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coordinator talent development deib

Kendo Brands, Inc.

<div>
 
 
 ABOUT KENDO
 
 
 
 Kendo Holdings, Inc. is a San Francisco-based beauty brand developer and wholesaler owned by LVMH Mo&euml;t Hennessy - Louis Vuitton, the world&rsquo;s largest luxury group. A play on the words &ldquo;can do&rdquo;, Kendo has become the hub of creativity and next generation beauty product development for global Sephora channels and selective retailers outside of Sephora.
 
 
 Through original development, collaborations and acquisitions the Kendo stable of brands will always be creative, inspiring and innovative. A dynamic engine of speed, expertise and market-savvy, the Kendo team continues to redefine the beauty industry through great product, great storytelling, great retail and direct-to-consumer partnerships. This shows up in everything we do and in what we stand for:
 
 <ul>
 <li>
 &ldquo;Can Do&rdquo; Spirit: We work together to make our wildest dreams a reality: As entrepreneurs, we embrace optimism and find creative ways to reach our goals
 </li>
 <li>
 Advocacy, Diversity, and Inclusion: We recognize and celebrate the full spectrum of personal identities. We create safe spaces so everyone&rsquo;s voice is heard. We listen with humility and act with courage.
 </li>
 <li>
 Storytelling: We tell authentic stories like no, one else. It&rsquo;s our key to inspire trust and build relationships, rallying, our people, partners, and consumers around our brands.
 </li>
 <li>
 Resilience: We embrace challenges as opportunities. Change is ever- constant, and agility is our strength.
 </li>
 <li>
 Product Excellence: We put the consumers first: We constantly raise the bar to create products of the highest quality that everyone just has to have.
 </li>
 </ul>
 
 
 
 
 The salary range for this position is $33.50 -$37.25 per year. Offered salary is dependent upon experience and San Francisco location. This is a hybrid role based in our downtown San Francisco office &ndash; Tues through Thursday in-office, with Monday and Friday remote.
 
 
 Kendo Total Rewards offerings also include an annual bonus and a comprehensive benefits package including: medical, dental and vision insurance, flex paid time off program, parental leave, employee discount/perks, a retirement plan with employer contributions, Summer Fridays, opportunity to work from anywhere for two weeks during the calendar year and December wellness/shutdown week for applicable positions.
 
 
 
 
 
 The Kendo house of brands currently includes: Fenty Beauty, Fenty Skin, Fenty Eau de Parfum, Fenty Hair, Ole Henriksen, Lip Lab.
 
 
 
 
 
 
 SUMMARY
 
 
 
 The Coordinator, Talent Development &amp; DEIB provides essential coordination, logistics, and administrative support for both Diversity, Equity, Inclusion &amp; Belonging (DEIB) and Talent Development initiatives at Kendo. This role is crucial for optimizing employee performance, career growth, and fostering an inclusive work environment. You will ensure the accurate and timely execution of DEIB programs, learning events, and People &amp; Culture activities, translating strategic principles into daily experiences. The coordinator collaborates with DEIB leadership, Director of Learning &amp; Talent Management, HR partners, Finance, Brand teams, and external vendors.
 
 
 
 
 
 
 RESPONSIBILITIES
 
 
 
 Program &amp; Event Coordination
 
 <ul>
 <li>
 Coordinate logistics for DEIB programs, heritage moments, employee events, volunteer initiatives, community activations, and learning events.
 </li>
 <li>
 Manage timelines, tasks, execution details, calendars, room bookings, virtual meeting setups, A/V, catering, and RSVPs for all assigned programs.
 </li>
 <li>
 Support enterprise-wide moments (e.g., Pride, Giving campaigns, service days).
 </li>
 <li>
 Coordinate product donation requests from intake to fulfillment, partnering with Brand, Inventory, Operations, and Finance.
 </li>
 <li>
 Talent Development &amp; Learning Support
 </li>
 <li>
 Schedule new hire onboarding and employee experience moments.
 </li>
 <li>
 Track engagement and learning outcomes, providing ROI data.
 </li>
 <li>
 Research and source training vendors, manage program budgets, and reconcile expenses.
 </li>
 <li>
 Optimize employee user experience across third-party learning platforms (e.g., LinkedIn Learning, LRN).
 </li>
 </ul>
 
