streamline and enhance the overall candidate experience.
• Facilitate discussions and build a consensus when developing and implementing initiatives and recruitment plans with hiring managers.
• Conduct relevant job analysis, competency and job fit profiling using tools and processes.
• Work with the Human Resources and Compensation team to ensure that AEG job evaluation and market analysis/positioning and job codes are up to date.
• Communicate regularly with internal client groups in partnership with HR Partners, Employee Services and other colleagues.
• Work with Corporate Talent Acquisition team to develop rotational internship program in accordance with DEI initiatives

Required Qualifications

• BA/BS Degree (4-year) Business Admin or Related Field
• 4-6 years related work experience
• Experience with an Applicant Tracking System (ATS) or similar software tool
• Experience in a highly matrixed organization preferred
• Must have excellent customer service communication skills which are extended to internal and external clients, employees, and co-workers of diverse backgrounds and levels
• Solid understanding of salary structures, total rewards, and equity compensation
• Strong negotiation skills with the ability to influence hiring managers and candidates
• Work with a high sense of urgency, ability to remain flexible within a highly dynamic changing environment and still deliver on deadlines
• Work well with ambiguity
• Possess excellent interpersonal, organizational and communication skills, positive attitude and high level of initiative
• Possess and exude a positive, team-oriented attitude
• Proficiency with Microsoft Office Products (Word, Excel, Outlook, PowerPoint) with the ability to learn required business systems
• Demonstrated business acumen

Pay Scale: $120,000.00 - $125,000.00

Bonus: This position is eligible for a bonus under the current bonus plan requirements.

Benefits: We offer a comprehensive benefits package that includes: medical, dental and vision insurance, paid holidays, vacation and sick time, company paid basic life insurance, voluntary life insurance, parental leave, 401k Plan (with a current employer match of 3%), flexible spending and health savings account options, and wellness offerings.

AEG reserves the right to change or modify the employee’s job description whether orally or in writing, at any time during the employment relationship.  AEG may require an employee to perform duties outside their normal description.

AEG's policy is to hire the most qualified applicants, and we comply with all applicable federal, state and local employment laws in making hiring and employee decisions.  We are an equal opportunity employer and do not discriminate against applicants or employees on the basis of race, color, marital status, disability, religion, age, sex, sexual orientation, national origin, genetic information, veteran status, or any other legally protected status recognized by applicable federal, state or local law.

Employer does not offer work visa sponsorship for this position.

Who we are

About Stripe

Stripe is a financial infrastructure platform for businesses. Millions of companies - from the world’s largest enterprises to the most ambitious startups - use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone's reach while doing the most important work of your career.

About the team

The Employee Relations and HR Compliance team is a relatively new center of excellence here at Stripe. We are striving to build a respectful, balanced, well-skilled team focused on enabling the People team, managers, and ICs to navigate challenging career moments while balancing compliance, empathy, and risk, resulting in success and engagement for all. 

What you’ll do

We are looking for an Employee Relations Partner to join our team at Stripe. This individual will have deep subject knowledge and expertise in employee relations and will be an instrumental part of the team, focusing on improving and implementing frameworks, guidelines, approaches, and best practices. The Employee Relations Partner will be highly cross functional and collaborative, partnering to inform and support Stripes and their managers.

Responsibilities

Case Management

• Provide support to or personally lead medium to high complexity employee relations investigations, making recommendations on appropriate courses of action, matching investigation strategy to the complexity, risk, sensitivity, and confidentiality of the investigation
• Guide escalated performance management cases, supporting our People Partner and People Specialist teams
• Ensure cases are handled fairly, consistently, transparently, in a timely fashion, and in line with operating principles, policies, and appropriate local laws

Advising 

• Counsel People Partners, People Specialists, and business leaders on ER issues, trends and risks to foster sound business decisions. As needed, advise on cross-people team projects 
• Ensure that optimal decisions are made by leaders, People Partners/Specialists and other stakeholders through influencing, coaching, and by providing technical expertise and sound strategy
• Collect, analyze, interpret and make recommendations on ER related data

Other Projects

• • Conduct training for leaders, managers, employees, People Partners, People Specialists, Talent Partners, and other stakeholders
  • Establish best practices for working within an organized case management system (HR Acuity preferred) and ensure that we are leveraging data and insights from the system to inform our approach to employee relations
  • Other projects as assigned

Who you are

We're looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.

Minimum requirements

• Bachelor’s degree required; JD, MBA, or other Advanced Degree preferred
• 3-5 years of Employee Relations/Human Resources or equivalent experience managing complex global investigations
• Superior written oral communication skills
• Ability to be discreet and maintain confidentiality is required
• Must be self-motivated and have an enhanced ability to prioritize/plan in a fast-paced, high growth environment
• Strong analytical skills and experienced decision maker who uses good reasoning and sound judgment required
• Must be able to work under pressure and deal with complex issues, while maintaining composure
• Ability to remain positive, collaborative, and objective while under pressure
• Proven track record of positively influencing leaders, teams, and stakeholders
• Ability to be a coach, mentor, advise, and partner with stakeholders at varying levels of seniority
• Strong knowledge of ER, labor relations, training, and conflict resolution, along with direct experience leading complex global investigations at all levels, including executive level
• Deep understanding of FMLA, EEO laws, ADA and other employment-related state and federal laws & regulations in the United States
• Open to travel, as some travel may be required

Who we are

About Stripe

Stripe is a financial infrastructure platform for businesses. Millions of companies - from the world’s largest enterprises to the most ambitious startups - use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone's reach while doing the most important work of your career.

At Stripe, our Mexico City office is a vibrant hub at the forefront of our mission to reshape the financial landscape for businesses worldwide. Our team prioritizes collaboration, innovation, and excellence. As a member of the Mexico City team, you'll be part of a mission-driven community dedicated to enhancing the global economy and increasing the GDP of the internet. We strive for excellence by creating with craft and beauty, while having fun and celebrating our successes together.

We cultivate a culture of collaboration, inclusivity and support where every team member’s voice matters. Our commitment shines through as we handle over a million support cases each year, empowering our users not just to solve problems but to achieve their goals.

About the team

Stripe is investing in building out its Global Professional Services team to actively engage all customers from Fortune 100s to startups to help accelerate their adoption of Stripe capabilities. The team is responsible for ensuring that our customers deploy quickly with high quality integrations. It then partners closely with front line developers and technical leaders to ensure our customers continue to derive strategic value from Stripe and grow with us as our respective product portfolio expands. In addition, as we master the craft of deployment services, help build the asset and strategy that will enable us to scale through our partner ecosystem. 

The Stripe Accelerate is a 3-month offering that unlocks access to a team of Stripe experts to help the user through every step of the implementation. This is included as part of Stripe solution, at no extra cost to our users. Accelerate Onboarding Managers provide prescriptive guidance and planning for the user’s onboarding journey. Onboarding Specialists provide product workshops, best practices, regular check-ins, and technical Q&A. This offering is targeted at Startup and SMB users. 

A few key features of Accelerate include:

• Specialized experts: Accelerate experts provide experience helping customers integrate Stripe technology in thousands of projects.
• Project management consists of a kick off call, regular check-ins, email Q&A to help unblock your team. 
• Product workshops and training for fraud and dashboard

What you’ll do

The Onboarding Specialist is responsible for providing technical guidance to users during their onboarding journey with Stripe. They proactively address technical queries, troubleshoot issues, and provide solutions to ensure a seamless onboarding process. They work closely with users to understand their needs, offer guidance on best practices, and anticipate and address any potential technical challenges. The Onboarding Specialist collaborates with cross-functional teams, escalates issues as needed, and maintains accurate records of user interactions. Their goal is to provide exceptional customer service and ensure that users have a positive and successful onboarding experience with Stripe. 

Responsibilities

• Proactively providing technical guidance and support to users during their onboarding journey with Stripe.
• Deliver pre-built technical workshops and kick off calls to users.   
• Provide light touch project management for ongoing Stripe implementations and timely escalate any delays with planned go-live dates.
• Troubleshooting technical issues and providing timely solutions to ensure a smooth onboarding process.
• Collaborating with cross-functional teams to address user queries and concerns.
• Maintaining accurate records of user interactions, issues, and resolutions.
• Anticipating and addressing potential technical challenges during the onboarding process. Proactively propose improvements.
• Offering guidance on best practices, product features, and account setup to ensure user success.
• Continuously updating knowledge of Stripe's products, features, and updates.
• Escalating complex technical issues to appropriate teams for resolution.
• Providing exceptional customer service to ensure a positive onboarding experience for users.
• Contributing to the improvement of onboarding processes and documentation.

Who you are

We're looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.

Minimum requirements

• Advanced English proficiency- fluent in written and spoken. 
• 2+ years of implementation consulting in API technologies or other complex technical environments. 
• Excellent problem-solving and troubleshooting skills. 
• Strong technical understanding of APIs and experience with SaaS solutions. 
• Comfortable talking about technical concepts, and explaining how Stripe works, both from a product features and API architecture perspective.
• Strong communication and interpersonal skills, with an ability to effectively engage and influence various stakeholders. 

Preferred qualifications

• Experience working with financial systems, online payments, or e-commerce platforms.
• Experience collaborating with cross-functional teams in a fast-paced environment.
• Experience delivering live technical training to users.  
• Comfortable with various code-level debugging & writing of code.

• This role requires 50% on-site presence in one of our offices. 

Who we are

About Stripe

Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world’s largest enterprises to the most ambitious startups—use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone’s reach while doing the most important work of your career.

About the team

One of the key drivers to our success is an exceptional emphasis on our people. We believe that our competitive advantage lies in our talent and that we can build a sustainable advantage by enabling individuals and teams to contribute their full potential. Stripe is looking for a People Partner (HRBP) to drive that effort across our Technology organization. This includes supporting leaders and senior managers through scale, creating an environment where Stripes of all backgrounds can thrive, aligning our business strategy with our people strategy, using data to develop best practices from 1st principles.

What you’ll do

As a People Partner, you’ll partner with senior business leaders and managers to develop and deliver on our people strategy, advance our company mission and enable leaders to build high impact, healthy teams to deliver outstanding results to Stripe users.

Responsibilities

• Act as a strategic consultant to leaders, partnering to guide and enable them in aligning their business and people strategies to optimize user and Stripe experience
• Collaborate, develop and drive programs cross functionally to advance the People Strategy for Stripe
• Leverage data, insights and craft to inform design and decisions on strategy, structure and programs and promote org health and productivity
• Advise and coach leaders and managers on org design and strategy, change management interventions and other key organizational initiatives focused on optimizing for efficiency, seamless cross-functional collaboration, and decentralized decision-making
• Support leaders as they execute on global talent and organizational planning, identifying and investing in critical talent and intentionally planning for future business needs and ambitious goals
• Promote a culture guided by our Operating Principles, that continuously elevates the caliber and kindness of Stripes and better ways of working together
• Support the Leadership team and organization through continued growth and evolution 

Who you are

We’re looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.

Minimum requirements

• 10+ years of experience as an HR business partner, preferably with a mix of experience in fast-growing technology companies and more established organizations 
• Experience supporting functions within a Technology organization
• Experience partnering and influencing senior leaders to help drive and align their people strategy and increase business results
• Strong analytical and project management skills, proven ability to design clear processes, and a very detail-oriented yet flexible approach to problem solving
• Exceptional communication skills, both written and verbal
• Proven ability to partner and influence across diverse groups and experience levels

Preferred qualifications

• A strategist and scaler, who can connect the dots between where we’re going and how we need to nudge the organization to get there
• A partner and connector who builds trusted relationships with managers and leaders by providing deep insights and helping them see around corners
• A business partner who deeply understands Stripe’s strategy and aligns it with the organization’s structures, initiatives and processes 
• A collaborator, who gets energy from working with leaders to create the best possible teams and organizational structures
• A strategic thinker whose decisions are informed by data, experience, and Stripe’s operating principles
• A coach who loves building and developing high-impact teams

Who we are

About Stripe

Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world’s largest enterprises to the most ambitious startups—use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone's reach while doing the most important work of your career.

About the team

The Global People Operations team is the engine that powers Stripe’s talent lifecycle. We oversee a comprehensive global delivery model—encompassing everything from foundational employee support to highly specialized operations. We are looking for a strategic operations Program Manager to lead our efforts in driving a users-first scale & transformation roadmap. This individual will drive the internal operating mechanisms that shift the team toward proactive, automation and AI-driven operations, advancing the effectiveness and scalability of our global service model.

What you’ll do 

As the People Ops Strategy PM, you will champion our transformation efforts to drive a users-first operational scale roadmap for the Global People Operations horizontal—with AI and automation at the forefront. You will be the accelerant for our team, driving higher levels of operational resiliency and efficiency. You will centralize the intake and capacity governance for Global People Operations, ensuring that new work is vetted for operational fit and that our team has the bandwidth and data-driven insights to deliver at scale.

Responsibilities

Internal Operating Mechanisms & Efficiency:

• Operational Evolution: Drive improvements in internal operating mechanisms that shift the People Ops team toward proactive, automation and AI-driven operations, advancing the model’s overall effectiveness.
• Capability Leadership: Introduce and lead foundational capabilities in workforce forecasting, service enablement, and global operational strategy to ensure our horizontal scales ahead of business demand.
• Predictive Planning: Transition the team from reactive ticket monitoring to proactive capacity management; build the models to predict demand across foundational support and specialized operations.

