associate director workforce success

Holder Construction

<div>
 
 About Us
 
 
 
 Holder Construction is a nationally recognized leader in the construction industry, consistently ranked among the top firms on ENR&rsquo;s Top 400 Contractors list. We are a performance-driven company that believes in rewarding excellence and investing in our people. Our structured career development program empowers associates to grow quickly into expanded roles and responsibilities based on merit. With operations throughout the United States, we offer a highly competitive compensation and benefits package, including:
 
 
 <ul>
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 Annual bonus program
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 Paid time off
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 Health, dental, vision, and life insurance
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 401(k)-retirement plan
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 Night and swing shift differential pay for select roles
 
 
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 </ul>
 The Training Manager is responsible for leading the integration, onboarding, training, and development efforts for all associates across all Mustang sites. This role ensures associates are successfully integrated into the culture, expectations, and standards to build the skills required for individual and team success. The Manager serves as the primary liaison between project leadership, Human Resources, facilitators, and the Associate Development team to deliver a consistent, high-quality employee experience and drive team effectiveness for the first year of an associate&rsquo;s transition. The role is a full time in person position.
 
 
 Key Responsibilities
 
 
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 <li>
 Lead the program&rsquo;s associate integration strategy, ensuring new associates are successfully onboarded and connected to the project's culture, expectations, and standards
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 Partner, interview, survey project leadership to identify workforce needs and implement targeted development solutions
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 Lead cross-functional jobsite planning, scheduling, and execution for integration and training rollouts (eg. office, field, safety)
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 Facilitate or co-facilitate training and set the tone for training expectations
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 Support leaders and trainees in reinforcing learning, coaching associates, and sustaining desired behaviors on the job (eg &ndash; learning checks)
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 Ensure consistency of integration and training experiences across all project teams and functions
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 Monitor integration and training completion, participation, and effectiveness metrics (eg. KPIs); provide regular reporting to leadership
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 Schedule and lead check-ins, collecting feedback and implementing changes
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 Collaborate with Coordinator to ensure smooth logistics, scheduling, communications, and record-keeping.
 
 
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 </ul>
 
 Qualifications
 
 
 
 <ul>
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 5+ years of experience leading onboarding, workforce development, training, learning, or operations programs within construction, manufacturing, industrial, or similarly complex environments.
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 Demonstrated ability to influence leaders and drive adoption in a field-based environment.
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 Experience managing multiple priorities and stakeholders within a large-scale project or operational setting.
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 Strong facilitation and coaching experience, especially in dynamic or field-based environments
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 Excellent interpersonal, communication, and project management skills
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 Bachelor's degree in Education, Organizational Development or a related field
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 Industry experience: construction preferred; comparable industries oil/gas, manufacturing, automotive manufacturing, chip manufacturing, pharmaceutical, education
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 Ability and willingness to travel 50-70% to project sites based on business needs.
 
 
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 Holder is committed to Equal Opportunity Employment (EOE).
 
 
 Substance abuse testing and a background screening is a condition of employment and Holder Construction does not sponsor applicants for immigration status or benefits.
</div>

