{ "count" : 30701, "data" : [ { "id" : "6a307adef292fd229c04126f", "title" : "Senior Manager, Workforce Planning", "company" : "Airbnb", "industry" : "Hospitality", "salary" : { "min" : 144000.0, "max" : 180000.0, "currency" : "CAD", "frequency" : "yearly", "is_estimated" : false }, "location" : "Canada", "locations" : [ "Canada", "United States" ], "timestamp" : "2026-06-16T13:11:46.910", "fingerprint" : "b81c62b9359a4de72363e045abc1f749865dafea4da95053ff3becfbb2cc2d75", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://careers.airbnb.com/positions/8002012?gh_jid=8002012", "externalId" : "8002012", "industryFunction" : { }, "structuredLocations" : [ { "country" : "Canada", "continent" : "na", "workMode" : "remote" } ], "locationText" : "Canada", "employmentType" : "FULL_TIME", "experienceLevel" : "Manager", "technicalSkills" : "WFM software, WFM tools", "professionalSkills" : [ "Workforce planning", "Capacity planning", "Service level management", "Performance analysis", "Reporting", "Team development", "Stakeholder management" ], "hardSkillsList" : [ "Forecasting", "Scheduling", "Interval management", "Real-time adherence", "Provisioning", "Reporting", "Data analysis" ], "softSkillsList" : [ "Leadership", "Mentoring" ], "hardSkills" : [ { "name" : "Forecasting", "level" : "intermediate" }, { "name" : "Scheduling", "level" : "intermediate" }, { "name" : "Interval management", "level" : "intermediate" }, { "name" : "Real-time adherence", "level" : "intermediate" }, { "name" : "Provisioning", "level" : "intermediate" }, { "name" : "Reporting", "level" : "intermediate" }, { "name" : "Data analysis", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" }, { "name" : "Mentoring" } ], "majorSkills" : "Workforce management, Contact center operations, Scheduling optimization, Performance analysis", "majorSkillsList" : [ "Workforce management", "Contact center operations", "Scheduling optimization", "Performance analysis" ], "coreResponsibilities" : "Oversee employee schedules, Match forecasted demand, Optimize resource allocation, Minimize under-staffing, Minimize over-staffing, Coordinate schedule adjustments, Adjust schedules for real-time demand, Adjust schedules for unforeseen events, Optimize labor costs, Maintain service quality, Leverage staffing levers, Track shrinkage categories, Control shrinkage categories, Monitor overtime, Monitor absenteeism, Monitor factors impacting labor costs, Partner with real-time management, Monitor call volumes, Monitor agent availability, Make on-the-fly adjustments, Maintain service levels, Design contingency plans, Implement contingency plans, Address staffing issues, Mitigate risks, Analyze performance data, Identify trends, Identify inefficiencies, Identify areas for improvement, Report on workforce metrics, Provide insights to senior management, Provide recommendations to senior management, Lead workforce operations team, Mentor workforce operations team, Foster continuous improvement, Foster accountability, Ensure team is trained, Ensure team utilizes WFM practices, Ensure team utilizes WFM technologies, Engage with external vendors, Partner with external vendors, Optimize workforce management solutions, Serve as liaison, Ensure workforce strategies support goals, Collaborate with HR, Collaborate with Operations, Collaborate with Product, Ensure workforce operations align with strategies", "teamCollaboration" : "Cross-functional teams; Contact center management; HR; Operations; Product", "domainKnowledge" : "Contact center operations; Employee scheduling; Process optimization; Customer service dynamics; Contact volume fluctuations", "domainList" : [ "contact-center-operations", "employee-scheduling", "process-optimization", "customer-service-dynamics", "contact-volume-fluctuations" ], "domainSpecificKnowledge" : [ "Contact center operations", "Employee scheduling", "Process optimization", "Customer service dynamics", "Contact volume fluctuations" ], "toolProficiency" : [ "Aspect", "NICE", "Verint" ], "continuousLearning" : "Learning emerging technologies", "problemSolvingSkills" : "Data-driven decision making", "specialRequirements" : "Occasional work at office, Attendance at offsites", "outcomesObjectives" : "Maximize efficiency; Ensure optimal staffing levels; Enhance customer interaction quality; Drive service level performance; Balance cost control; Meet service level agreements; Improve customer experience", "qualificationsBasic" : "10+ years workforce management, 10+ years business operations, 10+ years operations management, Proven experience leading WFM team, Deep functional domain expertise, Knowledge in contact center operations, Comprehensive understanding employee scheduling, Comprehensive understanding process optimization, In-depth knowledge WFM software, Proficiency in WFM tools, Understanding of industry best practices, Committed to learning emerging technologies, Experience with short range forecasting, Experience with scheduling, Experience with interval management, Experience with real-time adherence, Experience with provisioning, Experience with reporting, Experience working with contact center operations, Deep understanding customer service dynamics, Deep understanding contact volume fluctuations, Deep understanding WFM impact on service levels, Analytical skills, Problem-solving skills, Ability to interpret complex data, Make informed decisions based on forecasts, Make informed decisions based on real-time data", "qualificationsPreferred" : "Experience with Aspect, Experience with NICE, Experience with Verint", "workSiteFlexibility" : "Remote", "rawDescription" : "Airbnb was born in 2007 when two hosts welcomed three guests to their San Francisco home, and has since grown to over 5 million hosts who have welcomed over 2 billion guest arrivals in almost every country across the globe. Every day, hosts offer unique stays and experiences that make it possible for guests to connect with communities in a more authentic way. The Community You Will Join: The Community Support org handles tens of millions of interactions yearly, engaging with one in five Airbnb customers by phone, messaging, chat, or social media channels. The group handles hundreds of issues across categories including Cancellations, Account Issues, Refunds, Payments, Reservations, Extenuating Circumstances, Booking & Listing issues, Safety & Claims. The organization is globally distributed with offices in San Francisco, Dublin, Montreal, Seattle, Singapore, Manila, Gurgaon and an extensive partner network serving all regions. The Difference You Will Make: We are looking for a Senior Manager of Workforce Management (WFM) on our Community Support (CS) team. The Senior Manager will be responsible for maximizing efficiency by ensuring optimal staffing levels, enhancing the quality of customer interactions through continuous monitoring and training, and driving service level performance with data-driven insights. This role also focuses on balancing cost control while meeting service level agreements (SLAs) and improving the overall customer experience through analytics and feedback. This role will be responsible for managing workforce planning and real-time monitoring. A Typical Day: Workforce Scheduling & Capacity Planning: Oversee the creation and management of employee schedules to match forecasted demand. Ensure that schedules optimize resource allocation, minimizing under- and over-staffing. Coordinate with operations to adjust schedules based on real-time demand and unforeseen events. Optimize labor costs while maintaining service quality through strategically leverage staffing levers. Track and control shrinkage categories and ensure tight monitoring over overtime, absenteeism, and other factors that impact labor costs. Service Level Management: Partner with the real-time management team to monitor call volumes and agent availability, making on-the-fly adjustments to maintain service levels. Design and implement contingency plans during peak times, or unexpected medium term increase in volume. Communicate with operations leaders to address staffing issues and find solutions to mitigate risks. Performance Analysis & Reporting: Analyze performance data to identify trends, inefficiencies, and areas for improvement. Report on key workforce metrics such as occupancy, adherence, shrinkage, and service levels. Provide insights and recommendations to senior management based on workforce data analysis (i. e. Hours of Ops change). Leadership & Team Development: Lead and mentor a workforce operations team, fostering a culture of continuous improvement and accountability. Ensure that the team is trained and utilizing the latest WFM practices and technologies. Collaboration & Stakeholder Management: Engage and partner with external vendors and partners to optimize workforce management solutions Serve as a liaison between the workforce operations team and contact center management to ensure that workforce strategies support operational goals. Collaborate with other departments, such as HR, Operations, and Product, to ensure that workforce operations align with broader business strategies. Your Expertise: 10+ years experience in workforce management, business operations or operations management roles supporting global contact center operations, with proven experience leading and developing a WFM team. Must have deep functional domain expertise and knowledge in contact center operations and best practices with a comprehensive understanding of employee scheduling and process optimization. In-depth knowledge and expertise in WFM software and tools: Proficiency in WFM software and tools (e.g., Aspect, NICE, Verint) is essential with an understanding of industry best practices. Must be committed to learning the emerging technologies in contact centers. Experience with short range forecasting, scheduling, interval management, real-time adherence, provisioning and reporting is required. Experience working in or closely with contact center operations with a deep understanding of the dynamics of customer service, contact volume fluctuations, and the impact of workforce management on service levels is key. Strong analytical and problem-solving skills with a proven track record for using data to drive key business decisions. Must have the ability to interpret complex data and make informed decisions based on forecasts and real-time data. Strong project management skills, including the ability to manage multiple initiatives simultaneously. Exceptional leadership skills with the ability to build and lead a high performing team. Must be able to provide leadership, empowerment and motivation across teams and peers. Excellent verbal and written communication skills with the ability to effectively interact with senior management, frontline staff and various other CS teams. Your Location: This position is Canada - Remote Eligible. The role may include occasional work at an Airbnb office or attendance at offsites, as agreed to with your manager. While the position is Remote Eligible, you must live in a province where Airbnb Canada, Inc. has a registered entity. Currently we can hire in the following provinces: Ontario, British Columbia, Quebec, Alberta, and Saskatchewan. This list is continuously evolving, so please check back with your recruiter on what provinces you are eligible to work from. Our Commitment To Inclusion & Belonging: Airbnb is committed to working with the broadest talent pool possible. We believe diverse ideas foster innovation and engagement, and allow us to attract creatively-led people, and to develop the best products, services and solutions. All qualified individuals are encouraged to apply. We strive to also provide a disability inclusive application and interview process. If you are a candidate with a disability and require reasonable accommodation in order to submit an application, please contact us at: reasonableaccommodations@airbnb.com. Please include your full name, the role you’re applying for and the accommodation necessary to assist you with the recruiting process. We ask that you only reach out to us if you are a candidate whose disability prevents you from being able to complete our online application. We use automated tools to help our recruiting team efficiently screen a large volume of applications. All final hiring decisions are made by a human reviewer. This role is newly created and does not replace or backfill an existing position. How We'll Take Care of You: Our job titles may span more than one career level. The actual base pay is dependent upon many factors, such as: training, transferable skills, work experience, business needs and market demands. The base pay range shown below is annualized, is subject to change and may be modified in the future. This role may also be eligible for bonus, equity, benefits, and Employee Travel Credits. Canada Annual Pay Range $144,000—$180,000 CAD", "summaryDescription" : "Senior Manager, Workforce Planning at Airbnb. Skills: Workforce management, Contact center operations, Scheduling optimization, Performance analysis. Oversee employee schedules. Match forecasted demand", "postedDate" : "2026-06-16T01:20:35.443", "createdAt" : "2026-06-16T01:20:35.443", "lastUpdated" : "2026-06-16T13:11:46.910", "ingestTimestamp" : "2026-06-16T01:20:35.443", "mongoId" : "6a307adef292fd229c04126f", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "100k-150k", "hasSalary" : false, "allSkills" : [ "Forecasting", "Scheduling", "Interval management", "Real-time adherence", "Provisioning", "Reporting", "Data analysis", "Leadership", "Mentoring", "Workforce management", "Contact center operations", "Scheduling optimization", "Performance analysis", "Workforce planning", "Capacity planning", "Service level management", "Team development", "Stakeholder management", "Employee scheduling", "Process optimization", "Customer service dynamics", "Contact volume fluctuations", "Aspect", "NICE", "Verint" ], "skillCount" : 25, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "Manager", "dataQualityScore" : 1.0, "_score" : 651.7873, "daysOld" : 0, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.95 }, { "id" : "6a305a97f292fd229cf530df", "title" : "Senior Strategic Partner Manager", "company" : "DoorDash", "industry" : "E-Commerce", "salary" : { "min" : 175000.0, "max" : 250000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Senior Strategic Partner Manager in Boston, adjusted for seniority, company size, and industry." }, "location" : "Boston", "locations" : [ "Boston" ], "timestamp" : "2026-06-16T08:57:27.437", "fingerprint" : "40377e37c90267411e0ee008df5e3730f1f5b16cdd6d491f4ed982c08d55088f", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/doordashusa/jobs/8003941", "externalId" : "8003941", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Boston", "state" : "Massachusetts", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "42.3588336,-71.0578303" } ], "locationText" : "Boston, Massachusetts, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 5, "experienceMaxYears" : 10, "experienceLevel" : "Senior", "professionalSkills" : [ "Strategic planning", "Negotiation", "Client relationship management", "Deal structuring", "Market analysis" ], "hardSkillsList" : [ "Sales forecasting", "Pipeline management", "Contract negotiation" ], "hardSkills" : [ { "name" : "Sales forecasting", "level" : "intermediate" }, { "name" : "Pipeline management", "level" : "intermediate" }, { "name" : "Contract negotiation", "level" : "intermediate" } ], "majorSkills" : "Strategic partnerships, Sales, Revenue generation", "majorSkillsList" : [ "Strategic partnerships", "Sales", "Revenue generation" ], "coreResponsibilities" : "Develop and execute strategic partnership plans, Identify and pursue new business opportunities, Build and maintain strong relationships with key partners, Negotiate and close complex deals, Drive revenue growth through strategic initiatives, Collaborate with internal teams to ensure partner success, Analyze market trends and competitive landscape, Manage partner performance and satisfaction", "teamCollaboration" : "Cross-functional teams; Sales and marketing teams; Legal and finance departments", "domainKnowledge" : "Food delivery market; Logistics industry; Partnership models", "domainList" : [ "food-delivery-market", "logistics-industry", "partnership-models" ], "domainSpecificKnowledge" : [ "Food delivery market", "Logistics industry", "Partnership models" ], "toolProficiency" : [ "CRM software" ], "communicationSkills" : "Executive presentations; Partner negotiations", "problemSolvingSkills" : "Deal structuring; Problem resolution", "specialRequirements" : "Up to 25% travel", "outcomesObjectives" : "Drive significant revenue growth; Expand market share; Achieve partnership KPIs", "qualificationsBasic" : "5+ years of experience in strategic partnerships, 5+ years of experience in sales, Experience managing complex deals, Experience with CRM software", "qualificationsPreferred" : "MBA or advanced degree preferred, Experience in the food delivery or logistics industry", "remoteFriendly" : false, "workSiteFlexibility" : "Remote", "rawDescription" : "About the Team The Outside Account Management team at DoorDash partners with restaurant merchants to help them grow simply and profitable on the platform. Our mission is to support merchants throughout their journey – ensuring a positive experience while also helping them unlock meaningful growth opportunities. We work closely with merchants to understand their goals, solve operational challenges, and recommend growth strategies that fit their business – balancing thoughtful partnership with commercial impact. About the Role As a Senior Strategic Partner Manager, you will manage a more complex and higher-value portfolio of merchants, often including larger or more strategic accounts. You are expected to operate with a high degree of autonomy, bringing a consultative, strategic lens to each partnership. In addition to core account management responsibilities, you will proactively identify growth levers, influence merchant decision-making, and drive adoption of advanced DoorDash products and solutions. Senior SPMs are also expected to demonstrate leadership within the team—mentoring junior SPMs, sharing best practices, and contributing to broader team initiatives. You’ll take ownership of more sophisticated business challenges, navigate ambiguity, and partner closely with cross-functional stakeholders to deliver impactful outcomes. This role typically requires deeper experience in account management, sales, or partnerships, along with a strong track record of driving revenue growth and retention. You’re excited about this opportunity because you will… Own and grow a portfolio of top SMB restaurant partners regionally, consistently meeting or exceeding revenue and retention targets Lead strategic quarterly business reviews, translating performance data into clear insights, growth opportunities, and actionable plans Proactively mitigate churn by identifying risks early and driving adoption of DoorDash products and solutions that unlock incremental growth Leverage data and AI tools to diagnose operational inefficiencies, test improvements, and optimize merchant performance on an ongoing basis Partner cross-functionally with Product, Operations, and Sales to advocate for merchant needs and deliver a best-in-class platform experience Influence and navigate senior and C-suite stakeholders through compelling, data-driven storytelling and strong objection handling We’re excited about you because… You have 5+ years of experience in account management, post-sales, customer success, or a related client-facing role You empathize with customer needs and adapt to meet their unique goals resulting in an increase in customer satisfaction, retention, and product adoption You are a thoughtful, merchant first thinker who creates data-driven recommendations and Quarterly Business Reviews (QBRs) You maintain a strong bias for action and an ability to operate as an owner for your book of business You use AI as a core part of your account management workflow by prioritizing opportunities, personalizing recommendations, improving efficiency, and validating insights with sound judgment and business context. You have knowledge of Google Suite, including Google Slides (creating client-facing decks) and Google Sheets (can maintain complex spreadsheets) You navigate sales and AI tools with ease (Salesforce, Outreach, Sales Navigator, Google Apps) You manage a book of business, with experience with higher complexity small- to medium-sized business (SMB) clients, or Enterprise clients Spanish speaking is a plus! Compensation Actual compensation within the pay range listed below will be decided based on factors including, but not limited to, skills, prior relevant experience, and specific work location. Base salary is localized according to employee work location. In addition to base salary, the compensation for this role includes opportunities for equity grants and sales commission. Talk to your recruiter for more information. DoorDash cares about you and your overall well-being. That’s why we offer a comprehensive benefits package to all regular employees, which includes a 401(k) plan with employer matching, 16 weeks of paid parental leave, wellness benefits, commuter benefits match, paid time off and paid sick leave in compliance with applicable laws (e. g. Colorado Healthy Families and Workplaces Act). DoorDash also offers medical, dental, and vision benefits, 11 paid holidays, disability and basic life insurance, family-forming assistance, and a mental health program, among others. To learn more about our benefits, visit our careers page here. See below for paid time off details: For salaried roles: flexible paid time off/vacation, plus 80 hours of paid sick time per year. For hourly roles: vacation accrued at about 1 hour for every 25.97 hours worked (e. g. about 6.7 hours/month if working 40 hours/week; about 3.4 hours/month if working 20 hours/week), and paid sick time accrued at 1 hour for every 30 hours worked (e. g. about 5.8 hours/month if working 40 hours/week; about 2.9 hours/month if working 20 hours/week). The national base pay range for this position within the United States, including Illinois and Colorado. $97,920—$144,000 USD The total on-target earnings (base + commissions) for this position within the United States, including Illinois and Colorado. $122,400—$180,000 USD About DoorDash At DoorDash, our mission to empower local economies shapes how our team members move quickly, learn, and reiterate in order to make impactful decisions that display empathy for our range of users—from Dashers to merchant partners to consumers. We are a technology and logistics company that started by enabling door-to-door delivery, and we are looking for team members who can help us go from a company that is known as the place you order food to a company that people turn to for any and all goods. DoorDash is growing rapidly and changing constantly, which gives our team members the opportunity to share their unique perspectives, solve new challenges, and own their careers. We're committed to supporting employees’ happiness, healthiness, and overall well-being by providing comprehensive benefits and perks including premium healthcare, wellness expense reimbursement, paid parental leave and more. Our Commitment to Diversity and Inclusion We’re committed to growing and empowering a more inclusive community within our company, industry, and cities. That’s why we hire and cultivate diverse teams of people from all backgrounds, experiences, and perspectives. We believe that true innovation happens when everyone has room at the table and the tools, resources, and opportunity to excel. Statement of Non-Discrimination: In keeping with our beliefs and goals, no employee or applicant will face discrimination or harassment based on: race, color, ancestry, national origin, religion, age, gender, marital/domestic partner status, sexual orientation, gender identity or expression, disability status, or veteran status. Above and beyond discrimination and harassment based on “protected categories,” we also strive to prevent other subtler forms of inappropriate behavior (i.e., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at DoorDash. We value a diverse workforce – people who identify as women, non-binary or gender non-conforming, LGBTQIA+, American Indian or Native Alaskan, Black or African American, Hispanic or Latinx, Native Hawaiian or Other Pacific Islander, differently-abled, caretakers and parents, and veterans are strongly encouraged to apply. Thank you to the Level Playing Field Institute for this statement of non-discrimination. Pursuant to the San Francisco Fair Chance Ordinance, Los Angeles Fair Chance Initiative for Hiring Ordinance, and any other state or local hiring regulations, we will consider for employment any qualified applicant, including those with arrest and conviction records, in a manner consistent with the applicable regulation. If you need any accommodations, please inform your recruiting contact upon initial connection. Notice to Applicants for Jobs Located in NYC or Remote Jobs Associated With Office in NYC Only We used Covey as part of our hiring and/or promotional process for jobs in NYC and certain features may qualify it as an AEDT in NYC. As part of the hiring and/or promotion process, we provided Covey with job requirements and candidate submitted applications. We began using Covey Scout for Inbound from August 21, 2023, through December 21, 2023. We resumed using Covey Scout for Inbound again on June 29, 2024, and ceased using Covey Scout for Inbound on April 30, 2026. The Covey tool has been reviewed by an independent auditor. Results of the audit may be viewed here: https://getcovey.com/nyc-local-law-144.", "summaryDescription" : "Senior Strategic Partner Manager at DoorDash. Skills: Strategic partnerships, Sales, Revenue generation. Develop and execute strategic partnership plans. Identify and pursue new business opportunities", "postedDate" : "2026-06-15T23:22:48.536", "createdAt" : "2026-06-15T23:22:48.536", "lastUpdated" : "2026-06-16T08:57:27.437", "ingestTimestamp" : "2026-06-15T23:22:48.536", "mongoId" : "6a305a97f292fd229cf530df", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 175000, "salaryAnnualMax" : 250000, "salaryBand" : "150k-200k", "hasSalary" : true, "allSkills" : [ "Sales forecasting", "Pipeline management", "Contract negotiation", "Strategic partnerships", "Sales", "Revenue generation", "Strategic planning", "Negotiation", "Client relationship management", "Deal structuring", "Market analysis", "Food delivery market", "Logistics industry", "Partnership models", "CRM software" ], "skillCount" : 15, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Senior", "dataQualityScore" : 1.0, "_score" : 595.75726, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.95 }, { "id" : "6a210e2a74d8ee00a0af602f", "title" : "Strategic Partner Development Senior Associate, Ad Measurement Planning", "salary" : { "min" : 135000.0, "max" : 195000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Senior Strategic Partner Development role in New York, adjusted for the technology industry and seniority level." }, "location" : "[New York, NY, USA, [New York, NY, USA], New York, null, NY, US]", "locations" : [ "[New York, NY, USA, [New York, NY, USA], New York, null, NY, US]", "[Los Angeles, CA, USA, [Los Angeles, CA, USA], Los Angeles, null, CA, US]", "[San Francisco, CA, USA, [San Francisco, CA, USA], San Francisco, null, CA, US]" ], "timestamp" : "2026-06-16T15:18:37.815", "fingerprint" : "e63b0547d9fd4119e7528fe2d5c7c717b025814d128c78dd3d9fad71d4e866aa", "source" : "google", "language" : "en", "externalId" : "141503139244057286", "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", "experienceMinYears" : 5, "experienceMaxYears" : 10, "experienceLevel" : "Senior", "summaryDescription" : "Strategic Partner Development Senior Associate, Ad Measurement Planning", "postedDate" : "2026-06-16T01:48:19.127", "createdAt" : "2026-06-16T01:48:19.127", "lastUpdated" : "2026-06-16T15:18:37.815", "ingestTimestamp" : "2026-06-16T01:48:19.127", "mongoId" : "6a210e2a74d8ee00a0af602f", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 135000, "salaryAnnualMax" : 195000, "salaryBand" : "100k-150k", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Senior", "dataQualityScore" : 0.5555556, "_score" : 555.0523, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.95 }, { "id" : "6a1600c358b93c861e870e7a", "title" : "Strategic Workforce Planning and Resourcing Partner", "company" : "Crusoe", "industry" : "People", "salary" : { "min" : 150000.0, "max" : 180000.0, "currency" : "USD", "frequency" : "yearly" }, "location" : "San Francisco, CA - US", "locations" : [ "San Francisco, CA - US" ], "certifications" : [ "SWPP" ], "timestamp" : "2026-05-27T00:38:03.872", "fingerprint" : "e1af309707764655c87878deea6493e794e1efe81a33bf153100fb9ecafd55ab", "source" : "ashby", "language" : "en", "applyUrl" : "https://jobs.ashbyhq.com/crusoe/3fb96904-5f20-44e2-8680-b01fc66ccb8b/application", "externalId" : "3fb96904-5f20-44e2-8680-b01fc66ccb8b", "industryFunction" : { }, "structuredLocations" : [ { "city" : "San Francisco", "state" : "California", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "hybrid" }, { "city" : "Seattle", "state" : "Washington", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "hybrid" } ], "locationText" : "San Francisco, California, United States; Seattle, Washington, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 5, "experienceMaxYears" : 5, "experienceLevel" : "Mid", "technicalSkills" : "Workday", "professionalSkills" : [ "Strategic Workforce Planning", "Resource Management", "Staffing Management", "Finance", "BizOps", "Human Capital Capacity Models", "Organizational Redesign", "Position Management Systems", "Workforce Modeling Tools", "Organizational Direction", "Execution Coordination" ], "majorSkills" : "Workforce Planning, Resource Management, Stakeholder Management", "majorSkillsList" : [ "Workforce Planning", "Resource Management", "Stakeholder Management" ], "coreResponsibilities" : "Build and maintain rolling headcount plans, Stage recruitment to project timing, Develop high-impact models for accelerated growth, Translate production schedules into labor demand forecasts, Stage talent against confirmed projects, Manage staff inflow and outflow, Own strategy for project sunsets, Align workforce plans to production targets, Provide bottom-up workforce inputs, Define hiring sequences and priorities, Provide clarity on organizational changes, Incorporate real-world variables", "teamCollaboration" : "Align workforce plans to production targets and deployment schedules with BizOps; Provide bottom-up workforce inputs to ensure plans stay within financial guardrails with Finance; Define hiring sequences and priorities based on business urgency with Talent Acquisition (TA); Partner with HRBPs to provide clarity on organizational changes and role intent with Employee Success (ESPs)", "domainKnowledge" : "AI infrastructure; Energy; Manufacturing; Data center construction; Cloud services; Infrastructure delivery; Construction sector; Energy sectors", "domainList" : [ "ai-infrastructure", "energy", "manufacturing", "data-center-construction", "cloud-services", "infrastructure-delivery", "construction-sector", "energy-sectors" ], "domainSpecificKnowledge" : [ "AI infrastructure", "Energy", "Manufacturing", "Data center construction", "Cloud services", "Infrastructure delivery", "Construction sector", "Energy sectors" ], "toolProficiency" : [ "Workday", "Workforce modeling tools" ], "continuousLearning" : "Professional development & tuition reimbursement", "problemSolvingSkills" : "Problem-solving; Opportunity-finding", "outcomesObjectives" : "Stabilize and scale their workforce model; Prevent over-hiring; Support real-time executive decision-making; Maintain high utilization; Minimize \"bench time.\"; Ensure hiring targets are achievable", "qualificationsBasic" : "5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps, Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models, Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign, Familiarity with position management systems (e. g. , Workday) and workforce modeling tools, Ability to operate \"upstream\" to shape organizational direction while coordinating effectively with \"downstream\" teams for execution", "qualificationsPreferred" : "Advanced certification in Workforce Planning (e. g. , SWPP) or an MBA, Experience implementing headcount management or resource planning software from scratch, Background in management consulting with a focus on organizational design or human capital, Familiarity with labor laws and staffing nuances in the construction or energy sectors", "remoteFriendly" : true, "workSiteFlexibility" : "On-site", "rawDescription" : "Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster. We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI. We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services. If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe. About This Role: At Crusoe, the Strategic Workforce Planning Partner serves as the central hub connecting business strategy, financial reality, and people execution. This role exists to close the gap between future business requirements and current People function initiatives. You will provide business leaders with a single, trusted point of contact for all workforce decisions—ranging from incremental hiring to comprehensive organizational redesign. This is a high-impact, intersectional role that acts as both the workforce planning operating system and the resourcing function for the business. You will sit at the crossroads of Business Operations (BizOps) to define demand, Finance to manage budget guardrails, and the People Function to oversee talent supply. You will initially embed within the Digital Infrastructure Group (DIG) to stabilize and scale their workforce model before expanding the framework to Manufacturing and SG&A. This role is on-site at our San Francisco office. What You’ll Be Working On: - Dynamic Workforce Strategy & Forecasting: Build and maintain rolling headcount plans mapped to confirmed projects and operational milestones. Prevent over-hiring by staging recruitment to project timing. - Scenario Modeling: Develop high-impact models for accelerated growth, delayed deals, and labor constraints to support real-time executive decision-making. - Operational Translation: For DIG and Manufacturing, translate production schedules and site ramp timelines into specific labor demand forecasts, including crew builds and shift coverage. - Resource Deployment & Project Staffing: Stage talent against confirmed projects. Manage staff inflow and outflow across projects to maintain high utilization and minimize \"bench time.\" - Project Rolloff Strategy: Own the strategy for project sunsets, including reassignment, internal transfers, or severance, applying standard practices for infrastructure delivery. - Cross-Functional Coordination: * BizOps: Align workforce plans to production targets and deployment schedules. - Finance: Provide bottom-up workforce inputs to ensure plans stay within financial guardrails. - Talent Acquisition (TA): Define hiring sequences and priorities based on business urgency. - Employee Success (ESPs): Partner with HRBPs to provide clarity on organizational changes and role intent. - Constraint Integration: Incorporate real-world variables such as labor market availability and physical site capacity to ensure hiring targets are achievable. What You’ll Bring to the Team: - Experience: 5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps. Experience in high-growth infrastructure, construction, or manufacturing is ideal. - Analytical Rigor: Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models. - Stakeholder Management: Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign. - Systems Fluency: Familiarity with position management systems (e.g., Workday) and workforce modeling tools. - Strategic Perspective: Ability to operate \"upstream\" to shape organizational direction while coordinating effectively with \"downstream\" teams for execution. Bonus Points: - Advanced certification in Workforce Planning (e.g., SWPP) or an MBA. - Experience implementing headcount management or resource planning software from scratch. - Background in management consulting with a focus on organizational design or human capital. - Familiarity with labor laws and staffing nuances in the construction or energy sectors. Benefits: - Competitive compensation and equity packages - Restricted Stock Units - Paid time off, paid holidays & leave of absence programs - Comprehensive health, dental & vision insurance - Employer contributions to HSA account - Paid parental leave - Paid life insurance, short-term and long-term disability - Professional development & tuition reimbursement - Mental health & wellness support - Commuter benefits (parking & transit) - Cell phone stipend - 401(k) Retirement plan with company match up to 4% of salary - Volunteer time off - Global travel insurance & emergency assistance - Daily meals allowance - Additional perks & programs specific to location Compensation Range Compensation will be paid in the range of up to $150,000 -$180,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data. Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.", "summaryDescription" : "Strategic Workforce Planning and Resourcing Partner at Crusoe. Skills: Workforce Planning, Resource Management, Stakeholder Management. Build and maintain rolling headcount plans. Stage recruitment to project timing", "postedDate" : "2026-05-27T00:05:07.256", "createdAt" : "2026-05-27T00:05:07.256", "lastUpdated" : "2026-05-27T00:38:03.872", "ingestTimestamp" : "2026-05-27T00:05:07.256", "mongoId" : "6a1600c358b93c861e870e7a", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 150000, "salaryAnnualMax" : 180000, "salaryBand" : "150k-200k", "hasSalary" : true, "allSkills" : [ "Workforce Planning", "Resource Management", "Stakeholder Management", "Strategic Workforce Planning", "Staffing Management", "Finance", "BizOps", "Human Capital Capacity Models", "Organizational Redesign", "Position Management Systems", "Workforce Modeling Tools", "Organizational Direction", "Execution Coordination", "AI infrastructure", "Energy", "Manufacturing", "Data center construction", "Cloud services", "Infrastructure delivery", "Construction sector", "Energy sectors", "SWPP", "Workday", "Workforce modeling tools" ], "skillCount" : 24, "jobCategory" : "human-resources", "jobSubcategory" : "people", "dataQualityScore" : 1.0, "_score" : 531.888, "daysOld" : 0, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "energy, manufacturing, data center construction, cloud services" }, { "id" : "6a16049358b93c861e8805a4", "title" : "Strategic Workforce Planning and Resourcing Partner", "company" : "Crusoe", "industry" : "People", "salary" : { "min" : 150000.0, "max" : 180000.0, "currency" : "USD", "frequency" : "yearly" }, "location" : "San Francisco, CA - US", "locations" : [ "San Francisco, CA - US" ], "certifications" : [ "SWPP" ], "timestamp" : "2026-05-27T00:20:42.130", "fingerprint" : "3cbfe6a116c8a23ce82deed9bd309c5d5029057e6918c73c241b74b3ff997966", "source" : "ashby", "language" : "en", "applyUrl" : "https://jobs.ashbyhq.com/Crusoe/3fb96904-5f20-44e2-8680-b01fc66ccb8b/application", "externalId" : "3fb96904-5f20-44e2-8680-b01fc66ccb8b", "industryFunction" : { }, "structuredLocations" : [ { "city" : "San Francisco", "state" : "California", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "hybrid" }, { "city" : "Seattle", "state" : "Washington", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "hybrid" } ], "locationText" : "San Francisco, California, United States; Seattle, Washington, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 5, "experienceMaxYears" : 5, "experienceLevel" : "Mid", "technicalSkills" : "Workday", "professionalSkills" : [ "Strategic Workforce Planning", "Resource Management", "Staffing Management", "Finance", "BizOps", "Human Capital Capacity Models", "Organizational Redesign", "Position Management Systems", "Workforce Modeling Tools", "Organizational Direction", "Execution Coordination" ], "majorSkills" : "Workforce Planning, Resource Management, Stakeholder Management", "majorSkillsList" : [ "Workforce Planning", "Resource Management", "Stakeholder Management" ], "coreResponsibilities" : "Build and maintain rolling headcount plans, Stage recruitment to project timing, Develop high-impact models for accelerated growth, Translate production schedules into labor demand forecasts, Stage talent against confirmed projects, Manage staff inflow and outflow, Own strategy for project sunsets, Align workforce plans to production targets, Provide bottom-up workforce inputs, Define hiring sequences and priorities, Provide clarity on organizational changes, Incorporate real-world variables", "teamCollaboration" : "Align workforce plans to production targets and deployment schedules with BizOps; Provide bottom-up workforce inputs to ensure plans stay within financial guardrails with Finance; Define hiring sequences and priorities based on business urgency with Talent Acquisition (TA); Partner with HRBPs to provide clarity on organizational changes and role intent with Employee Success (ESPs)", "domainKnowledge" : "AI infrastructure; Energy; Manufacturing; Data center construction; Cloud services; Infrastructure delivery; Construction sector; Energy sectors", "domainList" : [ "ai-infrastructure", "energy", "manufacturing", "data-center-construction", "cloud-services", "infrastructure-delivery", "construction-sector", "energy-sectors" ], "domainSpecificKnowledge" : [ "AI infrastructure", "Energy", "Manufacturing", "Data center construction", "Cloud services", "Infrastructure delivery", "Construction sector", "Energy sectors" ], "toolProficiency" : [ "Workday", "Workforce modeling tools" ], "continuousLearning" : "Professional development & tuition reimbursement", "problemSolvingSkills" : "Problem-solving; Opportunity-finding", "outcomesObjectives" : "Stabilize and scale their workforce model; Prevent over-hiring; Support real-time executive decision-making; Maintain high utilization; Minimize \"bench time.\"; Ensure hiring targets are achievable", "qualificationsBasic" : "5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps, Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models, Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign, Familiarity with position management systems (e. g. , Workday) and workforce modeling tools, Ability to operate \"upstream\" to shape organizational direction while coordinating effectively with \"downstream\" teams for execution", "qualificationsPreferred" : "Advanced certification in Workforce Planning (e. g. , SWPP) or an MBA, Experience implementing headcount management or resource planning software from scratch, Background in management consulting with a focus on organizational design or human capital, Familiarity with labor laws and staffing nuances in the construction or energy sectors", "remoteFriendly" : true, "workSiteFlexibility" : "On-site", "rawDescription" : "Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster. We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI. We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services. If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe. About This Role: At Crusoe, the Strategic Workforce Planning Partner serves as the central hub connecting business strategy, financial reality, and people execution. This role exists to close the gap between future business requirements and current People function initiatives. You will provide business leaders with a single, trusted point of contact for all workforce decisions—ranging from incremental hiring to comprehensive organizational redesign. This is a high-impact, intersectional role that acts as both the workforce planning operating system and the resourcing function for the business. You will sit at the crossroads of Business Operations (BizOps) to define demand, Finance to manage budget guardrails, and the People Function to oversee talent supply. You will initially embed within the Digital Infrastructure Group (DIG) to stabilize and scale their workforce model before expanding the framework to Manufacturing and SG&A. This role is on-site at our San Francisco office. What You’ll Be Working On: - Dynamic Workforce Strategy & Forecasting: Build and maintain rolling headcount plans mapped to confirmed projects and operational milestones. Prevent over-hiring by staging recruitment to project timing. - Scenario Modeling: Develop high-impact models for accelerated growth, delayed deals, and labor constraints to support real-time executive decision-making. - Operational Translation: For DIG and Manufacturing, translate production schedules and site ramp timelines into specific labor demand forecasts, including crew builds and shift coverage. - Resource Deployment & Project Staffing: Stage talent against confirmed projects. Manage staff inflow and outflow across projects to maintain high utilization and minimize \"bench time.