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(on-site 4+ days/week strongly preferred; exceptional candidates elsewhere considered, with regular travel) Reports to: President, Caliber About Leo Facilities Maintenance Leo Facilities Maintenance is a premier national facilities maintenance platform within the Orion Group, delivering interior and exterior services across HVAC, plumbing, electrical, handyman, locks Leo’s CEO, Cecil Moore, came up through the Caliber CEO seat before being promoted to lead the platform. As Caliber continues to scale, the President is hiring a Vice President of Operations to serve as their right hand and the operating engine of the business. About the Role We are seeking a driven, results-oriented Vice President of Operations to be the right-hand operator to the President of Caliber and to lead day-to-day execution of a ~$130M facilities maintenance business. You will own service delivery, operational metrics, margin, and customer outcomes across Caliber’s geographies and service lines — delivered through a dispersed network of service providers and field teams. You will translate strategy into action, install operating rigor where it is missing, and unlock the next leg of profitable growth. This is a highly visible leadership role that demands strategic vision, decisive hands-on execution, KPI discipline, and the grit to lead through episodic peak-season demand. What You’ll Do • Serve as the President’s right hand — own the operating cadence, translate strategy into weekly execution, and step in on behalf of the President with customers, FM partners, and the Leo platform team as needed. • Own operational P standardize dispatch, scheduling, work-order management, and quality assurance across a dispersed, subcontracted workforce. • Install and run a disciplined, KPI-rich operating rhythm — daily huddles, weekly ops reviews, monthly business reviews — covering on-time service, work-order management, quality, safety, gross-margin bridges, and daily-management (“DMB”) stats. • Stand up new margin-compression analytics and partner with estimation / pricing to protect and expand margin. • Tighten service-to-cash in partnership with Finance — drive a step-change reduction in days-to-invoice and cleaner work-order-to-invoice flow. • Own safety as a non-negotiable: ensure compliant field practices, drive measurable improvement, and target zero serious-injury events. • Protect and deepen relationships with major FM partners, while supporting Caliber’s diversification into direct customer relationships. • Operationalize new service-line adjacencies (lot sweeping, stormwater remediation, roofing, light construction) as Caliber expands its offering. • Lead the operations organization — ~4 account directors, regional program operators (RPOs), field teams, and account management, plus estimation / pricing support — hire, onboard, coach, and succession-plan. • Lead the business through peak snow season: align capacity, service providers, and field execution to an episodic, weather-driven demand curve. • Support integration of tuck-in acquisitions — operating-system rollouts, standardization, and rebadging where applicable. • Drive continuous improvement using Leo and Orion’s frameworks (Lean / A3), and embed an ownership mentality across the organization. • Own technology adoption across operations — work-order management, dispatch, mobile, and reporting — and ensure clean, audit-ready data. What Success Looks Like In this role, you will build a disciplined, scalable operating engine inside a ~$130M field-service business — one that grows revenue, expands margin, converts cash faster, and earns the trust of customers, FM partners, and the Leo platform team. Measured by • Financial performance: Gross-margin attainment vs. plan; cost of revenue / cost of service to target; margin-compression analytics live and informing pricing; EBITDA contribution to plan. • Service-to-cash: Step-change reduction in days-to-invoice (target ~10 days of improvement); cleaner work-order-to-invoice flow; DSO improvement. • Operational performance: On-time service, work-order management SLAs, quality scores, and dispatch / scheduling productivity across a dispersed workforce. • Customer outcomes: No-red / no-risk service scores with JLL and other FM partners; retention and expansion of named accounts; progress diversifying toward direct relationships. • Safety: Year-over-year improvement; zero serious-injury events; safety-program adoption across the network. • Talent improved retention; a named successor for every key role; successful acquisition integrations. • Season execution: A peak snow season delivered admirably — service, safety, and margin held through episodic demand. If this person is exactly who we hope for, the President of Caliber gains real leverage — able to focus on customers, growth, and Leo platform strategy because operations runs with predictable, repeatable rigor. What You Bring Required • 12–15+ years of progressive operations leadership in commercial / industrial field services — facilities maintenance, exterior services, landscaping / snow, building services, or a closely related multi-site, dispersed-workforce business (10 years is the absolute floor). • Formerly has had~$50M+ of operating responsibility; multi-state operations experience. • Deep, hands-on understanding of a service-provider / vendor-managed (subcontracted, co-delivery) operating model; self-perform and / or route-based experience is a strong plus. • Direct ownership of operational P comfort operating within a platform rhythm without losing the OpCo voice. • Continuous improvement / Lean background (Six Sigma / black belt, Toyota A3, Kaizen, or equivalent) — certification not required, but real fluency expected. • Integration experience — leading operating-system rollouts, standardization, or rebadging in tuck-in acquisitions. • Proficiency with field-service technology and dashboarding tools (e.g., work-order / dispatch platforms, Power BI or similar). • Bachelor’s degree in Engineering, Operations, Business, or a related field; MBA or equivalent operating credentials a plus. Compensation Caliber and Leo Facilities Maintenance determine compensation based on the seniority and scope of the role and the cost of labor. Final compensation will be determined based on a number of factors including job-related knowledge, skills, and experience. Orion Companies are equal-opportunity employers. We hire for talent, ownership, and character — and we win the right way.", "summaryDescription" : "Vice President of Operations at Orion Group. Skills: Operations leadership, Service delivery, Continuous improvement. Serve as President’s right hand. 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As part of the digital infrastructure platform of Ares Management Corporation (NYSE:ARES), a leading global alternative investment manager, Ada Infrastructure is positioned to be a leader in the industry in reliable, safe, secure, and sustainable digital infrastructure. With eight in-flight campuses across Japan, the UK, and Brazil, we have over 850 MW of power currently available and more than 1,500 MW in our global pipeline. To learn more about Ada Infrastructure, visit www.adainfrastructure.com or to learn more about Ares Management visit www.aresmgmt.com.**_ **Job Description** The Development Manager is a leadership position which will play a critical role in ensuring the efficient and ongoing expansion of Ada’s Infrastructure footprint across EMEA. Reporting to the Head of EMEA, this position will require the successful candidate to collaborate closely with the Energy Manager and the Site selection manager to bring news sites to a point where Data Centre construction may commence. The Development Manager will take ownership of a newly purchased site from the Site selection manager and initiate all developments tasks as required i.e. potential rezoning requests, power and permitting applications if required, agree site maintenance and landlord responsibilities and ensure same are in place. The successful candidate will work with the design and delivery teams to design the proposed building, select long lead equipment, get contracts in place with general contractors and own the overall schedule for the development up to construction start at which point they will hand over to the Delivery team. **Key responsibilities** : * Ownership of site from purchase until construction start. * Owner and develop for the overall site schedule thru’ the development phase i.e. green field (or brownfield) site thru’ construction start. * Work with the Energy Manager to ensure a power application has been completed and that power deliver is happening in a timely manner. * Be the ADA point of contact from site selection thru’ to construction start for all statutory bodies and general enquiries on a site. **Qualifications:** * Bachelor's degree in an engineering discipline with experience in business or finance. * Proven experience in a site development and project execution role with 5+ years experience in the role or similar * A technical understanding of data centres and the key technical components that are required to bring green or brownfield sites to delivery stage * Excellent communication (written and spoken) and interpersonal skills. **Reporting Relationships** Head of Ada Infrastructure, EMEA _There is no set deadline to apply for this job opportunity. 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Since the beginning, in a 300-square-foot shack, Rook has focused on offering specialty coffees that inspire genuine, human connections. Rook Coffee is currently seeking energetic and hard-working individuals to continue to make those connections. If you’re nice, likable, approachable, a team player, proactive, patient, sociable, positive, reliable, and honest, we’d love to hear from you. ## Key Responsibilities Hiring & Recruiting Manage the full-cycle recruiting process using Lever as our ATS and Indeed Sponsored Jobs for sourcing. Own job postings, candidate pipeline, and the interview process from first screen through offer. Develop and maintain job descriptions for new and evolving roles across the organization. Onboarding & Offboarding Own the full onboarding experience including initial setup, I-9 management, handbook distribution, and new hire orientation. Ensure every employee enters Rook with a clear understanding of who we are and what we expect. Manage the offboarding process including exit interviews. Use that feedback to identify trends and surface insights that inform retention and culture strategy. Employee Relations Serve as a trusted, accessible resource for employees at every level. Own day-to-day employee concerns, facilitate conflict resolution, and ensure that people feel heard and supported. Build the kind of environment where issues get addressed before they escalate. HRIS, Payroll & Benefits Administer biweekly payroll, 401(k) administration, and health insurance management including lookback periods. Own HRIS reporting and ensure data integrity across the system. Manage the full benefits function including open enrollment, vendor relationships, and ongoing benefits communication. Ensure employees across all locations understand and can access what is available to them. Performance Management & Compensation Lead the performance review process and coach managers on delivering effective feedback. Manage compensation benchmarking and adjustments. Handle progressive discipline, performance improvement plans, and internal investigations. Training & Development Build and oversee ongoing training and development programs for both corporate and hourly team members. Identify skill gaps across the organization and develop targeted solutions. Culture, Engagement & Employer Branding Own culture-building initiatives including milestone recognition (birthdays, work anniversaries), company-wide events, and Start/Stop/Continue feedback programming. Be a visible and trusted presence across all locations and the production facility, actively reinforcing company values in everything you do. Partner with the marketing team on internal communications to ensure employees across all locations feel informed and connected. Own how Rook shows up as an employer. Shape the narrative that attracts the right people and reflects our culture authentically in the market. Compliance, Safety & Workers’ Compensation Ensure Rook remains compliant with all applicable federal and New Jersey labor laws. Maintain required workplace notices and postings across all locations. Manage leaves of absence in accordance with state and federal requirements. Partner with legal counsel on employment matters, investigations, terminations, and any situation with potential legal exposure. Maintain OSHA recordkeeping and safety programs across all locations and the production facility. Own incident reporting and oversee workers’ compensation claims from initial filing through resolution. Own the response process for unemployment filings, ensuring timely and accurate submissions. Handbook & Work/Life Programming Own the employee handbook as a living document. Keep it current as the organization evolves, ensuring it reflects our policies, culture, and legal obligations at all times. Develop and facilitate work-life programming, including wellness events and external life-skills resources that support our team's well-being. ## Job Qualifications 5 or more years of progressive HR experience, with at least 2 years in a senior or leadership-level HR role. A background in psychology, organizational behavior, or a related field is preferred. Genuine curiosity about human behavior, not just HR process. We are actively building a culture where behavioral intelligence is part of how we lead. Working knowledge of New Jersey employment law, I-9 compliance, and federal labor regulations. Experience with HRIS platforms, payroll systems, and ATS tools (Lever experience a plus). Strong interpersonal skills and the ability to build trust with both hourly and salaried employees. High level of discretion and sound judgment in sensitive situations. Comfortable operating in a fast-paced, multi-site, operationally driven environment. PHR or SHRM-CP certification preferred but not required. ## Benefits Health insurance 401 (k) Paid vacation and sick time Discounts on coffee and merchandise ## Additional Information Rook Coffee Roasters provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Rook Coffee Roasters complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Rook Coffee Roasters expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. 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Sales Engineering partnership; Customer Success partnership; Revenue Operations partnership; Product Marketing partnership; Product partnership; Leadership partnership; Channel teams collaboration; Alliance teams collaboration", "domainKnowledge" : "Social engineering defense; AI-native platform; Agentic AI; Phishing defense; Impersonation defense; Fraud defense; AI-powered threats; Digital Risk Protection; Human Risk Management; Threat intelligence graph; Security awareness; Cybersecurity; Enterprise security buyers", "domainList" : [ "social-engineering-defense", "ai-native-platform", "agentic-ai", "phishing-defense", "impersonation-defense", "fraud-defense", "ai-powered-threats", "digital-risk-protection", "human-risk-management", "threat-intelligence-graph", "security-awareness", "cybersecurity", "enterprise-security-buyers" ], "domainSpecificKnowledge" : [ "Social engineering defense", "AI-native platform", "Agentic AI", "Phishing defense", "Impersonation defense", "Fraud defense", "AI-powered threats", "Digital Risk Protection", "Human Risk Management", "Threat intelligence graph", "Security awareness", "Cybersecurity", "Enterprise security buyers" ], "communicationSkills" : "Executive communication; Customer communication; Market communication", "outcomesObjectives" : "Exceed EMEA revenue targets; Build predictable regional businesses; Achieve healthy pipeline coverage", "qualificationsBasic" : "10+ years sales experience, Leadership responsibility, Experience building/leading EMEA sales teams, Exceeding revenue targets, Building predictable regional businesses, Hiring/developing/retaining sales leaders/executives, Enterprise sales cycles, Pipeline management, Forecasting, Operational rigor, Strategic leader, Hands-on builder, Executive communication, Cross-functional collaboration", "qualificationsPreferred" : "Building EMEA business from early-stage, Cybersecurity market experience, Threat intelligence market experience, Fraud prevention market experience, Channel go-to-market motions, Alliance go-to-market motions, Partner-influenced go-to-market motions, Venture-backed environment experience, EMEA security ecosystem network", "remoteFriendly" : true, "workSiteFlexibility" : "Remote", "rawDescription" : "About Doppel Doppel is building the future of social engineering defense. Our AI-native platform uses agentic AI to protect executives, employees, customers, and brands from phishing, impersonation, fraud, and other AI-powered threats across digital channels. We help some of the world’s most recognized brands detect and dismantle attacker infrastructure while strengthening employee resilience through threat-informed training and simulation. By unifying Digital Risk Protection and Human Risk Management, Doppel connects threats into a real-time intelligence graph to power faster disruption, smarter defense, and modern security awareness at scale. Backed by leading investors including Andreessen Horowitz and Bessemer Venture Partners, and trusted by leading enterprises, Doppel is a rapidly growing Series C startup building the future of social engineering defense. Our team combines deep cybersecurity expertise, operational rigor, and startup velocity to solve some of the internet’s most urgent trust and safety challenges. The Role Doppel is seeking an experienced, high-impact Vice President of Sales, EMEA to lead and scale our go-to-market motion across the region. This is a rare opportunity for a proven builder to shape the next chapter of Doppel’s international growth. You will own EMEA revenue, lead regional strategy, and help build a repeatable, high-performance business across one of our most important growth markets. We are looking for a leader who knows how to turn market opportunity into execution: someone who can attract great talent, coach strong teams, build trust with customers, and create the operating discipline needed to scale. The right candidate brings ambition, sound judgment, and the ability to lead from the front in a fast-moving environment. What You’ll Do Regional Leadership & Team Building Lead, coach, and develop the EMEA sales organization across Enterprise, Mid-Enterprise and Commercial business segments Recruit, hire, and retain top-performing sales talent as the region scales Build a high-performance culture grounded in accountability, urgency, collaboration, and continuous improvement Establish clear operating rhythms, performance expectations, and career development for the team Revenue Ownership & Forecasting Own and exceed EMEA revenue targets Drive rigorous pipeline inspection, forecast accuracy, and operational discipline across the region Build regional plans that create predictable growth and healthy pipeline coverage Use data to identify risks early and drive timely course correction Go-to-Market Strategy & Execution Define and execute the EMEA go-to-market strategy in alignment with company objectives Identify priority countries, verticals, and account segments to maximize regional growth Refine territory design, account coverage, and sales plays based on market conditions and performance data Help shape regional messaging and sales motions that resonate with enterprise security buyers Cross-Functional Partnership Partner closely with Marketing, Sales Engineering, Customer Success, Revenue Operations, Product Marketing, Product, and Leadership to support regional success Represent the voice of the EMEA customer and market internally Collaborate with channel and alliance teams to expand market reach and influence deal strategy where relevant Support executive relationships with key customers, prospects, and partners Market Development Help establish Doppel’s brand and presence across EMEA Bring strong understanding of regional market dynamics, buying behavior, and competitive landscape Build repeatable regional playbooks that can scale as the business grows internationally What We’re Looking For 10+ years of sales experience with significant leadership responsibility in high-growth (“0-1”) B2B SaaS or cybersecurity environments Proven success building, leading and scaling sales teams across EMEA Strong track record of exceeding revenue targets and building predictable regional businesses Experience hiring, developing, and retaining top-performing sales leaders and account executives - must be a talent magnet Strong command of enterprise sales cycles, pipeline management, forecasting, and operational rigor Ability to operate as both a strategic leader and hands-on builder Excellent executive communication, coaching, and cross-functional collaboration skills Strong understanding of how to sell to enterprise security buyers is strongly preferred Preferred Qualifications Experience building an EMEA business from early-stage traction to meaningful scale Cybersecurity, threat intelligence, fraud prevention, or adjacent market experience Familiarity with channel, alliance, and partner-influenced go-to-market motions Experience working in venture-backed, fast-scaling environments Strong network and credibility within the EMEA security ecosystem Why Doppel Opportunity to help build a category-defining cybersecurity company at an inflection point in growth A chance to own and shape EMEA for a company solving one of the most urgent problems in security High-impact leadership role with meaningful executive visibility and influence The opportunity to build, scale, and leave a clear mark on Doppel’s international business Collaborative, ambitious, and fast-moving culture Competitive compensation, equity, and benefits", "summaryDescription" : "Vice President of Sales, EMEA at Doppel. Skills: Sales leadership, Revenue targets, Go-to-market strategy. Lead EMEA sales organization. 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Cross-functional stakeholders; Global, cross-functional teams; External scientific stakeholders", "projectManagementSkills" : [ "Clinical development plans", "Timelines", "Risk mitigation strategies" ], "domainKnowledge" : "Rare kidney disease; Nephrology; Metabolic disease; Genetic disease; Drug development; Regulatory pathways; Pre-IND submissions; NDALA submissions", "domainList" : [ "rare-kidney-disease", "nephrology", "metabolic-disease", "genetic-disease", "drug-development", "regulatory-pathways", "pre-ind-submissions", "ndala-submissions" ], "domainSpecificKnowledge" : [ "Rare kidney disease", "Nephrology", "Metabolic disease", "Genetic disease", "Drug development", "Regulatory pathways", "Pre-IND submissions", "NDALA submissions" ], "communicationSkills" : "Clear communication; Scientific discussions; Medical communications; Presentation skills; Interpersonal skills; Executive presentations", "documentationSkills" : "Clinical documentation; Regulatory filings", "continuousLearning" : "Professional development; Leadership growth opportunities", "problemSolvingSkills" : "Data-driven decision making", "specialRequirements" : "Willingness to travel internationally and domestically up to approximately 25–30%", "qualificationsBasic" : "Medical degree (MD or MD/PhD required), 12+ years clinical research experience, 8+ years leadership experience, Expertise in clinical development strategy, Deep understanding of rare disease drug development, Proven ability to design, interpret, and communicate complex clinical and scientific data, Leadership and influencing skills, Experience collaborating with regulatory agencies, investigators, and key opinion leaders, Ability to manage complexity, prioritize effectively, and adapt", "qualificationsPreferred" : "Nephrology training strongly preferred, NDALA experience preferred", "remoteFriendly" : true, "workSiteFlexibility" : "Remote", "rawDescription" : "## Accountabilities Serve as Global Development Physician Lead for assigned rare kidney disease programs, overseeing clinical, scientific, and strategic direction across Phases 1–4. Lead the development of clinical trial protocols, study designs, and integrated clinical development strategies aligned with regulatory pathways from pre-IND through NDA/BLA submissions. Represent clinical development programs to executive leadership, governance bodies, and cross-functional program teams, ensuring clear communication of goals, risks, and strategic decisions. Partner with cross-functional stakeholders (Biometrics, Regulatory, Medical Affairs, and Safety) to develop and execute clinical development plans, timelines, and risk mitigation strategies. Oversee interpretation and integration of clinical data, including efficacy, safety, and benefit-risk assessments, to support regulatory filings and program decisions. Engage with regulatory authorities and key opinion leaders to support clinical strategy, study design alignment, and scientific discussions across development stages. Provide clinical and scientific input into publications, presentations, and medical communications in collaboration with Medical Affairs. Lead and mentor clinical development teams and consultants, fostering a high-performance, collaborative, and scientifically rigorous environment. Contribute to alliance and external partner engagement, ensuring alignment on clinical strategy and execution priorities. Support governance processes by presenting program updates, risks, and strategic recommendations to senior leadership forums. Requirements: Medical degree (MD or MD/PhD required); nephrology training strongly preferred. 12+ years of clinical research experience within pharmaceutical or biotech environments, including design and execution of clinical trials across multiple phases. 8+ years of leadership experience managing cross-functional clinical development teams in a matrixed organization. Strong expertise in clinical development strategy, including late-stage programs and regulatory submissions (NDA/BLA experience preferred). Deep understanding of rare disease drug development, ideally within nephrology or metabolic/genetic disease areas. Proven ability to design, interpret, and communicate complex clinical and scientific data. Strong leadership and influencing skills with experience driving alignment across global, cross-functional teams. Excellent communication, presentation, and interpersonal skills, with the ability to engage both internal executives and external scientific stakeholders. Experience collaborating with regulatory agencies, investigators, and key opinion leaders. Ability to manage complexity, prioritize effectively, and adapt in a fast-changing development environment. Willingness to travel internationally and domestically up to approximately 25–30%. Benefits: Competitive executive compensation package including base salary, annual incentive bonus, and long-term equity awards. Comprehensive healthcare coverage including medical, dental, and vision insurance for employees and eligible dependents. Retirement savings plan with employer matching contributions. Generous paid time off and flexible work-life balance policies. Life, disability, and financial protection benefits. Employee wellness programs and support resources. Opportunity to lead high-impact clinical programs in rare disease drug development. Strong professional development and leadership growth opportunities within a global biopharmaceutical environment. ## Additional Information How Jobgether works: We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team. We appreciate your interest and wish you the best! Why Apply Through Jobgether? Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time. #LI-CL1", "summaryDescription" : "Vice President, Clinical Development. Skills: Clinical Development, Regulatory Pathways, Clinical Trial Leadership. Serve as Global Development Physician Lead. 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"city" : "Cambridge", "state" : "Massachusetts", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "42.3656347,-71.1040018" } ], "locationText" : "Cambridge, Massachusetts, United States", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "professionalSkills" : [ "Talent management", "Employee relations", "HR processes", "Organizational development", "Business acumen", "Workforce planning", "Organization development", "Performance management", "Employee engagement", "Career ladders", "Competencies", "Change management", "Compensation", "Strategic partnerships", "Leadership development", "Manager capability" ], "hardSkillsList" : [ "HR solutions", "Strategic planning", "Business strategy", "HR practices", "Talent development", "Leadership development", "HR issues", "Talent topics", "Human Resources needs", "Manager effectiveness" ], "softSkillsList" : [ "Leadership", "Influence", "Interpersonal 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"Organizational development", "Strategic partnerships", "Leadership" ], "coreResponsibilities" : "Lead a team of talented HRBPs, Serve as strategic thought partner, Serve as change agent, Serve as implementation partner, Translate business strategy and goals into HR practices, Guide and support senior management, Develop sustainable practices and behaviors, Drive pioneering and entrepreneurial culture, Enhance employee engagement and development, Partner closely with Learning & Talent Development, Develop and execute leadership development programs, Determine where to create unified programs, Customize programs in partnership with HR leaders, Influence and align senior business leaders, Coach and advise managers on team effectiveness, Coach and advise managers on strategic business matters, Coach and advise managers on talent topics, Coach and advise managers on general HR issues, Help executives align capabilities to business needs, Partner with TA and Executive TA team, Assist with interviewing, Assist with onboarding, Assist with immigration, Manage day-to-day HR needs, Act as point of contact for people tools, Act as point of contact for people processes, Act as point of contact for people programs, Act as stewards of employee experience, Act as stewards of Flagship's culture, Design Manager Capability initiatives, Deliver Manager Capability initiatives", "teamCollaboration" : "Client group; Broader enterprise; Other HR Leaders; Pioneering Business Units; Learning & Talent Development; Senior business leaders; TA and Executive TA team; PBU Leaders and their teams", "domainKnowledge" : "Biotechnology; Company creation; Human health; Sustainability; Life science innovation; Entrepreneurial culture; Scientific innovation", "domainList" : [ "biotechnology", "company-creation", "human-health", "sustainability", "life-science-innovation", "entrepreneurial-culture", "scientific-innovation" ], "domainSpecificKnowledge" : [ "Biotechnology", "Company creation", "Human health", "Sustainability", "Life science innovation", "Entrepreneurial culture", "Scientific innovation" ], "toolProficiency" : [ "MS Office", "Excel", "PowerPoint", "Word", "SharePoint", "UKG" ], "problemSolvingSkills" : "Analytical skills; Problem-solving skills; Root cause analysis", "qualificationsBasic" : "Bachelor's degree with 15-20+ years experience in HR, Master's Degree and 10-15+ years progressive HR experience", "qualificationsPreferred" : "Prior Pharma/Biopharma experience, Prior experience in highly matrixed, innovative, fast-paced environment, Organizational effectiveness experience, Proven experience coaching and counseling all levels of staff, Thorough understanding of performance management systems, Exceptional networking and relationship building acumen, Exceptional ability to influence without authority, Demonstrated track record of effective coaching and strategic partnerships, Proven leadership skills, Unusual ability to influence without direct authority, Experience building teams of scientist entrepreneurs, Organizational design experience, Interpersonal awareness to build and sustain client partnerships, Ability to identify and develop talent, Effective in addressing change and transformation, Ability to analyze trends and use metrics to propose solutions", "remoteFriendly" : true, "workSiteFlexibility" : "Onsite", "rawDescription" : "Flagship Pioneering is a scientific innovation engine that invents and builds companies that change the world. We bring together the greatest scientific minds with entrepreneurial company builders and assemble the capital to allow them to take courageous leaps in human health, sustainability, and beyond. What sets Flagship apart is our ability to advance biotechnology by uniting life science innovation, company creation, and capital investment under one roof in a way that is largely without precedent. Our team of scientists, entrepreneurial leaders, and professional capital managers are each aligned around an institutionalized process that enables us to innovate and create breakthroughs for the benefit of people and planet. Many of the companies Flagship has founded have addressed humanity’s most urgent challenges: vaccinating billions of people against COVID-19, curing intractable diseases, improving human health, preempting illness, and feeding the world by improving the resiliency and sustainability of agriculture. Flagship has been recognized twice on FORTUNE’s “Change the World” list, an annual ranking of companies that have made a positive social and environmental impact through activities that are part of their core business strategies, and has been named four times to Fast Company’s annual list of the World’s Most Innovative Companies. Position Overview The VP, HRBP for Flagship Labs will be a key driver of the people strategy for the origination team members across our Pioneering Business Units in Flagship Labs (approximately 110 individuals). This role will have a dual reporting relationship to HR, and COO, Flagship Labs. In this role, the VP, HRBP will build and sustain relationships with their client group and the broader enterprise. The VP HRBP will effectively shape the needs and opportunities in talent management and development, effective working models for pioneering and entrepreneuring, change management, compensation, work force planning, organization development and design for a matrixed environment of PBUs and companies, performance management, employee engagement, career ladders and competencies, and communications. The VP, HRBP will collaborate with the other HR Leaders to diagnose needs, develop, and deliver solutions to support our organization that encompasses all phases of company creation from conception to growth. The person in this role should have strong business acumen with proven ability to understand and align business needs with HR solutions to move the business forward in a changing environment. The ideal candidate will effectively influence analysis, accountability, and decision-making in many areas that impact our people. The VP HRBP must have a demonstrated track record of effective coaching and strategic partnerships with senior leaders and their employees, proven leadership skills, an unusually strong ability to influence without direct authority, experience building teams of scientist entrepreneurs and organizational design. The VP, HRBP should be able to demonstrate interpersonal awareness to effectively build and sustain strong client partnerships at all levels with trust and credibility to influence individuals and teams. The successful candidate will have the ability to identify and develop talent in a high-paced iterative and innovative culture and be effective in addressing change and transformation. Ability to analyze trends and use metrics to propose and develop solutions is also critical. Key Responsibilities: Lead a team of talented HRBP who support Flagship Labs companies Serve as a strategic thought partner, change agent, and implementation advisor; be familiar with the strategic plans of Flagship Labs to help Flagship Labs leadership and Pioneering Business Unit Leaders translate the business strategy and goals into HR related practices. Guide and support senior management and their employees in developing sustainable practices, and behaviors to drive Flagship’s pioneering and entrepreneurial culture and enhance employee engagement and development in Flagship mindsets, values and behaviors. Partner closely with Learning & Talent Development to develop and execute leadership development programs and processes that align with Flagship Lab’s goals and career paths for Flagship’s originators. Determine where to create unified and consistent programs and where to customize in partnership with other HR leaders. Influence and align senior business leaders in cases where there is disagreement on best path forward on items that go across Business Units. Coach and advise managers on the effectiveness of their teams, strategic business matters, talent topics and general HR issues. Help executives align manager and employee capabilities to the mid-to-long-term business needs. Partner with the TA and Executive TA team, assisting with a variety of matters to include interviewing, onboarding, immigration, etc. Manage the day-to-day Human Resources needs of the PBU Leaders and their teams including acting as a point of contact for people tools, processes and programs. Act as stewards of the employee experience and Flagship’s culture. In collaboration with Talent Development, design and deliver Manager Capability initiatives to further drive collective education and manager effectiveness. Qualifications: Bachelor's degree with 15-20+ years experience in the HR field or Master's Degree and 10-15+ years of progressive HR experience. Preferred Qualifications: Prior Pharma/Biopharma experience Prior experience in a highly matrixed, innovative and fast paced environment Organizational effectiveness experience Proven experience coaching and counseling all levels of staff on a wide variety of issues, and a thorough understanding of performance management systems Exceptional networking and relationship building acumen with a drive and exceptional ability to influence without authority and challenge senior leaders to create support for the best outcome across different perspectives Ability to translate business vision and strategy into an executable people agenda Ability to successfully communicate to a diverse audience Strengths in working in a highly matrixed environment, strong collaboration and influencing skills Employee relations experience managing complex workplace matters Exceptional judgement and passion HR leadership experience Additional Qualifications: Knowledge of and ability to apply OD concepts and models, such as team effectiveness, change management, communication styles, facilitation, and leadership development. Highly skilled in facilitating meetings and creating and delivering presentations to a variety of in-person and remote audiences. Demonstrated business acumen and a working knowledge of multiple HR disciplines. Analytical and problem-solving skills including the ability to diagnose root causes. Ability to work in a time sensitive and confidential environment, balancing multiple priorities simultaneously. Strong problem-solving and conflict resolution skills. Computer skills in MS office (Excel, PowerPoint, Word), SharePoint, and HRIS (UKG) Flagship Pioneering and our ecosystem companies are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. At Flagship, we recognize there is no perfect candidate. If you have some of the experience listed above but not all, please apply anyway. Experience comes in many forms, skills are transferable, and passion goes a long way. We are dedicated to building diverse and inclusive teams and look forward to learning more about your unique background. Recruitment & Staffing Agencies: Flagship Pioneering and its affiliated Flagship Lab companies (collectively, “FSP”) do not accept unsolicited resumes from any source other than candidates. The submission of unsolicited resumes by recruitment or staffing agencies to FSP or its employees is strictly prohibited unless contacted directly by Flagship Pioneering’s internal Talent Acquisition team. Any resume submitted by an agency in the absence of a signed agreement will automatically become the property of FSP, and FSP will not owe any referral or other fees with respect thereto. #LI-NM1 The salary range for this role is $270,000 - $320,000. Compensation for the role will depend on a number of factors, including