Program Manager

The Home Depot

Position Purpose: At The Home Depot, we get UX; it is baked into our DNA. Now we are expanding our team to drive new initiatives. As a leader of the UX team, you will work with other strategists, designers, and researchers to help craft end-to-end experiences and drive strategic direction. You are an out of the box thinker with a desire to solve interesting and complex user and customer problems. Whether it's using design thinking techniques to drive ideation and alignment or developing new UX frameworks for scalable use, you can empower and activate the right ideas and people towards solving a problem. You recognize the value of well-crafted design along with the value of imagination and play in building great products within a business environment. With passion for customer and user experience excellence, you can craft end-to-end experiences to enact cutting-edge retail strategies; balancing user needs with business strategy and ultimately creating delight for your customers and innovative advantage for the company. You have solid awareness of research and design best practices and know that research is the foundation towards good design. You appreciate feedback and support from fellow researchers, designers, engineers, analysts, or product managers in our cross functional environment. You enjoy collaborative effort, taking feedback and input to your UX activities as a means of improving the end result. You are as comfortable influencing business leadership as you are your product leadership and individual contributors. You are the customer and user advocate. You drive innovation by championing actionable user insights, deeply understanding our customers, enhancing product usability, and providing our team avenues to delight our customers. You communicate effectively and share a point of view that guides quality decisions. Key Responsibilities and Tasks Responsible for strategic UX activities supporting a customer/associate segment or suite of products. Focused on the largest problems within a specific space. Can take on various ways of leading as needed (e.g. strategist, service designer, information architect, creative director, or big project team lead). Operates autonomously in their role. Proactively identifies insights and opportunities and drives consistency and standards. Typically supports 2-3 teams within a customer/associate experience segment. Key Responsibilities: 20% - Coaching and Mentoring - Leads interview exercises, determine cultural and team fits of candidates and aligns needs of the organization. Coaches domain resources (junior resources in UX activities and mentors UX resources for career development). Helps UX Leadership align resources to products based on skillset and cultural fit. 40% - Delivery and Execution - Models &amp; ensures consistency of deliverables. Delivers UX strategy artifacts (e.g., experience maps, service blueprints, etc.). Drives delivery in product area. Leads synthesis and facilitation activities. 40% - Leads Planning and Strategy Activities to Align Design Patterns and Testing Methods - Clearly communicates insights and opportunities and drives value of UX across experiences. Displays situational adaptability, is able to step in and drive change in products to better align with user needs or organizational goals. Has courage and organizational savvy to drive this change. Drives UX practice across experience, domain, or group of products. Drives vision and purpose; Combines user research outputs with OGSMs or OKRs of partners to clearly articulate the vision of their experiences and drive alignment with partners in solutions across products and experiences. Partners with Product, Development, other UX resources and business stakeholders across products to align multiple experiences in a domain. Direct Manager/Direct Reports: This position typically reports to User Experience Sr. Principal, User Experience Sr. Manager, or User Experience Director. This role has 0 direct reports. Travel Requirements: Typically requires overnight travel less than 10% of the time. Physical Requirements: Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions, there may be a need to move or lift light articles. Working Conditions: Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable. Minimum Qualifications: Must be 18 years of age or older. Must be legally permitted to work in the United States. Preferred Qualifications: 5+ years of experience working with agile software development teams Strong interpersonal savvy Minimum Education: The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job. Preferred Education: The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job. Minimum Years of Work Experience: 6 Preferred Years of Work Experience: 10 Preferred Leadership Experience: 1 Competencies: Decision Quality Collaborates Drives Engagement Ensures Accountability Plans and Aligns Develops Talent Manages Conflict