\" - Project Rolloff Strategy: Own the strategy for project sunsets, including reassignment, internal transfers, or severance, applying standard practices for infrastructure delivery. - Cross-Functional Coordination: * BizOps: Align workforce plans to production targets and deployment schedules. - Finance: Provide bottom-up workforce inputs to ensure plans stay within financial guardrails. - Talent Acquisition (TA): Define hiring sequences and priorities based on business urgency. - Employee Success (ESPs): Partner with HRBPs to provide clarity on organizational changes and role intent. - Constraint Integration: Incorporate real-world variables such as labor market availability and physical site capacity to ensure hiring targets are achievable. What You’ll Bring to the Team: - Experience: 5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps. Experience in high-growth infrastructure, construction, or manufacturing is ideal. - Analytical Rigor: Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models. - Stakeholder Management: Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign. - Systems Fluency: Familiarity with position management systems (e.g., Workday) and workforce modeling tools. - Strategic Perspective: Ability to operate \"upstream\" to shape organizational direction while coordinating effectively with \"downstream\" teams for execution. Bonus Points: - Advanced certification in Workforce Planning (e.g., SWPP) or an MBA. - Experience implementing headcount management or resource planning software from scratch. - Background in management consulting with a focus on organizational design or human capital. - Familiarity with labor laws and staffing nuances in the construction or energy sectors. Benefits: - Competitive compensation and equity packages - Restricted Stock Units - Paid time off, paid holidays & leave of absence programs - Comprehensive health, dental & vision insurance - Employer contributions to HSA account - Paid parental leave - Paid life insurance, short-term and long-term disability - Professional development & tuition reimbursement - Mental health & wellness support - Commuter benefits (parking & transit) - Cell phone stipend - 401(k) Retirement plan with company match up to 4% of salary - Volunteer time off - Global travel insurance & emergency assistance - Daily meals allowance - Additional perks & programs specific to location Compensation Range Compensation will be paid in the range of up to $150,000 -$180,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data. Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.", "summaryDescription" : "Strategic Workforce Planning and Resourcing Partner at Crusoe. Skills: Workforce Planning, Resource Management, Stakeholder Management. Build and maintain rolling headcount plans. Stage recruitment to project timing", "postedDate" : "2026-05-27T00:05:01.023", "createdAt" : "2026-05-27T00:05:01.023", "lastUpdated" : "2026-05-27T00:20:42.130", "ingestTimestamp" : "2026-05-27T00:05:01.023", "mongoId" : "6a16049358b93c861e8805a4", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 150000, "salaryAnnualMax" : 180000, "salaryBand" : "150k-200k", "hasSalary" : true, "allSkills" : [ "Workforce Planning", "Resource Management", "Stakeholder Management", "Strategic Workforce Planning", "Staffing Management", "Finance", "BizOps", "Human Capital Capacity Models", "Organizational Redesign", "Position Management Systems", "Workforce Modeling Tools", "Organizational Direction", "Execution Coordination", "AI infrastructure", "Energy", "Manufacturing", "Data center construction", "Cloud services", "Infrastructure delivery", "Construction sector", "Energy sectors", "SWPP", "Workday", "Workforce modeling tools" ], "skillCount" : 24, "jobCategory" : "human-resources", "jobSubcategory" : "people", "dataQualityScore" : 1.0, "_score" : 531.888, "daysOld" : 0, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "energy, manufacturing, data center construction, cloud services" }, { "id" : "6a1600c358b93c861e870e7b", "title" : "Strategic Workforce Planning and Resourcing Partner", "company" : "Crusoe", "industry" : "People", "salary" : { "min" : 125000.0, "max" : 150000.0, "currency" : "USD", "frequency" : "yearly" }, "location" : "Denver, CO - US", "locations" : [ "Denver, CO - US" ], "certifications" : [ "SWPP" ], "timestamp" : "2026-05-27T00:08:54.936", "fingerprint" : "735b4d834ebf476f8401c68e41b676dd310604ec83b614438c032c579f212512", "source" : "ashby", "language" : "en", "applyUrl" : "https://jobs.ashbyhq.com/crusoe/f2241463-ed6b-4a95-bdfe-a12870151b58/application", "externalId" : "f2241463-ed6b-4a95-bdfe-a12870151b58", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Denver", "state" : "Colorado", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite" } ], "locationText" : "Denver, Colorado, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 5, "experienceMaxYears" : 5, "experienceLevel" : "Mid", "technicalSkills" : "Workday", "professionalSkills" : [ "Strategic Workforce Planning", "Resource/Staffing Management", "Finance", "BizOps", "Human Capital", "Organizational Design" ], "hardSkillsList" : [ "Headcount plans", "Scenario modeling", "Labor demand forecasts", "Talent staging", "Project staffing" ], "hardSkills" : [ { "name" : "Headcount plans", "level" : "intermediate" }, { "name" : "Scenario modeling", "level" : "intermediate" }, { "name" : "Labor demand forecasts", "level" : "intermediate" }, { "name" : "Talent staging", "level" : "intermediate" }, { "name" : "Project staffing", "level" : "intermediate" } ], "majorSkills" : "Strategic Workforce Planning, Resource Management, Stakeholder Management, Operational Translation", "majorSkillsList" : [ "Strategic Workforce Planning", "Resource Management", "Stakeholder Management", "Operational Translation" ], "coreResponsibilities" : "Build and maintain rolling headcount plans, Develop high-impact models for accelerated growth, Translate production schedules into labor demand forecasts, Stage talent against confirmed projects, Manage staff inflow and outflow, Own project roll-off strategy, Align workforce plans to production targets, Provide workforce inputs to Finance, Define hiring sequences and priorities, Partner with HRBPs on organizational changes, Incorporate labor market availability", "teamCollaboration" : "Cross-functional coordination with BizOps, Finance, Talent Acquisition, and Employee Success; Act as a trusted advisor to business leaders", "domainKnowledge" : "High-growth infrastructure; Construction; Manufacturing; Energy sector; Construction sector; Energy sector", "domainList" : [ "high-growth-infrastructure", "construction", "manufacturing", "energy-sector", "construction-sector" ], "domainSpecificKnowledge" : [ "High-growth infrastructure", "Construction", "Manufacturing", "Energy sector", "Construction sector", "Energy sector" ], "toolProficiency" : [ "position management systems", "workforce modeling tools" ], "continuousLearning" : "Professional development & tuition reimbursement", "problemSolvingSkills" : "Exceptional ability to translate complex operational data", "qualificationsBasic" : "5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps", "qualificationsPreferred" : "Advanced certification in Workforce Planning (e.g., SWPP) or an MBA, Experience implementing headcount management or resource planning software from scratch, Background in management consulting with a focus on organizational design or human capital, Familiarity with labor laws and staffing nuances in the construction or energy sectors", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster. We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI. We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services. If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe. About This Role: At Crusoe, the Strategic Workforce Planning Partner serves as the central hub connecting business strategy, financial reality, and people execution. This role exists to close the gap between future business requirements and current People function initiatives. You will provide business leaders with a single, trusted point of contact for all workforce decisions—ranging from incremental hiring to comprehensive organizational redesign. This is a high-impact, intersectional role that acts as both the workforce planning operating system and the resourcing function for the business. You will sit at the crossroads of Business Operations (BizOps) to define demand, Finance to manage budget guardrails, and the People Function to oversee talent supply. You will initially embed within the Digital Infrastructure Group (DIG) to stabilize and scale their workforce model before expanding the framework to Manufacturing and SG&A. This role is on-site at our San Francisco office. What You’ll Be Working On: - Dynamic Workforce Strategy & Forecasting: Build and maintain rolling headcount plans mapped to confirmed projects and operational milestones. Prevent over-hiring by staging recruitment to project timing. - Scenario Modeling: Develop high-impact models for accelerated growth, delayed deals, and labor constraints to support real-time executive decision-making. - Operational Translation: For DIG and Manufacturing, translate production schedules and site ramp timelines into specific labor demand forecasts, including crew builds and shift coverage. - Resource Deployment & Project Staffing: Stage talent against confirmed projects. Manage staff inflow and outflow across projects to maintain high utilization and minimize \"bench time.\" - Project Rolloff Strategy: Own the strategy for project sunsets, including reassignment, internal transfers, or severance, applying standard practices for infrastructure delivery. - Cross-Functional Coordination: * BizOps: Align workforce plans to production targets and deployment schedules. - Finance: Provide bottom-up workforce inputs to ensure plans stay within financial guardrails. - Talent Acquisition (TA): Define hiring sequences and priorities based on business urgency. - Employee Success (ESPs): Partner with HRBPs to provide clarity on organizational changes and role intent. - Constraint Integration: Incorporate real-world variables such as labor market availability and physical site capacity to ensure hiring targets are achievable. What You’ll Bring to the Team: - Experience: 5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps. Experience in high-growth infrastructure, construction, or manufacturing is ideal. - Analytical Rigor: Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models. - Stakeholder Management: Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign. - Systems Fluency: Familiarity with position management systems (e.g., Workday) and workforce modeling tools. - Strategic Perspective: Ability to operate \"upstream\" to shape organizational direction while coordinating effectively with \"downstream\" teams for execution. Bonus Points: - Advanced certification in Workforce Planning (e.g., SWPP) or an MBA. - Experience implementing headcount management or resource planning software from scratch. - Background in management consulting with a focus on organizational design or human capital. - Familiarity with labor laws and staffing nuances in the construction or energy sectors. Benefits: - Competitive compensation and equity packages - Restricted Stock Units - Paid time off, paid holidays & leave of absence programs - Comprehensive health, dental & vision insurance - Employer contributions to HSA account - Paid parental leave - Paid life insurance, short-term and long-term disability - Professional development & tuition reimbursement - Mental health & wellness support - Commuter benefits (parking & transit) - Cell phone stipend - 401(k) Retirement plan with company match up to 4% of salary - Volunteer time off - Global travel insurance & emergency assistance - Daily meals allowance - Additional perks & programs specific to location Compensation Range Compensation will be paid in the range of up to $125,000 -$150,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data. Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.", "summaryDescription" : "Strategic Workforce Planning and Resourcing Partner at Crusoe. Skills: Strategic Workforce Planning, Resource Management, Stakeholder Management, Operational Translation. Build and maintain rolling headcount plans. 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Provide bottom-up workforce inputs to Finance; Define hiring sequences and priorities with Talent Acquisition; Provide clarity on organizational changes with HRBPs", "domainKnowledge" : "AI infrastructure; Manufacturing; Data center construction; Cloud services; Energy; Construction; Labor laws", "domainList" : [ "ai-infrastructure", "manufacturing", "data-center-construction", "cloud-services", "energy", "construction", "labor-laws" ], "domainSpecificKnowledge" : [ "AI infrastructure", "Manufacturing", "Data center construction", "Cloud services", "Energy", "Construction", "Labor laws" ], "toolProficiency" : [ "Workday" ], "continuousLearning" : "Professional development & tuition reimbursement", "problemSolvingSkills" : "Problem-solving", "specialRequirements" : "On-site at our San Francisco office", "outcomesObjectives" : "Stabilize and scale their workforce model; Prevent over-hiring; Support real-time executive decision-making; Ensure hiring targets are achievable; Maintain high utilization; Minimize \"bench time\"", "qualificationsBasic" : "5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps, Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models, Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign, Familiarity with position management systems (e. g. , Workday) and workforce modeling tools, Ability to operate \"upstream\" to shape organizational direction while coordinating effectively with \"downstream\" teams for execution", "qualificationsPreferred" : "Advanced certification in Workforce Planning (e. g. , SWPP) or an MBA, Experience implementing headcount management or resource planning software from scratch, Background in management consulting with a focus on organizational design or human capital, Familiarity with labor laws and staffing nuances in the construction or energy sectors", "remoteFriendly" : false, "workSiteFlexibility" : "On-site", "rawDescription" : "Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster. We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI. We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services. If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe. About This Role: At Crusoe, the Strategic Workforce Planning Partner serves as the central hub connecting business strategy, financial reality, and people execution. This role exists to close the gap between future business requirements and current People function initiatives. You will provide business leaders with a single, trusted point of contact for all workforce decisions—ranging from incremental hiring to comprehensive organizational redesign. This is a high-impact, intersectional role that acts as both the workforce planning operating system and the resourcing function for the business. You will sit at the crossroads of Business Operations (BizOps) to define demand, Finance to manage budget guardrails, and the People Function to oversee talent supply. You will initially embed within the Digital Infrastructure Group (DIG) to stabilize and scale their workforce model before expanding the framework to Manufacturing and SG&A. This role is on-site at our San Francisco office. What You’ll Be Working On: - Dynamic Workforce Strategy & Forecasting: Build and maintain rolling headcount plans mapped to confirmed projects and operational milestones. Prevent over-hiring by staging recruitment to project timing. - Scenario Modeling: Develop high-impact models for accelerated growth, delayed deals, and labor constraints to support real-time executive decision-making. - Operational Translation: For DIG and Manufacturing, translate production schedules and site ramp timelines into specific labor demand forecasts, including crew builds and shift coverage. - Resource Deployment & Project Staffing: Stage talent against confirmed projects. Manage staff inflow and outflow across projects to maintain high utilization and minimize \"bench time.\" - Project Rolloff Strategy: Own the strategy for project sunsets, including reassignment, internal transfers, or severance, applying standard practices for infrastructure delivery. - Cross-Functional Coordination: * BizOps: Align workforce plans to production targets and deployment schedules. - Finance: Provide bottom-up workforce inputs to ensure plans stay within financial guardrails. - Talent Acquisition (TA): Define hiring sequences and priorities based on business urgency. - Employee Success (ESPs): Partner with HRBPs to provide clarity on organizational changes and role intent. - Constraint Integration: Incorporate real-world variables such as labor market availability and physical site capacity to ensure hiring targets are achievable. What You’ll Bring to the Team: - Experience: 5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps. Experience in high-growth infrastructure, construction, or manufacturing is ideal. - Analytical Rigor: Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models. - Stakeholder Management: Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign. - Systems Fluency: Familiarity with position management systems (e.g., Workday) and workforce modeling tools. - Strategic Perspective: Ability to operate \"upstream\" to shape organizational direction while coordinating effectively with \"downstream\" teams for execution. Bonus Points: - Advanced certification in Workforce Planning (e.g., SWPP) or an MBA. - Experience implementing headcount management or resource planning software from scratch. - Background in management consulting with a focus on organizational design or human capital. - Familiarity with labor laws and staffing nuances in the construction or energy sectors. Benefits: - Competitive compensation and equity packages - Restricted Stock Units - Paid time off, paid holidays & leave of absence programs - Comprehensive health, dental & vision insurance - Employer contributions to HSA account - Paid parental leave - Paid life insurance, short-term and long-term disability - Professional development & tuition reimbursement - Mental health & wellness support - Commuter benefits (parking & transit) - Cell phone stipend - 401(k) Retirement plan with company match up to 4% of salary - Volunteer time off - Global travel insurance & emergency assistance - Daily meals allowance - Additional perks & programs specific to location Compensation Range Compensation will be paid in the range of up to $125,000 -$150,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data. Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.", "summaryDescription" : "Strategic Workforce Planning and Resourcing Partner at Crusoe. Skills: Workforce Planning, Resource Management, Stakeholder Management. Build and maintain rolling headcount plans. 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Working across a complex portfolio, the role drives demand-based resourcing, optimises rostering approaches, and delivers insights that inform senior decision-making. This is a key role influencing workforce strategy to support consistent, high-quality service delivery and operational performance. Your key responsibilities will be to: * work closely with senior stakeholders and operational leaders to align workforce strategy with service demand * lead portfolio-wide workforce planning, including rostering strategy and resource optimisation * oversee scheduling and operational support services to ensure consistency, quality, and efficiency * deliver advanced reporting and analytics to inform strategic and operational decision-making * manage workforce-related financials including budgeting, forecasting, and expenditure oversight * lead continuous improvement initiatives to enhance workforce planning processes and service delivery **About you** * demonstrated experience in workforce planning, rostering, and operational leadership in a complex environment * proven ability to develop and implement workforce strategies using data, analytics, and demand-driven models * experience managing cross-functional budgets, financial forecasting, and workforce-related expenditure * strong understanding of student administration processes and systems within a tertiary environment * experience leading reporting and analytics functions to support strategic decision-making * relevant tertiary qualification or an equivalent combination of training and experience. **Sponsorship / work rights for** **Australia** You must have unrestricted work rights in Australia for the duration of this employment to be eligible to apply. Visa sponsorship is not available for this appointment. **Pre-employment checks and declarations** Your employment is conditional upon the successful completion of all pre-employment or background checks required for the role in terms satisfactory to the University. Also, to meet the University’s obligations under the National Higher Education Code to [Prevent and Eliminate Gender-Based Violence](https://www.sydney.edu.au/about-us/vision-and-values/safety-and-respect/sexual-harm-and-gender-based-violence.html) you will be asked to declare if you have been investigated for, or found to engaged in, sexual harm or gender-based violence in the course of previous employment or in a legal process. Similarly, your ongoing employment is conditional upon the satisfactory maintenance of all relevant clearances and background check requirements. If you do not meet these conditions, the University may take any necessary step, including the termination of your employment. **EEO statement** At the University of Sydney, our shared values are [trust, accountability and excellence](https://www.sydney.edu.au/about-us/vision-and-values.html) and we strive to be a place where everyone can thrive. We are committed to creating a University community that thrives through diversity and reflects the wider community that we serve. We deliver on this through our commitment to [diversity and inclusion](https://www.sydney.edu.au/about-us/vision-and-values/diversity.html), evidenced by our people and culture programs, as well as key strategies to increase participation and support the careers of [Aboriginal and Torres Strait Islander People](https://www.sydney.edu.au/about-us/careers-at-sydney/indigenous-careers.html), [women](https://www.sydney.edu.au/about-us/vision-and-values/diversity/gender-equity.html), [people living with a disability](https://www.sydney.edu.au/about-us/careers-at-sydney/careers-for-people-with-disability.html), [people from culturally and linguistically diverse backgrounds](https://www.sydney.edu.au/about-us/vision-and-values/diversity/cultural-diversity.html), and those who identify as [LGBTQIA+](https://www.sydney.edu.au/about-us/vision-and-values/diversity/lgbtiq-community.html). We welcome applications from candidates from all backgrounds. We are proud to be recognised as an Australian Workplace Equality Index (AWEI) Platinum Employer. [Find out more about our work on diversity and inclusion](http://sydney.edu.au/about-us/vision-and-values/diversity.html). **How to apply** Applications (including a cover letter, CV, and any additional supporting documentation) can be submitted via the **Apply** button at the top of the page. For employees of the University or contingent workers, please login into your [**Workday**](https://sydney.edu.au/workday) account and navigate to the Career icon on your Dashboard. Click on USYD Find Jobs and apply. For a confidential discussion about the role, or if you require reasonable adjustment or any documents in alternate formats, please contact Tooba Fida, Recruitment Operations by email to tooba.fida@sydney.edu.au **©** The University of Sydney The University reserves the right not to proceed with any appointment. Click to view the [Position Description](https://unisyd.sharepoint.com/:b:/s/WorkdayIntegration/IQBrNSf9bN-TTqMFZe1LTvdJAfjK66Xj9jof6CP9FTRSKCM?download=1) for this role. **Applications Close** Tuesday 23 June 2026 11:59 PM", "summaryDescription" : "Manager, Workforce Planning at The University of Sydney. Skills: Workforce strategy, Operational leadership, Service excellence. Provide strategic leadership. Lead workforce planning", "postedDate" : "2026-06-13T03:45:21.397", "createdAt" : "2026-06-16T03:45:21.393", "lastUpdated" : "2026-06-16T12:40:58.741", "ingestTimestamp" : "2026-06-16T03:45:21.393", "mongoId" : "6a305571f292fd229cf1f9c2", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "sourceUrl" : "https://usyd.wd105.myworkdayjobs.com/USYD_EXTERNAL_CAREER_SITE/job/Darlington-Campus/Manager--Workforce-Planning_0152560-1", "salaryAnnualMin" : 126065, "salaryAnnualMax" : 142171, "salaryBand" : "100k-150k", "hasSalary" : true, "allSkills" : [ "Demand-based resourcing", "Reporting", "Analytics", "Workforce strategy", "Operational leadership", "Service excellence", "Workforce planning", "Operational coordination", "Rostering strategy", "Resource optimisation", "Service delivery", "Operational performance", "Financial forecasting", "Expenditure oversight", "Student administration processes", "Tertiary environment" ], "skillCount" : 16, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "manager", "dataQualityScore" : 1.0, "_score" : 514.61993, "daysOld" : 3, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Education", "llmIndustryConfidence" : 0.95 }, { "id" : "6a2c8cc674d8ee00a097726d", "title" : "Strategic Partner Manager", "company" : "HiveMQ", "industry" : "Sales", "salary" : { "min" : 80000.0, "max" : 140000.0, "currency" : "EUR", "frequency" : "Yearly" }, "location" : "United Kingdom", "locations" : [ "United Kingdom", "Spain", "Germany" ], "timestamp" : "2026-06-16T03:41:59.520", "fingerprint" : "c8b2ba68ee448b194c66732b33f7de75d790db21b16b3f2e46c0a94ce7d984e6", "source" : "ashby", "language" : "en", "applyUrl" : "https://jobs.ashbyhq.com/hivemq/fd727074-5eed-4d0c-bf3b-85c1fd4375bf/application", "externalId" : "fd727074-5eed-4d0c-bf3b-85c1fd4375bf", "industryFunction" : { }, "structuredLocations" : [ { "country" : "United Kingdom", "continent" : "eu", "workMode" : "onsite" } ], "locationText" : "United Kingdom", "employmentType" : "FULL_TIME", "experienceLevel" : "Manager", "technicalSkills" : "MQTT", "professionalSkills" : [ "Account planning", "Account mapping", "Co-sell motions", "GTM initiatives", "Pipeline management", "Ecosystem insights", "Relationship building", "Partner activation", "Solution positioning", "Competitive knowledge", "Vertical campaigns", "Lead generation" ], "hardSkillsList" : [ "Partner management", "Enterprise sales", "Pipeline forecasting", "GTM execution", "Data governance" ], "softSkillsList" : [ "Organized" ], "hardSkills" : [ { "name" : "Partner management", "level" : "intermediate" }, { "name" : "Enterprise sales", "level" : "intermediate" }, { "name" : "Pipeline forecasting", "level" : "intermediate" }, { "name" : "GTM execution", "level" : "intermediate" }, { "name" : "Data governance", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Organized" } ], "majorSkills" : "Partner management, Revenue generation, Account management", "majorSkillsList" : [ "Partner management", "Revenue generation", "Account management" ], "coreResponsibilities" : "Drive partner-sourced revenue, Drive partner-influenced revenue, Build partner deal pipeline, Manage partner deal pipeline, Forecast partner deal pipeline, Accelerate deals, Build strategic account plans, Execute strategic account plans, Lead account mapping, Identify joint targets, Develop industry-aligned strategies, Onboard partners, Enable partners, Prepare partners for co-selling, Deliver partner enablement, Conduct partner workshops, Deliver partner training, Run partner readiness programs, Drive in-field GTM activities, Execute co-marketing opportunities, Track sourced revenue, Report influenced revenue, Report partner pipeline, Report activity metrics, Maintain partner data accuracy, Maintain pipeline accuracy, Use Crossbeam for analysis, Participate in partner QBRs, Help run partner governance", "teamCollaboration" : "Work cross-functionally; Sales teams; Marketing teams; RevOps teams; Product teams; Partner Engineering; Customer Success; Partner sellers; HiveMQ sales teams", "projectManagementSkills" : [ "Account planning" ], "domainKnowledge" : "MQTT standard; Industrial AI; Edge-to-cloud architecture; Industrial data; Cloud marketplace procurement; Industrial verticals; Automotive; Manufacturing; Energy; Industrial IoT; Real-time data; Data/analytics ecosystems; AWS co-sell programs; GCP co-sell programs; Microsoft co-sell programs; OT platforms", "domainList" : [ "mqtt-standard", "industrial-ai", "edge-to-cloud-architecture", "industrial-data", "cloud-marketplace-procurement", "industrial-verticals", "automotive", "manufacturing", "energy", "industrial-iot", "real-time-data", "data-analytics-ecosystems", "aws-co-sell-programs", "gcp-co-sell-programs", "microsoft-co-sell-programs", "ot-platforms" ], "domainSpecificKnowledge" : [ "MQTT standard", "Industrial AI", "Edge-to-cloud architecture", "Industrial data", "Cloud marketplace procurement", "Industrial verticals", "Automotive", "Manufacturing", "Energy", "Industrial IoT", "Real-time data", "Data/analytics ecosystems", "AWS co-sell programs", "GCP co-sell programs", "Microsoft co-sell programs", "OT platforms" ], "toolProficiency" : [ "Salesforce (SFDC)", "Crossbeam", "PRM platforms" ], "communicationSkills" : "Communicate technical concepts", "problemSolvingSkills" : "Issue resolution", "outcomesObjectives" : "Drive partner-sourced pipeline; Drive partner-influenced pipeline; Generate new opportunities; Accelerate active deals; Expand market presence; Produce measurable revenue impact; Scale partner ecosystems; Accelerate deals; Expand HiveMQ influence", "qualificationsBasic" : "8–15 years partner management, 8–15 years enterprise sales, Hands-on Salesforce (SFDC), Hands-on Crossbeam, Generate partner-sourced pipeline, Generate partner-influenced pipeline, Work with GSIs/SIs, Work with value-added resellers", "qualificationsPreferred" : "Familiarity with enterprise technology providers, Familiarity with AWS co-sell, Familiarity with GCP co-sell, Familiarity with Microsoft co-sell, Familiarity with industrial/OT vendors, Familiarity with industrial/OT platforms, Experience in high-growth SaaS, Experience in industrial IoT, Experience in real-time data technology, Knowledge of PRM platforms", "remoteFriendly" : false, "rawDescription" : "HiveMQ is the Industrial AI Platform helping enterprises move from connected devices to intelligent operations. Built on the MQTT standard and a distributed edge-to-cloud architecture, HiveMQ connects and governs industrial data in real time, enabling global leaders like Audi, BMW, Eli Lilly, and Siemens to operationalize AI and drive innovation at scale. At HiveMQ, our culture is Effortless → Empowered → Relentless. We make the complex simple, act with confidence and ownership, and never stop pushing the boundaries of what’s possible. Join us to power the future of intelligent industry. HIVEMQ’S VISION FOR THIS ROLE The Strategic Partner Manager is responsible for driving partner-sourced and partner-influenced revenue across an assigned territory. This role operates as an overlay to the HiveMQ sales organization, activating and enabling strategic partners—including GSIs/SIs, ISVs, and cloud providers—to generate new opportunities, accelerate active deals, and expand our market presence. The PAM will develop and execute Tier 1 partner account plans, lead in-field GTM activities, and ensure partners are fully enabled to position and sell HiveMQ solutions alongside our account teams. ABOUT THE ROLE The ideal candidate will excel at building and executing strategic Tier 1 partner account plans, conducting detailed account mapping, and initiating strong field-level co-sell motions with partner sellers and HiveMQ sales teams. The candidate is highly effective at onboarding and enabling partners, communicating technical concepts such as MQTT, industrial data flows, and cloud marketplace procurement, and driving joint GTM initiatives that produce measurable revenue impact. This individual is proactive, organized, and collaborative, with strong command of tools like Salesforce (SFDC) for pipeline management and Crossbeam for partner ecosystem insights. They operate with executive presence, strong relationship-building skills are are capable of scaling partner ecosystems, accelerating deals, and expanding HiveMQ’s influence across industrial and enterprise markets. KEY RESPONSIBILITIES Partner Revenue & Pipeline Development - Drive partner-sourced and influenced pipeline tied to quarterly and annual revenue goals. - Build, manage, and forecast a partner deal pipeline with strong visibility into opportunity stages. - Accelerate deals through co-selling, technical alignment, marketplace readiness, and issue resolution. Partner Planning & Strategy - Build and execute strategic account plans for Tier 1 partners across GSIs/SIs, VARs, ISVs, and traditional tech providers. - Lead account mapping to identify joint targets with partner field teams and HiveMQ sellers. - Develop industry-aligned partner strategies for Automotive, Manufacturing, Energy, and other industrial verticals. Enablement & Partner Activation - Onboard and enable new and existing partners on HiveMQ’s technology stack, use cases, and differentiators. - Prepare partners for co-selling (solution positioning, demos, certifications, competitive knowledge). - Deliver ongoing partner enablement, workshops, training modules, and readiness programs. Field GTM Execution - Drive in-field GTM activities, including co-selling, workshops, vertical campaigns, and joint prospect engagements. - Identify and execute co-marketing opportunities with strategic partners to drive awareness and lead generation. - Work cross-functionally with Sales, Marketing, RevOps, Product, Partner Engineering, and Customer Success. Reporting & Governance - Track and report sourced revenue, influenced revenue, partner pipeline, and activity metrics. - Maintain partner data and pipeline accuracy in Salesforce (SFDC). - Use Crossbeam for account mapping, overlap analysis, and ecosystem insights. - Participate in and help run partner QBRs and governance cadences. QUALIFICATIONS - 8–15 years of partner management and/or enterprise sales experience. - Hands-on experience with Salesforce (SFDC) for pipeline management and Crossbeam for partner ecosystem mapping. - Proven track record of generating partner-sourced and influenced pipeline, working directly with GSIs/SIs (e.g., Accenture, TCS, Concept Reply) & value-added resellers (WWT, AHEAD) - Familiarity with enterprise technology providers such as Snowflake, ServiceNow, ClickHouse, Databricks, or other data/analytics ecosystems - Familiarity working with AWS, GCP and Microsoft co-sell programs and marketplaces - Background working with industrial/OT vendors or platforms (HighByte, Ignition, MaintainX). - Experience in high-growth SaaS, industrial IoT, or real-time data technology companies. Knowledge of partner tools such as PRM platforms (PartnerStack, Allbound, Channeltivity, etc.). [https://app.ashbyhq.com/api/images/user-content/ad32601b-1068-4837-bf39-6fb30b020a35/6c7d9580-e269-4ed2-b231-3cf18ec552d8/hivemq_benefits.png] EXCERPT FROM OUR CUSTOMER LIST https://www.hivemq.com/customers/ Informations about our job advertisements Job advertisements of HiveMQ GmbH are always directed at female, male and various applicants, regardless of age, gender, religion, sexual identity, disability, race, ethnic origin, world view, etc. The selection of a candidate is exclusively based on qualifications. For organisational reasons, we cannot return application documents and cannot reimburse any expenses that you incur during the application process.", "summaryDescription" : "Strategic Partner Manager at HiveMQ. Skills: Partner management, Revenue generation, Account management. Drive partner-sourced revenue. 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Develop and execute strategic partnerships. Drive revenue growth through partner channels", "postedDate" : "2026-06-16T01:50:17.606", "createdAt" : "2026-06-16T01:50:17.606", "lastUpdated" : "2026-06-16T14:08:56.934", "ingestTimestamp" : "2026-06-16T01:50:17.606", "mongoId" : "6a307f01f292fd229c054603", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 105000, "salaryAnnualMax" : 155000, "salaryBand" : "100k-150k", "hasSalary" : true, "allSkills" : [ "Apps industry", "Gaming industry" ], "skillCount" : 2, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Entry", "dataQualityScore" : 0.6666667, "_score" : 512.24286, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.9 }, { "id" : "6a210ec774d8ee00a0af9925", "title" : "Strategic Partner Development Lead, Google Fi", "company" : "Google", "industry" : "Technology", "salary" : { "min" : 215000.0, "max" : 330000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Lead Strategic Partner Development role in Mountain View, California, adjusted for Google's size and the technology industry." }, "location" : "[Mountain View, CA, USA, [100 Bay Vw Dr, Mountain View, CA 94043, USA], Mountain View, 94043, CA, US]", "locations" : [ "[Mountain View, CA, USA, [100 Bay Vw Dr, Mountain View, CA 94043, USA], Mountain View, 94043, CA, US]", "[New York, NY, USA, [New York, NY, USA], New York, null, NY, US]" ], "timestamp" : "2026-06-16T12:25:13.022", "fingerprint" : "8179db215ce853d80a76da4e070f2f5859c7c73126d4ffa3c3e4b795aa74426d", "source" : "google", "language" : "en", "externalId" : "74248817586643654", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Mountain View", "state" : "California", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "37.3893889,-122.0832101" } ], "locationText" : "Mountain View, California, United States", "professionalSkills" : [ "Partner development", "Sales strategy", "Revenue generation", "Deal closure", "Negotiation", "Relationship management" ], "hardSkillsList" : [ "Sales forecasting", "Contract negotiation" ], "hardSkills" : [ { "name" : "Sales forecasting", "level" : "intermediate" }, { "name" : "Contract negotiation", "level" : "intermediate" } ], "majorSkills" : "Partner development, Sales strategy, Revenue generation", "majorSkillsList" : [ "Partner development", "Sales strategy", "Revenue generation" ], "coreResponsibilities" : "Develop and execute strategic partnership plans, Identify and recruit new partners, Manage and grow existing partner relationships, Drive revenue growth through partner channels, Negotiate and close partnership agreements, Collaborate with internal teams to support partners, Develop joint go-to-market strategies with partners, Track and report on partner performance", "teamCollaboration" : "Cross-functional teams; Sales and marketing teams; Product teams; Legal teams", "domainKnowledge" : "Mobile industry; Telecommunications; MVNOs", "domainList" : [ "mobile-industry", "telecommunications", "mvnos" ], "domainSpecificKnowledge" : [ "Mobile industry", "Telecommunications", "MVNOs" ], "communicationSkills" : "Executive presentations; Partner communication", "problemSolvingSkills" : "Strategic problem solving", "specialRequirements" : "25% travel required", "outcomesObjectives" : "Achieve partner revenue targets; Expand partner ecosystem; Increase market share through partners", "qualificationsBasic" : "5+ years of experience in partner development, Experience managing complex partnerships, Experience with sales and revenue generation, Experience in the mobile or telecommunications industry", "qualificationsPreferred" : "MBA or advanced degree preferred, Experience with Google Fi or similar MVNOs a plus", "workSiteFlexibility" : "Onsite", "summaryDescription" : "Strategic Partner Development Lead, Google Fi at Google. Skills: Partner development, Sales strategy, Revenue generation. Develop and execute strategic partnership plans. Identify and recruit new partners", "postedDate" : "2026-06-16T01:51:03.701", "createdAt" : "2026-06-16T01:51:03.701", "lastUpdated" : "2026-06-16T12:25:13.022", "ingestTimestamp" : "2026-06-16T01:51:03.701", "mongoId" : "6a210ec774d8ee00a0af9925", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 215000, "salaryAnnualMax" : 330000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ "Sales forecasting", "Contract negotiation", "Partner development", "Sales strategy", "Revenue generation", "Deal closure", "Negotiation", "Relationship management", "Mobile industry", "Telecommunications", "MVNOs" ], "skillCount" : 11, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Lead", "dataQualityScore" : 0.6666667, "_score" : 486.61807, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.92 }, { "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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"e015c30d72c0daade0ec7128f4fc6c33d5d952faaeff4c8a7b8ba6dd1d82e5f3", "source" : "ashby", "language" : "en", "applyUrl" : "https://jobs.ashbyhq.com/hivemq/6de809fe-5298-404a-a25b-2aa5b51774fe/application", "externalId" : "6de809fe-5298-404a-a25b-2aa5b51774fe", "industryFunction" : { }, "structuredLocations" : [ { "country" : "United States", "continent" : "na", "workMode" : "remote" } ], "locationText" : "United States", "employmentType" : "FULL_TIME", "experienceLevel" : "Manager", "technicalSkills" : "MQTT", "professionalSkills" : [ "Revenue generation", "Deal closure", "Account management", "Go-to-market strategy", "Partner enablement", "Pipeline management", "Ecosystem insights" ], "hardSkillsList" : [ "Partner sourcing", "Partner influencing", "Co-selling", "Account mapping", "Field GTM activities", "Solution positioning", "Demo delivery", "Competitive knowledge", "Vertical campaigns", "Lead generation", "Pipeline forecasting", "Marketplace readiness", "Issue resolution", "Data governance", "Overlap analysis" ], "softSkillsList" : [ "Organized", "Executive presence", "Relationship-building" ], "hardSkills" : [ { "name" : "Partner sourcing", "level" : "intermediate" }, { "name" : "Partner influencing", "level" : "intermediate" }, { "name" : "Co-selling", "level" : "intermediate" }, { "name" : "Account mapping", "level" : "intermediate" }, { "name" : "Field GTM activities", "level" : "intermediate" }, { "name" : "Solution positioning", "level" : "intermediate" }, { "name" : "Demo delivery", "level" : "intermediate" }, { "name" : "Competitive knowledge", "level" : "intermediate" }, { "name" : "Vertical campaigns", "level" : "intermediate" }, { "name" : "Lead generation", "level" : "intermediate" }, { "name" : "Pipeline forecasting", "level" : "intermediate" }, { "name" : "Marketplace readiness", "level" : "intermediate" }, { "name" : "Issue resolution", "level" : "intermediate" }, { "name" : "Data governance", "level" : "intermediate" }, { "name" : "Overlap 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workshops, Deliver training modules, Run readiness programs, Drive in-field GTM activities, Execute co-selling, Execute workshops, Execute vertical campaigns, Execute joint prospect engagements, Identify co-marketing