a candidate’s qualifications, skills, competencies, and experience. Flagship Pioneering currently offers healthcare coverage, annual incentive program, retirement benefits and a broad range of other benefits. Compensation and benefits information is based on Flagship Pioneering's good faith estimate as of the date of publication and may be modified in the future. Privacy Notice for Applicants: When you apply for a role at Flagship Pioneering or one of its portfolio companies, we collect and use personal information you provide (such as your name, contact details, work history, and application materials) to evaluate your application, communicate with you, and comply with legal obligations. Your application data is processed through Greenhouse, our applicant tracking system, and may also be reviewed using AI-assisted screening tools. We do not sell your personal information. California residents have rights under the CCPA/CPRA including to know, delete, and opt out of the sharing of their personal information. If you are located in the EU or UK, we process your data under GDPR and you have rights to access, rectify, and erase your data. To exercise your rights or for questions, contact privacy@flagshippioneering.com.", "summaryDescription" : "Vice President, Human Resources at Flagship Pioneering, Inc.. Skills: Talent management, Organizational development, Strategic partnerships, Leadership. Lead a team of talented HRBPs. Serve as strategic thought partner", "postedDate" : "2026-06-11T22:25:28.129", "createdAt" : "2026-06-11T22:25:28.129", "lastUpdated" : "2026-06-14T01:23:49.821", "ingestTimestamp" : "2026-06-11T22:25:28.129", "mongoId" : "6a2a737c74d8ee00a064fe2c", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 270000, "salaryAnnualMax" : 320000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "HR solutions", "Strategic planning", "Business strategy", "HR practices", "Talent development", "Leadership development", "HR issues", "Talent topics", "Human Resources needs", "Manager effectiveness", "Leadership", "Influence", "Interpersonal awareness", "Problem-solving", "Conflict resolution", "Talent management", "Organizational development", "Strategic partnerships", "Employee relations", "HR processes", "Business acumen", "Workforce planning", "Organization development", "Performance management", "Employee engagement", "Career ladders", "Competencies", "Change management", "Compensation", "Manager capability", "Biotechnology", "Company creation", "Human health", "Sustainability", "Life science innovation", "Entrepreneurial culture", "Scientific innovation", "MS Office", "Excel", "PowerPoint", "Word", "SharePoint", "UKG" ], "skillCount" : 43, "jobCategory" : "human-resources", "jobSubcategory" : "hr", "dataQualityScore" : 0.8888889, "daysOld" : 2, "hasLocation" : true, "hasGeo" : true }, { "id" : "6a305788f292fd229cf3ad87", "title" : "Human Resources Representative", "company" : "HDR", "salary" : { "min" : 55000.0, "max" : 75000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Junior Human Resources Representative in Raleigh, United States, adjusted for the engineering industry and company size." }, "location" : "United States-North Carolina-Raleigh", "locations" : [ "United States-North Carolina-Raleigh" ], "timestamp" : "2026-06-16T07:59:34.851", "fingerprint" : "76f809133b322f64a010f64693d6fb4f2916cee459ed6e05275e7fc290abd896", "source" : "taleo", "language" : "en", "applyUrl" : "https://hdr.taleo.net/careersection/ex/jobdetail.ftl?job=785413", "externalId" : "785413", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Raleigh", "state" : "North Carolina", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "35.7803977,-78.6390989" } ], "locationText" : "Raleigh, North Carolina, United States", "employmentType" : "FULL_TIME", "professionalSkills" : [ "Talent management", "Employee relations", "HR processes", "Organizational development" ], "hardSkillsList" : [ "HRIS entries", "I-9 documentation", "Affirmative Action Plans" ], "hardSkills" : [ { "name" : "HRIS entries", "level" : "intermediate" }, { "name" : "I-9 documentation", "level" : "intermediate" }, { "name" : "Affirmative Action Plans", "level" : "intermediate" } ], "majorSkills" : "Employee engagement, New hire orientation, Employee records", "majorSkillsList" : [ "Employee engagement", "New hire orientation", "Employee records" ], "coreResponsibilities" : "Assist local Raleigh office, Assist corporate HR Department, Conduct new hire orientation, Assist with new hire paperwork, Verify I-9 documentation, Create employment requisitions, Coordinate interview schedules, Assist with documentation of recruiting plans, Coordinate immigration information, Coordinate Internship Program, Conduct offboarding, Process terminations, Maintain employee records, Process personnel transactions, Provide HR customer service, Respond to employee requests, Respond to manager requests, Provide support for Affirmative Action Plans, Run reports of HR data, Analyze HR data, Perform HR audits, Review employee system queries, Assist with performance review process, Plan service anniversary celebrations, Coordinate interviews, Coordinate presentations, Coordinate meetings, Coordinate conference calls, Complete administrative functions, Perform record-keeping, Perform file maintenance, Make photocopies, Draft emails, Send emails, Maintain confidentiality of HR files, Maintain confidentiality of HR records, Maintain confidentiality of employee information, Assist with special projects, Perform other duties as needed", "teamCollaboration" : "Partner with area", "domainKnowledge" : "HDR policies; HDR procedures; HDR benefit plan provisions", "domainList" : [ "hdr-policies", "hdr-procedures", "hdr-benefit-plan-provisions" ], "domainSpecificKnowledge" : [ "HDR policies", "HDR procedures", "HDR benefit plan provisions" ], "toolProficiency" : [ "HRIS" ], "communicationSkills" : "Drafting emails; Sending emails", "documentationSkills" : "Documentation of recruiting plans; Record-keeping; File maintenance", "specialRequirements" : "Travel 3 times a year", "qualificationsBasic" : "Ability to work in downtown Raleigh office", "qualificationsPreferred" : "Associate's or bachelor's degree in relevant field, 1-3 years of relevant experience, Local candidates preferred", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "At HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas to work every day. As we foster a culture of inclusion throughout our company and within our communities, we constantly ask ourselves: What is our impact on the world? Watch Our Story: ' https://www.hdrinc.com/our-story' Each and every role throughout our organization makes a difference in our ability to change the world for the better. Read further to learn how you could help make great things possible not only in your community, but around the world. In the role of Human Resources Representative, we'll count on you to: Have a passion for working with people and a focus on employee engagement Assist the local Raleigh office, NC area, and corporate HR Department with a variety of HR-related tasks Conduct an engaging new hire orientation, assist with the completion of new hire paperwork, and verify I-9 documentation Create employment requisitions, coordinate interview schedules, assist with documentation of annual recruiting plans, and coordinate immigration information with Immigration Partner with the area to coordinate the Internship Program Conduct offboarding and processing of terminations Use corporate systems to maintain employee records and process personnel transactions Provide excellent HR customer service for employee and manager requests and questions related to company policies, procedures, benefits, hiring, etc. Comple Affirmative Action Plans Provide support for running reports and analysis of a variety of HR data and audits Demonstrate knowledge of HDR policies and procedures Understand basic HDR benefit plan provisions, assist with employees’ benefit-related questions of moderate complexity, and refer complex questions to Corporate Benefits Review employee system queries periodically for accuracy of information Assists with the annual performance review process Plan and direct service anniversary celebrations with local offices Schedule and coordinate interviews, presentations, meetings and conference calls Complete administrative functions such as record-keeping, file maintenance, HRIS entries, making photocopies, and drafting and sending emails Maintains the integrity and confidentiality of human resource files, records, and sensitive employee information Assist with special projects Must be able to work in the downtown Raleigh office to support managers and employees Ability to travel around 3 times a year for team building, training, and conferences Perform other duties as needed Preferred Qualifications Associate's or bachelor's degree in relevant field 1-3 years of relevant experience Local candidates preferred", "summaryDescription" : "Human Resources Representative at HDR. 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As we foster a culture of inclusion throughout our company and within our communities, we constantly ask ourselves: What is our impact on the world? Watch Our Story: ' https://www.hdrinc.com/our-story' Each and every role throughout our organization makes a difference in our ability to change the world for the better. Read further to learn how you could help make great things possible not only in your community, but around the world. In the role of Human Resources Representative, we'll count on you to: Have a passion for working with people and a focus on employee engagement Assist the local Raleigh office, NC area, and corporate HR Department with a variety of HR-related tasks Conduct an engaging new hire orientation, assist with the completion of new hire paperwork, and verify I-9 documentation Create employment requisitions, coordinate interview schedules, assist with documentation of annual recruiting plans, and coordinate immigration information with Immigration Partner with the area to coordinate the Internship Program Conduct offboarding and processing of terminations Use corporate systems to maintain employee records and process personnel transactions Provide excellent HR customer service for employee and manager requests and questions related to company policies, procedures, benefits, hiring, etc. Comple Affirmative Action Plans Provide support for running reports and analysis of a variety of HR data and audits Demonstrate knowledge of HDR policies and procedures Understand basic HDR benefit plan provisions, assist with employees’ benefit-related questions of moderate complexity, and refer complex questions to Corporate Benefits Review employee system queries periodically for accuracy of information Assists with the annual performance review process Plan and direct service anniversary celebrations with local offices Schedule and coordinate interviews, presentations, meetings and conference calls Complete administrative functions such as record-keeping, file maintenance, HRIS entries, making photocopies, and drafting and sending emails Maintains the integrity and confidentiality of human resource files, records, and sensitive employee information Assist with special projects Must be able to work in the downtown Raleigh office to support managers and employees Ability to travel around 3 times a year for team building, training, and conferences Perform other duties as needed Preferred Qualifications Associate's or bachelor's degree in relevant field 1-3 years of relevant experience Local candidates preferred", "summaryDescription" : "Human Resources Representative at HDR. Skills: Employee engagement, New hire orientation, HR customer service. Assist local Raleigh office. 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In the role of Human Resources Representative, we'll count on you to: Have a passion for working with people and a focus on employee engagement Assist the local Raleigh office, NC area, and corporate HR Department with a variety of HR-related tasks Conduct an engaging new hire orientation, assist with the completion of new hire paperwork, and verify I-9 documentation Create employment requisitions, coordinate interview schedules, assist with documentation of annual recruiting plans, and coordinate immigration information with Immigration Partner with the area to coordinate the Internship Program Conduct offboarding and processing of terminations Use corporate systems to maintain employee records and process personnel transactions Provide excellent HR customer service for employee and manager requests and questions related to company policies, procedures, benefits, hiring, etc. Comple Affirmative Action Plans Provide support for running reports and analysis of a variety of HR data and audits Demonstrate knowledge of HDR policies and procedures Understand basic HDR benefit plan provisions, assist with employees’ benefit-related questions of moderate complexity, and refer complex questions to Corporate Benefits Review employee system queries periodically for accuracy of information Assists with the annual performance review process Plan and direct service anniversary celebrations with local offices Schedule and coordinate interviews, presentations, meetings and conference calls Complete administrative functions such as record-keeping, file maintenance, HRIS entries, making photocopies, and drafting and sending emails Maintains the integrity and confidentiality of human resource files, records, and sensitive employee information Assist with special projects Must be able to work in the downtown Raleigh office to support managers and employees Ability to travel around 3 times a year for team building, training, and conferences Perform other duties as needed Preferred Qualifications Associate's or bachelor's degree in relevant field 1-3 years of relevant experience Local candidates preferred", "summaryDescription" : "Human Resources Representative at HDR. 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ESSENTIAL DUTIES AND RESPONSIBILITIES: Keeps records related to employee information such as personal data, compensation, benefits, tax data, attendance, performance reviews or evaluations, and termination date and reason. Administers pre-employment tests, drug screens, background checks, and pre- and post-employment documentation. Completes Forms I-9, verifies I-9 documentation, and maintains I-9 files. Provides Walden Security benefits information and assists with completing the necessary forms to enroll and cancel benefits. Provides Walden Security benefits information and assists with completing the necessary forms to enroll and cancel benefits. Maintains electronic personnel files. Updates employee files to document personnel actions and to provide information for payroll and other uses. Creates and enters new employee personnel information into the HRIS. Examines employee files to answer inquiries and provides information to authorized persons. Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations. Participates in company Quality Assurance initiatives, including record keeping, training, and auditing. Answers DOL unemployment inquiries and completes verification of employment requests for employees. Assists with uniform assignments, exchanges, or reimbursements. Assists with the maintenance of uniform room cleanliness and inventory. Assists Human Resources Manager in the filing of FMLA requests and Workers’ Compensation claims. Assists the Human Resources Manager with DOL unemployment inquiries. Completes verification of employment requests for employees. Performs other clerical duties as needed, such as filing, photocopying, and collating. Conducts orientation for benefits programs such as life, health, dental, and disability insurances, pension plans, vacation, sick leave, leaves of absence, and employee assistance; SUPERVISORY RESPONSIBILITIES: This job has no supervisory responsibilities. The Human Resources Specialist reports to the Human Resources Manager and is subject to supervision from the Human Resources Manager and the General Manager. COMPETENCY: To perform the job successfully, an individual should demonstrate the following competencies: • Customer Service - Manages difficult or emotional customer situations; Responds promptly to customer needs; Solicits customer feedback to improve service; Responds to requests for service and assistance; Meets commitments. • Interpersonal Skills - Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others' ideas and tries new things. • Oral Communication - Speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Responds well to questions; Participates in meetings. • Written Communication - Writes clearly and informatively; Edits work for spelling and grammar; Varies writing style to meet needs; Presents numerical data effectively; Able to read and interpret written information. • Teamwork - Balances team and individual responsibilities; Exhibits objectivity and openness to others' views; Gives and welcomes feedback; Contributes to building a positive team spirit; Puts success of team above own interests; Able to build morale and group commitments to goals and objectives; Supports everyone's efforts to succeed. • Diversity - Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a harassment-free environment. • Ethics - Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values. • Organizational Support - Follows policies and procedures; Completes administrative tasks correctly and on time; Supports organization's goals and values; Benefits organization through outside activities; Supports affirmative action and respects diversity. • Judgment - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in the decision-making process; Makes timely decisions. • Motivation - Sets and achieves challenging goals; Demonstrates persistence and overcomes obstacles; Measures self against the standard of excellence. Planning/Organizing - Prioritizes and plans work activities; Uses time efficiently; Plans for additional resources; Sets goals and objectives; Develops realistic action plans. • Professionalism - Tactfully approaches others; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments. • Quality - Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality; Applies feedback to improve performance; Monitors own work to ensure quality. • Adaptability - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events. • Attendance/Punctuality - Is consistently at work and on time; Ensures work responsibilities are covered when absent; Arrives at meetings and appointments on time. • Dependability - Follows instructions, responds to management direction; Takes responsibility for own actions; Keeps commitments; Commits to long hours of work when necessary to reach goals; Completes tasks on time or notifies appropriate person with an alternate plan. • Initiative - Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed. • Innovation - Displays original thinking and creativity; Meets challenges with resourcefulness; Generates suggestions for improving work; Develops innovative approaches and ideas; Presents ideas and information in a manner that gets others' attention. QUALIFICATIONS: To perform this job successfully, an individual must satisfactorily perform each essential duty. The requirements listed below represent the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. - Bachelor’s degree; or two to three years related experience and/or training; or equivalent combination of education and experience. EDUCATION AND/OR EXPERIENCE: Bachelor’s degree; two to four years related experience and/or training; or equivalent combination of education and experience. LANGUAGE SKILLS: Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of an organization. MATHEMATICAL SKILLS: Ability to calculate figures and amounts with basic addition, subtraction, multiplication, and division with accuracy. REASONING ABILITY: Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. COMPUTER SKILLS: To perform this job successfully, the Human Resources Assistant should possess intermediate skills in Microsoft Office software, including Word, Excel, Outlook, and PowerPoint, and should have working knowledge of applicant tracking systems (ATS); Human Resources systems (HRIS); internet programs; and order processing systems. CERTIFICATES, LICENSES, REGISTRATIONS: Valid Driver's License. OTHER QUALIFICATIONS: Ability to pass a drug screen and criminal background check. Must be able to travel on a limited basis (less than 20%). PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this Job, the employee is regularly required to sit; use hands to finger, handle, or feel; and talk or hear. The employee is frequently required to stand, walk, and reach with hands and arms. The employee is occasionally required to climb or balance; stoop, kneel, crouch, or crawl; and taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, the ability to adjust focus, and the ability to see and distinguish basic colors. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Applicants/employees must have the capacity to perform duties without risk to themselves or others. Qualified individuals must be able to perform the job requirements with or without reasonable accommodation. The noise level in the work environment is usually quiet. OTHER TASKS: This job description reflects management’s assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned. Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. #WaldenWay Pay Rate $50,000—$55,000 USD We offer every employee — from executive managers to administrative support to security professionals — unique and generous benefits, as well as opportunities for career growth. So if you’re ready to embark on a meaningful career with one of the nation’s most dynamic and fastest growing security companies, apply with Walden Security today.", "summaryDescription" : "Human Resources Specialist at Walden Security", "postedDate" : "2026-06-16T03:16:48.446", "createdAt" : "2026-06-16T03:16:48.446", "lastUpdated" : "2026-06-16T12:11:21.467", "ingestTimestamp" : "2026-06-16T03:16:48.446", "mongoId" : "6a309c10f292fd229c0f6af5", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 50000, "salaryAnnualMax" : 55000, "salaryBand" : "50k-75k", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Mid", "dataQualityScore" : 0.6666667, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Security", "llmIndustryConfidence" : 0.95 }, { "id" : "6a305848f292fd229cf41173", "title" : "Director, Organizational Development", "company" : "McWane, Inc.", "industry" : "Mining And Metals", "salary" : { "min" : 75000.0, "max" : 125000.0, "currency" : "EUR", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for Bulgaria, adjusted for Director seniority in the Manufacturing industry for a full-time remote role." }, "location" : "Remote, Remote, United States", "locations" : [ "Remote", "Remote", "United States" ], "certifications" : [ "PHR", "SPHR" ], "timestamp" : "2026-06-16T08:54:05.986", "fingerprint" : "67ee4353d4317254b42cff6b707d02ceb110e4e407f9526bd655a1e3d216954e", "source" : "smartrecruiters", "language" : "en", "applyUrl" : "https://jobs.smartrecruiters.com/McWaneInc/3743990013622086-mcwane-director-organizational-development", "externalId" : "3743990013622086", "industryFunction" : { }, "structuredLocations" : [ { "country" : "Bulgaria", "continent" : "eu", "workMode" : "remote" } ], "locationText" : "Bulgaria", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 15, "experienceLevel" : "director", "professionalSkills" : [ "Talent management", "Employee relations", "HR processes", "Organizational development", "Change management", "Performance management", "Compensation and benefits", "HR compliance", "Data analysis" ], "hardSkillsList" : [ "HRIS systems", "Payroll systems", "Benefits administration", "Labor laws", "HR metrics" ], "softSkillsList" : [ "Leadership", "Problem solving", "Strategic thinking" ], "hardSkills" : [ { "name" : "HRIS systems", "level" : "intermediate" }, { "name" : "Payroll systems", "level" : "intermediate" }, { "name" : "Benefits administration", "level" : "intermediate" }, { "name" : "Labor laws", "level" : "intermediate" }, { "name" : "HR metrics", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" }, { "name" : "Problem solving" }, { "name" : "Strategic thinking" } ], "majorSkills" : "Organizational development, Talent management, Employee relations", "majorSkillsList" : [ "Organizational development", "Talent management", "Employee relations" ], "coreResponsibilities" : "Develop and implement HR strategies, Oversee talent acquisition and retention programs, Manage employee relations and conflict resolution, Administer compensation and benefits programs, Ensure HR compliance with labor laws, Drive organizational development initiatives, Implement HR process improvements, Develop and deliver HR training programs, Manage HRIS and ATS systems, Analyze HR data and metrics", "teamCollaboration" : "Executive leadership; Department managers; Cross-functional teams", "projectManagementSkills" : [ "Project planning", "Change management" ], "domainKnowledge" : "Manufacturing HR practices; Labor relations; Workforce planning", "domainList" : [ "manufacturing-hr-practices", "labor-relations", "workforce-planning" ], "domainSpecificKnowledge" : [ "Manufacturing HR practices", "Labor relations", "Workforce planning" ], "toolProficiency" : [ "HRIS", "ATS", "Microsoft Office Suite" ], "communicationSkills" : "Executive presentations; Employee communications; Training delivery", "documentationSkills" : "HR policies; Employee handbooks; Process documentation", "continuousLearning" : "Professional development; Industry conferences", "problemSolvingSkills" : "Root cause analysis; Conflict resolution; Data analysis", "specialRequirements" : "Occasional travel", "outcomesObjectives" : "Enhance employee engagement; Improve talent retention; Streamline HR processes; Ensure legal compliance; Support business objectives", "qualificationsBasic" : "Bachelor's degree in Human Resources, Business Administration, or related field, 5+ years of progressive HR experience, Experience in employee relations, Experience in talent management, Experience in HR process improvement", "qualificationsPreferred" : "Master's degree in HR or related field, PHR or SPHR certification", "remoteFriendly" : true, "workSiteFlexibility" : "Hybrid", "rawDescription" : "Who We Are…… McWane, Inc. is a leading manufacturer of waterworks and plumbing products, fire suppression systems, and pressure vessels, serving customers across North America and globally. Our products support critical infrastructure essential to clean water delivery, public safety, and community development. With a history spanning generations, McWane has built a reputation for reliability, quality, and long-term performance. We continue to invest in our operations, product innovation, and capabilities to meet evolving infrastructure needs, with a focus on safety, durability, and environmental responsibility. What We Live By…… Our culture is defined by The McWane Way , a set of principles established by our founder, J.R. McWane, in 1920. These principles continue to guide how we operate, work together, and make decisions across the organization. The McWane Way Compass serves as a practical guide for employees at all levels, reinforcing consistent expectations for how we approach our work and support one another. It reflects our commitment to maintaining strong performance in safety, environmental responsibility, and operational excellence. Our eight core principles—Safety, Environment, Accountability, Excellence, Trust, Teamwork, Communication, and Leadership —shape our culture and define what it means to be part of McWane. We are seeking a results-oriented Organizational Development professional to support enterprise-wide organizational effectiveness and capability development. This role is responsible for assessing organizational needs and designing and implementing solutions that enhance performance and alignment with business objectives. This position is an individual contributor role requiring a seasoned practitioner who can operate with a high degree of independence, initiative, and professional judgment. This role supports professional development and continuous learning enterprise-wide while also leading roader organizational effectiveness and change initiatives. As the primary OD resource, this position requires the ability to independently lead initiatives end-to-end- from diagnosis through implementation and measurement- while working directly with senior leadership and operating with limited dedicated support resources. This is not a pure facilitation or training delivery role; success requires deep expertise in organizational effectiveness, change leadership, and executive consulting with full accountability for outcomes. Examples of responsibilities include, but are not limited to: * Lead end-to-end organizational development initiatives, including assessment, solution design, implementation, and measurement of business impact * Conduct organizational diagnostics (e.g., engagement data, performance trends, leadership input) to identify root causes and inform targeted interventions * Serve as a trusted advisor to senior leaders, providing consultative guidance on organizational effectiveness, leader capability, and workforce performance * Design and execute organizational effectiveness solutions, including organizational design (roles, structure, spans & layers) aligned with business strategy * Independently lead change initiatives, ensuring alignment, adoption, and sustained behavior change—not just training delivery * Develop and implement talent and leadership development strategies that directly support business priorities and measurable outcomes * Build scalable OD frameworks, tools, and programs from the ground up, with minimal reliance on external resources * Facilitate executive-level discussions, alignment sessions, and decision-making conversations * Lead the design and evolution of performance management processes, including philosophy, structure, and enablement (not just administration) * Define and track success metrics and ROI for OD and learning initiatives * Oversee learning strategy including e-learning architecture and deployment, ensuring alignment to capability priorities * Design and deliver targeted learning interventions as one component of broader organizational solutions (not as the primary focus) * Support and strengthen succession planning and talent pipelines through a strategic, data-informed approach * Operate effectively in a high-autonomy environment, influencing outcomes without formal authority ## Qualifications * 10+ years of progressive experience in organizational development, organizational effectiveness, talent strategy, or management consulting * Demonstrated success leading enterprise or large-scale organizational initiatives, including change efforts, organizational design, or capability transformation (not solely training delivery) * Proven ability to diagnose complex organizational challenges and translate business needs into actionable solutions * Experience working directly with senior leadership as a consultative partner * Strong expertise in change management, organizational diagnostics, and leadership effectiveness * Demonstrated ability to operate independently with high accountability in resource-constrained environments * Track record of building programs, frameworks, and solutions from scratch, not just delivering pre-existing content * Ability to influence without authority and drive alignment across functions * Strong judgment, business acumen, and ability to navigate ambiguity and competing priorities * Excellent communication skills, including the ability to facilitate senior-level discussions * Experience in complex or matrixed organizations, preferable within manufacturing or industrial environments * Advanced degree in Organizational Development, Industrial-Organizational Psychology, Business, or related field * Certifications in recognized methodologies (i.e. Predictive Index, 70-20-10, Balanced Scorecard, or similar) * Experience with Human Resources systems (i.e. UKG) and learning platforms * Experience or certifications with various assessment tools (i.e. EQ-i2, Predictive Index, DISC, etc.) ## Additional Information All your information will be kept confidential according to EEO guidelines. 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. McWane is a Federal VEVRAA contractor, and an Equal Opportunity Employer committed to providing equal employment opportunity in all employment practices. McWane will not discriminate against any applicant for employment because of their race, color, religion, sex, national origin, age, sexual orientation, disability, veteran or service member status, marital status, citizenship status (In IL - sex, including same sex, ancestry, order of protection status, physical or mental disability, military status, pregnancy, unfavorable discharge status, genetic information), (In IA - gender identity), (In CA- gender identity or expression, and genetic information) or any other category protected by federal, state or local law.", "summaryDescription" : "Director, Organizational Development at McWane, Inc.. Skills: Organizational development, Talent management, Employee relations. Develop and implement HR strategies. Oversee talent acquisition and retention programs", "postedDate" : "2026-06-15T16:09:54.000", "createdAt" : "2026-06-15T23:38:19.299", "lastUpdated" : "2026-06-16T08:54:05.986", "ingestTimestamp" : "2026-06-15T23:38:19.299", "mongoId" : "6a305848f292fd229cf41173", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "75k-100k", "hasSalary" : false, "allSkills" : [ "HRIS systems", "Payroll systems", "Benefits administration", "Labor laws", "HR metrics", "Leadership", "Problem solving", "Strategic thinking", "Organizational development", "Talent management", "Employee relations", "HR processes", "Change management", "Performance management", "Compensation and benefits", "HR compliance", "Data analysis", "Project planning", "Manufacturing HR practices", "Labor relations", "Workforce planning", "PHR", "SPHR", "HRIS", "ATS", "Microsoft Office Suite" ], "skillCount" : 26, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Director", "dataQualityScore" : 1.0, "daysOld" : 0, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Manufacturing", "llmIndustryConfidence" : 0.95 }, { "id" : "6a305418f292fd229cf16086", "title" : "Director, Organizational Development", "company" : "McWane, Inc.", "industry" : "Mining And Metals", "salary" : { "min" : 85000.0, "max" : 130000.0, "currency" : "EUR", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for Bulgaria, adjusted for Director seniority in the Manufacturing industry." }, "location" : "Remote, Remote, United States", "locations" : [ "Remote", "Remote", "United States" ], "certifications" : [ "PHR", "SPHR" ], "timestamp" : "2026-06-16T10:35:05.089", "fingerprint" : "44b93b254477e313c11ef937abf3150bb31ee956749e07408e685b0206efe8f4", "source" : "smartrecruiters", "language" : "en", "applyUrl" : "https://jobs.smartrecruiters.com/McWaneInc/3743990013622086-mcwane-director-organizational-development", "externalId" : "3743990013622086", "industryFunction" : { }, "structuredLocations" : [ { "country" : "Bulgaria", "continent" : "eu", "workMode" : "remote" } ], "locationText" : "Bulgaria", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 15, "experienceLevel" : "director", "professionalSkills" : [ "Talent management", "Employee relations", "HR processes", "Organizational development", "Change management", "Performance management", "Compensation and benefits", "HR compliance", "Data analysis" ], "hardSkillsList" : [ "HRIS systems", "Payroll systems", "Benefits administration", "Labor laws", "HR metrics" ], "softSkillsList" : [ "Leadership", "Problem solving", "Strategic thinking" ], "hardSkills" : [ { "name" : "HRIS systems", "level" : "intermediate" }, { "name" : "Payroll systems", "level" : "intermediate" }, { "name" : "Benefits administration", "level" : "intermediate" }, { "name" : "Labor laws", "level" : "intermediate" }, { "name" : "HR metrics", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" }, { "name" : "Problem solving" }, { "name" : "Strategic thinking" } ], "majorSkills" : "Organizational development, Talent management, Employee relations", "majorSkillsList" : [ "Organizational development", "Talent management", "Employee relations" ], "coreResponsibilities" : "Develop and implement HR strategies, Oversee talent acquisition and retention programs, Manage employee relations issues, Administer compensation and benefits programs, Ensure HR compliance with labor laws, Drive organizational development initiatives, Implement HR process improvements, Develop and deliver HR training programs, Manage HRIS and ATS systems, Analyze HR data and metrics", "teamCollaboration" : "Cross-functional teams; Senior leadership; Department managers", "projectManagementSkills" : [ "Project planning", "Execution", "Monitoring" ], "domainKnowledge" : "Manufacturing HR practices; Employee engagement; Performance metrics", "domainList" : [ "manufacturing-hr-practices", "employee-engagement", "performance-metrics" ], "domainSpecificKnowledge" : [ "Manufacturing HR practices", "Employee engagement", "Performance metrics" ], "toolProficiency" : [ "HRIS", "ATS", "Microsoft Office Suite" ], "communicationSkills" : "Executive presentations; Interpersonal communication", "continuousLearning" : "Professional development; Industry best practices", "problemSolvingSkills" : "Root cause analysis; Conflict resolution", "outcomesObjectives" : "Enhance employee engagement; Improve talent retention; Streamline HR processes; Ensure compliance; Support organizational growth", "qualificationsBasic" : "Bachelor's degree in Human Resources, Business Administration, or related field, 5+ years of progressive HR experience, Experience in employee relations, Experience in talent management, Experience in HR process improvement", "qualificationsPreferred" : "Master's degree in HR or related field, PHR or SPHR certification", "remoteFriendly" : true, "workSiteFlexibility" : "Hybrid", "rawDescription" : "Who We Are…… McWane, Inc. is a leading manufacturer of waterworks and plumbing products, fire suppression systems, and pressure vessels, serving customers across North America and globally. Our products support critical infrastructure essential to clean water delivery, public safety, and community development. With a history spanning generations, McWane has built a reputation for reliability, quality, and long-term performance. We continue to invest in our operations, product innovation, and capabilities to meet evolving infrastructure needs, with a focus on safety, durability, and environmental responsibility. What We Live By…… Our culture is defined by The McWane Way , a set of principles established by our founder, J.R. McWane, in 1920. These principles continue to guide how we operate, work together, and make decisions across the organization. The McWane Way Compass serves as a practical guide for employees at all levels, reinforcing consistent expectations for how we approach our work and support one another. It reflects our commitment to maintaining strong performance in safety, environmental responsibility, and operational excellence. Our eight core principles—Safety, Environment, Accountability, Excellence, Trust, Teamwork, Communication, and Leadership —shape our culture and define what it means to be part of McWane. We are seeking a results-oriented Organizational Development professional to support enterprise-wide organizational effectiveness and capability development. This role is responsible for assessing organizational needs and designing and implementing solutions that enhance performance and alignment with business objectives. This position is an individual contributor role requiring a seasoned practitioner who can operate with a high degree of independence, initiative, and professional judgment. This role supports professional development and continuous learning enterprise-wide while also leading roader organizational effectiveness and change initiatives. As the primary OD resource, this position requires the ability to independently lead initiatives end-to-end- from diagnosis through implementation and measurement- while working directly with senior leadership and operating with limited dedicated support resources. This is not a pure facilitation or training delivery role; success requires deep expertise in organizational effectiveness, change leadership, and executive consulting with full accountability for outcomes. Examples of responsibilities include, but are not limited to: * Lead end-to-end organizational development initiatives, including assessment, solution design, implementation, and measurement of business impact * Conduct organizational diagnostics (e.g., engagement data, performance trends, leadership input) to identify root causes and inform targeted interventions * Serve as a trusted advisor to senior leaders, providing consultative guidance on organizational effectiveness, leader capability, and workforce performance * Design and execute organizational effectiveness solutions, including organizational design (roles, structure, spans & layers) aligned with business strategy * Independently lead change initiatives, ensuring alignment, adoption, and sustained behavior change—not just training delivery * Develop and implement talent and leadership development strategies that directly support business priorities and measurable outcomes * Build scalable OD frameworks, tools, and programs from the ground up, with minimal reliance on external resources * Facilitate executive-level discussions, alignment sessions, and decision-making conversations * Lead the design and evolution of performance management processes, including philosophy, structure, and enablement (not just administration) * Define and track success metrics and ROI for OD and learning initiatives * Oversee learning strategy including e-learning architecture and deployment, ensuring alignment to capability priorities * Design and deliver targeted learning interventions as one component of broader organizational solutions (not as the primary focus) * Support and strengthen succession planning and talent pipelines through a strategic, data-informed approach * Operate effectively in a high-autonomy environment, influencing outcomes without formal authority ## Qualifications * 10+ years of progressive experience in organizational development, organizational effectiveness, talent strategy, or management consulting * Demonstrated success leading enterprise or large-scale organizational initiatives, including change efforts, organizational design, or capability transformation (not solely training delivery) * Proven ability to diagnose complex organizational challenges and translate business needs into actionable solutions * Experience working directly with senior leadership as a consultative partner * Strong expertise in change management, organizational diagnostics, and leadership effectiveness * Demonstrated ability to operate independently with high accountability in resource-constrained environments * Track record of building programs, frameworks, and solutions from scratch, not just delivering pre-existing content * Ability to influence without authority and drive alignment across functions * Strong judgment, business acumen, and ability to navigate ambiguity and competing priorities * Excellent communication skills, including the ability to facilitate senior-level discussions * Experience in complex or matrixed organizations, preferable within manufacturing or industrial environments * Advanced degree in Organizational Development, Industrial-Organizational Psychology, Business, or related field * Certifications in recognized methodologies (i.e. Predictive Index, 70-20-10, Balanced Scorecard, or similar) * Experience with Human Resources systems (i.e. UKG) and learning platforms * Experience or certifications with various assessment tools (i.e. EQ-i2, Predictive Index, DISC, etc.) ## Additional Information All your information will be kept confidential according to EEO guidelines. 