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.

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...

Job Description: Vice President, Human Resources Business Partner (Global) Location: Remote, United States Reports To: Chief People Officer Travel: Approximately 20-30% domestic and international travel as business needs require About the RoleWe are seeking a strategic, business-focused, and globally minded Vice President, Human Resources Business Partner (HRBP) to serve as a trusted advisor to executive leaders and help shape the people strategy that enables business success.

SitusAMC is where the best and most passionate people come to transform our client’s businesses and their own careers.

About CoLab

At CoLab, we help engineering teams bring life-changing products to the world years sooner.

CoLab is the AI platform for driving stronger engineering decisions. Every design review in CoLab builds a knowledge repository of design feedback, decisions, and lessons learned - which AI agents draw from to flag issues on future designs before they compound. The more your team works in CoLab, the smarter it gets and the faster you arrive at the ideal design. Companies like Ford, Komatsu, and Johnson Controls use CoLab to catch issues earlier, eliminate rework cycles, and bring products to market faster.

Founded in St. John’s, Newfoundland, CoLab has grown quickly from our first customer in 2018 to a rapidly scaling company. We’ve recently been recognized on Deloitte’s Fast 50™ and Fast 500™, and named a company to watch by The Globe and Mail and Financial Post.

About the Role

We’re looking for a collaborative and hands-on Senior Director, People & Operations to help build CoLab to become an industry leader.

In this role, you’ll own the systems, structure, and talent strategy that allow a high-performing company to scale without losing what makes it great. You’ll work together with our CEO and CTO to solve some of the most sensitive organizational challenges we’ll face over the next several years. As you take ownership of these problems, you’ll create the space for them to spend more of their time on customers, product, and company strategy.

This role will enable leaders to make difficult organizational decisions with confidence, while raising the standard for how we hire, develop, organize, and operate.

This role is for someone who’s energized by complexity. If you’re looking for a steady-state People function to maintain, this probably isn’t it. If you’re excited by building systems that help exceptional people do the best work of their careers, we’d love to talk.

Our Ideal Candidate

You believe talent density is a competitive advantage and you’re willing to make difficult tradeoffs to protect it.

You’re equally comfortable discussing organizational design with executives and coaching a new manager through a difficult conversation.

You don’t default to adding more process. You build systems that increase clarity, accountability, and speed.

You’re highly operational. You know that great culture isn’t created through perks or program - it’s built through consistently making strategic choices about who joins the company, how teams are structured, how performance is managed, and how people are developed.

Responsibilities

• Design and continuously evolve CoLab’s organizational structure to support scale.
• Serve as the trusted business partner to every functional leader, helping them build high-performing teams, make better organizational decisions, navigate difficult people challenges, and run their functions with greater clarity and effectiveness.
• Build scalable operating systems and cross-functional processes that improve execution.
• Uphold CoLab’s culture and performance bar through every stage of the employee lifecycle.
• Serve as a strategic partner to the CEO, CTO, and executive team on organizational and business decisions.
• Lead strategic operational initiatives that remove friction across the business, improve execution, and help the executive team focus on the highest-leverage work.
• Coach managers to become exceptional leaders. Build manager capability through practical coaching, feedback, and clear people practices so every employee has a great manager—not just a great job.
• Raise the bar for talent across the company by improving hiring quality, calibration, succession planning, and performance management.

Qualifications

• Experience owning People functions at a high-growth B2B software company, with at least 200 people.
• Demonstrated success scaling organizations through multiple stages of growth.
• Strong experience in organizational design, executive coaching, and talent strategy.
• Proven ability to build high-performing teams and develop leaders.
• Deep operational mindset—you naturally think in systems, metrics, and scalable processes.
• Experience working together directly with founders or executive leadership teams on company-wide decisions.
• Strong business acumen and the ability to balance people outcomes with company performance.
• A thoughtful and inclusive approach that builds trust while maintaining high expectations.

Equity Note

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic and apply even if you don’t meet every single qualification—your potential is what matters most to us.

About CoLab

At CoLab, we help engineering teams bring life-changing products to the world years sooner.

CoLab is the AI platform for driving stronger engineering decisions. Every design review in CoLab builds a knowledge repository of design feedback, decisions, and lessons learned - which AI agents draw from to flag issues on future designs before they compound. The more your team works in CoLab, the smarter it gets and the faster you arrive at the ideal design. Companies like Ford, Komatsu, and Johnson Controls use CoLab to catch issues earlier, eliminate rework cycles, and bring products to market faster.

Founded in St. John’s, Newfoundland, CoLab has grown quickly from our first customer in 2018 to a rapidly scaling company. We’ve recently been recognized on Deloitte’s Fast 50™ and Fast 500™, and named a company to watch by The Globe and Mail and Financial Post.

