Headquarters: United States, Remote

Our Mission:

6sense's mission is to multiply what matters: growth, retention, and efficiency.  We envision a future where companies, teams and people reach their full potential.

Our People:

People are the heart and soul of 6sense. We serve with passion and purpose. We live by our Being 6sense values of Win as One Team, Stay Curious, Do The Right Thing, Own the Outcome, and Create Belonging.  Every 6sensor plays a part in defining the future of our industry-leading technology.  6sense is a place where difference-makers roll up their sleeves, take risks, act with integrity, and measure success by the value we create for our customers.  We want 6sense to be the best chapter of your career. 

Our Benefits Partner will administer and improve global benefits programs across the U.S., India, Canada, and the UK. This role manages day-to-day benefits operations, leave administration, open enrollment, vendor coordination, and employee inquiries while partnering with internal teams (People, Payroll, Finance, and Legal), and external vendors to ensure accurate, compliant, and employee-centered delivery.

Responsibilities & Accountabilities

• Lead day-to-day administration of global benefits programs, including health and welfare, retirement and pension, leave, wellbeing, eligibility, enrollment, issue resolution, and region-specific offerings across the U.S., India, Canada, and the UK
• Oversee benefits program execution in a shared service HR model (by partnering with People Ops), including escalations, service delivery standards, documentation, controls, audit readiness, and adherence to global governance frameworks
• Administer leave programs, including statutory, supplemental, FMLA, state leaves, disability, ADA-related processes, documentation, tracking, and compliance
• Lead global benefits renewal and annual cycle coordination, including open enrollment, statutory updates, communications, system testing, financial alignment, market competitiveness, and local requirements
• Partner with vendors, brokers, Payroll, Finance, Legal, HR Technology, and People teams on deductions, funding, reconciliations, reporting, cross-border compliance, implementations, and issue resolution
• Ensure compliance with applicable benefits, pension, leave, tax, social insurance, health coverage, data privacy, and jurisdiction-specific regulatory requirements
• Oversee benefits systems and vendor performance, including configuration governance, data integrity, access controls, service levels, contract alignment, and process improvements
• Provide reporting and analysis on participation, cost trends, utilization, vendor performance, service metrics, audit findings, and financial impact to inform planning and leadership decisions; perform other duties as required

Competencies and Behaviors

• Operational excellence: executes and improves benefits processes accurately, consistently, and with strong attention to controls, metrics, and scalability
• Employee-centered judgment: provides clear, practical, confidential, and empathetic support while balancing business needs and policy requirements
• Compliance mindset: applies sound judgment, maintains documentation, and escalates regulatory, data, financial, or operational risk appropriately
• Cross-functional partnership: collaborates effectively with People, Payroll, Finance, Legal, HR Technology, vendors, brokers, and occasional senior stakeholders
• Team and change leadership: provides direction, adapts priorities to resource and operational challenges, contributes to standards and budgets, and presents clearly in internal or external forums

Performance Measurement

• Benefits transactions, eligibility updates, enrollments, deductions, reconciliations, and inquiries are completed accurately and within service level expectations
• Employee inquiries, escalations, vendor issues, and leave cases are resolved timely, clearly, and in compliance with applicable requirements across regions
• Renewals, open enrollment milestones, statutory updates, testing, communications, reporting, and audits are completed on schedule with minimal errors
• Vendor, broker, Payroll, Finance, Legal, HR Technology, and People Team partnerships enable compliant, scalable, and consistent global program execution

Educational and Experience Requirements

• 5–7 years of experience in benefits administration, Total Rewards, or a related People function, including global or multi-country benefits exposure
• Strong knowledge of U.S. and global benefits regulations, compliance requirements, governance practices, leave programs, and self-insured plan administration
• Experience partnering with vendors, brokers, Payroll, Finance, Legal, HR Technology, and People teams to resolve escalations, manage renewals, and support service delivery
• Strong attention to detail, operational discipline, communication skills, employee support mindset, and ability to exercise independent judgment within defined objectives
• Experience with HRIS and benefits platforms preferred, especially Workday benefits administration and U.S. open enrollment; Sequoia, Sparrow, or comparable systems/vendors also valued
• Ability to use AI tools, automation, reporting, documentation, metrics, and process improvement to improve benefits operations and internal controls
• CEBS or similar certification, global or SaaS experience, benefits analytics exposure, and experience providing direction to team members preferred

 

Base Salary Range: $77,919.00 - $114,281.20. The base salary range represents the anticipated low and high end of the base salary range for this position. Actual salaries may vary and may be above or below the range based on various factors, including but not limited to work location and experience. The base salary is one component of 6sense’s total compensation package for this position. Other compensation may include a bonus program or commission plan, and stock options if approved by 6sense’s board. In addition, 6sense provides a variety of benefits, including generous health insurance coverage, life, and disability insurance, a 401K employer matching program, paid holidays, self-care days, and paid time off (PTO). #Li-remote

Notice of Collection and Use of Personal Information for California Residents: California Recruitment Privacy Notice and Policy

Our Benefits: 

Full-time employees can take advantage of health coverage, paid parental leave, generous paid time-off and holidays, quarterly self-care days off, and stock options. We’ll make sure you have the equipment and support you need to work and connect with your teams, at home or in one of our offices. 

We have a growth mindset culture that is represented in all that we do, from onboarding through to numerous learning and development initiatives including access to our LinkedIn Learning platform. Employee well-being is also top of mind for us. We host quarterly wellness education sessions to encourage self care and personal growth. From wellness days to ERG-hosted events, we celebrate and energize all 6sense employees and their backgrounds. 

Equal Opportunity Employer: 

6sense is an Equal Employment Opportunity and Affirmative Action Employers. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to jobs@6sense.com. 

We are aware of recruiting impersonation attempts that are not affiliated with 6sense in any way. All email communications from 6sense will originate from the @6sense.com domain. We will not initially contact you via text message and will never request payments. If you are uncertain whether you have been contacted by an official 6sense employee, reach out to jobs@6sense.com 

To apply: https://weworkremotely.com/remote-jobs/6sense-benefits-partner

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.

ABOUT THE JOB

As a key member of Anduril’s recruiting team, you will be a specialized Contract Legal Recruiter embedded at the front lines of our mission to scale the teams that safeguard our technology and clear the path for global deployment. Responsible for attracting and hiring world-class legal, regulatory, compliance, and federal proposal talent, you will play a critical role in our continued rapid growth, bringing a strategic and hands-on approach to building our legal organization. In this role, you will hold the keys to our highest-priority legal and commercial expansions, collaborating directly with Legal and Business Affairs Leadership to deliver on ambitious hiring needs. To achieve this, you will be given the autonomy and tools to execute on our strategy to build and develop Anduril’s world-class team. We are looking for someone who can masterfully handle every aspect of the legal recruiting lifecycle and is excited to be part of a small, impactful team where no task is too big or too small.

• This position is open to 6-month Contract employment.

WHAT YOU’LL DO

• Conduct in-depth interviews and competency assessments of potential legal counsel, contracts managers, trade compliance leaders, legal operations, and federal proposal/capture analyst candidates, demonstrating the ability to anticipate hiring manager preferences through high interview-to-offer ratios.
• Target and engage passive legal talent using LinkedIn Recruiter, Boolean strings, referrals, SOBO campaigns, and specialized legal networks, professional associations, and industry events.
• Partner closely with Legal Leadership (General Counsel) to understand specialized team needs, define role requirements, and craft compelling value propositions specifically for legal talent.
• Drive a diverse talent pipeline into the organization ensuring a positive candidate experience at every touchpoint, from initial outreach to offer acceptance.
• Represent Anduril’s brand and recruiting team internally and externally, articulating our unique business model, scale, and financial impact.
• Leverage internal resources and market insights to build strategies around selling our value proposition to top-tier legal talent.

REQUIRED QUALIFICATIONS

• 5+ years of direct, full-cycle recruiting experience specifically focused on legal and regulatory roles, including corporate counsel, trade compliance (ITAR/EAR), commercial real estate, cybersecurity law, and government/defense contract management roles.
• Proven experience conducting thorough competency assessments and evaluating legal capabilities (e.g., contract drafting, regulatory risk mitigation, intellectual property, GovCon procurement regulations) against technical and cultural requirements.
• Experience managing strategic stakeholder relationships, particularly with general counsel, proposal and capture teams, driving strategic recruiting efforts based on business needs, profile calibration, and providing transparent pipeline progress via reporting.
• Experience acting in a consultative manner, where your guidance on market conditions, talent availability, and candidate expectations has led to improved outcomes and a positive candidate experience within the defense-legal space.
• Clear and effective communication with legal candidates to understand motivation, drivers, and cultural fit within a fast-paced, high-impact organization.
• Experience managing various funnels of legal candidates and keeping track of their progress throughout the recruitment process using an ATS (e.g., Greenhouse).
• Highly autonomous but highly collaborative, thriving in a dynamic, high-growth environment.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities.

PREFERRED QUALIFICATIONS

• Experience recruiting within the defense technology, aerospace, or federal government contracting (GovCon) sectors, including a familiarity with federal proposal/capture lifecycles or defense contract management.
• Familiarity with the national security arena, including an understanding of federal security clearance lifecycles (Secret, TS/SCI) and how they impact candidate timelines.
• Experience recruiting for senior to leadership-level legal roles (e.g., corporate counsel or senior attorneys from top tier law firms, specialized boutique firms, or sophisticated corporate legal departments).
• A strong network within the defense-contracting (NCMA), legal (ACC/ABA), or federal proposal (APMP) communities.
• Multiple years of experience working at an agency or fast-paced startup environment, particularly one with a strong product or engineering culture.

US Salary Range

$50—$75 USD

The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril’s total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:

Benefits

At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits.

Protecting Yourself from Recruitment Scams

Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We’ve observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.