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. McWane is a Federal VEVRAA contractor, and an Equal Opportunity Employer committed to providing equal employment opportunity in all employment practices. McWane will not discriminate against any applicant for employment because of their race, color, religion, sex, national origin, age, sexual orientation, disability, veteran or service member status, marital status, citizenship status (In IL - sex, including same sex, ancestry, order of protection status, physical or mental disability, military status, pregnancy, unfavorable discharge status, genetic information), (In IA - gender identity), (In CA- gender identity or expression, and genetic information) or any other category protected by federal, state or local law.", "summaryDescription" : "Director, Organizational Development at McWane, Inc.. Skills: Organizational development, Talent management, Employee relations. Develop and implement HR strategies. Oversee talent acquisition and retention programs", "postedDate" : "2026-06-15T16:09:54.000", "createdAt" : "2026-06-15T23:31:45.357", "lastUpdated" : "2026-06-16T10:35:05.089", "ingestTimestamp" : "2026-06-15T23:31:45.357", "mongoId" : "6a305418f292fd229cf16086", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "75k-100k", "hasSalary" : false, "allSkills" : [ "HRIS systems", "Payroll systems", "Benefits administration", "Labor laws", "HR metrics", "Leadership", "Problem solving", "Strategic thinking", "Organizational development", "Talent management", "Employee relations", "HR processes", "Change management", "Performance management", "Compensation and benefits", "HR compliance", "Data analysis", "Project planning", "Execution", "Monitoring", "Manufacturing HR practices", "Employee engagement", "Performance metrics", "PHR", "SPHR", "HRIS", "ATS", "Microsoft Office Suite" ], "skillCount" : 28, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Director", "dataQualityScore" : 1.0, "daysOld" : 0, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Manufacturing", "llmIndustryConfidence" : 0.95 }, { "id" : "6a2b069d74d8ee00a0755282", "title" : "Vice President, Human Resources - Americas", "company" : "Freudenberg", "salary" : { "min" : 225000.0, "max" : 350000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for VP of HR in the US manufacturing industry, adjusted for executive seniority and a major metropolitan area." }, "location" : "Farmington Hills, MI", "locations" : [ "Farmington Hills, MI", "United States of America" ], "timestamp" : "2026-06-15T00:03:57.614", "fingerprint" : "9c34cd13e8d3335887547d976b7e99e4c6acbb8f35a0676dcb543cbe51bc63b0", "source" : "workday", "language" : "en", "applyUrl" : "https://freudenberg.wd3.myworkdayjobs.com/freudenberg-group/job/Farmington-Hills-MI/Vice-President--Human-Resources---Americas_R_00103398", "externalId" : "R_00103398", "locationPoint" : "42.48531,-83.37716", "structuredLocations" : [ { "city" : "Farmington Hills", "state" : "Michigan", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "42.4853125,-83.3771553" } ], "locationText" : "Farmington Hills, Michigan, United States", "employmentType" : "FULL_TIME", "minimumEducation" : "Bachelor's Degree", "experienceMinYears" : 15, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "professionalSkills" : [ "Organizational development", "Talent development", "Workforce planning", "Talent acquisition", "Compensation and benefits", "Employee relations", "Labor relations", "Change management", "Performance management", "Organizational effectiveness", "Strategic leadership", "Operational execution" ], "hardSkillsList" : [ "HR strategy", "Restructuring initiatives", "Payroll", "Training", "Salary structures", "Career frameworks" ], "softSkillsList" : [ "Leadership", "Negotiation" ], "hardSkills" : [ { "name" : "HR strategy", "level" : "intermediate" }, { "name" : "Restructuring initiatives", "level" : "intermediate" }, { "name" : "Payroll", "level" : "intermediate" }, { "name" : "Training", "level" : "intermediate" }, { "name" : "Salary structures", "level" : "intermediate" }, { "name" : "Career frameworks", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" }, { "name" : "Negotiation" } ], "majorSkills" : "HR strategy, Organizational transformation, Labor relations", "majorSkillsList" : [ "HR strategy", "Organizational transformation", "Labor relations" ], "coreResponsibilities" : "Develop HR strategy for Americas, Implement HR strategy for Americas, Serve as Regional Leadership Team member, Contribute to business strategy, Contribute to decision-making, Align HR initiatives with organizational goals, Drive sustainable business success, Act as change agent, Lead organizational development initiatives, Lead restructuring initiatives, Lead transformation initiatives, Provide strategic direction on performance management, Provide strategic direction on talent development, Support regional footprint strategy, Oversee talent acquisition, Oversee compensation and benefits, Oversee employee relations, Oversee training, Oversee payroll, Ensure consistent HR services, Ensure high-quality HR services, Drive standardization of HR policies, Drive alignment with global HR policies, Lead employee relations matters, Resolve complex employee relations matters, Lead labor relations matters, Serve as negotiator with employee representatives, Ensure compliance with federal employment laws, Ensure compliance with state employment laws, Review salary structures, Maintain competitive salary structures, Review career frameworks, Maintain competitive career frameworks, Strengthen talent pipelines, Strengthen organizational capability", "teamCollaboration" : "Regional Leadership Team; Global HR; Regional business leadership; Employee representative groups", "domainKnowledge" : "Multinational organization; Corporate environments; Manufacturing environments; U.S. labor laws; Regional labor laws; HR compliance", "domainList" : [ "multinational-organization", "corporate-environments", "manufacturing-environments", "u-s-labor-laws", "regional-labor-laws", "hr-compliance" ], "domainSpecificKnowledge" : [ "Multinational organization", "Corporate environments", "Manufacturing environments", "U.S. labor laws", "Regional labor laws", "HR compliance" ], "communicationSkills" : "Stakeholder management", "outcomesObjectives" : "Drive sustainable business success", "qualificationsBasic" : "15+ years senior HR leadership, Bachelor's Degree in Business Administration, Bachelor's Degree in Human Resources, Deep understanding of U. S. labor laws, Deep understanding of regional labor laws, Deep understanding of HR compliance requirements", "qualificationsPreferred" : "Master's Degree", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "**Working at Freudenberg: We will wow your world!** # Responsibilities: * **Strategic Leadership** * Develop and implement the HR strategy for the Americas region in close alignment with global HR and regional business leadership * Serve as a key member of the Regional Leadership Team, contributing to overall business strategy and decision-making * Align HR initiatives with organizational goals to drive sustainable business success * **Organizational Effectiveness & Transformation** * Act as a change agent, leading organizational development, restructuring, and transformation initiatives * Provide strategic direction on performance management and talent development * Support regional footprint strategy including workforce planning, relocations, and structural changes * **HR Operations & Service Excellence** * Oversee all HR functions including talent acquisition, compensation & benefits, employee relations, training, and payroll * Ensure consistent, high-quality HR services across all locations in the Americas * Drive standardization and alignment with global HR policies, programs, and processes * **Employee & Labor Relations** * Lead and resolve complex employee and labor relations matters during periods of change * Serve as a trusted partner and lead negotiator with employee representative groups * Ensure compliance with all federal and state employment laws and regulations * **Talent & Reward Strategy** * Review and maintain competitive salary structures and career frameworks across the region * Strengthen talent pipelines and organizational capability through strategic workforce initiatives # Qualifications: * 15+ years of proven senior HR leadership experience within a multinational organization, ideally in both corporate and manufacturing environments * Bachelor’s Degree in Business Administration, Human Resources or related field. Master’s Degree is preferred. * Demonstrated ability to influence senior stakeholders and drive business-aligned HR strategies * Strong expertise in organizational transformation, labor relations, and change management * Deep understanding of U.S. and regional labor laws and HR compliance requirements * A balanced approach to both strategic leadership and operational execution * Exceptional communication, negotiation, and stakeholder management skills ‎ ‎ The Freudenberg Group is an equal opportunity employer that is committed to diversity and inclusion. Employment opportunities are available to all applicants and associates without regard to race, color, religion, creed, gender (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender identity or expression, national origin, ancestry, age, mental or physical disability, genetic information, marital status, familial status, sexual orientation, protected military or veteran status, or any other characteristic protected by applicable law. Vibracoustic USA Inc.", "summaryDescription" : "Vice President, Human Resources - Americas at Freudenberg. Skills: HR strategy, Organizational transformation, Labor relations. Develop HR strategy for Americas. Implement HR strategy for Americas", "postedDate" : "2026-06-12T07:01:05.887", "createdAt" : "2026-06-12T07:01:05.655", "lastUpdated" : "2026-06-15T00:03:57.614", "ingestTimestamp" : "2026-06-12T07:01:05.655", "mongoId" : "6a2b069d74d8ee00a0755282", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "sourceUrl" : "https://freudenberg.wd3.myworkdayjobs.com/freudenberg-group/job/Farmington-Hills-MI/Vice-President--Human-Resources---Americas_R_00103398", "salaryAnnualMin" : 225000, "salaryAnnualMax" : 350000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "HR strategy", "Restructuring initiatives", "Payroll", "Training", "Salary structures", "Career frameworks", "Leadership", "Negotiation", "Organizational transformation", "Labor relations", "Organizational development", "Talent development", "Workforce planning", "Talent acquisition", "Compensation and benefits", "Employee relations", "Change management", "Performance management", "Organizational effectiveness", "Strategic leadership", "Operational execution", "Multinational organization", "Corporate environments", "Manufacturing environments", "U.S. labor laws", "Regional labor laws", "HR compliance" ], "skillCount" : 27, "jobCategory" : "human-resources", "seniorityLevel" : "executive", "dataQualityScore" : 1.0, "daysOld" : 2, "hasLocation" : true, "hasGeo" : true }, { "id" : "6a3079a7f292fd229c034067", "title" : "Vice President of External Affairs", "company" : "Planned Parenthood of Wisconsin", "industry" : "Public Policy - Advocacy", "salary" : { "min" : 129189.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : false }, "location" : "Milwaukee, WI or Madison, WI", "locations" : [ "Milwaukee, WI or Madison, WI" ], "timestamp" : "2026-06-16T14:44:41.358", "fingerprint" : "3bb81d72a4a98c5f66b9134326f8372f1021cef3ad6fe21d9e994f71037a41d0", "source" : "lever", "language" : "en", "applyUrl" : "https://jobs.lever.co/ppwi/65279255-c026-46c1-be06-bd5244cfb3ee/apply", "externalId" : "65279255-c026-46c1-be06-bd5244cfb3ee", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Milwaukee", "state" : "Wisconsin", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "hybrid", "geo" : "43.0386475,-87.9090751" }, { "city" : "Madison", "state" : "Wisconsin", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "hybrid", "geo" : "43.0746900,-89.3841663" } ], "locationText" : "Milwaukee, Wisconsin, United States; Madison, Wisconsin, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "remoteFriendly" : true, "workSiteFlexibility" : "Remote", "rawDescription" : "## Description At Planned Parenthood of Wisconsin, Inc. (PPWI), we work to provide quality, affordable health care services, comprehensive education, and strong advocacy. We serve over 50,000 patients annually in 18 health centers statewide, making us the largest and most trusted reproductive health care provider in Wisconsin. Our goal is to help keep Wisconsin safe, healthy and strong! This is an excellent hybrid opportunity for a Vice President of External Affairs (40 hours/week) at our Administration Offices in Milwaukee or Madison, WI and remote. As part of our comprehensive benefit package, we offer: - Company contribution toward medical insurance deductible - Generous Paid Time Off - 12 Days of Holiday Pay - Immediate 401(k) Vesting with up to 6% company contribution - Paid Parental Leave - Tuition Assistance - Public Service Loan Forgiveness Program PPWI’s compensation philosophy is rooted in equity. Starting offers are determined by both the candidate’s applicable experience and internal equity. The Vice President of Marketing and Communication pay starts from $129,189 annually. Additional $1.50 per hour for bilingual (English/Spanish) Purpose of Position: This senior level position sets the strategic vision and plan for the agency’s Public Affairs and Community Relations work in alignment with the PPWI mission and strategic plan They are responsible for setting the strategic priorities in the agency’s government relations (at the local, state and national level), community engagement and outreach, and issue advocacy strategies that strengthen and protect Planned Parenthood of Wisconsin’s (PPWI) ability to provide health services and comprehensive sex education. These strategies are to include both responding to the current attacks on reproductive rights and proactive development of strategies to broaden and strengthen protections and improve health equity. The position will be responsible for ensuring that these strategies are implemented through a reproductive justice lens and are informed by reproductive justice, health equity, and other cross-movement partner organizations. The position will be trained in the 3D advocacy approach and will be responsible for ensuring that the 3D approach is integrated in public affairs and community relationships programming and departmental culture. They are a member of the PPWI Agency Leadership Team, providing relevant public policy analysis as well as strategic outreach, guidance and recommendations for action. The role may serve as a registered lobbyist and agency representative to relevant coalitions and organizations. Knowledge, Skills and Abilities: Must be committed to providing excellent customer service and support the vision and values of Planned Parenthood of Wisconsin. Must have demonstrated competency in diversity, equity, inclusion, and belonging that can be illustrated as a strategic priority. The Vice President of External Affairs must have strong strategic, organizational, interpersonal, oral and written communications skills. Must understand the impact of sexual reproductive healthcare access and policies on diverse, marginalized, and vulnerable communities. Demonstrate an aptitude for working both independently and as a member of a team to ensure consistent and cohesive strategies between individual, departmental and cross-departmental workplans. Must have a personal commitment to achieve the agency’s Public Affairs objectives and an understanding of why those objectives should be achieved with a strategic approach grounded in health equity and reproductive justice. Must possess diplomatic skills and an understanding how to work effectively with Planned Parenthood employees; outside consultants; entities and individuals within all branches of government at all levels; and extra-agency relationships, including a dedication to cross-movement collaboration. Must be comfortable working as a spokesperson with the media and will be expected to provide appropriate policy and agency perspectives to a variety of internal and external audiences, including the media. Demonstrated experience leading and managing teams and establishing accountability to goals and outcomes. Intermediate experience with Microsoft applications such as Word, Excel, and PowerPoint, preferably in MS365. Education and/or Experience: Bachelor’s degree in related field required (ex: Political Science, Sociology, Public Policy or Administration, Social Work) Seven years of experience in government relations, external affairs, community organizing, community relations, or civic engagement work. Senior or executive level experience preferred. Requires a minimum of three years of supervisory experience including interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Advanced degree in Political Science, Public Policy or Administration, Social Work or Juris Doctorate a plus. An equivalent combination of education and experience from which comparable knowledge and abilities can be acquired may be considered. Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This position is: Predominantly sedentary with intermittent (15% or less of time in typical week) standing and walking Other Physical Requirements: Repetitive motions of hands and wrists related to typing on a keyboard and using a mouse Fine finger movements Vision and Hearing Abilities: Close vision Hearing Far vision Speaking May require lifting and/or carrying objects weighing: Up to 2 pounds Working Conditions: This position is generally performed in an office environment but involves few interruptions. The work environment characteristics are representative of those an employee encounters while performing the essential functions of this position. Reasonable accommodations, however, may be made to enable individuals with disabilities to perform said essential functions. Other environmental and/or working conditions: Normal noise levels Working Hours: Monday-Friday 8:30 a.m. – 5:00 p.m. - Hybrid at Doty Street or Jackson Street - 3 days in office Occasional evening and/or weekend hours may be necessary. Must be available by phone to provide after-hours on-call coverage Driving Conditions: This position requires traveling statewide, therefore a valid driver’s license and auto insurance in accordance with agency liability standards is required. Must have transportation. ## ESSENTIAL DUTIES & RESPONSIBILITIES PPWI plays a critical role in the healthcare infrastructure of the State of Wisconsin. To sustain the mission, it is imperative that we have strong, authentic relationships with patients, communities, local and state governments, healthcare providers, community-based organizations, and other stakeholders at the state and national levels. Build PPWI’s statewide power to strengthen, protect and expand reproductive freedom In partnership with other PPWI leadership, this role sets out the vision and strategic priorities for Public Affairs and Community Relations in alignment with PPWI’s strategic imperatives. Lead and support a team of Public Affairs Directors to establish, operationalize and implement the department’s government relations, year-round grassroots organizing and volunteer engagement and communication’s work plans; ensuring that the work plans further the strategic priorities of both the Public Affairs team and the agency. Lead and support the Director of Community Relations to establish, operationalize, and implement the department’s work plan; ensuring that the work plans further the strategic priorities of both the Community Relations team and the agency. In partnership with the CSO and General Counsel, identify strategic priorities for legal and policy advocacy that protects and strengthens reproductive freedom and health equity. Using PPWI’s workplace values as a framework, supervise, support, and develop the leadership of Public Affairs and Community Relations teams Develop clear programmatic work plans for leaders that include metrics Meet regularly with leaders to provide support and feedback; identify opportunities for growth and leadership development. Comply with agency policies and protocols and ensure compliance amongst all departmental staff. Hire and onboard new departmental leaders using agency approved or mandated processes and training. In partnership with the CFO and leadership in public affairs and community relations, develop and manage departmental budgets. Identify gaps in training and ensure teams have the information they need to perform their job duties compliantly and effectively. Establish, develop, and steward both internal and external relationships that advance PPWI’s mission Identify local, state, and national policy matters that may present either a threat to or opportunity to advance PPWI’s mission and keep PPWI leadership informed. Serve as a spokesperson for PPWI in both the media and community Maintain working relationships with counterparts at affiliates, Planned Parenthood Federation of America (PPFA) and other national organizations. Represent or ensure representation of PPWI with national policy associations and appointed coalitions to monitor and influence public policy affecting PPWI. Serve as the subject matter expert within PPWI to help inform the work of other departments. Other duties as assigned. ## Additional Information Any job offer will be contingent upon the results of a background investigation. 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This is a highly visible, hands-on leadership role requiring a proven sales executive who can both build and manage a high-performing sales organization while personally securing large, strategic healthcare partnerships. The ideal candidate has extensive experience selling complex workforce solutions to large health systems, hospitals, and healthcare organizations. This individual must possess the executive presence, credibility, and consultative selling expertise necessary to engage C-suite decision-makers and successfully navigate complex enterprise sales cycles. The successful candidate will bring an established network of relationships within major health systems, integrated delivery networks (IDNs), and healthcare organizations and have a demonstrated history of leveraging those relationships to generate new business opportunities and close enterprise-level agreements. This is not solely a management position. The Vice President of Strategic Sales will maintain direct responsibility for developing, negotiating, and closing high-value opportunities while simultaneously driving accountability, performance, and execution across the sales team. RESPONSIBILITIES Strategic Revenue Growth • Develop and execute Roshal Health's national sales strategy to achieve aggressive revenue and market expansion goals. • Lead, manage, and develop the national sales team, establishing performance expectations, driving accountability, coaching team members through complex sales opportunities, and ensuring achievement of individual and organizational revenue goals. • Identify, pursue, and secure enterprise-level partnerships with hospitals, health systems, academic medical centers, and healthcare organizations. • Leverage existing executive relationships within major health systems to create new business opportunities and accelerate sales cycles. • Personally manage and close strategic opportunities with significant revenue impact. • Establish and cultivate executive-level relationships with C-suite stakeholders across major health systems and healthcare organizations, serving as a trusted advisor throughout the sales process and contract lifecycle. • Lead complex contract negotiations and oversee deal structure, pricing strategy, and contract execution. • Drive sustainable growth through a disciplined, consultative sales approach. EDUCATION & EXPERIENCE • Bachelor's degree required; Master's degree preferred. • Minimum 15 years of progressive healthcare sales and business development experience. • Minimum 7 years of sales leadership experience with responsibility for team performance and revenue growth. • Demonstrated success selling into large hospital systems, integrated delivery networks (IDNs), academic medical centers, and enterprise healthcare organizations. • Established network of executive-level relationships within major health systems and healthcare organizations. • Proven track record of personally closing enterprise healthcare services agreements. • Demonstrated history of securing multi-year strategic partnerships with large health systems. • Demonstrated success developing executive-level relationships and navigating complex decision-making processes within large healthcare systems and enterprise organizations. • Strong understanding of healthcare operations, workforce solutions, staffing models, and healthcare economics. • Experience leading complex, consultative sales cycles from prospecting through contract execution. • History of consistently exceeding revenue targets and driving sustained organizational growth. COMPENSATION PHILOSOPHY • Portion of total compensation is performance-based and tied directly to new revenue generation, strategic account acquisition, and enterprise contract growth. • This role carries both individual sales production goals and leadership accountability for overall sales team performance. • Success will be measured through personal quota attainment, team revenue achievement, strategic partnership development, and overall company growth. This is a full-time position with a base and commission structure as well as a comprehensive benefits package. Roshal Imaging Services LLC is an Equal Opportunity / Affirmative Action employer. All qualified individuals will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, age, disability, protected veteran status, marital status, or another protected status under federal, state, or local laws. 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Each of us is unique, and that is what makes us amazing. We believe in inclusiveness and celebrating each person’s individuality, because there’s power in bringing people with different points of view and life experiences together. That is why we provide equal employment opportunities (EEO). All applicants are considered regardless of race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, or sexual orientation. So, bring yourself and your best ideas; when we feel safe and comfortable being ourselves, there’s no limit to what we can achieve. IN A NUTSHELL… The Manager of Organizational Full medical/vision/dental, 401k with possibility of a company match, access to company-sponsored well-being programs Balance and flexibility; paid time off, paid parental leave, flexible work arrangements. Tuition Reimbursement Programs Pet Insurance PARALLEL IS UNITED BY OUR VISION, Mission, & Values Our Vision – why we exist – is to pioneer well-being and improve the quality of life for humanity through the benefits of cannabinoids. Our Mission – how we will do this – is to build a leading, global well-being company through the best talent, our values, trusted and recognized brands, science and technology-based innovation, and a relentless focus on execution and continuous improvement. Our Values – Integrity | Collaboration | Alignment | Intentionality | Accountability | Agility We are an Equal Opportunity Employer. We embrace and encourage our employees’ differences in age, color, disability, ethnicity, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socioeconomic status, veteran status, and other characteristics that make our employees unique. Disclaimer Parallel reserves the right to change or assign other duties to this job description. Your employment with Parallel is a voluntary one and is subject to termination by you or Parallel at will, with or without cause, and with or without notice, at any time. Nothing in this document shall be interpreted to be in conflict with or to eliminate or modify in any way the employment-at-will status of Parallel associates.", "summaryDescription" : "Manager of Organizational & Leadership Development at Live Parallel. Skills: Organizational development, Talent management, HR strategy. Develop and implement HR strategies. 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Job Overview: The Vice President of Operations is responsible for overseeing a business operations portfolio of at least $50M within multiple locations throughout North America. This leader owns and effectively manages their P&Ls, people organizations and executes the SPS vision and governance model while ensuring service deliverables are met with all clients. As a highly visible leader, the MVP, Ops drives operational excellence through the administration of ad-hoc projects, focused on creating business process efficiencies and highly engaged people organizations. In addition, the MVP, Ops is a strategic partner to human resources, sales, solutions, client relations to marketing teams, ensuring continued business growth and success with all business objectives. Duties and Responsibilities: Manages a multi-tiered people organization, usually based in multiple locations. Maintains consistent communication with clients and SPS at all levels. Effective coaching/training/mentoring SPS leaders responsible for the successful delivery of SPS services. In addition, the MVP, Ops develops and ensures the cross training of key leadership within their respective portfolio of accounts. Responsible for the successful execution of the SPS governance model, deliverables to SLAs within a specified portfolio of client accounts. Ensures that all teams meet/exceed client KPIs/SLAs. Sponsors and/or commissions projects that enhance both the client and employee experience with SPS. Insures smooth and sustained client & employee engagement at all accounts. Ensures Client Satisfaction Index (“CSI”) is at or above previous score. Participates in client business reviews. Oversees monthly budget forecasts for all accounts within client portfolio. Helps to facilitate growth and continued business success by participating in new client RFPs, account reviews and renewals. Establishes and maintains accountability with Regional Client Directors, responsible for site operations. Handles client escalations by facilitating resources to create resolutions and sometimes best practices to ensure customer satisfaction. Demonstrates strict adherence to all SPS policies & procedures. Serves as a knowledge resource regarding SPS policies, procedures, guidelines. Competencies: Exceptional ability to lead, motivate and interact with all levels of leaders, clients and employees. Strong sense of ownership. Excellent financial and general business acumen. Excellent negotiation skills. Skilled marketing & sales aptitude and has the capacity to eloquently convey the company’s products and services to the masses. Strategic leadership skills. Exceptional tact and skill in handling multiple priorities, goals and objectives. Exceptional critical thinking skills. Results orientated. Driven by client satisfaction. Strong integrity, solid business ethics. Exceptional presentation and interpersonal skills. Exceptional English written and oral communication skills. Ability to maintain confidentiality. Strong attention to detail. Ability to function with a high level of patience, tact and diplomacy to defuse anger and collect accurate information. Able to convey information and ideas through speech in ways that all will understand. Able to listen to and understand information and ideas presented through spoken words and sentences. Able to speak clearly so listeners understand, identify, and understand the speech of another person. Be personable, articulate, knowledgeable and professional in presenting oneself in a professional setting. Qualifications and Education Requirements: Bachelor’s Degree or higher required. Must have 10+ years’ experience managing large scale customer service operations with multiple levels of leadership. Project Management training and/or similar certification a plus. (i. e. Six Sigma, PMP) Worked in a B2B Services organization with a proven ability to manage at least $50M in business revenue. Strong P&L/ Financials acumen with the ability to help drive continued revenue streams. Highly driven with a proven ability to foster an environment where leaders create a highly engaged environment for front line workers. Ability to manage high level clients and be a strategic leader who can elevate the current status quo. Exceptional Change Management Skills- Fosters change, highly adaptable and highly supportive of company objectives. Highly forward thinking and can develop professional relationships with all sectors of the business. Proven ability to help grow the business through add-ons but also can speak to C-level for net new client operations. Strong understanding of project management- able to conceptualize solutions, develop project plan, execute, and follow up. Holds people and leaders accountable. A strong background managing various business functions from Ops, Sales, HR, Finance etc. Driven by client satisfaction, with proven track record of diplomacy and ownership. Strong integrity, solid business ethics . Strong team approach to account management. Creative strategic thinking and performance. Required to maintain an overall professional appearance and attitude. Physical Demands: Fine and/or gross motor skills, including the ability to grasp, lift and/or carry or otherwise move packages on a standard wheeled cart with a load capacity of 60 lbs. Ability to walk, bend, kneel, stand, and/or sit for an extended period of time. Manual dexterity required for operating office machinery (phone, copy machines, binding equipment, etc.). Physically able to talk on the phone and input data simultaneously. Ability to lift or move 40 lbs. or greater frequently. Specific vision abilities required by this job include close vision, distance vision, ability to adjust focus and ability to match or may include detection of differences between colors, including shades of color and brightness. Travel: Some travel is required for this position. Approximately up to 25%. Other Duties: 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. WHAT WE OFFER Career Growth: An opportunity to enter a job that allows you to learn new skills or use a variety of them that may lead you to uncover other career opportunities! Learning & Development: At SPS, we promote a work culture of learning so that you can develop to be the best at what you do! We Recognize Talent: We offer a variety of recognition programs for all levels of employees! Benefit Offerings: Medical, Dental, Vision, HCFSA, DCFSA, HSA, Commuter Transit and Parking, Supplemental Life Insurance, Accident Insurance, Critical Illness, Hospital Indemnity, Legal Program, Identify Theft Protection, Pet Discounts, Pet Insurance, Group Home and Auto Insurance, EAP, Short Term Disability, Life Insurance, Education Discounts, 401k w/ matching, Entertainment Discounts, & Paid Time Off. Note: Please inquire with the Human Resources team for benefit offerings per role as regular positions that routinely are under 30 hours/week may have a different benefit offering. About SPS SPS is an award-winning employer of choice offering outsourcing solutions that leverage Intelligent Automation (Artificial Intelligence & Robotic Process Automation) in more than 22 countries across the globe. In North America, our services include Mailroom Management (both physical and digital), Office Services such as Reception, Lobby Concierge and Conference Room Management in addition to Document Processing Services utilizing leading edge technologies. Our clients today are companies in sectors such as banking, insurance, legal, higher education, advertising and other professional services, including many Fortune 500 companies. SPS is committed to delivering high caliber outsourcing experience to our clients and offering our employees challenging and exciting career opportunities throughout the North America region and globally. SPS is committed to investing in the professional development of our employees and offers competitive comprehensive benefits and diverse development training programs that lead to building careers. At SPS we embrace the uniqueness of our employees and are committed to the fair and equal treatment of all people, applicants, and employees by promoting a culture of access, inclusion, equity and diversity. SPS provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual and reproductive health choices, national origin, age, disability, genetics, military status, gender identity or expression, sexual orientation and/or any other status protected by applicable law. Colorado only: We accept applications for an expected minimum of 5 days from the date it is posted. The posting may remain open longer as needed to ensure a robust and inclusive applicant pool. To ensure a fair and authentic interview process, applicants may not use AI tools or any other form of real-time assistance during interviews. SPS team members may use transcription or note-taking technology solely to support accurate interview documentation. SPS offers reasonable accommodations in the hiring and employment process for individuals with disabilities. If you need assistance in the application or hiring process to accommodate a disability, you may request an accommodation at any time. To view our privacy policy, click on the link below: Data Privacy Statement Acknowledgement Section: By submitting an application by hitting \"Submit Application\" you certify that the information contained in this application is true and complete. You attest to the fact that the answers provided are correct to the best of your knowledge and ability. You certify that you have not knowingly withheld any information that might affect my chances for hiring. You understand that any false information or omission (including any misstatement) on this application or on any document used to secure this employment can be grounds for rejection of application or, if you are employed by SPS can be grounds for immediate termination from this company.", "summaryDescription" : "Vice President of Operations at SPS-North America", "postedDate" : "2026-06-14T20:11:53.129", "createdAt" : "2026-06-14T20:11:53.129", "lastUpdated" : "2026-06-16T02:47:44.525", "ingestTimestamp" : "2026-06-14T20:11:53.129", "mongoId" : "6a2c7e5474d8ee00a09521b1", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 250000, "salaryAnnualMax" : 450000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "VP", "dataQualityScore" : 0.7777778, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", 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responsiveness, Build culture focused on safety, Build culture focused on quality, Ensure properties comply with federal requirements, Ensure properties comply with state requirements, Ensure properties comply with local requirements, Ensure compliance with OSHA, Ensure compliance with EPA, Ensure compliance with NFPA, Ensure compliance with electrical codes, Ensure compliance with building codes, Develop safety training programs, Develop risk mitigation programs, Develop cost mitigation programs, Oversee property inspections, Oversee compliance reporting, Use enterprise AI tools, Draft using AI tools, Summarize using AI tools, Analyze using AI tools, Accelerate work using AI tools, Review AI-generated outputs, Follow company data handling policies, Follow company confidentiality policies, Follow company acceptable-use policies, Reduce manual effort on routine tasks, Draft emails using AI assistants, Take meeting notes using AI assistants, Summarize documents using AI assistants, Perform basic research using AI assistants", "teamCollaboration" : "Cross-functional teams; Resident work orders; Property management; Centralized maintenance team; Onsite maintenance technicians", "projectManagementSkills" : [ "Capital repair plan" ], "domainKnowledge" : "Multifamily maintenance; Building systems; Facilities operations; OSHA; EPA; NFPA; Electrical codes; Building codes", "domainList" : [ "multifamily-maintenance", "building-systems", "facilities-operations", "osha", "epa", "nfpa", "electrical-codes", "building-codes" ], "domainSpecificKnowledge" : [ "Multifamily maintenance", "Building systems", "Facilities operations", "OSHA", "EPA", "NFPA", "Electrical codes", "Building codes" ], "toolProficiency" : [ "Maintenance management systems", "AI tools", "Claude Cowork", "Microsoft Copilot" ], "documentationSkills" : "Compliance reporting", "continuousLearning" : "AI training; AI office hours; AI adoption campaigns; Tuition Assistance", "problemSolvingSkills" : "Root cause analysis; Troubleshooting; Cost savings opportunities; Operational efficiencies", "specialRequirements" : "Travel required, Lift up to 30 pounds, Walk uneven terrain, Navigate outdoor work areas", "qualificationsBasic" : "10+ years multifamily maintenance leadership experience, Technical knowledge of building systems, Experience overseeing large maintenance teams, Experience with vendor relationships, Budgeting and operational planning skills, Experience with maintenance management systems, Experience with centralized maintenance teams, Experience with onsite maintenance teams, Experience internalizing maintenance operations, Experience internalizing facilities operations, Experience with large-scale turns, Experience with capital projects", "qualificationsPreferred" : "EPA Type II certification, CPO certification, EPA proctor preferred, Certified Pool Instructor preferred", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "## **About The Company** ## Built on a foundation of integrity, respect, and commitment, JPI stands out as one of the most active real estate developers and builders in the nation. For more than 35 years, JPI has designed and developed communities with best-in-class homes and amenities. JPI is committed to data-driven management and continuous improvement. Its team of experts utilizes data – including unparalleled market research, proven business processes, and proprietary models – to ensure that every decision is strategic, focused, and produces exceptional multifamily communities with the best risk-adjusted returns. More than just great communities, JPI is focused on leaving a lasting impact on the communities where we build and is continually committed to “Building What Matters.” JPI operates as a subsidiary of Sumitomo Forestry, which is recognized as one of the largest home builders in the United States. _**Why work for us?