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Title: Human Resources Assistant

Location: National Capital Region

Type: Full Time

We’re obsessed with growth. From enabling companies to flourish, to helping careers bloom.

SupportNinja was founded in 2015 to help companies solve for scale and connect them with a wider world of talent. Our vision is to show the world a better way to grow by developing the best people, implementing the latest technology, and challenging the status quo.

The Human Resources Assistant is responsible for various Human Resources functions. This includes a variety of responsibilities such as: administrative functions, onboarding, workers’ compensation, safety team planning, and payroll support

What does a day in the life as a Human Resources Assistant look like?

• Responsible for onboarding newly hired employees to include offer letters.
• Maintain GSD’s training compliance for all employees.
• Monitor and report on wage and hour issues.
• Establish and maintain department records and reports.
• Assist in managing workers’ compensation injury claims.
• File reports with insurance provider, maintain accident information.
• Respond to various information requests from governmental agencies, such as Unemployment, in a timely manner.
• Perform other duties as assigned.

What are the required qualifications for a Human Resources Assistant?

• Minimum of 1 years previous Human Resources or Office Management experience.
• Ability to work independently with little supervision required.
• Ability to remain calm while working under pressure in a busy environment.
• Ability to work within timeframe of standard policies and procedures.
• Ability to maintain confidentiality related to sensitive company and employee information.
• Knowledge of HR principles and federal/local regulations preferred – exposure/supporting US companies.
• Excellent ability to multi-task and prioritize in a busy, fast-growth environment
• Proficiency in MS Word, Excel and Power Point is essential.
• Exhibit extraordinary discretion, confidentiality, flexibility, and willingness to work closely with our team
• Experience with Paycom or another HRIS preferred.
• Knowledge of California HR policies/laws is a plus

Ninja Perks and Benefits

Competitive compensation

Adherence to government-mandated benefits

Retirement Savings Program with Company Matching

Life Insurance

HMO on day 1

Paid time off, birthday leave

Bonus and incentive plans

Opportunities for skills training and personal and professional development

Employee Referral Program

Experience infinite fun so you can have infinite growth. Discover A Better Way to Grow! Are you ready?

Disclaimer:

The duties and responsibilities listed above describe the post as it is in general terms and are not definitive. The post holder is expected to accept any reasonable alterations that may from time to time be necessary.

SupportNinja is proud to be an Equal Employment Opportunity employer and we do not discriminate based upon race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, veteran status, disability, or other applicable legally protected characteristics under federal, state, or local law.

Recruiter (fixed-term contract)

Location: Remote

About Remote

Remote is solving global remote organizations’ biggest challenge: employing anyone anywhere compliantly. We make it possible for businesses big and small to employ a global team by handling global payroll, benefits, taxes, and compliance. Check out remote.com/how-it-works to learn more or if you’re interested in adding to the mission, scroll down to apply now.

Please take a look at remote.com/handbook to learn more about our culture and what it is like to work here. Not only do we encourage folks from all ethnic groups, genders, sexuality, age and abilities to apply, but we prioritize a sense of belonging. You can check out independent reviews by other candidates on Glassdoor or look up the results of our candidate surveys to see how others feel about working and interviewing here.

All of our positions are fully remote. You do not have to relocate to join us!

Recruiters at Remote have one of the most crucial responsibilities in the organisation – to hire the best talent in the world, helping Remote scale and succeed. Not only do we want to hire the best people, we also want to create the best hiring experience in the world. The Recruiter at Remote is not limited by a number of countries to hire from, and instead we hire all over the world on a daily basis and continuously aim to add amazing people from all over the world to our team.

What this job can offer you

• Work highly effectively to ensure Remote’s talent scaling needs are matched, and in particular support sales, operations, marketing, and G&A departments hiring needs for 6 months according to Remote’s H2’2023 hiring plan.
• Work closely with the TA Leadership on support required to ensure the team is successful.
• Continuously and proactively improve and initiate creative and scalable changes to our existing recruiting strategy.
• Act as an advocate for remote working and values and ensure our values are experienced throughout the candidate experience.

Job Responsibilities

• Directly responsible for creating a world class hiring and candidate experience.
• Collaborate with managers to understand requirements and establish effective recruiting strategies.
• Continuously improve the timing between first Recruiter call and offer.
• Track and analyze metrics and report on hiring progress to business leadership on a regular cadence.
• You’ll participate in full-cycle recruiting, including interview, offer, negotiating and closing of candidates.

What you bring

• Ideally 3 – 5 years of experience in full cycle recruitment, at a tech start-up or high scaling start-up. Experience in recruiting across the entire organisation is most ideal. Experience in hiring sales, operations, marketing, and G&A talent would be an added advantage.
• Strong track record in results and moving at a pace to meet the companies scaling needs.
• Excited and passionate about an excellent candidate experience at all times.
• Aligned to Remote’s values and a keen interest in finding the best talent in the world, that matches these values.
• Ambitious and intentional about ersity and inclusion and more specifically to continuously hire in locations we have never hired before.
• Proven abilities to attract passive world class talent and build a erse pipeline of global talent.
• A growth mind-set. You can shift tasks and priorities when circumstances change and do so quickly and effectively.
• Excellent speaking and written skills in English to engage with a global talent pool.
• It’s not required to have experience working remotely, but considered a plus.

Practicals

• You’ll report to: Manager, Recruiting
• Team: People Team
• Location: Anywhere in the World
• Start date: As soon as possible

Remote Compensation Philosophy

Remote’s Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide – here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.

The base salary range for this full-time position is from $27,700 USD to $93,400 USD gross per year. Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.

Application process

1. (async) Profile review
2. Interview with future manager
3. Interview with future peers
4. Interview with a member of the Recruiting Leadership team
5. (async) Offer
6. Prior employment verification check

Benefits

Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:

• work from anywhere
• unlimited personal time off (minimum 4 weeks)
• quarterly company-wide day off for self care
• flexible working hours (we are async)
• 16 weeks paid parental leave
• mental health support services
• stock options
• learning budget
• home office budget & IT equipment
• budget for local in-person social events or co-working spaces

How you’ll plan your day (and life)

We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async.

You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.

If that sounds like something you want, apply now!

How to apply

1. Please fill out the form below and upload your CV with a PDF format.
2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
3. If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.