User Experience Principal

InCommunity

<div>InCommunity is committed to supporting individuals with intellectual and developmental disabilities to live safe, healthy and joyful lives in their communities. We offer a culture of integrity, service, and respect for the dignity of every individual. All employees, including the Talent Acquisition &amp; Engagement Partner are expected to model and promote the organization&rsquo;s mission and values in every aspect of their work.
Essential Job Duties and Responsibilities:
Talent Acquisition<ul><li>
Partner with hiring managers to develop effective job postings and recruitment strategies.</li><li>
Source, screen, and interview candidates to ensure alignment with organizational culture and job requirements.</li><li>
Manage the applicant tracking system (ATS) and hiring workflows for efficiency and compliance.</li><li>
Coordinate and conduct reference checks, background screenings, and onboarding documentation.</li><li>
Build and maintain talent pipelines for critical positions and future organizational needs.</li></ul>
Onboarding &amp; Orientation<ul><li>
Design and deliver engaging onboarding experiences that help new hires feel welcomed and connected to InCommunity&rsquo;s mission.</li><li>
Partner with leaders to ensure onboarding is consistent, thorough, and aligned with compliance standards.</li></ul>
Employee Engagement &amp; Culture<ul><li>
Develop and implement engagement initiatives, recognition programs, and staff events.</li><li>
Facilitate employee surveys and feedback mechanisms; analyze results and support follow-up action planning.</li><li>
Support wellness and DEI (Diversity, Equity, Inclusion) initiatives that foster belonging and cultural responsiveness.</li></ul>
Partnership &amp; Communication<ul><li>
Collaborate with managers and leaders to understand staffing needs and workforce trends.</li><li>
Provide training or coaching to managers on interviewing, onboarding, and engagement best practices.</li><li>
Develop internal communications that highlight engagement programs, recognition, and employee achievements.</li></ul>
Data &amp; Reporting<ul><li>
Track recruitment metrics (time-to-fill, source effectiveness, turnover trends).</li><li>
Monitor engagement program participation and impact.</li><li>
Provide regular reporting to the Director of People &amp; Culture and leadership team.</li></ul>
Education, Certifications &amp; Experience Requirements<ul><li>
Bachelor's degree in Human Resources, Business Administration, Communications, or related field preferred; equivalent experience considered.
</li><li>3+ years of experience working with an human resources team or similar environment..</li><li>
Experience with applicant tracking/processing systems (ATS) and HRIS systems required.</li><li>
Familiarity with IDD services or healthcare settings is a plus.</li></ul><h3 class="jobSectionHeader">
Supervisory Responsibilities</h3>
None
Work Environment &amp; Physical Demands<ul><li>
Primarily office-based; occasional travel to program sites or events required.</li><li>
Frequently required to sit, with occasional standing, walking, and lifting up to 25 lbs (event materials).</li><li>
Must be able to communicate clearly, both verbally and in writing.</li></ul>
Travel Required
This position requires occasional travel to other InCommunity locations.</div>