opportunities, Execute co-marketing opportunities, Track sourced revenue, Track influenced revenue, Track partner pipeline, Track activity metrics, Maintain partner data accuracy, Maintain pipeline accuracy, Use Crossbeam for mapping, Use Crossbeam for analysis, Use Crossbeam for insights, Participate in partner QBRs, Help run partner QBRs, Participate in governance cadences, Help run governance cadences", "teamCollaboration" : "HiveMQ sales teams; Partner sellers; Sales; Marketing; RevOps; Product; Partner Engineering; Customer Success", "domainKnowledge" : "MQTT standard; Industrial data flows; Cloud marketplace procurement; Industrial verticals; Automotive; Manufacturing; Energy; Industrial IoT; Real-time data technology; OT vendors; OT platforms", "domainList" : [ "mqtt-standard", "industrial-data-flows", "cloud-marketplace-procurement", "industrial-verticals", "automotive", "manufacturing", "energy", "industrial-iot", "real-time-data-technology", "ot-vendors", "ot-platforms" ], "domainSpecificKnowledge" : [ "MQTT standard", "Industrial data flows", "Cloud marketplace procurement", "Industrial verticals", "Automotive", "Manufacturing", "Energy", "Industrial IoT", "Real-time data technology", "OT vendors", "OT platforms" ], "toolProficiency" : [ "Salesforce", "SFDC", "Crossbeam", "PartnerStack", "Allbound", "Channeltivity" ], "outcomesObjectives" : "Generate new opportunities; Accelerate active deals; Expand market presence; Produce measurable revenue impact; Drive partner-sourced pipeline; Drive partner-influenced pipeline; Achieve quarterly revenue goals; Achieve annual revenue goals", "qualificationsBasic" : "8–15 years partner management, 8–15 years enterprise sales, Hands-on Salesforce experience, Hands-on Crossbeam experience", "qualificationsPreferred" : "GSI/SI experience, Value-added reseller experience, Familiarity with Snowflake, Familiarity with ServiceNow, Familiarity with ClickHouse, Familiarity with Databricks, Familiarity with AWS co-sell, Familiarity with GCP co-sell, Familiarity with Microsoft co-sell, Familiarity with industrial/OT vendors, Experience in high-growth SaaS, Experience in industrial IoT, Experience in real-time data, Knowledge of PRM platforms", "remoteFriendly" : true, "rawDescription" : "HiveMQ is the Industrial AI Platform helping enterprises move from connected devices to intelligent operations. Built on the MQTT standard and a distributed edge-to-cloud architecture, HiveMQ connects and governs industrial data in real time, enabling global leaders like Audi, BMW, Eli Lilly, and Siemens to operationalize AI and drive innovation at scale. At HiveMQ, our culture is Effortless → Empowered → Relentless. We make the complex simple, act with confidence and ownership, and never stop pushing the boundaries of what’s possible. Join us to power the future of intelligent industry. HIVEMQ’S VISION FOR THIS ROLE The Strategic Partner Manager is responsible for driving partner-sourced and partner-influenced revenue across an assigned territory. This role operates as an overlay to the HiveMQ sales organization, activating and enabling strategic partners—including GSIs/SIs, ISVs, and cloud providers—to generate new opportunities, accelerate active deals, and expand our market presence. The Strategic Partner Manager will develop and execute Tier 1 partner account plans, lead in-field GTM activities, and ensure partners are fully enabled to position and sell HiveMQ solutions alongside our account teams. ABOUT THE ROLE: The ideal candidate will excel at building and executing strategic Tier 1 partner account plans, conducting detailed account mapping, and initiating strong field-level co-sell motions with partner sellers and HiveMQ sales teams. The candidate is highly effective at onboarding and enabling partners, communicating technical concepts such as MQTT, industrial data flows, and cloud marketplace procurement, and driving joint GTM initiatives that produce measurable revenue impact. This individual is proactive, organized, and collaborative, with strong command of tools like Salesforce (SFDC) for pipeline management and Crossbeam for partner ecosystem insights. They operate with executive presence, strong relationship-building skills and are capable of scaling partner ecosystems, accelerating deals, and expanding HiveMQ’s influence across industrial and enterprise markets. KEY RESPONSIBILITIES PARTNER REVENUE & PIPELINE DEVELOPMENT - Drive partner-sourced and influenced pipeline tied to quarterly and annual revenue goals. - Build, manage, and forecast a partner deal pipeline with strong visibility into opportunity stages. - Accelerate deals through co-selling, technical alignment, marketplace readiness, and issue resolution. PARTNER PLANNING & STRATEGY - Build and execute strategic account plans for Tier 1 partners across GSIs/SIs, VARs, ISVs, and traditional tech providers. - Lead account mapping to identify joint targets with partner field teams and HiveMQ sellers. - Develop industry-aligned partner strategies for Automotive, Manufacturing, Energy, and other industrial verticals. ENABLEMENT & PARTNER ACTIVATION - Onboard and enable new and existing partners on HiveMQ’s technology stack, use cases, and differentiators. - Prepare partners for co-selling (solution positioning, demos, certifications, competitive knowledge). - Deliver ongoing partner enablement, workshops, training modules, and readiness programs. FIELD GTM EXECUTION - Drive in-field GTM activities, including co-selling, workshops, vertical campaigns, and joint prospect engagements. - Identify and execute co-marketing opportunities with strategic partners to drive awareness and lead generation. - Work cross-functionally with Sales, Marketing, RevOps, Product, Partner Engineering, and Customer Success. REPORTING & GOVERNANCE - Track and report sourced revenue, influenced revenue, partner pipeline, and activity metrics. - Maintain partner data and pipeline accuracy in Salesforce (SFDC). - Use Crossbeam for account mapping, overlap analysis, and ecosystem insights. - Participate in and help run partner QBRs and governance cadences. QUALIFICATIONS: - 8–15 years of partner management and/or enterprise sales experience. - Hands-on experience with Salesforce (SFDC) for pipeline management and Crossbeam for partner ecosystem mapping. - Proven track record of generating partner-sourced and influenced pipeline, working directly with GSIs/SIs (e.g., Accenture, TCS, Concept Reply) & value-added resellers (WWT, AHEAD) - Familiarity with enterprise technology providers such as Snowflake, ServiceNow, ClickHouse, Databricks, or other data/analytics ecosystems - Familiarity working with AWS, GCP and Microsoft co-sell programs and marketplaces - Background working with industrial/OT vendors or platforms (HighByte, Ignition, MaintainX). - Experience in high-growth SaaS, industrial IoT, or real-time data technology companies. Knowledge of partner tools such as PRM platforms (PartnerStack, Allbound, Channeltivity, etc.). [https://app.ashbyhq.com/api/images/user-content/ad32601b-1068-4837-bf39-6fb30b020a35/6c7d9580-e269-4ed2-b231-3cf18ec552d8/hivemq_benefits.png] EXCERPT FROM OUR CUSTOMER LIST https://www.hivemq.com/customers/ Informations about our job advertisements Job advertisements of HiveMQ GmbH are always directed at female, male and various applicants, regardless of age, gender, religion, sexual identity, disability, race, ethnic origin, world view, etc. The selection of a candidate is exclusively based on qualifications. For organisational reasons, we cannot return application documents and cannot reimburse any expenses that you incur during the application process.", "summaryDescription" : "Strategic Partner Manager at HiveMQ. Skills: Partner management, Enterprise sales, Revenue generation, Go-to-market strategy. Drive partner-sourced revenue. Drive partner-influenced revenue", "createdAt" : "2026-06-14T09:40:54.390", "lastUpdated" : "2026-06-15T08:45:49.203", "ingestTimestamp" : "2026-06-14T09:40:54.390", "mongoId" : "6a2c8cc674d8ee00a0977262", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 175000, "salaryAnnualMax" : 320000, "salaryBand" : "150k-200k", "hasSalary" : true, "allSkills" : [ "Partner sourcing", "Partner influencing", "Co-selling", "Account mapping", "Field GTM activities", "Solution positioning", "Demo delivery", "Competitive knowledge", "Vertical campaigns", "Lead generation", "Pipeline forecasting", "Marketplace readiness", "Issue resolution", "Data governance", "Overlap analysis", "Organized", "Executive presence", "Relationship-building", "Partner management", "Enterprise sales", "Revenue generation", "Go-to-market strategy", "Deal closure", "Account management", "Partner enablement", "Pipeline management", "Ecosystem insights", "MQTT standard", "Industrial data flows", "Cloud marketplace procurement", "Industrial verticals", "Automotive", "Manufacturing", "Energy", "Industrial IoT", "Real-time data technology", "OT vendors", "OT platforms", "Salesforce", "SFDC", "Crossbeam", "PartnerStack", "Allbound", "Channeltivity" ], "skillCount" : 44, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Senior", "dataQualityScore" : 0.8888889, "_score" : 481.31793, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "SaaS", "llmIndustryConfidence" : 0.95 }, { "id" : "6a307af4f292fd229c042348", "title" : "Workforce Manager", "company" : "Tekmetric", "salary" : { "min" : 75000.0, "max" : 110000.0, "currency" : "EUR", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Senior Workforce Manager in the Technology industry in Bulgaria, adjusted for company size and remote work." }, "location" : "Remote", "locations" : [ "Remote" ], "timestamp" : "2026-06-16T12:40:22.473", "fingerprint" : "362a436f5ad27bc61d94a9d8bfa67388ed20dc0cf3e2a3de9e00ade12dfbf568", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/tekmetric/jobs/6026840004", "externalId" : "6026840004", "industryFunction" : { }, "structuredLocations" : [ { "country" : "Bulgaria", "continent" : "eu", "workMode" : "remote" } ], "locationText" : "Bulgaria", "experienceLevel" : "Manager", "remoteFriendly" : true, "workSiteFlexibility" : "Remote", "rawDescription" : "About Tekmetric Tekmetric is the all-in-one, cloud-based platform helping auto repair shops run smarter, grow faster, and serve customers better. Built by a shop owner and shaped by the needs of the industry, Tekmetric brings together innovation, real-world experience, and a thriving community to help shops thrive - not just survive. From running a shop, to securing payments to engaging customers, our platform simplifies operations so shop owners can focus on what really matters: delivering exceptional service, earning trust, and growing sustainably. Officially founded in Houston in 2017, Tekmetric has grown from a single shop’s vision to the industry’s leading solution - all by staying true to our values of transparency, integrity, innovation, and a service-first mindset. But we’re not just building software. We’re building a movement. We’re empowering repair shops to rise above the daily grind, create meaningful connections with their customers, and lead the industry forward - one interaction at a time. Come build with us. Join the journey. Shape the future of auto repair. Working the Tekmetric Way At Tekmetric, we’re building a culture where winning matters - not for ego, but because when our customers win, we win together. We move fast, stay curious, and take full ownership of our results — no excuses, no finger-pointing. If you thrive in ambiguity, take initiative, and view honest feedback as fuel for growth, you’ll feel right at home here. We’re direct but respectful, ambitious yet grounded, and collaborative at every level. Everyone leads through impact and is encouraged to speak up, share ideas, and challenge assumptions (even your manager’s). This is a place for builders, not bystanders. Success here takes focus, follow-through, and a willingness to roll up your sleeves — but if you’re driven by meaningful work and real results, it’s deeply rewarding. You’ll join a team that cares about the work, supports one another, and takes smart risks to achieve bold goals. Be yourself, stay mission-focused, and you’ll thrive. If that energizes you, we can’t wait to meet you. At Tekmetric, great work happens anywhere, but great teams are built through intentional connection. We offer hybrid and remote work models based on your proximity to our office hubs. Because we value in-person collaboration, travel is an expected part of every role. We come together several times a year for team and company-wide offsites to align on goals and strengthen relationships. Attendance at these events is expected and fully supported. The hours for this role are 6am-3pm CT / 7am-4pm ET. About the Role We are looking for a Senior Workforce Manager to own the day-to-day execution of workforce management across our voice and chat support channels. This is a senior individual-contributor role focused on forecasting, scheduling, real-time queue and adherence management, and the daily tuning of the systems that keep our support operation running on target. You will turn strategy into execution. Working from the framework and targets set by the Support Operations Manager — to whom this role reports — you will build the forecasts, own the schedules, manage the queues in real time, and make the daily configuration and AI-monitoring adjustments that protect service levels. This role is built for someone who lives in the data and the dashboards, reacts quickly to intraday swings, and takes pride in hitting SLA day after day. What You'll Be Doing: Workforce Management report findings to the Support Operations Manager Support capacity planning efforts for future hiring needs Real-Time Queue & Channel Management Manage live queue performance day to day, within the queue architecture and SLA policies set by the Support Operations Manager Make daily adjustments to Zendesk triggers, automations, views, and macros to optimize ticket flow Manage chat routing and inbox configuration in Intercom to balance agent workloads in real time Apply routing and escalation rules and flag needed changes to the escalation framework Daily AI Performance Monitoring (Intercom Fin) Monitor Fin AI chatbot performance daily against containment, deflection, and CSAT targets Review unresolved and escalated AI conversations to identify gaps and recommend improvements to bot flows and intents Surface daily and weekly trends in AI performance and feed observations back to inform optimization strategy and potential product gaps or enhancements Adjust forecasts as bot performance shifts and flag material changes to the Support Operations Manager Daily Systems Tuning & Reporting Handle daily configuration adjustments across support tools to keep workflows running smoothly Maintain WFM-specific dashboards and reporting on schedule adherence, occupancy, and service levels Track and report on core KPIs including SLA adherence, AHT, occupancy, and AI containment rate Maintain data integrity in scheduling and queue data, escalating systemic issues as needed Process & Collaboration Recommend operational improvements to reduce handle time and improve coverage and deflection Maintain WFM scheduling procedures and operational documentation Partner with Support Managers and team leads to align staffing with coaching and development needs As the function scales, help onboard and mentor future WFM analysts or operations specialists What You'll Bring: Required 4+ years of experience in workforce management or contact center operations Hands-on contact center experience across voice and chat channels Demonstrated ability to build and manage workforce forecasts and schedules Hands-on experience with real-time queue management and intraday adherence Strong proficiency in building dashboards and reports Exceptional analytical skills with comfort working across large datasets in Excel, Google Sheets, or SQL Experience working with AI chat tools and monitoring their performance Strong communication skills with the ability to translate operational data into clear, actionable insights Preferred Hands-on configuration experience with Zendesk (triggers, automations, views, macros) and Intercom (routing, inboxes, Fin) Background in SaaS or technology-sector contact centers Why You'll Love Working With Us Health & Wellness That Have You Covered: Enjoy the flexibility of remote work Competitive base salaries that reflect your value. Generous Paid Time Off, because we know you do your best work when you're well-rested. Support for every stage of life—with paid maternity, parental bonding, and medical leave for you or your loved ones. Comprehensive health benefits, including Medical, Dental, Vision, and Prescription coverage. For employee only, we offer plans that cover 100% of premiums and we cover 50% of costs for families. Prioritizing your mental health: get free, confidential counseling through our partnership with BetterHelp. Investing in Your Future (and Present): 401(k) Retirement Savings Plan with 100% employer match on contributions up to 6% - so your future self will thank you. Flexible Spending Accounts (FSA) and Health Savings Accounts (HSA) to make your money go further. Life and Accidental Death & Dismemberment (AD&D) Insurance for added peace of mind. Wellness on your terms: get up to $60/month toward fitness, mental health, or almost anything that helps you feel your best. After one year of employment, enjoy a $300 home office setup bonus to help make your space work for you. Keep growing with support for continuing education - we’re invested in your development. Most importantly, we have a stellar team of coworkers, a really cool office, and lots of fun activities! Tekmetric is an equal opportunity employer. We hire hard-working individuals, regardless of gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, or veteran status. We know that when our employees feel appreciated and included, they can be more creative, innovative and successful. 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. Please contact us to request accommodation. Tekmetric will never ask for your personal financial or banking information or require any financial commitment as part of our candidate search or application process. No job offers will be made without a formal interview process. All legitimate Tekmetric job postings are listed at tekmetric.com/careers. Recruiter communications come from @tekmetric.com email addresses.", "summaryDescription" : "Workforce Manager at Tekmetric", "postedDate" : "2026-06-16T01:20:31.235", "createdAt" : "2026-06-16T01:20:31.235", "lastUpdated" : "2026-06-16T12:40:22.473", "ingestTimestamp" : "2026-06-16T01:20:31.235", "mongoId" : "6a307af4f292fd229c042348", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "75k-100k", "hasSalary" : false, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "Senior", "dataQualityScore" : 0.7777778, "_score" : 479.1321, "daysOld" : 0, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.95 }, { "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, "_score" : 466.21054, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Education", "llmIndustryConfidence" : 0.98 }, { "id" : "6a0ac2621663d49372e07d09", "title" : "Strategic Partner Lead", "company" : "How to Manage a Small Law Firm", "industry" : "Legal", "salary" : { "min" : 155000.0, "max" : 225000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Lead Strategic Partner Lead in Miami, United States, within the Legal industry, adjusted for seniority and full-time employment." }, "location" : "Miami, FL", "locations" : [ "Miami", "FL" ], "timestamp" : "2026-06-15T13:25:21.918", "fingerprint" : "4844cc292c0ecdbb5587a82c72d7906d4077fe03e1c2cfa9bb8d6a5601c6e5cc", "source" : "breezyhr", "language" : "en", "applyUrl" : "https://how-to-manage-a-small-law-firm.breezy.hr/p/a4aa15b5e60e-strategic-partner-lead-driving-impact-through-public-speaking-industry-events-and-institutional-relations", "externalId" : "a4aa15b5e60e", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Miami", "state" : "Florida", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "25.7741566,-80.1935973" } ], "locationText" : "Miami, Florida, United States", "employmentType" : "FULL_TIME", "experienceMinYears" : 8, "experienceMaxYears" : 15, "experienceLevel" : "Lead", "softSkillsList" : [ "Public speaking" ], "softSkills" : [ { "name" : "Public speaking" } ], "coreResponsibilities" : "Drive impact through public speaking, Engage in industry events, Manage institutional relations", "specialRequirements" : "Travel Required", "remoteFriendly" : true, "workSiteFlexibility" : "Flexible", "rawDescription" : "Strategic Partnership Lead Driving Impact through Public Speaking, Industry Events, and Institutional Relations Remote | Travel Required | INC 5000 Company The Mission At How To Manage A Small Law Firm (HTM), we help solo and small law firm owners transform their practices into scalable, profitable", "summaryDescription" : "Strategic Partner Lead at How to Manage a Small Law Firm. Drive impact through public speaking. Engage in industry events", "createdAt" : "2026-06-14T06:51:58.185", "lastUpdated" : "2026-06-15T13:25:21.918", "ingestTimestamp" : "2026-06-14T06:51:58.185", "mongoId" : "6a0ac2621663d49372e07d09", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 155000, "salaryAnnualMax" : 225000, "salaryBand" : "150k-200k", "hasSalary" : true, "allSkills" : [ "Public speaking" ], "skillCount" : 1, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Lead", "dataQualityScore" : 0.8888889, "_score" : 465.41388, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Legal", "llmIndustryConfidence" : 0.92 }, { "id" : "6a306095f292fd229cf90efe", "title" : "Principal Finance Partner, Revenue & Strategic Modeling", "company" : "Cloudflare", "industry" : "Technology", "salary" : { "min" : 250000.0, "max" : 350000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for an Executive Principal Finance Partner in Austin, TX, adjusted for SaaS industry and company size." }, "location" : "Austin, TX, United States", "locations" : [ "Austin", "TX", "United States", "Denver", "Colorado", "United States", "San Francisco", "CA", "United States", "Seattle", "WA" ], "timestamp" : "2026-06-16T07:28:22.882", "fingerprint" : "0005a07d1a76cad0f6f7c3faf503a63ca517e71ed91aa9229707d791d9bf7b25", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://boards.greenhouse.io/cloudflare/jobs/8003273?gh_jid=8003273", "externalId" : "8003273", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Austin", "state" : "Texas", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "30.2711286,-97.7436995" }, { "city" : "San Francisco", "state" : "California", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "37.7879363,-122.4075201" }, { "city" : "Denver", "state" : "Colorado", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "39.7392364,-104.9848620" }, { "city" : "Seattle", "state" : "Washington", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "47.6038321,-122.3300620" } ], "locationText" : "Austin, Texas, United States; San Francisco, California, United States; Denver, Colorado, United States; Seattle, Washington, United States", "experienceMinYears" : 5, "experienceMaxYears" : 10, "experienceLevel" : "Senior", "rawDescription" : "About Us At Cloudflare, we are on a mission to help build a better Internet. Today the company runs one of the world’s largest networks that powers millions of websites and other Internet properties for customers ranging from individual bloggers to SMBs to Fortune 500 companies. Cloudflare protects and accelerates any Internet application online without adding hardware, installing software, or changing a line of code. Internet properties powered by Cloudflare all have web traffic routed through its intelligent global network, which gets smarter with every request. As a result, they see significant improvement in performance and a decrease in spam and other attacks. Cloudflare was named to Entrepreneur Magazine’s Top Company Cultures list and ranked among the World’s Most Innovative Companies by Fast Company. At Cloudflare, we’re not looking for people who wait for a polished roadmap; we’re looking for the builders who see the cracks in the Internet that everyone else has simply learned to live with. We value candidates who have the instinct to spot a \"normalized\" problem and the AI-native curiosity to create a solution using the latest tools. Our culture is built on iteration, leveraging AI to ship faster today to make it better tomorrow, while ensuring that every improvement, no matter how small, is shared across the team to lift everyone up. If you’re the type of person who values curiosity over bureaucracy, and that AI is a partner in solving tough problems to keep the Internet moving forward, you’ll fit right in. Available Locations: Austin, TX, San Francisco, CA, Denver, CO, Seattle, WA About the Team The Finance high-growth, public-company SaaS experience preferred but not required. Deep revenue-modeling expertise: you've architected revenue forecast models from scratch and understand how bookings convert to recognized revenue, ideally across both subscription and usage-based models. A strong bias for automation: hands-on experience using AI tools (e.g., Windsurf/Devin, Cursor, OpenCode) to automate workflows, accelerate modeling, and analyze large datasets—and a genuine drive to push how far that can go. Systems-thinker: you think in terms of data, logic layers, and repeatable process—not just spreadsheets. Experience with financial planning systems (Anaplan a plus) and comfort with data structures. Expert proficiency in Excel and Google Sheets; experience with enterprise financial systems (e.g., NetSuite, Salesforce) is a plus. Intellectually curious and rigorous, with a first-principles problem-solving orientation. Not satisfied with easy or convenient answers. Strong executive presence: able to distill complex modeling outputs into simple, consumable, actionable takeaways for senior leaders and the board. Bachelor's degree in Finance, Accounting, Economics, or a quantitative field. Why This Role? Own the model behind our topline revenue forecast. A real builder mandate: modernize and automate how we forecast, with room to push AI and agentic tooling. Direct collaboration with senior Finance, GTM, and Product leaders, plus exposure to board and earnings work. High visibility and impact in a mission-driven company helping build a better Internet. Compensation Compensation may be adjusted depending on work location. ● For San Francisco Bay Area based hires: Estimated annual salary of $188,000 - $259,000. ● For Washington based hires: Estimated annual salary of $179,000 - $246,000. ● For Colorado based hires: Estimated annual salary of $163,000 - $204,000. Equity This role is eligible to participate in Cloudflare’s equity plan. Benefits Cloudflare offers a complete package of benefits and programs to support you and your family. Our benefits programs can help you pay health care expenses, support caregiving, build capital for the future and make life a little easier and fun! The below is a description of our benefits for employees in the United States, and benefits may vary for employees based outside the U. S. Health & Welfare Benefits ● Medical/Rx Insurance ● Dental Insurance ● Vision Insurance ● Flexible Spending Accounts ● Commuter Spending Accounts ● Fertility & Family Forming Benefits ● On-demand mental health support and Employee Assistance Program ● Global Travel Medical Insurance Financial Benefits ● Short and Long Term Disability Insurance ● Life & Accident Insurance ● 401(k) Retirement Savings Plan ● Employee Stock Participation Plan Time Off ● Flexible paid time off covering vacation and sick leave ● Leave programs, including parental, pregnancy health, medical, and bereavement leave What Makes Cloudflare Special? We’re not just a highly ambitious, large-scale technology company. We’re a highly ambitious, large-scale technology company with a soul. Fundamental to our mission to help build a better Internet is protecting the free and open Internet. Project Galileo: Since 2014, we've equipped more than 2,400 journalism and civil society organizations in 111 countries with powerful tools to defend themselves against attacks that would otherwise censor their work, technology already used by Cloudflare’s enterprise customers--at no cost. Athenian Project: In 2017, we created the Athenian Project to ensure that state and local governments have the highest level of protection and reliability for free, so that their constituents have access to election information and voter registration. Since the project, we've provided services to more than 425 local government election websites in 33 states. 1.1.1.1: We released 1.1.1.1 to help fix the foundation of the Internet by building a faster, more secure and privacy-centric public DNS resolver. This is available publicly for everyone to use - it is the first consumer-focused service Cloudflare has ever released. Here’s the deal - we don’t store client IP addresses never, ever. We will continue to abide by our privacy commitment and ensure that no user data is sold to advertisers or used to target consumers. Sound like something you’d like to be a part of? We’d love to hear from you! Please note that applicants who progress to the offer stage of the interview process may be asked to attend an in-person interview within one of the Cloudflare Offices or Cloudflare Hubs. More details about this will be available at that stage of the interview process. This position may require access to information protected under U. S. export control laws, including the U. S. Export Administration Regulations. Please note that any offer of employment may be conditioned on your authorization to receive software or technology controlled under these U. S. export laws without sponsorship for an export license. Cloudflare is proud to be an equal opportunity employer. We are committed to providing equal employment opportunity for all people and place great value in both diversity and inclusiveness. All qualified applicants will be considered for employment without regard to their, or any other person's, perceived or actual race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship, age, physical or mental disability, medical condition, family care status, or any other basis protected by law. We are an AA/Veterans/Disabled Employer. Cloudflare provides reasonable accommodations to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job. Examples of reasonable accommodations include, but are not limited to, changing the application process, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. If you require a reasonable accommodation to apply for a job, please contact us via e-mail at hr@cloudflare.com or via mail at 101 Townsend St. San Francisco, CA 94107.", "summaryDescription" : "Principal Finance Partner, Revenue & Strategic Modeling at Cloudflare", "postedDate" : "2026-06-15T23:28:06.423", "createdAt" : "2026-06-15T23:28:06.423", "lastUpdated" : "2026-06-16T07:28:22.882", "ingestTimestamp" : "2026-06-15T23:28:06.423", "mongoId" : "6a306095f292fd229cf90efe", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 250000, "salaryAnnualMax" : 350000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "finance", "jobSubcategory" : "accounting", "seniorityLevel" : "Executive", "dataQualityScore" : 0.7777778, "_score" : 460.46307, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "SaaS", "llmIndustryConfidence" : 0.95 }, { "id" : "6a2c907674d8ee00a098076a", "title" : "Human Resources Business Partner", "company" : "Optiver", "industry" : "Consulting", "salary" : { "min" : 155000.0, "max" : 225000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Manager, Human Resources Business Partner in Austin, United States, adjusted for the FinTech industry and company size." }, "location" : "Austin, Texas, United States", "locations" : [ "Austin", "Texas", "United States" ], "timestamp" : "2026-06-16T04:16:48.290", "fingerprint" : "50bf0267d5dce874ce1cba36f9f96c03fd0ef86c49b3662fd42f1c6eb23ef862", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://www.optiver.com/join-us/jobs/8589061002/?gh_jid=8589061002", "externalId" : "8589061002", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Austin", "state" : "Texas", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "30.2711286,-97.7436995" } ], "locationText" : "Austin, Texas, United States", "professionalSkills" : [ "Organizational design", "Workforce planning", "Team effectiveness", "Talent management", "Succession planning", "Career development", "Performance management", "Employee relations", "Conflict resolution", "Investigations", "HR policy guidance" ], "hardSkillsList" : [ "HR processes", "Labor law compliance" ], "softSkillsList" : [ "Leadership", "Coaching" ], "hardSkills" : [ { "name" : "HR processes", "level" : "intermediate" }, { "name" : "Labor law compliance", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" }, { "name" : "Coaching" } ], "majorSkills" : "HR Business Partnering, Employee Relations, Talent Management", "majorSkillsList" : [ "HR Business Partnering", "Employee Relations", "Talent Management" ], "coreResponsibilities" : "Provide HR leadership, Act as strategic HR Business Partner, Act as operational HR Manager, Serve as trusted advisor, Partner on organizational design, Partner on workforce planning, Partner on team effectiveness, Collaborate on broader initiatives, Establish partnerships with business, Understand strategic objectives, Understand business challenges, Understand talent needs, Provide guidance on HR matters, Support career development initiatives, Coach managers, Coach employees, Guide managers on performance processes, Guide managers on goal setting, Guide managers on performance reviews, Guide managers on feedback, Guide managers on development plans, Establish culture of feedback, Establish culture of coaching, Provide guidance on employee relations, Handle conflict resolution, Handle disciplinary actions, Handle investigations, Ensure compliance with labor laws, Address HR-related inquiries, Address employee complaints", "teamCollaboration" : "Local leaders; Global People team; Legal teams", "domainKnowledge" : "Market making; Financial markets", "domainList" : [ "market-making", "financial-markets" ], "domainSpecificKnowledge" : [ "Market making", "Financial markets" ], "communicationSkills" : "Guidance; Support", "problemSolvingSkills" : "Conflict resolution", "specialRequirements" : "Willingness to travel periodically", "outcomesObjectives" : "Drive achievement of business goals; Support professional growth; Enhance team effectiveness; Drive employee growth; Drive employee development", "qualificationsBasic" : "5+ years HR experience, Bachelor's degree", "qualificationsPreferred" : "Master's degree preferred, HR certification preferred", "workSiteFlexibility" : "Hybrid", "rawDescription" : "This role provides comprehensive HR leadership for the Austin office, acting as both a strategic HR Business Partner and operational HR Manager in a fast-paced, high-performance environment. In addition to serving as the primary HR lead for the Austin employee population, this role supports a dedicated business line that includes a select number of employees located in Chicago and New York. You will serve as a trusted advisor to local leaders, partnering on organizational design, workforce planning, and team effectiveness. You will also collaborate closely with global People team colleagues on broader initiatives while acting as the primary HR lead for the site. What you’ll do: Business Partnership: Establish strong partnerships with the business to understand strategic objectives, challenges, and talent needs. Proactively provide guidance and support on HR matters to drive the achievement of business goals. Partner with managers to identify high-potential employees, develop succession plans, and support career development initiatives. Coach managers and employees to support professional growth, resolve conflicts, and enhance team effectiveness. Performance Management: Guide managers on performance management processes, including goal setting, performance reviews, feedback, and development plans across the business. Help establish a culture of continuous feedback and coaching to drive employee growth and development. Employee Relations: Provide guidance and support on employee relations matters, including conflict resolution, disciplinary actions, and investigations across the business. Ensure compliance with local labor laws and regulations, working with legal teams as necessary. Serve as a point of contact for employees, addressing HR-related inquiries, complaints, and providing guidance on performance management, employee relations, and HR policies. Engagement, Leadership or equivalent experience. Willingness and ability to travel periodically to support employees, business leaders, and initiatives across multiple office locations. Who we are: At Optiver, our mission is to improve the market by injecting liquidity, providing accurate pricing, increasing transparency and stabilizing the market no matter the conditions. With a focus on continuous improvement, we prioritize safeguarding the health and efficiency of the markets for all participants. As one of the largest market making institutions, we are a respected partner on 100+ exchanges across the globe. Our differences are our edge. Optiver does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, physical or mental disability, or other legally protected characteristics.", "summaryDescription" : "Human Resources Business Partner at Optiver. Skills: HR Business Partnering, Employee Relations, Talent Management. Provide HR leadership. Act as strategic HR Business Partner", "postedDate" : "2026-06-14T21:48:06.623", "createdAt" : "2026-06-14T21:48:06.623", "lastUpdated" : "2026-06-16T04:16:48.290", "ingestTimestamp" : "2026-06-14T21:48:06.623", "mongoId" : "6a2c907674d8ee00a098076a", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 155000, "salaryAnnualMax" : 225000, "salaryBand" : "150k-200k", "hasSalary" : true, "allSkills" : [ "HR processes", "Labor law compliance", "Leadership", "Coaching", "HR Business Partnering", "Employee Relations", "Talent Management", "Organizational design", "Workforce planning", "Team effectiveness", "Talent management", "Succession planning", "Career development", "Performance management", "Employee relations", "Conflict resolution", "Investigations", "HR policy guidance", "Market making", "Financial markets" ], "skillCount" : 20, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Manager", "dataQualityScore" : 0.7777778, "_score" : 446.42322, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "FinTech", "llmIndustryConfidence" : 0.98 }, { "id" : "6a2cb21174d8ee00a09dff0f", "title" : "Strategic Workforce Planning Expert", "industry" : "Human Resources", "location" : "India", "locations" : [ "India" ], "timestamp" : "2026-06-15T06:56:23.901", "fingerprint" : "12ed18bb70ed158b8ca9d09384998f8507d3afb65e0d93275fcc386ced075e84", "source" : "lever", "applyUrl" : "https://jobs.lever.co/jobgether/0adfd39f-daaa-4dca-8902-2056b1968f53/apply", "externalId" : "0adfd39f-daaa-4dca-8902-2056b1968f53", "industryFunction" : { }, "structuredLocations" : [ { "country" : "India", "continent" : "as", "workMode" : "remote" } ], "locationText" : "India", "employmentType" : "FULL_TIME", "minimumEducation" : "Bachelor", "experienceMinYears" : 6, "experienceMaxYears" : 10, "experienceLevel" : "Senior", "hardSkillsList" : [ "workforce planning", "scenario modeling", "headcount planning", "workforce cost analysis", "sensitivity analysis" ], "softSkillsList" : [ "curious mindset, analytical thinking" ], "hardSkills" : [ { "name" : "workforce planning", "level" : "intermediate" }, { "name" : "scenario modeling", "level" : "intermediate" }, { "name" : "headcount planning", "level" : "intermediate" }, { "name" : "workforce cost analysis", "level" : "intermediate" }, { "name" : "sensitivity analysis", "level" : "intermediate" } ], "softSkills" : [ { "name" : "curious mindset, analytical thinking" } ], "majorSkills" : "Strategic Workforce Planning, People Analytics, Data Visualization, Storytelling, Stakeholder Management", "majorSkillsList" : [ "Strategic Workforce Planning, People Analytics, Data Visualization, Storytelling, Stakeholder Management" ], "coreResponsibilities" : "Develop, validate, and iterate workforce planning scenarios across multiple organizational units to support both operational and strategic workforce decisions. Apply structured workforce planning methodologies including scenario modeling, sensitivity analysis, and workforce cost modeling. Optimize and enhance workforce planning platforms (e. g. , Visier Planning) to improve analytical depth, usability, and insight generation. Translate complex workforce and HR datasets into clear, actionable insights and recommendations for business stakeholders. Enable HR business partners and organizational teams to independently use workforce planning tools and methodologies through training and support. Collaborate with People Insights, HR COEs, and business leaders to align workforce planning with broader talent and people strategies. Partner with data science and AI teams to identify opportunities for automation and advanced analytics in workforce planning processes. Support continuous improvement of tools, models, and frameworks used in workforce analytics. Provide storytelling-driven analysis and visualization to support decision-making across global stakeholders.", "teamCollaboration" : "Ability to work collaboratively across organizational boundaries with a proactive and curious mindset.", "toolProficiency" : [ "Visier Planning, Visier" ], "communicationSkills" : "communication skills; storytelling skills", "innovationCreativity" : "analytical thinking with a focus on process improvement and innovation.", "problemSolvingSkills" : "process improvement; innovation", "specialRequirements" : "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! 