Operational Intake & Capacity Governance:

• Horizontal Work Intake: Design and lead the mandatory, centralized "Front Door" for all work entering the Global People Operations team. Ensure every initiative is vetted for operational feasibility and capacity alignment before it is accepted into the team's roadmap.
• Strategic Partnership & Readiness: Partner with People+ COEs, Strategy & Enablement, Process Optimization, Solutions, and Tech teams to ensure operational readiness for high-priority initiatives. Act as the primary operational interface, translating broad strategy into actionable delivery plans.
• Operational Deployment: Manage the deployment of ops SMEs and associates from the Global People Ops team into cross-functional projects. Ensure SMEs are utilized effectively, unblocking their path to execution while protecting their core operational bandwidth.
• Strategic Prioritization: Support the internal prioritization of the Global People Operations roadmap, ensuring our specific horizontal’s goals are clearly defined and that the team is shielded from low-impact operational noise.

Continuous Improvement & Operational Health:

• Capacity Creation: Drive the path for continuous improvement across the full service model; identify opportunities to deflect volume to automated or self-service solutions, creating the necessary capacity to absorb more complex workstreams.
• Data-Driven Insights: Aggregate monitoring data across all tiers to identify trends and root causes; use these insights to support global prioritization and identify where to double-down on automation to drive down manual effort.
• QA & Process Adherence: Build the framework to run Quality Assurance (QA) and monitor adherence to existing Knowledge Management and operational standards. Audit process consistency and accuracy in service delivery across all global entities.
• Operational Resiliency: Define and track the "Actionable KPI" suite for our delivery engine, ensuring all reporting is data-driven and aligned with global compliance and audit standards.

Who you are

We're looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.

Minimum requirements

• 8+ years of experience in People Operations, Service Delivery Management, or Business Operations within a high-growth, global environment.
• Proven track record of driving a central work intake model and prioritization framework.
• Demonstrated experience leading operational infrastructure such as workforce management (WFM), Quality Assurance (QA), or service enablement.
• Strong fluency with the ability to define requirements for AI, RPA, and complex case-management ecosystems.
• Exceptional analytical skills with the ability to use data analysis tools to forecast demand and model operational capacity for complex workstreams.
• Excellent communication and stakeholder management skills; comfortable driving operational roadmaps and ROI analysis with senior leadership.

Preferred qualifications

• Strategy & Transformation: Experience leading service design or the optimization of specialized operations in a centralized delivery model. Proven track record of leading process migration efforts involving automation (RPA) or AI solutions.
• Systems & Knowledge: Advanced proficiency with HRIS (Workday) and Service Management tools (Salesforce). Experience with Confluence or other knowledge management systems, and a track record of driving documentation adoption.
• Data & Process Rigor: Data fluency with the ability to use data analysis tools to forecast demand and model operational capacity. Certification in ITIL, Lean, or Six Sigma methodologies.
• Operations & Compliance: Experience navigating rapid innovation alongside stringent compliance and audit requirements. Experience in vendor management or supporting outsourced service models.

• This role requires 50% on-site presence in San Francisco, Chicago or NYC

Who we are

About Stripe

Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world’s largest enterprises to the most ambitious startups—use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone’s reach while doing the most important work of your career.

About the team

One of the key drivers to our success is an exceptional emphasis on our people. We believe that our competitive advantage lies in our talent and that we can build a sustainable advantage by enabling individuals and teams to contribute their full potential. Stripe is looking for a People Partner (HRBP) to drive that effort across our GTM organization. This includes supporting GTM leaders and senior managers through scale, creating an environment where Stripes of all backgrounds can thrive, aligning our business strategy with our people strategy, using data to develop best practices from 1st principles.

What you’ll do

As a People Partner, you’ll partner with senior business leaders and managers to develop and deliver on our people strategy, advance our company mission and enable leaders to build high impact, healthy teams to deliver outstanding results to Stripe users.

Responsibilities

• Act as a strategic consultant to leaders, partnering to guide and enable them in aligning their business and people strategies to optimize user and Stripe experience
• Collaborate, develop and drive programs cross functionally to advance the People Strategy for Stripe
• Leverage data, insights and craft to inform design and decisions on strategy, structure and programs and promote org health and productivity
• Advise and coach leaders and managers on org design and strategy, change management interventions and other key organizational initiatives focused on optimizing for efficiency, seamless cross-functional collaboration, and decentralized decision-making
• Support leaders as they execute on global talent and organizational planning, identifying and investing in critical talent and intentionally planning for future business needs and ambitious goals
• Promote a culture guided by our Operating Principles, that continuously elevates the caliber and kindness of Stripes and better ways of working together
• Support the Leadership team and organization through continued growth and evolution 

Who you are

We’re looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.

Minimum requirements

• 10+ years of experience as an HR business partner, preferably with a mix of experience in fast-growing technology companies and more established organizations 
• Experience supporting functions within a go-to-market organization
• Experience partnering and influencing senior leaders to help drive and align their people strategy and increase business results
• Strong analytical and project management skills, proven ability to design clear processes, and a very detail-oriented yet flexible approach to problem solving
• Exceptional communication skills, both written and verbal
• Proven ability to partner and influence across diverse groups and experience levels

Preferred qualifications

• A strategist and scaler, who can connect the dots between where we’re going and how we need to nudge the organization to get there
• A partner and connector who builds trusted relationships with managers and leaders by providing deep insights and helping them see around corners
• A business partner who deeply understands Stripe’s strategy and aligns it with the organization’s structures, initiatives and processes 
• A collaborator, who gets energy from working with leaders to create the best possible teams and organizational structures
• A strategic thinker whose decisions are informed by data, experience, and Stripe’s operating principles
• A coach who loves building and developing high-impact teams

Please Note: This role requires on-site presence at one of our office locations for approximately 50% of each month. Relocation assistance may be available.

Who we are

About Stripe

Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world’s largest enterprises to the most ambitious startups—use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone’s reach while doing the most important work of your career.

About the team

One of the key drivers to our success is an exceptional emphasis on our people. We believe that our competitive advantage lies in our talent and that we can build a sustainable advantage by enabling individuals and teams to contribute their full potential. Stripe is looking for a People Partner (HRBP) to drive that effort. This includes supporting leaders and senior managers through scale, creating an environment where Stripes of all backgrounds can thrive, aligning our business strategy with our people strategy, using data to develop best practices from 1st principles.

What you’ll do

As a People Partner, you’ll partner with senior business leaders and managers to develop and deliver on our people strategy, advance our company mission and enable leaders to build high impact, healthy teams to deliver outstanding results to Stripe users.

Responsibilities

• Act as a strategic consultant to leaders, partnering to guide and enable them in aligning their business and people strategies to optimize user and Stripe experience
• Collaborate, develop and drive programs cross functionally to advance the People Strategy for Stripe
• Leverage data, insights and craft to inform design and decisions on strategy, structure and programs and promote org health and productivity
• Advise and coach leaders and managers on org design and strategy, change management interventions and other key organizational initiatives focused on optimizing for efficiency, seamless cross-functional collaboration, and decentralized decision-making
• Support leaders as they execute on global talent and organizational planning, identifying and investing in critical talent and intentionally planning for future business needs and ambitious goals
• Promote a culture guided by our Operating Principles, that continuously elevates the caliber and kindness of Stripes and better ways of working together
• Support the Leadership team and organization through continued growth and evolution 

Who you are

We’re looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.

Minimum requirements

• 10+ years of experience as an HR business partner, preferably with a mix of experience in fast-growing technology companies and more established organizations 
• Experience partnering and influencing senior leaders to help drive and align their people strategy and increase business results
• Strong analytical and project management skills, proven ability to design clear processes, and a very detail-oriented yet flexible approach to problem solving
• Exceptional communication skills, both written and verbal
• Proven ability to partner and influence across diverse groups and experience levels

Preferred qualifications

• A strategist and scaler, who can connect the dots between where we’re going and how we need to nudge the organization to get there
• A partner and connector who builds trusted relationships with managers and leaders by providing deep insights and helping them see around corners
• A business partner who deeply understands Stripe’s strategy and aligns it with the organization’s structures, processes, initiatives and processes 
• A collaborator, who gets energy from working with leaders to create the best possible teams and organizational structures
• A strategic thinker whose decisions are informed by data, experience, and Stripe’s operating principles
• A coach who loves building and developing high-impact teams

The Opportunity:

This is an exciting opportunity to join our already strong People Business Partnering function at Grafana Labs. You will report to our Senior Manager of People Business Partnering and form a critical part of our GTM Business Partnering team. You will support the design, implementation and drive of our People strategy, all while helping us maintain our culture as we scale. 

Our ideal candidate will be able to comfortably span both strategic planning and cross-functional partnerships with our people managers on their day to day needs and business goals. You will find yourself diving into highly tactical discussions at times and you won’t be afraid to roll your sleeves up when it relates to our People team initiatives. If you love variety, a broad scope, and have a passion to work with both experienced and new people managers to drive real change in the business, this role may be for you.

The responsibilities listed below are a sampling of the projects you would help to support and lead. You will have a real opportunity to create and design strategic processes to differentiate the People function as we continue to be a great place to work. 

What You’ll Be Doing:

• You will partner directly with our GTM management and leadership teams building trusted advisor status with key stakeholders
• You will identify needs, gaps, and opportunities within current processes and policies as well as partner to ensure sustainable and scalable processes are created
• You will support the People Team by acting as the expert for your function surrounding all projects and initiatives
• You will support new and experienced people managers across the GTM function to ensure we build a strong and consistent approach to people management 
• You will partner with our People Team to deliver our annual processes surrounding talent and performance, workforce management, attrition and retention, compensation analysis and learning & development initiatives 
• You will have the professional knowledge to actively contribute to the enhancement and delivery of these processes, as well as provide your perspective on how to improve Grafana initiatives on an ongoing basis

What Makes You a Great Fit:

• You have experience partnering with GTM management teams
• You enjoy wearing many hats and are able to be both a strategic partner as well as tactical support when needed
• You are process oriented and enjoy creating structure where there may be ambiguity and are skilled at finding creative solutions to non-obvious problems
• You will handle a wide range of complex and highly sensitive employee issues and will maintain confidentiality at all levels of the organisation
• You are a people-person and problem solver at heart - you are able to take your passion for helping others and identifying problems to ultimately define solutions and drive impact all via a high say/do ratio
• You appreciate working in a team to manage competing priorities and use your initiative and creative problem solving to confidently manage decision-making  
• You will be have a customer service approach to your role ensuring that everyone, locally and internationally, views you as a “go to” person for your business and function

Bonus Points For:

• Ideally you have experience of working remotely and internationally coordinating with team members globally and understand the challenges and opportunities of remote work and communication
• You have experience in a high-growth scaling environment

Compensation & Rewards:

In the United Kingdom, the base compensation range for this role is £72,000 - £90,000. Actual compensation may vary based on level, experience, and skillset as assessed throughout the interview process. All of our roles include Restricted Stock Units (RSUs), giving every team member ownership in Grafana Labs' success. We believe in shared outcomes—RSUs help us stay aligned and invested as we scale globally.  

Senior Human Resource Business Partner

The Senior Human Resources Business Partner is a highly experienced, strategic HR leader who partners with senior leaders to drive organizational effectiveness, workforce performance, and sustainable business outcomes. This role operates with a high degree of autonomy and judgment, applying advanced HR expertise, deep business acumen, and cross‑functional insight to address complex people and organizational challenges. 

The Senior HRBP works on issues requiring in‑depth analysis, evaluation of variable factors, and the application and adaptation of advanced HR concepts and practices. The role serves as a trusted advisor, frequently guiding leaders and peers on complex matters, influencing outcomes through credibility and persuasion, and contributing to the evolution of Redwood’s people frameworks during periods of growth and transformation. 

Success in this role requires strong judgment, attention to detail, and the ability to manage multiple priorities in a fast-paced environment. This role is primarily performed in an office or hybrid environment, with three+ days onsite presence based on business needs. 

Responsibilities will include: 

• Partner with leaders to align people strategy with organizational objectives, operational priorities, and growth plans.  
• Advise leaders on complex workforce, organizational design, talent, and performance matters, applying advanced judgment and strategic insight.  
• Translate business needs into HR solutions that are creative, practical, and scalable in a dynamic environment. 
• Serve as a subject matter expert on complex employee relations matters, guiding leaders through sensitive issues with sound judgment and risk awareness.  
• Apply deep knowledge of employment practices, policies, and laws to resolve issues proactively and effectively.  
• Influence outcomes through persuasion and credibility, balancing employee experience with business needs. 
• Advise leaders on talent strategies, leadership effectiveness, succession planning, and performance management.  
• Coach leaders on navigating complex people situations and developing high‑performing, engaged teams.  
• Guide managers in applying HR principles consistently while adapting approaches to unique business contexts. 
• Understand and leverage relationships between different disciplines to deliver integrated, business‑aligned HR solutions.  
• Represent HR perspectives effectively in cross‑functional and senior‑level discussions 

Desired Qualifications: 

• Bachelor’s degree or higher in Human Resources or a related field, with 8+ years of progressive HR experience, including advanced HR Business Partner roles in complex organizations.  
• Deep, demonstrated expertise in HR principles, employment practices, employee relations, and organizational development.  
• Proven ability to evaluate complex situations, synthesize data, and exercise sound judgment across multiple variables and competing priorities.  
• Comfortable operating in ambiguity, developing new approaches, and solving problems where precedent or direction may be limited.  
• Highly credible advisor to leaders at all levels, with strong communication and persuasive skills that connect HR strategies to broader business objectives.  
• Operates with independence, accountability, and resilience, demonstrating maturity, discretion, and sound judgment in high‑stakes or sensitive matters.  
• Business‑oriented, pragmatic, and solutions‑focused, thriving in fast‑paced, growth‑oriented, and technically complex environments while building scalable people practices aligned with Redwood’s mission and values. 