Talent and Acquistion Engagement Partner

Position Purpose: The Senior Manager, AI Adoption and Enablement Strategy leads the strategy and execution required to translate AI investments into meaningful business adoption, capability building, and measurable impact. This role sits at the intersection of change leadership, learning strategy, cross-functional influence, and business enablement, helping teams move from awareness and experimentation to confident, sustained use of AI in the flow of work. The person in this role partners closely with senior leaders, key stakeholders, and cross-functional teams (e.g. AI Transformation, Internal Communications, HR Analytics, Technology, Legal, Organization Development)to identify adoption opportunities, shape enablement priorities, and ensure AI capabilities are aligned to business goals, user needs, and enterprise readiness. This leader is responsible for captaining and coordinating cross-functional teams to build and scale an adoption approach that drives both immediate uptake and long-term behavior change. That includes developing the enablement roadmap, defining success measures, identifying capability gaps, and orchestrating the learning and engagement strategies needed to support adoption across diverse audiences. Specific areas of focus include: &middot; Tooling and Licensing Strategy &middot; Competency Modeling and Proficiency Assessment &middot; Literacy and Learning &middot; Internal Communications and Change Management &middot; KPI Identification and Measurement The role requires strong judgment, the ability to simplify complex ideas for senior and non-technical audiences, and the credibility to influence across functions without direct authority. Success in this position depends on balancing strategic vision with practical execution, bringing structure to ambiguity, and helping the organization build confidence, consistency, and momentum in how AI is adopted and applied. The ideal candidate brings a blend of strategic thinking, operational leadership, and strong people influence. They are comfortable leading cross-functional initiatives, navigating change, and working through the organizational realities that shape adoption at scale. They know how to connect emerging technology to real business value, how to create clarity in a fast-moving environment, and how to help leaders and teams build the mindset, skills, and habits required for effective adoption. This role is well suited for someone who combines enterprise thinking, strong communication, KPI orientation, and change management depth with a pragmatic bias toward action. Key Responsibilities: Determine learner capabilities and learner needs by reviewing job requirements, experiencing the learner's environment, connecting with learners and leaders closest to the role, and evaluating key metrics and connect with business partners to stay current on the needs of the business. Develop strategy for assigned content areas (content area plan) and recommend solutions to business partners that address learner needs to increase associate competence and confidence. Collaborate with other LSMs to ensure assigned content areas are represented. Determine and maintain effectiveness of content areas. Work with learning Design &amp; Development, Technology, and/or Delivery teams to determine the most effective learning solutions for assigned content areas and communicate solutions to business partners Create learning plans for assigned job roles based on learner needs. For assigned job roles, validate content area recommendations from other LSMs. Work closely with learning Execution, Technology, and Delivery team members to ensure execution of learning plans. Determine and maintain effectiveness of learning plans. Collaborate with business partners, keeping them informed, influencing the right decisions for learners, and effectively addressing difficult issues. Demonstrate the courage to say what needs to be said, while maintaining strong relationships. Gain buy-in from stakeholders at multiple levels of the organization Direct Manager/Direct Reports: This position reports to the Sr Director, Enterprise Learning &amp; Leadership Development This position has 2-3 direct reports. Travel Requirements: Typically requires overnight travel less than 10% of the time. Physical Requirements: Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles. Working Conditions: Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable. Minimum Qualifications: Must be eighteen years of age or older. Must be legally permitted to work in the United States. Preferred Qualifications: Experience leading enterprise AI adoption, enablement, digital transformation, or change management initiatives Demonstrated success driving cross-functional programs across business, HR, operations, technology, and/or learning teams Strong understanding of AI enablement, user adoption, behavior change, and organizational readiness Experience building adoption strategies, communication plans, and scalable enablement approaches for broad audiences Experience designing and scaling learning and development strategies that build capability across broad audiences, including literacy, skill-building, and adoption support for new ways of working Ability to translate complex or technical concepts into clear, actionable guidance for senior leaders and business partners Strong executive presence and experience influencing senior stakeholders across multiple functions Experience using metrics, KPIs, and adoption signals to assess impact and guide strategy Background in learning and development, organizational effectiveness, change leadership, talent strategy, or digital transformation Demonstrated ability to lead through ambiguity and bring structure, clarity, and momentum to emerging priorities Strong people leadership skills, including coaching, prioritization, and cross-functional team leadership Bachelor&rsquo;s degree in business, organizational development, learning, human resources, communications, technology, or a related field; advanced degree preferred Minimum Education: The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job. Minimum Years of Work Experience: 2 Competencies: COLLABORATES: Building partnerships and working collaboratively with others to meet shared objectives COMMUNICATES EFFECTIVELY: Developing and delivering communications that convey a clear understanding of the unique needs of different audiences COURAGE: Stepping up to address difficult issues, saying what needs to be said CUSTOMER FOCUS: Building strong customer relationships and delivering customer-centric solutions STRATEGIC MINDSET: Seeing ahead to future possibilities and translating them into breakthrough strategies ORGANIZATIONAL SAVVY: Maneuvering comfortably through complex policy, process, and people-related organizational dynamics DECISION QUALITY: Making good and timely decisions that keep the organization moving forward INTERPERSONAL SAVVY: Relating openly and comfortably with diverse groups of people PERSUADES: Using compelling arguments to gain the support and commitment of others BALANCE STAKEHOLDERS: Anticipating and balancing the needs of multiple stakeholders PLANS and ALIGNS: Planning and prioritizing work to meet commitments aligned with organizational goals ACTION ORIENTED: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm BUSINESS INSIGHT: Applying knowledge of business and the marketplace to advance the organization's goals