To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:

• No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.

• Please always verify communications:

  • Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address.
  • Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency’s authenticity by reaching out to contact@anduril.com.

• Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender’s email domain is @anduril.com before providing any personal information or clicking on links.

• What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.

Data Privacy

To view Anduril’s candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.

By submitting your application, you consent to Anduril Industries using a third-party service provider to conduct pre-employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process. This third-party service provider provides risk-intelligence services that may include analysis of sanctions and watchlists, adverse media, public-record information, and other lawful open-source or commercial data sources. This third-party service provider does not act as a consumer reporting agency. Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security.

Affirm is reinventing credit to make it more honest and friendly, giving consumers the flexibility to buy now and pay later without any hidden fees or compounding interest.

About the People team

The People team helps Affirmers cultivate a high-performing, inclusive organization. We focus on three core areas: attracting talent aligned to our mission, enabling growth through people and team development, and retaining employees through thoughtful experiences and rewards. We develop Affirm’s people programs and systems to create a workplace where all employees can thrive and contribute meaningfully. By investing in our people, we create a long-term advantage for the business.

About the role

The VP, People Business Partners & Employee Relations leads Affirm’s global PBP and ER functions, anticipating what the business needs and evolving our operating model to help Affirm perform at its best. As a member of the People Leadership Team (PLT), this leader is a strategic thought partner to the CPO, PLT, and our Executive Leadership Team (XLT), bringing an enterprise-wide perspective to Affirm’s most consequential people and organizational decisions.

What you’ll do

• Define the strategy, structure, and operating model for the global PBP and ER functions, challenging legacy assumptions and redesigning roles, capabilities, and ways of working where needed
• Build high-performing PBP and ER teams through talent decisions, development, coaching, and selective external hiring; set clear standards and accountability for how the teams operate and the impact they deliver
• Build independent, trusted relationships with each XLT member, serving as a strategic advisor on enterprise-wise and complex functional leadership, talent, and organizational decisions
• Develop a deep understanding of Affirm’s business, strategy, and operating model, and use it to anticipate enterprise-wide organizational, workforce, and talent implications ahead of need
• Partner with XLT on workforce strategy, including the size, composition, capabilities, and deployment of talent, and identify how technology, AI, and new operating models can increase leverage and effectiveness
• Help leaders design organizations and operating models that clarify accountability, increase speed, and align resources to Affirm’s top priorities
• Raise the quality of leadership and talent decisions company-wide through talent planning, succession, executive assessment, and performance management
• Guide leaders through significant organizational change, building the alignment and execution discipline needed to sustain business outcomes
• Set the strategy and operating model for Employee Relations globally, ensuring a consistent, fair, and scalable approach
• Provide executive oversight on Affirm’s most complex and sensitive ER matters, including executive-level issues, investigations, and conduct matters
• Use ER data and case trends to identify emerging organizational risks and translate them into proactive action that strengthen leadership and management effectiveness, organizational health, and business performance
• Partner closely with Legal on employment practices, policy, and risk management

What we look for

• 15+ years of progressive People leadership experience, including in complex, global technology organizations at scale
• Significant experience leading a global PBP organization and building high-performing PBP teams
• Experience leading Employee Relations, including sensitive investigations, executive-level matters, and complex employment decisions in partnership with Legal
• Demonstrated experience partnering directly with C-suite executives, building trust while maintaining independent judgment
• Deep expertise in organizational consulting, organizational effectiveness, executive coaching, and strategic workforce planning
• Strong business acumen and learning agility, with the ability to quickly understand complex businesses and form an independent point of view on organizational needs
• Sharp talent judgment, with the ability to assess executive capability and advise on consequential talent decisions
• A demonstrated ability to anticipate organizational and workforce risks and opportunities before they become obvious, connecting patterns across the business
• Outstanding executive presence and emotional intelligence, with the ability to challenge constructively and navigate difficult conversations
• Sound judgment and integrity in navigating sensitive people decisions, balancing business needs, employee impact, and legal/reputational risk

Base Pay Grade - W

Equity Grade - USA 23

Employees new to Affirm typically come in at the start of the pay range. Affirm focuses on providing a simple and transparent pay structure which is based on a variety of factors, including location, experience and job-related skills.

Base pay is part of a total compensation package that may include equity rewards, monthly stipends for health, wellness and tech spending, and benefits (including 100% subsidized medical coverage, dental and vision for you and your dependents.)

USA base pay range per year: $340,000 - $380,000

Please note that visa sponsorship is not available for this position.

#LI-Remote

Affirm is proud to be a remote-first company! The majority of our roles are remote and you can work almost anywhere within the country of employment. Affirmers in proximal roles have the flexibility to work remotely, but will occasionally be required to work out of their assigned Affirm office. A limited number of roles remain office-based due to the nature of their job responsibilities.

We’re extremely proud to offer competitive benefits that are anchored to our core value of people come first. Some key highlights of our benefits package include:

• Health care coverage - Affirm covers all premiums for all levels of coverage for you and your dependents
• Flexible Spending Wallets - generous stipends for spending on Technology, Food, various Lifestyle needs, and family forming expenses
• Time off - competitive vacation and holiday schedules allowing you to take time off to rest and recharge
• ESPP - An employee stock purchase plan enabling you to buy shares of Affirm at a discount

We believe It’s On Us to provide an inclusive interview experience for all, including people with disabilities. We are happy to provide reasonable accommodations to candidates in need of individualized support during the hiring process.

[For U.S. positions that could be performed in Los Angeles or San Francisco] Pursuant to the San Francisco Fair Chance Ordinance and Los Angeles Fair Chance Initiative for Hiring Ordinance, Affirm will consider for employment qualified applicants with arrest and conviction records.

By clicking “Submit Application,” you acknowledge that you have read Affirm’s Global Candidate Privacy Notice and hereby freely and unambiguously give informed consent to the collection, processing, use, and storage of your personal information as described therein.

About Stitch Fix, Inc.

Stitch Fix (NASDAQ: SFIX) Stitch Fix is redefining retail by combining human creativity with advanced data science and Generative AI. As we build the future of personalized shopping, we’re equally committed to building yours.  We believe in investing in our team as much as our technology. Join us to be a trendsetter in the industry and help us redefine what’s possible for our clients, while we help you reach your full potential.

About the Role

We are seeking a Corporate Recruiter who can independently own full-cycle recruiting across a range of corporate functions. You are a strong partner to hiring managers, comfortable managing multiple searches at once, and able to move from intake through offer with a high degree of autonomy. You bring sound recruiting judgment, a thoughtful candidate experience, and a practical, data-informed approach to finding and closing strong talent. You will partner across corporate teams to understand hiring needs, build effective search strategies, and keep processes moving with clarity and consistency.

Responsibilities:

• Own full-cycle recruiting independently. You’ll manage the end-to-end process—from intake and job kickoff through sourcing, screening, interview coordination, candidate management, and close—across a varied portfolio of roles.
• Build strong partnerships with hiring managers. You’ll set clear expectations, bring market context and recruiting expertise to the table, and keep searches moving with proactive communication and thoughtful recommendations.
• Build high-quality talent pipelines. You’ll use a mix of sourcing strategies, networking, referrals, and inbound talent to identify strong candidates and create inclusive pipelines across the functions you support.
• Deliver a thoughtful candidate experience. You’ll keep candidates informed, engaged, and prepared throughout the process, while balancing speed, quality, and a high bar for professionalism and care.
• Use data, AI, and recruiting tools to work smarter. You’ll stay close to funnel health, identify where a search may be getting stuck, and use available technology and automation to improve efficiency, sourcing precision, and consistency without losing the human judgment that great recruiting requires,

How AI and tools show up in your day-to-day work.

• Use AI tools (e.g., ChatGPT, Copilot) to improve efficiency and outcomes
• Work with core tools and systems relevant to the role
• Comfort learning and applying new technologies

About You

This is what you’ll need to succeed in this role from day 1.

Requirements:

• You have 3+ years of full-cycle recruiting experience. You’ve independently managed multiple searches at once and hired across functions such as Finance, Legal, People and Culture, Marketing, Merchandising, Operations, or similar business teams.
• You can run a recruiting desk with a high degree of independence. You know how to lead an intake, build a search strategy, source and assess talent, manage competing priorities, and drive searches forward while knowing when to pull in others for support.
• You are a strong partner and communicator. You build credibility with hiring managers and candidates by being prepared, responsive, organized, and willing to offer a point of view.
• You are highly adaptable and tailor your approach to different stakeholders and role types without needing a highly prescribed playbook.
• You have demonstrated experience using AI, automation, and modern recruiting tools to streamline workflows, reduce administrative work, strengthen sourcing and pipeline management, and create a more efficient recruiting experience.
• You use data and recruiting insights to assess pipeline health, conversion, speed, and candidate quality; identify issues early; and adjust your approach to keep searches on track and drive strong, diverse hiring outcomes.
• You are a strong closer and skilled offer negotiator. You understand candidate motivations, navigate concerns and counteroffers, and confidently guide candidates through the offer process to drive successful closes.

Why you’ll love working at Stitch Fix…

• Fuse human creativity and styling expertise to redefine personalized retail.
• Set a high bar for our craft and drive measurable impact across fashion, tech, and data science.
• Actively leverage AI and modern tech to evolve how work gets done.
• Lead with innovation, think boldly, and aren’t afraid to challenge conventional retail norms.
• Win together in a collaborative, low-ego environment where diverse perspectives are celebrated.
• Be client obsessed by putting our customers at the heart of every decision to deliver unmatched personalization and trust.
• Support our team with competitive compensation packages, comprehensive benefits, and meaningful career growth.