 People &amp; Culture Administration
 
 <ul>
 <li>
 Provide daily administrative support: scheduling meetings, preparing agendas, taking notes, tracking action items.
 </li>
 <li>
 Monitor shared inboxes and coordinate responses.
 </li>
 <li>
 Maintain organized digital files, trackers, and documentation in SharePoint and Teams.
 </li>
 <li>
 Track participation, attendance, and engagement metrics for all programs.
 </li>
 <li>
 Process expense reports, invoices, and vendor payments for both DEIB and Talent Development, tracking against budget.
 </li>
 <li>
 Support vendor onboarding and reconciliation.
 </li>
 <li>
 Assist with employee data entry for new hire, job change, and termination information, ensuring accuracy and confidentiality.
 </li>
 <li>
 Develop and maintain employee resource materials across Intranet and Microsoft Teams.
 </li>
 <li>
 Plan and disseminate company-wide communications (Outlook, Teams).
 </li>
 <li>
 Assist with company-wide webinars (Zoom management, chat, recordings, attendance).
 </li>
 <li>
 Support data entry and evidence collection for CSR, Inclusion Index, and DEIB reporting.
 </li>
 </ul>
 
 
 
 
 
 REQUIREMENTS
 
 
 <ul>
 <li>
 1+ years in coordination, administration, HR, DEIB, or program support.
 </li>
 <li>
 Experience supporting events, programs, or internal initiatives in a fast-paced environment.
 </li>
 <li>
 Interest in DEIB, employee experience, social impact, and talent development.
 </li>
 <li>
 Exceptional organization and attention to detail.
 </li>
 <li>
 Strong program management and event coordination skills.
 </li>
 <li>
 Clear written and verbal communication, including marketing materials creation.
 </li>
 <li>
 Ability to manage multiple tasks and deadlines.
 </li>
 <li>
 Basic data tracking and spreadsheet skills.
 </li>
 <li>
 Canva proficiency for internal visuals.
 </li>
 <li>
 Proficiency in Microsoft Outlook, Teams, Word, Excel, PowerPoint, and comfortable learning new technologies.
 </li>
 <li>
 Critical thinking to anticipate needs and find solutions.
 </li>
 <li>
 Event planning experience (e.g., coordinating food, AV).
 </li>
 <li>
 Collaborative, service-oriented mindset.
 </li>
 <li>
 Comfortable in a hybrid working environment.
 </li>
 </ul>
</div>

Coordinator, Talent Development & DEIB

Blackstone

<div>
 Blackstone is the world&rsquo;s largest alternative asset manager. We seek to create positive economic impact and long-term value for our investors, the companies we invest in, and the communities in which we work. We do this by using extraordinary people and flexible capital to help companies solve problems. Our $1.1 trillion in assets under management include investment vehicles focused on private equity, real estate, public debt and equity, infrastructure, life sciences, growth equity, opportunistic, non-investment grade credit, real assets and secondary funds, all on a global basis. Further information is available at www.blackstone.com. Follow @blackstone on LinkedIn, X, and Instagram.
 
 
 This role will partner closely with the Global Human Resources Business Partner (HRBP), HR Centers of Excellence (COE), and business leadership to provide human resources support across Blackstone Private Equity Strategies (BPES) as well as serve as the HRBP for the San Francisco and Los Angeles offices. The role will provide a proactive and forward-thinking approach that is viewed by clients, at all levels, to be confident, thoughtful, strategic, consultative and valuable to the organization&rsquo;s success. Specifically, as detailed below, the role will provide support for: recruiting needs; talent and performance management; learning and development; onboarding; compensation; D&amp;I; and employee relations. The incumbent will work as a hands-on generalist, strategic partner, and a trusted advisor to the business at all levels.
 
 
 Recruitment and Org Design
 
 
 <ul>
 <li>
 Continue to reassess organization structure as necessary to support business growth
 </li>
 <li>
 Partner with Global HRBP and Talent Acquisition to develop overall recruiting/sourcing strategy
 </li>
 <li>
 Attract and hire best-in-class candidates through a consistent recruiting process, the foundation of which will have a strong intent to diversify talent
 </li>
 <li>
 Ensure leadership considers all avenues of external recruiting when designing team structure
 
 
 </li>
 </ul>
 Talent and Performance Management
 
 
 <ul>
 <li>
 Partner with Global HRBP and client leadership on the planning, development, communication, and implementation of talent management processes
 </li>
 <li>
 Ensure senior leaders take a proactive approach to talent and performance management
 </li>
 <li>
 Act as coach and confidential resource to employees at all levels
 
 
 </li>
 </ul>
 Learning and Development
 
 
 <ul>
 <li>
 Partner with Talent team to maximize leverage of firmwide programs and support the creation and implementation of business-specific solutions
 </li>
 <li>
 Advise on senior level / high value talent and development interventions (e.g., exec coaching)
 