Sr. Manager, AI Adoption & Enablement Strategy

Position Purpose: The Tax Director is responsible for leading a team of tax professionals and serving as a strategic advisor to Tax leadership and business partners in support of the Tax Department&rsquo;s goals. This role directs and oversees tax planning, research, audit defense, appeals, mergers and acquisitions, and other special projects, as applicable. The Tax Director is expected to develop and execute tax strategies that support business objectives, optimize tax outcomes, and mitigate risk. This position requires strong technical tax expertise, business judgment, executive presence, and the ability to lead through influence across Tax, Finance, Legal, Accounting, Treasury, business operations, external advisors, and governmental authorities. The Tax Director is accountable for building and maintaining trusted relationships, translating complex tax matters for technical and non-technical audiences, developing talent, and driving cross-functional initiatives from strategy through execution. Major Responsibilities &amp; Key Accountabilities: 45% Tax Strategy, Planning, Controversy, and Risk Management Direct tax planning, research, audit defense, appeals, controversy, and related tax matters as needed to meet the goals of the Tax Department. Lead the development, evaluation, and execution of tax strategies aligned with Company priorities, business operations, legislative and regulatory developments, and risk tolerance. Lead or support complex tax matters involving federal tax mergers and acquisitions, or other tax disciplines, depending on area of responsibility. Monitor emerging tax law, regulatory, administrative, and business developments; assess potential impacts to the Company; recommend and implement appropriate actions. Develop, review, and support technical tax positions, memoranda, models, documentation, and audit defense strategies. Identify opportunities to optimize tax outcomes, reduce risk, improve controls, enhance processes, and create value for the Company. 25% Cross-Functional Leadership and Business Partnership Serve as a subject-matter expert and strategic business partner on enterprise initiatives, acquisitions, business transformations, process improvements, and other cross-functional projects. Partner with Finance, Legal, Accounting, Treasury, Operations, IT, business leaders, subsidiary teams, external advisors, and other stakeholders to evaluate tax implications and recommend practical, business-aligned solutions. Translate complex tax issues into clear recommendations for technical and non-technical audiences, including senior leaders. Lead tax workstreams by defining scope, priorities, milestones, stakeholders, deliverables, risks, and decision points. Drive alignment across internal and external teams, ensuring appropriate escalation, timely follow-up, and clear communication of status, risks, and outcomes. Serve as liaison between the Store Support Center, subsidiary businesses, and domestic or international teams on tax matters, as applicable. 20% Talent Leadership, Coaching, and Associate Development Attract, develop, engage, and retain high-performing tax professionals. Provide leadership, coaching, mentoring, feedback, and career development opportunities to direct reports and other associates within the Tax Department. Establish clear expectations, accountability measures, development goals, and performance standards. Build technical depth, leadership capability, collaboration, ownership, and engagement within the team. Foster an inclusive, collaborative, and high-accountability culture that supports continuous learning, strong business partnership, and effective execution. 10% Operational Excellence, Governance, and Process Improvement Establish and maintain effective processes, controls, documentation, and governance to support tax, controversy, planning, and audit readiness. Use data, technology, analytics, and process improvement practices to increase efficiency, scalability, accuracy, and transparency within the tax function. Prioritize initiatives based on materiality, risk, business impact, resource requirements, and strategic value. Manage internal and external resources effectively, including budgets, outside advisors, project staffing, and timelines. Promote continuous improvement and disciplined execution across the function. Direct Manager/Direct Reports: Typically reports to Vice President Tax Accountable for the management of a department or functional group through subordinate supervisors/managers and for all personnel issues - including selection, termination, performance appraisal and professional development of subordinates. Travel Requirements: Typically requires overnight travel less than 10% of the time. Physical Requirements: Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles. Working Conditions: Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable. Minimum Qualifications: Must be eighteen years of age or older. Must be legally permitted to work in the United States. Preferred Qualifications: CPA, CMI, or JD Strongly Preferred MBA or MTAX Strongly Preferred 10-15 years of experience Preferred Experience in federal income tax, Sub C, audit defense and mergers and acquisitions. Demonstrate technical tax skills appropriate for the years of experience in one or more tax disciplines. Demonstrate leadership and interpersonal skills, including the ability to manage and implement multiple complex projects, people management, and communications to both technical and non-technical audiences. Proven analytical and problem resolution skills. Leadership Capabilities: Strategic Leadership: Sets direction, establishes priorities, and connects tax strategy to enterprise objectives, business initiatives, financial impact, and risk mitigation. Culture and Engagement: Models Company values, fosters trust and inclusion, promotes engagement, and creates an environment where associates are empowered to contribute, learn, and deliver results. Ownership and Accountability: Demonstrates end-to-end ownership of tax matters, drives decisions, follows through on commitments, and ensures timely execution of priorities. Business Partnership and Influence: Builds trusted relationships across Tax, Finance, Legal, Accounting, Treasury, operations, external advisors, and business leaders; influences outcomes without relying solely on direct authority. Developing Organizational Capability: Builds a sustainable function by assessing resource needs, defining operating models, strengthening governance, and developing clear career paths and succession plans. Executive Communication: Communicates complex tax issues clearly and succinctly to technical and non-technical audiences; frames recommendations, risks, trade-offs, and decisions for senior leadership. Talent Development: Coaches, mentors, and develops associates by providing feedback, growth opportunities, technical training, leadership exposure, and clear expectations. Collaboration and Cross-Functional Execution: Leads teams across functions, clarifies roles and responsibilities, aligns stakeholders, resolves issues, and drives initiatives to completion. Judgment and Risk Management: Applies strong business judgment, technical expertise, and risk awareness to evaluate alternatives and recommend practical, compliant, and value-enhancing solutions. Change Leadership and Continuous Improvement: Identifies opportunities to improve processes, controls, technology, documentation, and ways of working; leads change with discipline and stakeholder engagement.