Compensation and Benefits

This role will receive a competitive salary and benefits. The salary for US-based employees hired into this role will be aligned with the range below, which includes our three geographic areas. A variety of factors are considered when determining someone’s compensation–including a candidate’s professional background, experience, location, and performance. In addition, the position is eligible for medical, dental, vision, and other benefits. Applicants should apply via our internal or external careers site.

Salary Range

$84,000—$140,000 USD

This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.

Please review Stitch Fix’s US Applicant Privacy Policy and Notice at Collection here: https://stitchfix.com/careers/workforce-applicant-privacy-policy

Recruiting Fraud Alert:

To all candidates: your personal information and online safety are top of mind for us.  At Stitch Fix, recruiters only direct candidates to apply through our official career pages at https://www.stitchfix.com/careers/jobs or https://web.fountain.com/c/stitch-fix.

Recruiters will never request payments, ask for financial account information or sensitive information like social security numbers. If you are unsure if a message is from Stitch Fix, please email careers@stitchfix.com.

SwingDev—a hippo company is the Polish branch of a fast-growing InsurTech product company – Hippo Insurance. We’re here to make home insurance smarter and more proactive, using tech to bring fresh solutions. We also create digital products that support our customers, always focusing on what really makes an impact.

Putting a lot of effort into hiring top-tier professionals is a proof that we care a lot about tech experience, the attitude, human approach, and what we could call „culture fit”.

„SwingDev is all about people” – yes, it may sound a bit cliche. But whether we’re writing code or just hanging out, we know that people are at the heart of everything we do. We like to have a good time and keep things light, even when we’re tackling big projects. We could brag about what’s making us special, but we’ve boiled it down to two key ingredients: mature, companionable people who, rather than compete, prefer to inspire and have each other’s backs; a culture of trust, empathy, and positivity that keeps us together, lets us interact as teammates and friends, and truly enjoy the ride.

Are we a good match?

As a People Partner, you’ll be part of a small People team that helps make SwingDev–a hippo company a unique place to work. A lot of this job is hands-on: on-site events, remote bonding activities, employer branding, and more. It needs good planning and attention to detail, but also an open mind, creativity, and energy to bring things to life.

Some initiatives you’ll own, some you’ll support, always with help from the team that have each other’s back. People should feel comfortable coming to you, because you’re around, you care, and you ask the right questions.

Every company is different, so copying what worked somewhere else is not enough here. Some of our best events and initiatives were a bit unusual — we’re fine with trying something first, or doing it differently, as long as it makes sense and feels like us.

Sounds like your mindset? Keep reading!

Why is it worth your time?

• You’ll join a small team of People and Recruitment professionals who are genuinely enthusiastic about their job and show up for each other
• You’ll contribute to initiatives across the various People areas – culture, events, employer branding, onboarding, communication, and more
• You’ll be part of a stable, US company with the flexibility of hybrid work and an office full of goodies

What you’ll be doing

• Planning and running our company events — offsites, Christmas costume parties, team celebrations, and remote bonding activities like online GeoGuessr games
• Coming up with employee gift ideas and handling the logistics behind them
• Helping with People-related communication — e.g. promoting our team bonding activities and encourage people to participate and get to know each other
• Helping make onboarding smooth and exciting for new joiners
• Supporting our Employer Branding efforts, e.g. promoting our job openings on LinkedIn and Facebook, and adding some splash to our Instagram account
• Cooperating with the office team on keeping our HR tools, accounts, and benefits running behind the scenes

We are looking for someone, who…

• Has 3+ years of experience in People field (excluding recruitment and admin)
• Has an eye for detail, gets things done, and genuinely loves organising
• Draws energy from helping others and making their lives easier and more fun
• Is a team player — supports others when needed, cheers them on, enjoys exchanging ideas, and stays open to feedback
• Is curious of other people’s perspectives and what they have to say
• Can come to our Warsaw office 1-2 times a week
• Is OK with occasionally meeting in the evenings with our US colleagues
• Speaks Polish on a native-lever and English at proficiency lever – you’ll talk to people in Poland and the US
• Stays positive, looks for solutions and isn’t afraid to push for an unusual idea when it’s actually the right call

Recruitment process

• Send us your CV — it’s the best way for us to get to know you
• Complete a short one-way video interview via SparkHire
• Have two Zoom calls with Justyna (People Manager) and Alicja (VP, People)
• Have a conversation with Marcin (VP, Engineering and one of SwingDev Founders).
• …and welcome aboard! 👋

What benefits are waiting for you?

Salary

11 000 – 17 000 PLN + VAT on B2B.

9 000 – 14 000 PLN on Employment Contract

Basics

📝 Form of employment or cooperation of your choosing

🌎 Remote work & flexible working hours

🏖️ Non-service days

Health & Safety

💊 Private medical care with dentists & orthodontists package for you and your family

❤️ Group life insurance

🧘 Psychotherapists support — free online sessions with psychologists and psychotherapists

🤸 Home physiotherapy

🏅 Multisport card & meditation apps reimbursed 50%

Working conditions & Development

💻 Gear with Apple Logo and monitor

🌱 50% reimbursement for courses, conferences, books & certificates

🇺🇸 Free access to private language lessons

🐕 6 Personal Development & 4 Voluntary Non-service days

Extras you may like

🎫 Cafeteria platform — extra “stówka”every month to spend on whatever you want to

🧒 Nanny services for parents

📦 Concierge services – a personal assistant to help you to deal with your everyday matters

🎮 Chill room with table football & PlayStation 5

🍦 Free snacks, and ice cream in the office (every day, all year round!)

🍱 Free Friday Lunch in the office

🎉 Team building events — we party together several times a year during the annual Offsite & Christmas Parties, beer after work, or our #WinterEscapeMonth workation in Cyprus.

Company Description

Continental is a leading tire manufacturer and industry specialist. Founded in 1871, the company generated sales of €19.7 billion in 2025 and currently employs around 78,000 people in 54 countries and markets.

Tire solutions from the Tires group sector make mobility safer, smarter, and more sustainable. Its premium portfolio encompasses car, truck, bus, two-wheel, and specialty tires as well as smart solutions and services for fleets and tire retailers. Continental has been delivering top performance for more than 150 years and is one of the world’s largest tire manufacturers. In fiscal year 2025, the Tires group sector generated sales of 13.8 billion euros. Continental’s tire division employs more than 55,000 people worldwide and has 19 production and 16 development sites.

Job Description

In our central HR department in Hanover-Stöcken, we offer you the opportunity to gain valuable experience in an international environment starting as soon as possible. Our scope covers the employee lifecycle for our tire plants—ranging from employer branding and recruiting through talent and professional development programs to exciting topics such as digitalization and the Future Workplace. Seize the chance to become part of a dynamic team and actively help shape the future of HR development. Sound exciting? Then apply now for this 6-month (mandatory) internship in Hannover-Stöcken. A combination of voluntary and mandatory internships is possible. Partial remote work hours are also possible by arrangement.

In this role, you will have the opportunity to:

• Become part of our global network by closely collaborating with our contacts at the tire plants and within various departments
• Support our international projects by independently taking ownership of work packages
• Support the team in shaping and implementing global learning and development initiatives that drive personal growth and organizational transformation
• Make an impact by creating compelling presentations, insightful analyses, and clear documentation.

Qualifications

• Students (m/f/diverse) in the field of Business Administration or comparable degree programs with a focus on Human Resource Management
• Initial experience or a strong interest in Human Resources
• Proficient in using the MS Office package (Outlook, PowerPoint, Excel)
• Very good command of English, both written and spoken
• German language skills are a plus
• High level of commitment, creativity, and enjoyment of teamwork
• Structured way of working as well as strong initiative
• Enjoyment of communication in an international environment

Please attach your current certificate of enrollment and also your current transcripts of records and an extract of certificate for a mandatory internship. Those documents are mandatory for processing your application.

If required, please submit your valid residence permit as well as your work permit including the additional sheet.

Applications from severely handicapped people are welcome.

Additional Information

We offer the following benefits:

• Fair compensation for your contribution: We know your work is valuable and want to make sure you are compensated fairly. Flexibility that fits your life: We offer flexible working hours with hybrid working models, giving you the opportunity to occasionally work from home – because we know how important the balance between personal and professional life is.
• Meaningful knowledge transfer: You will receive qualified support from our experienced professionals to develop your technical knowledge and practical skills.
• Saving made easy: Benefit from a wide range of discounts and special offers through our corporate benefits program, covering various brands – from fashion and leisure activities to technology products.
• Stay fit & healthy: We support you with initiatives focused on health and well-being, such as selected fitness and preventive care programs.
• More flavor, less cost: As a student, you receive an additional discount in our company cafeteria.
• A work environment that embraces diversity: Look forward to working in a diverse and international environment through collaboration with our global locations.

For more information about the employee benefits you can expect at Continental, please visit our benefits page.

If you would like to learn more about our location, feel free to visit our site page: Continental Hannover Stöcken / Hannover Corporate Headquarters.

Diversity, Inclusion & Belonging are important to us and make our company strong and successful. We offer equal opportunities to everyone - regardless of age, gender, nationality, cultural background, disability, religion, ideology or sexual orientation.

If this sounds like a perfect match for you and if you want to become the next supporter of our core values: Trust, for one another, passion to win and freedom to act - we are looking forward to receiving your application.

#LI-TS1

Ready to drive with Continental? Take the first step and fill in the online application.

The OpportunityNew Hire ONBOARDING SPECIALIST Are you passionate about creating exceptional first impressions and helping new employees feel confident from day one?

We are seeking a results-driven Sr Staff Recruiter to manage full-cycle recruiting across a variety of roles and departments.

Are you ready to build America’s energy future? Form Energy is an American manufacturing and energy technology company. We’re revolutionizing energy storage with cost-effective, multi-day technology designed to keep the electric grid secure and reliable, even during extended periods of stress. By strengthening the electric system and reimagining what’s possible, we’re giving clean energy a whole new form!