 
 </li>
 </ul>
 New Hire On-Boarding/Orientation
 
 
 <ul>
 <li>
 Support implementation of an impactful on-boarding process that ensures a positive experience for new joiners across all teams
 </li>
 <li>
 In coordination with Global HRBP to develop and manage custom senior-level onboarding efforts
 </li>
 <li>
 Manage the new joiner check-in process
 
 
 </li>
 </ul>
 
 Compensation
 
 
 
 <ul>
 <li>
 Partner with the Global HRBP, client leadership and compensation partner to execute annual compensation review and ad hoc analyses throughout the year
 
 
 </li>
 </ul>
 Employee Relations:
 
 
 <ul>
 <li>
 Partner with Employee Relations team to manage ER issues within the business
 </li>
 <li>
 Collaborate with business leadership to align on key elements of employee relations strategy
 
 
 </li>
 </ul>
 Culture and Engagement:
 
 
 <ul>
 <li>
 Play a leadership role in assessing the current work environment and identifying and driving employee engagement initiatives
 </li>
 <li>
 Partner across the organization on all inclusion efforts, ensuring it is embedded in key talent processes
 
 
 </li>
 </ul>
 Metrics and Analytics
 
 
 <ul>
 <li>
 Prioritize focus on strategic HR levers that align to business results, including developing and interpreting key metrics that support core people and talent processes and drive decisions
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 The individual we seek is an experienced HR professional who is commercial, analytical, and inquisitive. Broad HR experience and a strong generalist skill set across the HR space, with an emphasis on talent and compensation planning, is necessary. They are a confident change agent with strong communication skills who is an effective and persuasive communicator at all levels.
 
 
 
 Experience Required
 
 
 
 <ul>
 <li>
 Development, maintenance and application of key HR metrics throughout talent management and compensation reviews
 </li>
 <li>
 Strategic talent management and/or organizational effectiveness/development
 </li>
 <li>
 Compensation planning and partnering with a business during compensation reviews
 </li>
 <li>
 Minimum of ten years human resources experience. Preference for experience gained, at least in part, at a professional services, financial services, or technology organization known for disciplined business performance and engaged, consultative human resources
 </li>
 <li>
 Experience in client-facing roles such as field-oriented generalist or HR business partner
 </li>
 <li>
 Bachelor&rsquo;s degree required; advanced degree is a plus
 
 
 </li>
 </ul>
 
 Skills
 
 
 
 <ul>
 <li>
 Collaboration and interpersonal skills to partner across multiple stakeholders including Global HRBP, Head of HR, HR COEs and client group leadership
 </li>
 <li>
 Strong business and financial skills, competence to communicate and persuade inside and outside of HR, high professional integrity
 </li>
 <li>
 Demonstrated competence to analyze talent related data and provide insights
 </li>
 <li>
 Demonstrated competence to prioritize and translate business initiatives into clear HR strategies coupled with a process-oriented, forward-looking approach
 </li>
 <li>
 Competence to effectively communicate Human Resources strategy and rationale
 </li>
 <li>
 Experience managing a global workforce a plus
 </li>
 <li>
 Competence to create and reinforce a positive and professional working environment
 
 
 </li>
 </ul>
 San Francisco Applicants: Blackstone will consider for employment qualified applicants with arrest and conviction records, consistent with the San Francisco Fair Chance Ordinance.
 
 
 The duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position. Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion.
 
 
 
 Expected annual base salary range:
 
 
 
 $190,000 - $275,000
 
 
 Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables.
 
 
 Additional compensation and benefits offered in connection with the role consist of comprehensive health benefits, including but not limited to medical, dental, vision, and FSA benefits; paid time off; life insurance; 401(k) plan; and discretionary bonuses. Certain employees may also be eligible for equity and other incentive compensation at Blackstone&rsquo;s sole discretion.
 
 
 Blackstone is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other class or status in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leave of absence, compensation, and training. All Blackstone employees, including but not limited to recruiting personnel and hiring managers, are required to abide by this policy.
 
 
 If you need a reasonable accommodation to complete your application, please contact Human Resources at 212-583-5000 (US), +44 (0)20 7451 4000 (EMEA) or +852 3656 8600 (APAC).
 
 
 Depending on the position, you may be required to obtain certain securities licenses if you are in a client facing role and/or if you are engaged in the following:
 
 
 <ul>
 <li>
 Attending client meetings where you are discussing Blackstone products and/or and client questions;
 </li>
 <li>
 Marketing Blackstone funds to new or existing clients;
 </li>
 <li>
 Supervising or training securities licensed employees;
 </li>
 <li>
 Structuring or creating Blackstone funds/products; and
 </li>
 <li>
 Advising on marketing plans prepared by a sales team or developing and/or contributing information for marketing materials.
 