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", "qualificationsBasic" : "Proven experience in strategic workforce planning, people analytics, or HR analytics within complex, global organizations. expertise in scenario modeling, headcount planning, workforce cost analysis, and sensitivity analysis. Hands-on experience with workforce planning platforms such as Visier, including optimization and enhancement work. Ability to translate complex data into clear business insights through data visualization and storytelling skills. Experience enabling and training business users to adopt analytical tools and workforce planning practices. Familiarity with AI-enabled analytics tools and emerging workforce planning technologies. stakeholder management and communication skills across global and cross-functional teams. Ability to work collaboratively across organizational boundaries with a proactive and curious mindset. analytical thinking with a focus on process improvement and innovation. Bachelor’s degree in HR, Business, Data Analytics, or a related field (or equivalent experience). Fluent English (written and spoken) required.", "remoteFriendly" : true, "workSiteFlexibility" : "Remote", "rawDescription" : "## Accountabilities Develop, validate, and iterate workforce planning scenarios across multiple organizational units to support both operational and strategic workforce decisions. Apply structured workforce planning methodologies including scenario modeling, sensitivity analysis, and workforce cost modeling. Optimize and enhance workforce planning platforms (e.g., Visier Planning) to improve analytical depth, usability, and insight generation. Translate complex workforce and HR datasets into clear, actionable insights and recommendations for business stakeholders. Enable HR business partners and organizational teams to independently use workforce planning tools and methodologies through training and support. Collaborate with People Insights, HR COEs, and business leaders to align workforce planning with broader talent and people strategies. Partner with data science and AI teams to identify opportunities for automation and advanced analytics in workforce planning processes. Support continuous improvement of tools, models, and frameworks used in workforce analytics. Provide storytelling-driven analysis and visualization to support decision-making across global stakeholders. Requirements: Proven experience in strategic workforce planning, people analytics, or HR analytics within complex, global organizations. Strong expertise in scenario modeling, headcount planning, workforce cost analysis, and sensitivity analysis. Hands-on experience with workforce planning platforms such as Visier, including optimization and enhancement work. Ability to translate complex data into clear business insights through strong data visualization and storytelling skills. Experience enabling and training business users to adopt analytical tools and workforce planning practices. Familiarity with AI-enabled analytics tools and emerging workforce planning technologies. Strong stakeholder management and communication skills across global and cross-functional teams. Ability to work collaboratively across organizational boundaries with a proactive and curious mindset. Strong analytical thinking with a focus on process improvement and innovation. Bachelor’s degree in HR, Business, Data Analytics, or a related field (or equivalent experience). Fluent English (written and spoken) required. Benefits: Opportunity to shape enterprise-wide workforce strategy in a global, innovation-driven environment. Work at the intersection of people analytics, AI, and strategic workforce planning. Exposure to advanced analytics platforms and emerging workforce technologies. Strong focus on capability building, with opportunities to train and empower global stakeholders. Career growth potential into advanced analytics and data science-oriented roles. Collaborative, international environment with cross-functional exposure. Opportunity to contribute to meaningful transformation initiatives impacting large-scale organizations. ## 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" : "Strategic Workforce Planning Expert. Skills: Strategic Workforce Planning, People Analytics, Data Visualization, Storytelling, Stakeholder Management. Develop, validate, and iterate workforce planning scenarios across multiple organizational units to support both operational and strategic workforce decisions. Apply structured workforce planning methodologies including scenario modeling, sensitivity analysis, and workforce cost modeling. Optimize and enhance workforce planning platforms (e. g. , ", "postedDate" : "2026-06-11T11:38:30.890", "createdAt" : "2026-06-11T11:38:30.890", "lastUpdated" : "2026-06-15T06:56:23.901", "ingestTimestamp" : "2026-06-14T21:35:34.492", "mongoId" : "6a2cb21174d8ee00a09dff0f", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "hasSalary" : false, "allSkills" : [ "workforce planning", "scenario modeling", "headcount planning", "workforce cost analysis", "sensitivity analysis", "curious mindset, analytical thinking", "Strategic Workforce Planning, People Analytics, Data Visualization, Storytelling, Stakeholder Management", "Visier Planning, Visier" ], "skillCount" : 8, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Senior", "dataQualityScore" : 0.7777778, "_score" : 441.4551, "daysOld" : 3, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.95 }, { "id" : "6a3051e6f292fd229cf08a35", "title" : "Regional Vice President, Strategic Partners", "company" : "Rubrik", "industry" : "Technology", "salary" : { "min" : 350000.0, "max" : 550000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for an Executive-level Regional Vice President in the Technology industry in the United States, adjusted for seniority and company size." }, "location" : "United States - Remote", "locations" : [ "United States - Remote" ], "timestamp" : "2026-06-16T06:45:51.554", "fingerprint" : "c6de6ad88e5444dd32c73f144d65fa6aa6e341e885ae0592de060b58ed6d6f6d", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://www.rubrik.com/company/careers/departments/job.7972989?gh_jid=7972989", "externalId" : "7972989", "industryFunction" : { }, "structuredLocations" : [ { "country" : "United States", "continent" : "na", "workMode" : "remote" } ], "locationText" : "United States", "experienceMinYears" : 10, "experienceMaxYears" : 99, "experienceLevel" : "Executive", "remoteFriendly" : true, "workSiteFlexibility" : "Remote", "rawDescription" : "Rubrik's National Strategic Partners team owns the company's most strategic VAR/reseller relationships — a portfolio of top national partners that collectively represent a significant and growing portion of Americas channel-sourced new logo and expansion pipeline. The RVP of Strategic Partners is the senior field leader responsible for the strategy, execution, and business outcomes across this entire partner portfolio. This is a highly visible, executive-facing role that requires an exceptional blend of strategic thinking, leadership presence, and the ability to drive measurable results at the intersection of Rubrik's field sales motion and our top partners. The ideal candidate will be known — by both Rubrik's leadership team and partner executives — as a trusted, proactive partner who connects the right people, surfaces the right opportunities, and owns outcomes end to end. What You'll Do: Executive Engagement make the investment case to leadership and drive execution. Partner closely with marketing, SE leadership, and product to build and execute co-marketing campaigns, partner enablement programs, and joint pipeline generation activities. Track and report on key partner metrics (PG, pipeline coverage, partner sourced new logo and expansion growth, attach rates) and present results to senior leadership on a regular cadence. Pipeline Generation actively build a bench of future leaders within the NPM organization. Model the executive presence and high-impact behaviors you expect from your team — they should look to you as the standard. Drive a high-trust, high-performance team culture where team members bring their toughest problems to you first. Operating Rhythm surface trends early, distinguish noise from signal, and bring data-backed recommendations to leadership rather than anecdotes. Identify underperformance early and address it directly — through coaching, process changes, or resource reallocation — rather than waiting for end-of-quarter surprises. Continuously refine the team's operating model: tweak coverage, incentives, enablement, and GTM priorities based on what the data is telling you, and create a culture of ongoing improvement over the status quo. Cross-Functional Collaboration Build deep, trusted relationships with Rubrik's regional sales leaders (RVPs/AVPs) so that they view you and your team as force multipliers — not support functions. Orchestrate closely with the Americas regional channel teams — CDMs, regional channel managers, and channel leadership — to ensure national partner strategies are activated and amplified at scale across every region. Partner with channel SEs, channel marketing, field marketing, and sales and executive leadership to build co-sell motions, enablement programs, and joint campaigns that drive measurable pipeline and revenue. Activate the broader alliances ecosystem — working across ISVs, GSIs, cloud hyperscalers, and technology partners — to develop joint services, co-create solutions, and build GTM plays that expand Rubrik's reach, accelerate sourcing, and drive scale beyond what the direct channel can achieve alone. Champion the national partner motion internally, ensuring the organization understands how top partners create differentiated value for Rubrik. What Success Looks Like: In the first 90 days, you will have established an executive cadence with each of the top 9 partners, introduced yourself to all key internal stakeholders (CRO, AVPs, field marketing), and delivered a refreshed joint business plan framework for the team. At 6 months, your team's pipeline generation is on track or above plan, you are a familiar and trusted voice in the CRO's leadership forums, and partner escalations are being routed to and resolved by you — not elevated to your manager. At 12 months, you have demonstrably elevated the strategic value of the national partner channel through new executive relationships, measurable pipeline impact, and a team that is growing in both capability and results. What You'll Bring: 10+ years of channel, partner sales, or alliances experience at a high-growth enterprise technology company, with at least 4 years in a senior leadership role managing a team. Demonstrated track record of building and owning executive-level relationships with national or strategic reseller partners (VAR, MSSP, or national solution providers). Visible executive presence — comfortable presenting to C-level executives internally and externally, running QBRs, and representing the partner business in senior leadership forums. Strong data fluency: you know your numbers, coach your team on theirs, and use metrics to tell a compelling business story to leadership. Experience building and executing joint business plans with measurable new logo and expansion revenue impact across a large, complex partner portfolio. Excellent cross-functional influencer: demonstrated ability to align channel SEs, channel marketing, field marketing, sales, and executive leadership around partner priorities without direct authority. High self-awareness and strong communication habits — you proactively surface issues, share wins, and keep leadership informed without being asked. Willingness and ability to travel 40–60% for executive-level, high-impact engagements. Prior experience in cybersecurity, data management, cloud infrastructure, or an adjacent high-growth SaaS sector preferred. Existing executive relationships at one or more of Rubrik's top national partners (e.g., CDW, SHI, Presidio, Trace3, Ahead, etc.) a strong plus. #LI-MR2 Join Us in Securing and Accelerating the World's AI Transformation Rubrik (RBRK), the Security and AI Operations Company, leads at the intersection of data protection, cyber resilience, and enterprise AI acceleration. Rubrik Security Cloud delivers complete cyber resilience by securing, monitoring, and recovering data, identities, and workloads across clouds. Rubrik Agent Cloud accelerates trusted AI agent deployments at scale by monitoring and auditing agentic actions, enforcing real-time guardrails, fine-tuning for accuracy and undoing agentic mistakes. Linkedin | X (formerly Twitter) | Instagram | Rubrik.com Inclusion @ Rubrik At Rubrik, we are dedicated to fostering a culture where people from all backgrounds are valued, feel they belong, and believe they can succeed. Our commitment to inclusion is at the heart of our mission to secure the world’s data. Our goal is to hire and promote the best talent, regardless of background. We continually review our hiring practices to ensure fairness and strive to create an environment where every employee has equal access to opportunities for growth and excellence. We believe in empowering everyone to bring their authentic selves to work and achieve their fullest potential. Our inclusion strategy focuses on three core areas of our business and culture: Our Company: We are committed to building a merit-based organization that offers equal access to growth and success for all employees globally. Your potential is limitless here. Our Culture: We strive to create an inclusive atmosphere where individuals from all backgrounds feel a strong sense of belonging, can thrive, and do their best work. Your contributions help us innovate and break boundaries. Our Communities: We are dedicated to expanding our engagement with the communities we operate in, creating opportunities for underrepresented talent and driving greater innovation for our clients. Your impact extends beyond Rubrik, contributing to safer and stronger communities. Equal Opportunity Employer/Veterans/Disabled Rubrik is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. Rubrik 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, Rubrik 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. Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please contact us at hr@rubrik.com if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. 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Align business objectives; Partner with HR team members; Work with leaders; Work with employees; Mentor HR team members", "projectManagementSkills" : [ "Project management" ], "domainKnowledge" : "Employment laws; HR regulations; HR policies; ADA accommodation", "domainList" : [ "employment-laws", "hr-regulations", "hr-policies", "ada-accommodation" ], "domainSpecificKnowledge" : [ "Employment laws", "HR regulations", "HR policies", "ADA accommodation" ], "toolProficiency" : [ "MS Office", "Outlook", "Word", "Excel", "Teams", "HRMS" ], "communicationSkills" : "Guidance and counsel", "continuousLearning" : "Training and career development; Tuition reimbursement", "problemSolvingSkills" : "Problem solving", "specialRequirements" : "Reliable transportation, Occasional travel to branches, Occasional travel to other locations, Lift up to 10 pounds", "outcomesObjectives" : "Build partnerships with divisions; Align business objectives with employees; Align business objectives with leaders; Lead employee relations activities; Lead performance management activities; Support ADA accommodation process; Support departmental initiatives; Support departmental projects; Foster a positive work environment; Ensure regulatory compliance", "qualificationsBasic" : "5+ years progressive HR experience, Directly related experience in employee relations, Directly related experience coaching leaders, Directly related experience consulting leaders, Directly related experience in performance management, Directly related experience in trend analysis, Directly related experience in solutions, Knowledge of state and federal employment laws, Experience working with a HRMS, Proficient knowledge of MS Office programs", "qualificationsPreferred" : "Emphasis in Human Resources Management, Professional Human Resources Certification", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "STCU is consistently rated one of the top-performing credit unions in the nation, and has been named one of Fortune Magazine’s Great Places to Work. We look for employees who have a strong desire to serve others, are lifelong learners, are committed to working hard, have a fun-loving attitude, and who want to make a difference in our members’ lives. We love people who share our core values: Joyfulness, generosity, belonging, goodness, and striving. We believe in being a force for good in the community, while helping members achieve their financial goals and dreams. STCU offers excellent benefits: • Paid time off—plus 11 paid holidays! • Medical, dental, vision and life insurance • Training and career development • Success sharing plan • 401(k) matching contributions • Tuition reimbursement An overview of the benefits can be found [here](https://c.smartrecruiters.com/sr-company-attachments-prod-aws-dc5/5a6f61d7e4b0e735532aff10/56d8a693-f3c8-4f22-911a-0f5e421ee3f6?r=s3-eu-central-1) or here: Salary range: $7,630.83 to $10,683.17 per month This position works fully in-person at STCU headquarters located in Liberty Lake, Washington. To be considered, candidates must currently live within daily commuting distance to STCU headquarters in Liberty Lake, Washington The Senior Human Resources Business Partner is responsible for building partnerships with designated divisions and aligning business objectives with employees and leaders. This position leads all employee relations and performance management activities by providing guidance and counsel to managers and employees on policies, issues and concerns while also mentoring other HR team members. This position also supports the ADA accommodation process and departmental initiatives and projects. Core Job Requirements/Outcomes * Manage and resolve complex employee relations issues by consulting with leaders and employees, completing objective fact-finding, and proactively mentoring team members to build and foster a positive work environment. * Serve as a primary point of contact for leaders by providing performance management guidance including coaching, counseling, career development, disciplinary actions, policy interpretations, etc. as well as facilitating the process for departing employees. * Analyze and explore trends and metrics, in partnership with other HR team members by proactively identifying issues and recommending solutions, programs and policies; and participating in and/or leading departmental projects. Other Essential Functions * Develop and maintain a reputation as a neutral and approachable HR professional by serving employees and the organization objectively and professionally while creating partnerships and fostering a positive team environment. * Provide support and guidance to managers regarding HR laws, regulations, policies and practices by maintaining in-depth knowledge of employment laws and ensuring regulatory compliance. * Facilitate programs and educational seminars that support leadership skills development for managers. * Support compliant and effective workplace accommodations while building employee and manager understanding by providing guidance on the ADA accommodation process, reviewing requests, and making determinations when appropriate. * Support and/or lead departmental projects and initiatives by contributing as an effective project team member and completing all tasks and assignments in a timely manner. ## Qualifications Education: Bachelor’s degree in Business Administration or related field required. An emphasis in Human Resources Management is preferred. Certifications: A Professional Human Resources Certification (SHRM-CP, SHRM-SCP, PHR or SPHR) is strongly preferred. Job Experience: Minimum of five years progressive human resources experience required with directly related experience in resolving complex employee relations issues, coaching and consulting with leaders, performance management, and providing proactive trend analysis and solutions. Strong knowledge of state and federal employment laws and regulations is required. Software Skills : Experience working with a HRMS is required. Proficient knowledge of MS Office programs including Outlook, Word, Excel and Teams. Physical Demands: Must be able to regularly talk, hear and operate a computer, keyboard and mouse and occasionally lift, pull/push and carry up to 10 pounds with accommodations. Work Conditions: Exposure to constant or intermittent sounds at a low or moderate level consistent with an office setting. Exposure to high-stress, fast-paced, deadline-oriented environment. Travel Demands: Reliable transportation is required due to occasional travel to branches and other locations within the area. ## Additional Information Please review our website for more information at stcu.org/careers.", "summaryDescription" : "Senior Human Resources Business Partner at STCU. Skills: Employee relations, Performance management, HR processes. Manage employee relations issues. Resolve employee relations issues", "postedDate" : "2026-06-15T14:32:14.000", "createdAt" : "2026-06-16T01:37:36.057", "lastUpdated" : "2026-06-16T13:08:09.977", "ingestTimestamp" : "2026-06-16T01:37:36.057", "mongoId" : "6a307458f292fd229c00653f", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 91560, "salaryAnnualMax" : 128196, "salaryBand" : "75k-100k", "hasSalary" : true, "allSkills" : [ "Employment law", "HR policies", "ADA accommodation process", "Mentoring", "Employee relations", "Performance management", "HR processes", "Trend analysis", "Organizational development", "Project management", "Employment laws", "HR regulations", "ADA accommodation", "SHRM-CP", "SHRM-SCP", "PHR", "SPHR", "MS Office", "Outlook", "Word", "Excel", "Teams", "HRMS" ], "skillCount" : 23, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Senior", "dataQualityScore" : 1.0, "_score" : 418.5014, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Financial Services", "llmIndustryConfidence" : 0.98 }, { "id" : "6a3068adf292fd229cfc50a0", "title" : "Strategic Analytics & Insights Business Partner (FMCG)", "company" : "NielsenIQ", "industry" : "Market Research", "salary" : { "min" : 1500000.0, "max" : 2500000.0, "currency" : "THB", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for Senior Strategic Analytics & Insights Business Partner in Bangkok, Thailand, adjusted for the Market Research industry and NielsenIQ's company size." }, "location" : "Bangkok, 10, TH", "locations" : [ "Bangkok", "10", "TH" ], "timestamp" : "2026-06-16T09:42:38.147", "fingerprint" : "24a02c605870d11044e1c2f1d0e4310fc78177ee2fe504c5d0b12f392e66d194", "source" : "smartrecruiters", "language" : "en", "applyUrl" : "https://jobs.smartrecruiters.com/NielsenIQ/744000132108129-strategic-analytics-insights-business-partner-fmcg-", "externalId" : "744000132108129", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Bangkok", "country" : "Thailand", "continent" : "as", "source" : "llm", "workMode" : "onsite", "geo" : "13.7524938,100.4935089" } ], "locationText" : "Bangkok, Thailand", "employmentType" : "FULL_TIME", "experienceMinYears" : 5, "experienceMaxYears" : 10, "experienceLevel" : "mid", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "The SA&I Commercial team at NIQ/GfK is dedicated to driving revenue growth, expanding market presence, and uncovering new business opportunities. As the growth engine of NIQ/GfK, the Sales function plays a critical role in the company’s overall success. In this role, you will be responsible for leading sales and renewals within your assigned portfolio—building a healthy and sustainable pipeline, identifying and developing new revenue streams, and strengthening relationships with existing clients. While the primary focus will be on FMCG, the scope of the role might extend to a few new sectors to expand. In your role, you would: • Drive sales and renewals for existing accounts for own Consumer Behavior Insights + Brand (CBI+B) scope securing pipeline, new revenue opportunities and accurate forecasting while maintaining customer relationships • Develop a complete and interconnected understanding of customer's industry/business/markets/clusters • Partner with Customer Success and other relevant teams (eg. Retail Measurement, Retailer + Tech & Durables Account Leaders) to develop and execute Account Plans and JBPs • Working with Customer Success teams to ensure client satisfaction • Collect, analyze, act-on and escalade as appropriate Voice of Customer feedback • Expand customer network to identify new budget holders • Escalate product needs and trends related to Consumer Behaviour Insights and Brand (CBI+B) products and solutions ## Qualifications About you: You are a high-performing deal maker with a growth mindset of revenue targets. You know how to build and promote strong long-lasting client relationships. A proven leader, you motivate your teams to work with passion on sales opportunities. You’re energized by accelerating sales, uncovering opportunities, and exceeding targets while bringing the best out of your team. A deep understanding of the market landscape, our CBI+B products, and our processes is at the forefront of your mind. You know that collaboration amongst teams and active listening of clients is critical to meet goals and grow. You strengthen our relationship with customers and unlock opportunities for growth. Selling, understanding our customers and their contexts, effective negotiation and growth mindset drive your work. Qualifications: • Min 7-10+ years of experience • Solid sales skills and developed sales expertise in target scope • Solid understanding of data analytics industry, business model, products, services, and solutions like Brand Health, Segmentation, Usage & Attitude studies, Shopper and Shopping Behavior, Customer Experience and Advertising Effectiveness. • Experience working with FMCG clients • Solid understanding of market trends and its interdependencies impacting customers ## Additional Information Our Benefits * Flexible working environment * Volunteer time off * LinkedIn Learning * Employee-Assistance-Program (EAP) NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-related criteria. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles: https://www.nielseniq.com/global/en/ai-safety-policies. About NIQ NIQ is the world’s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new pathways to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insights—delivered with advanced analytics through state-of-the-art platforms—NIQ delivers the Full View™. NIQ is an Advent International portfolio company with operations in 100+ markets, covering more than 90% of the world’s population. For more information, visit NIQ.com Want to keep up with our latest updates? Follow us on: [LinkedIn](https://www.linkedin.com/company/nielseniq/mycompany/) | [Instagram](https://www.instagram.com/nielseniq/) | [Twitter](https://twitter.com/nielseniq) | [Facebook](https://www.facebook.com/NielsenIQ.global/) Our commitment to Diversity, Equity, and Inclusion At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence. All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion, please visit the [https://nielseniq.com/global/en/news-center/diversity-inclusion](https://nam02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fnielseniq.com%2Fglobal%2Fen%2Fnews-center%2Fdiversity-inclusion&data=05%7C02%7CJenny.Rebecca%40nielseniq.com%7C6e534cbe3eb041842d5f08dc6dca121e%7C6ac7a1f45fb14153bb4f12d2020a1f7d%7C0%7C0%7C638505961881417602%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=B%2Fp40oNUpJOw1CNoc87EFXk%2BvxeO1jxYOSRCEKM%2Fz5Q%3D&reserved=0)", "summaryDescription" : "Strategic Analytics & Insights Business Partner (FMCG) at NielsenIQ", "postedDate" : "2026-06-15T03:36:41.000", "createdAt" : "2026-06-16T00:05:12.704", "lastUpdated" : "2026-06-16T09:42:38.147", "ingestTimestamp" : "2026-06-16T00:05:12.704", "mongoId" : "6a3068adf292fd229cfc50a0", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "200k+", "hasSalary" : false, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Senior", "dataQualityScore" : 0.8888889, "_score" : 417.93036, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Market Research", "llmIndustryConfidence" : 0.95 }, { "id" : "6a305dbff292fd229cf69ee7", "title" : "Strategic Analytics & Insights Business Partner (FMCG)", "company" : "NielsenIQ", "industry" : "Market Research", "salary" : { "min" : 1500000.0, "max" : 2500000.0, "currency" : "THB", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for Senior Strategic Analytics & Insights Business Partner in Bangkok, Thailand, adjusted for the Market Research industry and NielsenIQ's company size." }, "location" : "Bangkok, 10, TH", "locations" : [ "Bangkok", "10", "TH" ], "timestamp" : "2026-06-16T09:06:39.492", "fingerprint" : "15b797716c6ad9905305fea5b42b35c1740eb99ed1035f3f2805ad75cc128ca5", "source" : "smartrecruiters", "language" : "en", "applyUrl" : "https://jobs.smartrecruiters.com/NielsenIQ/744000132108129-strategic-analytics-insights-business-partner-fmcg-", "externalId" : "744000132108129", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Bangkok", "country" : "Thailand", "continent" : "as", "source" : "llm", "workMode" : "onsite", "geo" : "13.7524938,100.4935089" } ], "locationText" : "Bangkok, Thailand", "employmentType" : "FULL_TIME", "experienceMinYears" : 5, "experienceMaxYears" : 10, "experienceLevel" : "mid", "remoteFriendly" : false, "rawDescription" : "The SA&I Commercial team at NIQ/GfK is dedicated to driving revenue growth, expanding market presence, and uncovering new business opportunities. As the growth engine of NIQ/GfK, the Sales function plays a critical role in the company’s overall success. In this role, you will be responsible for leading sales and renewals within your assigned portfolio—building a healthy and sustainable pipeline, identifying and developing new revenue streams, and strengthening relationships with existing clients. While the primary focus will be on FMCG, the scope of the role might extend to a few new sectors to expand. In your role, you would: • Drive sales and renewals for existing accounts for own Consumer Behavior Insights + Brand (CBI+B) scope securing pipeline, new revenue opportunities and accurate forecasting while maintaining customer relationships • Develop a complete and interconnected understanding of customer's industry/business/markets/clusters • Partner with Customer Success and other relevant teams (eg. Retail Measurement, Retailer + Tech & Durables Account Leaders) to develop and execute Account Plans and JBPs • Working with Customer Success teams to ensure client satisfaction • Collect, analyze, act-on and escalade as appropriate Voice of Customer feedback • Expand customer network to identify new budget holders • Escalate product needs and trends related to Consumer Behaviour Insights and Brand (CBI+B) products and solutions ## Qualifications About you: You are a high-performing deal maker with a growth mindset of revenue targets. You know how to build and promote strong long-lasting client relationships. A proven leader, you motivate your teams to work with passion on sales opportunities. You’re energized by accelerating sales, uncovering opportunities, and exceeding targets while bringing the best out of your team. A deep understanding of the market landscape, our CBI+B products, and our processes is at the forefront of your mind. You know that collaboration amongst teams and active listening of clients is critical to meet goals and grow. You strengthen our relationship with customers and unlock opportunities for growth. Selling, understanding our customers and their contexts, effective negotiation and growth mindset drive your work. Qualifications: • Min 7-10+ years of experience • Solid sales skills and developed sales expertise in target scope • Solid understanding of data analytics industry, business model, products, services, and solutions like Brand Health, Segmentation, Usage & Attitude studies, Shopper and Shopping Behavior, Customer Experience and Advertising Effectiveness. • Experience working with FMCG clients • Solid understanding of market trends and its interdependencies impacting customers ## Additional Information Our Benefits * Flexible working environment * Volunteer time off * LinkedIn Learning * Employee-Assistance-Program (EAP) NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-related criteria. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles: https://www.nielseniq.com/global/en/ai-safety-policies. About NIQ NIQ is the world’s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new pathways to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insights—delivered with advanced analytics through state-of-the-art platforms—NIQ delivers the Full View™. NIQ is an Advent International portfolio company with operations in 100+ markets, covering more than 90% of the world’s population. For more information, visit NIQ.com Want to keep up with our latest updates? Follow us on: [LinkedIn](https://www.linkedin.com/company/nielseniq/mycompany/) | [Instagram](https://www.instagram.com/nielseniq/) | [Twitter](https://twitter.com/nielseniq) | [Facebook](https://www.facebook.com/NielsenIQ.global/) Our commitment to Diversity, Equity, and Inclusion At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence. All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. 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The ideal candidate is a leader with demonstrated ability to implement workforce management methodologies, process mapping, and optimization techniques and make data driven decisions for project deliverables. They will also possess an analytic and optimization background to enable tactical workforce planning. Cross-team collaboration and project management skills are essential. A passion for developing a standard Global WFM model is required, as is engaging your team to do the same. You will play an active part in this effort. In this role, you will support the delivery of service levels and productivity targets for all skills/sites you support. You will understand our business drivers and levers, and will monitor and report volume actuals against forecast, to meet short-term outlook. Key job responsibilities On-going generation, creation, and maintenance of accurate data/reporting Run “what-if” scenarios for staffing Analyze data to outline any reasons for under/over performance, and recommend actions to improve performance. Support the production, communication, & implementation of service level action plans Monitor staffing levels against scheduled plan to efficiently handle incoming work units at the prescribed service levels Work with operational and support teams to effectively plan non-productive time (NPT) Ensure accurate recording and reporting of metrics Develop relationships with leadership and workflow/capacity partners, to include sharing standard methodologies Work closely with leadership to identify “hot spots” and take appropriate actions to minimize any impacts Communicate and interact effectively with operations and support functions to provide internal customers with information/data needs in a timely manner Evaluate and implement opportunities for improving workflow processes and automation of processes Monitor adherence to productivity and SLA Basic Qualifications: - 2+ years of tax, finance or a related analytical field experience - 2+ years of Excel or Tableau (data manipulation, macros, charts and pivot tables) experience - Experience defining requirements and using data and metrics to draw business insights - Experience with SQL or ETL - Bachelor's degree or equivalent Preferred Qualifications: - Experience working with Tableau - Experience using very large datasets Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner. The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits . USA, TX, Virtual Location - Texas - 55,800.00 - 97,600.00 USD annually", "summaryDescription" : "WFM - Workforce Analyst, IT Services Global Workforce Planning at Amazon.com Services LLC. Skills: Workforce management, Capacity planning, Data analysis. Generate data. 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employer brand, Develop recruitment messaging, Deploy recruitment materials, Support job posting content, Align job description, Build talent pipelines, Manage pipelines, Maintain candidate tracking, Maintain pipeline status, Maintain communication cadence, Evaluate sourcing effectiveness, Adjust strategies, Ensure recruiting practices, Apply recruiting practices, Protect information, Track recruiting performance, Report recruiting performance, Improve recruiting performance, Measure recruiting metrics, Provide data-driven insights, Identify process improvements, Streamline hiring workflows, Reduce delays, Develop offers, Negotiate offers, Close search, Achieve acceptance", "teamCollaboration" : "Partner with hiring leaders; Work with Talent Acquisition; Work with HR; Work with Corporate Services; Partner with Marketing; Partner with Communications", "domainKnowledge" : "A/E/C talent pool", "domainList" : [ "a-e-c-talent-pool" ], "domainSpecificKnowledge" : [ "A/E/C talent pool" ], "communicationSkills" : "Compelling storytelling; Presenting updates", "documentationSkills" : "Job posting content; Job description tone", "problemSolvingSkills" : "Problem-solver", "specialRequirements" : "Willingness to travel", "outcomesObjectives" : "Consistently delivers candidates; Support business growth; Improve offer acceptance", "qualificationsBasic" : "Progressive recruiting experience, Filling senior level roles, Filling difficult roles, Filling key hire roles, Experience with ATS, Experience with recruiting tools, Tracking recruiting KPIs, Presenting updates to leadership", "qualificationsPreferred" : "A/E/C industry experience, Greenhouse experience a plus", "remoteFriendly" : false, "workSiteFlexibility" : "Flexible", "rawDescription" : "McAdams is a full-service land planning, landscape architecture, civil engineering, transportation, and geomatics firm located in North Carolina, South Carolina, Texas, and Florida. We seek to partner with our clients to create meaningful experiences through inspired design. Our employees are what make McAdams different. We bring experiences to the forefront of everything we do, and to do that takes special people. Position Overview The Strategic Talent Acquisition Partner leads proactive, high-touch recruitment for McAdams’ key hires, with an emphasis on building talent pipelines that support growth. This role is successful when it consistently delivers qualified, well-aligned candidates for priority leadership and senior technical positions while elevating candidate experience and supporting McAdams’ employer brand. The Strategic Talent Acquisition Partner operates as a consultative partner to hiring leaders—clarifying needs, strengthening selection decisions, and improving offer acceptance through compelling storytelling and strong closing strategy. The role works closely with Talent Acquisition, HR, and Corporate Services partners to optimize sourcing channels, ensure process consistency, and track results using key recruiting metrics. Key Responsibilities Strategic Search + Key Hire Delivery Lead strategic, proactive recruiting for “key hire” roles and other hard-to-fill positions aligned to business growth needs. Sourcing + Pipeline Development Build and execute targeted search strategies that prioritize passive candidate outreach, relationship recruiting, and market mapping for priority geographies and disciplines. Present high-quality candidate options and maintain strong pipeline for priority roles through consistent outreach and follow-up. Engage, guide, and evaluate external recruiting partners to extend sourcing reach for specialized roles while maintaining candidate experience standards. Hiring Manager Partnership + Selection Support Partner with hiring managers and HR to define role needs, selection criteria, and a clear recruiting plan. Conduct structured intake conversations to align on “must-have” qualifications, success outcomes, and sourcing channels. Coach stakeholders on candidate evaluation, interview process consistency, and decision-making practices that reduce friction and improve candidate experience. Partner with hiring managers to successfully navigate complex candidate decision-making processes. Branding + Talent Marketing Partnership Strengthen McAdams’ employer brand in partnership with Marketing and Communications partners. Collaborate with Communications and Marketing to develop and deploy recruitment messaging and materials that resonate with A/E/C talent pool. Support optimized job posting content for platforms such as LinkedIn and help align job description tone and structure for consistency and appeal. Process, Systems (ATS) + Candidate Experience Build and manage talent pipelines using the Applicant Tracking System (ATS) and consistent sourcing workflows. Maintain accurate candidate tracking, pipeline status, and communication cadence using our ATS and other systems. Evaluate sourcing channel effectiveness (e.g., direct sourcing, referrals, outreach, recruiters/agencies) and adjust strategies based on results. Ensure recruiting practices align with fairness, confidentiality, and applicable employment standards. Apply consistent, documented recruiting practices that support Equal Employment Opportunity (EEO) alignment and reduce risk in selection decisions. Protect sensitive candidate and business information through professional discretion and confidentiality. Metrics, Reporting + Continuous Improvement Track, report, and improve recruiting performance using data and continuous improvement practices. Measure key recruiting metrics and provide data-driven insights to leadership. Identify process improvements that streamline hiring workflows, reduce delays, and strengthen candidate experience. Offers Partner with hiring managers and HR to develop offers, negotiate and close a key hire search with an acceptance. Skills + Experience Experience Progressive recruiting and talent acquisition experience including experience filling senior level, difficult to fill, and/or key hire roles A/E/C industry experience strongly preferred Skills Advanced sourcing capability across direct outreach, professional networks, industry associations, and targeted pipelines Previous experience with ATS and recruiting tools for pipeline management and reporting. Experience with Greenhouse a plus Previous experience tracking recruiting key performance indicators and presenting updates to leadership Behaviors/Characteristics Consultative, service-oriented approach with the ability to influence hiring leaders and build trust quickly Highly organized and able to manage multiple priorities in a fast-paced environment while maintaining strong candidate communication Discreet, ethical, and confident handling sensitive information with strong attention to confidentiality and professionalism Strategic, creative problem-solver who adapts sourcing and closing approaches to changing conditions Willingness and ability to travel as business needs require (especially for recruiting efforts, market development and partnership needs) Work Environment + Physical Demands The characteristics described below are representative of those encountered while performing the essential functions of this position. When properly requested and when feasible (without undue hardship to the company), reasonable accommodation will be made to enable individuals with disabilities to perform essential job functions. Work will primarily be in an office setting with limited opportunities to be exposed to adverse environmental conditions. Work will be primarily working with fingers by picking, pinching, typing, and grasping often with repetitive motion. Must have visual acuity for viewing a computer screen, the ability to talk, hear and sit for extended periods of time. Must be able to carry, lift and push/pull up to 5 pounds frequently and up to 30 pounds occasionally. Additional physical duties may be required as necessary. McAdams is an equal opportunity employer. All qualified candidates will receive consideration for employment without regard for race, color, religion, gender (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran's status, or any other legally protected status. If you need assistance with our online application system process, please contact the Human Resources Team at 919.361.5000 or hrteam@mcadamsco.com. Please read these notices for important information regarding applying for work with McAdams. Know Your Rights: Workplace Discrimination is Illegal E-Verify (English/Spanish) Right to Work (English/Spanish)", "summaryDescription" : "Strategic Talent Acquisition Partner at McAdams. Skills: Talent acquisition, Recruitment strategy, Pipeline development, Candidate experience. Lead strategic recruiting. Build talent pipelines", "postedDate" : "2026-06-13T21:52:13.175", "createdAt" : "2026-06-13T21:52:13.175", "lastUpdated" : "2026-06-15T03:25:28.376", "ingestTimestamp" : "2026-06-13T21:52:13.175", "mongoId" : "6a2ca50374d8ee00a09b4375", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 115000, "salaryAnnualMax" : 165000, "salaryBand" : "100k-150k", "hasSalary" : true, "allSkills" : [ "Direct outreach", "Professional networks", "Industry associations", "Pipeline management", "Reporting", "Consultative", "Service-oriented", "Influence", "Build trust", "Organized", "Manage priorities", "Discreet", "Ethical", "Confident", "Strategic", "Creative", "Problem-solver", "Talent acquisition", "Recruitment strategy", "Pipeline development", "Candidate experience", "Recruitment marketing", "Market mapping", "Candidate evaluation", "Decision-making practices", "Sourcing channels", "Recruiting metrics", "Offer negotiation", "A/E/C talent pool" ], "skillCount" : 29, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Senior", "dataQualityScore" : 1.0, "_score" : 413.6143, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Engineering", "llmIndustryConfidence" : 0.98 }, { "id" : "6a2ca69274d8ee00a09bc477", "title" : "Director, Planning and Performance, Global