We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.

Need help? Email

"

THE ROLE

RESPONSIBILITIES

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Work closely with hiring managers, Operations, and leadership to fully understand hiring needs and improve recruiting processes 
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Coordinate the recruitment lifecycle for both Technical and Non-Technical roles, working to ensure a smooth and efficient experience for candidates and hiring managers
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Assist in planning, creating, and releasing job descriptions and announcements
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Efficiently and creatively source a strong pipeline of candidates for open positions across the business
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Stay active with job boards, social networks, and platforms to find talent
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Build a deep understanding of our offering and exactly what is required of our new team members
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Help build and maintain relationships with a pool of qualified talent for current and future openings
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Communicate UpCodes’ vision and create a meaningful candidate experience
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Participate in continuous learning and training to better understand technical roles and improve recruiting strategies
\

YOU MUST HAVE

*

2+ years at a tech company, preferably at a startup
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Excellent communication skills, with an ability to share compelling stories
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Desire to learn and experiment, as well as the ability to use that data to make better decisions and adjust your approach
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Familiarity with job boards, HR software, databases, and management systems
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A proactive attitude, ready to take on tasks of all levels in a startup setting
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Ability to create order out of uncertainty and thrive in ambiguous situations
\

TO APPLY

Please click here to apply - we only look at candidates who apply directly.

",

Smartling is hiring a remote Project Manager, Language Services. This is a full-time position that can be done remotely anywhere in the United States.

Smartling - Translation management platform to localize your content across devices and platforms.

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Manager, Culture

People Operations

Remote – USA

Three years ago HubSpot committed to being a hybrid company, one where our culture is not tied to location, but rooted in our values, our amazing people and our mission of helping millions of organizations grow better. As HubSpot grows in size and complexity, it’s critical we continue our focus on building a hybrid culture at scale, to ensure our culture is in our employees’ hearts and our offices’ hallways. That means, we’re focused on developing innovative initiatives that allow our global remote, flex and office employees to be successful and constantly connected to our culture. To lead the charge on that effort in the US, HubSpot is looking for an experienced program and people manager to lead and manage the North America Culture Team.

This person must have experience of working in a global, hybrid environment and creating remarkable hybrid experiences for employees. They will have an understanding of driving culture through programs and events, be strategic in their thinking, an excellent communicator and listener, and display a deep passion for creativity and innovation. Specifically, this person will be responsible for delivering our hybrid culture initiatives at HubSpot within NAM (North America & Latin America), partnering cross functionally with stakeholders across the business, as well as working with their team to deliver an equitable hybrid experience for employees through unique, energizing programs and events. They will collaborate with our wider People Operations Teams (that means HR) incl. Internal Communications, DI&B, Employer Brand, Procurement, Facilities and Technology to integrate hybrid culture in all aspects of the employee experience.

We’re seeking someone who cares about people & inclusion, runs towards making an impact, who loves creating and trying new things, and is comfortable spending time with employees and leaders to understand their perspective, drive alignment and give and take great feedback as we craft a remarkable culture in a hybrid work environment. You’ll oversee the NAM Culture Team, and report into the Senior Director of Culture.

This role is remote eligible and should be based in the US.

In this role, you will be responsible for:

• Leading an amazing team of three, who are responsible for delivering innovative employee experiences and programs to employees in NAM. This includes our HQ in Cambridge, offices in Bogota, San Francisco and Toronto, and a growing remote population.
• Developing a strategic vision on our programming, setting goals and priorities for the team, and providing coaching/mentorship to drive high performance
• Partnering with the Senior Director of Culture to drive and deliver on our hybrid culture strategy, with an initial focus on programs, events and initiatives that foster connection.
• Partnering closely with the International Manager of Culture to create hybrid experiences and approaches that are consistent and inclusive for all global employees.
• Building and program managing enterprise-wide hybrid experiences that engage our distributed employees across home, flex, office through our programming.
• Working with Leadership Teams to understand employee feedback and ensure the feedback is incorporated into our plans and approach.
• Building strong relationships with leaders and employees, keeping a pulse on the organization to ensure we are providing the best hybrid experience possible.
• Driving process improvements that create efficiencies for the Culture Team as our work grows and scales.
• Provide thought leadership by staying in touch with industry best practices in the culture/employee experience space so they can identify, create and implement initiatives that take our culture to the next level through new, innovative solutions that drive culture in an inclusive, equitable way.

We are looking for people with:

• A passion for people and culture, and driving positive experiences for people we want someone that can truly act as the connective tissue for employees in our hybrid environment.
• Experience leading people/teams and setting the foundation for a high performing team.
• A deep understanding in engaging a hybrid workforce and making culture a company’s competitive advantage in attracting and retaining talent
• A proven capacity for creating and driving employee experiences that positively impact employees from different backgrounds & cultures.
• Exceptional written and presentation skills with a demonstrated ability to communicate effectively across multiple countries.
• Great attention to detail and an ability to create direction in times of ambiguity.
• The ability to operate in a high performing culture, give and receive great feedback that will help their team and themselves grow better.
• A true passion for HubSpot’s mission to help millions of organizations grow better and the values in the HubSpot Culture Code.

Cash compensation range: 107700-172300 USD Annually

This resource will help guide how we recommend thinking about the range you see. Learn more about HubSpot’s compensation philosophy from Katie Burke, HubSpot’s Chief People Officer.

The cash compensation above includes base salary, on-target commission for employees in eligible roles, and annual bonus targets under HubSpot’s bonus plan for eligible roles. In addition to cash compensation, all HubSpotters are eligible to participate in HubSpot’s equity plan to receive restricted stock units (RSUs). Some roles may also be eligible for overtime pay. Inidual compensation packages are based on a few different factors unique to each candidate, including their skills, experience, qualifications and other job-related reasons.

We know that benefits are also an important piece of your total compensation package. To learn more about what’s included in total compensation, check out some of the benefits and perks HubSpot offers to help employees grow better.

At HubSpot, fair compensation practices isn’t just about checking off the box for legal compliance. It’s about living out our value of transparency with our employees, candidates, and community.

If you need assistance or an accommodation due to a disability, please reach out to us using this form. This information will be treated as confidential and used only for the purpose of determining an appropriate accommodation for the interview process.