In recent years, Form Energy has earned a number of accolades, including being named by TIME as a “Best Invention”, MIT Technology Review as a “Top Climate Tech Company To Watch”, and Fast Company as “One of the Next Big Things In Tech”. We are making rapid progress on our mission of delivering energy storage for a better world, and our team is growing just as rapidly to meet demand. We have signed contracts with leading electric utilities across the United States and production of our iron-air batteries is underway at our first high-volume manufacturing facility in West Virginia.

Working for Form Energy is more than just a job, it’s a chance to be part of something extraordinary. And now - right as we significantly scale up battery manufacturing -  might be the most exciting moment in the company’s history to join. We are assembling a team of highly talented and driven individuals across the country. Driven by our core values of humanity, excellence, and creativity, our team is determined to deliver on our mission and transform the energy landscape for the better.

Feeling energized to make a meaningful impact on the world? Then keep reading - you’ve come to the right place.

Role Description

Form Energy is hiring a Staff HRIS Analyst to assist with the technical support of various People technology ecosystems, including and primarily Oracle Cloud HCM. As a member of the People Systems team, this role will partner to optimize current system functionality and configuration, test and implement new features, and ensure that existing HR technology and processes continue to operate successfully while meeting evolving business needs. The Staff HRIS Analyst brings experience with identifying and applying process improvement opportunities, gathering and documenting functional requirements, supporting HR solutions, and data management practices. As part of our team, you will contribute to shaping the growth and stability of our People systems, data, and technology landscape in collaboration with various cross-functional teams and other third party vendors. Relocation assistance is available.

What you’ll do:

• Supports administration of and updates to current system configuration, data architecture, workflows, and processes.

• Identifies opportunities for optimization, automation, and simplification to streamline core HR processes and system usage.

• Partners with the People Systems team to identify breakdowns in system processes and functionality, escalate support needs, and implement break-fix resolutions.

• Collaborates with stakeholders to prioritize, test, and implement system enhancements, releases, and changes. Helps to develop, execute, and document test scripts.

• Supports administration of HR data tables and partners with key stakeholders to complete recurring data integrity audits.

• Assists with ongoing monitoring of HR integrations and escalation of interface failures

• Creates end-user documentation for HR teams, managers and employees

What you’ll bring:

• Bachelor’s Degree and 7+ years of experience working directly with the technical aspects of Human Resources data and systems

• Administrator experience in the Oracle HCM application and related modules

• Experience writing Oracle Fast Formulas and using SQL

• Demonstrated experience in supporting HR functions and projects

• Experience using business analytical skills including facilitating sessions and documenting activity workflows and business requirements

• Experience providing high quality customer service to internal and external customers

• Intermediate level skill in Microsoft Excel

• Excellent communication and organizational skills

#LI-Hybrid

Humanity is a cornerstone of Form Energy’s culture, and we make sure our compensation and benefits reflect that. Form Energy offers competitive salaries, stock options, and a holistic benefits package to ensure all employees have what they need to thrive while working here.

When it comes to you and your family’s health, we cover 100% of medical, dental, and vision premiums for full-time employees - and 80% of healthcare premiums for dependents. This starts from day one. We also offer at least 12 weeks of paid leave for new parents (up to 20 weeks for birthing parents), and generous vacation policies to give employees time to recharge when needed.

To build America’s energy future, we need everyone at the table. We are proud to be an equal opportunity employer, and encourage candidates from all backgrounds to apply to our open jobs.

If you may require reasonable accommodations to participate in our interview process, please contact accommodations@formenergy.com. Requests for accommodations will be treated with discretion.

Form Energy is committed to maintaining the privacy of our applicants. Please be aware that we will never solicit sensitive personal information such as Social Security numbers or bank account details during the recruiting or hiring process.

Company Description

Aboitiz Foods is an integrated regional food and agribusiness company dedicated to creating a high-performance culture anchored on our time-honored values of Integrity, Teamwork, Innovation, and Responsibility. Through the collective strengths of our subsidiaries, Pilmico and Gold Coin, we believe in sustainably feeding Asia’s growth from mill to meal.

We are constantly improving and optimizing our processes by integrating the value chain around Asia. We leverage our sector expertise and capabilities to deliver quality every time. With our world-class technology and culture of constant innovation, we devote ourselves to serving you better.

At Aboitiz Foods, we embrace change and inspire innovation, leading the way in food and agribusiness solutions. Join us as we shape the future of food in Asia and build a culture where, together, we nourish the future.

https://www.aboitizfoods.com/

Job Description

Intern will be assigned to the Talent Engagement team of the Human Resource Department and will have the following responsibilities:

• Create a porfolio of communication templates for Internal Communication, Values statement posters, deck, etc., based on the Aboitiz Foods Brand.
• Assist in writing and creating internal communication materials like posters, deck, etc.
• Assist in planning and facilitating Aboitiz Foods engagement events
• Assist in writing and creating employer branding materials

Metrics:

• Visual Impact
• Completeness
• Creativity -Organization
• Quality

Qualifications

• Students taking up HR, Psychology, Communications, or any related course
• Creative and detail-oriented
• Proficient in Canva
• Able to edit posters and short videos
• Must complete at least 400 internship hours
• Willing to work on a hybrid setup (onsite in Makati and work from home)
• Available for an internship from August to December 2026

Onboarding Requirements:

• Officially enrolled in a university
• At least in its penultimate year
• Enrolled in an internship subject
• With good scholastic records duly endorsed by the school
• Able to pass the pre-internship requirements

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.

About the Role

We build at scale, and we need recruiters who understand what that actually takes. As a member of Connected Warfare Production Recruiting team, you’ll own hiring for our Connected Warfare program, the manufacturing engineering, production, and supply chain talent that turns designs into deliverable systems on the factory floor.

This is hands-on, full cycle recruiting on a small team where no task is too big or too small. You’ll partner directly with operations and program leaders to define what “good” looks like, then go find it, pitch it, and close it. We’ll give you the autonomy and tools; we expect you to bring the bias for action. The best people in this role think like operators: they invent and simplify broken processes, they identify problems early and show up with solutions instead of getting lost in the details, and they put ego aside to do whatever the mission needs.

We’re looking for someone who genuinely understands production, who can speak the language of the floor, translate a hiring gap into its impact on throughput and revenue, and earn the respect of straight-shooting manufacturing and supply chain leaders. If you’re hungry, roll up your sleeves by default, and have a real passion for talent acquisition, you’ll fit right in.

This role is onsite in Costa Mesa, CA, Seattle, WA, or remote. It is open to contract only, with eligibility to convert. The ideal candidate brings startup, manufacturing, and/or relevant domain experience.

What You’ll Do

• Move fast with a system. Source, track, and maintain a high volume of candidates without dropping the ball, keeping open lines of communication with stakeholders at every step.

• Speak production fluently. Get into the business and onto the floor to understand the product, the technical roadmap, and the team’s manufacturing reality, i.e., takt times, cycle times, throughput, yield, so you can pitch the opportunity credibly to operators.

• Connect headcount to outcomes. Translate a missing role into what it costs the line in throughput and revenue and use that to drive urgency and prioritization with hiring managers.

• Be a trusted partner, not an order-taker. Build deep trust with operations and program leaders through consistency and a strong operating rhythm; influence talent strategy while executing on deliverables.

• Close exceptional talent. Develop a sharp understanding of the mission, learn to pitch the team and opportunity, and bring offers across the line, including with candidates who are strong negotiators in their own right.

• Run on data. Track and analyze pipeline and performance data to find areas of opportunity and turn it into a data-driven narrative that builds momentum.

• Invent and simplify. Build recruiting strategies that scale with the company, implementing referrals, process improvements, and automation where they move the needle.

• Master your tools. Act as a subject-matter expert in prospecting, information retrieval, data extraction, web-scraping, process automation, and candidate management.

• Interview with judgment. Conduct candidate interviews and anticipate hiring-manager preferences, demonstrated through high interview-to-offer ratios.

• Engage passive talent. Source through LinkedIn Recruiter, Gem, Boolean strings, referrals, and SOBO campaigns.

• Protect the candidate’s experience. Deliver a consistent, positive experience throughout the process with proactive communication and engagement.

Core Requirements

• 4+ years of sourcing for technical roles and engaging top-tier talent.

• 3+ years of client-facing experience working with Hiring Managers and Directors, taking new requirements, reviewing profiles, and reporting pipeline progress.

• A deep network and real fluency in manufacturing engineering, production, and/or supply chain. You understand the language of manufacturing (takt times, cycle times, throughput, yield) and have historically recruited roles like Manufacturing Engineers, Manufacturing Test Engineers, Design Engineers, Purchasers, Buyers, and Industrial Engineers.

• Operationally minded. You can hold your own with straight-shooting operations and manufacturing leaders, identifying problems early and bringing solutions rather than getting buried in detail, and earn their respect.

• Strong closing and negotiation skills. You can articulate how you’ve successfully closed hard-to-win talent in the past and can negotiate offers with candidates who are themselves seasoned negotiators (e.g., buyers and purchasers).

• Experience working with government contractors, DoD agencies, and IC agencies.

• Experience hiring candidates with U.S. security clearances.

• Working knowledge of applicant tracking and HRIS systems.

• Working knowledge of interview techniques and applicant-screening methods, and comfort with a wide variety of sourcing avenues.

• A consultative track record, guidance that has led to better hiring outcomes, a positive candidate experience, and the respect of peers and clients.

• Clear, effective communication to understand candidate motivation, drivers, and fit, plus disciplined management of multiple candidate funnels.

• Self-sufficient and able to operate with little direct supervision.