Senior Human Resource Business Partner

The Senior Human Resources Business Partner is a highly experienced, strategic HR leader who partners with senior leaders to drive organizational effectiveness, workforce performance, and sustainable business outcomes. This role operates with a high degree of autonomy and judgment, applying advanced HR expertise, deep business acumen, and cross‑functional insight to address complex people and organizational challenges. 

The Senior HRBP works on issues requiring in‑depth analysis, evaluation of variable factors, and the application and adaptation of advanced HR concepts and practices. The role serves as a trusted advisor, frequently guiding leaders and peers on complex matters, influencing outcomes through credibility and persuasion, and contributing to the evolution of Redwood’s people frameworks during periods of growth and transformation. 

Success in this role requires strong judgment, attention to detail, and the ability to manage multiple priorities in a fast-paced environment. This role is primarily performed in an office or hybrid environment, with three+ days onsite presence based on business needs. 

Responsibilities will include: 

• Partner with leaders to align people strategy with organizational objectives, operational priorities, and growth plans.  
• Advise leaders on complex workforce, organizational design, talent, and performance matters, applying advanced judgment and strategic insight.  
• Translate business needs into HR solutions that are creative, practical, and scalable in a dynamic environment. 
• Serve as a subject matter expert on complex employee relations matters, guiding leaders through sensitive issues with sound judgment and risk awareness.  
• Apply deep knowledge of employment practices, policies, and laws to resolve issues proactively and effectively.  
• Influence outcomes through persuasion and credibility, balancing employee experience with business needs. 
• Advise leaders on talent strategies, leadership effectiveness, succession planning, and performance management.  
• Coach leaders on navigating complex people situations and developing high‑performing, engaged teams.  
• Guide managers in applying HR principles consistently while adapting approaches to unique business contexts. 
• Understand and leverage relationships between different disciplines to deliver integrated, business‑aligned HR solutions.  
• Represent HR perspectives effectively in cross‑functional and senior‑level discussions 

Desired Qualifications: 

• Bachelor’s degree or higher in Human Resources or a related field, with 8+ years of progressive HR experience, including advanced HR Business Partner roles in complex organizations.  
• Deep, demonstrated expertise in HR principles, employment practices, employee relations, and organizational development.  
• Proven ability to evaluate complex situations, synthesize data, and exercise sound judgment across multiple variables and competing priorities.  
• Comfortable operating in ambiguity, developing new approaches, and solving problems where precedent or direction may be limited.  
• Highly credible advisor to leaders at all levels, with strong communication and persuasive skills that connect HR strategies to broader business objectives.  
• Operates with independence, accountability, and resilience, demonstrating maturity, discretion, and sound judgment in high‑stakes or sensitive matters.  
• Business‑oriented, pragmatic, and solutions‑focused, thriving in fast‑paced, growth‑oriented, and technically complex environments while building scalable people practices aligned with Redwood’s mission and values. 

Senior Human Resource Business Partner

The Senior Human Resources Business Partner is a highly experienced, strategic HR leader who partners with senior leaders to drive organizational effectiveness, workforce performance, and sustainable business outcomes. This role operates with a high degree of autonomy and judgment, applying advanced HR expertise, deep business acumen, and cross‑functional insight to address complex people and organizational challenges. 

The Senior HRBP works on issues requiring in‑depth analysis, evaluation of variable factors, and the application and adaptation of advanced HR concepts and practices. The role serves as a trusted advisor, frequently guiding leaders and peers on complex matters, influencing outcomes through credibility and persuasion, and contributing to the evolution of Redwood’s people frameworks during periods of growth and transformation. 

Success in this role requires strong judgment, attention to detail, and the ability to manage multiple priorities in a fast-paced environment. This role is primarily performed in an office or hybrid environment, with three+ days onsite presence based on business needs. 

Responsibilities will include: 

• Partner with leaders to align people strategy with organizational objectives, operational priorities, and growth plans.  
• Advise leaders on complex workforce, organizational design, talent, and performance matters, applying advanced judgment and strategic insight.  
• Translate business needs into HR solutions that are creative, practical, and scalable in a dynamic environment. 
• Serve as a subject matter expert on complex employee relations matters, guiding leaders through sensitive issues with sound judgment and risk awareness.  
• Apply deep knowledge of employment practices, policies, and laws to resolve issues proactively and effectively.  
• Influence outcomes through persuasion and credibility, balancing employee experience with business needs. 
• Advise leaders on talent strategies, leadership effectiveness, succession planning, and performance management.  
• Coach leaders on navigating complex people situations and developing high‑performing, engaged teams.  
• Guide managers in applying HR principles consistently while adapting approaches to unique business contexts. 
• Understand and leverage relationships between different disciplines to deliver integrated, business‑aligned HR solutions.  
• Represent HR perspectives effectively in cross‑functional and senior‑level discussions 

Desired Qualifications: 

• Bachelor’s degree or higher in Human Resources or a related field, with 8+ years of progressive HR experience, including advanced HR Business Partner roles in complex organizations.  
• Deep, demonstrated expertise in HR principles, employment practices, employee relations, and organizational development.  
• Proven ability to evaluate complex situations, synthesize data, and exercise sound judgment across multiple variables and competing priorities.  
• Comfortable operating in ambiguity, developing new approaches, and solving problems where precedent or direction may be limited.  
• Highly credible advisor to leaders at all levels, with strong communication and persuasive skills that connect HR strategies to broader business objectives.  
• Operates with independence, accountability, and resilience, demonstrating maturity, discretion, and sound judgment in high‑stakes or sensitive matters.  
• Business‑oriented, pragmatic, and solutions‑focused, thriving in fast‑paced, growth‑oriented, and technically complex environments while building scalable people practices aligned with Redwood’s mission and values. 

Are you ready to take ownership of the recruiting process at a dynamic law firm?

Do you thrive on connecting talent with opportunity in a high-impact environment?

Can you streamline hiring while fostering relationships with top legal professionals?

Are you excited about a career path that evolves quickly into leadership roles?

Final question: When faced with a challenge, do you get excited or run away?

** IMPORTANT: TO APPLY **

If you have any questions, please email recruit@crisp.co only.

• Please do not reach out through our website's contact information (telephone, email, or web chat) or via direct messaging on any social media platform.

To Apply: Submit your application by clicking the "Apply" button and applying on the Crisp Recruit page that opens.

**RECRUITERS DO NOT CONTACT**

LNN Law, also known as Levin & Nalbandyan LLP, is a prominent law firm specializing in personal injury, employment law, and workers’ compensation. Based in Los Angeles, our firm serves clients across several major Californian cities including Pasadena, Bakersfield, and Irvine. We are known for our relentless pursuit of justice, having recovered millions for our clients in various high-stakes legal battles. Our mission is to offer compassionate and exceptional representation, ensuring every client receives the justice they deserve.

Our team of skilled attorneys is dedicated to each case, supporting individuals as they navigate some of the most challenging times of their lives. LNN Law stands out for its commitment to trial law, preparing every case for court to secure successful outcomes. Community engagement is also at the heart of LNN, as we actively contribute to causes and initiatives that resonate with our core values of empathy, dignity, and fairness.

This newly created Legal Recruiter role at LNN Law is a pivotal opportunity designed to overhaul and own our recruiting function. With this strategic position, you'll directly elevate the hiring process and ensure we bring in the best legal talent to support our mission. By taking ownership of recruitment, you free up our leadership team to focus on expanding and enhancing our legal services, ultimately contributing to the firm's growth and client success.

What you’ll do:

• Full-Cycle Legal Recruiting: Own full-cycle recruiting for strategic legal hires, with a strong focus on attorney recruiting across multiple practice areas.
• Talent Sourcing & Pipeline Management: Build and maintain strong candidate pipelines using LinkedIn Recruiter, referrals, job boards, and ATS/CRM systems.
• Stakeholder Collaboration: Partner closely with Head of People Operations, hiring managers, and firm leadership to support hiring priorities and deliver a strong candidate experience.
• Process Optimization: Continuously improve recruiting workflows, sourcing strategies, and hiring efficiency while helping reduce time-to-fill.
• Compliance & Reporting: Ensure recruiting practices remain compliant with California employment standards while providing regular pipeline updates and market insights.
• Autonomous Recruiting Ownership: Operate with a high level of independence, ownership, organization, and follow-through in a fast-growing environment.

What we’re looking for: 

• Legal Recruiting Experience: Demonstrated success recruiting attorneys and other legal professionals in a fast-paced environment.
• Autonomous Work Style: Ability to independently manage recruiting priorities with minimal oversight.
• CRM/ATS Proficiency: Experience using LinkedIn Recruiter and modern ATS/CRM platforms such as Rippling, Greenhouse, or similar systems.
• California Compliance Knowledge: Familiarity with California employment and recruiting compliance standards preferred.
• Strategic & Process-Oriented Mindset: Strong organizational skills with the ability to improve recruiting processes and bring new ideas to the table.
• Communication & Collaboration Skills: Comfortable working directly with leadership, attorneys, and hiring managers across multiple departments.

Why you should work here: 

• High Autonomy: Enjoy a significant degree of independence in creating and managing the recruiting function.
• Direct Leadership Exposure: Work closely with firm leadership, gaining mentorship and visibility on strategic decisions.
• Growth Opportunities: Opportunities to move into advanced roles such as Talent Acquisition Partner or Manager.
• Impactful Work: Directly affect the firm's growth and strategic direction by bringing in top talent.

Additional perks:

• Health Insurance: Comprehensive medical, dental, and vision plans with 75% coverage for employees.
• Retirement Plan: 401(k) with a 4% employer match after one year of service.
• Flexible Work Arrangement: Hybrid model offered after 90 days, balancing office and remote work.
• Life Insurance: Firm-sponsored life insurance at no cost to employees.

Join LNN Law and play a central role in building a team that champions justice and client success. If you are a results-driven recruiter with a passion for the legal field, we invite you to apply and make a lasting impact at our firm. Your expertise will be pivotal in driving our mission forward.

What you'll do at Jamf:

The Senior Manager, Talent Acquisition, facilitates the delivery of world-class talent acquisition services by inspiring, motivating, and supporting a Regional Talent Acquisition team. The successful candidate will combine creativity and passion for talent with strong business acumen and the ability to build and deploy effective recruitment processes, with a focus on creating a positive, compelling experience for candidates and hiring managers. This critical leadership role will report directly to the VP, Diversity, Talent & Engagement, and will succeed through high-touch, consultative engagement with the business and by developing the overall strategic direction, design, and operations of the Talent Acquisition team, systems, services, and processes to support Jamf’s recruitment needs. The Senior Manager will leverage AI-enabled tools and emerging talent strategies to drive efficiency, scalability, and a future-ready hiring model across the region. The Senior Manager, Talent Acquisition, is also a key contributor to the Human Resources Leadership Team at Jamf. 

This position is available in Poland OR the United Kingdom. We maintain separate applications for each region. Please apply to the posting that corresponds to your location.