Germany Applicants: (m/f/d) – link to HubSpot’s Career Diversity page here.

About HubSpot

HubSpot (NYSE: HUBS) is a leading customer relationship management (CRM) platform that provides software and support to help businesses grow better. We build marketing, sales, service, and website management products that start free and scale to meet our customers’ needs at any stage of growth. We’re also building a company culture that empowers people to do their best work. If that sounds like something you’d like to be part of, we’d love to hear from you.

You can find out more about our company culture in the HubSpot Culture Code, which has more than 5M views, and learn about our commitment to creating a erse and inclusive workplace, too. Thanks to the work of every employee globally, HubSpot was named the #2 Best Place to Work on Glassdoor in 2022, and has been recognized for award-winning culture by Great Place to Work, Comparably, Fortune, Entrepreneur, Inc., and more.

Headquartered in Cambridge, Massachusetts, HubSpot was founded in 2006. Today, thousands of employees work across the globe in HubSpot offices and remotely. Visit our careers website to learn more about culture and opportunities at HubSpot.

By submitting your application, you agree that HubSpot may collect your personal data for recruiting, global organization planning, and related purposes. HubSpot’s Privacy Notice explains what personal information we may process, where we may process your personal information, our purposes for processing your personal information, and the rights you can exercise over HubSpot’s use of your personal information.

Title: Director, Talent Acquisition

Location: US – Remote

About Us

dbt Labs was founded in 2016 to empower analysts to create and disseminate organizational knowledge. Since then, we’ve grown to become one of the leading brands in the analytics industry. Our product, dbt, is used by thousands of companies. dbt Labs is a remote-first, values-driven company with a globally distributed team. You can learn more about our values here.

As our Director of Talent Acquisition, you will have the chance for huge impact, as you get to shape the culture and community of dbt Labs for our global team. This strategic yet operational leader will oversee our talent acquisition team, programs and strategic roadmap.

As a distributed company, we move incredibly fast and lean heavily on async work (reading and writing!). It is within this environment that you will be responsible for delivering on our mission to enable the growth and development of all our team members, specifically within leadership. You will build on our foundational operations and collaborate closely with both the business and our People Team CoE’s to identify opportunities, design solutions and quickly yet effectively execute. You’ll use data to guide your team’s work, and you’ll always be looking to improve our internal reporting systems. While owning many of our flagship recruiting programs, you’ll also be responsible for developing and empowering your team in their inidual and collective success.

At the end of the day, you’ll achieve success by balancing the needs of both our people and the business and bringing optimized thinking into day-to-day operations. You’ll lead from a curious and first principles mentality to push the needle on our culture and how we operate and recruit. While the below is a small snapshot of the broad range of work scoped into this varied and challenging (in a fun way!) role; we are looking for someone who leverages differences of their team, brings their best, and pushes the pace of our work in a smooth and values-aligned manner.

Your experience

• Lead, support and intentionally develop a team of capable and experienced talent acquisition professionals across levels that are building the next chapter of dbt Labs
• Establish and own global end to end recruitment strategy for GTM (go to market – sales, field eng, ops, & marketing), tech (engineering, product & design) and G&A (finance, legal, people, security, data) teams, including implementing best scalable practices for a world-class candidate experience for every level and every function
• Design and manage recruiting programs including employer branding, interviewer training, employee referral program, and internal mobility
• Define, measure and action plan recruitment metrics and analytics to monitor our performance and identify areas of improvement
• Partner with the business as a trusted advisor, and enable functional leaders to make informed, high-quality decisions that meet the speed of our business
• Build strong selection capabilities and criteria to ensure a fair and objective evaluation of candidates that consistently delivers high quality hires
• Oversee a simple and effective TA tech stack
• Understand the talent market deeply and provide insights on emerging trends to hiring and leadership teams
• In partnership with our TA Manager, support executive searches, as appropriate, or manage external agency support
• Work in close partnership with CoEs across the people team, including DEI, Compensation & Benefits, L&D and PBPs to meaningfully contribute to the entire employee lifecycle

Responsibilities

• Have significant hands on experience in Talent Acquisition in the technology sector and throughout various stages of company growth
• Have demonstrated track record of leading and developing a team in meaningful ways based on their superpowers and career goals; including ICs and managers
• Are an excellent communication, influencing, coaching, partnering, and leadership skills; approachable, authentic and responsive
• Build and implement operational efficiencies and practices
• Use data to guide your decisions and help your team focus on the right work
• Are dedicated to moving the needle on ersity, equity, and inclusion and have experience tracking and action-planning DEI-based metrics
• Are seasoned in exercises such as journey or market mapping, executive sourcing strategies, and focused referral campaigns
• Are comfortable and intentional with change management and adapting to the evolving needs of a growing company

You’ll have an edge if you’ve thrived in:

• a remote-first and global environment
• a scaling software company

Compensation & Benefits

• Salary: Commensurate of experience
• (Director, Talent Acquisition: $207,000-$251,000)
• Equity Stake
• Benefits – dbt Labs offers:
  • Unlimited vacation (and yes we use it!)
  • 401k w/3% guaranteed contribution
  • Excellent healthcare
  • Paid Parental Leave
  • Wellness stipend
  • Home office stipend, and more!

*Equity or comparable benefits may be offered depending on the legal limitations

What to expect in the hiring process (all video interviews unless accommodations are needed):

1. Interview with our Talent Acquisition Manager
2. Interview with our VP of People
3. Team Interviews with various stakeholders
4. Final interview with our CEO

Who we are

At dbt Labs, we have developed strong opinions on how companies should practice analytics.

Specifically, we believe that:

• Code, not graphical user interfaces, is the best abstraction to express complex analytic logic
• Data analysts should adopt similar practices and tools to software developers
• Critical analytics infrastructure should be controlled by its users as open source software
• Analytic code itself not just analytics tools will increasingly be open source

It turns out that a lot of other people believe this too! Today, there are 20,000 companies using dbt every week, 65,000 practitioners in the dbt Community Slack, and 3,500 companies paying for dbt Cloud. Our customers include JetBlue, Hubspot, Vodafone New Zealand, and Dunelm. dbt is synonymous with the practice of analytics engineering, defining an entire industry. We’re backed by top investors including Andreessen Horowitz, Sequoia Capital, and Altimeter.