Partner Organization", "company" : "Everpure", "salary" : { "min" : 225000.0, "max" : 315000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Director of Planning and Performance in the Technology industry in Santa Clara, United States, adjusted for seniority and company size." }, "location" : "Santa Clara, California, United States", "locations" : [ "Santa Clara", "California", "United States" ], "timestamp" : "2026-06-16T04:19:36.431", "fingerprint" : "53c5cd006f4cdba3b139e862c53b46374fa4120fb0b940d0d75de211d394d494", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/purestorage/jobs/7997917", "externalId" : "7997917", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Santa Clara", "state" : "California", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "37.2333253,-121.6846349" } ], "locationText" : "Santa Clara, California, United States", "employmentType" : "FULL_TIME", "experienceLevel" : "Director", "coreResponsibilities" : "Manage operational performance, Drive continuous improvement initiatives, Oversee resource planning, Coordinate cross-functional teams, Manage vendor relationships, Develop operational metrics, Report on key performance indicators", "teamCollaboration" : "Cross-functional teams; Stakeholder management", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "We’re in an unbelievably exciting area of tech and are fundamentally reshaping the data storage industry. Here, you lead with innovative thinking, grow along with us, and join the smartest team in the industry. This type of work—work that changes the world—is what the tech industry was founded on. So, if you're ready to seize the endless opportunities and leave your mark, come join us. THE ROLE We’re Everpure—the company reinventing storage and data management as a living system so organizations can unleash the power of their data in the AI era. To fuel this next chapter, we’re looking for a Director, Planning and Performance for the Global Partner Organization who is equal parts strategist, operator, and change-maker. This is not a maintenance role. This leader will serve as the operating partner to the VP of the Global Partner Organization, helping drive alignment, execution, rigor, and follow-through across a complex, fast-moving team. This role is for someone who can bring order, judgment, and momentum to ambiguous problems, and who knows how to orchestrate work across multiple leaders without needing formal authority over every outcome. In many cases, this person will not be the sole doer—they will be the coordinator, connector, and closer who ensures the right work happens, by the right people, at the right time. The impact of this role will be significant. This person will help drive closer alignment and unity across the team, increase operating productivity, represent the Global Partner Organization in the right forums, and reduce the number of balls dropped by bringing stronger planning discipline, follow-through, and preparation into the business cadence. We are primarily an in-office environment and therefore, you will be expected to work from the Santa Clara office in compliance with Everpure's policies, unless you are on PTO, or work travel, or other approved leave. WHAT YOU'LL DO Drive business rhythm and execution Act as the orchestrator and closer for high-priority initiatives that require coordination across multiple leaders in the Global Partner Organization. Bring structure, follow-up, and disciplined execution to the VP’s priorities so initiatives move from discussion to decision to completion. Build and run the operating cadence for the business, including QSR planning, leadership reviews, key checkpoints, and follow-through on actions. Ensure the VP and leadership team are prepared for critical moments, including webinars, videos, media interviews, steering committees, executive reviews, and other high-visibility engagements. Get ahead of deadlines and dependencies so materials are developed with quality and intention—not finished minutes before presentation. Increase alignment across leaders and teams Partner closely with leaders across the Global Partner Organization to create clarity on priorities, owners, dependencies, and timelines. Drive alignment and execution of business plans across cross-functional stakeholders and partner teams. Serve as connective tissue across the organization, ensuring decisions are socialized, actions are tracked, and teams stay in sync. Help create greater unity across the GPO leadership team by reinforcing shared priorities, common operating principles, and accountability. Represent the Global Partner Organization Represent the VP and the Global Partner Organization in meetings where leadership presence is needed but the session does not require the VP directly or is not the best fit for another leader. Act as a credible proxy and business representative in cross-functional forums, ensuring the team is informed, well-represented, and connected to broader decisions and changes. Maintain close engagement with peers in similar business operations, strategy, and chief-of-staff-like roles across other functions to keep the organization in the loop and effectively represented. Lead planning, metrics, and operational rigor Define and manage operational metrics, dashboards, and reporting to measure business performance and identify areas for improvement. Partner with leaders to define KPIs, team goals, and success measures, including ownership and tracking in Workday where appropriate. Help the organization use data-driven insights and recommendations to inform decisions, spot risks early, and improve execution quality. Support QSR planning and scorecard discipline so the business has a consistent and credible view of progress, gaps, and actions. Build mechanisms that improve preparedness, follow-through, and accountability across the leadership team. Shape communications and content Partner with the Enablement team and other key stakeholders to develop content for all hands and other internal leadership communications. Nurture the sense of community across the One Partner Team, through communication, activities, and facilitating leadership outreach. Help translate strategy, priorities, and progress into clear, actionable narratives for leaders and teams. Ensure communications and materials are aligned, well-timed, and fit for audience and purpose. WHAT YOU BRING 12+ years of experience in business operations, strategy, chief of staff, program management, or a related operating role. Experience supporting senior executives and leading cross-functional initiatives in a global, matrixed environment. Track record of improving operating cadence, execution discipline, and team alignment. Experience with KPI definition, dash-boarding, goal-setting, and business review preparation. Experience partnering with sales, partner, go-to-market, enablement, finance, or operations teams is strongly preferred. Salary ranges are determined based on role, level and location. For positions open to candidates in multiple geographical locations, the base salary range is reflective of the labor market across the applicable locations. This role may be eligible for incentive pay and/or equity. There is no application deadline and we accept applications on an ongoing basis until the job is filled. The annual base salary range is: $211,000—$301,000 USD WHAT YOU CAN EXPECT FROM US: Innovation: We celebrate those who think critically, like a challenge, and aspire to be trailblazers. Growth: We give you the space and support to grow along with us and to contribute to something meaningful. We have been named Fortune's Best Workplaces in Technology™, Fortune's Best Workplaces in the Bay Area™, and certified as a Great Place to Work®! Team: We build each other up and set aside ego for the greater good. And because we understand the value of bringing your full and best self to work, we offer a variety of perks to manage a healthy balance, including flexible time off, wellness resources, and company-sponsored team events. Check out purebenefits.com for more information. ACCOMMODATIONS AND ACCESSIBILITY: Candidates with disabilities may request accommodations for all aspects of our hiring process. For more on this, contact us at TA-Ops@purestorage.com if you’re invited to an interview. OUR COMMITMENT TO A STRONG AND INCLUSIVE TEAM: We’re forging a future where everyone finds their rightful place and where every voice matters. Where uniqueness isn’t just accepted but embraced. That’s why we are committed to fostering the growth and development of every person, cultivating a sense of community through our Employee Resource Groups and advocating for inclusive leadership. Everpure is proud to be an equal opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or any other characteristic legally protected by the laws of the jurisdiction in which you are being considered for hire. Join us and bring your best. Bring your bold. Pure and simple.", "summaryDescription" : "Director, Planning and Performance, Global Partner Organization at Everpure. Manage operational performance. Drive continuous improvement initiatives", "postedDate" : "2026-06-14T21:02:00.637", "createdAt" : "2026-06-14T21:02:00.637", "lastUpdated" : "2026-06-16T04:19:36.431", "ingestTimestamp" : "2026-06-14T21:02:00.637", "mongoId" : "6a2ca69274d8ee00a09bc477", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 225000, "salaryAnnualMax" : 315000, "salaryBand" : "200k+", "hasSalary" : true, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "Director", "dataQualityScore" : 0.8888889, "_score" : 411.04733, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.95 }, { "id" : "6a304f92f292fd229cee8bf8", "title" : "HR Business Partner (Medical)", "company" : "Marie Curie", "industry" : "Non-Profit Organization Management", "salary" : { "min" : 65000.0, "max" : 95000.0, "currency" : "GBP", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Senior HR Business Partner in the UK Healthcare industry, adjusted for remote work and company size." }, "location" : "London, United Kingdom", "locations" : [ "London", "United Kingdom" ], "timestamp" : "2026-06-16T04:49:23.797", "fingerprint" : "0d9883fc14a38443459d341c1e32d7b968473475ef5ce1e2b4f5e2d9fc73933d", "source" : "smartrecruiters", "language" : "en", "applyUrl" : "https://jobs.smartrecruiters.com/MarieCurie1/3743990013615686-hr-business-partner-medical-", "externalId" : "3743990013615686", "industryFunction" : { }, "structuredLocations" : [ { "country" : "United Kingdom", "continent" : "eu", "workMode" : "remote" } ], "locationText" : "United Kingdom", "employmentType" : "FULL_TIME", "experienceMinYears" : 5, "experienceMaxYears" : 10, "experienceLevel" : "mid", "professionalSkills" : [ "Workforce planning", "Organizational change", "Stakeholder management", "Risk mitigation" ], "hardSkillsList" : [ "Medical workforce transformation", "Service redesign" ], "softSkillsList" : [ "Leadership" ], "hardSkills" : [ { "name" : "Medical workforce transformation", "level" : "intermediate" }, { "name" : "Service redesign", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" } ], "majorSkills" : "HR Business Partnering, Medical workforce, Transformation", "majorSkillsList" : [ "HR Business Partnering", "Medical workforce", "Transformation" ], "coreResponsibilities" : "Lead workforce elements of medical review, Lead development of medical workforce transformation plans, Lead development of organizational change plans, Influence senior leaders, Advise senior leaders, Challenge senior leaders, Ensure workforce risks are understood, Ensure workforce risks are mitigated, Ensure workforce risks are managed, Support medical workforce review implementation, Ensure transitions are managed safely, Ensure transitions are managed legally, Ensure transitions are managed compassionately", "teamCollaboration" : "Senior managers; Clinical leaders; Working groups; Programme boards; Governance forums; Various stakeholder groups", "projectManagementSkills" : [ "Transformation programmes", "Service redesign programmes" ], "domainKnowledge" : "Medical workforce; Dental terms; Doctor's terms and conditions", "domainList" : [ "medical-workforce", "dental-terms", "doctor-s-terms-and-conditions" ], "domainSpecificKnowledge" : [ "Medical workforce", "Dental terms", "Doctor's terms and conditions" ], "communicationSkills" : "Advise stakeholders; Challenge stakeholders; Influence stakeholders", "problemSolvingSkills" : "Analyse information; Cut through complexity; Bring recommendations", "specialRequirements" : "Occasional travel within UK, Work unsociable hours", "outcomesObjectives" : "Achieve organisational goals", "qualificationsBasic" : "Significant HRBP experience with medical workforce, Thorough understanding of medical and dental terms, Experience with senior managers and directors, Managing complex doctor's terms cases, Experience leading workforce aspects of transformation, Experience leading service redesign programmes, Building working relationships across stakeholder groups, Excellent communication skills, Ability to advise, challenge, and influence stakeholders, Ability to systematically analyse information, Ability to cut through complexity, Ability to bring clear recommendations", "qualificationsPreferred" : "Experience with the BMA", "remoteFriendly" : true, "workSiteFlexibility" : "Hybrid", "rawDescription" : "Marie Curie is the UK’s leading end-of-life charity. We are the largest non-NHS provider of end-of-life care in the UK, the only provider across all 4 nations, delivering community nursing and hospice care across the country, while providing information and support on all aspects of dying, death, and bereavement. Our leading research pushes the boundaries of what we know about good end-of-life, and our campaigns fight for a world where everyone gets to have the best possible quality of life while living with an illness, they’re likely to die from. We are looking for a dedicated HR Business Partner to join our HR Business Partnering team on a 12month FTC basis. This is a great opportunity for an HRBP with significant experience of working with medical workforce to take a lead role in supporting our medical service review so we can best achieve our organisational goals. You will parter with senior managers and clinical leaders to provide proactive, professional guidance to with a key focus on transformation change. Your Impact: * Lead workforce elements of the medical review programme, as a senior representative of the People directorate, at working groups, programme boards, and governance forums. * Lead the development of end-to-end medical workforce transformation and organisational change plans, including milestones, dependencies, deliverables and assurance arrangements. * Influence, advise and constructively challenge senior leaders, and clinicians to ensure that workforce risks are understood, mitigated and actively managed. * Support the medical workforce review through implementation, ensuring transitions are managed safely, legally and compassionately. Key Criteria: * Significant experience in an HR Business Partnering role working with medical workforce and a thorough understanding of medical and dental terms and conditions of service. * Experience of working with senior managers and directors and managing complex cases pertaining to doctor’s terms and conditions. * Proven experience of leading workforce aspects of transformation or service redesign programmes. * Evidence of building working relationships across various stakeholder groups e.g. the BMA. * Excellent communication skills and the ability to advise, challenge and influence stakeholders at all levels. * Ability to systematically analyse information and cut through complexity to bring clear and relevant recommendations. * Ability to occasionally travel within the UK and work unsociable hours. Please see the full job description [here](https://mariecurie.pagetiger.com/cxkezlj/1). ## Additional Information Application & Interview Process * As part of your online application, you will be asked for a CV and supplementary details. Please review both the advert and job description and outline your most relevant skills, experience and knowledge for the role. * NHS employees interested in a secondment are encouraged to apply. Any secondment arrangements will be subject to agreement from your current employer. * Close date for applications: Monday 29 June. We encourage early applications as we may close the job advert sooner after receiving a sufficient number of applications. Salary: c. £45,000-50,000 depending on experience Contract: 12m FTC Based: UK Remote. Occasional travel may be required. At Marie Curie, our values are central to everything we do. They guide how we care for people, how we work together, and how we make decisions every day. We are committed to creating a workplace that is safe for everyone — staff and volunteers alike — supportive, inclusive and rewarding. We take stringent steps to ensure that anyone who joins our organisation are suitable for their roles and are committed to safeguarding all our people from harm. We actively consider our impact on the planet, embedding sustainability into everyday decisions to create a lasting, positive difference for the individuals we care for and the world we share. We believe everyone should have the opportunity to thrive and fulfil their potential. Marie Curie is deeply committed to diversity, equity and inclusion, recognising both the social justice imperative and the strength a diverse workforce brings. We actively encourage applications from people of all cultures, perspectives and lived experiences. We are happy to make reasonable adjustments throughout the recruitment process. If you require any support, please contact us at [recruitment@mariecurie.org.uk](mailto:recruitment@mariecurie.org.uk). Every application we receive is personally reviewed by a member of our Talent Acquisition team, and in return, we ask that your application authentically reflects you — your experience, perspective and voice.", "summaryDescription" : "HR Business Partner (Medical) at Marie Curie. Skills: HR Business Partnering, Medical workforce, Transformation. Lead workforce elements of medical review. 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We help entrepreneurs rid themselves of time-consuming tasks related to accounting and finance while providing them with access to key financial information to assist in making the best decisions for their business. About us Pennylane is one of the fastest growing Fintechs in France (and soon to be in Europe!)In 5 years of existence, we’ve managed to : \uD83D\uDCBB Make ourselves known as a groundbreaking accounting and financial software for small businesses and their accountants \uD83D\uDCB0 Raise a total of €400 millions, including from Sequoia, the famous fund from the Silicon Valley who invested early in companies like Google, Facebook, Airbnb, Stripe, Paypal and much more... \uD83D\uDC68‍\uD83D\uDC69‍\uD83D\uDC67‍\uD83D\uDC66 Grow from 7 cofounders to 1000 happy Pennylaners : we’re now recognized as one of the greatest places to work in France (and also remotely), with a 4.6/5 rating on Glassdoor https://www.glassdoor.fr/Avis/Pennylane-France-Avis-E4171708.htm. \uD83C\uDF0D Build an international environment with more than 25 nationalities, with a strong remote-friendly culture, where 30% of the employees are already working from all parts of Europe \uD83E\uDD1D Earn the trust of thousands of customers and accounting firms and obtain outstanding ratings https://www.google.com/search?q=pennylane&ei=O9pOYvm0Co-blwSmhKmIAw&ved=0ahUKEwi5vsWL-4H3AhWPzYUKHSZCCjEQ4dUDCA4&uact=5&oq=pennylane&gs_lcp=Cgdnd3Mtd2l6EAMyDQgAEIAEELEDEIMBEAoyCwguEIAEEMcBEK8BMgcIABCABBAKMgcIABCABBAKMgUIABCABDIFCAAQgAQyBQgAEIAEMgcIABCABBAKMgcIABCABBAKMgcIABCABBAKOgcIABBHELADOgkIABCwAxAKEEM6CgguEMcBEK8BEAo6BggAEBYQHjoICAAQFhAKEB46DQguEIAEEMcBEK8BEApKBAhBGABKBAhGGABQ7QFY6wVgugdoAXABeACAAUiIAbMCkgEBNZgBAKABAcgBCcABAQ&sclient=gws-wiz \uD83D\uDE80 Already more than 900,000 small and medium-sized enterprises (SMEs) and over 7000 accounting firms use Pennylane in France! \uD83D\uDE80Job description To support our scale, we are looking for an experienced HR Business Partner to join the People team. Reporting into our Lead HRBP, you will contribute at both hands-on and strategic levels, as a trusted partner to our teams and as a program manager to cultivate and develop a best-in-class employee experience.You act as a partner to our People team. You have strong decision-making skills with a thorough understanding of talent management and also organizational design within technology companies, to support our teams’ rapid growth. The HRBP will be responsible for supporting and executing all the projects and functions that will be designed by the HR Development Manager. Your role will comprise of HR Business Partnering - You set up rituals with managers and team members to build relationships of trust and become the preferred contact for the teams. - With a deep understanding of the population you support, you are the privileged HR point of contact to accompany teams at all steps of the employee life cycle (on-boarding, 3-month and 6-month feedback, performance assessment, compensation review, internal transfer, off-boarding…). - You advise our people managers on organization design, individual performance review, promotions, compensation. - You also advise our employees on learning & development opportunities, career pathing and evolution. - You are the internal communication relay of your perimeter, you ensure a good respect of the rules in force in the company, and you contribute to the animation of new HR processes and of the company's culture in order to maximize retention. Talent development - You participate and establish projects related to the People team roadmap - You will build and run rigorous data analysis and reporting solutions based on business needs, to inform on program or process impact measurements The profile we are looking for : - You have a strong experience in a similar position ; having worked in a fast-growing environment is a strong plus - You have a well-rounded experience on a variety of HR-related topics: onboarding, learning & development, legal, compensation & benefits. - You excel at creating trust and developing strong working relationships at all levels of an organization - You demonstrate excellent writing and conversational communications skills in both French and English - You know how to drive performance management in a fast growing company (+500 hires / year) - You know how to drive and support your internal stakeholders in projects like designing organisations and anticipating future needs and stakes To thrive at Pennylane, you need : - To be energized by an ever-shifting work environment - To be highly collaborative (within your team or other stakeholders) - Sufficiently experienced to prioritize business-led actions on your day to day activity - We know that some people are less likely to apply than others, if they don’t feel like they meet the full list of criteria.If you’re hesitating, we encourage you to apply : who knows, it might be the start of a meaningful and long-lasting collaboration. Recruitment Process - First an interview with a Talent Acquisition Manager (30 min) - Interview with Charlène, Lead HRBP (45 min - 1h) - Case Study at home and debriefing with Marine, VP People & Charlène (1h) - Last round with Salomé (Lead Development) & Comex Member (30 min) + Fit interview with one or two team members (30 min) We also want to emphasize that we fully embrace diversity, equity and inclusion and that we’re doing our best to create a safe and inclusive environment. We are committed to providing an equal employment opportunity regardless of gender, sexual orientation, origin, disabilities, or any other traits that make you who you are. If anything, diversity makes us a more fun place to work at. What do we do to make your work life easier \uD83C\uDF34 Wherever you are based, you will get 25 vacations days paid by Pennylane \uD83D\uDCB5 You’ll have a competitive compensation package \uD83D\uDCC8 You'll get company shares to enjoy a piece of the success story you're building with us \uD83C\uDFE1 You’ll have a budget to turn your home into a more comfortable workspace, as well as a monthly allowance to work from a coworking space whenever you feel like it ⛹️ Through our partner Gymlib, you’ll have access to 8000 fitness spaces in Europe and more than 300 activities related to wellness \uD83C\uDDEC\uD83C\uDDE7 You’ll have access to Busuu https://www.busuu.com/fr/p/start-learning?utm_medium=cpc&utm_source=google&utm_campaign=FR_FR_Web_Brand_E&utm_group=FR_FR_Web_Brand_E&utm_term=busuu&gclid=CjwKCAjw682TBhATEiwA9crl34OqnbJDliinEXFZNqOcb6391KXrgq4ZDDwEiwMdtTdtuVULvuF7HhoCgZEQAvD_BwE&gclsrc=aw.ds to perfect your English or your French \uD83D\uDCBB You’ll get the latest Apple equipment \uD83C\uDFE2 Depending on the teams and the requirements of the position - you'll be able to work remotely from your country of residence, as long as it is in Europe and within a maximum time difference of two hours from the CET time zone \uD83C\uDF89 We are committed to regularly coming together for company events such as Tech Days (which bring remote Pennylaners together every 3 months) or our annual company seminar, fostering significant moments of cohesion for everyone. If you are based in France, you will have a French contract following French regulation on top of the additional perks : 6 to 12 RTT, 5 weeks PTOs, lunch credits (Swile), Alan Blue healthcare cover and regular events in cities where Pennylaners are mostly presents (Lyon, Bordeaux, Nantes…) We're working on providing those last advantages to our people based outside of France as well, but it can be quite more complex depending on different countries. Who are we looking for ? To thrive at Pennylane, you need : -To speak English (level is assessed and appreciated according to the department you’re applying to) -To be energized by an ever-shifting work environment -To be highly collaborative (within your team or other stakeholders) -Sufficiently experienced to prioritize business-led actions on your day to day activity We know that some people are less likely to apply than others, if they don’t feel like they meet the full list of criteria. If you’re hesitating, we encourage you to apply : who knows, it might be the start of a meaningful and long-lasting collaboration. Important information for candidates Recruitment scam attempts are on the rise. We invite you to remain vigilant during your exchanges. Applications through official channels only : apply exclusively through our job postings published on our official platforms (career site, official partner pages). Always verify the sender's email address: our communications are sent from professional email addresses with the domains @pennylane.com or @pennylane-partners.com We will never ask you for payment or financial information (bank details, payment for an interview, equipment purchases, etc.) as part of the recruitment process. If such a request is made to you, it is fraudulent. We invite you to not respond and to report it to us immediately. We also want to emphasize that we fully embrace diversity, equity and inclusion and that we’re doing our best to create a safe and inclusive environment. We are committed to providing an equal employment opportunity regardless of gender, sexual orientation, origin, disabilities, or any other traits that make you who you are. If anything, diversity makes us a more fun place to work at. \uD83C\uDDEB\uD83C\uDDF7 Données personnelles Pennylane traite vos données pour gérer votre candidature et évaluer votre adéquation au poste. Si votre candidature n’aboutit pas, vos données peuvent être conservées 2 ans à compter de notre dernier échange ou de la clôture du recrutement afin de constituer & gérer un vivier de candidats. Vous pouvez vous opposer à tout moment et demander la suppression de vos données en écrivant à : dpo@pennylane.com. dpo@pennylane.com Notre data policy https://www.pennylane.com/fr/vos-donnees-personnelles-recrutement \uD83C\uDDEC\uD83C\uDDE7 Personal Data Pennylane processes your data to manage your application and assess your suitability for the position. If your application is unsuccessful, your data may be retained for 2 years from our last exchange or the closing of the recruitment process, in order to build and manage a candidate pool. You may object at any time and request the deletion of your data by writing to dpo@pennylane.com. Learn more https://www.pennylane.com/fr/vos-donnees-personnelles-recrutement \uD83C\uDDE9\uD83C\uDDEA Personenbezogene Daten Pennylane verarbeitet Ihre Daten, um Ihre Bewerbung zu bearbeiten und Ihre Eignung für die Stelle zu beurteilen. Sollte Ihre Bewerbung nicht erfolgreich sein, können Ihre Daten bis zu 2 Jahre ab unserem letzten Austausch oder dem Abschluss des Rekrutierungsverfahrens gespeichert werden, um einen Kandidatenpool aufzubauen und zu verwalten. Sie können jederzeit Widerspruch einlegen und die Löschung Ihrer Daten beantragen, indem Sie an dpo@pennylane.com schreiben. Mehr erfahren https://www.pennylane.com/fr/vos-donnees-personnelles-recrutement", "summaryDescription" : "Human Resources Business Partner at Pennylane. Skills: Talent management, Employee relations, Organizational development, HR processes. Set up rituals with managers. 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Build and manage a strong pipeline of prospective hospital and healthcare system accounts, focusing on high-value enterprise opportunities. Establish and maintain relationships with senior healthcare decision-makers, including executives and department leadership. Present and position workforce solutions and technology offerings to demonstrate clear value in solving clinical labor challenges. Lead consultative sales cycles from prospecting through contract negotiation and closing. Identify expansion opportunities within existing relationships to grow service adoption and account value. Leverage referrals, market research, and strategic outreach to generate consistent new business opportunities. Collaborate cross-functionally to ensure seamless onboarding and successful client implementation. Requirements: 5+ years of business development or enterprise sales experience within the staffing or healthcare workforce industry. Proven success selling enterprise-level staffing or workforce solutions to healthcare organizations. Strong understanding of hospital systems, healthcare operations, and clinical labor challenges. Demonstrated ability to build and manage complex sales pipelines and consistently close new business. Excellent communication, presentation, and negotiation skills with senior-level stakeholders. Strategic thinker with the ability to identify multiple pathways to win new business opportunities. Highly driven, competitive, and motivated by performance and results. Bachelor’s degree or equivalent professional experience preferred. Benefits: Competitive base salary of approximately $130,000 annually, plus incentive compensation. Comprehensive healthcare coverage including medical, dental, vision, and life insurance. Generous 401(k) retirement plan with employer matching contributions. Unlimited discretionary time off with a strong culture of flexibility and autonomy. Remote-first work environment supporting flexibility and work-life balance. Performance-based bonuses and additional discretionary rewards. Access to virtual wellness programs including fitness, yoga, and meditation sessions. Engaging team culture with virtual events, celebrations, and recognition programs. Additional perks such as birthday rewards, reimbursements, and family-friendly leave policies. ## 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" : "Director, Workforce Solutions. Skills: Workforce solutions sales, Healthcare staffing sales, Enterprise sales. Develop strategies to acquire new clients. 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LG Ad Solutions is a global leader in connected TV and cross-screen advertising. We deliver innovative advertising solutions that integrate seamlessly with today’s evolving digital media landscape. THE OPPORTUNITY We’re looking for a proactive, people-focused HR Business Partner who thrives in dynamic environments and enjoys being close to the business. In this role, you’ll partner with managers and employees across assigned teams to support everything from coaching and employee experience to organizational planning and talent development. You’ll work closely with the Senior HR Business Partner and collaborate across the HR team to help scale thoughtful HR practices that support both business goals and employee growth. This is a great opportunity for someone who enjoys balancing hands-on partnership with broader people initiatives — and who wants to continue growing as a strategic HRBP in a high-growth, evolving company. RESPONSIBILITIES - Build trusted relationships with managers and employees across assigned business functions - Coach leaders on performance management, employee development, team dynamics, feedback, and navigating challenging conversations - Support employee relations matters with professionalism, empathy, sound judgment, and discretion - Partner with HR leadership and business leaders to support organizational effectiveness, engagement, retention, and team health - Help drive key people processes, including performance reviews, talent planning, promotions, compensation cycles, engagement initiatives, and development planning - Use employee feedback, engagement data, exit interviews, and business insights to identify trends and recommend practical improvements - Support managers through organizational changes, team growth, and workforce planning discussions - Collaborate cross-functionally with recruiting, HR operations, leadership, and other HR partners to deliver a consistent and positive employee experience - Help improve and simplify HR tools, resources, and processes to make support more scalable and manager-friendly - Contribute to building an inclusive, high-performing culture where employees feel supported, challenged, and empowered to grow REQUIREMENTS - 4+ years of progressive HR experience in an HRBP, People Partner or similar role - Experience supporting employee relations, performance management, manager coaching, and core people programs - Strong relationship-building, communication, and influencing skills across all levels of an organization - Sound judgment, discretion, and the ability to navigate sensitive situations thoughtfully and professionally - Comfortable using employee feedback, people data, and business context to identify trends and recommend improvements - Ability to balance strategic thinking with hands-on execution in a fast-paced, evolving environment - A collaborative, solutions-oriented mindset with a passion for improving employee experience and helping teams thrive - Experience in technology, media, advertising, or other high-growth environments preferred - Bachelor’s degree in HR, Business, Psychology, Communications, or a related field — or equivalent practical experience LG Ad Solutions provides equal work opportunities to all team members and applicants, and prohibits discrimination and harassment of any type on the basis of race, color, ethnicity, caste, religion, age, sex, including pregnancy, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by our policies or federal, state, or local laws. We want to ensure that our hiring process is accessible. 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LG Ad Solutions is a global leader in connected TV and cross-screen advertising. We deliver innovative advertising solutions that integrate seamlessly with today’s evolving digital media landscape. THE OPPORTUNITY We’re looking for a proactive, people-focused HR Business Partner who thrives in dynamic environments and enjoys being close to the business. In this role, you’ll partner with managers and employees across assigned teams to support everything from coaching and employee experience to organizational planning and talent development. You’ll work closely with the Senior HR Business Partner and collaborate across the HR team to help scale thoughtful HR practices that support both business goals and employee growth. This is a great opportunity for someone who enjoys balancing hands-on partnership with broader people initiatives — and who wants to continue growing as a strategic HRBP in a high-growth, evolving company. RESPONSIBILITIES - Build trusted relationships with managers and employees across assigned business functions - Coach leaders on performance management, employee development, team dynamics, feedback, and navigating challenging conversations - Support employee relations matters with professionalism, empathy, sound judgment, and discretion - Partner with HR leadership and business leaders to support organizational effectiveness, engagement, retention, and team health - Help drive key people processes, including performance reviews, talent planning, promotions, compensation cycles, engagement initiatives, and development planning - Use employee feedback, engagement data, exit interviews, and business insights to identify trends and recommend practical improvements - Support managers through organizational changes, team growth, and workforce planning discussions - Collaborate cross-functionally with recruiting, HR operations, leadership, and other HR partners to deliver a consistent and positive employee experience - Help improve and simplify HR tools, resources, and processes to make support more scalable and manager-friendly - Contribute to building an inclusive, high-performing culture where employees feel supported, challenged, and empowered to grow REQUIREMENTS - 4+ years of progressive HR experience in an HRBP, People Partner or similar role - Experience supporting employee relations, performance management, manager coaching, and core people programs - Strong relationship-building, communication, and influencing skills across all levels of an organization - Sound judgment, discretion, and the ability to navigate sensitive situations thoughtfully and professionally - Comfortable using employee feedback, people data, and business context to identify trends and recommend improvements - Ability to balance strategic thinking with hands-on execution in a fast-paced, evolving environment - A collaborative, solutions-oriented mindset with a passion for improving employee experience and helping teams thrive - Experience in technology, media, advertising, or other high-growth environments preferred - Bachelor’s degree in HR, Business, Psychology, Communications, or a related field — or equivalent practical experience LG Ad Solutions provides equal work opportunities to all team members and applicants, and prohibits discrimination and harassment of any type on the basis of race, color, ethnicity, caste, religion, age, sex, including pregnancy, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by our policies or federal, state, or local laws. We want to ensure that our hiring process is accessible. 