**_ We have a 35-year track record of developing multifamily communities with responsibility, accountability, and integrity. Our stated purpose is to: * Transform Building * Enhance Communities * Improve Lives JPI has an ambitious and exciting vision for how we will achieve this, which makes for a positive and dynamic work environment, with many opportunities for personal development and growth. As well as our highly competitive offering of compensation and benefits, we are committed to: * Transformative careers in a transformative company * Comprehensive training and development * Promotion from within at all levels of the organization * Borderless Careers, based on performance, potential, and personal ambition ** _Industry Recognition_** * NMHC - #1 Fastest Growing Developer; #2 Fastest Growing Building; #8 Largest National Developer; # 11 Largest National Builder * Real Page – Most active multifamily developer in DFW for the past 8 years * Dallas Business Journal Best Places to Work – 2023 * Dallas Business Journal – Largest DFW Real Estate Developers - #11 JPI offers associates a comprehensive benefits package with competitive salaries and more, including: * Competitive Bonus Program * 4 Weeks PTO for All New Associates (Pro-Rated by Hire Date) * 11 Holidays and 8 Early Release Days * Medical, Dental, Vision, and Life Insurance * 401(k) with Company Match (Up to 5% Match) * Health Savings Account * Flexible Spending Accounts (Dependent & Medical Reimbursement) * Paid Parental Leave * Paid Volunteer Time * Tuition Assistance * Phone Reimbursement * Associate Referral Bonuses About the Job. JPI has an exciting opportunity for a Vice President, Maintenance to join our Investment Ownership team located in Dallas, TX. The Vice President of Maintenance will oversee all maintenance operations, preventative maintenance programs, turns, vendor management, housekeeping, groundskeeping and facilities standards across the portfolio. This leader will establish scalable maintenance infrastructure and operational standards as the company internalizes property management functions. **Essential Functions & Responsibilities ** **Maintenance Operations** * Lead all property maintenance operations across the portfolio. * Develop preventative maintenance programs and asset preservation standards. * Oversee unit turn strategy, scheduling, and execution. * Establish emergency response protocols and maintenance standards. * Build a centralized maintenance team to minimize the need for and support onsite maintenance. * Create a process to address all maintenance work orders from residents and property management at each property. **Operational Infrastructure** * Create maintenance SOPs, workflows, and quality control programs. * Standardize and centralize purchasing, inventory, and vendor management processes. * Develop staffing models and maintenance training programs. * Implement maintenance tracking and work order systems. * Develop a centralized maintenance staff as a first response for all resident-related work orders. **Financial Management** * Manage maintenance budgets by property and establish a capital repair plan for each asset. * Identify cost savings opportunities and operational efficiencies. * Monitor vendor contracts and procurement standards. **Team Leadership** * Recruit, train, and oversee maintenance leadership, centralized and onsite maintenance technicians. * Establish performance expectations, KPIs and accountability systems. * Build a culture focused on customer service, responsiveness, safety, and quality. **Compliance & Safety** * Ensure properties are operating in accordance with all federal, state, and local requirements, including but not limited to OSHA, EPA, NFPA, electrical and building codes. * Develop safety training, risk and cost mitigation programs. * Oversee property inspections and compliance reporting. **AI and Automation** * Uses approved enterprise AI tools (e.g., Claude Cowork, Microsoft Copilot) to draft, summarize, analyze, and accelerate everyday work. * Applies sound judgment to review AI-generated outputs for accuracy, tone, and appropriateness before using or sharing them. * Follows company data handling, confidentiality, and acceptable-use policies when working with AI tools and sensitive information. * Demonstrates curiosity and willingness to adopt new tools; actively participates in AI training, office hours, and adoption campaigns. * Uses AI assistants to reduce manual effort on routine tasks (email drafting, meeting notes, document summarization, basic research). **Non-essential Functions & Responsibilities** * Other duties as assigned. **Education, Work Experience, & Physical Requirements ** * 10+ years of multifamily maintenance leadership experience. * Strong technical knowledge of building systems and facilities operations. * Experience overseeing large maintenance teams and vendor relationships. * Strong budgeting and operational planning skills. * Experience with maintenance management systems. * Experience with centralized and onsite maintenance teams * This role is located in the central office and will also require travel various JPI properties. * Travel may be required. * May be required to lift and carry items weighing up to 30 pounds. * May occasionally walk and navigate uneven terrain or outdoor work areas. * Experience internalizing maintenance or facilities operations. * EPA Type II, CPO or other technical certifications. * Experience with large-scale turns and capital projects. * EPA proctor or Certified Pool Instructor preferred.", "summaryDescription" : "Vice President, Maintenance at JPI. Skills: Maintenance operations, Vendor management, Budgeting, Team leadership. Lead property maintenance operations. Develop preventative maintenance programs", "postedDate" : "2026-06-16T04:08:23.801", "createdAt" : "2026-06-16T04:08:23.751", "lastUpdated" : "2026-06-16T11:56:33.405", "ingestTimestamp" : "2026-06-16T04:08:23.751", "mongoId" : "6a309475f292fd229c0c9618", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "sourceUrl" : "https://jpi.wd1.myworkdayjobs.com/JPIcareers/job/Dallas-Office/VP--Maintenance_JR101341", "salaryAnnualMin" : 220000, "salaryAnnualMax" : 350000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "Maintenance operations", "Preventative maintenance", "Unit turn strategy", "Emergency response protocols", "Maintenance work orders", "Maintenance SOPs", "Workflows", "Quality control programs", "Purchasing", "Inventory management", "Staffing models", "Maintenance training", "Maintenance tracking", "Work order systems", "Maintenance budgets", "Capital repair plan", "Vendor contracts", "Performance expectations", "Accountability systems", "Customer service", "Responsiveness", "Safety", "Quality", "Compliance reporting", "AI tools", "Vendor management", "Budgeting", "Team leadership", "Operational planning", "Asset preservation", "Cost savings", "Operational efficiencies", "Procurement standards", "Risk mitigation", "Multifamily maintenance", "Building systems", "Facilities operations", "OSHA", "EPA", "NFPA", "Electrical codes", "Building codes", "EPA Type II", "CPO", "Maintenance management systems", "Claude Cowork", "Microsoft Copilot" ], "skillCount" : 47, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "executive", "dataQualityScore" : 1.0, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Real Estate", "llmIndustryConfidence" : 0.95 }, { "id" : "6a2c6a7474d8ee00a090befa", "title" : "Vice President of Finance", "company" : "Abricare, Inc.", "industry" : "Healthcare", "salary" : { "min" : 220000.0, "max" : 350000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a VP of Finance in the US Healthcare industry, adjusted for executive seniority and remote work." }, "location" : "Remote, United States", "locations" : [ "Remote", "United States" ], "certifications" : [ "CPA", "MBA" ], "timestamp" : "2026-06-15T08:50:15.201", "fingerprint" : "7bcae47939e8f237d9fd1f6f5d3c4ab2334fdffebcfc63c34246f0dd09a38282", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/abricareinc/jobs/4204329009", "externalId" : "4204329009", "industryFunction" : { }, "structuredLocations" : [ { "country" : "United States", "continent" : "na", "workMode" : "remote" } ], "locationText" : "United States", "employmentType" : "FULL_TIME", "minimumEducation" : "Bachelor's", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "professionalSkills" : [ "Financial planning", "Financial modeling", "Performance management", "Cost management", "Resource allocation", "Financial diligence", "Strategic transactions" ], "hardSkillsList" : [ "Budgeting", "Forecasting", "Financial reporting", "Accounting processes", "Month-end close", "Financial controls", "Risk management", "Financial risk assessments", "Internal controls", "Governance practices", "Investor reporting" ], "softSkillsList" : [ "Financial Leadership", "Operational Excellence", "Healthcare Finance Acumen", "Strategic Partnership", "Adaptability", "Mission Alignment" ], "hardSkills" : [ { "name" : "Budgeting", "level" : "intermediate" }, { "name" : "Forecasting", "level" : "intermediate" }, { "name" : "Financial reporting", "level" : "intermediate" }, { "name" : "Accounting processes", "level" : "intermediate" }, { "name" : "Month-end close", "level" : "intermediate" }, { "name" : "Financial controls", "level" : "intermediate" }, { "name" : "Risk management", "level" : "intermediate" }, { "name" : "Financial risk assessments", "level" : "intermediate" }, { "name" : "Internal controls", "level" : "intermediate" }, { "name" : "Governance practices", "level" : "intermediate" }, { "name" : "Investor reporting", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Financial Leadership" }, { "name" : "Operational Excellence" }, { "name" : "Healthcare Finance Acumen" }, { "name" : "Strategic Partnership" }, { "name" : "Adaptability" }, { "name" : "Mission Alignment" } ], "majorSkills" : "Financial Strategy, Financial Operations, Compliance, Risk Management", "majorSkillsList" : [ "Financial Strategy", "Financial Operations", "Compliance", "Risk Management" ], "coreResponsibilities" : "Build financial strategy, Develop long-term financial models, Provide insights into performance, Oversee budgeting process, Lead forecasting cycles, Build reporting dashboards, Deliver financial reporting, Oversee accounting processes, Ensure systems are scalable, Partner to improve cost management, Partner to improve resource allocation, Maintain compliance regulations, Support audits, Support payer reviews, Support financial risk assessments, Establish internal controls, Establish governance practices, Prepare for fundraising, Prepare for debt financing, Prepare for strategic partnerships, Collaborate on investor reporting, Collaborate on financial diligence, Collaborate on strategic transactions, Build financial foundation for expansion", "teamCollaboration" : "Partner with executive leadership; Partner with operations teams; Collaborate on investor reporting; Collaborate on financial diligence; Collaborate on strategic transactions", "domainKnowledge" : "Healthcare services; Home care; Medicaid-funded programs; Regulated industries; Healthcare reimbursement models; Medicaid PCS; Medicaid; Regulated care environments", "domainList" : [ "healthcare-services", "home-care", "medicaid-funded-programs", "regulated-industries", "healthcare-reimbursement-models", "medicaid-pcs", "medicaid", "regulated-care-environments" ], "domainSpecificKnowledge" : [ "Healthcare services", "Home care", "Medicaid-funded programs", "Regulated industries", "Healthcare reimbursement models", "Medicaid PCS", "Medicaid", "Regulated care environments" ], "communicationSkills" : "Board-level discussions; Investor reporting", "qualificationsBasic" : "8+ years progressive experience, Proven leadership experience, Understanding of financial controls, Bachelor's degree Finance, Bachelor's degree Accounting, Bachelor's degree Economics", "qualificationsPreferred" : "8+ years significant leadership, CPA preferred, MBA preferred, Advanced finance credential preferred, Scaling finance functions start-up, Scaling finance functions growth-stage, Familiarity healthcare reimbursement models, Experience supporting fundraising, Experience supporting board reporting, Experience supporting M&A activity", "remoteFriendly" : true, "workSiteFlexibility" : "Remote", "rawDescription" : "About AbriCare AbriCare is positioned to become a next-generation leader in one of the largest, fastest-growing, and most fundamentally broken sectors in U. S. healthcare: access to Personal Care Services (PCS) to enable independent living at home. The company exists to solve a structural workforce crisis that is driving unmet demand, avoidable nursing home placement, and deteriorating outcomes for millions of frail seniors and adults with disabilities. The market is vast, fragmented, and accelerating a $75B+ addressable market growing 8–10% annually, with demographic inevitability as the driver (exploding 80+ population, shrinking family caregiver base). States aggressively rebasing toward Home and Community Based Services (HCBS) due to cost pressures, outcomes data, and member preference — materially advantages PCS as the lowest-cost, highest-impact LTSS modality. Medicaid-funded Personal Care Services (PCS) represents the largest covered patient base that AbriCare will proudly serve, with an opportunity to deliver PCS offerings to VA and private-pay members as well. AbriCare’s model is straightforward and powerful: fix the caregiver experience, modernize operations with technology-enabled infrastructure, and activate the home as the new front line of care coordination. AbriCare exists to: Enable vulnerable seniors and adults with disabilities to remain independent at home, avoiding high-cost Elevate the caregiver workforce, a historically undervalued labor pool that experiences >60% annual turnover sector-wide. Deliver material value for Medicaid and managed care organizations through reliable fulfillment, consistent documentation, rising-risk detection, and improved outcomes. This is an opportunity to join the leadership team of a company that directly affects the highest-risk, highest-cost members in Medicaid and Medicare — the 6–10% of beneficiaries who account for ~35%+ of spend. About the Role The Vice President of Finance will serve as AbriCare’s financial leader, responsible for building and scaling the financial infrastructure needed to support rapid growth. This role is both strategic and hands-on — owning budgeting, forecasting, reporting, and financial operations while partnering closely with executive leadership to ensure AbriCare remains financially strong, compliant, and positioned for long-term success. This is a critical role for someone who can operate in a fast-moving, mission-driven healthcare environment, balancing disciplined financial management with the agility required in a scaling organization. What You’ll Do Build Financial Strategy & Leadership Serve as a key strategic partner to the CEO and leadership team on financial planning and decision-making. Develop long-term financial models that support growth, expansion, and operational scalability. Provide clear insights into performance drivers, margins, and opportunities for efficiency. Oversee Budgeting, Forecasting & Reporting Lead the annual budgeting process and ongoing forecasting cycles. Build and maintain reporting dashboards that track KPIs, cash flow, and profitability. Deliver accurate, timely financial reporting for leadership and board-level discussions. Strengthen Financial Operations Oversee accounting processes, month-end close, and financial controls. Ensure systems and workflows are scalable, efficient, and audit-ready. Partner with operations teams to improve cost management and resource allocation. Ensure Compliance & Risk Management Maintain compliance with healthcare-related financial regulations, Medicaid reimbursement requirements, and state/federal standards. Support audits, payer reviews, and financial risk assessments. Establish strong internal controls and governance practices. Support Growth & Investment Readiness Prepare AbriCare for future fundraising, debt financing, or strategic partnerships. Collaborate on investor reporting, financial diligence, and strategic transactions. Build the financial foundation needed for expansion into new markets and service lines. Required Qualifications Minimum 8+ years of progressive experience in finance, accounting, or related roles. Proven leadership experience managing budgeting, forecasting, and financial operations. Strong understanding of financial controls, reporting, and performance management. Experience in healthcare services, home care, Medicaid-funded programs, or other regulated industries strongly preferred. Bachelor’s degree in Finance, Accounting, Economics, or related field required. Ability to operate both strategically and tactically in a high-growth environment. Preferred Qualifications 8+ years of experience with significant leadership responsibility. CPA, MBA, or other advanced finance credential preferred. Experience scaling finance functions in a start-up or growth-stage organization. Familiarity with healthcare reimbursement models, including Medicaid PCS. Prior experience supporting fundraising, board reporting, or M&A activity. Core Competencies Financial Leadership: Able to guide organizational strategy through strong financial insight and discipline. Operational Excellence: Builds scalable systems, processes, and controls that support growth. Healthcare Finance Acumen: Understands the complexity of Medicaid and regulated care environments. Strategic Partnership: Trusted advisor to leadership, translating numbers into actionable decisions. Adaptability: Thrives in a fast-changing, start-up setting where priorities evolve quickly. Mission Alignment: Motivated by AbriCare’s commitment to helping seniors and adults with disabilities live safely and independently at home.", "summaryDescription" : "Vice President of Finance at Abricare, Inc.. Skills: Financial Strategy, Financial Operations, Compliance, Risk Management. Build financial strategy. Develop long-term financial models", "postedDate" : "2026-06-14T09:23:13.672", "createdAt" : "2026-06-14T09:23:13.672", "lastUpdated" : "2026-06-15T08:50:15.201", "ingestTimestamp" : "2026-06-14T09:23:13.672", "mongoId" : "6a2c6a7474d8ee00a090befa", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 220000, "salaryAnnualMax" : 350000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "Budgeting", "Forecasting", "Financial reporting", "Accounting processes", "Month-end close", "Financial controls", "Risk management", "Financial risk assessments", "Internal controls", "Governance practices", "Investor reporting", "Financial Leadership", "Operational Excellence", "Healthcare Finance Acumen", "Strategic Partnership", "Adaptability", "Mission Alignment", "Financial Strategy", "Financial Operations", "Compliance", "Risk Management", "Financial planning", "Financial modeling", "Performance management", "Cost management", "Resource allocation", "Financial diligence", "Strategic transactions", "Healthcare services", "Home care", "Medicaid-funded programs", "Regulated industries", "Healthcare reimbursement models", "Medicaid PCS", "Medicaid", "Regulated care environments", "CPA", "MBA" ], "skillCount" : 38, "jobCategory" : "finance", "jobSubcategory" : "accounting", "seniorityLevel" : "VP", "dataQualityScore" : 1.0, "daysOld" : 0, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Healthcare", "llmIndustryConfidence" : 0.98 }, { "id" : "6a30787ef292fd229c02b629", "title" : "Human Resources Business Partner", "company" : "Cubic Transportation Systems", "industry" : "Technology", "salary" : { "min" : 125000.0, "max" : 135000.0, "currency" : "USD", "frequency" : "yearly" }, "location" : "United States of America", "locations" : [ "United States of America" ], "certifications" : [ "SHRM certification" ], "timestamp" : "2026-06-16T15:46:11.301", "fingerprint" : "401aa85fa1223fcbb390293629d58e13b08645901510d190277489befbc4cf70", "source" : "workday", "language" : "en", "applyUrl" : "https://cubic.wd1.myworkdayjobs.com/cubic_USA_careers/job/USA-Home-PA/Human-Resources-Business-Partner_REQ_49180", "externalId" : "REQ_49180", "industryFunction" : { }, "locationPoint" : "51.43667,5.97917", "structuredLocations" : [ { "country" : "United States", "continent" : "na", "workMode" : "onsite" } ], "locationText" : "United States", "employmentType" : "FULL_TIME", "professionalSkills" : [ "Talent management", "Succession planning", "Performance management", "Employee relations", "HR practices", "HR policies", "Business acumen", "Strategic initiatives", "Employee engagement", "Employee recognition", "Job descriptions", "Staffing", "Downsizing", "HR objectives", "Data reporting", "Data analysis", "Acquisitions", "Divestitures", "Diligence", "Integration", "Offboarding" ], "hardSkillsList" : [ "Talent identification", "Competency gaps", "Development plans", "Turnover analysis", "Surge staffing", "Downsizing activities", "Data accuracy monitoring" ], "hardSkills" : [ { "name" : "Talent identification", "level" : "intermediate" }, { "name" : "Competency gaps", "level" : "intermediate" }, { "name" : "Development plans", "level" : "intermediate" }, { "name" : "Turnover analysis", "level" : "intermediate" }, { "name" : "Surge staffing", "level" : "intermediate" }, { "name" : "Downsizing activities", "level" : "intermediate" }, { "name" : "Data accuracy monitoring", "level" : "intermediate" } ], "majorSkills" : "Talent management, Employee relations, HR processes, Organizational development", "majorSkillsList" : [ "Talent management", "Employee relations", "HR processes", "Organizational development" ], "coreResponsibilities" : "Respond to employee inquiries, Investigate employee relations issues, Resolve employee relations issues, Ensure talent management processes, Identify high potential employees, Develop succession plans, Conduct talent reviews, Prepare workshop materials, Coordinate employee training, Recommend employee training, Monitor performance management, Monitor goal setting, Coach employees, Conduct training, Support employee engagement activities, Research employee recognition trends, Create business tools, Assist in employee terminations, Support employee offboarding, Perform turnover trend analysis, Develop job descriptions, Lead surge staffing activities, Lead downsizing activities, Contribute to global HR team, Collaborate with leaders, Provide data reporting, Provide data analysis, Monitor data accuracy, Create HR presentations, Participate in acquisitions, Participate in divestitures", "teamCollaboration" : "Global HR team; Business leaders", "domainKnowledge" : "HR strategies; HR initiatives; HR processes; Talent management; Succession planning; Training and development; Performance management; Employee relations; HR practices; HR policies; Organizational development; Compensation; Employee benefits; Staffing; Recruiting; Global matrix environment", "domainList" : [ "hr-strategies", "hr-initiatives", "hr-processes", "talent-management", "succession-planning", "training-and-development", "performance-management", "employee-relations", "hr-practices", "hr-policies", "organizational-development", "compensation", "employee-benefits", "staffing", "recruiting", "global-matrix-environment" ], "domainSpecificKnowledge" : [ "HR strategies", "HR initiatives", "HR processes", "Talent management", "Succession planning", "Training and development", "Performance management", "Employee relations", "HR practices", "HR policies", "Organizational development", "Compensation", "Employee benefits", "Staffing", "Recruiting", "Global matrix environment" ], "toolProficiency" : [ "Workday", "Microsoft Office", "PowerPoint", "Excel" ], "communicationSkills" : "Exceptional communication; Conversational skills; Written skills; Probing questions; HR presentations", "documentationSkills" : "Develop job descriptions", "problemSolvingSkills" : "Investigate issues; Resolve issues; Conduct research", "qualificationsBasic" : "Four-year college degree, Six years of experience, SHRM certification desirable, Prior experience with confidential, Business savvy, Knowledge to partner with senior business leaders, Create and deliver basic employee, Exceptional communication skills, Intellectually comfortable asking probing questions, Conducting research, Handling multiple projects/initiatives, Results focused, Demonstrated ability to work independently, Take initiative, Execution oriented, Perform effectively in a global matrix environment, History of successful relationship building, Prioritize and balance workload, Meet deadlines, Exposure to compensation, Employee benefits, Staffing/recruiting", "qualificationsPreferred" : "SHRM certification desirable", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "# **Business Unit:** Cubic Transportation Systems # # **Company Details:** # When you join Cubic, you become part of a company that creates and delivers technology solutions in transportation to make people’s lives easier by simplifying their daily journeys, and defense capabilities to help promote mission success and safety for those who serve their nation. Led by our talented teams around the world, Cubic is committed to solving global issues through innovation and service to our customers and partners. We have a top-tier portfolio of businesses, including Cubic Transportation Systems (CTS) and Cubic Defense (CD). Explore more on Cubic.com. # **Job Details:** **Job Summary:** Provides HR support by performing duties to execute HR strategies, initiatives and processes with focus on, but not limited to, talent management, succession planning, training and development, performance management, employee relations, HR practices and policies. This position typically works under general supervision and direction. Incumbents of this position will regularly exercise discretionary and substantial decision-making authority while working in partnership with multiple business leaders **Essential Job Duties and Responsibilities:** * Responds to employee inquiries regarding business practices, policies and information. * Proactively investigates and resolves basic and complex employee relations issues. * Performs duties to ensure appropriate processes for Talent Management including high potential identification, succession planning and talent review are maintained; works directly with leaders to prepare workshop materials. * Coordinates and recommends employee training using role based requirements, competency gaps and individual development plans. * Monitors annual performance management and goal setting processes to proactively coach employees and managers; helps conduct training on demand. * Supports employee engagement activities: employee survey, focus groups, action planning and metrics; researches employee recognition trends to support business leaders. * Creates business tools s to support the company’s “Mission, Vision & Values” initiative. * Assists in employee terminations, supports employee offboarding and performs turnover trend analysis. * Develops job descriptions and leads h surge staffing or downsizing activities. * Contributes to global HR team through ongoing collaboration and demonstration of commitment to HR objectives. * Partners with leaders to provide data reporting and analysis to support business objectives. * Routinely uses Workday to monitor data accuracy. * May create HR presentations in PowerPoint and Excel for use in leadership meetings and participation in business initiative. * Participate in acquisitions or divestitures in the form of diligence, integration or offboarding activities. **Minimum Job Requirements:** * Four-year college degree in Human Resources or business area plus six years of experience working as an HR generalist; SHRM certification desirable. * Prior experience with confidential information; capable of professionally mature judgment. Possess business savvy and knowledge to partner with senior business leaders on strategic initiatives. * Able to create and deliver basic employee training; exceptional communication skills -- conversational and written. Intellectually curious; comfortable asking probing questions and conducting research. * Capable of handling multiple projects/initiatives simultaneously; results focused. * Demonstrated ability to work independently, take initiative, execution oriented and perform effectively in a global matrix environment. * History of successful relationship building with senior business leaders and able to prioritize and balance workload to meet deadlines. * Exposure to compensation/employee benefits and staffing/recruiting. * Proficient in Microsoft Office programs. _The description provided above is not intended to be an exhaustive list of all job duties, responsibilities and requirements. Duties, responsibilities and requirements may change over time and according to business need._ ‎ _Cubic Pay Range:_ $125,000.00 - $135,000.00 + benefits. ‎ _The Cubic pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law._ ‎ #LI-MD1 ‎ # **Worker Type:** Employee ‎ _We are committed to creating an inclusive workplace and welcome applications from people of all backgrounds. We do not discriminate based on any protected characteristic under applicable law._", "summaryDescription" : "Human Resources Business Partner at Cubic Transportation Systems. Skills: Talent management, Employee relations, HR processes, Organizational development. 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Lead renewal and expansion, Account retention, Account growth revenue, Identify opportunities, Shape opportunities, Close renewals, Close expansions, Champion customer adoption, Drive measurable impact, Lead deployment teams, Lead implementation teams, Lead support teams, Lead adoption teams, Develop teams, Align teams, Deliver client outcomes, Deliver business goals, Establish KPIs, Track KPIs, Partner with Sales, Partner with Product, Partner with Engineering, Ensure smooth handoffs, Align on requirements, Align on capabilities, Drive continuous improvement, Improve delivery processes, Improve documentation, Improve delivery artifacts, Determine staffing models, Adapt staffing models, Lead development of work plans, Align internal teams, Execute resource plan, Develop client understanding, Inform configuration, Set standard for execution, Manage deployment execution, Employ team resources, Perform quality assurance, Serve as escalation point, Discover business insights, Translate insights, Present recommendations, Lead Implementation Managers, Mentor Implementation Managers, Train Implementation Managers, Assess team performance, Refine products, Refine internal processes", "teamCollaboration" : "Engagement teams; Implementation teams; Sales; Product; Engineering; Cross-functional teams", "projectManagementSkills" : [ "Deployment management", "Implementation management", "Project management" ], "domainKnowledge" : "Defense Acquisition; National security; Supply chain; Science and Technology; Production; Sustainment; Logistics; Modernization; AI-enabled Applications; Data; Acquisition decisions; Federal government; Government contracting; SaaS; Information services; Analytical tools; Data analytics", "domainList" : [ "defense-acquisition", "national-security", "supply-chain", "science-and-technology", "production", "sustainment", "logistics", "modernization", "ai-enabled-applications", "data", "acquisition-decisions", "federal-government", "government-contracting", "saas", "information-services", "analytical-tools", "data-analytics" ], "domainSpecificKnowledge" : [ "Defense Acquisition", "National security", "Supply chain", "Science and Technology", "Production", "Sustainment", "Logistics", "Modernization", "AI-enabled Applications", "Data", "Acquisition decisions", "Federal government", "Government contracting", "SaaS", "Information services", "Analytical tools", "Data analytics" ], "communicationSkills" : "Executive briefings; Executive relationships; Present complex information; Present concepts; Present strategic recommendations", "problemSolvingSkills" : "Problem solving; Analytical skills", "outcomesObjectives" : "Account retention; Account expansion; Customer success; Company value; Deliver value; Drive adoption; Achieve client outcomes; Achieve business goals; Delivery quality; Customer health; Product adoption; Operational efficiency; Exceed client expectations", "qualificationsBasic" : "U. S. Citizenship required, MBA or advanced degree, 7+ years client engagement, 7+ years subject matter expertise, Experience managing teams, Exceptional ability to visualize, Referenceable history of performance, Detail-oriented, Outstanding verbal skills, Outstanding written skills, Ability to command briefings, Ability to own relationships, Ability to manage workstreams, Ability to manage projects, Ability to learn quickly", "qualificationsPreferred" : "National security strategy expertise, Supply chain risk management expertise, Industrial base expertise, Market technology scouting expertise, Market technology innovation expertise, Federal budgeting expertise, Procurement processes expertise, Government contracting expertise, Management consulting experience, Advisory services experience, SaaS experience, Information services experience, Analytical tools experience, Data analytics experience", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "Job Title: Vice President of Engagement Compensation: $225-$275K + 30% Bonus + Equity Location: Arlington, VA in office About the Client We transform Defense Acquisition from an outdated manual process to a software-driven strategic advantage for the United States. Our flagship product supports Supply Chain, Science and Technology, Production, Sustainment, Logistics, and Modernization teams with AI-enabled Applications and best-in-class data to more rapidly imagine, develop, and field the capabilities we need. Today, the national security community and every branch of the military rely on us to enable faster and more informed Acquisition decisions. About the Role We seek a driven, outcome-oriented Vice President of Engagement to join our client delivery team. VPs of Engagement oversee deployment delivery within an account from implementation to retention and expansion, executing against account strategy to deliver value to national security clients. They are accountable for account retention and expansion, ensuring delivery success translates into long-term customer and company value. They demonstrate creativity and entrepreneurial thinking, while driving focused execution and fostering a culture of excellence and accountability. At our client, VPs of Engagement roll up their sleeves with their Engagement and Implementation teams to ensure customer success while simultaneously shaping the broader client delivery strategic direction of their accounts. They are domain and functional experts who understand our clients' operating environments, priorities, and challenges, and leverage this expertise to progress solutions that align with both immediate mission needs and long-term strategic objectives. VPs of Engagement oversee the sales motion to close renewals and identify opportunities for growth initiatives. They ensure our teams remain tightly aligned with evolving customer priorities. VPs of Engagement are relentless in their pursuit of value delivery, translating client goals into actionable initiatives, guiding execution, and driving adoption of our platform. To succeed in this job, you must understand people, care about technology, and have strong business acumen. You understand the complexities of the federal government and national security space and are passionate about using data and technology to solve high-value challenges. You have the ability to collaborate cross-functionally and the motivation and drive to lead a team across the finish line against retention and expansion goals. You're passionate about the mission and use our offerings and capabilities to drive change. Responsibilities Own the delivery strategy and execution of all software deployments within the account. Lead renewal and expansion within existing accounts, in partnership with Engagement and Sales, with direct accountability for retention and growth revenue from identifying and shaping opportunities through closing renewals and expansions. Champion customer adoption and measurable impact of the product. Lead and develop teams responsible for deployment management, implementation, support, and product adoption. Align teams to deliver against both client outcomes and internal business goals. Establish and track KPIs for delivery quality, customer health, product adoption, and operational efficiency. Partner with Sales, Product, and Engineering to ensure smooth handoffs and alignment on customer requirements and product capabilities. Drive continuous improvement across delivery processes, documentation, and delivery artifacts. Determine and adapt staffing models based on account needs, growth potential, and team performance, ensuring alignment with broader company resourcing plans and capacity constraints. Lead the development of deployment work plans and align internal teams to execute an efficient resource plan. Develop a deep understanding of client workflows and decision needs to inform the configuration of our data and technology. Set the standard for and manage high-quality, high-impact deployment execution to ensure delivery exceeds client expectations while smartly employing team resources. Perform quality assurance of all deliverables across the account. Serve as the escalation point for critical delivery or support issues. Discover valuable insights for our client's business, translate them into strategic recommendations, and present them in a concise and compelling manner to executives. Lead, mentor, train, and provide quality assurance for Implementation Managers and Engagement Managers and Directors. Regularly assess individual and team performance and refine products and internal processes. Requirements Must-Haves U. S. Citizenship is required. MBA or advanced degree from a top-tier institution. 