Poland Application

United Kingdom Application

What you can expect to do in this role:

• Serve as the leader of Jamf’s Talent Acquisition team, leading and engaging a team of talent acquisition professionals responsible for the fulfilment of full-cycle recruiting efforts
• Support, communicate, and implement Jamf’s Global Talent Acquisition vision and roadmap, ensuring the tactical and logistical execution of that vision by leveraging the Talent Acquisition team, key stakeholders, internal resources, and external vendors
• Provide thought leadership and subject matter expertise on talent in a competitive landscape to Talent Acquisition, HR, and Leadership teams
• Foster a culture of continuous improvement and innovation, enabling the team to improve hiring processes by building their capabilities in data-driven decision making, talent forecasting, sourcing techniques, and interview best practices, including the adoption of AI to accelerate and enhance hiring outcomes
• Cultivate and leverage talent communities, external partnerships, sourcing tools, including AI-driven platforms and talent intelligence tools, to ensure access to a well-qualified and diverse pipeline of candidates
• Establish and develop effective working relationships with HR Business partners and senior business leaders to lead and drive the recruitment process to meet short-term gaps and long-term talent planning needs
• Assess and anticipate the needs of the business through analysis of Talent Acquisition-related data and metrics. Identify and act on trends in order to influence business outcomes, providing insights, recommendations, action plans, and tools. Influence with analytics and presentation of metrics, leading to discussion and informed decisions
• Manage and monitor resource plans and budgets to enable the achievement of talent acquisition goals
• Consult with business leaders on future and current global geographic expansion efforts, connecting resources and providing guidance on best practices
• Partner with HR and leadership to create strategies to drive effective global utilization of contingent workforce resources
• Support and drive the overall Global Talent Acquisition roadmap to enable achievement of Talent Acquisition goals, partnering with HR Partnerships, HR Operations, and other COE’s, including the integration of AI and automation into TA workflows to enable scalable, future-ready recruiting operations
• Lead the development of AI and technology capabilities within the Talent Acquisition team, ensuring recruiters can confidently leverage new tools, identify and evaluate future-ready talent, and evolve their practices alongside a rapidly changing hiring landscape
• Through the Talent Acquisition team and in partnership with Jamf’s Enablement teams, provide coaching to hiring managers on recruiting, employment branding, interviewing, and sourcing best practices
• Represent the HR team with integrity, credibility, and professionalism – sharing perspectives, leveraging best practices, and consistent messaging
• Travel: Up to 30% (Some international travel may be required)
• Other duties and special projects as assigned

What we are looking for: 

• Minimum of 7 years of experience in full-cycle recruitment on a global scale (Required)
• Prior experience in a management or team lead role (Required)
• Exceptional client relationship skills and demonstrated experience developing high-touch, consultative relationships and building credibility with line leaders (Required)
• Strong project management/organizational skills with strong attention to detail, people, systems, and processes (Required)
• A strong understanding of current employment regulations and compliance issues (Required)
• Experience with specialized sourcing strategies to proactively build diverse candidate pipelines that generate sufficient quantity and quality to meet business needs in a cost-effective manner
• Strong analytical skills and business acumen
• Demonstrated command of all steps in the full life cycle of recruiting
• Social Networking knowledge and proven track record of using different mediums to build a candidate database and pipeline
• Familiarity with AI-enabled recruiting tools and platforms, and a demonstrated interest in leveraging technology and automation to improve talent acquisition outcomes

EDUCATION AND CERTIFICATIONS

•  Bachelor’s Degree in Human Resources, Business, Communications, or a related field (Required)
• A combination of relevant experience and education may be considered

How we help you reach your best potential:

Pay Transparency
At Jamf, base pay is one part of our total compensation package and is set within a defined range. These ranges can vary based on hiring location. Where an individual's pay falls within that range depends on several factors, including role scope, location, budget, skills, experience, and qualifications. This approach helps ensure fair, competitive pay and provides room to grow as you develop in your role.

#LI-Remote

What you'll do at Jamf:

The Senior Manager, Talent Acquisition, facilitates the delivery of world-class talent acquisition services by inspiring, motivating, and supporting a Regional Talent Acquisition team. The successful candidate will combine creativity and passion for talent with strong business acumen and the ability to build and deploy effective recruitment processes, with a focus on creating a positive, compelling experience for candidates and hiring managers. This critical leadership role will report directly to the VP, Diversity, Talent & Engagement, and will succeed through high-touch, consultative engagement with the business and by developing the overall strategic direction, design, and operations of the Talent Acquisition team, systems, services, and processes to support Jamf’s recruitment needs. The Senior Manager will leverage AI-enabled tools and emerging talent strategies to drive efficiency, scalability, and a future-ready hiring model across the region. The Senior Manager, Talent Acquisition, is also a key contributor to the Human Resources Leadership Team at Jamf. 

This position is available in Poland OR the United Kingdom. We maintain separate applications for each region. Please apply to the posting that corresponds to your location.

United Kingdom Application

Poland Application

What you can expect to do in this role:

• Serve as the leader of Jamf’s Talent Acquisition team, leading and engaging a team of talent acquisition professionals responsible for the fulfilment of full-cycle recruiting efforts
• Support, communicate, and implement Jamf’s Global Talent Acquisition vision and roadmap, ensuring the tactical and logistical execution of that vision by leveraging the Talent Acquisition team, key stakeholders, internal resources, and external vendors
• Provide thought leadership and subject matter expertise on talent in a competitive landscape to Talent Acquisition, HR, and Leadership teams
• Foster a culture of continuous improvement and innovation, enabling the team to improve hiring processes by building their capabilities in data-driven decision making, talent forecasting, sourcing techniques, and interview best practices, including the adoption of AI to accelerate and enhance hiring outcomes
• Cultivate and leverage talent communities, external partnerships, sourcing tools, including AI-driven platforms and talent intelligence tools, to ensure access to a well-qualified and diverse pipeline of candidates
• Establish and develop effective working relationships with HR Business partners and senior business leaders to lead and drive the recruitment process to meet short-term gaps and long-term talent planning needs
• Assess and anticipate the needs of the business through analysis of Talent Acquisition-related data and metrics. Identify and act on trends in order to influence business outcomes, providing insights, recommendations, action plans, and tools. Influence with analytics and presentation of metrics, leading to discussion and informed decisions
• Manage and monitor resource plans and budgets to enable the achievement of talent acquisition goals
• Consult with business leaders on future and current global geographic expansion efforts, connecting resources and providing guidance on best practices
• Partner with HR and leadership to create strategies to drive effective global utilization of contingent workforce resources
• Support and drive the overall Global Talent Acquisition roadmap to enable achievement of Talent Acquisition goals, partnering with HR Partnerships, HR Operations, and other COE’s, including the integration of AI and automation into TA workflows to enable scalable, future-ready recruiting operations
• Lead the development of AI and technology capabilities within the Talent Acquisition team, ensuring recruiters can confidently leverage new tools, identify and evaluate future-ready talent, and evolve their practices alongside a rapidly changing hiring landscape
• Through the Talent Acquisition team and in partnership with Jamf’s Enablement teams, provide coaching to hiring managers on recruiting, employment branding, interviewing, and sourcing best practices
• Represent the HR team with integrity, credibility, and professionalism – sharing perspectives, leveraging best practices, and consistent messaging
• Travel: Up to 30% (Some international travel may be required)
• Other duties and special projects as assigned

What we are looking for: 

• Minimum of 7 years of experience in full-cycle recruitment on a global scale (Required)
• Prior experience in a management or team lead role (Required)
• Exceptional client relationship skills and demonstrated experience developing high-touch, consultative relationships and building credibility with line leaders (Required)
• Strong project management/organizational skills with strong attention to detail, people, systems, and processes (Required)
• A strong understanding of current employment regulations and compliance issues (Required)
• Experience with specialized sourcing strategies to proactively build diverse candidate pipelines that generate sufficient quantity and quality to meet business needs in a cost-effective manner
• Strong analytical skills and business acumen
• Demonstrated command of all steps in the full life cycle of recruiting
• Social Networking knowledge and proven track record of using different mediums to build a candidate database and pipeline
• Familiarity with AI-enabled recruiting tools and platforms, and a demonstrated interest in leveraging technology and automation to improve talent acquisition outcomes

EDUCATION AND CERTIFICATIONS

• 4 year / Bachelor’s Degree in Human Resources, Business, Communications, or a related field (Required)
• A combination of relevant experience and education may be considered

How we help you reach your best potential:

Pay Transparency
At Jamf, base pay is one part of our total compensation package and is set within a defined range. These ranges can vary based on hiring location. Where an individual's pay falls within that range depends on several factors, including role scope, location, budget, skills, experience, and qualifications. This approach helps ensure fair, competitive pay and provides room to grow as you develop in your role.

#LI-Remote

Senior Executive Recruiter -  Civil Engineering & Transportation Infrastructure

Benesch is seeking a highly driven Senior Executive Recruiter to support strategic hiring efforts focused on senior-level engineering and leadership talent across our national engineering teams. This is not a traditional corporate recruiting role. We are looking for a true headhunter with deep experience recruiting within the civil engineering, A/E/C, and professional services industry who understands how to identify, engage, and close passive talent in a highly competitive market.

This role will partner directly with Division Managers, operational leadership and Talent Acquisition leadership to build proactive talent pipelines, strengthen market presence, and position Benesch as a destination employer within the engineering consulting industry. The ideal candidate brings urgency, persistence, strong business acumen, and a proven ability to recruit high-performing technical professionals through relationship-driven recruiting and direct sourcing strategies.

Benesch is offering a competitive range of $165,000 to $200,000, depending on experience, along with the opportunity to participate in our bonus program based on individual and business performance.

Location

Our Talent Acquisition team is based in Chicago and operates in a collaborative hybrid environment. This role offers the flexibility to work from any Benesch office location while remaining closely connected to our national recruiting strategy and business leadership teams.

What We Are Looking For

• Minimum 10+ years of recruiting experience within the engineering, A/E/C, or professional services industry required
• Minimum 8 years of experience within a high-volume, high-performance agency recruiting environment required
• Proven success in recruiting senior-level engineering and leadership talent within the civil engineering consulting industry
• Strong cold calling and direct sourcing experience with demonstrated success in engaging passive candidates
• Deep understanding of engineering consulting structures, technical disciplines, and infrastructure markets
• Highly proactive, persistent, and results-driven with a strong sense of urgency and accountability
• Experience developing and managing long-term talent pipelines across multiple engineering disciplines
• Strong communication, relationship management, negotiation, and influencing skills
• Experience using LinkedIn Recruiter, applicant tracking systems, and sourcing tools
• Ability to travel for industry conferences, networking events, and business-related recruiting activities as needed #LI-MM1

The Employee Relations Lead will play a pivotal role in supporting Pinterest’s culture. The successful candidate will support the development and improvement of the internal employee relations investigations program and conduct sensitive and confidential investigations, ensuring a fair and consistent fact-finding process grounded in our company policies and values. This role will manage investigation data, trends and lead projects that enhance our workplace investigation practices. 

What You’ll Do: 

• Be an owner of the employee relations investigations process, including conducting and managing all aspects of employee relations investigations into alleged misconduct, working closely with fellow team members and cross-functional partners, including employment law, compliance, human resources, IT etc
• Draft investigation plans, conduct interviews,  review evidentiary documentation, and complete analysis and investigation reports
• Advise on and make recommendations for investigation outcomes and follow-up actions
• Be on the cutting edge of technology and incorporate AI tools to streamline investigations and identify actionable insights.
• Develop and enhance investigation related procedures and trainings to reflect industry best practices
• Spot trends and themes, including root causes, matter classification, and disciplinary results
• Prepare and provide updates on investigations, including trends and learnings, to internal stakeholders, including senior management
• Establish and promote best practices relating to the conduct of investigations and assist in the development, implementation, and enhancement of company policies and investigation processes
• Assist with special projects as needed

What We’re Looking For: 

• Bachelor’s degree in a relevant field such as Human Resources or equivalent experience
• Experience conducting complex and sensitive investigations for 5+ years
• Excellent analytical skills and strong and clear verbal and written communications skills
• Ability to interact effectively and collaboratively with cross-functional and cross-business teams at all levels of the organization to achieve results
• Growth mindset and adaptability—embraces new tech and process improvements
• Experience using AI tools for faster trend recognition and data analysis in ER cases
• Ability to work in a fast-paced environment and can prioritize and manage a high-volume workload while working independently, with minimal supervision
• Knowledge of federal and state employment laws
• Experience in employment law a plus
• Experience leveraging AI to automate documentation and streamline investigation process preferred

Relocation Statement: 

• This position is not eligible for relocation assistance. Visit our PinFlex page to learn more about our working model.

In-Office Requirement Statement: 

• We recognize that the ideal environment for work is situational and may differ across departments. What this looks like day-to-day can vary based on the needs of each organization or role.
• This role will need to be in the office for in-person collaboration 1-2 times per year and therefore can be situated anywhere in the country.

#LI-HYBRID or #LI-REMOTE

#LI-ARMM78

About us:

We believe the next generation of financial services will be powered by stablecoins.

Founded in 2021, our mission at BVNK is to accelerate global money movement.

We’re building stablecoin-native infrastructure so businesses can move value instantly across borders and networks. With global licenses and T1 bank partnerships, we facilitate billions in transactions for enterprise clients like Worldpay, Deel, LianLian Global, and Rapyd.

Our technology is transforming how businesses operate globally by eliminating payment delays, reducing costs, and unlocking trapped capital. 

We’re a diverse team spread across EMEA, North America, and APAC, with a shared belief that stablecoins are the new infrastructure layer for financial services, and that BVNK is at the forefront of this shift.

In 2025, we secured strategic investment from Visa, following our $50 million Series B with Haun Ventures, Coinbase Ventures, Scribble Ventures, DRW Venture Capital, Avenir, and Tiger Global. With the backing of these leading investors, we’re accelerating our growth – and we're looking for smart, ambitious people to help us build the future of financial services.

We're incredibly honoured to have made Newsweek's list of The Top 100 Global Most Loved Workplaces three years running (most recently in 2025) and to have been recognised by LinkedIn as one of the Top 20 Startups in the UK in 2024.

About this role in the team:

BVNK is a rapidly growing organisation committed to building a world-class team that fosters innovation and drives impact. We are looking for a Senior Talent Acquisition Partner to attract top-tier talent across all levels of Engineering, Product, and Tech roles, as well as support general recruitment needs on an ad hoc basis to fuel our ambitious growth goals.