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Executive Recruiting Coordinator

GE Vernova GE Vernova Human Resources

category Human Resources

Early Career

R3743311

Relocation Assistance:No

Remote, United States of America

Job Description Summary

The Coordinator will have high visibility with top-level executives and will manage the entire candidate lifecycle in terms of scheduling, candidate experience, data management and travel arrangements, for both internal and external candidates. The Coordinator must be able to navigate dynamic environments with precision and composure and deliver a white glove experience for all executive candidates. The Executive Recruiting Specialist joins the team during a time of tremendous transformation and will have the opportunity to create frameworks, templates and help shape practices and processes, globally

Job Description

Roles and Responsibilities

• Ensure an excellent candidate experience through prompt follow up, high quality work and communication with executive candidates throughout the candidate’s lifecycle from initial contact to start date.
• Partner with Executive Assistants across the enterprise to schedule candidates in a timely fashion and manage all logistics.
• Work directly with a small team of executive recruiters to coordinate complex scheduling (and rescheduling) requests: intake meetings, interviews, debrief sessions.
• Maintain complete confidentiality associated with all interactions and reporting.
• Continually improve our processes to make every step of our recruiting process exceptional for candidates and hiring teams.
• Maintain data integrity within systems to ensure accurate data tracking and reporting
• Cultivate relationships with client groups; positioning the team as a go-to professional talent team.
• Arrange travel and lodging and process candidate reimbursements.
• Set up purchase orders, oversee invoicing and ensure efficient processing of payments for all costs associated with corporate talent acquisition.
• Provide regular reports, track all activity and cost associated with executive recruiting, globally.

Required Qualifications

• Seven + years of combined experience as an administrative assistant and recruiting coordinator.

Desired Characteristics

• Remarkably organized with a keen eye for even the most minute details.
• Prior experience supporting executive recruiting
• A resilient self-starter who can anticipate bottlenecks, manage escalations, make tradeoffs, troubleshoot and resolve roadblocks.
• A proven track record of leading and driving multiple complex projects.
• Adaptable, able to shift gears at a moment’s notice.
• Genuine interest in relationship building and ability to partner cross functionally and globally.
• Always striving to improve and iterate on best practices.
• Excellent written and verbal communicator across all levels of an organization.
• A passion for technology; Experience with database, ATS systems (workday, Thrive preferred).
• Experience in a fast-paced, highly collaborative, dynamic environment.

Note:

To comply with US immigration and other legal requirements, it is necessary to specify the minimum number of years’ experience required for any role based within the USA. For roles outside of the USA, to ensure compliance with applicable legislation, the JDs should focus on the substantive level of experience required for the role and a minimum number of years should NOT be used.

Additional Information

GE offers a great work environment, professional development, challenging careers, and competitive compensation. GE is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

GE will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).

Relocation Assistance Provided: No

#LI-Remote – This is a remote position

Director, Human Resources

Remote

Full Time

Experienced

Director, Human Resources

Vision for this position:

IM seeks to ensure that students, particularly historically underserved students, and their teachers have access to aligned, grade-level, mathematics curriculum resources, and that teachers experience professional learning that leads to enduring mathematical learning for their students. The Director, Human Resources is responsible for Human Resources operations, including employee relations, policy development and maintenance, performance management and onboarding, benefits and compensation administration, and organizational resource allocation. This person will also manage 1-2 iniduals on the Human Resources team.

The ideal candidate is a systems thinker who engages key stakeholders to develop and implement equitable policies and practices for all employees. We’re looking for someone who is adaptable and resourceful in finding creative solutions for organizational challenges, open-minded, flexible, and has the courage to try new approaches. Ideal candidates are empathetic, able to see the value in all people, and can both coach employees toward success and hold employees accountable to IM’s standards of behavior and performance. IM’s HR + Talent team is at an early stage of development, so candidates must enjoy building systems and practices to support HR in an entrepreneurial environment.

The Human Resources team is a part of IM’s Department of Human Resources + Talent Management, which provides service in support of IM’s vision by promoting the concept that our employees are our most valuable resource and will be treated as such. The HR + TM department will act as a catalyst to enable all IM team members to contribute at optimum levels toward the success of the business and IM’s mission, while championing inidual employee well-being.

Position Type: Full-Time

Location: Remote

Job Family: Director

Travel: <10 percent

Responsibilities

Employee Relations + Engagement

• Supervise the HR manager and support the overall growth and development of the Human Resources + Talent Management team.
• Monitor and ensure the organization complies with federal, state, and local laws and regulations and recommended best practices; review and modify policies and practices to maintain compliance.
• Participate in exit interviews including compiling and summarizing findings and discussing trends and concerns with senior management.
• Resolve disputes and communicate with staff members in cases that members of the HR team cannot routinely handle.
• Be responsible for the maintenance and processing of personnel records and reports to assist with compliance requirements and survey preparation.
• Complete the review of all personnel files requests.
• Respond and serve as the point of contact for all unemployment cases.
• Ensure tracking compliance and maintain reporting for required licensure and certifications.
• Conduct periodic audits of HR practices and procedures to ensure they are equitable and accessible to all employees.
• Build positive relationships with employees across the organization at all levels; keep a pulse on employee morale and evolving workplace needs; use the information gathered to inform the strategic direction of HR initiatives.

Performance Management

• Lead the performance review process, which includes managing the project, preparing communications, coaching managers and leaders, responding to questions from employees and managers, and tracking completion rates.
• Oversee and continue to develop IM’s performance management process, including IM check-ins, to provide regular, productive and supportive touchpoints between managers and employees, with special attention devoted to ersity, equity, and inclusion.
• Provide coaching, counseling, and training to managers on giving and documenting feedback within the parameters of IM’s ersity, equity, and inclusion commitments.
• Provide leadership to and direct supervision of HR team members through effective coaching and performance management.

Learning + Development

• In collaboration with the VP, HR + TM and Knowledge Manager, support the planning and delivery of high-quality training to support employee development.
• In partnership with the Talent Manager, strengthen processes for provisioning, onboarding, offboarding and internal status changes.