7+ years of experience in client engagement. 7+ years of subject matter expertise with at least one of the following: National security strategy and policy; supply chain risk management, industrial base, and market assessments; technology scouting and innovation markets; federal budgeting and procurement processes, government contracting landscape; AND/OR experience in management consulting, advisory services, software-as-a-service (SaaS), information services, analytical tools, or data analytics industries. Strong business acumen, excellent professional demeanor with a willingness to work outside of your comfort zone without hesitation. Experience managing and being responsible for assessing, training, and providing career development of a team. Exceptional ability to visualize and present complex information and concepts with experience in how national security clients prefer to receive information. Referenceable history of exceptional performance. Detail-oriented with outstanding verbal and written communication skills. Ability to command executive briefings and own executive relationships. Ability to manage multiple workstreams and projects from start to finish, to learn quickly, and to work independently. We firmly believe that past performance is the best indicator of future performance. If you thrive while building solutions to complex problems, are a self-starter, and are passionate about making an impact in global security, we're eager to hear from you. Our clientis an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans status or any other characteristic protected by law.", "summaryDescription" : "Vice President of Engagement at Sitreps. 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"United States" ], "timestamp" : "2026-06-16T08:59:34.431", "fingerprint" : "ac83a57c753b2d5e25344bdd4a955100a4eedab6fefedeb8a3b7979c4d511b87", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://c3.ai/job-description/8590134002?gh_jid=8590134002", "externalId" : "8590134002", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Tysons", "state" : "Virginia", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "38.9191272,-77.2229636" } ], "locationText" : "Tysons, Virginia, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "remoteFriendly" : false, "rawDescription" : "C3 AI (NYSE: AI), is the Enterprise AI application software company. C3 AI delivers a family of fully integrated products including the C3 Agentic AI Platform, an end-to-end platform for developing, deploying, and operating enterprise AI applications, C3 AI applications, a portfolio of industry-specific SaaS enterprise AI applications that enable the digital transformation of organizations globally, and C3 Generative AI, a suite of domain-specific generative AI offerings for the enterprise. Learn more at: C3 AI C3 AI is hiring a Vice President of Sales, Federal – Civilian to lead and execute the company’s growth strategy across U. S. Federal Civilian agencies. This direct quota-carrying role will focus on capturing new mission-critical accounts and expanding C3 AI’s footprint across departments such as HHS, VA, DHS, Treasury/IRS, USDA, DOE, GSA, and SSA. The VP will own the full civilian sales process — from capture strategy and teaming to execution and delivery — driving revenue growth and mission impact in support of citizen services, program integrity, and agency modernization. This is a senior, direct quota-carrying, individual-contributor opportunity with no direct reports and a large individual quota. As a strategic deal maker, the Vice President will personally originate, pursue, and close the most significant, high-value opportunities across Federal Civilian agencies, and will collaborate closely with the broader federal sales organization, partners, and delivery teams to win and grow flagship accounts. Responsibilities: Originate, pursue, and personally close large, complex, multi-year transactions and programs of record at scale across Federal Civilian departments and agencies, carrying a significant individual quota. Personally engage senior government leaders — SES, agency CIOs/CDOs, and program mission owners — to secure and grow strategic accounts. Develop and execute account and capture strategies aligned to agency modernization initiatives and Administration priorities, including fraud/waste/abuse detection, health and benefits delivery, financial management, supply chain, and citizen services. Build and manage a qualified pipeline, navigating federal acquisition cycles, budget timelines, and civilian contract vehicles (e.g., GSA Schedules, GWACs such as Alliant 2 and OASIS+, agency BPAs, sole-source and full-and-open procurements). Establish and grow relationships with systems integrators, prime contractors, and channel partners to expand reach and win teaming opportunities. Collaborate with executive leadership, public-sector marketing, and delivery teams to align go-to-market goals with company objectives. Maintain accurate forecasting and pipeline reporting against federal fiscal-year and program milestones. Represent C3 AI at key government engagements, industry days, and civilian agency events. Ensure all activities comply with federal procurement regulations (FAR) and applicable security and data-handling requirements (e.g., FedRAMP, FISMA). Qualifications: Bachelor’s degree required; advanced degree preferred. 15+ years in enterprise software or technology sales, including 10+ years selling into U. S. Federal Civilian agencies and 10+ years in a senior, quota-carrying individual-contributor capacity. Demonstrated success selling to Federal Civilian agencies (e.g., HHS, VA, DHS, Treasury/IRS, USDA, DOE, GSA, SSA), with a proven track record of exceeding aggressive targets. Deep understanding of federal acquisition processes, civilian contract vehicles (GSA Schedules, GWACs, BPAs), budget cycles, and the partner and systems-integrator ecosystem. Experience engaging government C-suite, SES, and senior agency stakeholders such as CIOs and CDOs. Expertise in AI, Machine Learning, or enterprise data platforms strongly preferred; familiarity with civilian mission use cases (fraud detection, health, benefits, financial management, citizen services) a plus. Familiarity with federal cloud and security frameworks (FedRAMP, FISMA) a plus. Demonstrated track record of personally closing large, complex, multi-year federal transactions and expanding flagship accounts into major programs of record. Strong skills in capture strategy, pipeline management, and forecasting. Excellent interpersonal, organizational, and communication abilities. C3 AI provides excellent benefits and a competitive compensation package. Candidates must be authorized to work in the United States without the need for current or future company sponsorship. C3 AI is proud to be an Equal Opportunity and Affirmative Action Employer. We do not discriminate on the basis of any legally protected characteristics, including disabled and veteran status.", "summaryDescription" : "Vice President of Sales – Federal (Civilian) at C3 AI", "postedDate" : "2026-06-15T23:20:32.015", "createdAt" : "2026-06-15T23:20:32.015", "lastUpdated" : "2026-06-16T08:59:34.431", "ingestTimestamp" : "2026-06-15T23:20:32.015", "mongoId" : "6a3051cbf292fd229cf06dbb", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 350000, "salaryAnnualMax" : 550000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "VP", "dataQualityScore" : 0.8888889, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.98 }, { "id" : "6a306038f292fd229cf88696", "title" : "Vice President, Programs", "company" : "Re:Build Manufacturing", "industry" : "Manufacturing", "salary" : { "min" : 261217.0, "max" : 435412.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : false }, "location" : "Re:Build Launchpad", "locations" : [ "Re:Build Launchpad" ], "timestamp" : "2026-06-16T08:21:07.809", "fingerprint" : "0f4c5c71d0053b8f32e9abceeba23edeefea49b8a0b735abcfa24e6adb3e193a", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/rebuildmanufacturing/jobs/4706031005", "externalId" : "4706031005", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Boston", "state" : "Massachusetts", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "42.3588336,-71.0578303" }, { "city" : "Denver", "state" : "Colorado", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "39.7392364,-104.9848620" }, { "city" : "Charlotte", "state" : "North Carolina", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "35.2272086,-80.8430827" }, { "city" : "Rochester", "state" : "New York", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "43.1572850,-77.6152140" }, { "city" : "Pittsburgh", "state" : "Pennsylvania", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "40.4406968,-80.0025666" }, { "city" : "Cleveland", "state" : "Ohio", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "41.4996574,-81.6936772" } ], "locationText" : "Boston, Massachusetts, United States; Denver, Colorado, United States; Charlotte, North Carolina, United States; Rochester, New York, United States; Pittsburgh, Pennsylvania, United States; Cleveland, Ohio, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "professionalSkills" : [ "Program development", "Production scaling", "Systems integration", "Business development", "Operational alignment", "Financial performance", "Risk mitigation", "Capability development", "Investment decisions", "Team leadership", "Program standards", "Metrics and reviews", "Stakeholder management", "Executive reporting", "Strategic partnerships" ], "hardSkillsList" : [ "P&L management", "Revenue management", "Margin performance", "Workforce planning", "Capability development", "Financial analysis" ], "softSkillsList" : [ "Decisiveness", "Persistence" ], "hardSkills" : [ { "name" : "P&L management", "level" : "intermediate" }, { "name" : "Revenue management", "level" : "intermediate" }, { "name" : "Margin performance", "level" : "intermediate" }, { "name" : "Workforce planning", "level" : "intermediate" }, { "name" : "Capability development", "level" : "intermediate" }, { "name" : "Financial analysis", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Decisiveness" }, { "name" : "Persistence" } ], "majorSkills" : "Program leadership, Operational excellence, Cross-company coordination, Customer relationship management", "majorSkillsList" : [ "Program leadership", "Operational excellence", "Cross-company coordination", "Customer relationship management" ], "coreResponsibilities" : "Coordinate program work across multiple companies and teams, Find and fix organizational friction, Build operating model for program delivery, Work with functional leaders to staff programs, Align priorities with functional leaders, Identify and develop strategic partnerships, Improve mechanisms to eliminate cross-company coordination, Manage performance of major cross-company programs, Drive program financial performance, Mitigate program risks, Own growth and health of program portfolio, Plan workforce for programs, Develop program capabilities, Develop long-term customer strategy, Make investment decisions on tooling, Make investment decisions on systems, Make investment decisions on capabilities, Launch new program delivery capabilities, Lead and develop a team, Grow a team of leaders, Put in place program standards, Put in place program metrics, Put in place regular program reviews, Build partnerships with leaders, Build credibility with leaders, Act as senior customer-facing leader, Build trusted relationships with customers, Communicate program status internally, Communicate program status with customers, Manage customer expectations, Build customer confidence, Represent company in customer meetings, Represent company in customer reviews, Represent company in customer negotiations, Serve as active member of senior leadership, Give executive leadership visibility into program portfolio, Build capability across leaders to understand programs, Build capability across leaders to pursue programs, Build capability across leaders to win programs", "teamCollaboration" : "Cross-company teams; Functional leaders; Engineering leaders; Operations leaders; Supply chain leaders; Finance leaders; Sales leaders; Senior customer stakeholders", "projectManagementSkills" : [ "Program management systems", "Program management tools", "Program management processes" ], "domainKnowledge" : "Product design; Systems design; Automation; Fabrication; Assembly; Large volume manufacturing; Aerospace; Defense; Mobility; Healthcare; Pharma; Biotech; Clean tech; Chemicals; Energy; Lifestyle; Food production; Industrial equipment; Regulated environments; Lean environments", "domainList" : [ "product-design", "systems-design", "automation", "fabrication", "assembly", "large-volume-manufacturing", "aerospace", "defense", "mobility", "healthcare", "pharma", "biotech", "clean-tech", "chemicals", "energy", "lifestyle", "food-production", "industrial-equipment", "regulated-environments", "lean-environments" ], "domainSpecificKnowledge" : [ "Product design", "Systems design", "Automation", "Fabrication", "Assembly", "Large volume manufacturing", "Aerospace", "Defense", "Mobility", "Healthcare", "Pharma", "Biotech", "Clean tech", "Chemicals", "Energy", "Lifestyle", "Food production", "Industrial equipment", "Regulated environments", "Lean environments" ], "communicationSkills" : "Executive presentations; Customer communication; Risk communication; Opportunity communication", "innovationCreativity" : "Develop new products; Launch new capabilities", "problemSolvingSkills" : "Organizational friction; Risk mitigation", "specialRequirements" : "Travel extensively", "outcomesObjectives" : "Scale large, complex customer programs; Achieve operational alignment; Achieve customer outcomes; Achieve financial outcomes; Earn customer trust; Scale revenue; Build sustainable model; Consistently excellent program delivery; Win and execute programs; Pursue unavailable opportunities", "qualificationsBasic" : "Master's degree in management, Substantial technical experience, General management experience, P&L accountability, Track record managing complex strategic partnerships, Cross company coordination experience, Hands-on experience managing complex, multi-site engineering and manufacturing programs, Experience building and improving program management systems, tools, and processes, Technical credibility, Financial skills, Executive presence, Significant manufacturing experience, 5+ years engaged in domestic manufacture of technical industrial products at scale, Experience working in regulated environments, Experience working in and leading lean environments", "qualificationsPreferred" : "Experience with Toyota Production System, Experience with Danaher Business System, Demonstrated ability to drive speed faster than organization's clock speed", "workSiteFlexibility" : "Flexible", "rawDescription" : "Vice President, Programs About Re:Build Manufacturing Re:Build was founded to ensure that the next generation of important products are manufactured, at scale, in the US. We've assembled a powerful set of complementary capabilities and lines of business that enable us to design and manufacture nearly anything. Our acquired and organically grown businesses employ experts in every major engineering discipline, and we're leveraging their combined expertise to migrate to increasingly sophisticated program development and production, as well as the generation of our own products. Our unique set of capabilities – integrated into a single company and built upon common processes and culture - lend themselves to highly complex systems and products, and we offer customers a range of services including product and systems design, automation, fabrication, assembly, and large volume manufacturing. Our customers span a wide array of industries including aerospace, defense, mobility, healthcare, pharma, biotech, clean tech, chemicals, energy, lifestyle, food production, and industrial equipment. The way we go about this work is as important as the work itself and is guided by The Re:Build Way, sixteen principles that dictate the way we work with each other, customers, vendors, and the communities where our business operates (link to The Re:Build Way principles). Position Overview Re:Build Manufacturing is seeking a Vice President of Programs to lead the transformation of a $100MM+ business into a core growth engine for the company. This leadership role will drive the operational, technical, and commercial capabilities needed to scale large, complex customer programs across design, engineering, and manufacturing. The role will own cross-company programs with responsibility for strategic business development, operational alignment of multi-site and/or multi-team capabilities and customer and financial outcomes. This is not simply program management in the classic sense of tracking, coordination and communication. This is a role for a leader with a track record of consistently earning customer trust and scaling revenue while building a sustainable model for operational excellence and collaboration. This role reports to the Chief Executive Officer of Re:Build Manufacturing. Key Responsibilities Cross-Company Coordination: Coordinate program work across multiple companies and teams, to include design, engineering and manufacturing Find and fix organizational friction that slows down program execution Build the operating model—processes, tools, governance—that enables consistently excellent program delivery across the company Work with functional leaders (engineering, operations, supply chain, finance) to staff programs effectively and align priorities Identify and develop strategic partnerships that strengthen Re:Build's ability to sell and deliver complex programs Improve our mechanisms to eliminate the need for cross-company coordination Business Ownership: Performance of major cross-company programs from business development through delivery and support, with P&L accountability Serve as the primary executive responsible to customers for scope, cost, and quality Drive program financial performance including revenue, margin and risk mitigation Own the growth and health of the program’s portfolio—workforce planning, capability development, and long-term customer strategy Make investment decisions on tooling, systems, and capabilities needed to win and execute programs Launch new program delivery capabilities that let the company pursue previously unavailable opportunities Team Building: Lead, develop, and grow a team of single-threaded leaders who own outcomes of important, highly technical, complex customer programs. This is not traditional tracking and reporting program management. Put in place program standards, metrics, and regular reviews that create visibility and accountability Build partnerships and credibility with engineering, operations and sales leaders across the organization Customer & Stakeholder Leadership: Act as the senior customer-facing leader for major programs, building trusted relationships at the executive level through delivery excellence Communicate program status, risks, and opportunities internally and with customers—managing expectations and building confidence Represent the company in key customer meetings, reviews, and negotiations Executive Leadership Contribution: Serve as an active member of Re:Build’s senior leadership Give executive leadership clear, accurate visibility into the program portfolio—risks, opportunities, and resource needs Build capability across Re:Build’s leaders to understand, pursue and win increasingly complex, high-value programs Qualifications Required Experience and Education: 10+ years of general management within engineering, design, manufacturing, or similar industries Master's level degree in management, and substantial technical experience as either an engineer, technician, or through an undergraduate engineering degree General management experience running a business or P&L Track record of managing complex strategic partnerships or integrations that required cross company coordination Hands-on experience managing complex, multi-site engineering and manufacturing programs Experience building and improving program management systems, tools, and processes that scale Technical credibility to engage meaningfully with engineering teams and make trade-off decisions involving technical risk, schedule, and cost Strong financial skills: comfortable owning program budgets, managing revenue and driving margin performance Executive presence and ability to represent the company credibly with senior customer stakeholders Significant manufacturing experience, preferably with 5+ years engaged in the domestic manufacture of technical industrial products at scale Experience working in regulated environments (e.g., medical, nuclear, defense, space) Experience working in and leading lean environments (Toyota Production System, Danaher Business System, or similar) Demonstrated ability to drive speed that is faster than the pre-existing clock speed of the organizations in which they’ve worked Additional Attributes: High integrity leader who builds trust quickly with customers, peers, and direct reports Resilient, decisive, and willing to make difficult calls with incomplete information Collaborative by default, persistent when needed—knows when to partner and when to push Willingness and ability to travel extensively Location Re:Build's Boston area headquarters office, one of Re:Build’s more substantial operations in Denver, Charlotte, Rochester, Pittsburgh or Cleveland. Compensation Range: Annual salary for this position is expected to be between $261,217 to $435,412, plus participation in our annual bonus plan and long-term incentive plan. The actual pay may be higher depending on your qualifications and experience.", "summaryDescription" : "Vice President, Programs at Re:Build Manufacturing. Skills: Program leadership, Operational excellence, Cross-company coordination, Customer relationship management. Coordinate program work across multiple companies and teams. Find and fix organizational friction", "postedDate" : "2026-06-15T23:25:09.494", "createdAt" : "2026-06-15T23:25:09.494", "lastUpdated" : "2026-06-16T08:21:07.809", "ingestTimestamp" : "2026-06-15T23:25:09.494", "mongoId" : "6a306038f292fd229cf88696", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 261217, "salaryAnnualMax" : 435412, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "P&L management", "Revenue management", "Margin performance", "Workforce planning", "Capability development", "Financial analysis", "Decisiveness", "Persistence", "Program leadership", "Operational excellence", "Cross-company coordination", "Customer relationship management", "Program development", "Production scaling", "Systems integration", "Business development", "Operational alignment", "Financial performance", "Risk mitigation", "Investment decisions", "Team leadership", "Program standards", "Metrics and reviews", "Stakeholder management", "Executive reporting", "Strategic partnerships", "Program management systems", "Program management tools", "Program management processes", "Product design", "Systems design", "Automation", "Fabrication", "Assembly", "Large volume manufacturing", "Aerospace", "Defense", "Mobility", "Healthcare", "Pharma", "Biotech", "Clean tech", "Chemicals", "Energy", "Lifestyle", "Food production", "Industrial equipment", "Regulated environments", "Lean environments" ], "skillCount" : 49, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "Executive", "dataQualityScore" : 1.0, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Manufacturing", "llmIndustryConfidence" : 0.95 }, { "id" : "6a2c6d0274d8ee00a091cb83", "title" : "Vice President of Operations", "company" : "Splitero", "industry" : "FinTech", "salary" : { "min" : 220000.0, "max" : 350000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a VP of Operations in the US FinTech industry, adjusted for executive seniority and a remote work model." }, "location" : "Remote - United States", "locations" : [ "Remote - United States" ], "timestamp" : "2026-06-15T04:50:51.206", "fingerprint" : "6ede7d75394d84ee34597c11841dc90cec8dfeb0c5fc4a8867cbff943fc3e925", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/splitero/jobs/5255895008", "externalId" : "5255895008", "industryFunction" : { }, "structuredLocations" : [ { "country" : "United States", "continent" : "na", "workMode" : "remote" } ], "locationText" : "United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "technicalSkills" : "Salesforce reporting, Data analytics", "professionalSkills" : [ "Process management", "Cross-functional coordination", "Vendor management", "Stakeholder management", "Resource planning", "Continuous improvement", "Performance management", "Change management", "Workforce planning", "Organizational design" ], "hardSkillsList" : [ "Forecasting performance", "Monitoring funnel health", "Building dashboards", "Operational metrics analysis" ], "hardSkills" : [ { "name" : "Forecasting performance", "level" : "intermediate" }, { "name" : "Monitoring funnel health", "level" : "intermediate" }, { "name" : "Building dashboards", "level" : "intermediate" }, { "name" : "Operational metrics analysis", "level" : "intermediate" } ], "majorSkills" : "Process improvement, Team development, Operational execution", "majorSkillsList" : [ "Process improvement", "Team development", "Operational execution" ], "coreResponsibilities" : "Lead Underwriting functions, Lead Processing functions, Lead Closing functions, Drive volume and performance, Develop high-performing teams, Develop scalable processes, Foster culture of accountability, Translate business objectives, Develop managers, Improve capacity and efficiency, Enhance homeowner experience, Identify operational opportunities, Remove operational bottlenecks, Enhance team performance, Increase production capacity, Improve operational effectiveness, Deliver exceptional experiences, Achieve origination goals, Achieve quality goals, Achieve velocity goals, Manage production leaders, Build manager capability, Establish clear operational goals, Monitor key production metrics, Implement solutions to improve outcomes, Drive continuous improvement initiatives, Increase production capacity, Reduce operational friction, Enhance team effectiveness, Develop scalable processes and workflows, Enable individual contributors, Lead change management initiatives, Ensure teams adopt changes, Leverage data and analytics, Forecast production performance, Evaluate team capacity, Identify operational risks, Inform strategic decision-making, Present insights to leadership, Present recommendations to leadership, Present performance updates to leadership, Own Salesforce reporting, Own production analytics, Develop dashboards, Develop reporting frameworks, Develop operational visibility, Own investment risk policy execution, Update underwriting guidelines, Govern exception authority, Implement evolving business strategies, Implement evolving risk strategies, Execute workforce planning, Execute organizational design strategies", "teamCollaboration" : "Cross-functional collaboration; Partnering with Product; Partnering with stakeholders; Partnering with Finance; Partnering with People Operations", "domainKnowledge" : "Real estate; Mortgage; Fintech; Financial services; Investment risk policy; Underwriting guidelines", "domainList" : [ "real-estate", "mortgage", "fintech", "financial-services", "investment-risk-policy", "underwriting-guidelines" ], "domainSpecificKnowledge" : [ "Real estate", "Mortgage", "Fintech", "Financial services", "Investment risk policy", "Underwriting guidelines" ], "toolProficiency" : [ "Microsoft Excel", "Google Sheets", "Salesforce" ], "communicationSkills" : "Executive presentations", "problemSolvingSkills" : "Problem-solving skills; Analytical skills; Root cause analysis", "outcomesObjectives" : "Drive revenue; Achieve goals; Improve outcomes; Increase production capacity; Improve operational effectiveness; Deliver exceptional experiences", "qualificationsBasic" : "7+ years operations leadership, Experience leading leaders, Advanced Microsoft Excel, Advanced Google Sheets, Advanced Salesforce reporting", "qualificationsPreferred" : "Operations leadership in real estate, Operations leadership in mortgage, Operations leadership in fintech, Operations leadership in financial services", "remoteFriendly" : true, "workSiteFlexibility" : "Remote", "rawDescription" : "About the Job Splitero is seeking a results-oriented Vice President of Operations to lead our Underwriting, Processing, and Closing functions. In this role, you will be responsible for driving volume, operational performance, and company growth by developing high-performing teams, scalable processes, and a culture of accountability. You will translate business objectives into operational execution, develop strong managers, and continuously improve capacity, efficiency, and homeowner experience across the production funnel. As the leader of our production organization, you will leverage data, process improvement, and cross-functional collaboration to identify opportunities, remove operational bottlenecks, and enhance team performance. This role plays a critical part in scaling the business by increasing production capacity, improving operational effectiveness, and delivering exceptional experiences for both homeowners and employees. Lead the Underwriting, Processing, and Closing functions to consistently drive revenue through achievement of origination, quality, velocity, and homeowner experience goals while ensuring operational excellence across the production funnel. Manage and develop a team of production leaders, building manager capability in performance management, coaching, resource planning, accountability, and employee development, creating a culture where managers effectively drive individual contributor performance, efficiency, and ownership. Establish clear operational goals and performance expectations that align daily team activities with broader company objectives. Monitor key production metrics, identify trends and operational bottlenecks, and proactively implement solutions to improve outcomes. Drive continuous improvement initiatives that increase production capacity, reduce operational friction, and enhance team effectiveness. Develop scalable processes, workflows, and operating models that enable individual contributors to handle greater volume with increased independence and efficiency. Lead change management initiatives across production operations, ensuring teams successfully adopt new processes, technologies, policies, and organizational changes while maintaining performance and engagement. Leverage data and analytics to forecast production performance, evaluate team capacity, identify operational risks, and inform strategic decision-making. Regularly present insights, recommendations, and performance updates to executive leadership. Own Salesforce reporting and production analytics, partnering with Product and other stakeholders to develop dashboards, reporting frameworks, and operational visibility that support decision-making and business performance. Own investment risk policy execution, including underwriting guideline updates, exception authority governance, and operational implementation of evolving business and risk strategies. Execute workforce planning and organizational design strategies in partnership with Finance and People Operations to ensure appropriate staffing levels, leadership coverage, and scalability. The on-target earnings for this position are $325,000 to $375,000, inclusive of a base salary and a biannual bonus based on company, team, and individual success. Within the range, individual pay is determined by job-related skills, experience, and relevant education or training. About You 7+ years of operations leadership experience within real estate, mortgage, fintech, or financial services. Proven experience leading leaders, including managing and developing managers responsible for high-performing production teams in hybrid and remote environments. Strong cross-functional leadership skills with the ability to influence stakeholders, build alignment, and drive results across multiple departments. Advanced Microsoft Excel, Google Sheet and Salesforce reporting experience, including building dashboards, forecasting performance, monitoring funnel health, and delivering actionable business insights. Track record of driving operational performance through process improvement, capacity planning, performance management, and scalable team structures. Demonstrated ability to align daily operational execution with broader business objectives, translating company goals into clear priorities, expectations, and outcomes for teams. Exceptional analytical and problem-solving skills with the ability to identify operational challenges, evaluate root causes, and implement practical, data-driven solutions. Experience leading teams through organizational growth, process improvements, system implementations, and other change management initiatives. High degree of ownership and accountability, with a bias toward action, problem-solving, and delivering results in the face of ambiguity or operational challenges. Desire to participate in a fast-paced, early-stage startup. About Us Millions of homeowners in today’s economy are sitting on substantial home equity they are unable to access due to rising interest rates and strict qualification requirements of traditional lenders. That means millions of homeowners can’t convert their hard-earned equity into cash to pay off debt, start a home renovation, or pad their retirement to better their lives. Splitero co-founders Michael Gifford and David Zvaifler witnessed the problem firsthand throughout their real estate careers. They set out to create a win-win product that could help those homeowners access their home equity but not make monthly payments like traditional financing options. And thus, Splitero was born. As part of our team, you will join our quest to revolutionize the real estate industry while helping families in need. We offer a suite of benefits designed to help you thrive in all areas of life. OneTeam Culture - We foster a culture of transparency, innovation, and inclusivity, where every voice is heard and every team member is valued. We believe in celebrating our successes, doing the right thing, and helping each other so we grow as a team and as individuals. Generous Resources - We want to ensure you are set up to do your best work. In addition to a solid tech stack, and access to any WeWork location, you will receive a monthly cell and internet stipend. Premium Healthcare - We offer comprehensive healthcare plans for you and your family, which employees are eligible for on their first day. Flexible PTO and Parental Leave - We offer a generous PTO and encourage employees to take time off to recharge. We're proud to offer a parental leave policy that allows you to welcome your new addition without worry. We are a workforce composed of individuals with diverse backgrounds, abilities, minds, and identities. In keeping with our commitment to inclusion, we will ensure that people with disabilities are provided reasonable accommodations. If reasonable accommodations are required when applying, interviewing, or performing the essential functions of this position, please contact People Operations, at peopleops@splitero.com.", "summaryDescription" : "Vice President of Operations at Splitero. Skills: Process improvement, Team development, Operational execution. Lead Underwriting functions. 