 
 </li>
 </ul>
 Note: The above list is not the exhaustive list of activities requiring securities licenses and there may be roles that require review on a case-by-case basis. Please speak with your Blackstone Recruiting contact with any questions.
 
 
 To submit your application please complete the form below. Fields marked with a red asterisk * must be completed to be considered for employment (although some can be answered "prefer not to say"). Failure to provide this information may compromise the follow-up of your application. When you have finished click Submit at the bottom of this form.
</div>

Human Resources - HR Business Partner, SVP

UNIQLO

<div><div><h1 class="jobSectionHeader">Salary: $26.00 / hour
</h1>San Francisco, CA
</div><div><ul><li>The offered salary or salary range is based on several factors, including, but not limited to, overall experience, relevant experience, education level, certifications, applicable skills and expertise, and location of the position.
</li></ul></div>Position Overview:
Reporting to the Store Manager and Regional HR Manager, the Human Resources Coordinator will be responsible for providing support for all HR functions in a large format at the UNIQLO Stores.
Job Description:
<ul><li>This position requires primarily working in stores and may require some travel between locations.
</li><li>Provides training in store to store employees, including but not limited to HR processes and procedures, employment laws, recruiting, etc.
</li><li>Partner with Regional Human Resources Manager on employee relations issues and staffing objectives.
</li><li>Process various reports and focus on the administrative tasks associated with HR recording, policy and procedure.
</li><li>Process liaison for employee relations questions and concerns, leaves of absence, paid time off, workers compensation, etc.
</li><li>Assist with interviews, investigations, disciplinary actions, and provides HR support at the store level.
</li><li>Collaborates with other functional groups including store managers, human resources, training and payroll.
</li><li>Utilizes recruiting tools to post open positions and employ talent acquisition strategies to source external candidates by conducting on-site recruiting events, holding job fairs, and shopping the competition to find potential talent.
</li><li>Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying the department of new hire start date.
</li><li>Resolve all human resources issues in a timely and effective manner, partnering with HR when necessary.
</li><li>Manage customer needs and exceed expectations by utilizing the UNIQLO service standard, following the UNIQLO Fundamental Principles and saying the 6 standard phrases.
</li><li>Maintain brand and operational standards in store (visual, cleanliness, etc.)
</li><li>As needed basis, be knowledgeable of fitting room standards and act as a cashier when required by following cashier protocol
</li><li>Ensure integrity of payroll and the payroll process.
</li><li>Ensure image and grooming standards are professional, reflective of the brand image and adhered to at all times.
</li><li>Support multiple store locations - Other duties as assigned by Required Skills and Abilities: - Strong communication skills
</li><li>Knowledge of the following applications: ADP PayForce, WFS, Oracle, SuccessFactors and Workday.
</li><li>Ability to stand for long periods of time, read computer terminals, push, pull, move, lift or carry objects of at least 10 pounds.
</li><li>Ability to effectively maneuver around sales floor and stockroom, repetitive bending, prolonged standing, twisting, stooping, squatting, and climbing.
 </li></ul>Required Skills and Abilities:
<ul><li>Strong communication skills.
</li><li>Knowledge of the following applications: ADP PayForce, WFS, Oracle, SuccessFactors and Workday.
</li><li>Ability to stand for long periods of time, read computer terminals, push, pull, move, lift or carry objects of at least 10 pounds.
</li><li>Ability to effectively maneuver around sales floor and stockroom, repetitive bending, prolonged standing, twisting, stooping, squatting, and climbing.
</li></ul>Schedule Requirements:
<ul><li>Ability to work a flexible schedule that meets the business needs, including nights, evenings and weekends.
</li></ul>Education/Experience:
<ul><li>Associate&rsquo;s Degree in a related field, or 1+ years in related, Human Resources or Administration experience.
</li></ul>Benefits:
<ul><li>Medical, dental, and vision coverage
</li><li>401k plan - 100% match on the first 3% you contribute, 50% on the next 2% you contribute
</li><li>Paid parental leave
</li><li>Fertility benefits, including IVF
</li><li>Life insurance
</li><li>Short-term and long-term disability insurance
</li><li>HSA/FSA options
</li><li>Employee Assistance Program
</li><li>Vacation &amp; Personal Time Off
</li><li>Sick &amp; Wellness Time Off
</li><li>30% Employee Merchandise Discount
</li><li>Employee Referral Bonus
</li><li>Commuter benefits
</li></ul>NOTICE FOR CALIFORNIA JOB APPLICANTS AND EMPLOYEES
<h3 class="jobSectionHeader">For information regarding how we handle your personal information and to exercise your rights under the California Consumer Privacy Act, please see our Privacy Policy at Uniqlo.com
</h3>The Company is committed to equal pay initiatives and will not ask candidates for their current or past salary.
As an Equal Opportunity Employer, Fast Retailing does not discriminate against applicants or employees because of race, color, creed, religion, sex, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other status or condition protected by applicable federal, state or local law.</div>

UNIQLO Human Resources Coordinator - Stonestown Galleria

Andiamo

<div>
 Senior Recruiter &mdash; Startup &amp; AI Talent Strategy
 
 
 
 Build the teams behind the next generation of data and AI-driven companies.
 