Director, Federal Tax Planning and M&A

Cox Enterprises

<div>Job Summary: 
 
The Director, Cleantech supports the development, incubation, and scaling of Cox Enterprises' Cleantech portfolio, including strategic analysis, corporate development and reporting, leveraging resources across the enterprise to drive long-term growth. Partnering closely with the Vice President, Cleantech, the Director will help lead and oversee the portfolio of businesses within Cleantech and ensure connectivity into the appropriate Cox functional teams (e.g., HR, legal, FP&amp;A). The Director will play a pivotal role in driving organizational success by leading strategic initiatives and ensuring alignment with the company's long-term goals. This role requires a seasoned leader who can navigate complex challenges, influence senior leadership, represent Cox credibly in external settings, and foster a collaborative environment. 
 
Job Responsibilities: 
 
Organizational Impact: 
<ul><li>
Develop strategic analyses that inform the Cleantech investment thesis and portfolio growth strategy.</li><li>
Drive cross-functional initiatives that align with the company's mission and strategic objectives.</li><li>
Perform primary and secondary market research (e.g., value chain, market sizing, competitive landscape) to identify and prioritize new investment opportunities. Leverage AI tools to accelerate analysis and surface insights.</li><li>
Support the identification, evaluation, and execution of acquisitions, partnerships, alliances, joint ventures, and internal start-ups within the Cleantech vertical.</li><li>
Build and maintain business, financial, and operational plans for new and existing Cleantech opportunities.</li><li>
Partner with portfolio company leadership to advance value creation priorities across existing Cleantech investments and identify operational improvements, cost efficiencies, and growth levers to drive performance.</li></ul> 