Reporting to the VP of People & Talent, you will be pivotal in shaping the future of BVNK by identifying, engaging, and hiring exceptional talent. You will partner closely with the Engineering, Product, and Tech leadership to deeply understand their needs and deliver hiring solutions that align with our mission. 

Key Areas of Responsibilities:

• • Strategic Hiring: Manage the end-to-end recruitment process for Engineering, Product, Tech, and general roles, maintaining a strong focus on talent quality.
  • Partnership: Act as a trusted advisor to hiring managers, crafting captivating job descriptions, providing insights, market data, and talent strategy guidance.
  • Candidate Experience: Deliver a world-class experience for candidates, ensuring BVNK’s values and culture are represented at every touchpoint.
  • Sourcing: Build and maintain a strong pipeline of passive and active candidates through creative sourcing strategies, including networking, referral programmes, and market mapping. Specifically in our Engineering hubs (Bulgaria, South Africa, Poland, US) 
  • Process Optimisation: Continuously improve recruitment processes to enhance efficiency, quality, and speed.
  • Data-Driven Decisions: Track and report on key hiring metrics to evaluate performance and optimise strategies.

What we need from you:

• • Experience: 5+ years of full-cycle recruitment experience, specialising in Engineering, Product, and Tech roles, with additional experience in fast-growing or startup environments as a plus.
  • Technical understanding: We need you to be able to talk tech with both our internal stakeholders and candidates to ensure technical alignment. Ability to conduct informed, consultative discussions with engineers and managers to accurately align candidate skills with specific technical requirements. 
  • Market Knowledge: Deep understanding of the Tech talent landscape, sourcing tools, and techniques.
  • Stakeholder Management: Proven ability to build strong relationships with senior leaders and influence hiring decisions.
  • Results-Oriented: Demonstrated success in effectively owning recruitment processes and projects, delivering high-quality hires within tight timelines.
  • Agility: Adept at managing multiple roles and competing priorities, with the flexibility to adapt seamlessly to shifting demands.
  • Culture Add: Passionate about fostering an inclusive and diverse workplace.
  • Demonstrated curiosity and awareness of trends shaping modern financial technology, including AI, stablecoin infrastructure, cross-border payments, and digital asset ecosystems.

Nice to have:

• Previous experience in the Payments, Crypto, or FinTech sectors would be a big plus.

Talent Tooling:

• We currently use Greenhouse as our ATS 
• We use Metaview for detailed interview summaries and note taking. 
• Slack for internal communication 
• Google meets is our video communication service of choice. 

Our engineering tech stack: 

Backend Engineering:

• Java & Kotlin 
• Spring Boot 
• PostgreSQL 
• AWS 
• Kafka 

Frontend Engineering:

• JavaScript & Typescript 
• React & Nextjs 
• Tailwind CSS 

Infrastructure: 

• Terraform 
• Docker & Kubernetes 
• Prometheus

What you can expect from us:

• Fair and competitive salary at every stage of your growth
• Flexible working hours, with hybrid working at its heart
• A culture built on passionate, growth-minded people
• A flexible approach to holiday
• Opportunities to travel to our offices around the world
• An open and creative environment where you can help us define the future of BVNK, its culture, and its opportunity sets

At BVNK, we are focused on building a diverse and inclusive team. While you may not meet all of our requirements, we’d encourage you to apply if you meet the majority of our expectations. You may be a great fit for this role or another role in our team.

Realize your potential by joining the leading performance-driven advertising company!  

At Taboola, our people are at the heart of everything we do. As we continue to scale across APAC and Greater China, we’re seeking an experienced HR Director, APAC to partner closely with senior Enterprise Sales leaders and shape the people decisions that directly drive commercial success. 

This is a senior, hands-on HR Business Partner role with a regional remit, suited to someone who thrives in lean, high-trust environments and brings strong judgement, close business partnership, and personal ownership to complex people challenges. We want a leader who views AI and automation as the ultimate leverage for HR. You don’t need to be a data scientist, but you should be someone who reads about LLMs, experiments with productivity tools, and dreams of an HR department where technology handles the routine so people can handle the exceptional!

To thrive in this role, you'll need:

• Extensive experience as a senior HR Business Partner or HR Director in APAC, with hands-on exposure to complex, multi-country employee relations and local employment legislation.
• Proven ability to operate as a trusted advisor to senior commercial leaders, influencing people and organisational decisions in fast-paced, matrixed environments.
• Strong judgement and confidence handling sensitive ER matters, including performance management, restructures, investigations, and expat-related issues.
• A pragmatic, execution-focused mindset, comfortable rolling up your sleeves and staying close to leaders and employees day to day.
• Solid commercial acumen, with the ability to connect people decisions directly to business outcomes.
• Tech-Forward Mindset, Maintaining a high level of curiosity regarding AI and automation; comfortable experimenting with new technologies to solve traditional HR challenges and model digital agility for the organization.
• Experience working within global organisations, balancing regional realities with global frameworks, guidance, and precedent.
• Strong communication and stakeholder management skills, able to build credibility quickly, challenge constructively, and navigate differing perspectives.
• Comfort working with lean teams and shared service models, knowing when to partner, escalate, or step in directly.

How you’ll make an impact:

As a HR Director, you will:

• Enable APAC and Greater China Enterprise Sales leaders to make confident, well-judged people decisions by providing trusted, commercially grounded HR partnership.
• Reduce people risk across the region by proactively identifying employee relations themes, addressing issues early, and ensuring decisions align with local labour laws and global guidance.
• Strengthen leadership capability through hands-on coaching, clear advice, and practical support in performance, engagement, and sensitive people matters.
• Bring clarity and consistency to complex, multi-country people decisions by balancing regional realities with global context and precedent.
• Maintain a hands-on, region-wide view of employee relations and people risks across APAC and Greater China, identifying cross-functional themes and emerging issues early.
• Provide sound ER judgement and advice, using local legal knowledge, global guidance, and people data to anticipate issues and drive timely, well-aligned decisions.
• Improve the speed and quality of HR outcomes by reinforcing clear ways of working, escalation paths, and effective collaboration with HRBPs, COEs, and shared services.
• Build trust and stability in a fast-moving environment by staying close to leaders and employees, acting with calm judgement, and following through on outcomes that matter to the business.

Why Taboola?

If you ask Taboolars what they love about working here, they’ll tell you that they’ve been empowered to realize their full potential while growing and learning from and with smart and talented people. They’ll also share more about:

• Adam Singolda, Taboola Founder and CEO says; “You can copy anything from another business but you can’t copy a company’s culture.
• Well-being: Enjoy a range of locally relevant benefits and workplace perks.
• Flexibility: We offer a hybrid work schedule with 3 days in-office with an option to come in more often if desired.
• Work with some of the biggest names: We work with some of the biggest names in the business. Our publisher partners include Yahoo, Conde Nast, Fox Sports, NBCU, ESPN, CBS, and E! Online. Our advertiser clients include Wells Fargo, Honda, Pinterest, Expedia and Honda.

Ready to realize your potential?

Taboola is an equal opportunity employer and we value diversity in all forms. We are committed to creating an inclusive environment for all employees and believe such an environment is critical for success. Employment is decided on the basis of qualifications, merit, and business need.-

Learn more about #TaboolaLife on LinkedIn, Facebook, Instagram, X, YouTube, & the Taboola Life Blog.

About Taboola

Taboola empowers businesses to grow through performance advertising technology that goes beyond search and social and delivers measurable outcomes at scale.

Taboola works with thousands of businesses who advertise directly on Realize, Taboola’s powerful ad platform, reaching approximately 600M daily active users across some of the best publishers in the world. Publishers like NBC News, Yahoo, and OEMs such as Samsung, Xiaomi and others use Taboola’s technology to grow audience and revenue, enabling Realize to offer unique data, specialized algorithms, and unmatched scale.

Realize your potential by joining the leading performance-driven advertising company!

We’re looking for a strategic Talent Acquisition Manager to lead hiring across US & LATAM while driving TA Operations excellence.

This is a high-impact role at the core of how we scale our business -combining data, strategy, and strong business partnership to shape how we attract, assess, and hire top talent in highly competitive markets.

You’ll lead a high-performing team of TA Business Partners, work closely with senior business leaders, and directly influence hiring strategy, workforce decisions, and quality of hire outcomes across the region.

If you thrive at the intersection of strategy, execution, and data-driven decision-making, this is your role.

How you'll make an impact:

• Lead and develop a team of TA Business Partners across US & LATAM, ensuring high-quality execution and strong stakeholder alignment.
• Own regional hiring end-to-end while supporting global TA Ops initiatives to drive scalable, efficient, and high-quality recruiting infrastructure.
• Act as a strategic business partner to senior leaders, translating business needs into hiring plans and workforce strategies.
• Define and drive the regional TA strategy with a strong focus on quality of hire, hiring efficiency, and business impact.
• Use data and hiring metrics to continuously improve sourcing, selection, and overall talent outcomes.
• Optimize and scale recruitment processes to ensure consistency, speed, and strong candidate and hiring manager experience.
• Partner on senior and critical hires with a hands-on approach when needed.
• Build proactive talent pipelines supporting critical roles, internal mobility, and succession planning.
• Strengthen employer brand across US & LATAM through targeted external partnerships and market engagement.
• Equip hiring managers with structured tools and frameworks to improve hiring quality and consistency.
• Stay closely aligned with market trends and competitor insights to continuously evolve TA strategy.

AI & Future of Recruiting Mindset

We’re looking for a TA leader who actively embraces AI and technology as enablers of better hiring outcomes.

You should be comfortable challenging manual processes and using AI-driven tools to improve sourcing, screening, and operational efficiency -while keeping a strong focus on quality of hire and human judgment in decision-making.

You see AI as a way to elevate focus from execution to strategic work, business partnering, and improving hiring impact at scale. You also ensure responsible and thoughtful use of data, fairness, and bias awareness in all AI-enabled processes.

To thrive in this role you'll need:

• 8+ years of end-to-end recruitment experience in high-growth global tech companies, with a strong strategic TA mindset
• 3+ years of experience leading Talent Acquisition teams
• Proven experience in TA Operations, systems, and vendor management
• Strong understanding of US & LATAM talent markets
• Strong business partnering capability with senior stakeholders
• High data fluency with ability to drive decisions through hiring metrics and insights
• Experience using AI/tools to improve recruiting efficiency and quality
• Strong sourcing and multi-channel talent acquisition capabilities
• Strong ownership mindset and ability to operate in ambiguity
• Commitment to diversity, inclusion, and high hiring standards

Why this role?

•  Direct impact on business growth through hiring strategy and talent quality
•  High visibility role working with senior leadership across regions
•  Strong influence on data-driven hiring decisions and TA transformation
•  Fast-paced, global environment with real ownership and autonomy
  Opportunity to shape how TA operates across a high-growth organization
• Be at the forefront of a tech-forward organization that prioritizes AI adoption, with the opportunity to influence and drive an AI-powered talent acquisition strategy at scale

Why Taboola?

If you ask Taboolars what they love about working here, they’ll tell you that they’ve been empowered to realize their full potential while growing and learning from and with smart and talented people. They’ll also share more about:

• Adam Singolda, Taboola Founder and CEO says; “You can copy anything from another business but you can’t copy a company’s culture.
• Well-being: Enjoy comprehensive benefits (health, 401k, etc.), a fully stocked kitchen, and location-specific perks (gym partnerships, parking).
• Flexibility: We offer a hybrid work schedule with 3 days in-office with an option to come in more often if desired.
• Work with some of the biggest names: We work with some of the biggest names in the business. Our publisher partners include Yahoo, Conde Nast, Fox Sports, NBCU, ESPN, CBS, and E! Online. Our advertiser clients include Wells Fargo, Honda, Pinterest, Expedia and Honda.

Ready to realize your potential?

Taboola is an equal opportunity employer and we value diversity in all forms. We are committed to creating an inclusive environment for all employees and believe such an environment is critical for success. Employment is decided on the basis of qualifications, merit, and business need.

Learn more about #TaboolaLife on LinkedIn, Facebook, Instagram, X, YouTube, & the Taboola Life Blog.

About Taboola

Taboola empowers businesses to grow through performance advertising technology that goes beyond search and social and delivers measurable outcomes at scale.

Taboola works with thousands of businesses who advertise directly on Realize, Taboola’s powerful ad platform, reaching approximately 600M daily active users across some of the best publishers in the world. Publishers like NBC News, Yahoo, and OEMs such as Samsung, Xiaomi and others use Taboola’s technology to grow audience and revenue, enabling Realize to offer unique data, specialized algorithms, and unmatched scale.

#LI-Hybrid
#LI-LES1

HR Director, EMEA Enterprise Sales & EMEA Region

Realize your potential by joining the leading performance-driven advertising company and a proud Great Place to Work® Certified employer in the UK

As a HR Director and member of the Enterprise Sales leadership team, you will shape and deliver the people strategy for EMEA Enterprise Sales (inc. Israel), coach leaders, and guide organisational and talent decisions critical to business success. The role requires the ability to navigate and balance differing perspectives, building strong, credible relationships and influencing effectively with stakeholders at all levels of the organisation.