Compensation + Benefits Administration

• Communicate and administer compensation, benefits, retirement, and other work experience programs that are cost-effective and consistent with labor market trends and organizational objectives.
• Ensure compliance with all governmental regulations related to compensation and benefits programs.
• Oversee the review, communication, and implementation of the annual benefit programs open enrollment process and the annual total compensation review.
• Conduct marketplace research to evaluate and recommend changes to inidual and company compensation and benefits programs to ensure IM is equitable internally and competitive externally.

Ideal Candidate Qualifications

• 7-10 years of human resource management experience, ideally in a dynamic, high-growth environment.
• Broad experience leading organizational implementation related to human resources, employee relations, compliance, benefits, compensation, performance management and employee learning and development.
• Strong organizational and communication abilities.
• Strong project management skills; ability to lead projects, track status, collaborate, obtain buy-in, and drive for results.
• Strategic thinker with creative problem-solving skills.
• Team player with strong interpersonal skills and the ability to articulate ideas clearly in both oral and written communication.
• Enjoys building systems and practices to support HR practices in a start-up HR department.
• High emotional IQ, works successfully on teams in a collaborative and constructive manner.
• Understanding and awareness of ersity and inclusion issues and best practice; dedicated to the continual improvement of ersity, equity and inclusion policies and practices.
• Ability to multi-task and prioritize ever-changing needs and schedules.
• Experience with project management software, GSuite, Adobe, Slack, and DocuSign.
• Demonstrated commitment to seeking and listening to feedback that encourages growth, surfaces blindspots, and recognizes and disrupts patterns of inequity.
• HR-related certifications or equivalent experience preferred.
• Previous experience in the education or non-profit space is a plus.
• Experience managing others is preferred.

Compensation & Benefits

In alignment with our commitment to equity in practice and policy, Illustrative Mathematics is committed to equity and transparency for our team. We offer competitive salaries commensurate with experience and education, an employer-sponsored 403b plan annual contribution equal to 4% of regular earnings, and a comprehensive group health benefits package, including medical, dental and vision. This position is exempt. The compensation range for this position is $120,000 – $140,000.

Please complete all areas that are indicated as required (*) on the application. Incomplete applications will not be considered.

Illustrative Mathematics is an independent 501(c)(3) nonprofit organization and does not discriminate against any applicant, candidate, or staff member on the basis of actual or perceived ancestry, age, color, disability, gender, gender identity, gender expression, nationality, race or ethnicity, religion, sex, sexual orientation, or association with a person or group with one or more of these actual or perceived characteristics.

In compliance with federal law, all persons hired for employee roles 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.

(Remote) Talent Manager

Remote

New York, New York, United States

Operations

Full time

Description

Who We Are

Float is the world’s leading software for teams to plan their time. Launched in 2012, we’ve grown every year since, and remain proudly independent, self-funded and profitable. We’re a team of 46 working 100% remotely and you’ll be partnering with team members based globally including Australia, Mexico, Nigeria, Canada, and the USA. Hear what our team has to say by browsing our blog, or reading our Glassdoor reviews. Check out what our customers think of Float from our G2 reviews.

We’re on a scale up journey, and we’re seeking people who thrive in this stage, given the autonomy, and the opportunity, to do the best work of their career.

Why We’re Hiring For This Role

As we continue on our journey towards growth, we are excited to be in a scale-up phase which means looking for amazing Talent to join the Float team.

We have open roles in almost all departments including Engineering, Customer Success, Operations, and Marketing and as we are a global async team, we hire people from many different countries around the globe

We are looking for an experienced and strategic HR operator based in the United States to help us find the best candidates from a global and fully remote talent pool. You will play a crucial part in building our 50+ person team and continuing to establish Float as a leader in remote working. We’re very passionate about creating a Best Work Life experience and that starts at hiring

Collaborating closely with Romina, our Talent Experience Coordinator, and Amber, our Team Experience Manager, you will be responsible for providing the best candidate experience and ensuring our new team members feel supported and set up for success. While Amber focusses on development and retention of our team, this role will focus on the beginning of the employee lifecycle as well as when folks leave.

Your role will work to evolve the current processes we have to support a growing team and communicate, support and educate the team on Float’s unique hiring practices that enable us to scale our team.

Our Director of People and Operations, Georgie, explains the important role you will play within our Operations team. Watch this video.

What You’ll Be Responsible For

As the Talent Manager, you will be responsible for managing the full recruitment & hiring lifecycle and process. This includes working with managers to refine job requisitions, developing job descriptions, developing hiring strategies, screening candidates, vetting applications, and working closely with hiring managers to understand their forecasted hiring needs. Initially, your focus will be on taking on hiring as Linda, our Talent Partner, will be finishing up at Float at the end of January 2024. She is here to support your onboarding so you will work closely with her to learn about the hiring process and eventually take on her full responsibilities.

In addition to hiring, you will also need a thorough understanding of and experience in implementing US labor laws. As situations arise, you will be our primary resource in navigating the complex landscape of labor rights and obligations. Maintaining high standards in handling potential situations is crucial. Preserving our values, treating our team with respect and kindness while ensuring adherence to labor laws are all key aspects of this role.

Once you settle in, you will also partner with Amber to ensure our Diversity, Equity, Inclusion, and Belonging (DEIB) strategy is supported by our hiring practices. You will collaborate with Marketing to lead our Best Work Life blog and newsletter while Georgie, Director of Operations, is on family leave. Through this editorial work, you’ll share the way we work with our growing audience of folks who share our passion for remote work and living a best work life.

In addition to hiring, you will collaborate with the operations team on projects such as our annual team meetup.

Your overall goal will be to attract and hire high-density talent and make a meaningful impact on the experience of our team.

What You’ll Need To Be Successful

We want you to love your work and believe that these skills will allow you to succeed in the role.

Applying these skills requires:

• Previous position as HR Business Partner or similar, with hands-on experience with US labor law (HR Certifications are an asset here)
• Full-cycle Recruitment experience within a 100% remote team
• Excellent written communication skills
• SaaS experience. You will have recruited for technical roles specific to SaaS teams, such as software engineering, product management, and customer success roles.
• Deep working knowledge and expertise in HRMS and Recruiting software and tools, including Workable and LinkedIn, showcasing a strong proficiency in technology
• Proven ability to move the hiring process forward in an async autonomous environment with little oversight
• Solid ability to communicate effectively with all levels of the organization from Engineers to Directors to CEO and CTO
• Demonstrates an inclusive mindset, showing adaptability and a willingness to remain open and unbiased, contributing to our team’s growth.