Supply Chain Depth (Strongly Desired for those who will focus in Supply Chain

Supply chain talent is in high demand on this team. The strongest candidates for this need bring:

• A clear picture of what a successful supply chain organization looks like inside a manufacturing company, ideally from automotive, aerospace, or similar environments, including what great leaders, program managers, buyers, and procurement specialists look like. Experience supporting CapEx organizations translates well here, too.

• Awareness of which commodities currently face market constraints, and a track record staffing procurement, buyer, and purchasing roles against those constraints.

• Understanding of the procurement cycle, including RFP and RFQ processes.

• Proven ability to close and negotiate, buyers and purchasers are strong negotiators, so we need a recruiter who can negotiate offers just as strongly.

Preferred Requirements

• Experience at an agency or fast-paced startup supporting manufacturing, supply chain, or production environments.
• Hands-on experience working in production and/or supply chain.

US Salary Range

$60—$80 USD

The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril’s total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:

Benefits

At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits.

Protecting Yourself from Recruitment Scams

Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We’ve observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.

To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:

• No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.

• Please always verify communications:

  • Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address.
  • Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency’s authenticity by reaching out to contact@anduril.com.

• Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender’s email domain is @anduril.com before providing any personal information or clicking on links.

• What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.

Data Privacy

To view Anduril’s candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.

By submitting your application, you consent to Anduril Industries using a third-party service provider to conduct pre-employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process. This third-party service provider provides risk-intelligence services that may include analysis of sanctions and watchlists, adverse media, public-record information, and other lawful open-source or commercial data sources. This third-party service provider does not act as a consumer reporting agency. Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security.

About Kojo

It’s time to build. Whether it’s creating more housing, upgrading our infrastructure, or adapting to climate change, one thing is clear: the construction industry is at the center of solving our biggest problems. We’re making buildings cheaper and easier to build by transforming the way commercial construction companies buy their materials. Join us.

Founded in 2018, Kojo is now one of the fastest-growing construction technology companies in the world. Construction accounts for $10 trillion in global spend annually and we can’t live without its output - our roads, schools, hospitals, and offices. Despite this, there’s been very little innovation over the past 70 years in how materials - which constitute up to 40% of project costs - are bought and sold. This is our opportunity.

About the Role

To meet our season of record-breaking customer growth and AI product innovation, we’re bringing on a Recruiting Lead to own the recruiting function end to end. Primarily in the GTM/G&A realms, entry-level to senior leadership searches will fall under this recruiter’s purview - plus the recruiting operations that keep the machine running behind the scenes.

In a talent landscape that’s ever-evolving and increasingly competitive, a best in class recruiting function is more important than ever. Our hiring methodology isn’t sheer volume, but sincere business partnership and quality of hire. You’ll work with hiring managers as an extension of their team and manage the operations and scalability to maintain best in class hiring amid global expansion. As a Series C company growing at this record-breaking pace, every hire you make has an outsized impact on what Kojo becomes next. There’s no more pivotal time to join and help us take Kojo further into the candidate market.

What you’ll own:

• Own full-cycle recruiting for Kojo’s GTM and G&A searches, from intake to offer, across levels from entry-level to senior leadership.

• Actively source best-in-class candidates, both active and passive, and ensure a white glove candidate experience through consultative, timely communication and market intelligence to properly matchmake between open roles at Kojo.

• Manage, iterate, and continue to run the operating rhythm behind recruiting: profile debriefs and ICP iterations, pipeline reviews, and the reporting cadence that keeps hiring managers and leadership aligned on where every search stands.

• Manage Ashby as Kojo’s ATS and single source of truth for headcount budgeting, owning requisition workflows, scorecards, and the data hygiene that makes every pipeline report trustworthy.

• Own compensation benchmarking for open reqs, partnering with our Director of People on real-time GTM and G&A market data instead of last year’s numbers.

• Continuously close candidates through every stage in the hiring process to ensure a best in class offer acceptance rate, and manage the offer for every close, partnering directly with Finance on budget and approval before it goes out.

• Diagnose where the recruiting process itself is the bottleneck, time-to-fill, drop-off stage, interviewer load, and fix it before it becomes a leadership question.

• Leverage AI-enabled workflows and internal tools (e.g., Claude, Granola, Notion, LinkedIn Recruiter) to understand market signals at scale by synthesizing feedback, hiring patterns, and requests to identify opportunities before they become obvious.

About You

We’re looking for the recruiter who treats every search as the chance to bring exceptional talent and outsized impact to Kojo. Our ideal Lead Recruiter is a student of the market: constantly building a genuine knowledge base of the ever-changing talent landscape in AI and construction, and knowing where the best talent sits today and what it takes to get them excited about Kojo.

Early stage experience is strongly preferred in this environment. Priorities shift, searches evolve, and there’s a sincere opportunity to scale far beyond the bounds of this job description. We’re looking for someone who wants to build with the company and may be operating as an individual contributor today, but has the curiosity to scale into broader leadership roles as we continue to grow.

What we’re looking for:

• Full-cycle ownership: You’ve run searches start to finish, from intake call to signed offer (and hopefully hiring high-slope talent where those candidates become long-term employees), without needing a coordinator to hold your hand through any stage.

• GTM fluency: You know the difference between what makes a great SDR and what makes a great enterprise AE, and you screen for it accordingly (deep GTM specialization is ideal, not required for every search).

• Early-stage instinct: “You’ve recruited inside a company early enough in its growth that you were also inventing and iterating upon the process, not just following one.

• Ops discipline: You treat your ATS as a system of record and have demonstrated experience trusting that data and partnering with Operations and Finance stakeholders to allow your data to inform business decisions.

• Independent operation: You have strong judgement to know what’s urgent, what’s important, and where your time and energy should go in order to best serve the business in real time. You have experience pattern matching not only with candidate themes, but consistently upleveling the internal recruiting function from the inside out.

• AI-literate sourcing: You’ve used AI tools to speed up sourcing or screening, and you can point to a specific moment you overrode the tool’s judgment with your own.

• Range across levels: You’ve closed both an entry-level hire and a senior leadership hire in the same quarter, and you didn’t treat either one as the easy one.

What you care about:

• ACCOUNTABILITY: You own the calibration call between a hiring manager who wants faster and a comp band that isn’t moving, and you make the trade-off explicit instead of quietly splitting the difference.

• IMPACT: You’re running searches at three different levels at once, and you always know which one earns the next hour of your day.

• GROWTH: You read the market data before you defend a comp number, not after a candidate pushes back on it.

Working at Kojo

Salary: Your salary will be dependent upon many factors, including your experience level, skillset, market dynamics and balancing internal equity relative to other Kojo employees. The compensation and benefits information that we provide is based on Kojo’s good-faith estimate as of the date of the job posting and may be modified in the future.

Benefits: This position is also eligible for a new hire equity grant and all US-based full time employees are eligible for our full suite of perks and benefits. For more information about our perks and benefits, check out https://www.usekojo.com/careers.

Location: Kojo’s team members work from home 100% of the time across North and South America. If applicable, we’ll identify the travel and/or location-specific requirements of a position in the text above. Otherwise, team members can expect to work business hours congruent with their local time zone and remotely.

Inclusive Workplace: Kojo values diverse perspectives and is committed to building an inclusive workplace. We are proud to be an equal opportunity workplace and do not discriminate on the basis of sex, race, color, age, sexual orientation, gender identity, religion, national origin, citizenship, marital status, veteran status, or disability status. Pursuant to the San Francisco Fair Chance Ordinance, we consider for employment qualified applicants with arrest and conviction records. We strongly encourage people from underrepresented groups to apply.

Scam Notice: Please be aware that there are individuals and organizations that may attempt to scam job seekers by offering fraudulent employment opportunities in the name of Kojo. These scams may involve fake job postings, unsolicited emails, or messages claiming to be from our recruiters or hiring managers. Kojo will never ask for any personal account information, such credit card details or bank account numbers, during the recruitment process.

Hi! I’m Rachel and I lead People Operations here at Ashby. I recently joined and I’m excited that we’re expanding our team! The People Operations Team provides support to Ashby employees through the development and implementation of programs, policies, and services that contribute to a productive and inclusive working environment. We ensure that the work we do aligns with our Operating Principles and strengthens the environment we’re building at Ashby. Our approach is to do things differently – we prioritize what truly fits our team and enhances how we work together. By embracing creativity and customization, we aim to create a people-first culture that drives both individual and organizational success.

We review all applications, and there isn’t a benefit to applying quickly. Take your time, look at the application questions and please submit before the application deadline! We aren’t able to take calls outside of the interview process, so reaching out to the team won’t push your application forward.

About the Role

We’re looking for an experienced Total Rewards Leader to build and own Ashby’s total rewards function through our next phase of growth.

This is both a strategic and hands-on role responsible for how we approach compensation, equity, and benefits globally. You’ll serve as the functional owner for Total Rewards responsible for setting the philosophy, building the infrastructure, and driving execution while bringing the judgment and leadership needed to help us scale the function over time.

Ashby’s Total Rewards philosophy is thoughtful, principled, and intentionally not one-size-fits-all. Compensation approaches may vary by functional area in order to best fit each part of the organization. Total Rewards provides the structure, documentation, guidance, and governance needed to ensure those approaches remain equitable, competitive, and scalable. Across the company, our shared intent is to be competitive in the market and adapt quickly as markets evolve.

In this role, you’ll partner closely with People Ops, Finance, Talent Acquisition, Legal, and functional leaders to design programs that support how Ashby attracts, retains, and rewards exceptional talent. You’ll help us build a more scalable approach to compensation and total rewards while preserving the flexibility that allows different parts of the business to operate effectively.

We’re looking for someone who has built and scaled Total Rewards programs in high-growth VC backed SaaS companies and who is equally energized by philosophy, systems, and execution. You should be comfortable defining direction while also rolling up your sleeves to run analyses, refine tools and processes, support leaders through nuanced decisions, and build the operating foundation for the future.