About the Role

We’re looking for a collaborative and hands-on Senior Director, People & Operations to help build CoLab to become an industry leader.

In this role, you’ll own the systems, structure, and talent strategy that allow a high-performing company to scale without losing what makes it great. You’ll work together with our CEO and CTO to solve some of the most sensitive organizational challenges we’ll face over the next several years. As you take ownership of these problems, you’ll create the space for them to spend more of their time on customers, product, and company strategy.

This role will enable leaders to make difficult organizational decisions with confidence, while raising the standard for how we hire, develop, organize, and operate.

This role is for someone who’s energized by complexity. If you’re looking for a steady-state People function to maintain, this probably isn’t it. If you’re excited by building systems that help exceptional people do the best work of their careers, we’d love to talk.

Our Ideal Candidate

You believe talent density is a competitive advantage and you’re willing to make difficult tradeoffs to protect it.

You’re equally comfortable discussing organizational design with executives and coaching a new manager through a difficult conversation.

You don’t default to adding more process. You build systems that increase clarity, accountability, and speed.

You’re highly operational. You know that great culture isn’t created through perks or program - it’s built through consistently making strategic choices about who joins the company, how teams are structured, how performance is managed, and how people are developed.

Responsibilities

• Design and continuously evolve CoLab’s organizational structure to support scale.
• Serve as the trusted business partner to every functional leader, helping them build high-performing teams, make better organizational decisions, navigate difficult people challenges, and run their functions with greater clarity and effectiveness.
• Build scalable operating systems and cross-functional processes that improve execution.
• Uphold CoLab’s culture and performance bar through every stage of the employee lifecycle.
• Serve as a strategic partner to the CEO, CTO, and executive team on organizational and business decisions.
• Lead strategic operational initiatives that remove friction across the business, improve execution, and help the executive team focus on the highest-leverage work.
• Coach managers to become exceptional leaders. Build manager capability through practical coaching, feedback, and clear people practices so every employee has a great manager—not just a great job.
• Raise the bar for talent across the company by improving hiring quality, calibration, succession planning, and performance management.

Qualifications

• Experience owning People functions at a high-growth B2B software company, with at least 200 people.
• Demonstrated success scaling organizations through multiple stages of growth.
• Strong experience in organizational design, executive coaching, and talent strategy.
• Proven ability to build high-performing teams and develop leaders.
• Deep operational mindset—you naturally think in systems, metrics, and scalable processes.
• Experience working together directly with founders or executive leadership teams on company-wide decisions.
• Strong business acumen and the ability to balance people outcomes with company performance.
• A thoughtful and inclusive approach that builds trust while maintaining high expectations.

Equity Note

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic and apply even if you don’t meet every single qualification—your potential is what matters most to us.

Telix Pharmaceuticals is a dynamic, fast-growing radiopharmaceutical company with offices in Australia (HQ), Belgium, Japan, Switzerland, and the United States. Our mission is to deliver on the promise of precision medicine through targeted radiation. At our core, we exist to create products that seek to improve the quality of life for people living with cancer and rare diseases. You will be supporting the international roll-out of our approved prostate cancer imaging agent and helping us to advance our portfolio of late clinical-stage products that address significant unmet need in oncology and rare diseases.

See Yourself at Telix

The Senior Director, Global Talent is accountable for building and leading an integrated, insight-led talent strategy across Telix Pharmaceuticals’ global operations. The role spans Talent Acquisition, Workforce Design and Analytics, Talent Pipelining, Internal Mobility and Progression, Succession Planning, and Employer Brand.

Operating as a senior leader within the People & Culture function, this role translates business strategy into workforce capability, ensuring Telix has the right people in the right roles at the right time. It requires both strategic vision and the operational discipline to execute at scale across a complex, multi-country environment.

The role works in close partnership with People Partnering and Capability & Culture.

Key Accountabilities:

Talent Management and Insights

• Develop and implement a comprehensive global talent strategy aligned with corporate objectives and growth plans

• Build and maintain succession maps and leadership pipelinesfor critical roles across the group, with clear ownership of pipeline health

• Develop internal mobility pathways and progression frameworks that make movement transparent to the business, supported, and actively encouraged

• Partner with Capability & Culture to align succession and mobility with development investment

• Initiate and lead proactive talent pipelining strategies that build access to critical capability ahead of hiring need

• Design and govern programs that identify, recognize, and retain employees with deep and differentiated expertise across Telix’s scientific, technical, and commercial disciplines, ensuring critical knowledge is visible, valued, and sustained within the organization

• Define and govern the talent metrics framework across acquisition, mobility, succession, and workforce planning, and deliver regular insight to PCLT and the business on pipeline health and workforce trends