This role requires a highly hands-on approach: staying close to leaders and employees, supporting day-to-day people decisions using sound judgement and experience, and maintaining trust while operating in a fast-paced, commercially driven environment.

In parallel, the role carries a regional, cross-functional lens, requiring a strong understanding of local market dynamics, employment legislation, employee relations, and benefits across EMEA. While not owning people priorities for the entire region, you will maintain active visibility of region-wide themes and risks, advise on employee relations matters, and ensure decisions are made within a broader global context and aligned to global guidance wherever possible.

This is a role for someone who is comfortable rolling up their sleeves as well as operating strategically, while remaining closely involved in the day-to-day issues that matter to the business and to employees.

We aren't looking for a traditional HRBP. We want a partner who views AI and automation as the ultimate leverage for HR. You don’t need to be a data scientist, but you should be someone who reads about LLMs, experiments with productivity tools, and dreams of an HR department where technology handles the routine so people can handle the exceptional!

The role includes management responsibility for an EMEA Benefits Advisor and an HR Business Partner.

To thrive in this role, you’ll need:

• Deep expertise as a senior HRBP or HR Director with extensive knowledge of EMEA employment law, employee relations, and cultural nuance.
• The ability to operate hands-on in complex, fast-moving, matrixed environments.
• A commercial mindset, with the ability to link people decisions directly to business outcomes.
• Strength with data and insight, while remaining grounded in day-to-day business realities.
• Credible and clear communication skills, with a focus on building trust and a willingness to roll up your sleeves.
• Strong judgment and experience to support day-to-day people decisions in a fast-paced environment.
• Proven ability to navigate and balance differing perspectives and influence stakeholders at all levels.
• Tech-Forward Mindset, Maintaining a high level of curiosity regarding AI and automation; comfortable experimenting with new technologies to solve traditional HR challenges and model digital agility for the organization.

Bonus points if you have:

• Supported sales teams

How you’ll make an impact: 

The day in the life of our HR leadership is diverse; you can find yourself acting as a trusted advisor to senior leaders, identifying emerging regional risks, or collaborating with global HR counterparts to calibrate our approach. Key responsibilities include:

• Strategic Partnering (Hands-On): Influence people, talent, and organizational decisions early; partner directly on workforce planning, succession, and organization design.
• Regional Insight & Risk Lens: Identify cross-functional themes and emerging issues across EMEA, providing direct advice on ER matters to ensure alignment with local legal requirements.
• Global Context & Alignment: Ensure decisions are made with awareness of wider regional and global implications, escalating material issues to the Head of Global HR.
• HR Delivery & Ways of Working: Work closely with the HR Shared Service Centre to ensure effective delivery and transition location-agnostic activities to the SSC.
• Business Connection: Stay closely connected to leaders and employees to understand sentiment and performance, intervening pragmatically with clarity and follow-through.
• Team Leadership: Manage the EMEA Benefits Advisor and the HRBP, model calm, fair, and practical leadership by acting decisively and challenging constructively.

About Taboola

Taboola empowers businesses to grow through performance advertising technology that goes beyond search and social and delivers measurable outcomes at scale.

Taboola works with thousands of businesses who advertise directly on Realize, Taboola’s powerful ad platform, reaching approximately 600M daily active users across some of the best publishers in the world. Publishers like NBC News, Yahoo, and OEMs such as Samsung, Xiaomi and others use Taboola’s technology to grow audience and revenue, enabling Realize to offer unique data, specialized algorithms, and unmatched scale.

Why Taboola?

If you ask Taboolars what they love about working here, they’ll tell you that they’ve been empowered to realize their full potential while growing and learning from and with smart and talented people. They’ll also share more about:

• Adam Singolda, Taboola Founder and CEO says; “You can copy anything from another business but you can’t copy a company’s culture.
• Well-being: With an office culture that’s international, social and supportive, Taboola offers very generous benefits including 25 days holiday, excellent health insurance, some flexible working, free breakfast and lunch every day, stock options and Perkbox to name just a few.
• Flexibility: We offer a hybrid work schedule with 3 days in-office with an option to come in more often if desired.

• Work with some of the biggest names: Our publisher partners include Yahoo, Conde Nast, Fox Sports, NBCU, ESPN, CBS, and E! Online. Our advertiser clients include Wells Fargo, Honda, Pinterest, Expedia and Honda.

Ready to realize your potential?

Taboola is an equal opportunity employer and we value diversity in all forms. We are committed to creating an inclusive environment for all employees and believe such an environment is critical for success. Employment is decided on the basis of qualifications, merit, and business need.

Learn more about #TaboolaLife on LinkedIn, Facebook, Instagram, X, YouTube, & the Taboola Life Blog.

#LI-KW1

#LI-HYBRID

Realize your potential by joining the leading performance-driven advertising company and a proud Great Place to Work® Certified employer in the United States. 

As a Senior Human Resources Business Partner on the Global People Operations team in our New York City office, you will align with several business units across the globe to give our employees and leaders the tools and knowledge necessary for them to succeed at Taboola.

We’re looking for an experienced HR Business Partner to support select departments within our Global Sales & Partnerships organization. This role is strategic and hands-on—you’ll influence decisions early with business insight, help shape team effectiveness, and drive organizational capability. You’ll stay close to employees and managers, address issues proactively, guide leaders through complex situations, and build the HR practices and structures the organization needs to grow.

To thrive in this role, you’ll need: 

• 5+ years of experience as an HR Business Partner, with at least 1 year of experience partnering directly with Sales or GTM teams. Global experience is a plus.
• Strong background supporting heavily complex, matrixed organizations. 
• A data-driven mindset with proven experience using metrics to provide insights, inform decisions, and drive change. 
• Commercial mindset, with the ability to link people strategy directly to business needs. 
• Proven experience advising and constructively challenging leaders on organizational design, workforce planning, and leadership development. 
• Experience building trust with leaders and employees at all levels, using expert communication, coaching, influencing, and stakeholder management skills. 
• Ability to work effectively in ambiguity, while being hands-on, practical, and willing to build as you go with patience and persistence. 
• Track record of navigating complex employee relations situations with sound judgement and professionalism. 
• Curiosity about emerging workforce trends, including AI’s impact on roles and skills 
• Focus on creating an environment where employees feel supported, valued, and able to do their best work. 

How you’ll make an impact: 

• Serve as a strategic HR partner to leaders across selected global GTM groups, advising on people, talent, and organizational matters to support strong business decisions.
• Partner with managers to assess, manage, and improve employee performance, supporting them through complex people situations including reorganizations and employee relations matters.
• Provide managers with coaching, training, and resources to strengthen leadership capability and support effective team management.
• Stay close to employees and team dynamics, proactively identifying engagement risks, attrition concerns, or capability gaps. Act as a trusted advisor and mediator when needed, supporting informal or formal resolution of employee concerns.
• Use people data and metrics to identify trends, track HR impact, and provide clear, actionable recommendations to business leaders.
• Forecast current and future talent needs, helping develop strategies to attract, retain, and grow talent.
• Educate employees and managers on HR policies, processes, and employment practices to ensure clarity, consistency, and compliance.
• Monitor external trends, including labor market dynamics, competitor activity, and emerging technologies, to inform people and organization plans.
• Partner closely with regional HR leaders to ensure strong local HR support for the key global teams you support.
• Drive efficiency and process improvements through generative AI and automation.
• Reinforce a culture of trust, accountability, connection, and high performance across teams.

Why Taboola?

If you ask Taboolars what they love about working here, they’ll tell you that they’ve been empowered to realize their full potential while growing and learning from and with smart and talented people. They’ll also share more about:

• Adam Singolda, Taboola Founder and CEO says; “You can copy anything from another business but you can’t copy a company’s culture.
• Well-being: Enjoy comprehensive benefits (health, dental, vision, 401k matching), pre-tax commuter benefits, and a fully stocked kitchen.
• Flexibility: We offer a hybrid work schedule with 3 days in-office with an option to come in more often if desired.
• Work with some of the biggest names: Our publisher partners include Yahoo, Conde Nast, Fox Sports, NBCU, ESPN, CBS, and E! Online. Our advertiser clients include Wells Fargo, Honda, Pinterest, Expedia and Honda.

Ready to realize your potential?

Taboola is an equal opportunity employer and we value diversity in all forms. We are committed to creating an inclusive environment for all employees and believe such an environment is critical for success. Employment is decided on the basis of qualifications, merit, and business need.

Learn more about #TaboolaLife on LinkedIn, Facebook, Instagram, X, YouTube, & the Taboola Life Blog.

About Taboola

Taboola empowers businesses to grow through performance advertising technology that goes beyond search and social and delivers measurable outcomes at scale.

Taboola works with thousands of businesses who advertise directly on Realize, Taboola’s powerful ad platform, reaching approximately 600M daily active users across some of the best publishers in the world. Publishers like NBC News, Yahoo, and OEMs such as Samsung, Xiaomi and others use Taboola’s technology to grow audience and revenue, enabling Realize to offer unique data, specialized algorithms, and unmatched scale.

#LI-RT1

#LI-Hybrid

Please note that we do not offer visa sponsorship for this position.

Role Summary

Shape the future of investment compensation at National Life Group.

We are seeking a Compensation Business Partner- Asset Management to lead the execution and governance of complex incentive structures—including carried interest and fund-based long term cash plan within our asset management team, NLG Capital.

This is a high-impact role at the intersection of compensation strategy and investment performance, where you will partner directly with senior investment leaders to align pay with fund outcomes, drive retention of top talent, and ensure market-leading competitiveness across asset management roles.

You will own and evolve critical compensation programs that influence how we attract, reward, and retain talent in a highly competitive market—bringing both strategic insight and operational rigor to some of the most complex and visible compensation structures in the organization.

The associate in this role will work partner with NLG Capital leadership team on a wide range of compensation responsibilities specific to the Asset Management industry including managing incentive plans, providing consultation and support to business leaders on compensation policies and processes, and leading ad-hoc Compensation projects. 

The ideal candidate is a strong compensation professional who is able to easily adapt to changing business needs and make mindful decisions in light of ambiguous circumstances, use effective communication skills to share information and collaborate with People Center and business colleagues, and work independently to take ownership of requests, projects, and processes.

At National Life, we believe our culture is strongest when we connect in person — sharing ideas, collaborating with colleagues, and building relationships that drive innovation.  To support this, the current work schedule for this role includes being on-site Monday through Thursday each week.  These designated on-site days may be adjusted in the future with advance notice.  A remote work arrangement may be considered for qualified candidates.

Essential Duties and Responsibilities

Incentive Compensation Program Management

• Own end-to-end governance and administration of the carried interest plan, including eligibility, allocation modeling, vesting, distributions, clawbacks, documentation, and participant communications.
• Partner with Finance, Legal, Tax, Payroll, and external administrators to ensure all allocations and payouts are accurate, compliant, and audit-ready.
• Maintain and update plan documents, award agreements, and governance materials to reflect evolving business and regulatory requirements.
• Establish and maintain strong internal controls, documentation standards, and risk management practices across all incentive programs.
• Lead administration of asset management incentive programs, including short- and long-term incentives, co-invest arrangements, and deferred compensation plans.
• Ensure accurate eligibility determination, calculations, approvals, funding validation, and payout execution.
• Evaluate and recommend program enhancements to align with business strategy, investment performance objectives, retention priorities, and market competitiveness.

Compensation Strategy and Advisory Support

• Serve as a trusted advisor to Asset Management leadership on compensation strategy, program structure, and individual pay decisions across investment and operational roles.
• Lead market benchmarking and competitive analysis for asset management positions, and monitor industry trends across base salary, incentives, carried interest, co-invest, and deferral programs.
• Translate market data and industry insights into clear, actionable recommendations that support attraction, retention, and long-term business strategy.
• Provide modeling, scenario analysis, and data-driven guidance to inform hiring offers, promotions, retention actions, organizational changes, and fund-related compensation decisions.
• Partner with Talent Acquisition and business leaders to structure competitive, market-aligned offers while ensuring internal equity, fiscal discipline, and governance alignment.

Operational Excellence

• Design and maintain repeatable, well-controlled administration processes for complex incentive vehicles.
• Identify and implement process improvements to enhance accuracy, efficiency, transparency, and stakeholder experience.
• Oversee third-party vendors supporting compensation administration, including establishing requirements, managing service levels, and resolving issues.
• Develop executive-level reporting and dashboards summarizing compensation outcomes, fund performance alignment, carried interest participation, and risk exposure.
• Ensure data integrity and maintain robust records for forecasting and long-term financial planning.
• Develop and maintain job descriptions and role profiles for asset management positions to ensure consistent leveling, compensation alignment, and organizational clarity.
• Support organizational design initiatives by providing compensation impact analysis and cost modeling.

Ad Hoc Projects

• Lead special compensation initiatives, including new fund launches, new incentive vehicle implementation, policy updates, and system enhancements.
• Participate in cross-functional projects impacting compensation design or administration.