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With more than a century of industry experience, the organization specializes in metal framing,", "summaryDescription" : "Vice President of Construction at Kimmel & Associates. Deliver high-quality interior construction solutions. Manage complex commercial projects", "createdAt" : "2026-06-14T06:44:22.478", "lastUpdated" : "2026-06-15T09:53:27.093", "ingestTimestamp" : "2026-06-14T06:44:22.478", "mongoId" : "6a191d8d58b93c861e396a0d", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 225000, "salaryAnnualMax" : 350000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "Interior construction", "Commercial projects" ], "skillCount" : 2, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "VP", "dataQualityScore" : 0.8888889, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Construction", "llmIndustryConfidence" : 0.95 }, { "id" : "6a305848f292fd229cf41175", "title" : "Group Director, Human Resources", "company" : "McWane, Inc.", "industry" : "Mining And Metals", "salary" : { "min" : 105000.0, "max" : 150000.0, "currency" : "EUR", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for Bulgaria, adjusted for Director seniority in the Manufacturing industry." }, "location" : "Remote, Remote, United States", "locations" : [ "Remote", "Remote", "United States" ], "certifications" : [ "SPHR", "SHRM-SCP" ], "timestamp" : "2026-06-16T09:34:52.467", "fingerprint" : "b3768b736cc22d268b782fb2c493ce0c2f626ab8eba54b5e1000de491c33c56b", "source" : "smartrecruiters", "language" : "en", "applyUrl" : "https://jobs.smartrecruiters.com/McWaneInc/3743990013621765-mcwane-group-director-human-resources", "externalId" : "3743990013621765", "industryFunction" : { }, "structuredLocations" : [ { "country" : "Bulgaria", "continent" : "eu", "workMode" : "remote" } ], "locationText" : "Bulgaria", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 15, "experienceLevel" : "director", "professionalSkills" : [ "Talent management", "Employee relations", "HR processes", "Organizational development", "Change management", "Performance management", "Compensation and benefits", "HR compliance", "Workforce planning", "HR strategy" ], "hardSkillsList" : [ "HRIS management", "Payroll processing", "Benefits administration", "Recruitment", "Onboarding", "Training development", "Labor law", "Data analysis" ], "hardSkills" : [ { "name" : "HRIS management", "level" : "intermediate" }, { "name" : "Payroll processing", "level" : "intermediate" }, { "name" : "Benefits administration", "level" : "intermediate" }, { "name" : "Recruitment", "level" : "intermediate" }, { "name" : "Onboarding", "level" : "intermediate" }, { "name" : "Training development", "level" : "intermediate" }, { "name" : "Labor law", "level" : "intermediate" }, { "name" : "Data analysis", "level" : "intermediate" } ], "majorSkills" : "Talent management, Employee relations, HR strategy", "majorSkillsList" : [ "Talent management", "Employee relations", "HR strategy" ], "coreResponsibilities" : "Develop and implement HR strategies, Oversee talent acquisition and retention, Manage employee relations and conflict resolution, Ensure HR compliance with labor laws, Administer compensation and benefits programs, Develop and execute performance management systems, Drive organizational development initiatives, Provide HR guidance to leadership, Manage HR budget, Oversee HRIS and data management", "teamCollaboration" : "Senior leadership; Department managers; Cross-functional teams", "projectManagementSkills" : [ "Project planning", "Resource allocation", "Timeline management" ], "domainKnowledge" : "Manufacturing HR practices; Union relations; Workplace safety regulations", "domainList" : [ "manufacturing-hr-practices", "union-relations", "workplace-safety-regulations" ], "domainSpecificKnowledge" : [ "Manufacturing HR practices", "Union relations", "Workplace safety regulations" ], "toolProficiency" : [ "HRIS", "ATS", "Microsoft Office Suite" ], "communicationSkills" : "Executive presentations; Employee communications; Interpersonal communication", "documentationSkills" : "HR policy documentation; Employee handbooks; HR reports", "continuousLearning" : "Professional development; Industry conferences", "problemSolvingSkills" : "Root cause analysis; Conflict resolution; Strategic problem solving", "outcomesObjectives" : "Improve employee engagement; Reduce turnover; Ensure HR compliance; Support business objectives", "qualificationsBasic" : "Bachelor's degree, 5+ years HR experience, 3+ years leadership experience", "qualificationsPreferred" : "Master's degree, SPHR or SHRM-SCP certification", "remoteFriendly" : true, "workSiteFlexibility" : "Flexible", "rawDescription" : "Who We Are…… At the McWane family of companies, we make ductile iron products, including pipe, valves, hydrants, fittings and plumbing products, and manufacture fire extinguishers, fire suppression systems and steel pressure vessels. McWane conducts business throughout North America and the world. Our major plants by industry include three pipe facilities, three valve and hydrant facilities, seven soil pipe and utility fittings facilities, three tank manufacturing facilities, and one fire suppression equipment facility. Headquartered in Birmingham, AL, we’ve made our operations safe, efficient, and compliant while preserving and creating thousands of well-paying American jobs. Our foundries produce products that last for generations. Since 1920, McWane’s ductile iron products have safely delivered clean water to countries around the world. When properly installed, ductile iron pipe can last for more than a century, reducing energy consumption and costs during its long, useful life. What We Live By…… The McWane Way is a core philosophy outlined by the founder J.R. McWane in 1920. Today it encompasses Teamwork, Excellence, Leadership, Environment, Communication, Accountability, Safety and Trust. All team members at every level are expected to know and work by these principles, values, and behaviors. Most importantly, every team member is expected to be able to answer this question, “What does this mean for me?” This is the all-important question because behavior is the best evidence of a living principle. Every position is rooted in a culture that aligns with McWane’s eight guiding principles. Our unwavering commitment to the McWane Way ensures positive outcomes for both our company and the communities we serve. Join the McWane team on the journey to The McWane Way. We are seeking a strategic and results-oriented Group Director, Human Resources to be a business partner for a significant portion of our manufacturing organization. This role works closely with divisional leadership to drive business performance through effective talent, workforce, and organizational strategies.. As a key member of the corporate HR leadership team, the Group Director will align people strategies with operational priorities across multiple manufacturing sites. This role requires a leader who can operate at both a strategic and hands-on level—building strong relationships with senior leaders while remaining connected to plant-level realities. The Group Director, Human Resources strategically promotes the McWane Compass culture throughout the organization. The successful candidate for this role will partner with divisions to provide guidance, collaborate with local teams to ensure solutions to HR issues, share best practices, coordinate workforce management, talent development and general compliance to regulations and laws. This position is expected to be a key member of the corporate HR function while earning the trust and respect of those it supports. The scope supports approximately 1,500 employees across multiple divisions. Responsibilities Strengths include communicating and building relationships with teams and leaders at all levels of the organization. Expertise and counsel must be provided in the areas of: * Serve as the lead HR partner to segment leadership, aligning human capital strategies with business objectives * Support workforce planning efforts, with a focus on skilled trades and hard-to-fill roles * Reinforce a strong safety-first culture in partnership with operations and EHS * Drive performance management practices that reinforce accountability and results * Champion adoption of HR processes, tools, and systems across the group * Driving continuous improvement within the HR function * Leading investigations regarding employee hotline calls * HR audit reviews; taking a partnership approach to ensure the organization and its employees are protected * Assess the HR teams for development opportunities * Coach HR leads and engage in facilitating training requirements as needed * Keeping The McWane Way in the forefront of all interactions * Building relationships with operations through a myriad of communication channels and plant visits Why Join * Opportunity to directly impact the performance of a critical business segment * High visibility role partnering with senior operational leadership * Organization committed to operational excellence, safety, and workforce investment * Collaborative HR leadership team with enterprise-level influence ## Qualifications * Demonstrated success supporting multi-site, hourly workforce populations * Proven ability to influence senior business leaders and drive results * Experience leading HR in decentralized, complex, and operationally intensive environments * Bachelor’s degree in human resources, psychology, business, communications, or other related field or with applicable level of work experience * Minimum 10 years of progressive HR, preferably in a manufacturing industry * Minimum 3 years of HR team leadership experience * Must have strategic mindset, business acumen, and ability to influence * Proven record in providing leadership in business settings including effective communication and interpersonal skills * Experience working in complex HCM systems * Knowledge of HR employment law at state and federal levels * Willingness to travel approximately 40% of the work time Preferred Qualifications * Prior experience in manufacturing * Union and contract negotiations experience * Advanced degree (MBA, Master’s in HR, or related field) ## Additional Information All your information will be kept confidential according to EEO guidelines. 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. McWane is a Federal VEVRAA contractor, and an Equal Opportunity Employer committed to providing equal employment opportunity in all employment practices. McWane will not discriminate against any applicant for employment because of their race, color, religion, sex, national origin, age, sexual orientation, disability, veteran or service member status, marital status, citizenship status (In IL - sex, including same sex, ancestry, order of protection status, physical or mental disability, military status, pregnancy, unfavorable discharge status, genetic information), (In IA - gender identity), (In CA- gender identity or expression, and genetic information) or any other category protected by federal, state or local law.", "summaryDescription" : "Group Director, Human Resources at McWane, Inc.. Skills: Talent management, Employee relations, HR strategy. Develop and implement HR strategies. 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Senior leadership; Department managers", "projectManagementSkills" : [ "Project planning", "Execution", "Monitoring" ], "domainKnowledge" : "Employment law; HR best practices; Organizational psychology", "domainList" : [ "employment-law", "hr-best-practices", "organizational-psychology" ], "domainSpecificKnowledge" : [ "Employment law", "HR best practices", "Organizational psychology" ], "toolProficiency" : [ "HRIS systems", "ATS systems" ], "communicationSkills" : "Policy interpretation; Employee coaching; Presentation skills", "documentationSkills" : "HR policy documentation; Employee record keeping", "continuousLearning" : "Professional development; Industry trends", "problemSolvingSkills" : "Conflict resolution; Root cause analysis; Data analysis", "outcomesObjectives" : "Improve employee retention; Enhance employee engagement; Streamline HR processes; Support business objectives", "qualificationsBasic" : "Bachelor's degree in Human Resources, Business Administration, or related field, 5+ years of progressive HR experience, Experience in talent management, Experience in employee relations, Experience in HR processes, Experience in organizational development", "qualificationsPreferred" : "Master's degree in Human Resources or related field, PHR or SPHR certification", "remoteFriendly" : true, "workSiteFlexibility" : "Flexible", "rawDescription" : "Who We Are…… At the McWane family of companies, we make ductile iron products, including pipe, valves, hydrants, fittings and plumbing products, and manufacture fire extinguishers, fire suppression systems and steel pressure vessels. McWane conducts business throughout North America and the world. Our major plants by industry include three pipe facilities, three valve and hydrant facilities, seven soil pipe and utility fittings facilities, three tank manufacturing facilities, and one fire suppression equipment facility. Headquartered in Birmingham, AL, we’ve made our operations safe, efficient, and compliant while preserving and creating thousands of well-paying American jobs. Our foundries produce products that last for generations. Since 1920, McWane’s ductile iron products have safely delivered clean water to countries around the world. When properly installed, ductile iron pipe can last for more than a century, reducing energy consumption and costs during its long, useful life. What We Live By…… The McWane Way is a core philosophy outlined by the founder J.R. McWane in 1920. Today it encompasses Teamwork, Excellence, Leadership, Environment, Communication, Accountability, Safety and Trust. All team members at every level are expected to know and work by these principles, values, and behaviors. Most importantly, every team member is expected to be able to answer this question, “What does this mean for me?” This is the all-important question because behavior is the best evidence of a living principle. Every position is rooted in a culture that aligns with McWane’s eight guiding principles. Our unwavering commitment to the McWane Way ensures positive outcomes for both our company and the communities we serve. Join the McWane team on the journey to The McWane Way. We are seeking a strategic and results-oriented Group Director, Human Resources to be a business partner for a significant portion of our manufacturing organization. This role works closely with divisional leadership to drive business performance through effective talent, workforce, and organizational strategies.. As a key member of the corporate HR leadership team, the Group Director will align people strategies with operational priorities across multiple manufacturing sites. This role requires a leader who can operate at both a strategic and hands-on level—building strong relationships with senior leaders while remaining connected to plant-level realities. The Group Director, Human Resources strategically promotes the McWane Compass culture throughout the organization. The successful candidate for this role will partner with divisions to provide guidance, collaborate with local teams to ensure solutions to HR issues, share best practices, coordinate workforce management, talent development and general compliance to regulations and laws. This position is expected to be a key member of the corporate HR function while earning the trust and respect of those it supports. The scope supports approximately 1,500 employees across multiple divisions. Responsibilities Strengths include communicating and building relationships with teams and leaders at all levels of the organization. Expertise and counsel must be provided in the areas of: * Serve as the lead HR partner to segment leadership, aligning human capital strategies with business objectives * Support workforce planning efforts, with a focus on skilled trades and hard-to-fill roles * Reinforce a strong safety-first culture in partnership with operations and EHS * Drive performance management practices that reinforce accountability and results * Champion adoption of HR processes, tools, and systems across the group * Driving continuous improvement within the HR function * Leading investigations regarding employee hotline calls * HR audit reviews; taking a partnership approach to ensure the organization and its employees are protected * Assess the HR teams for development opportunities * Coach HR leads and engage in facilitating training requirements as needed * Keeping The McWane Way in the forefront of all interactions * Building relationships with operations through a myriad of communication channels and plant visits Why Join * Opportunity to directly impact the performance of a critical business segment * High visibility role partnering with senior operational leadership * Organization committed to operational excellence, safety, and workforce investment * Collaborative HR leadership team with enterprise-level influence ## Qualifications * Demonstrated success supporting multi-site, hourly workforce populations * Proven ability to influence senior business leaders and drive results * Experience leading HR in decentralized, complex, and operationally intensive environments * Bachelor’s degree in human resources, psychology, business, communications, or other related field or with applicable level of work experience * Minimum 10 years of progressive HR, preferably in a manufacturing industry * Minimum 3 years of HR team leadership experience * Must have strategic mindset, business acumen, and ability to influence * Proven record in providing leadership in business settings including effective communication and interpersonal skills * Experience working in complex HCM systems * Knowledge of HR employment law at state and federal levels * Willingness to travel approximately 40% of the work time Preferred Qualifications * Prior experience in manufacturing * Union and contract negotiations experience * Advanced degree (MBA, Master’s in HR, or related field) ## Additional Information All your information will be kept confidential according to EEO guidelines. 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. McWane is a Federal VEVRAA contractor, and an Equal Opportunity Employer committed to providing equal employment opportunity in all employment practices. McWane will not discriminate against any applicant for employment because of their race, color, religion, sex, national origin, age, sexual orientation, disability, veteran or service member status, marital status, citizenship status (In IL - sex, including same sex, ancestry, order of protection status, physical or mental disability, military status, pregnancy, unfavorable discharge status, genetic information), (In IA - gender identity), (In CA- gender identity or expression, and genetic information) or any other category protected by federal, state or local law.", "summaryDescription" : "Group Director, Human Resources at McWane, Inc.. Skills: Talent management, Employee relations, HR strategy. Develop and implement talent management strategies. Oversee employee relations", "postedDate" : "2026-06-15T15:57:40.000", "createdAt" : "2026-06-15T23:31:49.357", "lastUpdated" : "2026-06-16T09:01:35.072", "ingestTimestamp" : "2026-06-15T23:31:49.357", "mongoId" : "6a305418f292fd229cf16087", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 200000, "salaryAnnualMax" : 300000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "HRIS management", "Payroll processing", "Benefits administration", "Recruitment", "Onboarding", "Employee training", "Leadership", "Problem-solving", "Decision-making", "Talent management", "Employee relations", "HR strategy", "HR processes", "Organizational development", "Change management", "Performance management", "Compensation and benefits", "HR compliance", "Workforce planning", "Project planning", "Execution", "Monitoring", "Employment law", "HR best practices", "Organizational psychology", "PHR", "SPHR", "HRIS systems", "ATS systems" ], "skillCount" : 29, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Director", "dataQualityScore" : 1.0, "daysOld" : 0, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Manufacturing", "llmIndustryConfidence" : 0.98 }, { "id" : "6a3066c0f292fd229cfb5476", "title" : "Human Resources Business Partner", "company" : "ACCEL Schools", "industry" : "Education", "salary" : { "min" : 95000.0, "max" : 135000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "The estimated salary is based on the market baseline for a Human Resources Business Partner in Parma, United States, adjusted for a Manager seniority level within the Education industry." }, "location" : "Corporate Office - Parma", "locations" : [ "Corporate Office - Parma" ], "certifications" : [ "PHR", "SPHR" ], "timestamp" : "2026-06-16T10:09:56.092", "fingerprint" : "c820e7afd9862abffc63a4a7728aef0a2aa66c842c1abfef205e68b69b061f1a", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/accelschools/jobs/7773349003", "externalId" : "7773349003", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Parma", "state" : "Ohio", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "41.3822398,-81.7355692" } ], "locationText" : "Parma, Ohio, United States", "professionalSkills" : [ "Talent management", "Employee relations", "Organizational development", "Performance management", "Conflict resolution", "Management development", "Employment policies", "HR policies", "HR procedures", "Process improvement", "Organizational design", "Talent acquisition", "Employee development", "Change management", "Succession planning", "Compensation planning", "Employee engagement", "Workforce planning", "User needs", "Best practices" ], "hardSkillsList" : [ "HR metrics", "Business metrics" ], "softSkillsList" : [ "Leadership" ], "hardSkills" : [ { "name" : "HR metrics", "level" : "intermediate" }, { "name" : "Business metrics", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" } ], "majorSkills" : "Human Resources, Talent Management, Employee Relations", "majorSkillsList" : [ "Human Resources", "Talent Management", "Employee Relations" ], "coreResponsibilities" : "Coordinate people processes, Facilitate people processes, Support Human Resources Department, Support persons in support areas, Assist in retention strategies, Manage performance, Facilitate training initiatives, Facilitate conflict resolution, Facilitate management development, Advise managers on HR policies, Advise school operations team on HR policies, Direct work activities for strategy development, Direct work activities for strategy execution, Provide operational leadership, Identify opportunity areas, Make recommendations for improvement, Drive process improvement, Use HR metrics, Use business metrics, Interpret HR metrics, Interpret business metrics, Investigate employee complaints, Make recommendations for follow-up action, Guide regional leadership team, Implement talent acquisition strategies, Implement employee development strategies, Implement performance management strategies, Implement change management strategies, Act as liaison with recruitment, Act as liaison with compensation and benefits, Act as liaison with organizational development, Act as liaison with employee relations, Facilitate succession planning, Facilitate performance management, Facilitate compensation planning, Facilitate employee engagement surveys, Partner with leadership, Build inclusive culture, Sustain values-driven culture, Leverage reporting, Leverage analytics, Make decisions related to talent acquisition, Make decisions related to retention, Make decisions related to workforce planning, Participate in Companywide initiatives, Act as divisional HR representative, Provide direction on user needs, Provide information on user needs, Identify interdependencies, Influence decisions made", "teamCollaboration" : "Regional leadership team; Cross-functional teams; Divisional HR representative", "domainKnowledge" : "Accel's systems; Accel's culture; Accel's hierarchies", "domainList" : [ "accel-s-systems", "accel-s-culture", "accel-s-hierarchies" ], "domainSpecificKnowledge" : [ "Accel's systems", "Accel's culture", "Accel's hierarchies" ], "toolProficiency" : [ "MS Office", "Excel", "Powerpoint", "Word" ], "communicationSkills" : "Written communication; Verbal communication; Professionalism; Tact", "problemSolvingSkills" : "Problem solve; Identify trends", "specialRequirements" : "Willingness to travel locally up to 10%", "qualificationsBasic" : "Bachelors Degree required, Minimum 10 years Human Resources experience, Ability to understand organizational issues, Ability to build relationships, Ability to influence change, Proven ability to work in a changing, fast-paced environment, Manage multiple priorities simultaneously, Reviews and assesses risk for potential terminations, Ensures leaders are informed and compliant, Maintains regulatory knowledge and expertise, Exercises judgment based on experience, Ability to handle confidential information responsibly, Exhibit sound judgment while maintaining confidentiality, Excellent written communication skills, Excellent verbal communication skills, Proficiency in computer applications, Ability to learn new technologies, Excellent communication skills, Ability to address issues proactively and constructively, Competency handling difficult and sensitive conversations, Ability to report, analyze and summarize data, Experience using HRIS systems, Must be authorized to work in the U. S", "qualificationsPreferred" : "Experience in a variety of functional HR areas, PHR or SPHR preferred, Completion of relevant certificate program preferred", "workSiteFlexibility" : "Onsite", "rawDescription" : "About the Opportunity ACCEL Schools is a network of 80+ high-performing, public charter schools serving PK-12 students. We proudly advocate for school choice and work to address educational inequities throughout the United States. Our schools are inclusive and widely differ to reflect the unique values of the many urban, suburban, and rural communities we serve. Our brick-and-mortar, virtual, and hybrid schools specialize in closing educational gaps and offer innovative models such as career-technical education, sports training, bilingual programming, and more. We have been recognized and praised by legislators, authorizers, and researchers for providing exceptional education options to students in historically under-resourced communities. The primary functions of the Human Resources Business Partner (HRBP) include coordinating and facilitating people processes during the employment life cycle. The HRBP supports all areas of the Human Resources Department as well as persons in other support areas such as Regional Vice Presidents. The essential functions of this role the work environment is fast-paced, and team-based. The roles require in depth understanding and knowledge of Accel’s systems, culture and hierarchies across business units. As a Human Resources Business Partner supporting our online schools, you will support the following areas: The HRBP will assist in retention strategies, managing performance, training initiatives, conflict resolution, management development and employment policies and practices. In addition, the HRBP also advises managers and school operations team regarding HR policies and procedures. In the role, you would be responsible for: Directs the work activities related to the development and execution of strategies and operational leadership to support business objectives. Identifies opportunity areas, makes recommendations, and drives process improvement. Understands, uses, and interprets HR and business metrics to identify trends, problem solve and influence change. Investigates employee complaints and make recommendations for follow-up action to leaders. Guiding regional leadership team on matters of organizational development and design, implementation of strategies for talent acquisition, employee development, performance management and change management. Acts as a liaison with recruitment, compensation and benefits, organizational development, and employee relations to ensure that all human resources needs are communicated and managed to meet the needs of the business. Facilitating the completion of various HR and talent management processes, including succession, performance management, compensation planning and employee engagement surveys. Partnering with leadership to build and sustain an inclusive, values-driven culture that is reflective of our desired employment value proposition. Leveraging reporting and analytics to identify trends and make decisions related to talent acquisition, retention, and workforce planning. Participating in Companywide initiatives/projects acting as divisional HR representative to provide direction and information on user needs and best practices, identifying interdependencies which have a people impact, and influencing the decisions made. Other duties as assigned About You Bachelors Degree required Minimum 10 years Human Resources experience Ability to understand organizational issues, build relationships and influence change Proven ability to work in a changing, fast-paced environment and manage multiple priorities simultaneously Reviews and assesses risk for potential terminations Ensures leaders are informed and compliant with organizational initiatives (e.g., performance reviews, merit, engagement, compliance, flu, COVID-19, etc.) Maintains regulatory knowledge and expertise Exercises judgment based on experience and expertise for tracks within scope without oversight from managers Ability to handle confidential information responsibly and exhibit sound judgment while maintaining that confidentiality Excellent written and verbal communication skills that reflect professionalism and tact at all times Proficiency in computer applications, including MS Office (Word, Excel, Powerpoint) and internet applications Ability to learn new technologies Excellent communication skills Ability to address issues proactively and constructively with direct management and team members Competency handling difficult and sensitive conversations with team, people, leadership etc. Ability to report, analyze and summarize data for stakeholders and leadership Experience using HRIS systems Experience in a variety of functional HR areas preferred (talent development, acquisition, compensation, employee relations, org development, etc.) PHR or SPHR certification or completion of relevant certificate program preferred Excellent technical skills, including Outlook, Excel, PowerPoint and Word knowledge Willingness to travel locally up to 10% of the time Must be authorized to work in the U. S. Compensation and Benefits: The compensation and benefits information below is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law. The annual starting salary for this position is between $65,000 – $80,000 annually. Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate. We offer the following benefits for this position, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, 401(k) retirement plan, life insurance, long-term disability insurance, short-term disability insurance, 10 paid holidays annually. Paid Time Off: Paid Time Off to cover sick, vacation, and personal absences. We offer 4 unique health insurance plans to choose from that cover a wide range of deductibles and co- insurance levels. Our goal is to provide you with maximum choice in finding a plan that meets you and your family’s needs. Employees can choose from co-pay or High Deductible Health Plans. EQUAL EMPLOYMENT OPPORTUNITY It is our policy to abide by all federal, state and local laws prohibiting employment discrimination based solely on a person’s race, color, religious creed, sex, national origin, ancestry, citizenship status, pregnancy, childbirth, physical disability, mental and/or intellectual disability, age, military status, veteran status (including protected veterans), marital status, registered domestic partner or civil union status, familial status, gender (including sex stereotyping and gender identity or expression), medical condition, genetic information, sexual orientation, or any other protected status except where a reasonable, bona fide occupational qualification exists. #LI-AB1", "summaryDescription" : "Human Resources Business Partner at ACCEL Schools. Skills: Human Resources, Talent Management, Employee Relations. Coordinate people processes. Facilitate people processes", "postedDate" : "2026-06-15T23:29:12.747", "createdAt" : "2026-06-15T23:29:12.747", "lastUpdated" : "2026-06-16T10:09:56.092", "ingestTimestamp" : "2026-06-15T23:29:12.747", "mongoId" : "6a3066c0f292fd229cfb5476", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 95000, "salaryAnnualMax" : 135000, "salaryBand" : "75k-100k", "hasSalary" : true, "allSkills" : [ "HR metrics", "Business metrics", "Leadership", "Human Resources", "Talent Management", "Employee Relations", "Talent management", "Employee relations", "Organizational development", "Performance management", "Conflict resolution", "Management development", "Employment policies", "HR policies", "HR procedures", "Process improvement", "Organizational design", "Talent acquisition", "Employee development", "Change management", "Succession planning", "Compensation planning", "Employee engagement", "Workforce planning", "User needs", "Best practices", "Accel's systems", "Accel's culture", "Accel's hierarchies", "PHR", "SPHR", "MS Office", "Excel", "Powerpoint", "Word" ], "skillCount" : 35, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Manager", "dataQualityScore" : 0.7777778, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Education", "llmIndustryConfidence" : 0.98 }, { "id" : "6a3051cbf292fd229cf06dbd", "title" : "Vice President of Sales – Federal (Department of War)", "company" : "C3 AI", "industry" : "Government", "salary" : { "min" : 350000.0, "max" : 550000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for an executive Vice President of Sales in the technology industry in Tysons, United States, adjusted for seniority and company size." }, "location" : "Tysons, Virginia, United States", "locations" : [ "Tysons", "Virginia", "United States" ], "timestamp" : "2026-06-16T08:33:21.674", "fingerprint" : "de8e30f68eeaf78edc4a86172b59ce3fa7ce63c23f2a73a7d140284badf1ffb6", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://c3.ai/job-description/8590143002?gh_jid=8590143002", "externalId" : "8590143002", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Tysons", "state" : "Virginia", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "38.9191272,-77.2229636" } ], "locationText" : "Tysons, Virginia, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "remoteFriendly" : false, "rawDescription" : "C3 AI (NYSE: AI), is the Enterprise AI application software company. C3 AI delivers a family of fully integrated products including the C3 Agentic AI Platform, an end-to-end platform for developing, deploying, and operating enterprise AI applications, C3 AI applications, a portfolio of industry-specific SaaS enterprise AI applications that enable the digital transformation of organizations globally, and C3 Generative AI, a suite of domain-specific generative AI offerings for the enterprise. Learn more at: C3 AI C3 AI is hiring a Vice President of Sales, Federal – Department of War to lead and execute the company’s growth strategy across the U. S. Department of War (DoW) and the broader defense enterprise. This direct quota-carrying role will focus on capturing new mission-critical accounts and expanding C3 AI’s footprint across the Military Departments (Army, Navy, Air Force, Space Force, Marine Corps), the Combatant Commands, and the Fourth Estate defense agencies (e.g., DLA, DISA, DARPA, DTRA). The VP will own the full defense sales process — from capture strategy and teaming to execution and delivery — driving revenue growth, mission impact, and operational excellence in support of warfighter readiness. This is a senior, direct quota-carrying, individual-contributor opportunity with no direct reports and a large individual quota. As a strategic deal maker, the Vice President will personally originate, pursue, and close the most significant, high-value opportunities, and will collaborate closely with the broader federal sales organization, partners, and delivery teams to win and grow flagship accounts. Responsibilities: Originate, pursue, and personally close large, complex, multi-year transactions and programs of record at scale across the Military Departments, Combatant Commands, and defense agencies, carrying a significant individual quota. Personally engage senior defense leaders — SES, general and flag officers, program executive officers, and mission owners — to secure and grow strategic accounts. Develop and execute account and capture strategies aligned to the National Defense Strategy and DoW modernization priorities, including readiness, predictive maintenance, contested logistics, supply chain, JADC2/CJADC2, and cyber. Build and manage a qualified pipeline, navigating defense acquisition cycles, PPBE budget timelines, and contract vehicles (e.g., OTAs/consortia, DoD GWACs, SEWP, sole-source and full-and-open procurements). Establish and grow relationships with defense systems integrators, prime contractors, and channel partners to expand reach and win teaming opportunities. Drive transition of pilots and prototypes to programs of record, partnering with PEOs and acquisition authorities to scale deployments. Collaborate with executive leadership, public-sector marketing, and delivery teams to align go-to-market goals with company objectives. Maintain accurate forecasting and pipeline reporting against federal fiscal-year and program milestones. Represent C3 AI at key defense engagements, industry days, and military service and combatant command events. Ensure all activities comply with federal procurement regulations (FAR/DFARS) and applicable security requirements. Qualifications: Bachelor’s degree required; advanced degree preferred. 