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Numeracy skills; Autonomous learning; Foundational skills; Child-directed learning; Tech-enabled learning; Educational opportunities; Health outcomes; Wealth outcomes; Social outcomes; Evidence-based model; Learning gains; Universal literacy; Workforce development; Competency-based learning; Operational processes; Role development; Professional development; Core competencies; New responsibilities; Learning ecosystem; Mandatory policy training; Child Protection Policy; SWAP Process; Deviations Management; Risk Management; Program Metrics; Internal Reporting; External Reporting; Technical requirements; Field Implementation; Government Liaison; Data Analytics; Program Management; International standards; Competence standards; ISO 10015:2019", "domainList" : [ "literacy-skills", "numeracy-skills", "autonomous-learning", "foundational-skills", "child-directed-learning", "tech-enabled-learning", "educational-opportunities", "health-outcomes", "wealth-outcomes", "social-outcomes", "evidence-based-model", "learning-gains", "universal-literacy", "workforce-development", "competency-based-learning", "operational-processes", "role-development", "professional-development", "core-competencies", "new-responsibilities", "learning-ecosystem", "mandatory-policy-training", "child-protection-policy", "swap-process", "deviations-management", "risk-management", "program-metrics", "internal-reporting", "external-reporting", "technical-requirements", "field-implementation", "government-liaison", "data-analytics", "program-management", "international-standards", "competence-standards", "iso-10015-2019" ], "domainSpecificKnowledge" : [ "Literacy skills", "Numeracy skills", "Autonomous learning", "Foundational skills", "Child-directed learning", "Tech-enabled learning", "Educational opportunities", "Health outcomes", "Wealth outcomes", "Social outcomes", "Evidence-based model", "Learning gains", "Universal literacy", "Workforce development", "Competency-based learning", "Operational processes", "Role development", "Professional development", "Core competencies", "New responsibilities", "Learning ecosystem", "Mandatory policy training", "Child Protection Policy", "SWAP Process", "Deviations Management", "Risk Management", "Program Metrics", "Internal Reporting", "External Reporting", "Technical requirements", "Field Implementation", "Government Liaison", "Data Analytics", "Program Management", "International standards", "Competence standards", "ISO 10015:2019" ], "toolProficiency" : [ "Onebillion software" ], "communicationSkills" : "Platform demo; Live demonstration", "documentationSkills" : "Compliance reporting", "continuousLearning" : "Ongoing professional development", "problemSolvingSkills" : "Root cause analysis", "specialRequirements" : "African-based vendor", "outcomesObjectives" : "Empower children; Reach full potential; Become literate; Become numerate; Deliver foundational skills; Improve outcomes; Scale toward goal; Deliver measurable gains; Strengthen core competencies; Adapt to new responsibilities; Deliver at optimal level; Drive operational excellence; Strengthen performance; Strengthen capacity; Perform at world-class level; Support organization growth; Master skill sets; Ensure operational reliability", "qualificationsBasic" : "90-person global team, African-based vendor", "qualificationsPreferred" : "PhD preferred, GCP Professional Data Engineer, AWS Data Analytics, Databricks Certified, Dbt Certified", "rawDescription" : "PLEASE NOTE: This is an RFP, not a job application. Proposals submitted through Greenhouse will not be reviewed. All submissions must be emailed to rfp.global@imagineworldwide.org. Who We Are Imagine Worldwide is a nonprofit organization on a mission to empower millions of children with the literacy and numeracy skills they need to reach their full potential. Imagine exists to demonstrate that children with personalized technology in their hands can become literate and numerate with little or no adult instruction. We are partnering with organizations across the globe to pilot promising autonomous learning solutions, building an evidence base on what works, why, and under what conditions, and using data to drive continuous improvement of content, approach, and implementation. We believe child-directed, tech-enabled learning can deliver foundational literacy and numeracy skills to hundreds of millions of children, increasing their educational opportunities and improving their health, wealth, and social outcomes. In our programs, learners use custom tablets and headsets that rotate among as many as eight children per day. Children drive their own learning at their own pace, using software developed by our partners onebillion, which provides a complete, research-based curriculum and pedagogy. The software can be adapted to each child’s cultural and linguistic context, enabling deployments in multiple countries, languages, and contexts — in-school, out-of-school, and refugee camps. Our evidence-based model, rigorously proven across nine randomized controlled trials (RCTs), currently operates in seven Sub-Saharan African countries, delivering measurable learning gains in some of the world’s most challenging environments. As we scale toward our goal of universal literacy, including massive initiatives like the BEFIT program serving 3.8 million children in Malawi, our internal operations must keep pace. To achieve this, we require a workforce development partner who can meet the same standard of precision and effectiveness we apply to our student-facing programs. Purpose of this RFP Imagine Worldwide seeks a comprehensive learning solution that supports organization-wide capability building across onboarding, mandatory policy training, operational processes, role development, and ongoing professional development for our 90-person global team. We invest significantly in recruiting and placing the right people in the right roles. That investment requires an equal commitment in how we onboard, train, develop, and equip our staff to strengthen core competencies, adapt to new responsibilities, and deliver at their optimal level throughout their tenure. To deliver on that commitment, we are issuing this Request for Proposals to identify a qualified African-based vendor to design, build, and deliver a competency-based learning ecosystem, including content creation, microlearning delivery, and a hosted platform. The solution must be grounded in evidence of its ability to drive operational excellence and strengthen the performance and capacity of our global team. We are looking for a partner who can provide role-specific learning paths, organization-wide mandatory training (e.g., Child Protection Policy, SWAP Process), and ongoing professional development, all delivered through a hosted learning platform and benchmarked against internationally recognized standards and frameworks. Where international competency standards exist, all skills-based training must be mapped against them, including but not limited to ISO 10015:2019, and vendors must clearly indicate which standard applies to each skill domain. Our standard is that every staff member is enabled to perform at a world-class level through relevant learning experiences, grounded in evidence, and aligned with recognized standards of competence. We invite qualified vendors to demonstrate their ability to meet this expectation and deliver a solution that can support our organization as it grows in scale and complexity. Core Objectives Our primary goal is to adopt a Competency-Based Workforce Model. We require a solution that delivers on four core objectives: Organization-Wide Mandatory Training: Concise, trackable modules for all staff on critical policies and processes, including HR and Child Protection Policies, SWAP Process, Deviations Management, Risk Management, Program Metrics, and Internal/External Reporting. Each module must carry automatic certification and full compliance reporting. Tailored Role-Specific Training: Learning paths designed specifically for the technical requirements of each role within Imagine Worldwide. This includes everything from Field Implementation and Government Liaison work to Data Analytics and Program Management. Ongoing, Measured Professional Development: Learning must be a continuous journey. We require a roadmap that includes micro-credentials and formal certification benchmarked against international standards to track and reward the growth of our staff over time. Exceptional and Culturally Relevant Onboarding: A rapid-deployment system that integrates new hires into our mission, culture, and operational philosophy. Scope of Work To ensure operational alignment and minimize deployment risk, this project will be executed in two distinct, iterative phases: Phase 1: Proof of Concept (PoC) – The SWAP Process: The vendor will design, package, and deliver a microlearning intervention focused exclusively on our priority capability: The SWAP Process. This initial phase will serve to test and validate the content framework, user engagement, and knowledge mastery mechanisms across global and country teams before full-scale deployment. Phase 2: Organization-Wide Strategic Scaling: Upon successful verification and completion of the PoC, the vendor will systematically scale the methodology to analyze, audit, and build out learning paths for all remaining organizational capabilities (estimated at approximately 20 core areas). The proposal must provide a comprehensive solution across these four specific components: Component I: Content Development using a Skill-Based Framework We seek a partner who can: Conduct a Skills and Capability Audit: Assess the current operational maturity and map existing capability gaps across all departments and functions. This baseline evaluation must explicitly pinpoint critical execution risks by role to guide content prioritization. Identify International Skill Standards: Map our internal roles against international competency frameworks to ensure our staff are performing and delivering at a world-class level. Develop Skill Taxonomies: Build a skills framework for each role that can be updated as our programs and field operations evolve. Ensure Practical Application: 100% of the content is tied to \"on-the-job\" performance, focusing on what staff need to do and what they need to know. Establish Competency Benchmarking and Proficiency Thresholds: Propose how they would define role-specific proficiency thresholds and competency benchmarks appropriate to Imagine Worldwide’s operating context. Deliver a Robust Existing Content Library: Bring a proven, field-tested content library that can be adapted to our roles, context, and standards. Please clearly describe what existing content you would draw from and how it would be tailored to Imagine Worldwide, and what, if anything, would need to be built from scratch. Enable Content Ownership and Internal Adaptability: Our programs evolve constantly, and our training must keep pace. We require a solution that allows Imagine Worldwide staff to independently create, update, and publish content without returning to the vendor for every revision. Vendors must describe what internal content and LMS management capabilities are included, and what training they will provide to ensure our team can manage the platform fully and independently. Component II: Packaging into Microlearning Materials We hold engagement to the highest standard. How content is packaged and delivered matters as much as the learning material. Content must be delivered in high-impact, short-form formats, including: Micro-Videos: Professional, 3–5 minute videos that simplify complex tasks. Active Assessments: Question-based checks that require the learner to demonstrate mastery before they can move to the next level. Low-Bandwidth Optimization: All materials must be designed to perform reliably in low-bandwidth environments, as internet connectivity across Sub-Saharan Africa remains inconsistent. Mobile Adaptability: All materials must render cleanly across screen sizes to accommodate the full range of how and where our team accesses content. Component III: The Learning Tool Platform We are seeking a learning management platform that serves as a central home for our learning ecosystem for all staff learning and development. It must feature: Extreme User-Friendliness: The platform must demonstrate a high degree of usability, requiring minimal onboarding for end users. Guided Learning Paths: The platform must assign and recommend content based on a staff member's role, progress, and assessment results, ensuring each person follows a learning journey that reflects where they are. Analytics SSO (Single Sign-On) capability is preferred. Content Standards: The platform must support SCORM and xAPI content standards to ensure compatibility with third-party content and portability of learning data. Data Security: Vendors must describe their data security protocols, including where staff data is hosted, encryption standards, and access controls. Data Ownership: Imagine Worldwide must retain full ownership of all staff learning data and any custom content developed or adapted under this contract. Data Consumption/Bandwidth: Given that staff operate in low-bandwidth environments, the platform must minimize data consumption and support offline or low-data modes. Platform Certifications: Vendors must disclose relevant platform certifications, including but not limited to SOC 2 Type II, ISO 27001, or equivalent data security and privacy standards. Vendor Qualifications Proposals must include the following to be considered: Organizational Profile: A concise overview of your organization, its mission, and demonstrated expertise in workforce development, instructional design, and LMS platforms. Include the year of founding, the current team size, and the countries or regions in which your organization actively operates. Relevant Experience: A minimum of 8–10 years of demonstrated expertise in capability-led learning design, workforce development, and organizational performance management. Preference will be given to vendors with proven experience delivering scalable, role-based training solutions within nonprofits, INGOs, or organizations operating directly in Sub-Saharan Africa. Certifications: Vendors must list all relevant professional and platform certifications. This may include, but is not limited to: Instructional design credentials (e.g., ATD CPTD, CPLP) LMS/platform security certifications (e.g., SOC 2, ISO 27001) Industry accreditation for micro-credentials or digital badging (e.g., 1EdTech/IMS Global, Credly-compatible issuance) Client References: Please provide a minimum of two client references from comparable organizations. References will not be contacted unless a vendor advances to the shortlist stage. The Standard of Excellence Our standard of excellence is defined by: A mastery-based approach: Moving away from passive video-watching toward question-based active learning, where a staff member must demonstrate a skill to progress. International Benchmarking: All training must be mapped against recognized international competency standards, including ISO 10015:2019, where applicable. Operational Integration: The solution must fit seamlessly into our Sub-Saharan African field operations, accounting for low-bandwidth environments and high-stakes implementation. Implementation and Support: Vendors must describe their implementation approach, expected go-live timeline, ongoing technical support model, and platform uptime guarantee. We expect a structured handover process that does not leave our team dependent on the vendor for day-to-day operations. Time to Competency: Vendors must demonstrate how their solution tracks the time it takes any staff member to reach proficiency, whether joining the organization, moving into a new role, or completing a mandatory or skills-based training module. Proficiency thresholds will be defined collaboratively during the implementation phase. This is a primary performance indicator for us. Manager Visibility: The platform must provide managers with regular, up-to-date insight into staff learning progress and assessment performance, enabling proactive support and targeted intervention where needed. Every member of our team deserves a learning experience built for their role, and we do not accept \"one-size-fits-all\" training. Budget and Duration Budget: A fixed budget ceiling is not disclosed for this procurement. All pricing proposals will be evaluated against our 'Cost Effectiveness & Value' criterion, which constitutes 15% of the total evaluation score. We are a nonprofit organization and welcome mission-aligned and nonprofit pricing structures where applicable. Please clearly itemize your pricing, including: Content development or adaptation costs Platform licensing or subscription fees (per user, per year, or alternative model) Implementation and onboarding support costs Any optional add-ons or tiered service levels Contract Duration: The initial contract term is 12 months from project commencement. Contract renewal for subsequent capability scaling will be contingent upon performance outcomes, delivery metrics, and successful completion of the Phase 1 milestones. Selection Criteria: The Evidence-Based Live Demo Imagine Worldwide will evaluate proposals through a two-stage process designed to assess both theoretical capability and practical performance. Stage 1: Technical & Commercial Written Evaluation (Paper Shortlist) Written proposals will be scored out of a baseline of 100 points using the following weighted criteria to determine the competitive shortlist: Technical Approach & Pragmatism (30%): Evaluation of the proposed competency-based methodology, microlearning packaging, and alignment with our organizational goals. Relevant Experience & Capability (30%): Assessment of the vendor’s organizational track record (8–10 years) in global workforce development, particularly in Sub-Saharan Africa or the NGO sector. Work Plan & Risk Management (25%): Evaluation of the implementation timeline, including the operational readiness of the Phase 1 Proof of Concept (SWAP process). Cost Effectiveness & Value (15%): Assessment of commercial sustainability, transparent pricing structures, and nonprofit considerations. Stage 2: Holistic Live Demonstration (The Final Selection) Vendors who pass the written threshold will be invited to a live demonstration. This stage allows the evaluation panel to holistically experience the platform's functionality, content relevance, and User Experience (UX) all at once. The demo will be evaluated against these core operational experiences: Role Customization: Show us how the learning experience is built differently for two distinct roles (e.g., a Data Coordinator vs. a Field Manager). Mandatory Training: Show us how a staff member is assigned, completes, and is certified on an organization-wide mandatory training module, and how compliance is tracked and reported to leadership. Ongoing Skills Development: Show us how a staff member follows a role-specific learning path, earns a micro-credential, and is automatically re-engaged with refresher content over time. Onboarding Strength: Show us how a new hire's journey becomes mission and role-ready. Platform Usability and User Experience: Prove that your platform is modern, clear, engaging, and user-centric. Certification: Demonstrate how a staff member earns a digital certificate after mastering a skill set. Operational Reliability: Demonstrate how the platform performs under low-bandwidth conditions. Proposal Format Proposals must be submitted in a PDF format and remain concise and focused with a maximum of 6 pages. Proposals should include: Cover Page: Each proposal must open with a cover page including the following: Organization name and logo Primary contact name and title Email address and phone number Organization website Registered office location and country of incorporation Date of submission Organizational overview: Who you are and your relevant experience Technical approach: How you would address each of the four components in the Scope of Work Platform Demo: A link to a pre-recorded platform walkthrough or demo video. Shortlisted vendors will subsequently be invited to present a live demonstration to the Imagine Worldwide team. Certifications: List of all relevant credentials and platform certifications Pricing proposal: Clearly itemized Client references: Minimum two, with contact details Submission Vendors should note the following key dates and plan their submissions accordingly. Milestone Submission Timeline RFP Release June 12, 2026 Deadline for Vendor Questions June 19, 2026 (11:59 PM GMT) Responses to Vendor Questions Issued June 26, 2026 Proposal Submission Deadline July 10, 2026 (11:59 PM GMT) (Round 2 submissions) Shortlisted Vendor Notification July 24, 2026 Shortlisted Demos July 31, 2026 Contract Award August 14, 2026 Onboarding and Scoping with Vendor September 1, 2026 Target Implementation Start October 1, 2026 All proposals must be submitted by July 3, 2026, in PDF format via email to Karabo Moloko and Sane Ngidi at rfp.global@imagineworldwide.org. Please direct all inquiries to the same address. Shortlisted vendors will be notified by July 24, 2026, and contacted directly to schedule their live demonstration. Imagine Worldwide looks forward to reviewing proposals that demonstrate a genuine commitment to staff excellence and operational precision as we scale for impact.", "summaryDescription" : "RFP - Workforce Capability Development and Platform Solution at Imagine Worldwide. Skills: Workforce capability, Platform solution, Learning ecosystem, Competency-based model. Design learning paths. Build learning paths", "postedDate" : "2026-06-16T01:20:24.858", "createdAt" : "2026-06-16T01:20:24.858", "lastUpdated" : "2026-06-16T09:28:45.668", "ingestTimestamp" : "2026-06-16T01:20:24.858", "mongoId" : "6a307fb3f292fd229c05c989", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "200k+", "hasSalary" : false, "allSkills" : [ "Regression", "Classification", "Clustering", "Time-series", "A/B testing", "Causal inference", "Workforce capability", "Platform solution", "Learning ecosystem", "Competency-based model", "Capability building", "Operational excellence", "Performance capacity", "Role development", "Content creation", "Microlearning delivery", "Evidence-based model", "Continuous improvement", "Data analysis", "Data engineering", "ML/AI", "Business intelligence", "Analytics engineering", "Quantitative analysis", "Statistical methods", "ML frameworks", "BI platforms", "Cloud data stacks", "Modelling skills", "RFP process", "Literacy skills", "Numeracy skills", "Autonomous learning", "Foundational skills", "Child-directed learning", "Tech-enabled learning", "Educational opportunities", "Health outcomes", "Wealth outcomes", "Social outcomes", "Learning gains", "Universal literacy", "Workforce development", "Competency-based learning", "Operational processes", "Professional development", "Core competencies", "New responsibilities", "Mandatory policy training", "Child Protection Policy", "SWAP Process", "Deviations Management", "Risk Management", "Program Metrics", "Internal Reporting", "External Reporting", "Technical requirements", "Field Implementation", "Government Liaison", "Data Analytics", "Program Management", "International standards", "Competence standards", "ISO 10015:2019", "Automatic certification", "Onebillion software" ], "skillCount" : 66, "jobCategory" : "engineering", "jobSubcategory" : "data", "seniorityLevel" : "Mid", "dataQualityScore" : 0.7777778, "_score" : 392.07385, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Education", "llmIndustryConfidence" : 0.0 }, { "id" : "69ce5e199bc74574cb674d43", "title" : "Workforce Development Lead", "company" : "IAMGOLD", "industry" : "Manufacturing", "salary" : { "min" : 125000.0, "max" : 175000.0, "currency" : "CAD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Lead Workforce Development role in the Canadian Mining industry, adjusted for seniority and onsite work at a large company." }, "location" : "06 - Cote Gold Mine Site", "locations" : [ "06 - Cote Gold Mine Site", "
06 - Cote Gold Mine Site (06 - Cote Gold Mine Site)
IAMGOLD Corp, Côté Gold Division
3 Mesomikenda Lake RdPO Box 100
Gogama, P0M 1W0

" ], "timestamp" : "2026-06-15T09:12:43.129", "fingerprint" : "89032ecccab18e29be32390f1d36c63f4d933bf2d001760222a304236f7ad72e", "source" : "taleo", "language" : "en", "applyUrl" : "https://iamgold.taleo.net/careersection/ex/jobdetail.ftl?job=57530", "externalId" : "57530", "industryFunction" : { }, "structuredLocations" : [ { "state" : "Ontario", "country" : "Canada", "continent" : "na", "workMode" : "onsite" } ], "locationText" : "Ontario, Canada", "employmentType" : "CONTRACT", "experienceMinYears" : 8, "experienceMaxYears" : 15, "experienceLevel" : "Lead", "professionalSkills" : [ "Talent management", "Employee relations", "Organizational development", "Instructional design", "Program development", "Training delivery", "Talent pipeline", "Operational excellence", "Workforce sustainability", "Learning frameworks", "Competency pathways", "Curricula development", "Adult learning principles", "Blended delivery methods", "Digital learning tools", "Learning objectives", "Assessment criteria", "Career development", "Inclusive hiring", "Community engagement", "Competency assessments", "Performance metrics", "Learner feedback", "Industry benchmarking" ], "hardSkillsList" : [ "Competency frameworks", "Curriculum development", "Adult-learning principles", "Training methodologies", "Job readiness programs", "Workforce development programs", "Talent pipeline needs", "Evaluation", "Data analysis", "Training effectiveness", "LMS proficiency", "Digital learning tools", "Communication", "Facilitation", "Partnership building" ], "softSkillsList" : [ "Leadership" ], "hardSkills" : [ { "name" : "Competency frameworks", "level" : "intermediate" }, { "name" : "Curriculum development", "level" : "intermediate" }, { "name" : "Adult-learning principles", "level" : "intermediate" }, { "name" : "Training methodologies", "level" : "intermediate" }, { "name" : "Job readiness programs", "level" : "intermediate" }, { "name" : "Workforce development programs", "level" : "intermediate" }, { "name" : "Talent pipeline needs", "level" : "intermediate" }, { "name" : "Evaluation", "level" : "intermediate" }, { "name" : "Data analysis", "level" : "intermediate" }, { "name" : "Training effectiveness", "level" : "intermediate" }, { "name" : "LMS proficiency", "level" : "intermediate" }, { "name" : "Digital learning tools", "level" : "intermediate" }, { "name" : "Communication", "level" : "intermediate" }, { "name" : "Facilitation", "level" : "intermediate" }, { "name" : "Partnership building", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" } ], "majorSkills" : "Workforce development, Training programs, Talent management", "majorSkillsList" : [ "Workforce development", "Training programs", "Talent management" ], "coreResponsibilities" : "Manage strategic development of training programs, Implement comprehensive training programs, Focus on job readiness, Focus on continuous skill development, Focus on career progression, Ensure future-ready workforce, Embed industry best practices, Embed competency-based frameworks, Embed professional standards, Strengthen talent pipelines, Enhance operational excellence, Support long-term workforce sustainability, Act as catalyst for learning culture, Act as catalyst for professionalism, Align with organizational goals, Align with evolving demands, Design learning frameworks, Implement learning frameworks, Design competency pathways, Implement competency pathways, Design structured curricula, Implement structured curricula, Align curricula to roles, Partner with internal SMEs, Partner with external SMEs, Ensure training meets standards, Apply adult learning principles, Apply blended delivery methods, Apply digital tools, Enhance engagement, Enhance effectiveness, Enhance knowledge retention, Translate operational requirements, Translate business requirements, Develop job-readiness programs, Manage job-readiness programs, Develop trainee programs, Manage trainee programs, Develop workforce development programs, Manage workforce development programs, Build sustainable pipelines, Collaborate with educational institutions, Collaborate with Indigenous communities, Collaborate with workforce agencies, Support inclusive hiring, Support ESG commitments, Support community engagement, Oversee training delivery, Support trainers, Support supervisors, Manage competency assessments, Maintain LMS records, Evaluate programs, Improve programs", "teamCollaboration" : "Internal SMEs; External SMEs; Indigenous communities; Workforce agencies", "projectManagementSkills" : [ "Program development", "Training delivery" ], "domainKnowledge" : "Mining roles; Technical mining roles; Heavy industry; Energy sector; Manufacturing sector", "domainList" : [ "mining-roles", "technical-mining-roles", "heavy-industry", "energy-sector", "manufacturing-sector" ], "domainSpecificKnowledge" : [ "Mining roles", "Technical mining roles", "Heavy industry", "Energy sector", "Manufacturing sector" ], "toolProficiency" : [ "LMS", "Digital learning tools" ], "communicationSkills" : "Partnership building", "continuousLearning" : "Continuous skill development; Career progression", "problemSolvingSkills" : "Data-driven analysis", "specialRequirements" : "Monday-Thursday schedule, 2 year fixed term contract", "outcomesObjectives" : "Strengthen talent pipelines; Enhance operational excellence; Support workforce sustainability; Build sustainable pipelines", "qualificationsBasic" : "Bachelor's degree in Human Resources, Adult Education degree, Education degree, Organizational Development degree, Industrial Relations degree, Engineering Technology degree, College diploma in related discipline, Substantive experience in program development, Substantive experience in training delivery, 5 years progressive experience in L&D, 5 years progressive experience in instructional design, 5 years progressive experience in workforce development", "qualificationsPreferred" : "Experience in mining, Experience in heavy industry, Experience in energy, Experience in manufacturing", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "We are IAMGOLD. Innovative, Accountable Mining. IAMGOLD is a Canadian-based gold mining company with operations and development projects across North America and West Africa. With flagship operations such as the Côté Gold Mine in Ontario—one of Canada’s largest and most technologically advanced gold mines—we’re not just mining gold; we’re shaping the future of mining. We believe mining can be different. By combining innovation with a strong commitment to sustainability and accountability, we create lasting value for our people and the communities where we operate. At IAMGOLD, when we engage, empower, and support each other, we create extraordinary outcomes—delivering value for our people, partners, and stakeholders while building stronger, more resilient communities. At Côté Gold, we’re leading the way in modern mining. With an 18+ year mine life, Côté Gold will inject C$5 billion in wages into the economy and create lasting benefits for the region. Over 600 full-time jobs and strong partnerships with Mattagami and Flying Post First Nations mean you’ll be part of something bigger—building prosperity and progress for generations. Industry leaders call us “a model for modern mining and sustainability”, and you can help write the next chapter. Want to Learn More About IAMGOLD? Check out the IAMGOLD Blog Read about our Côté Gold About the role: We are actively seeking a Workforce Development Lead that will manage the strategic development and implementation of comprehensive training programs across all workforce segments—operators, maintainers, technical professionals, and staff functions. These programs will focus on job readiness, continuous skill development, and career progression to ensure a future-ready workforce. By embedding industry best practices, competency-based frameworks, and professional standards, this role will strengthen talent pipelines, enhance operational excellence, and support long-term workforce sustainability. The incumbent will act as a catalyst for building a culture of learning and professionalism that aligns with organizational goals and the evolving demands of the operation. This role will be located at the Cote Gold Mine Site on a Monday-Thursday schedule on a 2 year fixed term contract. Responsibilities: • Design and implement robust learning frameworks, competency pathways, and structured curricula aligned to operational and technical mining roles. • Partner with internal and external SMEs (operations, maintenance, OEMs, safety, and accredited providers) to ensure training meets regulatory, safety, and industry standards. • Apply adult learning principles, blended delivery methods, and digital tools to enhance engagement, effectiveness, and knowledge retention. • Translate operational and business requirements into measurable learning objectives, assessment criteria, and career development roadmaps. • Develop and manage job‑readiness, trainee, and workforce development programs that build sustainable pipelines for critical roles. • Collaborate with educational institutions, Indigenous communities, and workforce agencies to support inclusive hiring, ESG commitments, and community engagement. • Oversee training delivery by supporting trainers and supervisors, managing competency assessments, and maintaining accurate LMS records. • Continuously evaluate and improve programs using performance metrics, learner feedback, operational data, and industry benchmarking. Key Skills & Knowledge: Bachelor’s degree in Human Resources, Adult Education, Education, Organizational Development, Industrial Relations, Engineering Technology, or a related field. Alternatively a college diploma in a related discipline plus substantive, demonstrable experience in program development and training delivery in heavy industry. Relevant Experience: Minimum of 5 years progressive experience in learning & development, instructional design, or workforce development, ideally within mining, heavy industry, energy, or manufacturing. Skills & Strengths, We Value: Training & Program Design: Expertise in competency frameworks, curriculum development, adult-learning principles, and modern training methodologies. Workforce & Talent Development: Proven ability to design job ‑ readiness and workforce development programs aligned with industry standards and long ‑ term talent pipeline needs. Assessment & Continuous Improvement: Strong capability in evaluation, data ‑ driven analysis, and continuous improvement of training effectiveness and outcomes. Digital Enablement & Stakeholder Engagement: Proficient in LMS and digital learning tools, with strong communication, facilitation, and partnership ‑ building skills across diverse stakeholders. What we Offer: At IAMGOLD, we don’t just reward performance we invest in your potential. Our total rewards package is designed to support your well-being today and encourage your growth for tomorrow. Because the future of mining, and your career, starts here. • Comprehensive Health Coverage – Extended health, dental, and insurance benefits for peace of mind. • Flexible Spending Power – Health & Personal Spending Accounts to fit your evolving needs. • Support When It Matters – Employee & Family Assistance Program for life’s challenges. • Future-Ready Savings – Registered Pension Plan with company match, plus TFSA & RRSP options. • Shared Success – Employee Share Purchase Plan with company match—because we grow together. Salary Range: [Enter Range] + bonus The final offer is determined based on your individual skills, qualifications, and competencies and aligned with our commitment to internal equity. We recognize that not everyone will meet every requirement listed, and that’s okay. If this role excites you and you believe you have relevant experience or transferable skills, we encourage you to apply. We value potential and are committed to supporting growth and development. We’re an equal opportunity employer, committed to building a workplace where every perspective sparks progress. We welcome applications from women, Indigenous Peoples, visible minorities, persons with disabilities, and members of the 2SLGBTQIA+ community. Need accommodation during the recruitment process? Just let us know, we’ll make it happen. Mining. Redefined. We’re building a modern mining company driven by innovation, accountability, and a deep commitment to sustainability. Please note that IAMGOLD does not use AI tools within our applicant tracking system to support the screening of applications Canada", "summaryDescription" : "Workforce Development Lead at IAMGOLD. Skills: Workforce development, Training programs, Talent management. Manage strategic development of training programs. Implement comprehensive training programs", "createdAt" : "2026-06-14T08:17:21.463", "lastUpdated" : "2026-06-15T09:12:43.129", "ingestTimestamp" : "2026-06-14T08:17:21.463", "mongoId" : "69ce5e199bc74574cb674d43", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "100k-150k", "hasSalary" : false, "allSkills" : [ "Competency frameworks", "Curriculum development", "Adult-learning principles", "Training methodologies", "Job readiness programs", "Workforce development programs", "Talent pipeline needs", "Evaluation", "Data analysis", "Training effectiveness", "LMS proficiency", "Digital learning tools", "Communication", "Facilitation", "Partnership building", "Leadership", "Workforce development", "Training programs", "Talent management", "Employee relations", "Organizational development", "Instructional design", "Program development", "Training delivery", "Talent pipeline", "Operational excellence", "Workforce sustainability", "Learning frameworks", "Competency pathways", "Curricula development", "Adult learning principles", "Blended delivery methods", "Learning objectives", "Assessment criteria", "Career development", "Inclusive hiring", "Community engagement", "Competency assessments", "Performance metrics", "Learner feedback", "Industry benchmarking", "Mining roles", "Technical mining roles", "Heavy industry", "Energy sector", "Manufacturing sector", "LMS" ], "skillCount" : 47, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Lead", "dataQualityScore" : 0.8888889, "_score" : 390.17545, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Mining", "llmIndustryConfidence" : 0.95 }, { "id" : "6a2c7c8b74d8ee00a094db1b", "title" : "Workforce Management and Systems Intern", "company" : "Indie Campers", "industry" : "Hospitality", "salary" : { "min" : 10000.0, "max" : 15000.0, "currency" : "EUR", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "The estimated salary is based on the market baseline for an entry-level internship in Lisboa, Portugal, adjusted for the travel industry." }, "location" : "Lisboa, Lisboa, Portugal", "locations" : [ "Lisboa", "Lisboa", "Portugal" ], "timestamp" : "2026-06-16T01:30:20.095", "fingerprint" : "8787326c17ac5f0f5457dfbd272f7418f5ebf953832ce4a922974877f129d149", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/indiecampers-linkedin/jobs/8564453002", "externalId" : "8564453002", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Lisboa", "state" : "Lisboa", "country" : "Portugal", "continent" : "eu", "source" : "llm", "workMode" : "onsite", "geo" : "38.7077507,-9.1365919" } ], "locationText" : "Lisboa, Lisboa, Portugal", "employmentType" : "INTERNSHIP", "experienceMinYears" : 0, "experienceMaxYears" : 2, "experienceLevel" : "Entry", "qualificationsBasic" : "0-2 years in WFM, 0-2 years in operations, 0-2 years in analytics", "qualificationsPreferred" : "Exposure to contact centers, Exposure to BPO environments, Exposure to operational systems", "rawDescription" : "ABOUT US Indie Campers, the go-to campervan Marketplace, is on a mission of making road trips available to everyone. Thanks to its digital approach and customer-centric orientation, Indie Campers has developed a strong booking experience and high-quality road trips at affordable prices. With over one million nights rented through our travel platform, we have welcomed more than 300,000 travelers from 169 countries. We offer a comprehensive and expanding array of road trip possibilities: short-term RV rentals, long-term campervan subscriptions, and the possibility of buying one of our vehicles available for sale. Rooted in a deep technological focus, our challenges are both exciting and demanding and require top talent and motivation to be successfully pursued. We are growing our team and looking for those interested in pursuing this dream with us and joining an ever-developing journey. THE ROLE We are looking for a Workforce Management 0–2 years in WFM, operations, analytics, or similar roles. Exposure to contact centers, BPO environments, or operational systems is a plus. WHAT WE OFFER The opportunity to contribute to the scaling of a unique global company in a fast-growing market. Work with outstanding professionals from multiple nationalities and backgrounds in a dynamic scale-up environment. Competitive benefits including health insurance, travel and education vouchers, road trips in our campervans, and free snacks and coffee in the office.", "summaryDescription" : "Workforce Management and Systems Intern at Indie Campers", "postedDate" : "2026-06-14T19:19:43.140", "createdAt" : "2026-06-14T19:19:43.140", "lastUpdated" : "2026-06-16T01:30:20.095", "ingestTimestamp" : "2026-06-14T19:19:43.140", "mongoId" : "6a2c7c8b74d8ee00a094db1b", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "<30k", "hasSalary" : false, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "Entry", "dataQualityScore" : 0.8888889, "_score" : 388.9481, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Travel", "llmIndustryConfidence" : 0.95 }, { "id" : "696081de0937eae70e9c7092", "title" : "Human Resources Business Partner", "company" : "IAMGOLD", "salary" : { "min" : 89000.0, "max" : 133500.0, "currency" : "CAD", "frequency" : "yearly", "is_estimated" : false }, "location" : "06 - Cote Gold Mine Site", "locations" : [ "06 - Cote Gold Mine Site", "
06 - Cote Gold Mine Site (06 - Cote Gold Mine Site)
IAMGOLD Corp, Côté Gold Division
3 Mesomikenda Lake RdPO Box 100
Gogama, P0M 1W0

" ], "timestamp" : "2026-06-16T00:14:51.890", "fingerprint" : "a3ec69b1cf5979727a933100247b060ace4d13be294512ca5cd32c6754d7c2e7", "source" : "taleo", "language" : "en", "applyUrl" : "https://iamgold.taleo.net/careersection/ex/jobdetail.ftl?job=57182", "externalId" : "57182", "industryFunction" : { }, "structuredLocations" : [ { "state" : "Ontario", "country" : "Canada", "continent" : "na", "workMode" : "onsite" } ], "locationText" : "Ontario, Canada", "employmentType" : "CONTRACT", "remoteFriendly" : false, "rawDescription" : "We are IAMGOLD. Innovative, Accountable Mining. IAMGOLD is a Canadian-based gold mining company with operations and development projects across North America and West Africa. With flagship operations such as the Côté Gold Mine in Ontario—one of Canada’s largest and most technologically advanced gold mines—we’re not just mining gold; we’re shaping the future of mining. We believe mining can be different. By combining innovation with a strong commitment to sustainability and accountability, we create lasting value for our people and the communities where we operate. At IAMGOLD, when we engage, empower, and support each other, we create extraordinary outcomes—delivering value for our people, partners, and stakeholders while building stronger, more resilient communities. At Côté Gold, we’re leading the way in modern mining. With an 18+ year mine life, Côté Gold will inject C$5 billion in wages into the economy and create lasting benefits for the region. Over 600 full-time jobs and strong partnerships with Mattagami and Flying Post First Nations mean you’ll be part of something bigger—building prosperity and progress for generations. Industry leaders call us “a model for modern mining and sustainability”, and you can help write the next chapter. Check out the IAMGOLD Blog Read about our Côté Gold About the role: We are actively searching for 2 Human Resources Business Partner’s. One role will be permanent, one will be a 12 month fixed-term contract. In this strategically focused role, the HRBP will act as a key partner in shaping a resilient and high-performing workforce. They will lead initiatives that align people strategies with operational goals, proactively manage workforce-related risks, and implement programs that drive talent development, retention, and productivity. This role combines hands-on execution with a forward-thinking approach to ensure HR practices support organizational sustainability, compliance, and competitive advantage in a dynamic mining environment. Responsibilities: Act as the primary HR contact for employees and supervisors, addressing inquiries or concerns, conducting investigations, and assisting with conflict resolution while ensuring confidentiality and fairness. Provide advice on HR policies, procedures, and employment standards; communicate updates to ensure consistent and compliant application. Conduct HR orientation for new hires, emphasizing safety culture, workforce expectations, and company values. Support leaders in goal setting, performance reviews, and improvement plans; manage probationary reviews and disciplinary processes. Deliver coaching and training to supervisors, focusing on engagement, safety leadership, and succession readiness. Analyze trends in turnover, absenteeism, and skill gaps; recommend proactive solutions to mitigate workforce risks. Maintain accurate employee files, administer exit processes, and ensure compliance with documentation standards. Liaise with Occupational Health to manage short-term disability and return-to-work programs aligned with safety and productivity goals. Key Skills & Knowledge: College diploma in Human Resources or Business related field. Relevant Experience: A minimum of 3 years of Human Resources experience. Experience in the mining/natural resources industry or construction/engineering is an asset. Skills & Strengths, We Value: HR Expertise & Compliance – Strong knowledge of HR practices, employment legislation, and risk mitigation strategies. Workforce Planning & Analytics – Skilled in analyzing trends, identifying talent gaps, and developing proactive solutions. Coaching & Conflict Resolution – Ability to guide leaders, resolve workplace issues, and foster a positive environment. Communication & Relationship Building – Exceptional ability to engage stakeholders, influence decisions, and maintain trust-based relationships. What we Offer: At IAMGOLD, we don’t just reward performance we invest in your potential. Our total rewards package is designed to support your well-being today and encourage your growth for tomorrow. Because the future of mining, and your career, starts here. Here’s what sets you up for success: • Comprehensive Health Coverage – Extended health, dental, and insurance benefits for peace of mind. • Flexible Spending Power – Health & Personal Spending Accounts to fit your evolving needs. • Support When It Matters – Employee & Family Assistance Program for life’s challenges. • Future-Ready Savings – Registered Pension Plan with company match, plus TFSA & RRSP options. • Shared Success – Employee Share Purchase Plan with company match—because we grow together. Salary Range: $89,000-$133,500 + Bonus The final offer is determined based on your individual skills, qualifications, and competencies and aligned with our commitment to internal equity. We recognize that not everyone will meet every requirement listed, and that’s okay. If this role excites you and you believe you have relevant experience or transferable skills, we encourage you to apply. We value potential and are committed to supporting growth and development. We’re an equal opportunity employer, committed to building a workplace where every perspective sparks progress. We welcome applications from women, Indigenous Peoples, visible minorities, persons with disabilities, and members of the 2SLGBTQIA+ community. Need accommodation during the recruitment process? Just let us know, we’ll make it happen. Mining. Redefined. We’re building a modern mining company driven by innovation, accountability, and a deep commitment to sustainability. Please note that IAMGOLD does not use AI tools within our applicant tracking system to support the screening of applications Canada", "summaryDescription" : "Human Resources Business Partner at IAMGOLD", "createdAt" : "2026-06-14T20:47:43.545", "lastUpdated" : "2026-06-16T00:14:51.890", "ingestTimestamp" : "2026-06-14T20:47:43.545", "mongoId" : "696081de0937eae70e9c7092", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "75k-100k", "hasSalary" : false, "allSkills" : [ ], "skillCount" : 0, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Mid", "dataQualityScore" : 0.6666667, "_score" : 387.20312, "hasLocation" : true, "hasGeo" : false, "llmIndustry" : "Mining", "llmIndustryConfidence" : 0.98 }, { "id" : "6a305459f292fd229cf17777", "title" : "Workforce / Recruitment Manager", "company" : "Healthcare