As a fully remote team, we’re looking for someone comfortable with asynchronous communication as the default, which means you have previous remote experience and are comfortable using tools like Slack, Loom, and Linear to communicate as needed. Don’t worry—you will have significant deep work time since we have very few meetings.

Why Join Us

Pay for this role is US $126,350 (Level 3). Here’s a blog post with more information on how we determine our pay.

We’re a global async remote company with a erse team of people from all over the world who share a common belief in living our best work life. We believe deeply in the idea of transparency and share our Float Handbook publicly so potential new team members can see first hand our perks & benefits as well as our ways of working. If you feel like you can thrive at Float to do your best work, we would love to hear from you.

Note: Industry research shows that women and those in traditionally underrepresented groups generally don’t apply to jobs unless they check all the boxes for the role. If you feel strongly that you have what it takes for this role but don’t check 100% of the boxes—that’s okay—we encourage you to apply anyway and highlight what you can bring to the table.

Hiring Process For This Role

You’ll find a lot of useful information about our interview process and what it’s like to join our global team on the Float careers page. The hiring process for this role looks like this:

• Initial First Meet: If your application is shortlisted, you will have a 15-minute meeting with Romina from Talent. This meeting gives us an opportunity to learn more about your experience and also allows you to ask any questions you have about the role.
• Co-Worker Interview: You’ll meet with Linda, Talent Partner, for a 30-minute interview that will deep e into your related skills and experience
• Manager Interview: We take a very collaborative approach to hiring, so you’ll meet with Amber and Georgie, for a 45-minute interview. Amber will be your manager while Georgie is on family leave, so we see value in you meeting both of them.
• Founder Interview: As the final step in the process, you’ll meet with Glenn, Float’s CEO, for a 30-minute interview.

Our hiring process takes an average of 24 days from the first interview to a job offer (based on YTD 2023 data). Romina or Linda from our Talent team will be in touch each step of the way to ensure that you are well informed and aware of the next step in the process.

Unfortunately, due to the high volume of applications, we can only contact candidates who have been shortlisted for the role. If you do not hear from us within 14 days of submitting your application, we encourage you to apply for another role in the future.

Title: Senior Manager, People & Culture Operations

Location: Remote in the United States

***Application Deadline: Friday, December 1st at 12pm EST***

About Your Opportunity: Farm Sanctuary employs over 100 staff members between administrative offices in New York and California, and remote office locations across the country. Farm Sanctuary seeks a dedicated and experienced Senior Manager of People and Culture Operations to join our People and Culture team. The Senior Manager of People and Culture Operations is vital in shaping the organizational culture, developing and implementing HR policies and programs, and fostering a positive and inclusive work environment for all employees. The Senior Manager of People and Culture Operations collaborates with the Human Resources and leadership teams to lead a best-in-class organizational culture and workplace experience focused on ersity, equity, inclusion, belonging, and accessibility. This role is an excellent opportunity for an HR professional passionate about animal welfare and social justice.

Responsibilities:

• Supervise and train staff in the department while overseeing daily workflow.
• Develop initiatives, policies, and programs to complement existing practices, maintaining consistency in partnership with the Senior Director of People & Culture.
• Lead and contribute to employee development plans, succession planning, retention programs, training, and leadership development.
• Mentor leaders on conflict resolution techniques and performance management via training platforms and development sessions.
• Co-lead Diversity, Equity, and Inclusion strategic plan, including research, creation, and implementation of DEI initiatives.
• Manages the Employee Resource Group/Affinity groups program, including acting as liaison to and developing strong relationships with ERGs/Affinity groups and responding to ersity- and equity-related issues as they arise. Provide support and guidance to affinity groups.
• Develop content, coordinate, and analyze research on DEI practices such as unconscious bias, microaggressions, cultural humility, restorative justice, and anti-racism.
• Design and implement DEI education and initiatives for team members (i.e., professional development, large group facilitation, survey data tracking/analysis).
• Lead employee relations investigations and effectively address employee relations and engagement issues. Provide coaching and counseling to resolve conflicts as necessary partner with Legal and Sr Director P&C on all employee relation investigations.
• Demonstrates strong analytical skills and can translate metrics, research, and trends into training curricula.
• Drive change management, performance management process, and performance evaluation program; recommend changes and/or improvements; and lead training and related communications.
• Co-lead training and development program; Identify training needs and opportunities for staff development; and procure appropriate training and development resources.
• Maintain compliance with federal, multi-state, and local laws.
• Participate in annual benefits comparison review, making recommendations for plan options.
• Assist Talent Acquisition Manager with recruiting and onboarding as needed.
• Assist with payroll functions related to the HR task list

Preferred Qualifications:

• Minimum of 3 to 5 years of relevant experience as an HR Generalist or Manager supporting 100 to 500 team members.
• Experience utilizing software platforms to work efficiently, including but not limited to Asana, Slack, Virtual meetings, and Google Suite administrative operations experience with payroll software (Paylocity is a plus). Proficient with virtual platforms and tools.
• Demonstrated understanding, acceptance, and integration of equity, inclusion, and ersity principles across race, ethnicity, gender, experience, cultural identity, neuroersity, religious affiliation, etc.
• Expertise in best practices, cutting-edge theory, and organizational change theories to ensure a erse, equitable, and inclusive workplace.
• Experience managing employee relations, recruiting, and performance development preferred.
• Demonstrated knowledge and expertise with HR practices and principles; understanding of applicable state and Federal law; experience supporting a multi-state environment, including New York and California.
• Ability to manage several projects and prioritize tasks effectively.
• Demonstrates effective active listening and questioning skills, displays openness to other people’s ideas and thoughts, and maintains confidentiality and discretion.
• Adept at Excel/Google sheets and experienced in translating data into meaningful charts and dashboards.
• Experience designing and developing training curricula for effective communication, leadership, conflict resolution, change management, teamwork, emotional intelligence, and DEI-related education.
• Commitment to equity, social justice, and Farm Sanctuary’s mission and alignment with Farm Sanctuary’s values of compassion, understanding, integrity, transformation, and freedom.
• Familiarity, commitment to, and experience with equity and social justice and the principles embedded in Farm Sanctuary’s mission.