This role will start as an individual contributor and is expected to evolve into people management as the function scales.

You’ll be responsible for

Building Ashby’s compensation infrastructure

You’ll work closely with founders, executives, and functional leaders to build and evolve Ashby’s compensation foundations globally. This includes compensation bands, leveling alignment, market positioning, review cadences, benchmarking methodology, guidance for offers, promotions, refreshers, and market adjustments, and clearer compensation structure where it is still needed.

You’ll help ensure our approach can support a mix of more mature compensation structures and areas where it is still evolving. You’ll bring structure to ambiguity and create frameworks that are principled, practical, and scalable. You will support leaders in assessing tradeoffs, documenting non-standardized components, and put the right level of governance in place.

Monitoring the market and helping Ashby adapt quickly

You’ll leverage market data, internal data, and external trends to inform compensation decisions across the business. You’ll help Ashby maintain its target market position and ensure we are responding thoughtfully and consistently when market conditions change.

This includes identifying where certain teams may be moving faster than others, spotting gaps in coverage, and building mechanisms to ensure we are catching market movement across the company, not just in the functions with the loudest signals.

Owning Total Rewards strategy end-to-end

You’ll own Ashby’s Total Rewards strategy across compensation, equity, benefits, and perks. In partnership with founders and company leaders, you’ll define the philosophy, principles, and long-term direction for how we reward employees globally.

You’ll continuously evaluate our programs, identify opportunities to improve them, and make recommendations that balance market competitiveness, internal equity, business needs, and long-term sustainability.

Leading benefits strategy and administration

You’ll lead the strategy, selection, evaluation, and ongoing management of Ashby’s benefits programs globally. This includes broker and vendor management, renewals, plan design review, competitiveness assessment, and the systems and processes that support a strong employee experience.

Leading equity program infrastructure

You’ll help operationalize Ashby’s equity programs in close partnership with Finance and company leadership. You’ll bring greater structure, consistency, and scalability to equity practices, support program administration, and help employees better understand how equity fits within our broader Total Rewards philosophy.

Building scalable systems and operations

You’ll continuously improve the systems, workflows, documentation, and operational processes that support Total Rewards. You’ll work with tools such as CandorIQ, Pave, and OpenComp to help Ashby get roles to market quickly, make pay decisions efficiently, and adjust programs as the business and market evolve.

You’ll look for opportunities to use automation, AI, and strong operational design to improve efficiency, increase accuracy, and create a better experience for employees, managers, and the People team.

Acting as a trusted cross-functional partner

You’ll serve as the subject matter expert for Total Rewards across the organization. You’ll partner with Finance on budgeting and workforce planning, Talent Acquisition on hiring strategy and offer guidance, and People Business Partners and functional leaders on promotions, organizational changes, and complex compensation decisions.

You’ll help leaders navigate rewards decisions with sound judgment, fairness, and clarity.

Preparing the function to scale

While this role begins as a hands-on functional owner, you’ll build with future scale in mind. You’ll establish the documentation, operating rhythms, standards, and decision-making frameworks needed for the function to grow over time, and you’ll help identify future organizational needs as Ashby continues to scale.

You could be a great fit if

• You bring several years of progressive Total Rewards experience, including meaningful ownership of compensation, benefits, and equity programs in high-growth organizations.

• You have deep compensation expertise and have built compensation programs and infrastructure from the ground up.

• You understand how to operate in an environment where some principles are centralized and other elements are tailored by function.

• You’re comfortable navigating ambiguity and using data, judgment, and business context to make recommendations.

• You’ve built and scaled compensation frameworks and benefits programs for globally distributed organizations, ideally through periods of significant growth.

• You know how to support leaders with different needs and viewpoints while maintaining trust, consistency, and strong decision quality.

• You’re highly effective in both strategy and execution and are comfortable being the primary owner of the work day to day.

• You’re an exceptional communicator who can explain complex Total Rewards topics clearly to a wide range of audiences.

• You are detail-oriented, operationally strong, and always looking for ways to improve systems, processes, and program quality.

• You’ve previously led or managed others, or you’re excited to help build and eventually scale a future Total Rewards team.

Bonus points if you have

• Experience building and scaling global compensation and benefits programs across multiple regions and employment models.

• Experience leveraging automation, AI, and technology to improve the efficiency, accuracy, and scalability of Total Rewards operations.

• Experience working with tools such as CandorIQ, Pave, and OpenComp.

• An advanced degree in HR, business, finance, or organizational development.

• An HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, or CEBS.

This role may not be a fit if

• You want to bring your own total rewards play book and implement it at Ashby rather than reimagining how to evolve what has already been started.

• You prefer operating within highly standardized Total Rewards programs rather than building and evolving them in a more flexible environment.

• You are less interested in the hands-on work required to run a Total Rewards function.

• You’re uncomfortable making decisions in ambiguity or helping leaders navigate nuanced compensation questions without overly relying on rigid rules.

• Your experience is concentrated in only one area of Total Rewards, with limited exposure to compensation, equity, and benefits more broadly.

• You’re not energized by partnering across functions, balancing competing perspectives, and shaping practical solutions.

• Most of your experience has been in highly mature organizations with established programs, processes, and teams, and you haven’t had to build infrastructure during periods of growth and change.

Interview Process

Our interview process is thorough — we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:

• Recruiter Screen with Talent Acquisition Team - 30 minutes

• Hiring Manager Interview - 45 minutes

• Take Home Assignment

  • Followed by 1 hour live session to discuss

• Virtual Onsite - 2.5-3 hours

• Final Round with CEO - 30 minutes

About Ashby

We’re building the next generation of recruiting software and we’re starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process. We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. We’ll share more details once we meet. In short, it’s the perfect time to join! 🚀

Benefits

• Competitive salary and equity.

• 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable.

• Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅.

• Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.

• Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!

• $100/month education budget with more expensive items (like conferences) covered with manager approval.

• If you’re in the US, top-notch health insurance for you and your dependents with all premiums covered by us.

Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply.

Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.

ISTA Personnel Solutions South Africa is a dynamic and fast-growing BPO company based in South Africa, specializing in providing top-tier operational support to US-based companies. We are not a recruitment agency. We are a dedicated extension of our clients’ teams, delivering high-quality service with precision, efficiency, and a personal touch.

We are recruiting on behalf of a U.S.-based Applied Behaviour Analysis (ABA) Therapy Services provider. This organisation delivers critical behavioural support services to children and families, and they are expanding their recruitment team to keep pace with demand.

About the Role

We are looking for a full-time Interviewer to join the client’s recruitment team. This is a candidate-facing role where rapport, accuracy, and follow-through matter equally. You’ll be the first real conversation a candidate has with the company, and the detail you capture, directly shapes the rest of the hiring process.

If you’re a natural communicator who also happens to be meticulous with documentation, this role is for you.

As an ABA Interviewer, you will manage the interview process from start to finish, building genuine rapport with candidates, guiding them through a detailed interview form, and ensuring every piece of information is captured accurately to support the client’s overall hiring decisions.

Please Note:

• Working Hours: Monday – Friday | 9:00 AM – 6:00 PM EST (3:00 PM – 12:00 AM South African time – subject to daylight savings).
• Public Holidays: This role requires working on both South African and U.S. public holidays (compensation for SA public holidays in accordance with the BCEA).
• Internet Requirements: A fixed fibre line with a minimum speed of 25 Mbps (upload & download) and wired Ethernet capability is mandatory. Applicants without a fixed fibre line cannot be considered.
• Power Backup: Reliable backup required to manage load shedding or outages. Applicants without a power backup cannot be considered.
• Work Environment: Fully remote.

Job Responsibilities (not limited to):

• Conduct structured interviews with candidates applying for client roles.
• Accurately complete a detailed interview form, ensuring every field is captured correctly to support downstream hiring decisions.
• Build genuine rapport and connect naturally with candidates throughout the process.
• Manage the full interview process professionally, from initial contact to handoff.
• Communicate clearly and confidently in fluent, natural American English with U.S.-based candidates.
• Maintain a high level of organisation, accuracy, and attention to detail across all documentation.

Requirements

Industry Experience:

• Experience in the ABA (Applied Behaviour Analysis) field is a plus, but not essential.
• Previous interviewing, recruitment, or candidate-facing experience preferred.

Soft Skills (Essential):

• Excellent communication and interpersonal skills, with a natural ability to build rapport.
• Fluent, natural English, with confidence communicating with U.S.-based candidates.
• Strong attention to detail — able to complete detailed documentation accurately and consistently.
• Highly organised, thorough, and reliable.
• Professional and able to manage a full interview process independently, from beginning to end.

Technical Skills:

• Basic computer skills.
• Comfortable navigating MS Office and Outlook.

If you are not contacted within 14 working days, please consider your application unsuccessful.

Part of NIUM, one of the well-known B2B payments unicorn in Southeast Asia. Instarem has been on a mission of making international payments easy and affordable for everyone since 2014. We are the go-to solution for businesses that need to move money quickly, reliably and at a lower cost than banks.

Instarem is on a mission to make money simple for everyone.

We offer a smarter, faster, and more affordable way to move money across borders. A way without unfair exchange rates, hidden fees, or other complexities. With Instarem, you get peace of mind knowing your money is moving quickly and safely.

Part of Nium, Instrarem India Pvt. Ltd., gives you all the benefits of a cutting-edge payments company and the convenience of a one-stop-shop for all your financial needs abroad. We are an authorised Dealer in Foreign Exchange – Category II. Easily and securely make international payments with our fast and convenient services. Consumers can buy foreign currency, travel cards, and transfer money abroad. With Instrarem India Pvt. Ltd., one can

- Send money oversees and experience fast, low-cost transfers to 60+ countries

- Buy and Sell Foreign Exchange at great rates and low fees

- Buy prepaid Forex Cards for seamless payments overseas

Job Summary:

We are looking for a Junior Executive – HR Operations to join our HR team and be part of a fast-paced, dynamic environment. We are looking for someone who is curious, detail-oriented, proactive, and eager to learn. Strong communication and interpersonal skills, a collaborative mindset, and the ability to work with data and HR systems will be important in this role.