Australia", "industry" : "Hospital And Health Care", "salary" : { "min" : 115000.0, "max" : 165000.0, "currency" : "AUD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Manager level Workforce/Recruitment Manager in Brisbane, Australia, adjusted for the healthcare industry and full-time onsite employment." }, "location" : "Brisbane, QLD, Australia", "locations" : [ "Brisbane", "QLD", "Australia" ], "certifications" : [ "HR certification" ], "timestamp" : "2026-06-16T07:41:49.894", "fingerprint" : "44b39ef2cadb56f1440f6a8e9d9dca3b433bcbff4946cbf711e84d3617884a5f", "source" : "smartrecruiters", "language" : "en", "applyUrl" : "https://jobs.smartrecruiters.com/HealthcareAustralia1/6000000001153061-workforce-recruitment-manager", "externalId" : "6000000001153061", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Brisbane", "state" : "Queensland", "country" : "Australia", "continent" : "oc", "source" : "llm", "workMode" : "onsite", "geo" : "-27.4689623,153.0235009" } ], "locationText" : "Brisbane, Queensland, Australia", "employmentType" : "FULL_TIME", "experienceMinYears" : 5, "experienceMaxYears" : 10, "experienceLevel" : "mid", "professionalSkills" : [ "Talent management", "Employee relations", "HR processes", "Organizational development" ], "hardSkillsList" : [ "Recruitment", "Employee relations", "HR processes", "Organizational development" ], "hardSkills" : [ { "name" : "Recruitment", "level" : "intermediate" }, { "name" : "Employee relations", "level" : "intermediate" }, { "name" : "HR processes", "level" : "intermediate" }, { "name" : "Organizational development", "level" : "intermediate" } ], "majorSkills" : "Talent management, Recruitment, Employee relations", "majorSkillsList" : [ "Talent management", "Recruitment", "Employee relations" ], "coreResponsibilities" : "Manage recruitment processes, Develop and implement HR policies, Oversee employee relations, Drive organizational development initiatives, Ensure compliance with labor laws, Support HR strategy, Manage HR projects, Advise management on HR matters", "teamCollaboration" : "Cross-functional teams; Senior leadership", "projectManagementSkills" : [ "Project management" ], "domainKnowledge" : "Human resources; Labor laws", "domainList" : [ "human-resources", "labor-laws" ], "domainSpecificKnowledge" : [ "Human resources", "Labor laws" ], "communicationSkills" : "Interpersonal skills", "problemSolvingSkills" : "Problem-solving", "qualificationsBasic" : "5+ years HR experience, Experience in recruitment, Experience in employee relations, Experience in HR processes, Experience in organizational development, Bachelor's degree", "qualificationsPreferred" : "Master's degree, HR certification", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "Healthcare Australia (HCA) is Australia’s largest specialist healthcare workforce provider. We deliver services across allied health, primary care, recruitment, NDIS, care services, and training. Our Travel Nurse division supports hospitals and aged care providers nationwide, ensuring nurses and carers have rewarding and flexible opportunities. In this role, you’ll lead our Brisbane Workforce Division, managing a high-performing recruitment and workforce team while building strong relationships with clients across the Acute, Aged Care, and Community Care sectors. You’ll be responsible for driving team performance, supporting workforce growth, strengthening client partnerships, identifying new business opportunities, and ensuring the delivery of exceptional staffing solutions across the region. This is a hands-on leadership role requiring a strong focus on people management, client engagement, service delivery, and business development. In this role, you will: * Lead, coach, and develop a team of recruiters to achieve performance, fill-rate, and revenue targets. * Build and maintain strong relationships with healthcare clients across Acute, Aged Care, and Community Care sectors. * Conduct regular client visits to strengthen partnerships, identify workforce needs, and deliver tailored staffing solutions. * Collaborate with internal stakeholders to ensure exceptional service delivery and client satisfaction. Let's talk about you You are an experienced recruitment leader with a proven track record in agency recruitment, workforce solutions, or staffing services. You are commercially minded, relationship-driven, and passionate about delivering exceptional outcomes for clients and candidates. You are an energetic and approachable people person who enjoys building genuine relationships and becoming a trusted partner to clients. Client engagement is at the heart of what you do, and you take pride in delivering outstanding service and long-term partnerships. You are an excellent communicator with strong leadership, stakeholder management, and business development skills, and thrive in a fast-paced, results-driven environment. What's in it for you? * 7% discount on BUPA Private Health Insurance * Work life leave (up to an extra 5 days of leave * Salary packaging and novated leasing options through SmartGroup * Free counselling services Through the Employee Assistance Program, you can access free, confidential counselling to support your mental health; For questions or to apply, contact Renata Lage at [renata.lage@healthcareaustralia.com.au](mailto:renata.lage@healthcareaustralia.com.au) Veterans are encouraged to apply. At HCA, we celebrate diversity and are committed to providing a safe, inclusive workplace for all.", "summaryDescription" : "Workforce / Recruitment Manager at Healthcare Australia. Skills: Talent management, Recruitment, Employee relations. Manage recruitment processes. Develop and implement HR policies", "postedDate" : "2026-06-15T00:48:49.000", "createdAt" : "2026-06-15T23:35:54.452", "lastUpdated" : "2026-06-16T07:41:49.894", "ingestTimestamp" : "2026-06-15T23:35:54.452", "mongoId" : "6a305459f292fd229cf17777", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "100k-150k", "hasSalary" : false, "allSkills" : [ "Recruitment", "Employee relations", "HR processes", "Organizational development", "Talent management", "Project management", "Human resources", "Labor laws", "HR certification" ], "skillCount" : 9, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Manager", "dataQualityScore" : 1.0, "_score" : 384.3315, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Healthcare", "llmIndustryConfidence" : 0.95 }, { "id" : "6a307f0ff292fd229c054d8d", "title" : "Senior Technical Program Manager, Strategic Infrastructure Planning Initiatives", "salary" : { "min" : 155000.0, "max" : 215000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Senior Technical Program Manager in Thornton, United States, adjusted for the technology industry and senior experience level." }, "location" : "[Thornton, CO, USA, [12396 Grant St, Thornton, CO 80241, USA], Thornton, 80241, CO, US]", "locations" : [ "[Thornton, CO, USA, [12396 Grant St, Thornton, CO 80241, USA], Thornton, 80241, CO, US]", "[Kirkland, WA, USA, [Kirkland, WA, USA], Kirkland, null, WA, US]", "[Austin, TX, USA, [Austin, TX, USA], Austin, null, TX, US]", "[Sunnyvale, CA, USA, [Sunnyvale, CA, USA], Sunnyvale, null, CA, US]" ], "timestamp" : "2026-06-16T14:55:45.145", "fingerprint" : "77231978cba0ff99571c06d83e9045e52a97002733a8cadb7d71b87af473605b", "source" : "google", "language" : "en", "externalId" : "80302363637621446", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Thornton", "state" : "Colorado", "country" : "United States", "continent" : "na", "source" : "llm", "workMode" : "onsite", "geo" : "39.8695516,-104.9851810" } ], "locationText" : "Thornton, Colorado, United States", "experienceMinYears" : 5, "experienceMaxYears" : 10, "experienceLevel" : "Senior", "technicalSkills" : "Cloud infrastructure", "professionalSkills" : [ "Program management", "Strategic planning", "Infrastructure planning" ], "majorSkills" : "Program management, Infrastructure planning", "majorSkillsList" : [ "Program management", "Infrastructure planning" ], "coreResponsibilities" : "Manage strategic infrastructure planning initiatives, Develop and execute infrastructure roadmaps, Coordinate cross-functional teams, Identify and mitigate project risks, Communicate project status to stakeholders, Ensure alignment with business objectives, Oversee project budgets and timelines, Drive continuous improvement in planning processes", "teamCollaboration" : "Cross-functional teams; Stakeholder communication", "projectManagementSkills" : [ "Program management", "Roadmap development", "Risk mitigation" ], "domainKnowledge" : "Infrastructure planning; Cloud infrastructure", "domainList" : [ "infrastructure-planning", "cloud-infrastructure" ], "domainSpecificKnowledge" : [ "Infrastructure planning", "Cloud infrastructure" ], "communicationSkills" : "Project status communication", "problemSolvingSkills" : "Risk mitigation", "qualificationsBasic" : "5+ years of experience in program management, Experience with strategic infrastructure planning, Experience with large-scale infrastructure projects", "qualificationsPreferred" : "Master's degree in a related field, Experience with cloud infrastructure", "workSiteFlexibility" : "Onsite", "summaryDescription" : "Senior Technical Program Manager, Strategic Infrastructure Planning Initiatives. Skills: Program management, Infrastructure planning. Manage strategic infrastructure planning initiatives. Develop and execute infrastructure roadmaps", "postedDate" : "2026-06-16T01:49:58.517", "createdAt" : "2026-06-16T01:49:58.517", "lastUpdated" : "2026-06-16T14:55:45.145", "ingestTimestamp" : "2026-06-16T01:49:58.517", "mongoId" : "6a307f0ff292fd229c054d8d", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 155000, "salaryAnnualMax" : 215000, "salaryBand" : "150k-200k", "hasSalary" : true, "allSkills" : [ "Program management", "Infrastructure planning", "Strategic planning", "Roadmap development", "Risk mitigation", "Cloud infrastructure" ], "skillCount" : 6, "jobCategory" : "engineering", "jobSubcategory" : "software", "seniorityLevel" : "Senior", "dataQualityScore" : 0.6666667, "_score" : 382.73843, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.95 }, { "id" : "6a2ccf0074d8ee00a0a2d381", "title" : "Workforce Planning Analyst", "company" : "Playtech", "industry" : "Information Technology And Services", "salary" : { "min" : 55000.0, "max" : 80000.0, "currency" : "PEN", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Junior Workforce Planning Analyst in Lima, Peru, adjusted for mid-level experience and the technology industry." }, "location" : "Lima, PE", "locations" : [ "Lima", "PE" ], "timestamp" : "2026-06-16T00:49:18.675", "fingerprint" : "2d6d04e0be4fb0963d9c9358f401be0b3a6831121ebbe58a14b38aef85829077", "source" : "smartrecruiters", "language" : "es", "applyUrl" : "https://jobs.smartrecruiters.com/Playtech/744000131748005-workforce-planning-analyst-", "externalId" : "744000131748005", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Lima", "country" : "Peru", "continent" : "sa", "source" : "llm", "workMode" : "onsite", "geo" : "-12.0459808,-77.0305912" } ], "locationText" : "Lima, Peru", "employmentType" : "FULL_TIME", "minimumEducation" : "Bachelor's", "experienceMinYears" : 2, "experienceLevel" : "not-applicable", "technicalSkills" : "Excel, Power BI, DAX", "professionalSkills" : [ "Distribución de horarios", "Indicadores de gestión", "Rendimiento", "Optimización" ], "hardSkillsList" : [ "Análisis de datos", "Gestión de horarios", "Planificación de personal" ], "hardSkills" : [ { "name" : "Análisis de datos", "level" : "intermediate" }, { "name" : "Gestión de horarios", "level" : "intermediate" }, { "name" : "Planificación de personal", "level" : "intermediate" } ], "majorSkills" : "Workforce Planning, Scheduling, Reporting", "majorSkillsList" : [ "Workforce Planning", "Scheduling", "Reporting" ], "coreResponsibilities" : "Analizar la fuerza de trabajo, Distribuir horarios, Proponer nuevos métodos de distribución, Proponer nuevos métodos de gestión de la fuerza, Reportar principales indicadores de gestión, Reportar rendimiento, Reportar optimización de la fuerza de trabajo", "domainKnowledge" : "Juegos en línea", "domainList" : [ "juegos-en-linea" ], "domainSpecificKnowledge" : [ "Juegos en línea" ], "toolProficiency" : [ "Power BI" ], "communicationSkills" : "Inglés avanzado", "continuousLearning" : "Oportunidad de crecimiento", "innovationCreativity" : "Proponer nuevos métodos", "problemSolvingSkills" : "Optimización de la fuerza de trabajo", "outcomesObjectives" : "Optimización de la fuerza de trabajo", "qualificationsBasic" : "Grado universitario en Ingeniería o carreras afines, Mínimo 2 años de experiencia en funciones similares, Inglés avanzado (lectura, escritura y comunicación oral), Excel avanzado, Manejo de Power BI (actualización de dashboards, bases de datos y DAX)", "qualificationsPreferred" : "Ingeniería o carreras afines", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "Playtech Lima es parte de Playtech - el mayor proveedor mundial de software para juegos en línea que cotiza en el Mercado Principal de la Bolsa de Valores de Londres Playtech ofrece soluciones de vanguardia y valor agregado a los principales operadores de juegos de la industria. Desde la creación de Playtech en 1999, nuestro enfoque se ha centrado en el desarrollo continuo. Playtech Lima representa el producto Playtech Live, y nuestros estudios contienen cientos de cámaras de última generación, transmitiendo en calidad HD premium, ofreciendo el streaming más rápido y el mayor up-time del mercado. En esta oportunidad nos encontramos en la búsqueda de un Analista de planificación de personal (Workforce Planning Analyst) que estará a cargo de: Análisis de la fuerza de trabajo y distribución de horarios. Proponer nuevos métodos de distribución y gestión de la fuerza de trabajo. Reportar principales indicadores de gestión, rendimiento y optimización de la fuerza de trabajo. ## Qualifications * Grado universitario en Ingeniería o carreras afines. Mínimo 2 años de experiencia en funciones similares. Inglés avanzado (lectura, escritura y comunicación oral). Excel avanzado y manejo de Power BI (actualización de dashboards, bases de datos y DAX). ## Additional Information * Sede de trabajo: Magdalena y/o Miraflores. * Horario de trabajo: L - V / 9 am a 6 pm * Salario acorde al mercado. * Contrato en planilla de régimen general (beneficios de ley completos desde el primer día) * Contrato a largo plazo. * Oportunidad de crecimiento", "summaryDescription" : "Workforce Planning Analyst at Playtech. Skills: Workforce Planning, Scheduling, Reporting. Analizar la fuerza de trabajo. Distribuir horarios", "postedDate" : "2026-06-11T19:32:05.000", "createdAt" : "2026-06-14T20:20:43.113", "lastUpdated" : "2026-06-16T00:49:18.675", "ingestTimestamp" : "2026-06-14T20:20:43.113", "mongoId" : "6a2ccf0074d8ee00a0a2d381", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "50k-75k", "hasSalary" : false, "allSkills" : [ "Análisis de datos", "Gestión de horarios", "Planificación de personal", "Workforce Planning", "Scheduling", "Reporting", "Distribución de horarios", "Indicadores de gestión", "Rendimiento", "Optimización", "Juegos en línea", "Power BI" ], "skillCount" : 12, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "Junior", "dataQualityScore" : 1.0, "_score" : 381.6816, "daysOld" : 4, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.92 }, { "id" : "68b706987fc9a711f0f6fdef", "title" : "Workforce Staffing Lead", "company" : "ASSPL", "industry" : "Human Resources, global corporate", "salary" : { "min" : 1500000.0, "max" : 2500000.0, "currency" : "INR", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Lead Workforce Staffing Lead in Logistics in Bengaluru, India, adjusted for seniority and company size." }, "location" : "Bengaluru, Karnataka, IND", "locations" : [ "Bengaluru, Karnataka, IND" ], "timestamp" : "2026-06-16T07:40:21.343", "fingerprint" : "e69953463b6f8612ca87aa81b2c50cd6e25c450e08fdcf1640045648bbfa6c57", "source" : "amazon", "language" : "en", "applyUrl" : "https://account.amazon.com/jobs/3052820/apply", "externalId" : "d0b2f43d-2375-472d-bab7-b7cff3f8bd73", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Bengaluru", "state" : "Karnataka", "country" : "India", "continent" : "as", "source" : "llm", "workMode" : "onsite", "geo" : "12.9767936,77.5900820" } ], "locationText" : "Bengaluru, Karnataka, India", "employmentType" : "FULL_TIME", "minimumEducation" : "Bachelor's", "experienceMinYears" : 8, "experienceMaxYears" : 15, "experienceLevel" : "Lead", "professionalSkills" : [ "Talent management", "Employee relations", "Organizational development", "Market analytics", "Strategic sourcing", "Vendor management", "Labor planning", "Candidate experience", "Process improvement", "Grassroots sourcing" ], "hardSkillsList" : [ "Staffing execution", "Hiring events", "Labor demand planning", "Candidate cycle time", "Conversion rates", "Applicant funnel metrics", "Performance reporting", "Key Performance Indicators" ], "hardSkills" : [ { "name" : "Staffing execution", "level" : "intermediate" }, { "name" : "Hiring events", "level" : "intermediate" }, { "name" : "Labor demand planning", "level" : "intermediate" }, { "name" : "Candidate cycle time", "level" : "intermediate" }, { "name" : "Conversion rates", "level" : "intermediate" }, { "name" : "Applicant funnel metrics", "level" : "intermediate" }, { "name" : "Performance reporting", "level" : "intermediate" }, { "name" : "Key Performance Indicators", "level" : "intermediate" } ], "majorSkills" : "Workforce staffing, Talent acquisition, Vendor management, Labor market analysis", "majorSkillsList" : [ "Workforce staffing", "Talent acquisition", "Vendor management", "Labor market analysis" ], "coreResponsibilities" : "Execute New Hiring Events, Audit New Hiring Events, Communicate event metrics, Align labor strategy, Mitigate labor risk, Manage vendor KPIs, Deliver standard work, Forecast labor needs, Monitor labor market health, Provide market insights, Optimize candidate cycle time, Optimize conversion rates, Optimize applicant funnel, Support community groups, Develop talent communities, Analyze Workforce Staffing performance, Lead projects, Manage programs, Set KPIs, Benchmark metrics, Prioritize to meet SLAs, Deliver hiring requirements, Partner with stakeholders", "teamCollaboration" : "Business operations leaders; Finance regional leaders; Staffing Manager; Operations; Learning; HRBPs; Manpower agency partners", "projectManagementSkills" : [ "Program management" ], "domainKnowledge" : "Front-line associates; High-volume hiring; Logistics hiring", "domainList" : [ "front-line-associates", "high-volume-hiring", "logistics-hiring" ], "domainSpecificKnowledge" : [ "Front-line associates", "High-volume hiring", "Logistics hiring" ], "toolProficiency" : [ "Microsoft Office" ], "problemSolvingSkills" : "Analytical thinker; Solve complex hiring problems", "specialRequirements" : "Travel as needed", "outcomesObjectives" : "Meet labor order demands; Fill positions on time; Meet and exceed SLAs", "qualificationsBasic" : "Bachelor's degree, 2+ years Amazon experience, Knowledge of Microsoft Office", "qualificationsPreferred" : "Experience in investigative work, Experience developing policies, Experience managing confidential information", "remoteFriendly" : false, "workSiteFlexibility" : "Onsite", "rawDescription" : "At Amazon, we're working to be the most customer centric company on earth. To get there, we need exceptionally talented, bright and self-driven people. If you would like to help us build the place to find and buy anything online, this is your chance to make history. Workforce Staffing (WFS), a division of Worldwide Operations People, Product & Tech, manages Amazon’s Tier 1 talent (Front-line associates) supply chain. We attract, hire, and onboard the associates who, by fulfilling orders at the frontlines of the company, make Amazon a global leader in delivery and logistics. This encompasses market analytics, candidate attraction and communication, strategic sourcing, staffing execution at scale, and vendor management. These processes enable our business partners to meet customer expectations by matching talent supply with demand. The Workforce Staffing (WFS) team is looking for a Staffing Lead. The Staffing Lead is the primary candidate facing member of our field teams, serving in both executional and decision-making roles. The Staffing Lead will be responsible for ensuring that our candidates and stakeholders experience the highest level of Customer Obsession. In this high-volume hiring space, you will manage the delivery of Associate labor through direct sourcing channels, vendor suppliers, daily vendor management and engagement initiatives. The Staffing Lead will focus on owning the tactical development and delivery of community engagement plans, supporting labor demand planning for multiple sites across the cluster, and execution of candidate engagement activities. You will be an analytical thinker who can see around corners and demonstrate a passion for process improvement, candidate experience and seamless onboarding. You will work with a team of Staffing Leads and coordinators who thrive in an innovative, fast-paced environment. Key job responsibilities · Serves as the lead to pre plan, execute, and audit New Hiring Events (NHE) based on labor projections to meet the labor order demands and fill on time. Completes post audit of event and communicates event metrics to leadership · Partners with business operations and finance regional leaders to align labor strategy, plans and mitigate risk due to labor fulfillment with weekly Labor Assumption and Labor Planning meetings · Vendor management of labor suppliers and associated KPIs, delivery of standard work and forecasting · Monitor labor market health and provide advanced insights into changes that will affect the business · Manage and build strategies to optimize candidate cycle time, conversion rates and applicant funnel metrics to benchmark · Partners with Staffing Manager to support community groups to leverage grassroots sourcing channels to develop talent communities to fill positions · Manage & Analyze daily, weekly, and monthly reporting of Workforce Staffing performance via Key Performance Indicators · Leads and drives projects, of increasing scale and complexity, and manages programs through completion · Set KPI’s, benchmark metrics & understand how to prioritize to meet and exceed all business SLAs · Should be able to travel as needed to conduct events in various locations within your designated or assigned geographical area. A day in the life The role holder will solve complex hiring-related problems for INOPS. They will manage key program priorities for the India WFS team while collaborating closely with multiple functions. Additionally, they will be responsible for delivering hiring requirements across assigned sites. They will partner with key stakeholders including Operations, Learning, HRBPs, and external manpower agency partners to ensure successful outcomes. About the team Workforce Staffing (WFS), a division within Worldwide (WW) Ops PxT (HR), is responsible for the management of the Tier 1 talent supply chain. This encompasses market analytics, candidate attraction and communication, strategic sourcing, staffing execution at scale, and vendor management. These processes enable our business partners to meet customer demand by matching talent supply with demand. Basic Qualifications: - Bachelor's degree, or 2+ years of Amazon (blue badge/FTE) experience - Knowledge of Microsoft Office products and applications Preferred Qualifications: - Experience in conducting investigative work, including claimant, witness, and target employee interviews, investigative data analysis, and production of investigative documentation - Experience developing policies and supporting documentation - Experience managing confidential and sensitive employee information and adherence to strict confidentiality standards Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.", "summaryDescription" : "Workforce Staffing Lead at ASSPL. Skills: Workforce staffing, Talent acquisition, Vendor management, Labor market analysis. Execute New Hiring Events. Audit New Hiring Events", "postedDate" : "2026-06-14T20:25:35.643", "createdAt" : "2026-06-14T20:25:35.643", "lastUpdated" : "2026-06-16T07:40:21.343", "ingestTimestamp" : "2026-06-14T20:25:35.643", "mongoId" : "68b706987fc9a711f0f6fdef", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "sourceUrl" : "https://account.amazon.com/jobs/3052820/apply", "salaryBand" : "200k+", "hasSalary" : false, "allSkills" : [ "Staffing execution", "Hiring events", "Labor demand planning", "Candidate cycle time", "Conversion rates", "Applicant funnel metrics", "Performance reporting", "Key Performance Indicators", "Workforce staffing", "Talent acquisition", "Vendor management", "Labor market analysis", "Talent management", "Employee relations", "Organizational development", "Market analytics", "Strategic sourcing", "Labor planning", "Candidate experience", "Process improvement", "Grassroots sourcing", "Program management", "Front-line associates", "High-volume hiring", "Logistics hiring", "Microsoft Office" ], "skillCount" : 26, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Lead", "dataQualityScore" : 1.0, "_score" : 377.189, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Logistics", "llmIndustryConfidence" : 0.95 }, { "id" : "6a2c8d7074d8ee00a0978ffd", "title" : "Senior Human Resource Business Partner", "company" : "Pivotal Health", "industry" : "People", "salary" : { "min" : 155000.0, "max" : 210000.0, "currency" : "USD", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for Senior Human Resource Business Partner in New York, with adjustments for the HealthTech industry and company size." }, "location" : "Lower Manhattan, NY", "locations" : [ "Lower Manhattan, NY" ], "timestamp" : "2026-06-15T04:51:29.956", "fingerprint" : "857e12bc1de6a6c4918b550c8102f443082e5ff764789625fad5387ecb0c6cc8", "source" : "ashby", "language" : "en", "applyUrl" : "https://jobs.ashbyhq.com/pivotal-health/78d93008-907d-493f-901d-ef04b9cfad5d/application", "externalId" : "78d93008-907d-493f-901d-ef04b9cfad5d", "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" : 5, "experienceMaxYears" : 10, "experienceLevel" : "Senior", "professionalSkills" : [ "Organizational design", "Talent strategy", "Performance management", "Employee engagement", "Team effectiveness", "Workforce planning", "Compensation philosophy", "Change management", "Employee experience", "Manager effectiveness", "Organizational health", "Employee retention" ], "hardSkillsList" : [ "People data analysis" ], "softSkillsList" : [ "Leadership", "Critical thinking" ], "hardSkills" : [ { "name" : "People data analysis", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Leadership" }, { "name" : "Critical thinking" } ], "majorSkills" : "HR Business Partnering, Organizational development, Talent management", "majorSkillsList" : [ "HR Business Partnering", "Organizational development", "Talent management" ], "coreResponsibilities" : "Provide strategic HR guidance, Build and scale people programs, Lead performance management initiatives, Support organizational planning efforts, Improve employee experience, Navigate periods of rapid growth, Drive culture and engagement initiatives", "teamCollaboration" : "Partner with leadership; Partner with people managers; Partner cross-functionally; Collaborate with leadership; Collaborate with teams", "domainKnowledge" : "Reimbursement landscape; Independent Dispute Resolution", "domainList" : [ "reimbursement-landscape", "independent-dispute-resolution" ], "domainSpecificKnowledge" : [ "Reimbursement landscape", "Independent Dispute Resolution" ], "qualificationsBasic" : "7+ years HR experience, 3+ years HR Business Partner capacity, Experience in high-growth environments, Ability to build and implement people programs, Executive presence, Ability to drive decision-making using people data, Broad HRBP expertise, Ability to operate independently, Business acumen", "qualificationsPreferred" : "Experience supporting startup environments, Experience navigating rapid organizational scaling, Background in healthcare, Background in healthtech, Prior people management experience", "remoteFriendly" : true, "workSiteFlexibility" : "Flexible", "rawDescription" : "ABOUT PIVOTAL HEALTH Pivotal Health is the leading technology platform that helps healthcare providers get paid fairly in an increasingly complex reimbursement landscape. Today, many providers face persistent underpayment from health insurance companies, despite delivering high-quality care. While processes like IDR (Independent Dispute Resolution) were designed to promote fairness, they’re often administrative-heavy, time-consuming, and difficult to navigate without the right tools. Pivotal Health combines software, data, and service into a seamlessly integrated, AI-driven platform that simplifies these complex reimbursement workflows. We help providers efficiently dispute underpaid claims, reduce administrative burden, and recover the reimbursement they’re entitled to; without adding more work to already stretched teams. Our full-service IDR solution is just the starting point. We’re building solutions that enable providers to operate with clarity, control, and confidence across the reimbursement journey. ABOUT THE ROLE This is an opportunity for a strategic, high-impact Senior HR Business Partner to play a critical role in shaping how Pivotal Health will scale. We’re looking for someone who thrives in ambiguity, enjoys building from the ground up, and wants a true seat at the table partnering closely with leadership on organizational strategy, talent, performance, engagement, and culture. This is far more than a traditional HR support role; you’ll influence key business decisions, build scalable people programs, guide leaders through growth and change, and help create the infrastructure needed for the next stage of the company’s evolution. The ideal candidate brings deep HRBP experience within high-growth environments, strong business acumen, and the confidence to challenge thinking, drive alignment, and lead proactively in a fast-paced, evolving organization. WHAT YOU’LL DO - Partner closely with leadership and people managers to provide strategic HR guidance across organizational design, talent strategy, performance management, employee engagement, and team effectiveness - Build and scale people programs, processes, and infrastructure that support a rapidly growing organization - Lead and evolve performance management initiatives, ensuring processes are scalable, effective, and aligned to company goals and culture - Support organizational planning efforts including workforce planning, leveling, compensation philosophy, and change management initiatives - Partner cross-functionally with leadership and teams across the business to improve employee experience, manager effectiveness, and organizational health - Help navigate periods of rapid growth, restructuring, and organizational change with a thoughtful, business-minded approach - Drive culture and engagement initiatives that strengthen collaboration, accountability, and employee retention WHO YOU ARE - 7+ years of progressive HR experience, including at least 3+ years in a true HR Business Partner capacity supporting leaders and organizations at scale - Experience operating within high-growth, scaling environments such as Series A/B+ startups or similarly fast-paced companies - Proven ability to build and implement people programs, processes, and infrastructure from the ground up - Strong executive presence with the ability to influence, challenge, and partner credibly with senior leaders, including VPs and Directors - Demonstrated ability to drive decision-making using people data and organizational insights, including metrics related to attrition, engagement, headcount, and performance - Broad HRBP expertise across the employee lifecycle, including talent management, organizational design, performance management, compensation philosophy, employee relations, and workforce planning - Ability to operate independently in ambiguous environments while balancing strategic thinking with hands-on execution - Strong business acumen and a proactive, solutions-oriented mindset with a focus on scalability and long-term organizational health EXTRA CREDIT EXPERIENCE - Experience supporting teams within high-growth startup environments and navigating rapid organizational scaling - Background in healthcare, healthtech, or highly regulated/compliance-driven industries - Prior people management experience, including mentoring or leading HR team members WHY YOU’LL LOVE WORKING HERE We’re a collaborative, low-ego team on a mission to make healthcare reimbursement fairer for providers. While we primarily hire around our core hubs–Los Angeles and New York–we remain open to exceptional talent outside those regions. Remote and hybrid flexibility varies by role and team, and is outlined in each job description. If you’re excited by solving complex problems and making a real-world impact, we’d love to hear from you. Benefits Include: - Competitive compensation, including equity - Full health, dental, and vision coverage - Retirement savings plan through 401(k) - Flexible time off - Opportunities for company-wide connection and events Ready to Make an Impact? We’re building something meaningful; and we want you on the team. Bring your ideas, curiosity, and drive, and let’s transform healthcare reimbursement together. EMPLOYMENT INFORMATION Work Authorization Candidates must be authorized to work in the United States without current or future employer sponsorship. Equal Employment Opportunity Pivotal Health is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, sex, gender identity or expression, sexual orientation, national origin, age, disability, veteran status, or any other legally protected status. Reasonable Accommodations Pivotal Health provides reasonable accommodations for qualified individuals with disabilities in accordance with applicable laws. If you need assistance during the application or interview process, please let us know. Background Checks Employment is contingent upon successful completion of applicable background checks, where permitted by law. At-Will Employment Employment with Pivotal Health is at-will and may be terminated by either party at any time, with or without cause or notice, in accordance with applicable law.", "summaryDescription" : "Senior Human Resource Business Partner at Pivotal Health. Skills: HR Business Partnering, Organizational development, Talent management. Provide strategic HR guidance. Build and scale people programs", "createdAt" : "2026-06-14T04:06:21.432", "lastUpdated" : "2026-06-15T04:51:29.956", "ingestTimestamp" : "2026-06-14T04:06:21.432", "mongoId" : "6a2c8d7074d8ee00a0978ffd", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryAnnualMin" : 155000, "salaryAnnualMax" : 210000, "salaryBand" : "150k-200k", "hasSalary" : true, "allSkills" : [ "People data analysis", "Leadership", "Critical thinking", "HR Business Partnering", "Organizational development", "Talent management", "Organizational design", "Talent strategy", "Performance management", "Employee engagement", "Team effectiveness", "Workforce planning", "Compensation philosophy", "Change management", "Employee experience", "Manager effectiveness", "Organizational health", "Employee retention", "Reimbursement landscape", "Independent Dispute Resolution" ], "skillCount" : 20, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Senior", "dataQualityScore" : 0.8888889, "_score" : 374.37607, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "HealthTech", "llmIndustryConfidence" : 0.98 }, { "id" : "6a305567f292fd229cf1f30d", "title" : "Workforce Operations Business Analyst", "company" : "European Homecare GmbH", "industry" : "Civic And Social Organization", "salary" : { "min" : 68500.0, "max" : 91500.0, "currency" : "EUR", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Senior Workforce Operations Business Analyst in Essen, Germany, adjusted for the healthcare industry and mid-level experience." }, "location" : "Essen, NRW, Germany", "locations" : [ "Essen", "NRW", "Germany" ], "certifications" : [ "CBAP", "CCBA" ], "timestamp" : "2026-06-16T05:35:53.669", "fingerprint" : "56a675d19d98cc31e1052c26b8691273334cb6ab61be183bd30f4cd220acabd9", "source" : "smartrecruiters", "language" : "de", "applyUrl" : "https://jobs.smartrecruiters.com/EuropeanHomecareGmbH/744000132133212-workforce-operations-business-analyst-", "externalId" : "744000132133212", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Essen", "state" : "North Rhine-Westphalia", "country" : "Germany", "continent" : "eu", "source" : "llm", "workMode" : "onsite", "geo" : "51.4582235,7.0158171" } ], "locationText" : "Essen, North Rhine-Westphalia, Germany", "employmentType" : "FULL_TIME", "minimumEducation" : "Bachelor's", "experienceMinYears" : 5, "experienceMaxYears" : 10, "experienceLevel" : "mid", "technicalSkills" : "Microsoft Excel, Macros", "professionalSkills" : [ "Business analysis", "Data analysis", "Performance analysis", "Process improvement", "System optimization", "Cost control", "Data quality management", "Governance", "Reporting" ], "hardSkillsList" : [ "Complex functions", "Forecasting", "Planning" ], "hardSkills" : [ { "name" : "Complex functions", "level" : "intermediate" }, { "name" : "Forecasting", "level" : "intermediate" }, { "name" : "Planning", "level" : "intermediate" } ], "majorSkills" : "Workforce control, KPI framework, Management reporting", "majorSkillsList" : [ "Workforce control", "KPI framework", "Management reporting" ], "coreResponsibilities" : "Contribute to Workforce Operations CoE, Ensure cross-border alignment of Workforce Control principles, Ensure cross-border alignment of Governance, Ensure cross-border alignment of KPI frameworks, Ensure cross-border alignment of Reporting standards, Develop Workforce Control operating model, Standardize operational KPI frameworks, Consolidate operational KPI frameworks, Manage management reporting for Immigration Europe, Analyze performance trends, Analyze risks, Provide recommendations, Analyze workforce-relevant data, Support forecasting processes, Support planning processes, Optimize efficiency, Control costs, Ensure data quality, Ensure data consistency, Ensure data integrity, Support compliance with legal requirements, Support compliance with internal requirements, Manage Workforce Operations system landscape, Translate operational requirements into system improvements, Translate operational requirements into process improvements, Coordinate optimizations, Advise executives, Advise HR, Advise planners", "teamCollaboration" : "Cross-functional teams; HR; Payroll; Stakeholders", "domainKnowledge" : "Workforce control; Immigration Europe; Asylbewerber; Obdachlosen", "domainList" : [ "workforce-control", "immigration-europe", "asylbewerber", "obdachlosen" ], "domainSpecificKnowledge" : [ "Workforce control", "Immigration Europe", "Asylbewerber", "Obdachlosen" ], "toolProficiency" : [ "Microsoft Excel" ], "communicationSkills" : "Reporting; Analysis", "continuousLearning" : "Training opportunities; Coaching; Feedback sessions", "problemSolvingSkills" : "Solution-oriented work approach", "outcomesObjectives" : "Improve performance; Improve transparency; Improve compliance", "qualificationsBasic" : "Bachelor's in Business Administration, 6–7 years experience, Proficient in Microsoft Excel, Strong analytical skills, Structured and solution-oriented work approach, Fluent German, Fluent English", "qualificationsPreferred" : "CBAP or CCBA certification", "remoteFriendly" : true, "workSiteFlexibility" : "Flexible", "rawDescription" : "Die European Homecare GmbH übernimmt als soziales Dienstleistungsunternehmen, im Auftrag der öffentlichen Hand, seit über 30 Jahren in derzeit bundesweit rund 100 Einrichtungen mit insgesamt ca. 2.000 Mitarbeiterinnen Aufgaben im Bereich der Betreuung, Unterbringung und Versorgung von Asylbewerberinnen und Obdachlosen. Wir suchen eine erfahrene Persönlichkeit als Workforce Operations Business Analyst (a), die die Weiterentwicklung unserer Workforce-Control-Fähigkeiten in Europa vorantreibt, operative Kennzahlen und Reporting-Strukturen standardisiert sowie durch datenbasierte Analysen, Governance und Systemoptimierungen zur nachhaltigen Verbesserung von Performance, Transparenz und Compliance beiträgt. Verantwortungen * Mitarbeit im Workforce Operations CoE sowie Sicherstellung der länderübergreifenden Ausrichtung von Workforce-Control-Prinzipien, Governance, KPI-Frameworks und Reporting-Standards. Weiterentwicklung des Workforce-Control- und Betriebsmodells. * Entwicklung, Standardisierung und Konsolidierung operativer KPI-Frameworks. Verantwortung für das Management-Reporting für Immigration Europe inkl. Analyse von Performance, Trends, Risiken und Handlungsempfehlungen. * Analyse workforce-relevanter Daten (z. B. Auslastung, Produktivität, Abwesenheiten, Staffing-Level) sowie Unterstützung von Forecasting- und Planungsprozessen zur Optimierung von Effizienz und Kostenkontrolle. * Sicherstellung von Datenqualität, Konsistenz und Integrität sowie Unterstützung der Einhaltung gesetzlicher und interner Anforderungen in Zusammenarbeit mit HR, Payroll und Stakeholdern. * Verantwortung für die Workforce-Operations-Systemlandschaft inkl. Übersetzung operativer Anforderungen in System- und Prozessverbesserungen, Koordination von Optimierungen sowie Beratung von Führungskräften, HR und Planern. ## Qualifications Profil * Abgeschlossenes Bachelorstudium in Betriebswirtschaft, Business Administration, Informatik oder einem vergleichbaren Studiengang * Idealerweise eine anerkannte Zertifizierung im Bereich Business Analyse (z. B. CBAP oder CCBA) * Mehrjährige Berufserfahrung (ca. 6–7 Jahre) in einer vergleichbaren Position, vorzugsweise in einem grösseren Unternehmen * Sehr gute Kenntnisse in Microsoft Excel, insbesondere im Umgang mit komplexen Funktionen und Makros * Ausgeprägte analytische Fähigkeiten sowie eine strukturierte und lösungsorientierte Arbeitsweise * Sehr gute Deutsch- und Englischkenntnisse in Wort und Schrift ## Additional Information Was wir bieten: * leistungsgerechtes Gehalt sowie eine betriebliche Altersvorsorge * eine anspruchs- sowie verantwortungsvolle Tätigkeit * vielfältige Fort- und Weiterbildungsmöglichkeiten * Coachings und Feedbackgespräche für Ihre individuelle und interkulturelle Entwicklung * Vergünstigungen über Corporate Benefits Bei uns erwartet Sie eine abwechslungsreiche Tätigkeit in einem interkulturellen Arbeitsumfeld. Sie haben die Möglichkeit, sich in einer flachen hierarchischen Struktur individuell mit Ihren Kompetenzen einzubringen. Sollten wir Ihr Interesse geweckt haben, freuen wir uns auf Ihre vollständigen und aussagekräftigen Bewerbungsunterlagen. Bei Rückfragen stehen wir Ihnen gerne unter bewerbung@eu-homecare.com oder 0201/4513660 zur Verfügung!", "summaryDescription" : "Workforce Operations Business Analyst at European Homecare GmbH. Skills: Workforce control, KPI framework, Management reporting. Contribute to Workforce Operations CoE. Ensure cross-border alignment of Workforce Control principles", "postedDate" : "2026-06-15T08:03:52.000", "createdAt" : "2026-06-15T23:44:02.803", "lastUpdated" : "2026-06-16T05:35:53.669", "ingestTimestamp" : "2026-06-15T23:44:02.803", "mongoId" : "6a305567f292fd229cf1f30d", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "50k-75k", "hasSalary" : false, "allSkills" : [ "Complex functions", "Forecasting", "Planning", "Workforce control", "KPI framework", "Management reporting", "Business analysis", "Data analysis", "Performance analysis", "Process improvement", "System optimization", "Cost control", "Data quality management", "Governance", "Reporting", "Immigration Europe", "Asylbewerber", "Obdachlosen", "CBAP", "CCBA", "Microsoft Excel" ], "skillCount" : 21, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "Senior", "dataQualityScore" : 1.0, "_score" : 374.15714, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Healthcare", "llmIndustryConfidence" : 0.95 }, { "id" : "6a3050abf292fd229cef38f1", "title" : "Strategic Account