We embrace candidates from a range of backgrounds and experiences, regardless of whether they satisfy all the specified requirements. We encourage you to apply, even if you have an unconventional or non-traditional background.

Job Specifications:

• Terms of employment: Regular, full-time, exempt position
• Reports to: Senior Director, People & Culture
• Direct report: Coordinator, Human Resources
• Pay: $70,000-80,000 per year, commensurate with experience and qualifications
• Location: Remote in the United States
• Travel: 1 to 4 times a year, regionally or nationally
• Benefits: Competitive benefits package, including 13 paid holidays; generous paid time off; health, dental, vision, and life insurance; 403(b) plan; flexible spending accounts; long-term disability insurance; free access to the CALM meditation app; and access to the Nivati wellness platform
• Technology: To ensure optimal performance of our remote technology, internet connections are required for all remote positions and are not supplied by the organization.

Our Process:

• Stage 1: 30-minute virtual interview with our Talent Acquisition Manager and Human Resources Coordinator
• Stage 2: 45-minute virtual interview with our Senior Director of People and Culture and General Counsel
• Stage 3: 45-minute virtual interview with our Chief of Staff and Chief Executive Officer
• Stage 4: Reference checks
• Stage 5: Job offer

Farm Sanctuary is committed to a erse, equitable, and inclusive workplace where all employees are respected, valued, and feel a sense of belonging. We work hard to provide equal opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type. We take our duty seriously to protect employees with regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

We believe that our prioritization of ersity, equity, and inclusion is a strength and essential to achieving our mission. A erse workforce brings many perspectives, ideas, and experiences, leading to more creative and effective solutions to our complex issues. By embracing ersity and creating an inclusive environment, we foster a culture of belonging where innovation and growth can thrive. We are dedicated to promoting ersity, equity, and inclusion in all aspects of our organization, including hiring and recruitment practices, employee development and training, and interactions with the communities we serve. We believe that ersity, equity, and inclusion are core components in fulfilling our mission of rescuing and protecting farmed animals from cruelty, and we are committed to creating a culture of respect, civility, and compassion for all.

The job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required for this position. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Any photos or videos taken in the scope of employment and/or related to Farm Sanctuary are considered work product and intellectual property of Farm Sanctuary.

Specialist, Business Consulting (Vendor Management)

locations

United States – Remote

time type

Full time

job requisition id

86039

If you’re passionate about helping people protect what matters most to them, as well as innovating and simplifying processes and operations to provide the best customer value, then Nationwide’s Property and Casualty team could be the place for you!

This Vendor Relations role is available to qualified applicants located anywhere in the United States.

The ideal candidate will possess:

• Advanced knowledge of Microsoft Office preferred
• Workers’ Compensation / Casualty claim knowledge highly preferred
• Strong Communication, Presentation, Organization and Relationship Management Skills.

Key Responsibilities: Partner with vertical Relationship Consultants to provide support for:

• Day-to-day monitoring of Vendor portfolio for ESS and Commercial
• Help prepare Quarterly and/or Monthly performance conversations for nearly 60 vendors
• Vendor assignment analysis by vendor and segment (Workers’ Comp, Casualty)
• Daily operations, complaint capture – analysis
• SME for pilot implementations
• Quality/periodic necessary audits (process validation)
• Out of office Backup/coverage
• Reporting data entry (Performance, cadence, BI updates)
• Contract negotiation and data analytics
• Industry-specific data for purposes of forecasting and trend evaluation
• Vendor-housed data accessible via vendor portal

Job Description Summary

We are a versatile group of iniduals, working together to meet the needs of our customers. We value knowledge, strong business savvy and contributing to a stellar team dynamic. If you thrive in a busy, engaging work environment, we want to know more about you!

Job Description

Key Responsibilities:

• Partners with management and peers to transform businesses through the strategic application of people, processes and technology. Participates in the planning process by identifying complexities, dependencies and redundancies.
• Participates in business process analysis/design, needs assessments and cost/benefit analysis to align solutions with business strategies and directions. Participates in creating business-specific technology plans. Consults with functional groups within Nationwide Technology and internal business clients to develop short- and long-term business transformation plans.
• Develops and implements business processes and procedures. Responsible for communicating to customers, management and external sources.
• Identifies the critical elements of a business process that need to be monitored. Reports performance in a cohesive manner.
• Participates, as a team member, in analysis and design of organizational structures, roles, responsibilities, governance, staffing and sourcing to support business goals, strategies and process architecture. Provides significant contribution in executing department-level change.
• Trains customers on business, technological, societal and environmental trends to support strategies for improving business performance.
• Facilitates evaluation and research of new and existing products, procedures and/or workflow needs associated with business systems for the company. Evaluates new technological developments and evolving business requirements and recommends appropriate systems alternatives and/or enhancements.
• Assists in the development and implementation of compelling business cases to accomplish business objectives. Assists with the identification, assessment and mitigation of business risks associated with the current operating model and/or desired target state operating models.

May perform other responsibilities as assigned.

Reporting Relationships: Reports to Manager/Director; this is an inidual contributor role.

Typical Skills and Experiences:

Experience: Five plus years of progressively more responsible experience in business consulting and business process analysis and design, performance improvement, problem solving, planning, coordinating and organizing. Project management experience is preferred. Experience with process re-design methods and tools.

Knowledge, Abilities and Skills: Proven knowledge of standards, methodologies and frameworks, business process management and technology. Sound knowledge of a variety of tools, concepts and techniques. Understanding of new technologies and developments in the technology industry and their application. Detailed knowledge of systems development life cycle. Knowledge of project management concepts and techniques are required. Knowledge of facilitation, performance management, organizational design and organization change management. Ability to lead large or sophisticated projects. Effective communication skills and ability to deal with ambiguity.

Other criteria, including leadership skills, competencies and experiences may take precedence.

Staffing exceptions to the above must be approved by the hiring manager’s leader and HR Business Partner.

Values: Regularly and consistently demonstrates the Nationwide Values.

Job Conditions:

Overtime Eligibility: Exempt (Not eligible)

Working Conditions: Normal office environment. Extended work hours may be required based on workload. May require occasional travel.