• Champion data literacy and evidence-based practice across the P&C function

Workforce Planning and Organization Design

• Lead workforce planning processes, including scenario modelling, that translate business growth plans into talent and structure decisions
• Partner with the People Partnering team and business leaders to inform future workforce needs, capability gaps, and organizational design

Talent Attraction

• Define and lead Telix’s global talent attraction strategy, encompassing how we source, engage, and convert exceptional talent across all markets and disciplines

• Develop and activate a globally coherent EVP and employer brand that is differentiated, authentic, and relevant across Telix’s key talent markets

• Establish the global talent acquisition framework, setting standards for consistency, equity, and candidate experience while enabling local flexibility

• Build internal advocacy for the employer brand and ensure the candidate experience reflects the employee experience

• Ensure the function is equipped with the technology, data, and sourcing capability to operatecompliantly, proactively, and at scale, including strategic use of AI in recruitment

• Champion recruitment marketing as a strategic asset, not a transactional output

• Monitor talent market trends, competitive intelligence, and emerging workforce challenges within the biotechnology, pharmaceutical, and radiopharmaceutical sectors

• Oversee executive search and strategic hiring initiatives for key leadership and specialist roles

• Develop talent sourcing strategies for critical and hard-to-fill roles in competitive global talent markets

M&A and Integration

• Lead talent-related due diligence and people integration workstreams for M&A activity

• Develop and embed change management frameworks to support integration, reorganization, and structural change

• Build Telix’s capability to absorb and integrate acquired talent effectively and with care

Position Requirements (Required)

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field required.

• Master’s degree and/or advanced HR qualification preferred.

• 12+ years  senior leadership experience in a talent or people function within a complex, multi-country organisation

• Demonstrated experience building or significantly maturing a talent strategy function, with evidence of commercial and organisational impact

• Proven capability across talent acquisition and at least two of: workforce planning, succession and mobility, employer brand, or M&A integration

• Experience operating in a high-growth or scaling environment, with the ability to build systems and capability while managing immediate demand

• Experience in life sciences, biotech, pharmaceuticals, or a similarly regulated and technically complex industry is desirable

Key Capabilities:

• Commitment to excellence: Take pride in your work and consistently strive for excellence in everything you do
• Results-oriented: Driven to achieve goals and objectives, with a strong focus on delivering measurable results
• Creativity and innovation: Possess a willingness to think outside the box and come up with unique and creative solutions to challenges
• Strong communication skills: Able to communicate effectively with colleagues and stakeholders at all levels, using clear and concise language
• Collaboration: Work effectively as part of a team, actively sharing knowledge and expertise to achieve common goals
• Resilience: Demonstrate the ability to bounce back from setbacks and persevere in the face of challenges
• Inclusive mindset: Demonstrate an understanding and appreciation for diversity, and actively work to create an inclusive environment where everyone feels valued and respected
• Adaptability: Comfortable working in a dynamic environment, able to adjust to changing priorities, and willing to take on new challenges
• Ethical behavior: Act with integrity and demonstrate a commitment to ethical behavior in all interactions with colleagues and stakeholders
• Continuous learning: Show a commitment to ongoing learning and professional development, continually seeking out opportunities to expand your knowledge and skills

At Telix, we believe everyone counts, we strive to be extraordinary, and we pursue our goals with determination and integrity. You will be part of an engaged and supportive group of colleagues who all have a shared purpose: to help people with cancer and rare diseases live longer, better quality lives. Being a Telix employee means being a part of a unique, global, interdisciplinary team working to deliver what’s next in precision medicine. We have hybrid and remote employees located all around the world. We offer competitive salaries, annual performance-based bonuses, an equity-based incentive program, generous vacation, paid wellness days and support for learning and development.

Telix Pharmaceuticals is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.

VIEW OUR PRIVACY POLICY HERE

Telix Pharmaceuticals is a dynamic, fast-growing radiopharmaceutical company with offices in Australia (HQ), Belgium, Japan, Switzerland, and the United States. Our mission is to deliver on the promise of precision medicine through targeted radiation. At our core, we exist to create products that seek to improve the quality of life for people living with cancer and rare diseases. You will be supporting the international roll-out of our approved prostate cancer imaging agent and helping us to advance our portfolio of late clinical-stage products that address significant unmet need in oncology and rare diseases.

See Yourself at Telix

The Senior Director, Global Talent is accountable for building and leading an integrated, insight-led talent strategy across Telix Pharmaceuticals’ global operations. The role spans Talent Acquisition, Workforce Design and Analytics, Talent Pipelining, Internal Mobility and Progression, Succession Planning, and Employer Brand.

Operating as a senior leader within the People & Culture function, this role translates business strategy into workforce capability, ensuring Telix has the right people in the right roles at the right time. It requires both strategic vision and the operational discipline to execute at scale across a complex, multi-country environment.