If you are someone who enjoys working with people, learning new things, solving problems, and taking ownership, this could be a great opportunity to start and grow your career in HR Operations.

Work Schedule:

5 days a week on-site, with alternate Saturdays work from home.

Roles and Responsibilities

• Support day-to-day HR operations and employee lifecycle activities including onboarding, employee documentation, confirmations, transfers, exits, attendance, and leave management.
• Maintain accurate and up-to-date employee records, HR documentation, trackers, and personnel files.
• Assist with employee onboarding and exit formalities, ensuring all required documentation and processes are completed within timelines.
• Support payroll and attendance-related activities by coordinating employee data, attendance inputs, leave records, and other information required for payroll processing.
• Assist with HRMS activities and maintain employee information in systems such as GreytHR.
• Develop an understanding of HR systems and actively support the adoption of new HR tools and platforms.
• Assist in coordinating with HR service providers and external vendors for background verification, payroll, benefits, and other HR-related services.
• Act as a point of contact for routine employee queries related to HR processes, policies, attendance, leave, benefits, and employee documentation, escalating complex matters to the appropriate HR team member.
• Support the HR and Admin teams in planning and executing employee engagement initiatives, internal events, and culture-building activities.
• Assist with employee surveys, feedback collection, and basic analysis of survey data to support HR and engagement initiatives.
• Support performance management activities, including employee communications, review-cycle coordination, trackers, and documentation.
• Assist in preparing HR MIS, reports, dashboards, and other HR-related data for management review.
• Support HR compliance activities by maintaining required documentation and records and coordinating with relevant internal teams and external partners.
• Assist in documenting HR processes, preparing SOPs, maintaining trackers, and identifying opportunities for process improvement.
• Provide support to the Talent Acquisition team as and when required, including coordination of interviews, candidate communication, recruitment documentation, onboarding coordination, and other recruitment-related activities.
• Maintain a high level of confidentiality while handling employee information and HR-related matters.
• Take ownership of assigned HR projects and activities while continuously developing knowledge of HR processes, systems, and best practices.

Requirements

• A bachelor’s degree in human resources, Business Administration, Management, or a related field. A postgraduate qualification in HR will be an added advantage.
• 0–1 year of experience in HR; freshers are encouraged to apply.
• Internship, academic project, or practical exposure to HR processes will be an added advantage.
• Basic understanding of HR Operations and employee lifecycle processes.
• Good communication and interpersonal skills, with the ability to interact professionally with employees and stakeholders.
• Good working knowledge of MS Excel, Word, and PowerPoint.
• Willingness to learn and work with HRMS tools such as GreytHR and other HR technology platforms.
• Strong attention to detail, organizational skills, and ability to maintain accurate records.
• Ability to manage multiple tasks and priorities while meeting timelines.
• Strong learning agility, proactive mindset, and willingness to take ownership of assigned responsibilities.
• High standards of confidentiality, professionalism, and integrity.
• Ability to work collaboratively with HR, Finance, Admin, employees, managers, and external vendors.
• Ability to thrive in a fast-paced, evolving, and compliance-driven environment.
• Strong interest in building a long-term career in HR Operations.

What we offer at Nium

We Value Performance: Through competitive salaries, performance bonuses, sales commissions, equity for specific roles and recognition programs, we ensure that all our employees are well rewarded and incentivized for their hard work.

We Care: The wellness of Nium’ers is our #1 priority. We offer medical coverage along with 24⁄7 employee assistance program, generous vacation programs including our year-end shut down. We also provide a flexible hybrid working environment (3 days per week in the office).

We Upskill Ourselves: We are curious, and always want to learn more with a focus on upskilling ourselves. We provide role-specific training, internal workshops, and a learning stipend.

We Constantly Innovate: Since our inception, Nium has received constant recognition and awards for how we approach both our business and talent opportunities. Check out CNBC World’s Top Fintech Companies 2024.

We Celebrate Together: We recognize that work is also about creating great relationships with each other. We celebrate together with company-wide social events, team bonding activities, happy hours, team offsites, and much more!

We Thrive With Diversity: Nium is truly a global company, with more than 33 nationalities, based in 18+ countries and more than 10 office locations. As an equal opportunity employer, we are committed to providing a safe and welcoming environment for everyone.

For more detailed region-specific benefits: https://www.nium.com/careers#careers-perks

For more information visit www.nium.com

Depending on your location, certain laws may regulate the way Nium manages the data of candidates. By submitting your job application, you are agreeing and acknowledging that you have read and understand our Candidate Privacy Notice located at www.nium.com/privacy/candidate-privacy-notice.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. 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.

Organizational Overview

Do you want to help ensure that every organizer, advocate, and changemaker in the progressive movement has what they need to create bold, people-powered change? Join us in making that vision a reality.

Launched in 2018, The Movement Cooperative (TMC) is a nonprofit member cooperative uniting more than 80 national and state-based organizations and over 1,400 affiliates through shared infrastructure and collaborative support. We bridge the gap between vision and capacity—democratizing access to tools, data, and strategic expertise that help our members organize more efficiently, campaign more effectively, and drive lasting impact across the movement.

As a cooperative, TMC is governed by and for its members, with a board(s) made up primarily of staff from member organizations. Together, we’re reimagining what’s possible when movement groups have the infrastructure they need to thrive.

Position Overview

The Director of Human Resources plays a pivotal role in ensuring an equitable, compliant, and thriving workplace at TMC. As the senior HR leader for TMC’s human-centered, fully remote, and unionized workplace, they report to the Chief of Staff. This role is responsible for shaping the organization’s people strategy while ensuring smooth day-to-day HR administration.

The Director is a leader who is energized by both high-level considerations and operational execution. They enjoy visioning, leading change, and coaching leaders, while also valuing reliable systems, attention to detail, and consistent follow-through. They integrate compliance and operational efficiency into a cohesive people strategy that supports a values-driven and high-performing workplace.

As the sole HR leader, the Director is responsible for HR strategy and operations, labor relations, employee relations, people management, benefits administration, compliance, HR vendor management, and organizational development. They lead TMC’s People Operations team, including the Operations Strategist and Learning & Development Lead, which strives to empower TMC staff to thrive by building and sustaining concise, transparent, and equitable practices, policies, and procedures across HR, systems, learning, and culture. This role is part of the Programs constellation at TMC.

Responsibilities

HR Operations & Administration (~20%)

• Own the organization’s HR infrastructure: HRIS/PEO (Rippling), benefits platforms (Human Interest, WageWorks/HealthEquity), ATS (Greenhouse), and related tools, ensuring data integrity, accurate reporting, and reliable day-to-day operation.
• Lead payroll and compensation processing and reporting, in partnership with the CFO, ensuring accuracy, compliance, and timely delivery of pay and benefits.
• Own benefits administration. Serve as a point of contact for complex benefits questions and collaborate with external vendors as needed. Lead annual benefits open enrollment, including communication planning, system setup, and coordination with external vendors.
• Own PTO administration and reporting.
• Maintain the Employee Handbook, HR policies, SOPs, job descriptions, and personnel files, keeping them current with law, CBA provisions, and best practices.
• Serve as project manager for federal, state, and local compliance reporting, in partnership with the PEO and legal counsel as needed.
• Serve as primary or triage point for HR-related inquiries from staff, union leadership, and outside parties, ensuring timely, accurate, and consistent responses.
• Lead proactive communications to staff on policy, benefits, procedure changes, and other people-related announcements (including the monthly People Operations newsletter highlighting benefits, changes, events, and culture).
• Maintain systems, documentation, and workflows that support accountability and consistency, and reduce dependence on memory.

People Experience, Relations & Performance (~20%)

• Oversee the full employee lifecycle (hiring, promotions, transitions, and separations) in alignment with organization policies, CBA provisions, employment laws, and HR best practices.
• Serve as the primary point of contact, trusted advisor, and administrator for employee relations matters like conflicts, extended leave requests, accommodation requests, and sensitive HR issues.
• Own the performance management lifecycle: goal-setting, feedback cycles and reviews, and introductory period processes.
• Coach managers to apply policies consistently, deliver effective feedback, and lead with equity and clarity.
• Lead investigations and conflict resolution processes; escalate high-risk matters to legal counsel as appropriate.
• Lead employee experience research (surveys, interviews, stay/exit conversations) and translate findings into actionable recommendations.
• Drive retention and engagement strategies grounded in data and what staff are telling you.
• Partner with the L&D Lead on standard trainings and ongoing learning programs.

Labor Relations & CBA Administration (~15%)

• Actively administer the Collective Bargaining Agreement (CBA), including day-to-day interpretation, application, and compliance with contract provisions including regular reporting requirements.
• Manage the grievance process end-to-end (intake, investigation, documentation, resolution, and coordination with legal counsel when needed).
• Serve as primary staff liaison to the Labor Management Committee (LMC) and steward productive, trust-based labor-management relationships.
• Interpret CBA provisions with managers and the executive team; flag implementation issues and propose resolutions before they escalate.
• Facilitate Bi-Annual Equity Audit process, as required by the CBA, including hiring of outside consultants, consultation with LMC, and leading review and strategy for implementation of feedback.
• Track grievance patterns, labor relations trends, and contract risks; report to the Chief of Staff and executive team as needed.
• Stay current on labor law, employment law, and HR best practices; maintain active HR certification (SHRM-CP/SCP or PHR/SPHR).