All other duties as assigned

Minimum Qualifications

• Twelve (12) years Total Combined post-secondary education and relevant work experience comprised of a Bachelor’s degree and eight (8) or more years of related work experience, or an Advanced degree and five (5) years or more years of related experience, or Twelve (12) or more years total equivalent work experience.
• Demonstrated hands-on experience managing and administering a carried interest plan, including allocation modeling, vesting administration, and distribution calculations.
• Experience within asset management, investment management, private equity, hedge fund, or similar financial services environments.
• Strong quantitative and financial modeling skills with the ability to analyze fund performance metrics and incentive outcomes.
• Experience partnering with senior business leaders and providing consultative compensation guidance.
• Knowledge of governance, regulatory, tax, and compliance considerations related to incentive compensation in asset management.
• Demonstrated ability to design and maintain effective internal controls and audit-ready documentation.
• Strong project management skills with the ability to independently manage multiple priorities and complex timelines.
• Advanced Excel proficiency and comfort working with large, complex data sets.

Preferred Qualifications

• Direct experience supporting an insurance-affiliated asset manager.
• Experience implementing or enhancing carried interest, co-investment, or deferred compensation programs.
• Experience working with compensation systems, equity administration platforms, or specialized incentive tracking tools.
• Strong understanding of partnership structures, fund economics, and waterfall models.
• CCP, PHR, SHRM-SCP, or other related certification

Benefits

• Your benefits start day one and are flexible and customizable to your and your family’s specific needs. Check out the BENEFITS of a Career at National Life!

Please note that we do not offer visa sponsorship for this position.

What will my role look like?

 As a Talent Acquisition Consultant, you will act as a strategic partner to drive the full life cycle of recruiting across our Sales/Distribution and Marketing functions. You will develop, plan, and evaluate the external and internal recruitment activities to satisfy the organization's talent requirements. You are a relationship builder who will utilize extensive knowledge of your clients, industry benchmarking, best practices and knowledge of internal and external business issues to improve customer service. You will play a critical role in ensuring that we are hiring the talent needed for the future growth of our company.

Talent Consultant Responsibilities

• Proactively support broader recruitment strategy to help ensure delivery of qualified and diverse talent
• Lead and own posting, screening, assessment, interview, offer and disposition process activities for the functional segment, ensuring outstanding candidate experience
• Provide complete, accurate, and inspiring information to candidates about the company and position
• Prepare candidates for interviewing with National Life Group by providing detailed information on the company, business strategy, department background, job descriptions and expectation-setting
• Lead and document post-interview debrief/feedback sessions with interview teams and candidates
• In partnership with Hiring Leader and Head of Compensation, prepare offer letters and support offers of employment to selected candidates within the guidelines of National Life Group compensation and benefits policies
• Work with Hiring Leaders to understand the business, meet hiring volumes and headcount goals, gather key input for candidate slates and provide feedback on candidates, influencing hiring decisions
• Communicate proactively and in a timely manner with candidates, providing details on the selection process and Hiring Leader feedback
• Use market intelligence and industry trends to develop, execute and assess online candidate search campaigns using a variety of internet search engines as a delivery vehicle to identify relevant prospects and produce quality candidates
• Develop an effective pipeline of key talent potentially available for immediate hire as succession planning needs dictate
• Help ensure company follows laws and regulations as it relates to online sourcing, recruiting and hiring practices
• Report on effective recruiting trends and make recommendations based on recruiting data

Minimum Qualifications

• A minimum of 4 years of full lifecycle, corporate recruiting or related experience, with at least 1 year of recruiting for senior level roles; preferably within a financial services organization
• Bachelor’s degree from an accredited college/university or equivalent work experience
• Proficient with Microsoft Office Suite applications including Word, Excel, PowerPoint and Outlook
• Experience with recruitment tools, technologies, and platforms such as UKG/Ultipro, Greenhouse, LinkedIn Recruiter, and/or others preferred
•  Proven experience recruiting for sales, distribution, or revenue-generating roles, including high-volume and/or commission-based positions
• Demonstrated ability to identify and attract passive sales talent through networking, cold outreach, and market mapping
•  Experience supporting recruitment for field-based, agency, or independent producer models preferred
• Familiarity with sales compensation structures (base + commission, incentives, bonuses) and how they influence candidate motivation and fit
• Track record of building and maintaining talent pipelines for hard-to-fill sales roles across multiple geographies
• Experience partnering with business leaders to support rapid scaling or expansion of sales teams
•  Strong consultative skills with the ability to coach hiring leaders on market conditions, candidate expectations, and hiring strategies specific to sales talent
• Behavioral based interviewing skills and national recruitment experience required

• Must be able to manage competing demands while being extremely adaptable and flexible
• Excellent project management, writing and oral communication skills are required
• Strong initiative and solid judgment abilities/skills
• Must have excellent professional presentation and interpersonal skills, and the ability to interact and engage all levels of management/leadership
• Strong business acumen and organizational agility; critical thinker and results oriented
• Must be able to pass a background check

What’s it like to work here?

At National Life, we do work that matters in a culture where people matter. Be part of a growing company, where you drive your career and have an impact every day.  We believe that growth isn’t just about numbers, it's about keeping promises to our customers and each other.  We see ourselves as “do gooders” who contribute to our company, our cause and our communities. 

 What You’ll Find at National Life Group:

• Competitive pay and outstanding health, wellness and insurance benefits
• 401k employer match
• Genuine opportunities for growth and career advancement
• Over $5K in annual tuition reimbursement
• Generous paid time off and holidays
• 40 hours of community service hours annually
• A culture committed to inclusion and diversity
• Onsite fitness centers at both our Vermont and Texas locations
• Paid family leave

How You Show Up

You’re a coach who knows how to guide others.  You’re a good listener and an effective communicator who can execute, lead by example and add business value.

You want to part of a culture and a team where you have a voice, and you respect the voices of others.

 Benefits

• Your benefits start day one and are flexible and customizable to your and your family’s specific needs. Check out the BENEFITS of a Career at National Life!

The Role 

We are looking for a motivated Head of People Operations (m/f/d) to join our People & Organisation team. In this role you'll play a pivotal role in shaping and nurturing the organisational culture, ensuring it aligns with the company's values and business goals. You will develop and oversee strategies for employee engagement, employee development, and People Operations creating a cohesive and positive work environment. 
 
Your focus will be on strengthening the organisation’s People Operations by designing and implementing policies, processes, and initiatives that foster a diverse, equitable, and inclusive workplace. In this role, you will oversee people practices across the full employee lifecycle for the Germany entities and, initially, the UK entities from onboarding and development to engagement and retention ensuring a consistent, compliant, and positive employee experience.  

Reporting to the Director of People & Organisation, you will work closely with leadership to align People Operations practices with the organisation’s strategic priorities, ensuring that HR policies, operational processes, and people programs effectively support business growth, organisational culture, and a high-performing work environment. 

 
To join our team, you should be excited to 

• Develop and implement comprehensive strategies for People development & Operations, retention, and succession planning 

• Develop and implement initiatives that nurture a positive, inclusive, and dynamic workplace culture, aligning with the company's core values to enhance employee engagement and support 

• Lead the development and communication of HR policies and procedures that support the organisation's goals and comply with legal standards 

• Collaborate with leadership to integrate people and culture strategies that align with the company's overall strategic planning and operational execution 

• Manage People Programs team in Germany to enhance transparency, facilitate effective information flow, and build a sense of community among employees 

• Owning day-to-day People Operations and development topics and tools 

• Leverage data analytics to inform HR decisions, optimising talent management processes, enhancing workforce planning, and improving employee experience and outcomes through evidence-based strategies 

Your Profile 

• Bachelor's degree in Human Resources, Organisational Psychology, Business Administration, or a related field 

• Minimum of 5-8 years of experience in People Operations, with at least +3 years in a leadership role with a focus on People topics 

• Demonstrated ability to develop and implement successful People Operations strategies that align with business objectives 

• Strong knowledge of employment legislation, diversity and inclusion practices, and industry standards 

• Exceptional communication and interpersonal skills, with the ability to engage and inspire employees at all levels 

• Experience in change management and the ability to lead an organisation through growth or transformation 

• Strong analytical and problem-solving skills, with the ability to make data-driven decisions 

• Fluency in both English & German 

Benefits and Perks

• Competitive salary and benefits package
• A shaping role in an emerging dual use company
• Opportunity to work with a highly innovative, international, and dynamic team
• Room for professional growth and development
• Participation in the company's success, with access to regular events, knowledge exchange and meetups

ARX Ukraine is looking for a Talent Acquisition Team Lead (m/f/d) to take charge of our recruiting strategy and operations across all business areas. You’ll lead a team of recruiters responsible for hiring top talent in tech, operations, and business functions - from junior specialists to senior leadership roles. 

This is a hands-on leadership position where you’ll set direction, coach your team, and drive hiring excellence across the board. You’ll report directly to the CEO of ARX Ukraine and work closely with department heads to deliver the talent that fuels our growth. 

Key Responsibilities 

• Lead, coach, and scale the TA team - set clear goals, foster accountability, and build a culture of performance and collaboration
• Translate business needs into strategic hiring plans across all departments and levels
• Own the full recruitment cycle for leadership and high-impact roles
• Build smart, scalable processes that keep quality high and time-to-hire low
• Develop and maintain strong pipelines through market mapping, proactive sourcing, and strategic talent outreach
• Elevate our employer brand to attract the best talent in Ukraine’s competitive market
• Use hiring data to identify challenges, optimize funnels, and continuously improve how we hire
• Champion an inclusive hiring culture and make sure every candidate experience reflects our values
• Partner with HR and leadership to forecast talent needs and anticipate future skills
• Collaborate with our Talent Acquisition team at HQ to share best practices and raise the bar on hiring quality
• Ensure recruiting practices remain compliant, efficient, and aligned with ARX standards. 

Your profile  

• 5+ years in Talent Acquisition, including 2+ years leading or mentoring a team
• Experience recruiting across both technical and non-technical roles at fast growing tech scaleups
•  You’ve managed high‑volume hiring and know how to scale recruitment efficiently without ever lowering the quality bar
• Strong sourcing background and deep understanding of the Ukrainian talent market
• Proven ability to design and scale recruiting processes
• Data-first mindset: you use metrics to guide decisions and influence stakeholders
• Confident communicator with excellent stakeholder management skills
• Obsessed with great candidate experience and recruitment innovation
• Prior experience from mil tech or robotics companies would be a plus
• You thrive in fast-growing, high-velocity environments, where priorities evolve quickly
• Fluent in English and Ukrainian. 

Benefits and Perks

• Competitive salary and benefits package
• A shaping role in an emerging dual use company
• Opportunity to work with a highly innovative, international, and dynamic team
• Room for professional growth and development
• Participation in the company's success, with access to regular events, knowledge exchange and meetups

The Role 

We are looking for a motivated Head of People Programs (m/f/d) to join our People & Organisation team. In this role you'll play a pivotal role in shaping and nurturing the organisational culture, ensuring it aligns with the company's values and business goals. You will develop and oversee strategies for employee engagement, employee development, and People Operations creating a cohesive and positive work environment. 
 
Your focus will be on strengthening the organisation’s People Operations by designing and implementing policies, processes, and initiatives that foster a diverse, equitable, and inclusive workplace. In this role, you will oversee people practices across the full employee lifecycle for the Germany entities and, initially, the UK entities from onboarding and development to engagement and retention ensuring a consistent, compliant, and positive employee experience.  

Reporting to the Director of People & Organisation, you will work closely with leadership to align People Operations practices with the organisation’s strategic priorities, ensuring that HR policies, operational processes, and people programs effectively support business growth, organisational culture, and a high-performing work environment. 

 
To join our team, you should be excited to 

• Develop and implement comprehensive strategies for People development & Operations, retention, and succession planning 

• Develop and implement initiatives that nurture a positive, inclusive, and dynamic workplace culture, aligning with the company's core values to enhance employee engagement and support 

• Lead the development and communication of HR policies and procedures that support the organisation's goals and comply with legal standards 

• Collaborate with leadership to integrate people and culture strategies that align with the company's overall strategic planning and operational execution 

• Manage People Programs team in Germany to enhance transparency, facilitate effective information flow, and build a sense of community among employees 

• Owning day-to-day People Operations and development topics and tools 

• Leverage data analytics to inform HR decisions, optimising talent management processes, enhancing workforce planning, and improving employee experience and outcomes through evidence-based strategies 

Your Profile 

• Bachelor's degree in Human Resources, Organisational Psychology, Business Administration, or a related field 

• Minimum of 5-8 years of experience in People Operations, with at least +3 years in a leadership role with a focus on People topics 

• Demonstrated ability to develop and implement successful People Operations strategies that align with business objectives 

• Strong knowledge of employment legislation, diversity and inclusion practices, and industry standards 

• Exceptional communication and interpersonal skills, with the ability to engage and inspire employees at all levels 

• Experience in change management and the ability to lead an organisation through growth or transformation 

• Strong analytical and problem-solving skills, with the ability to make data-driven decisions 

• Fluency in both English & German 

Benefits and Perks

• Competitive salary and benefits package
• A shaping role in an emerging dual use company
• Opportunity to work with a highly innovative, international, and dynamic team
• Room for professional growth and development
• Participation in the company's success, with access to regular events, knowledge exchange and meetups

About the Job

We are looking for a Senior Talent Acquisition Manager (Tech) (m/f/d) to join our team. In this role you'll lead and optimise our recruitment efforts, ensuring the acquisition of top-tier tech talent to drive our company’s growth and success. 