Deal Execution &amp; External Representation: 
<ul><li>
Lead day-to-day execution across the deal lifecycle - sourcing, financial modeling, valuation, structuring, and diligence support - in partnership with Corporate Development and the VP.</li><li>
Serve as a primary point of contact and represent the VP in external-facing settings, including investment banks and financial advisors, outside consultants and diligence providers, acquisition target owners and management teams, and co-investors and other third parties.</li><li>
Build and maintain relationships with internal boundary partners (Legal, FP&amp;A, HR, Corporate Development, and other CEI functional teams) to keep the Cleantech vertical connected to the broader enterprise.</li><li>
Prepare and deliver materials that translate detailed financial and market analysis into clear, decision-ready narratives for the VP, Investment Committee, and other senior stakeholders.</li><li>
May represent Cox Enterprises in a board or governance capacity for one or more Cleantech portfolio companies; the scope, timing, and nature of any such responsibility will be determined by the VP as the business evolves.</li></ul> 

Problem Solving &amp; Complexity: 
<ul><li>
Identify and resolve complex business and analytical challenges using structured, strategic thinking.</li><li>
Develop and present materials that translate detailed analysis into concise narratives.</li><li>
Analyze and interpret data to inform decision-making and optimize business processes.</li><li>
Anticipate risks and gaps in deal execution or portfolio performance.</li><li>
Develop comprehensive solutions that address both immediate and long-term organizational needs.</li></ul> 

Influence &amp; Leadership: 
<ul><li>
Interface with senior leadership and portfolio company leaders to align initiatives with organizational priorities.</li><li>
Build credibility with portfolio company leadership, internal boundary partners, and external parties through subject-matter depth and sound judgment.</li><li>
Work closely with cross-functional teams to develop consensus around, and build support for, Cleantech investment theses and portfolio company strategic initiatives.</li></ul> 

Job Qualifications - Experience/Education/Training: 
 
Required: 
<ul><li>
10 years of experience in corporate strategy, consulting, private equity, investment banking, or M&amp;A; OR MS degree +8 years of relevant experience; OR PhD +5 years of relevant experience; OR 16 years of equivalent relevant experience in lieu of degree.</li><li>
Extensive business development experience, including ideation, strategy development, execution and commercialization.</li><li>
Proven experience in a leadership role, with a track record of driving organizational impact.</li><li>
Strong leadership and interpersonal skills, with the ability to influence and inspire others.</li><li>
Exceptional problem-solving skills, with the ability to navigate and resolve complex issues.</li><li>
Strong strategic and analytical skills in addition to excellent verbal and written communication skills.</li><li>
Demonstrated ability to work autonomously while fostering a collaborative team environment.</li><li>
Ability to collaborate, lead and facilitate strategy discussions across the organization.</li><li>
Leadership of cross-functional teams, matrix management, project management and success in collaborating across the organization.</li><li>
Skilled in applying AI-enabled research and analytics tools to accelerate diligence and market analysis.</li></ul> 

Preferred: 
<ul><li>
Cleantech, renewable energy, sustainable technology, environmental services, or industrial experience.</li><li>
Experience in start-up, growth-stage, or new-business incubation environments; entrepreneurial mindset.</li><li>
Prior experience representing an organization in external or board-adjacent settings (e.g., board observer, advisory committee).</li></ul> 

Job Skills: 
<ul><li>
Financial modeling, valuation, and deal structuring</li><li>
Market research and competitive analysis</li><li>
Executive-level written and verbal communication</li><li>
Relationship management with external stakeholders (banks, consultants, target companies)</li><li>
Cross-functional collaboration and matrixed team leadership</li><li>
Project management and organizational prioritization</li></ul> 
Other Essential Job Requirements and Working Conditions: 
 
Travel: Occasional travel required, estimated 15-25%. 
 
Other: 
 
This job description is a general description of essential job functions. It is not intended as an employment contract, nor is it intended to describe all duties someone in this position may perform. All employees of Cox Enterprises, Inc. are expected to perform tasks as assigned by Cox Enterprises, Inc. Supervisory/Management personnel, regardless of job title or routine job duties. 
 
USD 163,400.00 - 272,300.00 
 
Compensation: 
 
Compensation includes a base salary in the range of $163,400.00 - $272,300.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. 
 