The role works in close partnership with People Partnering and Capability & Culture.

Key Accountabilities:

Talent Management and Insights

• Develop and implement a comprehensive global talent strategy aligned with corporate objectives and growth plans

• Build and maintain succession maps and leadership pipelinesfor critical roles across the group, with clear ownership of pipeline health

• Develop internal mobility pathways and progression frameworks that make movement transparent to the business, supported, and actively encouraged

• Partner with Capability & Culture to align succession and mobility with development investment

• Initiate and lead proactive talent pipelining strategies that build access to critical capability ahead of hiring need

• Design and govern programs that identify, recognize, and retain employees with deep and differentiated expertise across Telix’s scientific, technical, and commercial disciplines, ensuring critical knowledge is visible, valued, and sustained within the organization

• Define and govern the talent metrics framework across acquisition, mobility, succession, and workforce planning, and deliver regular insight to PCLT and the business on pipeline health and workforce trends

• Champion data literacy and evidence-based practice across the P&C function

Workforce Planning and Organization Design

• Lead workforce planning processes, including scenario modelling, that translate business growth plans into talent and structure decisions
• Partner with the People Partnering team and business leaders to inform future workforce needs, capability gaps, and organizational design

Talent Attraction

• Define and lead Telix’s global talent attraction strategy, encompassing how we source, engage, and convert exceptional talent across all markets and disciplines

• Develop and activate a globally coherent EVP and employer brand that is differentiated, authentic, and relevant across Telix’s key talent markets

• Establish the global talent acquisition framework, setting standards for consistency, equity, and candidate experience while enabling local flexibility

• Build internal advocacy for the employer brand and ensure the candidate experience reflects the employee experience

• Ensure the function is equipped with the technology, data, and sourcing capability to operatecompliantly, proactively, and at scale, including strategic use of AI in recruitment

• Champion recruitment marketing as a strategic asset, not a transactional output

• Monitor talent market trends, competitive intelligence, and emerging workforce challenges within the biotechnology, pharmaceutical, and radiopharmaceutical sectors

• Oversee executive search and strategic hiring initiatives for key leadership and specialist roles

• Develop talent sourcing strategies for critical and hard-to-fill roles in competitive global talent markets

M&A and Integration

• Lead talent-related due diligence and people integration workstreams for M&A activity

• Develop and embed change management frameworks to support integration, reorganization, and structural change

• Build Telix’s capability to absorb and integrate acquired talent effectively and with care

Position Requirements (Required)

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field required.

• Master’s degree and/or advanced HR qualification preferred.

• 12+ years  senior leadership experience in a talent or people function within a complex, multi-country organisation

• Demonstrated experience building or significantly maturing a talent strategy function, with evidence of commercial and organisational impact

• Proven capability across talent acquisition and at least two of: workforce planning, succession and mobility, employer brand, or M&A integration

• Experience operating in a high-growth or scaling environment, with the ability to build systems and capability while managing immediate demand

• Experience in life sciences, biotech, pharmaceuticals, or a similarly regulated and technically complex industry is desirable

Key Capabilities:

• Commitment to excellence: Take pride in your work and consistently strive for excellence in everything you do
• Results-oriented: Driven to achieve goals and objectives, with a strong focus on delivering measurable results
• Creativity and innovation: Possess a willingness to think outside the box and come up with unique and creative solutions to challenges
• Strong communication skills: Able to communicate effectively with colleagues and stakeholders at all levels, using clear and concise language
• Collaboration: Work effectively as part of a team, actively sharing knowledge and expertise to achieve common goals
• Resilience: Demonstrate the ability to bounce back from setbacks and persevere in the face of challenges
• Inclusive mindset: Demonstrate an understanding and appreciation for diversity, and actively work to create an inclusive environment where everyone feels valued and respected
• Adaptability: Comfortable working in a dynamic environment, able to adjust to changing priorities, and willing to take on new challenges
• Ethical behavior: Act with integrity and demonstrate a commitment to ethical behavior in all interactions with colleagues and stakeholders
• Continuous learning: Show a commitment to ongoing learning and professional development, continually seeking out opportunities to expand your knowledge and skills

At Telix, we believe everyone counts, we strive to be extraordinary, and we pursue our goals with determination and integrity. You will be part of an engaged and supportive group of colleagues who all have a shared purpose: to help people with cancer and rare diseases live longer, better quality lives. Being a Telix employee means being a part of a unique, global, interdisciplinary team working to deliver what’s next in precision medicine. We have hybrid and remote employees located all around the world. We offer competitive salaries, annual performance-based bonuses, an equity-based incentive program, generous vacation, paid wellness days and support for learning and development.

Telix Pharmaceuticals is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.

VIEW OUR PRIVACY POLICY HERE