In your day-to-day work, you will design and implement strategic hiring initiatives, build robust talent pipelines, and collaborate with leadership across our software and hardware engineering teams to align recruitment strategies with business goals. You will oversee the entire hiring lifecycle, ensuring a seamless candidate experience while promoting diversity, equity, and inclusion in all hiring practices. 

To join our team, you should be excited to:

• Partner closely with tech leadership to turn business goals into clear, actionable hiring priorities across software and hardware engineering roles.
• Build hiring strategies that scale with our growth and anticipate the emerging skill sets we’ll need next.
• Don’t wait for talent to come to you – go out there and build strong pipelines through proactive sourcing to find and engage exceptional engineers for hard‑to‑fill roles.
• Lead the end‑to‑end hiring journey, running every step from outreach to offer with care and impact.
• Stay laser‑focused, always raising the bar on the quality of talent.
• Champion an outstanding candidate experience from first touch to final offer.
• Amplify our employer brand in the deep tech space and craft a narrative that resonates with top technical talent.
• Use data to guide hiring decisions, challenge assumptions, track funnel health, and continuously improve how we hire. 
• Keep our hiring agile, inclusive, and compliant, while always raising the bar on quality. 

Your Profile

• Proven experience in talent acquisition (5+ years)
• Experience recruiting both software and hardware engineers
• Prior exposure to tech recruitment at a Deep tech scaleup would be a big plus. 
• Expert at sourcing, market mapping and building talent pipelines for hard-to-fill roles
• Data-first mindset: you use metrics to guide decisions and influence stakeholders
• Obsessed with great candidate experience and recruitment innovation
• Excellent communication & stakeholder management skills
• Comfortable with ATS and modern recruiting tools
• Fluent in English; German is a plus
• You thrive in fast-growing, high-velocity environments 

Please note that this position is based in either Berlin or Munich. 

Benefits and Perks

• Competitive salary and benefits package
  
• A shaping role in an emerging dual use company
  
• Opportunity to work with a highly innovative, international, and dynamic team
  
• Room for professional growth and development
  
• Participation in the company's success, with access to regular events, knowledge exchange and meetups
  
  

We’re looking for a Senior Recruiter (m/f/d) to drive our hiring efforts across all functions at ARX Ukraine. This is a high-impact role focused on senior leadership and tech hires - the ones that shape our company’s success. You’ll partner directly with the leadership across departments, design smart hiring strategies, and deliver top-tier talent that matches our growth ambitions. 

As part of a lean and dynamic TA function, you’ll own the full recruitment lifecycle from strategy to offer, ensuring every candidate experience reflects our culture and values. This is a hands-on role with influence - where precision, speed, and quality matter equally. 

What you'll do:

• Partner with the department heads and Ukraine CEO to turn business priorities into clear recruitment plans
• Don’t wait for talent to come to you - go out there and build strong pipelines through proactive sourcing to find and engage exceptional talent
• Amplify our employer brand in the Mil tech space and craft a narrative that resonates with top talent on the Ukrainian market
• Lead the end‑to‑end hiring journey for senior, strategic, and hard-to-fill roles
• Use data to guide hiring decisions, challenge assumptions, track funnel health, and continuously improve how we hire
• Champion an outstanding candidate experience from the first touch to final offer
• Collaborate with our Talent Acquisition team at HQ to share best practices and raise the bar on hiring quality

Your profile  

• Proven track record in talent acquisition (5+ years), including experience hiring for senior and niche roles across multiple functions
• Strong sourcing background and deep understanding of the Ukrainian talent market
• Data-first mindset: you use metrics to guide decisions and influence stakeholders
• Obsessed with great candidate experience and recruitment innovation
• Strong stakeholder management and communication skills - comfortable influencing at senior leadership level
• Hands-on experience with ATS systems and modern sourcing tools
• You thrive in fast-growing, high-velocity environments, where priorities evolve quickly
• Fluent in English and Ukrainian. 

Join us if you want to make a real impact on how we grow - helping shape the team that’s building the future of ARX Ukraine. 

About the Job

We are looking for a Senior Talent Acquisition Manager (Business & Operations) (m/f/d) to join our team. In this role you'll lead and optimise our recruitment efforts, ensuring the acquisition of top-tier talent to drive our company’s growth and success. 

In your day-to-day work, you will design and implement strategic hiring initiatives, build robust talent pipelines, and collaborate with leadership across our non tech teams to align recruitment strategies with business goals. You will oversee the entire hiring lifecycle, ensuring a seamless candidate experience while promoting diversity, equity, and inclusion in all hiring practices. 

To join our team, you should be excited to:

• Partner closely with leadership to turn business goals into clear, actionable hiring priorities. 
• Build hiring strategies that scale with our growth and anticipate the emerging skill sets we’ll need next.
• Don’t wait for talent to come to you – go out there and build strong pipelines through proactive sourcing to find and engage exceptional engineers for hard‑to‑fill roles.
• Lead the end‑to‑end hiring journey, running every step from outreach to offer with care and impact.
• Stay laser‑focused, always raising the bar on the quality of talent.
• Champion an outstanding candidate experience from first touch to final offer.
• Amplify our employer brand in the deep tech space and craft a narrative that resonates with top talent.
• Use data to guide hiring decisions, challenge assumptions, track funnel health, and continuously improve how we hire. 
• Keep our hiring agile, inclusive, and compliant, while always raising the bar on quality. 

Your Profile

• Proven experience in talent acquisition (5+ years)
• Prior exposure in a Deep tech scaleup would be a big plus. 
• Expert at sourcing, market mapping and building talent pipelines for hard-to-fill roles
• Data-first mindset: you use metrics to guide decisions and influence stakeholders
• Obsessed with great candidate experience and recruitment innovation
• Excellent communication & stakeholder management skills
• Comfortable with ATS and modern recruiting tools
• Fluent in English; German is a plus
• You thrive in fast-growing, high-velocity environments 

Please note that this position is based in either Berlin or Munich. 

Benefits and Perks

• Competitive salary and benefits package
  
• A shaping role in an emerging dual use company
  
• Opportunity to work with a highly innovative, international, and dynamic team
  
• Room for professional growth and development
  
• Participation in the company's success, with access to regular events, knowledge exchange and meetups
  
  

• Collaborate directly with hiring managers to understand role requirements and build strong hiring strategies.
• Source and engage passive talent using platforms like LinkedIn Recruiter, referrals, and other creative channels.
• Coordinate and manage interviews, gather feedback, and support the offer process.
• Deliver a consistently high-quality candidate experience.
• Communicate regularly with both internal teams and client stakeholders, keeping everyone aligned and informed.
• Lead full-cycle recruiting for GTM roles, including Enterprise Sales, Customer Success, and Consulting.

• Experience recruiting for roles such as Enterprise AEs, CSMs, and Professional Services/Implementation.
•  3+ years of full-cycle recruiting experience, ideally supporting GTM functions within SaaS or tech.
• Strong sourcing and candidate engagement skills.
• Ability to manage multiple requisitions independently and efficiently.
• Excellent interpersonal and organizational skills.
• A team-first attitude and a collaborative working style.

• Familiarity with Greenhouse or other applicant tracking systems (ATS) and recruiting tools such as LinkedIn Recruiter, Gem, Findem, or HireEZ.
• Prior experience in a contract or embedded recruiter role.
• Understanding of SaaS go-to-market structures and team dynamics.

• Competitive hourly rate.
• Support a growing SaaS company through a focused hiring burst.
• Be part of a very collaborative, team-oriented, mission driven culture!
• Opportunity to make an immediate and visible impact.
• Contract role with opportunity for extension or conversion

Brief summary of role:

The Senior People Business Partner (Sr. HRBP) serves as a trusted advisor and strategic partner to business leaders across the organization. This role drives people strategies that align with business objectives, championing a high-performance culture while supporting employees through all stages of the employment lifecycle. As a key member of the People Team, this role blends strategic thinking and a hands-on approach, translating organizational goals into actionable HR solutions.

What you will be doing:

Strategic HR Partnership

• Serve as a trusted advisor to leaders, aligning people strategies with business objectives and embedding workforce considerations into planning cycles
• Partner on organizational design, team effectiveness, and change management
• Analyze HR data to surface trends and drive actionable insights that inform HR strategy
• Mentor junior team members and represent HR in cross-functional initiatives

Talent Management & Development

• Lead performance and talent processes (goal-setting, reviews, calibrations, succession, high-potential identification)
• Coach managers on feedback, development, and performance management, including PIPs
• Partner on learning and development programs aligned to business needs

Employee Relations & Compliance

• Manage complex employee relations matters, including investigations, conflict resolution, and separation ensuring compliance with employment laws, policies, and best practices
• Maintain thorough documentation, identify trends, and recommend risk mitigation strategies
• Serve as a resource for employee concerns and oversee key external HR partnerships
• Own and update the Employee Handbook

Compensation & Workforce Planning

• Advise on compensation decisions across offers, promotions, and equity, partnering with Finance on equity program administration
• Support annual compensation planning to ensure equitable, data-driven outcomes
• Educate employees and managers on total rewards programs
• Partner with recruiting on job leveling, candidate assessment, and workforce planning to address talent gaps

HR Programs & Operations

• Drive scalable HRBP practices and continuous improvement of HR processes and tools
• Lead or support key initiatives (engagement surveys, culture programs, policy development)
• Partner cross-functionally to ensure seamless employee experiences and data integrity

What we are looking for:

• 5–8+ years of progressive HR experience, with at least 3 years in an HR Business Partner role
• Experience with performance management, talent reviews, and compensation processes
• Demonstrated experience managing complex employee relations issues independently and with sound judgment
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred
• Startup or high growth company experience strongly preferred
• Strong business acumen and the ability to connect HR strategies to business outcomes
• Strong written and verbal communication, active listening, and the ability to build relationships, challenge, coach, and influence leaders at all levels — including delivering hard messages with empathy and clarity
• Working knowledge of federal and state employment law (multi-state experience a plus in a domestic U.S. context)
• Proven ability to navigate complex, sensitive ER matters with discretion, conduct thorough investigations, document defensibly, and balance employee advocacy with organizational risk
• Experience with performance management, talent reviews, and compensation processes
• Compensation administration experience including pay structures, leveling, equity, pay equity principles, and market benchmarking sufficient to advise on offers, promotions, and annual planning
• Ability to manage multiple priorities and operate effectively in a fast-paced environment
• Proficiency with HRIS systems and HR reporting/analytics

Base Salary: $125,000-175,000

The “Base Salary: range represents the low and high end of the anticipated salary range for this position across all US locations including but not limited to CA, CO, NY, WA, NV, MD, CT and RI. The determination of this anticipated Base Salary involves the consideration of many factors in making compensation decisions including but not limited to: location of candidate, unique skill sets, experience, training, performance, licensure and certifications, as well as other business and organizational needs. Our anticipated Base Salary determination is just one component of OpenSpace’s competitive total rewards strategy that also includes equity awards, 401k match, as well as other region-specific health and wellness benefits.

If this role isn't what you're looking for, please consider other open positions.

#LI-Remote

The Role 

The K2 Space team is growing rapidly and we’re looking for a Recruiter who is committed to helping us build with stellar talent. You’ll partner directly with hiring managers to source, attract, identify, and close candidates across our Production and Operations teams. This role will focus on achieving high-volume hiring goals whilst maintaining high quality standards, ensuring that we attract and hire top talent who can thrive in a fast-paced manufacturing environment. While you’ll have the support and mentorship of experienced talent leaders, you’ll be expected to operate with a high degree of ownership and autonomy to help support our mission. This role requires in person presence at our headquarters in Torrance, CA.  
 
Responsibilities 

• Partner closely with hiring managers to develop hiring strategies to help fill their needed growth targets with exceptional talent 
• Proactively source and attract top talent by developing relationships with community outreach programs, trade schools, hiring events, and talent environments 
• Screen candidates and help increase awareness of K2 Space’s mission and talent brand 
• Design and refine interview processes to increase confidence in candidate selection and reduce bias   
• Collaborate with the executive team to develop compelling closing strategies and resources  

Qualifications 

• Bachelor’s degree  
• 2+ years of professional experience as a full-cycle recruiter   
• Excellent organizational and project management skills to manage large candidate pipelines effectively 
• Experience supporting multiple high-priority hiring needs concurrently 
• Ability to communicate dynamically and build strong relationships with candidates and hiring partners 

Nice to Have 

• Strong experience in an organization with high-level regulations and compliance, such as ITAR and OFCCP  
• Space or aerospace industry experience
• Prior experience with high-volume hiring for a non-exempt workforce
• Prior success in a high-velocity and dynamic company 
• Experience developing new or unique recruiting strategies  
• Experience interfacing with, coaching, and giving feedback to senior leaders 
• Highly self-motivated with a sense of urgency and poised under pressure 

Compensation and Benefits: 

• Base salary range for this role is $100,000 - $130,000 + equity in the company 
• Salary will be based on several factors, including, but not limited to: knowledge and skills, education, and experience level 
• Comprehensive benefits package including paid time off, medical/dental/vision coverage, life insurance, paid parental leave, and many other perks