Benefits: 
 
The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave. 
 
Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship.</div>

Director, Cleantech

Salesforce

<div>
 
 To get the best candidate experience, please consider applying for a maximum of 3 roles within 12 months to ensure you are not duplicating efforts.
 
 
 
 Job Category
 
 
 Employee Success
 
 
 Job Details
 
 
 
 About Salesforce
 
 
 
 Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn&rsquo;t a buzzword &mdash; it&rsquo;s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
 
 
 Ready to level-up your career at the company leading workforce transformation in the agentic era? You&rsquo;re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
 
 
 
 The Experience
 
 
 
 We are seeking Contract Talent Attraction Partners (TAP) to join the Futureforce AMER team to support AI Research and AI Builders, Emerging Talent recruitment.
 
 
 Partnering with the Futureforce Talent Delivery team, you will own the candidate journey from initial engagement to pipeline delivery, attracting and assessing a diverse talent pool across various channels while ensuring a seamless experience for all stakeholders.
 
 
 
 What You'll Actually Be Doing
 
 
 
 <ul>
 <li>
 Attract and engage candidates across all channels &mdash; including inbound applicants, referrals, outbound sourced candidates, and candidates from campus events and partnerships
 </li>
 <li>
 Plan, coordinate, and execute in-person and virtual recruiting events, including content development, logistics, and stakeholder engagement
 </li>
 <li>
 Conduct in-depth candidate assessments from all sources, driving an exceptional candidate experience and delivering qualified talent to Recruiting partners
 </li>
 <li>
 Cultivate relationships with candidates for immediate and future opportunities and maintain accurate talent pool records in the CRM to support effective pipeline nurturing
 
 
 </li>
 </ul>
 
 You're Our Person If...
 
 
 
 <ul>
 <li>
 Experience in recruiting, sourcing, or recruiting support, with prior exposure to university or early talent hiring
 </li>
 <li>
 Demonstrated ability to manage multiple priorities and deliver against goals in a fast-paced, matrixed environment
 </li>
 <li>
 Strong interpersonal and communication skills with experience partnering and influencing stakeholders across teams and functions
 </li>
 <li>
 Champion Salesforce's evolution as an agentic enterprise by applying AI familiarity and data-driven insights to optimize workflows within Workday, Slack, and Google Suite, driving continuous process improvements and high-priority team projects.
 
 
 </li>
 </ul>
 
 Even Better If...
 
 
 
 <ul>
 <li>
 Familiarity with sourcing techniques, tools, and candidate relationship management platforms
 </li>
 <li>
 Experience working across global or cross-regional recruiting teams
 </li>
 <li>
 Background conducting competency-based candidate assessments
 </li>
 <li>
 Experience focused on AI and research PhD hiring efforts
 </li>
 <li>
 Bilingual - fluent in Spanish and English
 
 
 </li>
 </ul>
 ** This is a 6 month contract role. It will be in a hub office where you are expected to be in office at least 3 days/week. This position is ineligible for visa sponsorship. **
 
 
 Unleash Your Potential
 
 
 When you join Salesforce, you&rsquo;ll be limitless in all areas of your life. Our benefits and resources support you to find balance and
 
 be your best
 
 , and our AI agents accelerate your impact so you can
 
 do your best
 
 . Together, we&rsquo;ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future &mdash; but to redefine what&rsquo;s possible &mdash; for yourself, for AI, and the world.
 
 
 Accommodations
 
 
 If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form.
 
 
 Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates&rsquo; resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt out options.
 
 
 Posting Statement
 
 
 Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that&rsquo;s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications &ndash; without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
 
 
 In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com.Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, Salesforce will consider for employment qualified applicants with arrest and conviction records.
 
 
 At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions. The typical base salary range for this position is $75,000 - $113,500 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $90,200 - $124,000 annually. The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
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Talent Attraction Partner, Futureforce AMER (Contract)

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