ADA: The above statements cover what are generally believed to be principal and essential functions of this job. Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties

Benefits

We have an array of benefits to fit your needs, including: medical/dental/vision, life insurance, short and long term disability coverage, paid time off with newly hired associates receiving a minimum of 18 days paid time off each full calendar year pro-rated quarterly based on hire date, nine paid holidays, 8 hours of Lifetime paid time off, 8 hours of Unity Day paid time off, 401(k) with company match, company-paid pension plan, business casual attire, and more. To learn more about the benefits we offer, click here.

Nationwide is an equal opportunity employer. We celebrate ersity and are committed to creating an inclusive culture where everyone feels challenged, appreciated, respected and engaged. Nationwide prohibits discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to any characteristic (or classification) protected by applicable law.

Smoke-Free Iowa Statement: Nationwide Mutual Insurance Company, its affiliates and subsidiaries comply with the Iowa Smokefree Air Act. Smoking is prohibited in all enclosed areas on or around company premises as well as company issued vehicles. The company offers designated smoking areas in which smoking is permitted at each inidual location. The Act prohibits retaliation for reporting complaints or violations. For more information on the Iowa Smokefree Air Act, iniduals may contact the Smokefree Air Act Helpline at 888-944-2247.

For NY residents please review the following state law information: Notice of Employee Rights, Protections, and Obligations LS740 (ny.gov) https://dol.ny.gov/system/files/documents/2022/02/ls740_1.pdf

Nationwide pays on a geographic-specific salary structure and placement within the actual starting salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity and location of the role as well as the cost of labor in the market; and other conditions of employment. If a Sales job, Sales Incentives, based on performance goals are possible in addition to this range.

The national salary range for Specialist, Business Consulting : $66,500.00-$139,000.00

The expected starting salary range for Specialist, Business Consulting : $74,000.00 – $112,000.00

Title: Manager, Culture

Location: Remote – USA

Three years ago HubSpot committed to being a hybrid company, one where our culture is not tied to location, but rooted in our values, our amazing people and our mission of helping millions of organizations grow better. As HubSpot grows in size and complexity, it’s critical we continue our focus on building a hybrid culture at scale, to ensure our culture is in our employees’ hearts and our offices’ hallways. That means, we’re focused on developing innovative initiatives that allow our global remote, flex and office employees to be successful and constantly connected to our culture. To lead the charge on that effort in the US, HubSpot is looking for an experienced program and people manager to lead and manage the North America Culture Team.

This person must have experience of working in a global, hybrid environment and creating remarkable hybrid experiences for employees. They will have an understanding of driving culture through programs and events, be strategic in their thinking, an excellent communicator and listener, and display a deep passion for creativity and innovation. Specifically, this person will be responsible for delivering our hybrid culture initiatives at HubSpot within NAM (North America & Latin America), partnering cross functionally with stakeholders across the business, as well as working with their team to deliver an equitable hybrid experience for employees through unique, energizing programs and events. They will collaborate with our wider People Operations Teams (that means HR) incl. Internal Communications, DI&B, Employer Brand, Procurement, Facilities and Technology to integrate hybrid culture in all aspects of the employee experience.

We’re seeking someone who cares about people & inclusion, runs towards making an impact, who loves creating and trying new things, and is comfortable spending time with employees and leaders to understand their perspective, drive alignment and give and take great feedback as we craft a remarkable culture in a hybrid work environment. You’ll oversee the NAM Culture Team, and report into the Senior Director of Culture.

This role is remote eligible and should be based in the US.

In this role, you will be responsible for:

• Leading an amazing team of three, who are responsible for delivering innovative employee experiences and programs to employees in NAM. This includes our HQ in Cambridge, offices in Bogota, San Francisco and Toronto, and a growing remote population.
• Developing a strategic vision on our programming, setting goals and priorities for the team, and providing coaching/mentorship to drive high performance
• Partnering with the Senior Director of Culture to drive and deliver on our hybrid culture strategy, with an initial focus on programs, events and initiatives that foster connection.
• Partnering closely with the International Manager of Culture to create hybrid experiences and approaches that are consistent and inclusive for all global employees.
• Building and program managing enterprise-wide hybrid experiences that engage our distributed employees across home, flex, office through our programming.
• Working with Leadership Teams to understand employee feedback and ensure the feedback is incorporated into our plans and approach.
• Building strong relationships with leaders and employees, keeping a pulse on the organization to ensure we are providing the best hybrid experience possible.
• Driving process improvements that create efficiencies for the Culture Team as our work grows and scales.
• Provide thought leadership by staying in touch with industry best practices in the culture/employee experience space so they can identify, create and implement initiatives that take our culture to the next level through new, innovative solutions that drive culture in an inclusive, equitable way.

We are looking for people with:

• A passion for people and culture, and driving positive experiences for people we want someone that can truly act as the connective tissue for employees in our hybrid environment.
• Experience leading people/teams and setting the foundation for a high performing team.
• A deep understanding in engaging a hybrid workforce and making culture a company’s competitive advantage in attracting and retaining talent
• A proven capacity for creating and driving employee experiences that positively impact employees from different backgrounds & cultures.
• Exceptional written and presentation skills with a demonstrated ability to communicate effectively across multiple countries.
• Great attention to detail and an ability to create direction in times of ambiguity.
• The ability to operate in a high performing culture, give and receive great feedback that will help their team and themselves grow better.
• A true passion for HubSpot’s mission to help millions of organizations grow better and the values in the HubSpot Culture Code.

We know the confidence gap and imposter syndrome can get in the way of meeting spectacular candidates, so please don’t hesitate to apply we’d love to hear from you.

If you need assistance or an accommodation due to a disability, please reach out to us using this form. This information will be treated as confidential and used only for the purpose of determining an appropriate accommodation for the interview process.

About HubSpot

HubSpot (NYSE: HUBS) is a leading customer relationship management (CRM) platform that provides software and support to help businesses grow better. We build marketing, sales, service, and website management products that start free and scale to meet our customers’ needs at any stage of growth. We’re also building a company culture that empowers people to do their best work. If that sounds like something you’d like to be part of, we’d love to hear from you.

Headquartered in Cambridge, Massachusetts, HubSpot was founded in 2006. Today, thousands of employees work across the globe in HubSpot offices and remotely.