15+ years in enterprise software or technology sales, including 10+ years selling into the Department of War / DoD and 10+ years in a senior, quota-carrying individual-contributor capacity. Demonstrated success selling to the Military Departments, Combatant Commands, and/or defense agencies, with a proven track record of exceeding aggressive targets. Deep understanding of defense acquisition processes, PPBE budget cycles, OTAs and DoD contract vehicles, and the defense systems-integrator and prime ecosystem. Experience engaging defense C-suite, SES, and senior military stakeholders, including general and flag officers and PEOs. Expertise in AI, Machine Learning, or enterprise data platforms strongly preferred; familiarity with defense mission use cases (readiness, predictive maintenance, logistics, supply chain, JADC2, cyber) a plus. Demonstrated track record of personally closing large, complex, multi-year federal transactions and expanding flagship accounts into major programs of record. Strong skills in capture strategy, pipeline management, and forecasting. Excellent interpersonal, organizational, and communication abilities. Active Secret security clearance required, with the ability to obtain a higher-level clearance (e.g., TS/SCI) as needed. C3 AI provides excellent benefits and a competitive compensation package. Candidates must be authorized to work in the United States without the need for current or future company sponsorship. C3 AI is proud to be an Equal Opportunity and Affirmative Action Employer. We do not discriminate on the basis of any legally protected characteristics, including disabled and veteran status.", "summaryDescription" : "Vice President of Sales – Federal (Department of War) at C3 AI", "postedDate" : "2026-06-15T23:17:05.908", "createdAt" : "2026-06-15T23:17:05.908", "lastUpdated" : "2026-06-16T08:33:21.674", "ingestTimestamp" : "2026-06-15T23:17:05.908", "mongoId" : "6a3051cbf292fd229cf06dbd", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 350000, "salaryAnnualMax" : 550000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Executive", "dataQualityScore" : 0.8888889, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.98 }, { "id" : "6a2c6bdb74d8ee00a09156b0", "title" : "Vice President of Sales", "company" : "Kelso Building Services", "salary" : { "min" : 210000.0, "max" : 275000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : false }, "location" : "Draper, Utah, United States", "locations" : [ "Draper", "Utah", "United States" ], "timestamp" : "2026-06-15T07:56:14.126", "fingerprint" : "3722432d993d4015d8cd84d4c291cf173da1cd1d840f474553bbdf290b2353c2", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://kelsobuildingservices.com/careers/?gh_jid=5212476008", "externalId" : "5212476008", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Phoenix", "state" : "Arizona", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "hybrid", "geo" : "33.4484367,-112.0741410" }, { "city" : "Atlanta", "state" : "Georgia", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "hybrid", "geo" : "33.7544657,-84.3898151" }, { "country" : "United States", "continent" : "na", "workMode" : "hybrid" } ], "locationText" : "Phoenix, Arizona, United States; Atlanta, Georgia, United States; United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "technicalSkills" : "Salesforce", "professionalSkills" : [ "Revenue generation", "Client relationship management", "Deal closure", "Sales process management", "Account planning", "Forecasting", "Pipeline management", "Pricing strategy", "Cross-company growth", "Capital allocation", "Executive presence", "Talent development", "Coaching", "Negotiation" ], "hardSkillsList" : [ "Sales forecasting", "Pipeline analysis", "Win rate analysis", "Margin analysis", "Service contract economics", "Project-to-PMA conversion" ], "softSkillsList" : [ "Leadership", "Mentoring" ], "hardSkills" : [ { "name" : "Sales forecasting", "level" : "intermediate" }, { "name" : "Pipeline analysis", "level" : "intermediate" }, { "name" : "Win rate analysis", "level" : "intermediate" }, { "name" : "Margin analysis", "level" : "intermediate" }, { "name" : "Service contract economics", "level" : "intermediate" }, { "name" : "Project-to-PMA conversion", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" }, { "name" : "Mentoring" } ], "majorSkills" : "Sales strategy, Revenue growth, Sales leadership, Account management", "majorSkillsList" : [ "Sales strategy", "Revenue growth", "Sales leadership", "Account management" ], "coreResponsibilities" : "Own full sales engine, Turn regional sales into scalable organization, Drive culture of accountability, Coach sales team, Partner on strategic initiatives, Partner on capital allocation, Partner on cross-company growth, Own deal governance, Approve pricing, Set approval thresholds, Define escalation paths, Manage deal desk discipline, Convert projects to PMAs, Build handoff process, Introduce customers, Time PMA conversation, Establish target conversion rate, Report conversion rate, Build flywheel reporting, Lead business development team, Win new customers, Win PMAs, Win service relationships, Define target segments, Define pursuit strategies, Define pricing approaches, Manage sales pipeline, Ensure Salesforce hygiene, Manage forecasting, Manage conversion metrics, Lead account management team, Grow wallet share, Capture available work, Implement customer-first model, Ensure client retention, Ensure client expansion, Implement account planning, Conduct QBRs, Implement customer health metrics, Lead national accounts team, Own multi-state relationships, Deliver consistent experience, Serve as KBS interface, Build national accounts structure, Build national accounts tools, Build national accounts playbooks, Lead critical environments sales, Define critical environments strategy, Define critical environments customers, Define critical environments partnerships, Define critical environments playbook, Build critical environments pricing, Build critical environments contracting, Build critical environments frameworks, Build BAS sales function, Define BAS go-to-market strategy, Define BAS target verticals, Define BAS controls partnerships, Define BAS integration, Balance growth and margin, Balance operational deliverability, Coach and develop talent, Build leadership benches", "teamCollaboration" : "SVP of Service; Kelso Industries leadership; Sister companies; Operations and finance; Sales leaders", "projectManagementSkills" : [ "Roadmap planning", "Sales strategy roadmap" ], "domainKnowledge" : "Building automation systems; Critical environments; Preventative maintenance agreements; Service contract economics; Data centers; Healthcare; Life sciences; Pharma; Semiconductor; Mission-critical verticals; Controls; Energy services", "domainList" : [ "building-automation-systems", "critical-environments", "preventative-maintenance-agreements", "service-contract-economics", "data-centers", "healthcare", "life-sciences", "pharma", "semiconductor", "mission-critical-verticals", "controls", "energy-services" ], "domainSpecificKnowledge" : [ "Building automation systems", "Critical environments", "Preventative maintenance agreements", "Service contract economics", "Data centers", "Healthcare", "Life sciences", "Pharma", "Semiconductor", "Mission-critical verticals", "Controls", "Energy services" ], "toolProficiency" : [ "Salesforce" ], "communicationSkills" : "Executive presentations; Customer communication; Peer communication; Senior leadership communication", "problemSolvingSkills" : "Root cause analysis; Troubleshooting; Data-driven decision making", "specialRequirements" : "40-50% travel", "outcomesObjectives" : "Reach $100M service revenue; Staff sales leadership bench; Implement conversion process; Achieve target conversion rate; Improve pipeline quality; Improve forecast accuracy; Grow PMA portfolio", "qualificationsBasic" : "Bachelor's degree or exceptional track record, Sales strategy and execution, Sales leadership experience, Salesforce hygiene and forecasting, Preventative maintenance agreement sales, Service contract economics, Project-to-PMA conversion plays, Building automation systems sales, Controls sales experience, Energy services sales experience, Sales enablement tooling, BI tooling experience", "qualificationsPreferred" : "Master's degree preferred, Experience with M&A integration", "remoteFriendly" : true, "workSiteFlexibility" : "Hybrid", "rawDescription" : "Reports To: Senior Vice President of Service, Kelso Industries Direct Reports: Director of Business Development, Director of Account Management, Director of National Accounts, Director of Critical Environments (TBD), BAS Sales Leader (TBD) Location: Hybrid — open to candidates nationwide. Preference for Utah, Phoenix, or Atlanta. Travel: Approximately 40–50% across Kelso Building Services markets, customer sites, and Kelso Industries sister companies. Position Summary This is a builder's role. The Vice President of Sales owns the full sales engine for Kelso Building Services — new business, existing account growth, national accounts, critical environments, and building automation — and is responsible for turning a collection of strong regional sales efforts into a disciplined, scalable, high-performing organization. Kelso Building Services is the service division of Kelso Industries. We sit at roughly $50M in service revenue today, and we're planning to be at $100M within 12 months and $250M within three years — primarily through organic growth, with M this role partners closely with that function to ensure speed and accuracy on small projects, repairs, and service quotes. Key Responsibilities Sales Strategy drive a culture of accountability, coaching, and results. Partner with the SVP of Service on strategic initiatives, capital allocation discussions, and cross-company growth opportunities. Own deal governance for the sales organization — pricing authority, approval thresholds, escalation paths, and deal desk discipline. The Kelso Flywheel: Sister-Company Project-to-PMA Conversion Own the strategic motion of converting projects sold by Kelso Industries sister companies into long-term preventative maintenance agreements under Kelso Building Services. Build the handoff process from sister-company project closeout to KBS Account Management or National Accounts, including system-of-record handoff, customer introduction, and timing of the PMA conversation. Establish a target conversion rate — percent of completed sister-company projects converted to KBS PMAs within a defined window — and report on it monthly to Kelso Industries leadership. Make the flywheel visible: build reporting that shows sister companies the downstream PMA revenue their projects generate, so the motion compounds on itself. Business Development (New Business) Lead the Director of Business Development and the broader BD team in winning new customers, preventative maintenance agreements, and long-term service relationships. Define target segments, pursuit strategies, and pricing approaches that maximize win rates and margin. Ensure a healthy, well-managed pipeline with disciplined Salesforce hygiene, forecasting, and conversion metrics. Account Management (Existing Customers) Lead the Director of Account Management in growing wallet share within existing customers and capturing every reasonable dollar of available work. Drive a customer-first service model that ensures clients are completely taken care of, retained, and expanded year over year. Implement account planning, QBRs, and customer health metrics across the portfolio. National Accounts Lead the Director of National Accounts in owning all multi-state customer relationships and delivering a consistent, premium experience across geographies. Serve as the primary KBS interface with Kelso Industries sister companies for joint pursuits, referrals, and flywheel conversions. Build the structure, tools, and playbooks needed to scale national accounts as Kelso Building Services grows from $50M toward $250M. Critical Environments Stand up and lead Kelso Building Services' Critical Environments sales motion — data centers, healthcare, life sciences, labs, pharma, semiconductor, and other mission-critical verticals where uptime, SLAs, and credentialing drive the buy. Recruit and develop the Director of Critical Environments; define the segment strategy, target customer list, partnership model, and pursuit playbook. Build pricing, contracting, and service-level frameworks appropriate to critical environment customers, in close partnership with operations and finance. Building Automation Systems (BAS) Sales Build out the BAS Sales function in partnership with operations; recruit and develop the BAS sales leader. Define the BAS go-to-market strategy, including target verticals, controls partnerships, and integration with core MEP+ and service offerings. Sales Operations, Analytics able to balance growth, margin, and operational deliverability. Strong coach and developer of talent, with a demonstrated track record of building leadership benches. Excellent executive presence and the ability to communicate clearly with customers, peers, and senior leadership — in plain English, without corporate hedging. Extensive Salesforce experience, including using it as a primary tool for pipeline management, forecasting, reporting, and team accountability. Preferred Experience selling into Critical Environments — data centers, healthcare, life sciences, pharma, semiconductor, or similar mission-critical verticals. Experience in a multi-site, multi-brand, or PE-backed platform environment. Familiarity with preventative maintenance agreement (PMA) sales motions and service contract economics, including project-to-PMA conversion plays. Direct experience with building automation systems (BAS), controls, or energy services sales. Experience with modern sales enablement, forecasting, and BI tooling layered on top of Salesforce. Bachelor's degree preferred; an exceptional track record of operating at this level can substitute for formal education. What Success Looks Like in Year One A clear, written sales strategy and roadmap that gets Kelso Building Services to $100M in service revenue — endorsed by Kelso Industries leadership and understood by every sales leader on the team. A fully staffed and aligned sales leadership bench across Business Development, Account Management, National Accounts, Critical Environments, and BAS. A working Kelso flywheel: a defined sister-company project-to-PMA conversion process with a target conversion rate, monthly reporting, and a track record of wins to show the sister brands the motion is real. Measurable improvement in pipeline quality, forecast accuracy, and win rates — with forecast accuracy inside a defined tolerance band quarter over quarter. PMA portfolio growth that outpaces overall company growth, reflecting a deliberate shift toward recurring revenue. A sales team that lives Kelso's values — taking care of employees and customers every day, and saying what they mean. Compensation Kelso Building Services offers a competitive executive compensation package including base salary, performance-based incentive compensation tied to revenue and profitability targets, long-term incentive participation appropriate to the role, and comprehensive benefits. This role is open to candidates nationwide; the ranges below reflect a national market for this level of leadership. Target Base Salary Range: $210,000 – $275,000 Target Variable / Bonus: 40 – 60% of base, tied to revenue, margin, and strategic objectives Target Total Cash Compensation: $315,000 – $440,000+ Final compensation will be commensurate with experience and demonstrated track record.", "summaryDescription" : "Vice President of Sales at Kelso Building Services. Skills: Sales strategy, Revenue growth, Sales leadership, Account management. Own full sales engine. Turn regional sales into scalable organization", "postedDate" : "2026-06-14T01:53:46.457", "createdAt" : "2026-06-14T01:53:46.457", "lastUpdated" : "2026-06-15T07:56:14.126", "ingestTimestamp" : "2026-06-14T01:53:46.457", "mongoId" : "6a2c6bdb74d8ee00a09156b0", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 210000, "salaryAnnualMax" : 275000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "Sales forecasting", "Pipeline analysis", "Win rate analysis", "Margin analysis", "Service contract economics", "Project-to-PMA conversion", "Leadership", "Mentoring", "Sales strategy", "Revenue growth", "Sales leadership", "Account management", "Revenue generation", "Client relationship management", "Deal closure", "Sales process management", "Account planning", "Forecasting", "Pipeline management", "Pricing strategy", "Cross-company growth", "Capital allocation", "Executive presence", "Talent development", "Coaching", "Negotiation", "Roadmap planning", "Sales strategy roadmap", "Building automation systems", "Critical environments", "Preventative maintenance agreements", "Data centers", "Healthcare", "Life sciences", "Pharma", "Semiconductor", "Mission-critical verticals", "Controls", "Energy services", "Salesforce" ], "skillCount" : 40, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Executive", "dataQualityScore" : 1.0, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Real Estate", "llmIndustryConfidence" : 0.95 }, { "id" : "694ae6e370f0b99d589b3742", "title" : "Internship - Human Resources", "company" : "IAMGOLD", "salary" : { "min" : 40000.0, "max" : 55000.0, "currency" : "CAD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for an entry-level HR internship in Toronto, Canada, adjusted for the mining industry." }, "location" : "19 - Toronto Head Office", "locations" : [ "19 - Toronto Head Office", "
19 - Toronto Head Office (19 - Toronto Head Office)
150 King Street West
Suite 2200
Toronto, M5H 1J9

" ], "timestamp" : "2026-06-16T01:28:07.849", "fingerprint" : "7ccc9da74d493d9bac7d011dc658fde6d8ad76b4e24d9dcb84dd151d99432510", "source" : "taleo", "language" : "en", "applyUrl" : "https://iamgold.taleo.net/careersection/ex/jobdetail.ftl?job=56723", "externalId" : "56723", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Toronto", "state" : "Ontario", "country" : "Canada", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "43.6534817,-79.3839347" } ], "locationText" : "Toronto, Ontario, Canada", "employmentType" : "INTERNSHIP", "experienceMinYears" : 0, "experienceMaxYears" : 2, "experienceLevel" : "Entry", "professionalSkills" : [ "Time management", "Organizational skills" ], "hardSkillsList" : [ "Microsoft Office", "Excel", "Outlook", "Teams" ], "softSkillsList" : [ "Curious" ], "hardSkills" : [ { "name" : "Microsoft Office", "level" : "intermediate" }, { "name" : "Excel", "level" : "intermediate" }, { "name" : "Outlook", "level" : "intermediate" }, { "name" : "Teams", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Curious" } ], "majorSkills" : "Talent management, Employee relations, HR processes, Organizational development", "majorSkillsList" : [ "Talent management", "Employee relations", "HR processes", "Organizational development" ], "coreResponsibilities" : "Coordinate onboarding schedules, Liaise with internal teams, Maintain accurate records, Support internal mobility processes, Support offboarding processes, Prepare employment verification letters, Assist with policy reviews, Assist with reporting, Maintain e-learning usage reports, Provide support for training sessions, Provide support for interview scheduling, Provide support for job postings, Provide support for campus hiring logistics, Generate employee data reports, Track invoices, Draft benefits letters, Maintain calendars, Coordinate invoice approvals, Manage vendor setups, Support internal communications, Celebrate employee milestones, Coordinate in-office events, Coordinate wellness activities, Coordinate training sessions, Provide timely information, Provide accurate information", "teamCollaboration" : "Liaise with internal teams; Work with product team", "domainKnowledge" : "Human resources; Business administration", "domainList" : [ "human-resources", "business-administration" ], "domainSpecificKnowledge" : [ "Human resources", "Business administration" ], "toolProficiency" : [ "Microsoft Office", "Excel", "Outlook", "Teams" ], "communicationSkills" : "Communication skills", "documentationSkills" : "Maintain records; Prepare letters", "outcomesObjectives" : "Make a meaningful impact on employee experience", "qualificationsBasic" : "Post-secondary education in human resources, Post-secondary education in business administration, Proficiency in Microsoft Office tools, Proficiency in Excel, Proficiency in Outlook, Proficiency in Teams, Excellent communication skills, Excellent interpersonal skills, Discretion when handling sensitive information, Ability to work independently, Ability to work collaboratively", "qualificationsPreferred" : "Experience in an HR support role, Experience in an administrative role", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "Empowering People – Extraordinary Performance We’re looking for a curious, and organized, individual to join our Human Resources team as an HR Intern. This role is a great opportunity for someone who enjoys managing details, thrives in a fast-paced environment, and wants to make a meaningful impact on the employee experience. As the HR Intern, you’ll be involved in a wide variety of activities that support HR operations. You’ll help welcome new employees by coordinating onboarding schedules, liaising with internal teams, and maintaining accurate records. You’ll also support internal mobility and offboarding processes, prepare employment verification letters, and assist with policy reviews and reporting. In the talent space, you’ll help maintain e-learning usage reports, and provide hands-on support for training sessions, interview scheduling, job postings, and campus hiring logistics. In the area of total rewards and HR technology, you’ll generate employee data reports, track invoices, and draft benefits letters for employees. You’ll help keep the HR team organized by maintaining calendars, coordinating invoice approvals, managing vendor setups, and supporting internal communications. You’ll also play a part in celebrating employee milestones and coordinating in-office events, including wellness activities and training sessions. Throughout your work, you’ll be a key contributor to a positive employee experience by providing timely and accurate information and support. To thrive in this role, you should be working toward or have recently completed a post-secondary education in human resources, business administration, or a related field. Some experience in an HR support or administrative role, is an asset, Strong organizational and time management skills are essential, along with proficiency in Microsoft Office tools like Excel, Outlook, and Teams. You’ll need excellent communication and interpersonal skills, discretion when handling sensitive information, and the ability to work both independently and collaboratively. If you’re ready to grow your HR career in a supportive and purpose-driven environment, we’d love to hear from you. IAMGOLD is committed to treating all people in a way that respects their dignity and independence. Should you require any accommodation during the recruitment process or otherwise, please notify us of this when you apply and we will work with you to meet your accessibility needs. Canada", "summaryDescription" : "Internship - Human Resources at IAMGOLD. Skills: Talent management, Employee relations, HR processes, Organizational development. Coordinate onboarding schedules. Liaise with internal teams", "createdAt" : "2026-06-14T19:45:58.437", "lastUpdated" : "2026-06-16T01:28:07.849", "ingestTimestamp" : "2026-06-14T19:45:58.437", "mongoId" : "694ae6e370f0b99d589b3742", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "30k-50k", "hasSalary" : false, "allSkills" : [ "Microsoft Office", "Excel", "Outlook", "Teams", "Curious", "Talent management", "Employee relations", "HR processes", "Organizational development", "Time management", "Organizational skills", "Human resources", "Business administration" ], "skillCount" : 13, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Entry", "dataQualityScore" : 0.8888889, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Mining", "llmIndustryConfidence" : 0.95 }, { "id" : "6a2c94f074d8ee00a098bef3", "title" : "Human Resources Coordinator", "company" : "Optima Dermatology", "industry" : "Healthcare", "salary" : { "min" : 52000.0, "max" : 78000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Mid-seniority Human Resources Coordinator in Portsmouth, United States, adjusted for the Healthcare industry." }, "location" : "Portsmouth, New Hampshire, United States", "locations" : [ "Portsmouth", "New Hampshire", "United States" ], "timestamp" : "2026-06-16T05:21:32.367", "fingerprint" : "e210dc8dd1f0da17356ff8a45908738bb6f0a821ab8f5d5513ab9e29b5c7ef48", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/optimadermatologycareers/jobs/6023255004", "externalId" : "6023255004", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Portsmouth", "state" : "New Hampshire", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "43.0751306,-70.7601826" } ], "locationText" : "Portsmouth, New Hampshire, United States", "employmentType" : "FULL_TIME", "minimumEducation" : "Bachelor's", "professionalSkills" : [ "Employee lifecycle administration", "Performance management", "Process improvement", "Organizational skills" ], "hardSkillsList" : [ "Background checks", "Employee eligibility verifications" ], "softSkillsList" : [ "Confidentiality" ], "hardSkills" : [ { "name" : "Background checks", "level" : "intermediate" }, { "name" : "Employee eligibility verifications", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Confidentiality" } ], "majorSkills" : "Employee lifecycle administration, HR operations, Onboarding coordination", "majorSkillsList" : [ "Employee lifecycle administration", "HR operations", "Onboarding coordination" ], "coreResponsibilities" : "Coordinate onboarding logistics, Administer offboarding processes, Maintain accurate employee records, Coordinate performance management cycles, Support employee engagement initiatives, Identify HR process gaps, Participate in process improvement efforts, Maintain HR SOPs, Support HR initiatives, Conduct background checks, Acquire employee eligibility verifications", "teamCollaboration" : "Partnering with senior HR leadership; Partnering with Payroll & Benefits; Partner with HR leadership; Partner effectively with employees; Partner effectively with managers; Partner effectively with senior HR leaders", "domainKnowledge" : "Dermatology", "domainList" : [ "dermatology" ], "domainSpecificKnowledge" : [ "Dermatology" ], "toolProficiency" : [ "Paylocity" ], "communicationSkills" : "Communication skills", "documentationSkills" : "HR documentation", "continuousLearning" : "Mentorship; Partnership with senior HR leadership", "problemSolvingSkills" : "Continuous improvement", "qualificationsBasic" : "Bachelor's degree or equivalent, Prior experience in an HR Coordinator or HR Operations role, Experience coordinating onboarding, performance cycles, or engagement initiatives, High attention to detail, Comfort working in HR systems", "qualificationsPreferred" : "Multiple years of human resource experience, Paylocity or similar experience, Interest in professional growth", "workSiteFlexibility" : "Onsite", "rawDescription" : "Multi-site Dermatology Group Seeks Human Resources Generalist Optima Dermatology is recruiting a Human Resources Coordinator to join our Practice Support Center, based in Portsmouth, NH. Position Details: The Human Resources Coordinator plays a critical role in supporting the organization through a period of growth, operational improvement, and cultural evolution. This role is responsible for coordinating onboarding for clinical and non-clinical employees, maintaining HR documentation, and ensuring seamless day-to-day HR operations. This position is designed for a hands-on HR professional who thrives in execution, coordination, and continuous improvement, and who is interested in growing their scope and ownership over time through mentorship and partnership with senior HR leadership. Responsibilities: Employee Lifecycle Administration & Coordination Own and coordinate the employee lifecycle from offer acceptance through exit, ensuring a consistent, well-organized experience for employees and managers. Coordinate onboarding logistics and transitions from pre-hire through Day 1 and early tenure. Administer offboarding processes, including exit interviews, documentation, and system updates. Maintain accurate employee lifecycle records and data in Paylocity, partnering with Payroll & Benefits to ensure data integrity. Performance Management & Engagement Programs In partnership with HR leadership, coordinate and administer performance management cycles, including timelines, communications, system setup, and follow-through. Support employee engagement initiatives such as surveys (eNPS), recognition programs, and culture-building efforts. Partner with HR leadership to translate engagement insights into follow-up actions and improvements. HR Operations & Process Improvement Identify gaps, inefficiencies, and breakdowns in HR processes and participate in process improvement efforts. Maintain HR SOPs, templates, and workflows. Support cross-functional HR initiatives and special projects as needed. Conduct or acquire background checks and employee eligibility verifications. Qualifications: Ability to act with integrity, professionalism, and confidentiality. Bachelor’s degree or equivalent. Multiple years of human resource experience preferred. Prior experience in an HR Coordinator or HR Operations role with exposure to employee lifecycle administration. Experience coordinating onboarding, performance cycles, or engagement initiatives. Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment. High attention to detail and comfort working in HR systems (Paylocity or similar preferred). Strong communication skills and the ability to partner effectively with employees, managers, and senior HR leaders. Interest in professional growth and developing broader HR capability over time. Compensation The position will offer competitive compensation. In addition, it will offer the personal reward associated with transforming our patients’ lives and building the most defensible healthcare services platform in the country. Benefits Our benefits include generous health, dental, vision, disability, and life insurance. About Optima Dermatology At Optima Dermatology, our mission to revolutionize skin care is made possible by our world class team that is highly engaged, mission-driven, and inspired to set the new standard in dermatology. We are growing rapidly and looking for key team members who believe in our mission and want to make a difference in the lives of our patients. We foster a collaborative environment that is fun and hardworking and promise you will work alongside amazing colleagues you are proud to call your teammates.", "summaryDescription" : "Human Resources Coordinator at Optima Dermatology. Skills: Employee lifecycle administration, HR operations, Onboarding coordination. Coordinate onboarding logistics. Administer offboarding processes", "postedDate" : "2026-06-14T19:22:21.591", "createdAt" : "2026-06-14T19:22:21.591", "lastUpdated" : "2026-06-16T05:21:32.367", "ingestTimestamp" : "2026-06-14T19:22:21.591", "mongoId" : "6a2c94f074d8ee00a098bef3", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 52000, "salaryAnnualMax" : 78000, "salaryBand" : "50k-75k", "hasSalary" : true, "allSkills" : [ "Background checks", "Employee eligibility verifications", "Confidentiality", "Employee lifecycle administration", "HR operations", "Onboarding coordination", "Performance management", "Process improvement", "Organizational skills", "Dermatology", "Paylocity" ], "skillCount" : 11, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Mid", "dataQualityScore" : 0.8888889, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Healthcare", "llmIndustryConfidence" : 0.98 }, { "id" : "6a2c6d2874d8ee00a091d954", "title" : "Vice President of Clinical Excellence", "company" : "VitalCaring Group", "industry" : "Healthcare", "salary" : { "min" : 225000.0, "max" : 350000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a VP of Clinical Excellence in Dallas, adjusted for executive seniority and the healthcare industry." }, "location" : "Dallas, Texas, United States", "locations" : [ "Dallas", "Texas", "United States" ], "timestamp" : "2026-06-16T00:54:12.305", "fingerprint" : "8053a21913777006deb68ae4a5b7976a030e49d3a0cf8b30f5ce728dac13d26f", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/vitalcaringgroup/jobs/4245117009", "externalId" : "4245117009", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Dallas", "state" : "Texas", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "32.7762719,-96.7968559" } ], "locationText" : "Dallas, Texas, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 5, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "remoteFriendly" : false, "rawDescription" : "Join VitalCaring – Where Your Passion Changes Lives! Who We Are Founded in 2021, VitalCaring has rapidly grown into a leading provider of home health and hospice services, with 100+ locations and a continued national expansion. But what truly sets us apart isn’t our growth - it’s how we grow. We are a purpose-driven organization, built on a foundation of trust, compassion, and clinical excellence. Our values - trustworthy, capable, compassionate, proactive, and called - aren’t just words; they shape how we care for patients, how we support one another, and how we show up every day. At VitalCaring, we invest deeply in our people, because we know exceptional care starts with a supported, empowered team. Vice President of Clinical Excellence The Vice President of Clinical Excellence is a senior clinical leader responsible for advancing quality, outcomes, and performance across home health and hospice services. This role drives enterprise-wide clinical strategy aligned with value-based care, ensuring delivery of high-quality, compliant, and patient-centered care while optimizing clinician experience and documentation integrity Key Responsibilities Clinical Quality & Strategic Improvement. Lead and execute enterprise-wide strategic initiatives that improve clinical quality outcomes, patient satisfaction (CAHPS), and employee engagement and retention. Develop long-term clinical strategies aligned with HHVBP and hospice quality programs. Foster a culture of continuous improvement and innovation. Documentation Integrity & Clinical Excellence. Ensure documentation is accurate, complete, and defensible. Streamline workflows to reduce burden while maintaining compliance. Drive OASIS-E accuracy and support audit readiness. Clinical Resource Team Oversight. Oversee Clinical Resource/Review Team responsible for Plan of Care validation, OASIS accuracy, and coding integrity. Ensure consistency across regions and use audit trends to drive improvement Quality Outcomes Team Supervision. Supervise Quality Outcome Specialist team responsible for overseeing quality and outcome initiatives within their assigned regions and for coordinating the organization-wide outcomes measurement and reporting program, working with clinicians and branch leaders to improve clinical documentation, accuracy of OASIS comprehensive assessments, and tying assessments back to quality outcomes that contribute to value-based care and publicly reported outcomes. Value-Based Care & Performance Optimization. Drive HHVBP performance, Star Ratings, and reduction in hospitalizations. Align clinical performance with financial outcomes and reimbursement optimization. Data, Analytics & Technology Enablement. Leverage analytics, EMR optimization, and predictive tools to improve outcomes and reduce variability. Workforce Strategy & Experience. Improve clinician engagement, retention, and productivity while reducing burnout and enhancing workflow efficiency. Regulatory & Compliance Leadership. Ensure compliance with CMS and accreditation standards. Maintain survey readiness and operationalize regulatory changes. Quality Data Preparation & Reporting. Participation in preparation of quality data to report to the executive team and board of directors. Required Qualifications 5+ years leadership in home health/hospice. Expertise in OASIS-E, HHVBP, PDGM, documentation integrity, and strategic quality improvement. Preferred Qualifications Active RN license preferred. Bachelor’s degree or higher preferred. Success Metrics HHVBP Improvement Star Ratings Gains Documentation Accuracy Reduced Audit Risk Improved Patient and Employee Satisfaction Benefits That Support You Health & Wellness Medical, Dental & Vision Mental Health & Virtual Care Support FSAs & HSAs Supplemental Health & Life Insurance Financial & Protection 401(k) with Company Match Referral Bonuses Identity Theft Protection & Legal Plans Flexibility & Perks Generous Paid Time Off Tuition & Continuing Education Reimbursement Pet Insurance All employment decisions are made without regard to race, color, religion, sex, gender identity or expression, sexual orientation, national origin, age, disability, veteran status, or any other protected characteristic. Candidates are evaluated based on job-related qualifications, skills, and business needs.", "summaryDescription" : "Vice President of Clinical Excellence at VitalCaring Group", "postedDate" : "2026-06-14T20:01:39.731", "createdAt" : "2026-06-14T20:01:39.731", "lastUpdated" : "2026-06-16T00:54:12.305", "ingestTimestamp" : "2026-06-14T20:01:39.731", "mongoId" : "6a2c6d2874d8ee00a091d954", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 225000, "salaryAnnualMax" : 350000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "healthcare", "jobSubcategory" : "support", "seniorityLevel" : "VP", "dataQualityScore" : 0.8888889, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Healthcare", "llmIndustryConfidence" : 0.98 }, { "id" : "6a2c757c74d8ee00a0937259", "title" : "Human Resources Manager", "company" : "New Story", "industry" : "Green Tree School and Services", "salary" : { "min" : 95000.0, "max" : 135000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "The estimation is based on the market baseline for a Human Resources Manager in Philadelphia, adjusted for manager seniority and the education industry." }, "location" : "Philadelphia, PA", "locations" : [ "Philadelphia, PA" ], "timestamp" : "2026-06-16T05:05:00.851", "fingerprint" : "329f74f36b26c1ba6efeb23e7c1f0b76815e55c804d7b18ffa13b819ee19fd75", "source" : "ashby", "language" : "en", "applyUrl" : "https://jobs.ashbyhq.com/new-story/2c28ec1e-7608-4ed3-a318-32de69f25889/application", "externalId" : "2c28ec1e-7608-4ed3-a318-32de69f25889", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Philadelphia", "state" : "Pennsylvania", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "39.9527237,-75.1635262" } ], "locationText" : "Philadelphia, Pennsylvania, United States", "employmentType" : "FULL_TIME", "minimumEducation" : "Bachelor's", "experienceMinYears" : 5, "experienceLevel" : "Manager", "remoteFriendly" : false, "rawDescription" : "At New Story, we believe every child has incredible potential. Guided by our values of integrity, accountability, collaboration, inclusion, and supportiveness, we deliver individualized education and therapeutic support that transforms lives. Join our team and make a lasting impact. As a Human Resources Manager at Green Tree School, you will partner closely with school leaders to create strong, compliant, and people-centered workplaces that support student success across multiple locations. What You'll Need - Bachelor’s degree in human resources or a related field - Minimum of five years of progressive human resources experience - Broad HR expertise across employee relations, performance management, engagement, and talent development - Strong working knowledge of state and local employment laws and HR compliance requirements - Experience using an HRIS platform and strong proficiency with the MS Office suite What You'll Do - Coach leaders on performance improvement, documentation, corrective action, and conflict resolution - Lead highly sensitive employee relations investigations with sound interviewing and documentation practices - Serve as a field-based HR partner onsite at Green Tree School, with a potential opportunity to support other school sites in the future - Lead talent development, workforce planning, and retention strategies to support organizational goals and employee growth - Build trusted, collaborative relationships while applying policy fairly and escalating issues when appropriate - Manage labor relations, including collective bargaining agreements, contract administration, and union partnerships Why You’ll Love Working Here - Enjoy both paid time off and extra paid school breaks (for select roles), plus paid holidays - Wellness perks including gym discounts, mindfulness apps, and prescription savings - Tuition reimbursement, career development programs, and leadership training - 401(k) retirement savings with a 4% company match and immediate vesting - Health, dental, and vision insurance - Free Employee Assistance Program with confidential counseling, life coaching, and mental health resources - Life insurance, disability coverage, and Health Savings Account (HSA) contributions at no cost to you New Story is an equal opportunity employer, committed to diversity and inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, pregnancy status, national origin, age, disability, genetic information, or status as a protected veteran, or any other characteristic protected by law. If you require reasonable accommodations during the application or interview process, please contact us at talent@newstory.com.", "summaryDescription" : "Human Resources Manager at New Story", "createdAt" : "2026-06-14T21:40:32.150", "lastUpdated" : "2026-06-16T05:05:00.851", "ingestTimestamp" : "2026-06-14T21:40:32.150", "mongoId" : "6a2c757c74d8ee00a0937259", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 95000, "salaryAnnualMax" : 135000, "salaryBand" : "75k-100k", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Manager", "dataQualityScore" : 0.7777778, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Education", "llmIndustryConfidence" : 0.98 }, { "id" : "6a191d8d58b93c861e396a19", "title" : "Vice President of Sales & Marketing", "company" : "Kimmel & Associates", "industry" : "Manufacturing", "salary" : { "min" : 250000.0, "max" : 450000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a VP of Sales & Marketing in New York, USA, adjusted for executive seniority and the manufacturing industry." }, "location" : "New York, NY", "locations" : [ "New York", "NY" ], "timestamp" : "2026-06-16T07:40:06.972", "fingerprint" : "23234207635030fa3afe56fd3c797125e6d44b8cd7fb7f1d2ae23e71366935c5", "source" : "breezyhr", "language" : "en", "applyUrl" : "https://kimmel-associates.breezy.hr/p/40a67c1a50b0-vice-president-of-sales-marketing-building-materials", "externalId" : "40a67c1a50b0", "industryFunction" : { }, "structuredLocations" : [ { "city" : "New York", "state" : "New York", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "40.7127281,-74.0060152" } ], "locationText" : "New York, New York, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "remoteFriendly" : true, "rawDescription" : "About the Company Our client is a rapidly growing manufacturer of high-performance building envelope and weatherproofing solutions serving the commercial and residential construction markets. Their portfolio includes advanced waterproofing systems, air barriers, restoration products, and specialty", "summaryDescription" : "Vice President of Sales & Marketing at Kimmel & Associates", "createdAt" : "2026-06-14T21:47:59.410", "lastUpdated" : "2026-06-16T07:40:06.972", "ingestTimestamp" : "2026-06-14T21:47:59.410", "mongoId" : "6a191d8d58b93c861e396a19", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 250000, "salaryAnnualMax" : 450000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "VP", "dataQualityScore" : 0.7777778, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Manufacturing", "llmIndustryConfidence" : 0.92 }, { "id" : "6a2c7d0474d8ee00a094ec6a", "title" : "Vice President of Marketing", "company" : "LA Clippers", "industry" : "Sports & Fitness", "salary" : { "min" : 250000.0, "max" : 450000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for VP of Marketing in Los Angeles, adjusted for the sports industry and executive seniority." }, "location" : "Inglewood, California, United States", "locations" : [ "Inglewood", "California", "United States" ], "timestamp" : "2026-06-15T05:26:19.153", "fingerprint" : "1bda93d852403109133e8b34091fe7033331bddf683987ae0e0e0679dc19bee9", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://www.nba.com/clippers/company/careers/openpositionlaclippers?gh_jid=4683718006", "externalId" : "4683718006", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Inglewood", "state" : "California", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "33.9562003,-118.3531320" } ], "locationText" : "Inglewood, California, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "professionalSkills" : [ "Brand strategy", "Customer acquisition", "Campaign management", "Growth metrics", "Revenue generation", "Team development", "Operational excellence", "Budget management", "Resource allocation" ], "hardSkillsList" : [ "Marketing strategy", "Brand storytelling", "Fan engagement", "Ticket sales", "Loyalty programs", "Performance marketing", "CRM strategy", "Email marketing", "Web marketing", "App marketing", "AI tools adoption" ], "softSkillsList" : [ "Strategic", "Innovative" ], "hardSkills" : [ { "name" : "Marketing strategy", "level" : "intermediate" }, { "name" : "Brand storytelling", "level" : "intermediate" }, { "name" : "Fan engagement", "level" : "intermediate" }, { "name" : "Ticket sales", "level" : "intermediate" }, { "name" : "Loyalty programs", "level" : "intermediate" }, { "name" : "Performance marketing", "level" : "intermediate" }, { "name" : "CRM strategy", "level" : "intermediate" }, { "name" : "Email marketing", "level" : "intermediate" }, { "name" : "Web