Executive", "company" : "Kong", "industry" : "All Cost Center", "salary" : { "min" : 5000000.0, "max" : 8000000.0, "currency" : "INR", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for an Executive Strategic Account Executive in the Technology industry in Delhi, India, adjusted for seniority and company size." }, "location" : "India-Karnataka", "locations" : [ "India-Karnataka" ], "timestamp" : "2026-06-16T12:23:19.512", "fingerprint" : "f47a268a768b2ed2e972ebc6cc278e63edf6d36c4f1135b40b9c8a8f08a9e30d", "source" : "ashby", "language" : "en", "applyUrl" : "https://jobs.ashbyhq.com/kong/b435e044-45ab-4395-a681-24131c63ca0e/application", "externalId" : "b435e044-45ab-4395-a681-24131c63ca0e", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Delhi", "country" : "India", "continent" : "as", "source" : "llm", "workMode" : "onsite", "geo" : "28.6138954,77.2090057" } ], "locationText" : "Delhi, India", "employmentType" : "FULL_TIME", "professionalSkills" : [ "Strategic thinking", "Relationship building", "Negotiation", "Account planning", "Forecasting" ], "hardSkillsList" : [ "Sales cycle management", "Pipeline management", "Contract negotiation" ], "hardSkills" : [ { "name" : "Sales cycle management", "level" : "intermediate" }, { "name" : "Pipeline management", "level" : "intermediate" }, { "name" : "Contract negotiation", "level" : "intermediate" } ], "majorSkills" : "Enterprise sales, Account management, Revenue generation", "majorSkillsList" : [ "Enterprise sales", "Account management", "Revenue generation" ], "coreResponsibilities" : "Serve as strategic partner to C-suite, Solve security challenges, Lead end-to-end sales cycles, Manage book of business, Document buying criteria, Determine appropriate motions, Ensure pipeline accuracy, Work leads to closure, Build relationships with stakeholders, Develop account plans, Identify key opportunities, Outline path to success, Understand platform, Understand competitive landscape, Articulate value proposition, Exceed revenue targets, Drive revenue growth, Collaborate with internal teams, Ensure seamless sales experience", "teamCollaboration" : "Work with product teams; Work with marketing teams; Work with customer success", "domainKnowledge" : "API connectivity; AI agentic era; AI governance", "domainList" : [ "api-connectivity", "ai-agentic-era", "ai-governance" ], "domainSpecificKnowledge" : [ "API connectivity", "AI agentic era", "AI governance" ], "communicationSkills" : "Executive presentations; Negotiation skills; Closing skills", "specialRequirements" : "Travel to customer sites", "outcomesObjectives" : "Meet annual quotas; Exceed annual quotas; Drive significant revenue growth", "qualificationsBasic" : "10 years B2B SaaS sales, Exceed $1M+ quotas, Selling to senior-level executives", "qualificationsPreferred" : "Fortune 1000 landscape experience", "workSiteFlexibility" : "Onsite", "rawDescription" : "Are you ready to unlock intelligence? If you don’t think you meet all of the criteria below but are still interested in the job, please apply. Nobody checks every box - we’re looking for candidates that are particularly strong in a few areas, and have some interest and capabilities in others. About the role: Do you have a passion for helping customers achieve mission-critical breakthroughs with an incredible product? Kong is not just a market leader in API Platforms; we're at the forefront of the AI agentic era, empowering enterprises to harness the power of AI with intelligent governance. We are searching for an incredible Strategic Account Executive to work closely with a set of key strategic accounts to drive impact on the revenue and expansion of the business in India. Are you someone who builds relationships, crushes numbers, and thrives in a fast-paced environment? If this sounds like you, come and join us! This role will be based in Delhi, India. WHAT YOU'LL DO - You will be a strategic partner, helping C-suite executives solve their most pressing security challenges. Your day-to-day will be a dynamic mix of strategy, relationship-building, and deal-making. - Own the Full Sales Cycle: Lead end-to-end sales cycles from initial engagement to final contract negotiation and closing. Take ownership of your book of business, which includes understanding and documenting the buying criteria and process, determining the appropriate motions and patterns, ensuring pipeline accuracy based on evidence, and working the leads to closure. - Navigate Complex Accounts: Build and nurture relationships with multiple stakeholders across large organisations, including C-level executives, IT leaders, and procurement teams. - Craft Compelling Strategies: Develop and execute account plans that identify key opportunities and outline a clear path to success within your territory. - Become a Subject Matter Expert: Gain a deep understanding of our platform and the competitive landscape to effectively articulate our value proposition in a highly technical and business-oriented way. Responsible for assigned territory account planning and forecasting. - Exceed Revenue Targets: Drive significant revenue growth by consistently meeting and exceeding your annual quotas. - Collaboration: Collaborate with internal teams, including product, marketing, and customer success, to ensure a seamless sales experience and alignment with customer needs. - Ability to travel to customer sites as required. WHO YOU ARE: THE IDEAL CANDIDATE - Proven success: As a seasoned sales professional with a track record of success in the Fortune 1000 landscape, you bring the rare ability to win new logos through strategic thinking and masterful relationship building. You are an expert negotiator who excels at navigating complex enterprise environments to drive transformative business outcomes. - Strategic Impact: A decade of excellence in B2B SaaS sales, with a consistent track record of exceeding $1M+ quotas while partnering with C-Suite executives at the region’s largest enterprises. - Strategic & Methodical: You have a deep understanding of complex, multi-stakeholder sales processes and can effectively manage a large pipeline. A true desire to see customers benefit from the investment they make with Kong. - Entrepreneurial: You take ownership of your business and have the drive and ambition to build your business. You are motivated to thrive in a fast-paced, entrepreneurial environment, taking ownership of your sales territory and adapting to changing market dynamics. - Executive Presence: Demonstrated success in selling to large enterprises, particularly to senior-level executives and across multiple departments. - Driven by Impact: You thrive on the challenge of closing large, transformational deals and seeing the impact of your work. - Attributes: Effective communicator and strong interpersonal skills. Excellent negotiation, presentation, and closing skills. Motivated, driven and results-oriented. If you are ready to make a significant impact on our company and your career, we encourage you to apply. #LI-SP1 About Kong: Kong Inc., a leading developer of API and AI connectivity technologies, is building the infrastructure that powers the agentic era. Trusted by the Fortune 500 and startups alike, Kong's unified API and AI platform, Kong Konnect, enables organizations to secure, manage, accelerate, govern, and monetize the flow of intelligence across APIs and AI models. For more information, visit www.konghq.com http://www.konghq.com.", "summaryDescription" : "Strategic Account Executive at Kong. Skills: Enterprise sales, Account management, Revenue generation. Serve as strategic partner to C-suite. Solve security challenges", "createdAt" : "2026-06-16T00:30:45.540", "lastUpdated" : "2026-06-16T12:23:19.512", "ingestTimestamp" : "2026-06-16T00:30:45.540", "mongoId" : "6a3050abf292fd229cef38f1", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "200k+", "hasSalary" : false, "allSkills" : [ "Sales cycle management", "Pipeline management", "Contract negotiation", "Enterprise sales", "Account management", "Revenue generation", "Strategic thinking", "Relationship building", "Negotiation", "Account planning", "Forecasting", "API connectivity", "AI agentic era", "AI governance" ], "skillCount" : 14, "jobCategory" : "sales", "jobSubcategory" : "revenue", "seniorityLevel" : "Executive", "dataQualityScore" : 0.7777778, "_score" : 370.32916, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Technology", "llmIndustryConfidence" : 0.98 }, { "id" : "6a306062f292fd229cf8bd6a", "title" : "ZEO Success Partner", "company" : "Zuora", "industry" : "SaaS", "salary" : { "min" : 1500000.0, "max" : 2500000.0, "currency" : "INR", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Mid-level ZEO Success Partner in Bengaluru, India, adjusted for the SaaS industry and company size." }, "location" : "Bengaluru, Karnataka, India", "locations" : [ "Bengaluru", "Karnataka", "India" ], "timestamp" : "2026-06-16T08:57:36.923", "fingerprint" : "c326e10a4f19560f7804be3a85867034513e0f44ac4f0eaa7d69c75598713020", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://boards.greenhouse.io/zuora/jobs/7588873?gh_jid=7588873", "externalId" : "7588873", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Bengaluru", "state" : "Karnataka", "country" : "India", "continent" : "as", "source" : "llm", "workMode" : "hybrid", "geo" : "12.9767936,77.5900820" } ], "locationText" : "Bengaluru, Karnataka, India", "employmentType" : "FULL_TIME", "experienceMinYears" : 6, "experienceMaxYears" : 8, "experienceLevel" : "Mid", "professionalSkills" : [ "Talent management", "Employee relations", "HR processes", "Organizational development" ], "majorSkills" : "Human Resources", "majorSkillsList" : [ "Human Resources" ], "remoteFriendly" : true, "rawDescription" : "About Zuora At Zuora, we help businesses grow smarter and adapt faster. Our platform powers modern business models — from subscriptions and usage-based pricing to AI-driven and outcome-based offerings — helping companies launch new products, automate complex billing, and unlock predictable, recurring revenue. We’ve led the Subscription Economy for more than a decade. Now we’re evolving again by building the definitive platform for quote to cash and helping companies monetize their products and services with an adaptable, AI-ready foundation. The Opportunity We are looking for an HR Business Partner to serve as a trusted advisor to leadership, driving people initiatives that enable business success and growth. You’ll: Develop and execute people and talent strategies aligned with business goals Partner with leaders on performance, leadership development, and succession planning Support organizational growth through team planning and role clarity Manage employee lifecycle activities, including employee relations and engagement Use data insights to improve engagement and retention Enable talent development programs and learning initiatives Promote inclusive culture and leadership behaviors Collaborate with HR COEs and regional teams for consistent HR delivery Drive and support HR projects and operational excellence About You 6-8 years of progressive HR experience, with exposure to HR Business Partnering or closely related roles. Experience supporting leaders and teams in a hi-tech or product-based organization. Demonstrated ability to advise and influence leaders across organizational levels. Strong data-driven mindset, with experience using people's insights to diagnose issues and inform solutions. Nice to haves: Demonstrated ability to manage multiple priorities effectively in a dynamic, fast-changing environment while maintaining attention to detail. Comfort working with ambiguity and evolving business needs, with a solution-oriented and adaptable approach. Experience balancing strategic thinking with hands-on execution of HR initiatives. The Team The HR Business Partner (ZSP) is part of the ZEO Success team, acting as a strategic partner to business leaders. The team focuses on aligning people strategies with business goals, driving organizational effectiveness, and fostering a high-performance, inclusive culture. Working at the intersection of business and HR, the team collaborates closely with HR Centers of Excellence (Talent, Total Rewards) and regional partners to deliver consistent, scalable HR programs across the employee lifecycle. This is a hybrid role based in Bangalore, supporting a dynamic, fast-growing environment. Benefits Zuora offers a comprehensive total rewards package designed to support ZEOs’ wellbeing, growth, and flexibility. While specific offerings may vary by country, we typically provide: Competitive compensation, variable bonus and performance-based reward opportunities, and retirement programs Medical, dental, and vision insurance Generous, flexible time off, plus paid holidays, wellness days, and a company-wide year-end break Paid parental leave (including fully paid leave for eligible ZEOs, subject to local policy) Learning details will be shared during the interview process #ZEOLife at Zuora ZEOs (our employees) are empowered to take ownership, challenge the status quo, and make a real impact. We: Collaborate deeply across teams and regions Learn constantly and iterate often Build an inclusive, high-performance culture where people feel inspired, connected, and valued Our Commitment to an Inclusive Workplace Think, be and do you. At Zuora, different perspectives, experiences, and contributions matter — everyone counts. Zuora is proud to be an Equal Opportunity Employer committed to creating an inclusive environment for all. We do not discriminate on the basis of, and consider individuals seeking employment with Zuora without regard to, race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics. We encourage candidates from all backgrounds to apply. Applicants in need of special assistance or accommodation during the interview process or in accessing our website may contact us by sending an email to assistance@zuora.com (or local equivalent, where applicable).", "summaryDescription" : "ZEO Success Partner at Zuora. Skills: Human Resources", "postedDate" : "2026-06-15T23:21:53.952", "createdAt" : "2026-06-15T23:21:53.952", "lastUpdated" : "2026-06-16T08:57:36.923", "ingestTimestamp" : "2026-06-15T23:21:53.952", "mongoId" : "6a306062f292fd229cf8bd6a", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "200k+", "hasSalary" : false, "allSkills" : [ "Human Resources", "Talent management", "Employee relations", "HR processes", "Organizational development" ], "skillCount" : 5, "jobCategory" : "operations", "jobSubcategory" : "hr", "seniorityLevel" : "Mid", "dataQualityScore" : 1.0, "_score" : 367.58133, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "SaaS", "llmIndustryConfidence" : 0.98 }, { "id" : "69f30e3f4c40e2acd18dfc70", "title" : "Workforce Management Supervisor", "company" : "Support Services Group", "salary" : { "min" : 700000.0, "max" : 1100000.0, "currency" : "PHP", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Lead Workforce Management Supervisor in Cebu City, Philippines, adjusted for the business services industry and company size." }, "location" : "Cebu City, PH", "locations" : [ "Cebu City", "PH" ], "timestamp" : "2026-06-16T05:02:52.078", "fingerprint" : "12452b17f2da2d7c2059694c0837895b4194f795794690f3e48228840e31c963", "source" : "breezyhr", "language" : "en", "applyUrl" : "https://ssg-philippines.breezy.hr/p/cc508c7c1754-workforce-supervisor", "externalId" : "cc508c7c1754", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Cebu City", "state" : "Cebu", "country" : "Philippines", "continent" : "as", "source" : "llm", "workMode" : "onsite", "geo" : "10.3285605,123.9008849" } ], "locationText" : "Cebu City, Cebu, Philippines", "employmentType" : "FULL_TIME", "professionalSkills" : [ "Operational performance" ], "majorSkills" : "Workforce management", "majorSkillsList" : [ "Workforce management" ], "coreResponsibilities" : "Lead workforce management teams, Optimize workforce efficiency, Elevate operational performance", "qualificationsBasic" : "Lead workforce management teams", "workSiteFlexibility" : "Onsite", "rawDescription" : "Are you up to take the lead in optimizing workforce efficiency and elevating operational performance? Join Support Services Group, where innovation meets excellence, as a Workforce Management Supervisor!What You Will Do: Lead highly motivated and high-performing workforce management teams, leveragi", "summaryDescription" : "Workforce Management Supervisor at Support Services Group. Skills: Workforce management. Lead workforce management teams. Optimize workforce efficiency", "createdAt" : "2026-06-14T18:37:48.231", "lastUpdated" : "2026-06-16T05:02:52.078", "ingestTimestamp" : "2026-06-14T18:37:48.231", "mongoId" : "69f30e3f4c40e2acd18dfc70", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "200k+", "hasSalary" : false, "allSkills" : [ "Workforce management", "Operational performance" ], "skillCount" : 2, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "Lead", "dataQualityScore" : 0.7777778, "_score" : 367.47845, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Business Services", "llmIndustryConfidence" : 0.92 }, { "id" : "6a3055bbf292fd229cf21028", "title" : "Strategic Consultant - LATAM", "company" : "Sensor Tower", "industry" : "Sales & Account Management", "salary" : { "min" : 235000.0, "max" : 350000.0, "currency" : "BRL", "frequency" : "yearly", "is_estimated" : true, "estimation_basis" : "Market baseline for a Mid-level Strategic Consultant in São Paulo, Brazil, adjusted for the Technology industry and a mid-sized company." }, "location" : "São Paulo, Brazil", "locations" : [ "São Paulo, Brazil" ], "timestamp" : "2026-06-16T09:41:22.488", "fingerprint" : "88c842691f24788b0245154298e60977cc1c36407f3954a6ddab2ec5a4b92d9e", "source" : "ashby", "language" : "en", "applyUrl" : "https://jobs.ashbyhq.com/sensor-tower/ba06b91f-a63b-4aff-8401-cd3f8a9ee234/application", "externalId" : "ba06b91f-a63b-4aff-8401-cd3f8a9ee234", "industryFunction" : { }, "structuredLocations" : [ { "city" : "São Paulo", "country" : "Brazil", "continent" : "sa", "source" : "llm", "workMode" : "remote", "geo" : "-23.5506507,-46.6333824" } ], "locationText" : "São Paulo, Brazil", "employmentType" : "FULL_TIME", "professionalSkills" : [ "Strategic advisory", "Strategic planning", "Value realization", "Customer success enablement", "Account planning", "Risk mitigation", "Renewal strategies", "Thought leadership", "Industry expertise" ], "hardSkillsList" : [ "Data storytelling", "Translate complex data", "Develop business cases", "Executive narratives" ], "softSkillsList" : [ "Self-starting attitude" ], "hardSkills" : [ { "name" : "Data storytelling", "level" : "intermediate" }, { "name" : "Translate complex data", "level" : "intermediate" }, { "name" : "Develop business cases", "level" : "intermediate" }, { "name" : "Executive narratives", "level" : "intermediate" } ], "softSkills" : [ { "name" : "Self-starting attitude" } ], "majorSkills" : "Customer relationship management, Strategic planning, Value realization", "majorSkillsList" : [ "Customer relationship management", "Strategic planning", "Value realization" ], "coreResponsibilities" : "Lead executive-level engagements, Align product usage with business goals, Align product usage with industry trends, Align product usage with transformation initiatives, Develop Strategic Success Plans, Deliver Strategic Success Plans, Drive adoption, Drive maturity, Drive measurable impact, Identify key initiatives, Recommend key initiatives, Expand customer value, Expand business impact, Act as data storyteller, Bring metrics to life, Provide customized use case adoption, Provide white glove service, Provide training, Collaborate with Account Directors, Guide strategic account planning, Ensure long-term customer satisfaction, Ensure long-term customer retention, Translate complex customer data, Translate product insights, Identify at-risk scenarios, Drive proactive risk mitigation, Drive proactive renewal strategies, Leverage industry knowledge, Leverage customer knowledge, Provide best practices, Provide frameworks, Guide global brands through digital transformation, Contribute to development of reusable strategic assets, Contribute to development of customer playbooks", "teamCollaboration" : "Cross-functional collaboration; Collaborate with Account Directors", "projectManagementSkills" : [ "Strategic planning engagements" ], "domainKnowledge" : "Digital intelligence platform; Market trends; Advertising strategies; Competitor strategies; Consumer audience; User audience; Mobile; Web; Gaming; Digital transformation", "domainList" : [ "digital-intelligence-platform", "market-trends", "advertising-strategies", "competitor-strategies", "consumer-audience", "user-audience", "mobile", "web", "gaming", "digital-transformation" ], "domainSpecificKnowledge" : [ "Digital intelligence platform", "Market trends", "Advertising strategies", "Competitor strategies", "Consumer audience", "User audience", "Mobile", "Web", "Gaming", "Digital transformation" ], "communicationSkills" : "Executive-level engagements; Executive narratives; Presentation; Writing; Speaking", "problemSolvingSkills" : "Analytical thinking", "specialRequirements" : "Willing to travel 15–20%, Work fully remote", "outcomesObjectives" : "Maintain partnerships with key accounts; Achieve critical business outcomes; Drive value realization; Ensure customer satisfaction; Ensure customer retention; Strengthen brand loyalty; Drive partnership growth", "qualificationsBasic" : "Bachelor's degree required, Fluency in English, Fluency in Spanish, Fluency in Portuguese", "qualificationsPreferred" : "Extensive customer service management background, Proven track record leading brand relationships, Experience strengthening brand loyalty, Experience driving long-term partnership growth, Experience managing day-to-day client relationships, Expertise navigating digital engagement, Analytical thinking ability, Excellent time management skills, Ability to prioritize tasks, Ability to meet deadlines, Exceptional communication skills", "remoteFriendly" : true, "workSiteFlexibility" : "Remote", "rawDescription" : "Sensor Tower’s digital intelligence platform provides unparalleled insight into market trends, advertising, competitor’s strategies, and consumer/user audience across mobile, web, and gaming. Sensor Tower’s insights are trusted by more than 2,500 enterprises worldwide across tech, retail/commerce, entertainment/media, gaming, consumer packaged goods, finance, and investment. Sensor Tower is looking for a Strategic Consultant to join our Brands team. The primary objective of the role is to maintain our partnerships with key accounts by exceptional customer experiences. As a Strategic Consultant, you will act as a trusted advisor to senior stakeholders within our top-tier, global brand customers. You will drive value realization, lead strategic planning engagements, and partner cross-functionally to ensure our customers achieve their most critical business outcomes All Interviews will be conducted in English Fluency in English, Spanish, and Portuguese is required Apply with English version of your CV RESPONSIBILITIES: - Strategic Advisory & Planning - Lead executive-level engagements to align product usage with customer business goals, industry trends, and transformation initiatives. - Develop and deliver Strategic Success Plans that drive adoption, maturity, and measurable impact. - Identify and recommend key initiatives that expand customer value and business impact. - Customer Success Enablement - Act as the data storyteller - bringing metrics to life through customized use case adoption, white glove service and training - Collaborate with Account Directors to guide strategic account planning and ensure long-term customer satisfaction and retention. - Translate complex customer data and product insights into compelling business cases and executive narratives. - Identify at-risk scenarios early and drive proactive risk mitigation and renewal strategies - Thought Leadership & Industry Expertise - Leverage industry and customer knowledge to provide best practices and frameworks that guide global brands through digital transformation. - Contribute to the development of reusable strategic assets and customer playbooks. What the candidate can bring: - Extensive customer service management background with a proven track record of leading brand relationships, ensuring exceptional client experiences, strengthening brand loyalty, and driving long-term partnership growth. - Demonstrated ability to effectively manage day-to-day client relationships both in-person and virtually, with particular expertise in navigating and optimizing engagement within digital environments; willing and able to travel 15–20% as needed. - A proactive and self-starting attitude with the ability to thrive in a collaborative, fast-paced team environment focused on retention and growth. - Strong analytical thinking with the ability to deliver strategic insights that bring value to clients. - Excellent time management skills with the ability to prioritize tasks and meet deadlines. - Exceptional communication skills including listening, presentation, writing, and speaking. - Willingness to work fully remote from Sao Paolo - Bachelor’s degree (BA or BS) required. Fraud warning: It's common for scammers to create positions that look legitimate on other sites. To ensure your submission is considered, only apply for positions at Sensor Tower through our company website or through posts directly associated with Sensor Tower company profiles on sites such as LinkedIn, Indeed, BuiltIn or Hackajob. At no point will Sensor Tower ever ask for money, credit card, or bank account information to complete a job application. Communications received from Sensor Tower are only sent by e-mail addresses ending in sensortower.com http://sensortower.com. All Sensor Tower interviews will be conducted via phone or Zoom. At no time will a conversation be moved to an alternative email outside of sensortower.com http://sensortower.com or text. Should an issue arise that you feel we should be aware of, please contact us. Please provide your resume when applying. To all recruitment agencies: Sensor Tower does not accept third party resumes. Please do not send resumes to our jobs alias, Sensor Tower employees or any other organization location. Sensor Tower is not responsible for any fees related to unsolicited resumes. Sensor Tower will not pay any third-party agency or company that does not have a signed agreement with Sensor Tower. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.", "summaryDescription" : "Strategic Consultant - LATAM at Sensor Tower. Skills: Customer relationship management, Strategic planning, Value realization. Lead executive-level engagements. 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Big banks were slow, their products weren't fit for purpose, and small business owners often couldn't access what they needed. We set out to fix that. Today we're a financial platform - not just a credit card company. We offer a best-in-class business credit card, SME-focused spend management platform, a savings product that hit £1 billion in funds within its first year, and a growing suite of tools and financial products that make running a small business easier. 1,000+ employees, £20bn in annual card spend, 200,000+ customers, 17,000+ Trustpilot reviews averaging 4.7 stars, and we're profitable. We’ve done a pretty good job so far, but we’re just getting started! \uD83D\uDCCD Cardiff | \uD83C\uDFE2 Hybrid - 3 days a week in the office. The first 6-12 weeks will be 5 days a week in the office while you get set in your new role. Support Services - Customer Operations \uD83D\uDE80 Our Support Services team are the back office operations for all of our Customer Operations team (300+ people). It’s where all of the planning and analysis happens to make sure we have the right people in the right place at the right time for our customers to give them the help they need. What You’ll Be Doing \uD83D\uDDC3️ Real-Time Management (Reactive & Intraday): Monitor Live Queues: Track real-time contact volumes, handle times, and service level metrics across all channels. Execute Intraday Adjustments: Dynamically move staff, adjust break times, and open/close skill sets to mitigate service drops. Manage Ad-Hoc Sickness: Log unplanned absences on the day and immediately re-forecast staff requirements. Scheduling & Planning (Proactive): Generate Schedules: Create and distribute baseline schedules, shifts, and patterns aligned with requirements. Optimise Resources: Balance breaks, lunches, meetings, training, and 1-to-1 sessions against the intraday curve. Manage Shrinkage: Process and approve annual leave, sickness, and offline activities against maximum shrinkage thresholds. Maintain Database: Ensure accurate employee profile mapping, working hours, skills and proficiencies within the WFM software. Reporting & Analysis: Performance Reviews: Deliver daily, weekly, and monthly reports comparing scheduled plans against actual delivery. Identify Trends: Call out schedule non-adherence patterns and behavior issues to operational team leaders. Root Cause Analysis: Explain missed SLA targets due to unexpected volume spikes or high offline time. Our Values & Culture \uD83C\uDF1E Just Pilot: We never settle for “good enough”. We pilot new ideas fast, ask questions to figure it out, and scale quickly. Why Not Today? Fast is as slow as we go - speed and simplicity gives us a competitive advantage. Be a Buddy: We tap in from day one to help the team, we do the right thing even if it’s hard. Owners and Dates: We don’t chase people. If you own a task and agree to a date, the expectation is that it gets done. Feedback: We want our employees to flourish, so we regularly provide direct and constructive feedback. We’re Looking For \uD83D\uDD0E Experience within a Resource Planning Team with prior use of Telephony Platforms and Workforce Management tools (Verint experience is desirable). Experience of supporting “live performance” within a contact centre environment. Proficient in using Excel / Google Sheets to analyse data and produce MI / Performance reports. Ability to provide clear insights and feedback to improve operational efficiency. Strong communication skills and the ability to share findings and collaborate with teams effectively. Even if you don’t have all of the necessary skills, we still encourage you to apply. Interview Process \uD83E\uDD1D Stage 1: 30 minute call with a Talent Partner Stage 2: 60 minute interview with Service Delivery Manager Diversity & Inclusion \uD83C\uDF08 We welcome, consider and encourage applications from anyone who shares our commitment to inclusivity. Join us in creating a space where authenticity thrives, and everyone can do their best work. Great Work Deserves Great Perks We try not to take ourselves too seriously (all the time) so we make sure our office is decked out with a pool table, arcade machine, beer tap, and a couple of office dogs thrown in for good measure. Check out our benefits: \uD83C\uDFE5 Private Healthcare including dental and opticians services through Vitality ✈️ Worldwide travel insurance through Vitality \uD83C\uDF81 Anniversary Rewards (£250, £500, £750, 4-week fully paid sabbatical) \uD83D\uDC5B Salary Sacrifice Pension Scheme up to 7% match \uD83D\uDE98 Octopus EV Salary Sacrifice Scheme \uD83C\uDFD6️ 28 days holiday (plus bank holidays) \uD83D\uDCD6 Annual Learning and Wellbeing Budget \uD83D\uDC6A Enhanced Parental Leave \uD83D\uDEB2 Cycle to Work Scheme \uD83D\uDE82 Season Ticket Loan \uD83D\uDCAC 6 free therapy sessions per year \uD83D\uDC36 Dog Friendly Offices \uD83C\uDF6B Free drinks and snacks in our offices Check out more of our benefits, values and mission here. Other Useful Info \uD83D\uDC4DCheck out our ‘Top Tips’ for interviewing. ✔️Keep updated on new job opportunities by following us on Linkedin. \uD83D\uDCE7Email careers@capitalontap.com if you have any questions. Excited to work here? Apply! If you’d like to progress your career within our fast growing, profitable fintech then click apply and we will aim to get back to you within 3 working days (during busy periods this could take up to 5 working days). Other Info \uD83D\uDC4DCheck out our ‘Top Tips’ for interviewing. ✔️Keep updated on new job opportunities by following us on Linkedin. \uD83D\uDCE7Email careers@capitalontap.com if you have any questions. Excited to work here? Apply! If you’d like to progress your career within our fast growing, profitable fintech then click apply and we will aim to get back to you within 3 working days (during busy periods this could take up to 5 working days.)", "summaryDescription" : "Workforce Management (WFM) Analyst at Capital on Tap. Skills: Workforce Management, Resource Planning, Performance Analysis. Monitor Live Queues. Track contact volumes", "postedDate" : "2026-06-14T02:18:49.765", "createdAt" : "2026-06-14T02:18:49.765", "lastUpdated" : "2026-06-15T04:51:37.495", "ingestTimestamp" : "2026-06-14T02:18:49.765", "mongoId" : "6a2c91af74d8ee00a0983cf4", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "30k-50k", "hasSalary" : false, "allSkills" : [ "Data analysis", "Report production", "Workforce Management", "Resource Planning", "Performance Analysis", "Operational efficiency", "Contact centre environment", "WFM software", "Excel", "Google Sheets" ], "skillCount" : 10, "jobCategory" : "operations", "jobSubcategory" : "general", "seniorityLevel" : "Mid", "dataQualityScore" : 0.8888889, "_score" : 366.01846, "daysOld" : 1, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "FinTech", "llmIndustryConfidence" : 0.95 }, { "id" : "6a3087a3f292fd229c08b137", "title" : "Manager, Strategic Finance", "company" : "Kensington", "industry" : "Hospitality", "salary" : { "min" : 110000.0, "max" : 120000.0, "currency" : "CAD", "frequency" : "yearly", "is_estimated" : false }, "location" : "Kensington Back Office", "locations" : [ "Kensington Back Office" ], "certifications" : [ "CFA Level 1-2", "CPA" ], "timestamp" : "2026-06-16T12:09:52.574", "fingerprint" : "268e5222993119cac18ab3fd459a677ba3b1daea8f25c9dc0a4899736a9808b2", "source" : "greenhouse", "language" : "en", "applyUrl" : "https://job-boards.greenhouse.io/kensingtontours/jobs/5160392007", "externalId" : "5160392007", "industryFunction" : { }, "structuredLocations" : [ { "city" : "Kensington", "state" : "Ontario", "country" : "Canada", "continent" : "na", "source" : "llm", "workMode" : "hybrid", "geo" : "43.6552136,-79.4022604" } ], "locationText" : "Kensington, Ontario, Canada", "employmentType" : "FULL_TIME", "experienceLevel" : "Manager", "technicalSkills" : "AI tools", "professionalSkills" : [ "Business case modeling", "Cost allocation", "Unit economics", "Profitability calculations", "Driver-based planning", "Scenario analysis", "Long-range planning", "Cost benchmarking", "Financial analysis", "Strategic analysis" ], "hardSkillsList" : [ "Financial modeling", "Forecasting", "Financial analytics" ], "hardSkills" : [ { "name" : "Financial modeling", "level" : "intermediate" }, { "name" : "Forecasting", "level" : "intermediate" }, { "name" : "Financial analytics", "level" : "intermediate" } ], "majorSkills" : "Financial modeling, Forecasting, Unit economics", "majorSkillsList" : [ "Financial modeling", "Forecasting", "Unit economics" ], "coreResponsibilities" : "Own and evolve integrated financial model, Conduct driver-based planning, Conduct forecasts, Conduct scenario analysis, Conduct long-range planning, Develop cost to serve models, Maintain cost to serve models, Produce cost benchmarking, Translate strategic initiatives into financial impacts, Bring financial rigor to decision-making, Enhance profitability of customer segments, Prepare financial summaries, Prepare financial insights, Support cross-functional initiatives, Conduct business case modeling, Support M&A analysis, Support ad hoc strategic analyses", "teamCollaboration" : "Partnering with business leaders; Partnering with finance leaders; Partnering with SVPs; Partnering with Presidents/CEOs", "projectManagementSkills" : [ "Strategic initiatives", "M&A" ], "domainKnowledge" : "Luxury hospitality; Travel; Technology; Support services; Member-based organizations; Premium consumer", "domainList" : [ "luxury-hospitality", "travel", "technology", "support-services", "member-based-organizations", "premium-consumer" ], "domainSpecificKnowledge" : [ "Luxury hospitality", "Travel", "Technology", "Support services", "Member-based organizations", "Premium consumer" ], "toolProficiency" : [ "Excel", "Claude" ], "communicationSkills" : "Financial summaries; Financial insights; Executive presentations; Board-level strategy materials", "problemSolvingSkills" : "Sophisticated business case modeling; Cost allocation; Unit economics; Profitability calculations; Driver-based planning; Scenario analysis; Long-range planning; Cost benchmarking; Financial rigor; Strategic thinking", "qualificationsBasic" : "3-5 years in Analyst or Associate roles, Extensive Excel familiarity and expertise, Experience conducting cost to serve analyses, Comfort operating across diverse business areas, Stakeholder management skills", "qualificationsPreferred" : "Programming or BI experience is a plus, Studying or planning to complete financial certifications, Financial education, Prior exposure to travel businesses, Familiarity with portfolio businesses, M&A exposure", "remoteFriendly" : true, "workSiteFlexibility" : "Hybrid", "rawDescription" : "Kensington delivers the world’s most personal travel experiences. We bring to life each client’s desire to travel in a way that’s tailored specifically for them, in the company of local private guides who ensure that they enjoy the authentic best of their destination. The result is a unique journey rich in memories that last a lifetime! We achieve this because of our extraordinary people, passionate experts with deep knowledge of their destinations. They are what enables us to deliver remarkable experiences in over 120 countries worldwide, and across each of our businesses – Private Touring, Cruises, Villas, Yachts, Expeditions, Ultraluxe Land, Private Jets, and Air. To learn more about Kensington, visit kensingtontours.com. The Role This is a senior individual contributor role at the intersection of financial analytics and business decision making. This individual will conduct sophisticated business case modeling, cost allocation, unit economics, and profitability calculations to inform business decisions and guide annual planning and forecasting activities. The role requires a combination of rigorous strategic thinking and deep financial expertise to inform growth across businesses involving luxury hospitality, travel, technology, and support services. Responsibilities Own and evolve the company’s integrated financial model that supports strategic initiatives, conducting driver-based planning, forecasts, scenario analysis, and long-range planning Develop and maintain comprehensive cost to serve / unit economics models across lines of business, partnering closely with business and finance leaders to align assumptions and model changes to customer volume, margins, and costs Produce cost benchmarking that provides insights on customer segment profitability and informs future strategic positioning for market entry and new business building Translate strategic initiatives into quantified financial impacts with clear assumptions that are built on existing financial and operational data Bring strong financial rigor to decision-making and help leaders understand how to enhance profitability of their customer segments Prepare clear and concise financial summaries and insights for business reviews and Executive/Board-level strategy materials Support cross-functional initiatives as needed, including business case modeling, M&A, and other ad hoc strategic analyses Qualifications Experience independently leading modeling, scenario planning, and forecasting efforts, with 3-5 years in Analyst or Associate roles in relevant organizations or departments (e.g., Investment Banking, Private Equity, Venture Capital, Corporate Development, Financial Planning and Analytics, Corporate Finance, Business Analytics) Extensive Excel familiarity and expertise. Programming or BI experience is a plus but not required. Strong track record of leading complex analytical and strategic workstreams to drive financial analyses end-to-end Strong commercial instincts for conducting financial modelling, performance tracking, and clean-sheeting potential new businesses Experience conducting cost to serve analyses and using other detailed financial analytics methods across intersecting business lines and customer segments (e.g., by channel, region, price range, service offered) Ability to use AI tools (e.g., Claude) and data platforms to work efficiently and surface relevant insights Comfort operating across diverse business areas: luxury hospitality, travel, member-based organizations, and technology Strong stakeholder management skills, with experience partnering with SVPs and Presidents/CEOs on financial and strategic questions Additional Assets Studying or planning to complete financial certifications (e.g., level 1-2 in CFA, CPA) Financial education (e.g., Masters of Finance, MBA, Bachelors of Commerce, Economics, Accounting, or Finance) Prior exposure to travel, premium consumer, or luxury hospitality businesses Familiarity with portfolio businesses from a private equity, conglomerate, or venture capital context M&A exposure: target identification, due diligence, or post-acquisition integration We provide a competitive compensation package with a strong pay for performance rewards approach. Employees have the opportunity to participate in incentive programs and compensation tied to business and individual performance. The expected compensation range for this position is: $110,000 to $120,000. The actual compensation may vary depending on local market conditions, geography and relevant job-related factors such as knowledge, skills, qualifications, experience, and education/training. #LI-Hybrid We are committed to providing employment accommodation in accordance with the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act. If you require accommodation due to a disability at any stage of our hiring process, please advise us when completing your application. The Range Group may use artificial intelligence throughout the recruitment process to screen, assess or select applicants for this position. These tools assist our hiring team but do not replace human judgment. Final hiring decisions are ultimately made by the hiring team. We thank all candidates for their interest, however, only those selected for an interview will be contacted.", "summaryDescription" : "Manager, Strategic Finance at Kensington. Skills: Financial modeling, Forecasting, Unit economics. Own and evolve integrated financial model. Conduct driver-based planning", "postedDate" : "2026-06-16T01:21:49.147", "createdAt" : "2026-06-16T01:21:49.147", "lastUpdated" : "2026-06-16T12:09:52.574", "ingestTimestamp" : "2026-06-16T01:21:49.147", "mongoId" : "6a3087a3f292fd229c08b137", "processingStatus" : "llm_updated", "llmProcessingStatus" : true, "salaryBand" : "100k-150k", "hasSalary" : false, "allSkills" : [ "Financial modeling", "Forecasting", "Financial analytics", "Unit economics", "Business case modeling", "Cost allocation", "Profitability calculations", "Driver-based planning", "Scenario analysis", "Long-range planning", "Cost benchmarking", "Financial analysis", "Strategic analysis", "Strategic initiatives", "M&A", "Luxury hospitality", "Travel", "Technology", "Support services", "Member-based organizations", "Premium consumer", "CFA Level 1-2", "CPA", "Excel", "Claude" ], "skillCount" : 25, "jobCategory" : "finance", "jobSubcategory" : "accounting", "seniorityLevel" : "Manager", "dataQualityScore" : 1.0, "_score" : 365.18173, "daysOld" : 0, "hasLocation" : true, "hasGeo" : true, "llmIndustry" : "Travel", "llmIndustryConfidence" : 0.98 } ], "status" : 200, "message" : "OK", "pagination" : { "page" : 0, "limit" : 50, "totalCount" : 30701, "totalPages" : 615, "hasNext" : true, "hasPrevious" : false } }

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