Strategic Leadership & Organizational Design (~15%)

• Guide leadership through periods of change and ambiguity with clarity, follow-through, and steady decision-making.
• Serve as trusted advisor to executive and senior leadership on change management, organizational transitions, and people-related risk.
• Translate TMC’s organizational strategy into a people strategy that advances the mission, supports long-term sustainability, and reflects the organization’s structure.
• Partner with the Chief of Staff and leadership teams to plan workforce needs, organizational structure, role design, and capacity.
• Ensure job descriptions and competency matrices are holistically considered and aligned with compensation model categorizations, so roles are described consistently and pay decisions are equitable.
• Identify people-related risks early (staffing gaps, compliance gaps, labor relations issues) and bring forward options before they become crises.
• Support succession planning for key organizational roles, in partnership with executive leadership.
• Contribute to organizational strategy as a member of the Senior Leadership Team (SLT).

Team Leadership: People Operations (~15%)

• Lead the People Operations team with a focus on clarity of priorities, coaching, and quality of deliverables.
• Set team goals and OKRs aligned with the organization’s strategy; hold accountability through documentation, regular check-ins, and follow-through.
• Coach team members in their day-to-day work and professional growth.
• Make decisions about when to delegate, when to stay close to the details, and when to step in directly.
• Plan for team capacity and coordinate cross-training.
• Oversee the team’s maintenance of staff information spaces (e.g. Notion, Drive, Slack) with direct accountability for HR-specific sections.

Manager Development, Coaching & Leadership Partnership (~15%)

• Lead difficult conversations with managers and staff with confidence, humility, and a commitment to resolution.
• Build trust with managers through reliability, clear communication, and consistent follow-through.
• Coach and advise managers across the organization on people decisions, team dynamics, and leadership challenges.
• Develop and maintain training and resources for new and experienced managers to ensure management practices are consistent, compliant, and human-centered across the organization, partnering with the L&D Lead on design and delivery.
• Convene and facilitate manager meetings, design agendas that advance leadership practice and build a coherent manager community.

Qualifications

Experience

• 8+ years of progressive HR experience, including 4+ years in a senior HR leadership role and 2+ years managing people.
• Active CBA administration in a unionized workplace is a must-have. Candidates should have hands-on experience with contract interpretation, grievance management, and labor-management collaboration (not just familiarity with these concepts).
• Current HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP), or willingness to obtain within 6 months of hire.
• Proven success operating as the senior HR leader for a small-to-mid-sized organization (~50 people), ideally as a sole HR practitioner or with limited direct support.
• Experience working across multiple state jurisdictions.
• Demonstrated experience with employee relations, conflict resolution, performance management, and workplace investigations.
• Strong background in HR compliance, federal and state employment law, and labor relations.
• Track record of building and maintaining iterative and dependable HR systems, processes, and documentation.
• Experience using and administering HRIS, benefits management systems, and ATS.
• Experience working in or with values-driven, progressive, member-driven, and/or nonprofit organizations.
• Proven experience supporting organizations through significant change management moments.
• Demonstrated commitment to anti-racism, equity, and justice in workplace practices.

Skills

• A blend of strategic vision and operational rigor; equally energized by long-term planning and today’s to-do list.
• Expert interpersonal and communication skills; able to coach, mediate, and advise across all levels of the organization.
• High emotional intelligence, discretion, and judgment in handling confidential and sensitive matters.
• Strong project management and prioritization skills; able to track dozens of moving priorities without dropping balls.
• Skilled at creating accountability through documentation and follow-through.
• Deep understanding of employment law, labor law, and HR compliance.
• Strategic thinking with the ability to align people strategy with organizational strategy and equity commitments.
• Comfortable making decisions with incomplete information and navigating ambiguity.
• Skilled at leading change: guiding others through transitions, building buy-in, and sustaining momentum.
• Ability to translate complex employment law and CBA concepts into practical guidance for staff and managers.
• Competency with Google Workspace, Slack, and Asana.
• Comfortable working independently in a fully remote environment.

We especially encourage applications from people who have any of these additional qualifications, which are preferred but not required:

• Experience working with a PEO (Rippling a plus).
• Experience managing in a fully remote environment.
• Competency with Mac OS, Notion, Greenhouse.
• Experience designing or facilitating training programs for managers.
• Familiarity with compensation strategy, pay equity frameworks, or total rewards design.
• Background in organizational development, internal change consulting, or talent planning.
• Experience developing people strategies aligned to DEIA, retention, and engagement goals.

Physical Requirements

• Prolonged periods of working on a computer

Location Requirements

• While TMC’s workplace is remote, we require staff members to reside in and work in the continental United States.

Compensation & Benefits

The starting salary range for this position is $123,120 - $132,354 per year. TMC follows a 5-year compensation model with time-in-role-based raises.

This is a full-time exempt position.

TMC is dedicated to providing employees with world-class healthcare and wellness benefits, including: Fully covered employee-only health plans (plus many employee + spouse/dependent plans) and dental and vision coverage for employees and their dependents; Unlimited paid time off (PTO); Paid parental and adoption leave; Flexible holidays and all-staff holidays (including one-week summer closure, and two-week winter closure); Health Reimbursement Arrangement (HRA) up to $3,500 per year for out-of-pocket medical costs; 401(k) retirement plan with company matching (100% on the first 1% you contribute, plus 50% on the next 5%); Initial home office set-up stipend + monthly office stipend (or WeWork membership); $50,000 in life insurance, fully covered; Professional development stipend up to $3,500 per year for conferences, books, and other learning opportunities; Employee Assistance Program with confidential 24⁄7 support for emotional, financial, legal, family, and work-life issues; and more!!

Next Steps

Please submit your application materials as outlined here: https://docs.google.com/document/d/1dnHMr8ux4SP1nyz8hTD6XBQtyLWPejiKIP7EsxQenjk/preview

Applications must be submitted by 6:00 p.m. ET on Thursday, August 27, 2026.

Here’s what you can expect from our interview process:

• Application Materials Review
• Panel interview (~60 minutes)
• Final interview (~60 minutes)

We are looking to fill this position by October 2026.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. TMC will not sponsor work visas or green cards.

The Movement Cooperative is an equal opportunity employer.

The Movement Cooperative is committed to providing a workplace free from discrimination or harassment. TMC recruits, employs, trains, compensates, and promotes regardless of race, religion, color, national origin, sex, gender, gender identity or expression, sexual orientation, citizenship status, disability status, genetics, age, veteran status, pregnancy/maternity, marriage/civil partnership, or any other characteristic protected by federal, state, or local laws.

At The Movement Cooperative, we have a clear vision: to be an organization where a diverse mix of talented people are inspired to do their best work, incentivized to stay with us year-over-year, and can progress in their careers in meaningful and impactful ways. We pride ourselves on bringing the best to our members, and we know our organization runs on the hard work, well-being, and dedication of our passionate and creative employees.

Request a reasonable accommodation if you need one to apply or participate in the interview process.

Req ID:379191 NTT DATA strives to hire exceptional, innovative and passionate individuals who want to grow with us.

About Ethos

Ethos is a leading life insurance technology company on a mission to protect families by democratizing access to life insurance and empowering agents at scale. With its robust three-sided technology platform, Ethos is transforming the life insurance experience for consumers, agents, and carriers alike. Ethos offers instant, accessible products and a seamless online process that requires no medical exams and just a few health questions; it eliminates traditional barriers, making it easier than ever for everyone to protect their families. Ethos is redefining how life insurance is bought, sold, and underwritten.

About the role

We are looking for a highly organized and proactive People Operations Associate to support our People Team. In this dynamic role, you will be instrumental in ensuring the smooth operation of our HR systems and processes. As a key liaison between the People Team and Ethosaurs, you will help drive efficient workflows and deliver a seamless employee experience.

Duties and Responsibilities:

• Provide day-to-day support for People services, addressing employee inquiries about benefits, policies, and procedures.
• Maintain and update People systems with a focus on data integrity and confidentiality (BambooHR, ADP Workforce Now, Seismic, Checkr, OnBlick, Google Suite, etc.).
• Administer the full US onboarding and offboarding processes.
• Oversee US immigration case management.
• Ensure compliance and timely reporting, including required trainings and EEO reporting.
• Manage the HR help desk (Hiver) and electronic postal inbox (Stable), handling unemployment claims, employment verifications, and other requests.
• Assist with total rewards administration, including benefits and compensation reviews.
• Support the HR roadmap and contribute to strategic projects.

Qualifications and Skills:

• 2-5 years of HR experience preferred.
• Strong HR systems experience, with an AI forward bias for automation.
• Excellent attention to detail and organizational skills.
• Strong communicator with the ability to interact with employees at all levels.
• Sound judgment and problem-solving abilities.

#LI-Remote #LI-CM1

The US national base salary range for this full-time position is $65,000 -$114,000. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

Please note that the compensation details listed in US role postings reflect the base salary only and do not include applicable bonus, equity, or benefits.

You can find further details of our US benefits at https://www.ethoslife.com/careers/

Don’t meet every single requirement? If you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyway. At Ethos we are dedicated to building a diverse, inclusive and authentic workplace.

We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Pursuant to the SF Fair Chance Ordinance, we will consider employment for qualified applicants with arrests and conviction records.

To learn more about what information we collect and how it may be used, please refer to our California Candidate Privacy Notice.

Recruitment Notice: Please be aware of recruitment scams. All legitimate communication from our team will only come from email addresses ending in @ethos.com or @getethos.com. We will never ask for payment, banking details, or sensitive personal information during the hiring process. If you are contacted by someone claiming to represent us from a different email address, please treat it as fraudulent.

This position is part of livingHR’s talent community. By applying, you are expressing interest in joining our network of trusted professionals who partner with us on a contract basis when...

This position is part of livingHR’s talent community. By applying, you are expressing interest in joining our network of trusted professionals who partner with us on a contract basis when...