marketing", "level" : "intermediate" }, { "name" : "App marketing", "level" : "intermediate" }, { "name" : "AI tools adoption", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Strategic" }, { "name" : "Innovative" } ], "majorSkills" : "Brand strategy, Fan growth, Integrated marketing, Digital marketing, CRM, Performance marketing, Loyalty strategy", "majorSkillsList" : [ "Brand strategy", "Fan growth", "Integrated marketing", "Digital marketing", "CRM", "Performance marketing", "Loyalty strategy" ], "coreResponsibilities" : "Lead brand strategy, Develop marketing strategies, Drive fan growth, Strengthen brand affinity, Support revenue objectives, Shape integrated campaigns, Develop marketing plans, Execute marketing plans, Lead growth marketing strategy, Build acquisition strategies, Optimize lead nurturing, Drive conversion strategies, Implement retention strategies, Develop loyalty strategies, Lead loyalty strategy, Refine loyalty programming, Create fan experiences, Drive innovation, Adopt AI tools, Foster experimentation culture, Optimize campaigns, Optimize fan experiences, Manage marketing budget, Optimize budget, Lead marketing team, Mentor marketing team, Develop marketing team, Foster culture, Build partnerships, Shape brand storytelling, Shape earned media", "teamCollaboration" : "Cross-functional teams; Ticketing team; Partnerships team; Creative team; Analytics team; Communications team; Product team; Operations team; Business Intelligence team; Marketing Leadership Team", "domainKnowledge" : "Sports marketing; Entertainment marketing; Fan culture; Live events; NBA games", "domainList" : [ "sports-marketing", "entertainment-marketing", "fan-culture", "live-events", "nba-games" ], "domainSpecificKnowledge" : [ "Sports marketing", "Entertainment marketing", "Fan culture", "Live events", "NBA games" ], "toolProficiency" : [ "AI-enabled tools" ], "communicationSkills" : "Brand storytelling", "innovationCreativity" : "AI tools adoption; Experimentation culture", "problemSolvingSkills" : "Data-driven decision making", "specialRequirements" : "Flexible schedule, Weeknights, Weekends, Holidays", "outcomesObjectives" : "Drive fan growth; Strengthen brand affinity; Support revenue objectives; Improve efficiency; Improve engagement; Improve ROI; Deepen fan engagement; Drive long-term fandom; Differentiate brand", "qualificationsBasic" : "12+ years marketing experience, Senior leadership roles, Integrated marketing experience, Brand marketing experience, Growth marketing experience, Multi-channel marketing campaigns, Digital marketing knowledge, CRM knowledge, Lifecycle marketing knowledge, Audience development knowledge, Data and analytics use", "qualificationsPreferred" : "Passion for sports, Passion for entertainment, Passion for fan culture, Passion for live events", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "Job Summary The LA Clippers are seeking a strategic, innovative, and data-driven Vice President of Marketing to lead the next era of fan growth, brand storytelling, and revenue-driving marketing initiatives across the Clippers and Intuit Dome. This is a unique opportunity to shape one of the most ambitious brands in sports and entertainment. As VP of Marketing, you will oversee integrated marketing strategy across brand, digital, growth, CRM, ticketing campaigns, loyalty, and fan engagement. You will lead a high-performing team focused on building deeper connections with fans locally and globally while delivering measurable business impact. We are looking for a collaborative and forward-thinking leader who combines strategic vision with operational excellence. The ideal candidate has a proven track record of building brands, growing audiences, driving revenue, and developing high-performing teams in fast-paced environments. This role is highly cross-functional and will partner closely with teams across Ticketing, Partnerships, Creative, Analytics, Communications, Product, and Operations to deliver best-in-class fan experiences and innovative marketing campaigns. This is a full-time role based in Inglewood, CA and is eligible for our competitive benefit offering including medical, dental, vision, 401(k) plan with company contribution, Well-Being Allowance, and more. Due to the nature of this industry, the candidate must be available to work a flexible schedule including weeknights, weekends, and holidays to cover high profile NBA games. What You Will Do Brand Strategy & Fan Growth Lead and evolve the overall Clippers brand strategy, ensuring a clear and compelling brand voice across all fan touchpoints Develop innovative marketing strategies that drive fan growth, strengthen brand affinity, and support revenue objectives Shape integrated campaigns that connect with fans across digital, social, live events, and game-day experiences Identify opportunities to expand the Clippers fanbase both locally and globally Integrated Marketing & Campaign Leadership Develop and execute annual marketing plans supporting key business priorities, including: Season ticket membership campaigns Single-game ticket sales Schedule release campaigns NBA tentpole moments Brand and cultural initiatives Audience growth and retention programs Partner cross-functionally to deliver cohesive and impactful campaigns that align with organizational priorities Digital, CRM & Performance Marketing Lead growth marketing strategy across performance marketing, CRM, email, web, app, and emerging digital platforms Build and optimize fan acquisition, lead nurturing, conversion, retention, and loyalty strategies Partner with Business Intelligence & Analytics teams to leverage fan insights, audience segmentation, and customer journey optimization Continuously evaluate marketing performance and identify opportunities to improve efficiency, engagement, and ROI Loyalty & Fan Experience Lead strategy and evolution of the Clippers loyalty ecosystem to deepen fan engagement and drive long-term fandom Use fan behavior, data, and insights to continually refine loyalty programming and personalized experiences Help create industry-leading fan experiences that differentiate the Clippers and Intuit Dome within sports and entertainment Innovation & Operational Excellence Drive innovation across the Marketing organization, including the adoption of AI-enabled tools and workflows that improve creative production, personalization, speed, and operational efficiency Foster a culture of experimentation, learning, and continuous optimization across campaigns and fan experiences Manage and optimize the marketing budget to ensure effective resource allocation and measurable business impact Leadership & Cross-Functional Collaboration Lead, mentor, and develop a high-performing Marketing team while fostering a collaborative, inclusive, and growth-oriented culture Build strong partnerships across Ticketing, Partnerships, Communications, Creative, Product, and Operations teams Partner with PR and Communications to shape brand storytelling, earned media opportunities, and key organizational moments Serve as a key leader within the broader Marketing Leadership Team, helping define strategic priorities across the business Your Background, Skills and Qualifications 12+ years of progressive marketing experience, including senior leadership roles Proven success leading integrated marketing, brand, and growth marketing initiatives Experience developing and executing large-scale, multi-channel marketing campaigns Strong understanding of digital marketing, CRM, lifecycle marketing, and audience development strategies Demonstrated ability to use data and analytics to inform strategy and decision making Experience building, leading, and developing high-performing teams Strong communication, collaboration, and stakeholder management skills Ability to thrive in a fast-paced, high-growth, and highly collaborative environment Bilingual in English and Spanish an asset Preferred Qualifications Experience in sports, entertainment, media, hospitality, or consumer-facing brands Familiarity with AI-driven marketing tools and emerging marketing technologies Experience with loyalty, membership, or subscription-based ecosystems Passion for sports, entertainment, fan culture, and live events Additional Information This role requires flexibility to support NBA games, live events, and key organizational initiatives, including occasional evenings, weekends, and holidays. Why Join Us At the LA Clippers, we are building more than a basketball team — we are creating the future of live sports and entertainment experiences. With the launch of Intuit Dome and a commitment to innovation, technology, and fan connection, this is an opportunity to help shape one of the most exciting brands in the industry. You’ll join a passionate, collaborative organization that values creativity, innovation, and continuous growth while delivering unforgettable experiences for fans around the world. LA Clippers’ Approach to Technology & Innovation At the LA Clippers, curiosity and innovation go hand in hand. We seek forward-thinking individuals who embrace emerging technologies and actively leverage AI tools to work smarter, unlock creativity, and elevate the fan and business experience. Compensation The range for this position is $250,000 - $280,000 annual compensation. Compensation package offered will be based on multiple individualized factors, including a candidate's job-related knowledge, skills, and experience. The role is classified as exempt. Benefits and Perks We offer a competitive benefits program, including: Medical, Dental and Vision plans 401(k) plan with company contribution Wellbeing Allowance of up to $1,000 per year Paid vacation and sick time Paid parental leave Flexible Spending Accounts (Medical and Dependent Care) Company-paid Long Term Disability insurance Company-paid Life and AD&D Insurance Voluntary Life Insurance options for employee, spouse and children Employee Assistance Program Mind health support via Modern Health and Headspace The LA Clippers are a proud equal opportunity employer. It is our desire and intent that all employees enjoy a professional business working environment that is free from discrimination and harassment. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. To view our employment privacy policy, please visit https://www.nba.com/clippers/california-employment-privacy-policy Halo Sports & Entertainment uses E-Verify to confirm the identity and employment eligibility of all new hires.", "summaryDescription" : "Vice President of Marketing at LA Clippers. Skills: Brand strategy, Fan growth, Integrated marketing, Digital marketing, CRM, Performance marketing, Loyalty strategy. Lead brand strategy. Develop marketing strategies", "postedDate" : "2026-06-13T21:17:40.606", "createdAt" : "2026-06-13T21:17:40.606", "lastUpdated" : "2026-06-15T05:26:19.153", "ingestTimestamp" : "2026-06-13T21:17:40.606", "mongoId" : "6a2c7d0474d8ee00a094ec6a", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 250000, "salaryAnnualMax" : 450000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "Marketing strategy", "Brand storytelling", "Fan engagement", "Ticket sales", "Loyalty programs", "Performance marketing", "CRM strategy", "Email marketing", "Web marketing", "App marketing", "AI tools adoption", "Strategic", "Innovative", "Brand strategy", "Fan growth", "Integrated marketing", "Digital marketing", "CRM", "Loyalty strategy", "Customer acquisition", "Campaign management", "Growth metrics", "Revenue generation", "Team development", "Operational excellence", "Budget management", "Resource allocation", "Sports marketing", "Entertainment marketing", "Fan culture", "Live events", "NBA games", "AI-enabled tools" ], "skillCount" : 33, "jobCategory" : "marketing", "jobSubcategory" : "growth", "seniorityLevel" : "VP", "dataQualityScore" : 1.0, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Sports & Fitness", "llmIndustryConfidence" : 0.98 }, { "id" : "6a2c6cc974d8ee00a091b54e", "title" : "Global VP of Human Resources", "company" : "Honeycomb Insurance", "industry" : "Insurance", "salary" : { "min" : 250000.0, "max" : 275000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : false }, "location" : "United Staes", "locations" : [ "United Staes" ], "timestamp" : "2026-06-15T03:49:09.768", "fingerprint" : "aae9e320018bf57dbc680dfdec458abeffa1f8b2269e822c0a910143385bb819", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/honeycombinsurance/jobs/4705237005", "externalId" : "4705237005", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Chicago", "state" : "Illinois", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "hybrid", "geo" : "41.8755616,-87.6244212" } ], "locationText" : "Chicago, Illinois, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "professionalSkills" : [ "Talent acquisition", "Compensation and benefits", "Employee relations", "Organizational development", "Workforce planning", "Succession planning", "Performance management", "Data-driven decisions" ], "hardSkillsList" : [ "AI tools", "HRIS implementation", "Labor laws compliance" ], "softSkillsList" : [ "Leadership", "Strategic thinker", "People-centric", "Structured", "Culturally aware" ], "hardSkills" : [ { "name" : "AI tools", "level" : "intermediate" }, { "name" : "HRIS implementation", "level" : "intermediate" }, { "name" : "Labor laws compliance", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" }, { "name" : "Strategic thinker" }, { "name" : "People-centric" }, { "name" : "Structured" }, { "name" : "Culturally aware" } ], "majorSkills" : "HR strategy, Talent management, Culture shaping, AI in HR", "majorSkillsList" : [ "HR strategy", "Talent management", "Culture shaping", "AI in HR" ], "coreResponsibilities" : "Own and execute HR strategy, Embed AI across HR function, Build AI-augmented workflows, Lead recruitment end to end, Drive high-performing global work environment, Serve as strategic advisor, Lead compensation, benefits, performance management, Manage and resolve employee relations, Design training and development programs, Own the HR tech stack, Ensure compliance with laws", "teamCollaboration" : "Partnering with global leadership; Advisor to COO; Collaborate across all levels", "projectManagementSkills" : [ "Program management" ], "domainKnowledge" : "Commercial real estate insurance; Israeli labor laws; US employment laws", "domainList" : [ "commercial-real-estate-insurance", "israeli-labor-laws", "us-employment-laws" ], "domainSpecificKnowledge" : [ "Commercial real estate insurance", "Israeli labor laws", "US employment laws" ], "toolProficiency" : [ "HRIS", "AI tools" ], "communicationSkills" : "Influence; Collaborate directly", "problemSolvingSkills" : "Root cause analysis", "specialRequirements" : "3x weekly onsite", "outcomesObjectives" : "Raise the bar on talent; Protect high-performing culture; Operate with outsized leverage; Deliver top-tier experience; Keep practices competitive, equitable, clear", "qualificationsBasic" : "Proven senior HR leader experience, Hands-on AI fluency, Deep HR best practices understanding, Operator's mindset, Leadership skills, Exceptional communication skills, Experience in US-Israeli company, Knowledge of US labor laws, Proficiency in HRIS and HR technologies, BA in Human Resources", "qualificationsPreferred" : "MA or MBA advantage, Rippling experience major advantage", "remoteFriendly" : true, "workSiteFlexibility" : "Hybrid", "rawDescription" : "Honeycomb Insurance At Honeycomb, we're not just building technology; we’re reshaping the future of insurance. In 2025, Honeycomb was recognized by Dun & Bradstreet as “Top 10 Best Start Up Companies to Work For” in Israel, named by LinkedIn as “Top 10 Startups in Chicago”, and Newsweek’s \"Greatest Startup Workplaces in America, 2025\". Through the first half of 2026 we’ve been recognized on Inc. Magazine’s \"Best Workplaces\" List and Forbes \"Fintech 50\". How did we earn these honors? Honeycomb is a rapidly growing global startup, generously backed by top-tier investors and powered by an exceptional team of thinkers, builders, and problem-solvers. Dual-headquartered in Chicago and Tel Aviv (R&D center), and with 6 offices across the U.S., we are reinventing the commercial real estate insurance industry, an industry long overdue for disruption. Just as importantly, we ensure every employee feels deeply connected to our mission and one another. With over $100B in insured assets, Honeycomb operates across 23 states, covering more than 65% of the U. S. population and increasing its coverage. If you’re looking for a place where innovation is celebrated, culture actually means something, and smart people challenge you to be better every day - Honeycomb might be exactly what you’ve been looking for. Global VP, Human Resources We are looking for an exceptional HR leader and Operator As Global VP of Human Resources at Honeycomb, you will own the people function end to end across the U. S. and Israel, reporting to the COO and partnering closely with global leadership. You will help set HR strategy, shape policy, raise the bar on talent, and protect a strong, high-performing culture as we scale. We are an AI-driven insurance company, and our people are the foundation of our success. We have built an authentic hive culture grounded in ownership, innovation, flexibility, teamwork, a sense of urgency, and a work-hard, play-hard mindset. How We Work This role reports to an operator, and we want an operator to fill it. A few things to know about how we run: We stay close to the work. The strongest leaders here are in the details, not above them. You will build and run programs, not just advise on them. We are direct. Feedback is candid, early, and delivered to the person it concerns, never through side channels. We value the people who do the work over the people who manage perceptions, and we have no appetite for politics or posturing. We move with urgency and own outcomes. We measure impact, not activity, and we make decisions with data and a bias for action. We are AI-native. We expect every leader, HR included, to use AI personally and aggressively to do more with a lean team. Key Responsibilities Own and execute HR strategy across the U. S. and Israel in direct support of the company's growth and business goals. Embed AI across the HR function, using AI tools personally and building AI-augmented workflows for recruiting, onboarding, performance, and people analytics so a lean team operates with outsized leverage. Lead recruitment end to end, from talent acquisition through onboarding, delivering a top-tier candidate and employee experience. Drive a high-performing global work environment through employee engagement, professional development, and retention. Serve as a strategic advisor to the COO and senior leadership on organizational design, workforce planning, and succession planning. Lead compensation, benefits, and performance management to keep our practices competitive, equitable, and clear. Manage and resolve employee relations issues, ensuring compliance with local and global labor laws and a fair, inclusive workplace. Design training and development programs that support career growth and continuous learning. Own the HR tech stack, implementing and optimizing the HRIS and supporting systems to drive efficiency and data-driven decisions. Ensure compliance with all Israeli and U. S. employment laws and regulations. What You Bring Proven experience as a senior HR leader in a high-growth tech company or startup environment. Hands-on AI fluency You already use AI daily in your own work and have used it to redesign or accelerate HR workflows. You are eager to push this further, not cautious about it. Deep understanding of HR best practices, talent acquisition, compensation and benefits, employee relations, and organizational development. An operator's mindset You align HR initiatives with business objectives, drive measurable impact, and are comfortable building from scratch. Strong leadership skills with a track record of building and developing high-performing HR teams. Exceptional communication with the ability to influence and collaborate directly across all levels of the organization. Experience in a US-Israeli company Managing cross-border HR challenges and working with both U. S. and Israeli leadership and teams. Knowledge of U. S. labor laws and employment regulations Proficiency in HRIS and HR technologies Rippling experience is a major advantage. Lead the efforts to support data-driven decision-making. A BA in Human Resources or a related field is required. An MA or MBA is an advantage. Personal Traits Operator – You love getting things done. Build and run programs, and own the outcome. AI-native – You use AI personally to multiply a lean team's impact and drive your team to find use cases for automation regularly. Direct and low-ego – You say the hard thing early, in a respectful manner, and to the right person. You play the work, not the politics. Strategic thinker – You align HR with business goals for long-term growth. People-centric – You build a positive, engaging, high-performing culture with a “can-do” mentality. Data-driven – You use analytics for informed people decisions. Structured – You are strong in process design and implementation. Culturally aware – You know how to lead diverse, international teams, understand cultural gaps, and help bridge them. Of Note: This role is Hybrid out of our Chicago Office at 141 W. Jackson Blvd 3x weekly (usually Tuesday - Thursday). Benefits Salary: $250,000 - $275,000 + 20% Bonus ISO stock options Medical, dental, and vision coverage for you and your dependents HSA with company contributions 401(k) with employer match Flexible time off 10 company-paid holidays Paid family leave Honeycomb is committed to fair and equitable compensation practices. The base salary range listed in each job posting represents our good faith estimate of what we expect to pay for the role. Actual compensation may vary based on skills, experience, education, and location, as well as internal alignment and market factors.", "summaryDescription" : "Global VP of Human Resources at Honeycomb Insurance. Skills: HR strategy, Talent management, Culture shaping, AI in HR. Own and execute HR strategy. Embed AI across HR function", "postedDate" : "2026-06-13T22:12:44.518", "createdAt" : "2026-06-13T22:12:44.518", "lastUpdated" : "2026-06-15T03:49:09.768", "ingestTimestamp" : "2026-06-13T22:12:44.518", "mongoId" : "6a2c6cc974d8ee00a091b54e", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 250000, "salaryAnnualMax" : 275000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "AI tools", "HRIS implementation", "Labor laws compliance", "Leadership", "Strategic thinker", "People-centric", "Structured", "Culturally aware", "HR strategy", "Talent management", "Culture shaping", "AI in HR", "Talent acquisition", "Compensation and benefits", "Employee relations", "Organizational development", "Workforce planning", "Succession planning", "Performance management", "Data-driven decisions", "Program management", "Commercial real estate insurance", "Israeli labor laws", "US employment laws", "HRIS" ], "skillCount" : 25, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Executive", "dataQualityScore" : 1.0, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Insurance", "llmIndustryConfidence" : 0.98 }, { "id" : "6a10ae6f58b93c861e1ec576", "title" : "Human Resources Director", "company" : "Elevate Global", "salary" : { "min" : 175000.0, "max" : 250000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Director of Human Resources in the United States, adjusted for seniority and remote work." }, "location" : "United States", "locations" : [ "United States" ], "timestamp" : "2026-06-16T00:44:04.232", "fingerprint" : "f8b5069af4a01bb1e6a54f86b65995f1d9787bcb932bdb982e21b16c48400edf", "source" : "breezyhr", "language" : "en", "applyUrl" : "https://elevate-staffing.breezy.hr/p/7b31a1c0f05e-human-resources-director", "externalId" : "7b31a1c0f05e", "industryFunction" : { }, "structuredLocations" : [ { "country" : "United States", "continent" : "na", "workMode" : "remote" } ], "locationText" : "United States", "employmentType" : "FULL_TIME", "experienceLevel" : "Director", "remoteFriendly" : true, "rawDescription" : "About Elevate We", "summaryDescription" : "Human Resources Director at Elevate Global", "createdAt" : "2026-06-14T18:40:50.240", "lastUpdated" : "2026-06-16T00:44:04.232", "ingestTimestamp" : "2026-06-14T18:40:50.240", "mongoId" : "6a10ae6f58b93c861e1ec576", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 175000, "salaryAnnualMax" : 250000, "salaryBand" : "150k-200k", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Director", "dataQualityScore" : 0.7777778, "hasLocation" : true, "hasGeo" : false, "llmIndustryConfidence" : 0.95 }, { "id" : "6a3051cbf292fd229cf06dbf", "title" : "Vice President of Sales – Federal (Intelligence Community)", "company" : "C3 AI", "industry" : "Technology", "salary" : { "min" : 350000.0, "max" : 550000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a VP of Sales in the US technology sector, adjusted for executive seniority, the Tysons city tier, and the specific demands of the Intelligence Community market." }, "location" : "Tysons, Virginia, United States", "locations" : [ "Tysons", "Virginia", "United States" ], "timestamp" : "2026-06-16T07:12:08.337", "fingerprint" : "3da9dca0c8b280a351d229289c7eae489d7e2829ebddf64bad348e22af4220ed", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://c3.ai/job-description/8590147002?gh_jid=8590147002", "externalId" : "8590147002", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Tysons", "state" : "Virginia", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "38.9191272,-77.2229636" } ], "locationText" : "Tysons, Virginia, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "remoteFriendly" : false, "rawDescription" : "C3 AI (NYSE: AI), is the Enterprise AI application software company. C3 AI delivers a family of fully integrated products including the C3 Agentic AI Platform, an end-to-end platform for developing, deploying, and operating enterprise AI applications, C3 AI applications, a portfolio of industry-specific SaaS enterprise AI applications that enable the digital transformation of organizations globally, and C3 Generative AI, a suite of domain-specific generative AI offerings for the enterprise. Learn more at: C3 AI C3 AI is hiring a Vice President of Sales, Federal – Intelligence Community to lead and execute the company’s growth strategy across the U. S. Intelligence Community (IC). This direct quota-carrying role will focus on capturing new mission-critical accounts and expanding C3 AI’s footprint across the IC elements, including ODNI, CIA, NSA, DIA, NGA, NRO, and the defense and service intelligence components. The VP will own the full IC sales process — from capture strategy and teaming to execution and delivery — driving revenue growth and mission impact in support of intelligence collection, analysis, and decision advantage. This is a senior, direct quota-carrying, individual-contributor opportunity with no direct reports and a large individual quota. As a strategic deal maker, the Vice President will personally originate, pursue, and close the most significant, high-value opportunities within the IC, and will collaborate closely with the broader federal sales organization, cleared partners, and delivery teams to win and grow flagship accounts. Responsibilities: Originate, pursue, and personally close large, complex, multi-year transactions and programs of record at scale across national and defense intelligence agencies, carrying a significant individual quota. Personally engage senior IC leaders — SES, senior intelligence service officers, and mission owners — to secure and grow strategic accounts. Develop and execute account and capture strategies aligned to IC mission priorities, including all-source analysis, SIGINT/GEOINT/HUMINT enablement, counterintelligence, threat detection, and data fusion. Build and manage a qualified pipeline, navigating IC acquisition cycles, classified budget timelines, and contract vehicles (e.g., IC IDIQs, GWACs, OTAs, sole-source and full-and-open procurements). Establish and grow relationships with cleared systems integrators, prime contractors, and channel partners to expand reach and win teaming opportunities. Operate effectively within classified environments and SCIFs, coordinating engagements that may require discussion of sensitive requirements. Collaborate with executive leadership, public-sector marketing, and delivery teams to align go-to-market goals with company objectives. Maintain accurate forecasting and pipeline reporting against federal fiscal-year and program milestones. Represent C3 AI at key IC engagements, industry days, and intelligence community events. Ensure all activities comply with federal procurement regulations (FAR/DFARS), ICD policies, and applicable security requirements. Qualifications: Bachelor’s degree required; advanced degree preferred. Must have an active TS/SCI with Polygraph clearance. 15+ years in enterprise software or technology sales, including 10+ years selling into the U. S. Intelligence Community and 10+ years in a senior, quota-carrying individual-contributor capacity. Demonstrated success selling to national and/or defense intelligence agencies (e.g., ODNI, CIA, NSA, DIA, NGA, NRO), with a proven track record of exceeding aggressive targets. Deep understanding of IC acquisition processes, classified contract vehicles, budget cycles, and the cleared partner and systems-integrator ecosystem. Experience engaging IC C-suite, SES, and senior intelligence stakeholders, and operating within classified environments. Expertise in AI, Machine Learning, or enterprise data platforms strongly preferred; familiarity with intelligence mission use cases (all-source analysis, intelligence fusion, GEOINT/SIGINT, counterintelligence, threat detection) a plus. Demonstrated track record of personally closing large, complex, multi-year federal transactions and expanding flagship accounts into major programs of record. Strong skills in capture strategy, pipeline management, and forecasting. Excellent interpersonal, organizational, and communication abilities. C3 AI provides excellent benefits and a competitive compensation package. Candidates must be authorized to work in the United States without the need for current or future company sponsorship. C3 AI is proud to be an Equal Opportunity and Affirmative Action Employer. We do not discriminate on the basis of any legally protected characteristics, including disabled and veteran status.", "summaryDescription" : "Vice President of Sales – Federal (Intelligence Community) at C3 AI", "postedDate" : "2026-06-15T23:19:02.221", "createdAt" : "2026-06-15T23:19:02.221", "lastUpdated" : "2026-06-16T07:12:08.337", "ingestTimestamp" : "2026-06-15T23:19:02.221", "mongoId" : "6a3051cbf292fd229cf06dbf", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 350000, "salaryAnnualMax" : 550000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "VP", "dataQualityScore" : 0.8888889, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.98 }, { "id" : "6a2ca33d74d8ee00a09aad7c", "title" : "Human Resources Specialist", "company" : "Walden Security", "salary" : { "min" : 45000.0, "max" : 50000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : false }, "location" : "Corporate Office", "locations" : [ "Corporate Office", "Nashville" ], "timestamp" : "2026-06-16T02:23:49.409", "fingerprint" : "feb785140816f857f4b3a44fb17db850dc116c20f62eee870f243ab03cdf33b7", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/waldensecurity/jobs/5160208007", "externalId" : "5160208007", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Nashville", "state" : "Tennessee", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "36.1622767,-86.7742984" } ], "locationText" : "Nashville, Tennessee, United States", "remoteFriendly" : false, "rawDescription" : "SUMMARY: Assists the Human Resources Manager with various Human Resources administrative functions and performs administrative duties related to the operations of the branch or office. assistance; ESSENTIAL DUTIES AND RESPONSIBILITIES: Keeps records related to employee information such as personal data, compensation, benefits, tax data, attendance, performance reviews or evaluations, and termination date and reason. Administers pre-employment tests, drug screens, background checks, and pre- and post-employment documentation. Completes Forms I-9, verifies I-9 documentation and maintains I-9 files. Provides Walden Security benefits information and assists with completing the necessary forms to enroll and cancel benefits. Provides Walden Security benefits information and assists with completing the necessary forms to enroll and cancel benefits. Maintains electronic personnel files. Updates employee files to document personnel actions and to provide information for payroll and other uses. Creates and enters new employee personnel information into the HRIS. Examines employee files to answer inquiries and provides information to authorized persons. Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations. Participates in company Quality Assurance initiatives, including record keeping, training and auditing. Answers DOL unemployment inquiries and completes verification of employment requests for employees. Assists with uniform assignments, exchanges, or reimbursements. Assists with the maintenance of uniform room cleanliness and inventory. Assists Human Resources Manager in the filing of FMLA requests and Workers’ Compensation claims. Assists the Human Resources Manager with DOL unemployment inquiries. Completes verification of employment requests for employees. Performs other clerical duties as needed, such as filing, photocopying, and collating. Conducts orientation for benefits programs such as life, health, dental, and disability insurances, pension plans, vacation, sick leave, leaves of absence, and employee assistance; SUPERVISORY RESPONSIBILITIES: This job has no supervisory responsibilities. The Human Resources Specialist reports to the Human Resources Manager and is subject to supervision from the Human Resources Manager and the General Manager. COMPETENCY: To perform the job successfully, an individual should demonstrate the following competencies: • Customer Service - Manages difficult or emotional customer situations; Responds promptly to customer needs; Solicits customer feedback to improve service; Responds to requests for service and assistance; Meets commitments. • Interpersonal Skills - Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others' ideas and tries new things. • Oral Communication - Speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Responds well to questions; Participates in meetings. • Written Communication - Writes clearly and informatively; Edits work for spelling and grammar; Varies writing style to meet needs; Presents numerical data effectively; Able to read and interpret written information. • Teamwork - Balances team and individual responsibilities; Exhibits objectivity and openness to others' views; Gives and welcomes feedback; Contributes to building a positive team spirit; Puts success of team above own interests; Able to build morale and group commitments to goals and objectives; Supports everyone's efforts to succeed. • Diversity - Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a harassment-free environment. • Ethics - Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values. • Organizational Support - Follows policies and procedures; Completes administrative tasks correctly and on time; Supports organization's goals and values; Benefits organization through outside activities; Supports affirmative action and respects diversity. • Judgment - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in the decision-making process; Makes timely decisions. • Motivation - Sets and achieves challenging goals; Demonstrates persistence and overcomes obstacles; Measures self against the standard of excellence. Planning/Organizing - Prioritizes and plans work activities; Uses time efficiently; Plans for additional resources; Sets goals and objectives; Develops realistic action plans. • Professionalism - Tactfully approaches others; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments. • Quality - Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality; Applies feedback to improve performance; Monitors own work to ensure quality. • Adaptability - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events. • Attendance/Punctuality - Is consistently at work and on time; Ensures work responsibilities are covered when absent; Arrives at meetings and appointments on time. • Dependability - Follows instructions, responds to management direction; Takes responsibility for own actions; Keeps commitments; Commits to long hours of work when necessary to reach goals; Completes tasks on time or notifies appropriate person with an alternate plan. • Initiative - Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed. • Innovation - Displays original thinking and creativity; Meets challenges with resourcefulness; Generates suggestions for improving work; Develops innovative approaches and ideas; Presents ideas and information in a manner that gets others' attention. QUALIFICATIONS: To perform this job successfully, an individual must satisfactorily perform each essential duty. The requirements listed below represent the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. - Bachelor’s degree; or two to three years related experience and/or training; or equivalent combination of education and experience. EDUCATION AND/OR EXPERIENCE: Bachelor’s degree; or two to four years related experience and/or training; or equivalent combination of education and experience. LANGUAGE SKILLS: Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of an organization. MATHEMATICAL SKILLS: Ability to calculate figures and amounts with basic addition, subtraction, multiplication, and division with accuracy. REASONING ABILITY: Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. COMPUTER SKILLS: To perform this job successfully, the Human Resources Assistant should possess intermediate skills in Microsoft Office software, including Word, Excel, Outlook, and PowerPoint, and should have working knowledge of applicant tracking systems (ATS); Human Resources systems (HRIS); internet programs; and order processing systems. CERTIFICATES, LICENSES, REGISTRATIONS: Valid Driver's License. OTHER QUALIFICATIONS: Ability to pass a drug screen and criminal background check. Must be able to travel on a limited basis (less than 20%). PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this Job, the employee is regularly required to sit; use hands to finger, handle, or feel; and talk or hear. The employee is frequently required to stand, walk, and reach with hands and arms. The employee is occasionally required to climb or balance; stoop, kneel, crouch, or crawl; and taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, the ability to adjust focus, and the ability to see and distinguish basic colors. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Applicants/employees must have the capacity to perform duties without risk to themselves or others. Qualified individuals must be able to perform the job requirements with or without reasonable accommodation. The noise level in the work environment is usually quiet. OTHER TASKS: This job description reflects management’s assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned. Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. #WaldenWay Pay Rate $45,000—$50,000 USD We offer every employee — from executive managers to administrative support to security professionals — unique and generous benefits, as well as opportunities for career growth. So if you’re ready to embark on a meaningful career with one of the nation’s most dynamic and fastest growing security companies, apply with Walden Security today.", "summaryDescription" : "Human Resources Specialist at Walden Security", "postedDate" : "2026-06-14T20:10:43.591", "createdAt" : "2026-06-14T20:10:43.591", "lastUpdated" : "2026-06-16T02:23:49.409", "ingestTimestamp" : "2026-06-14T20:10:43.591", "mongoId" : "6a2ca33d74d8ee00a09aad7c", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 45000, "salaryAnnualMax" : 50000, "salaryBand" : "30k-50k", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Mid", "dataQualityScore" : 0.6666667, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Security", "llmIndustryConfidence" : 0.95 } ], "status" : 200, "message" : "vice president of human resources organizational development jobs", "metadata" : { "title" : "vice president of human resources organizational development" }, "pagination" : { "page" : 0, "limit" : 50, "totalCount" : 36757, "totalPages" : 736, "hasNext" : true, "hasPrevious" : false } }

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