 This role is designed for a recruiter who thrives in high-impact environments&mdash;someone who doesn&rsquo;t just fill roles, but helps shape entire organizations from the ground up.
 
 
 You will partner directly with founders and leadership teams to identify, attract, and secure exceptional talent across technical and business functions. Your work will influence the trajectory of multiple early-stage ventures operating at the forefront of innovation.
 
 
 Role Overview
 
 
 As a Senior Recruiter, you will operate as both a strategic advisor and hands-on operator, leading full-cycle recruiting efforts for early-stage, product-focused companies. You will design and execute hiring strategies, build high-quality talent pipelines, and guide stakeholders through efficient and high-caliber hiring processes.
 
 
 This is a highly visible, fast-paced role where creativity, speed, and judgment are critical. You will work across multiple teams and functions, helping scale organizations from their earliest hires to leadership-level talent.
 
 
 Key Responsibilities
 
 
 Talent Strategy &amp; Planning
 
 
 Develop and execute recruiting strategies tailored to early-stage companies, ensuring alignment with business goals and growth plans.
 
 
 Full-Cycle Recruiting
 
 
 Own end-to-end hiring processes across technical, product, and go-to-market roles&mdash;from initial sourcing through offer acceptance.
 
 
 Sourcing &amp; Pipeline Development
 
 
 Identify and engage top-tier candidates through targeted outreach, referrals, and market mapping, focusing on hard-to-reach and high-impact talent.
 
 
 Stakeholder Partnership
 
 
 Collaborate closely with founders and leadership teams to anticipate hiring needs, refine role definitions, and drive alignment throughout the hiring process.
 
 
 Process Optimization
 
 
 Build efficient, high-quality recruiting workflows that emphasize speed, strong candidate experience, and rigorous evaluation standards.
 
 
 Talent Market Insights
 
 
 Monitor market trends related to compensation, talent availability, and competitive dynamics to inform hiring strategies.
 
 
 Employer Branding &amp; Messaging
 
 
 Craft compelling narratives that position opportunities effectively, continuously refining messaging based on candidate feedback and engagement.
 
 
 Metrics &amp; Performance Tracking
 
 
 Track recruiting performance metrics, ensuring pipeline health and optimizing for quality, speed, and successful placements.
 
 
 What You Bring
 
 
 
 Recruiting Experience
 
 
 
 Several years of experience in recruiting, ideally within early-stage or high-growth environments, with a track record of filling complex, high-impact roles.
 
 
 
 Search Expertise
 
 
 
 Proven ability to identify and engage specialized talent across engineering, product, and business functions, including senior leadership roles.
 
 
 
 Relationship Building
 
 
 
 Strong network and credibility within technical and business communities, with the ability to build trust quickly.
 
 
 
 Communication Skills
 
 
 
 Excellent ability to influence, advise, and guide stakeholders at all levels.
 
 
 
 Execution Mindset
 
 
 
 Hands-on approach with a bias toward action and the ability to move quickly from strategy to execution.
 
 
 
 Analytical Thinking
 
 
 
 Data-driven approach to decision-making, with the ability to assess pipeline performance and refine strategies.
 
 
 What Sets You Apart
 
 
 You are proactive, resourceful, and energized by building something from scratch.
 
 
 You are comfortable operating in ambiguous, fast-changing environments.
 
 
 You enjoy experimenting with new approaches rather than relying on rigid processes.
 
 
 You are confident engaging with highly technical or entrepreneurial talent.
 
 
 You thrive on connecting people and uncovering exceptional candidates in unconventional ways.
 
 
 Work Environment
 
 
 This is an in-office role in a major tech hub, with flexibility for occasional remote work. The environment is fast-paced, collaborative, and deeply focused on building impactful, product-driven companies.
 
 
 Why This Role Matters
 
 
 You will play a central role in shaping multiple organizations simultaneously&mdash;helping founders build teams that define product direction, company culture, and long-term success.
 
 
 This is a rare opportunity to gain exposure to company creation at its earliest stages while developing deep expertise in talent strategy, leadership hiring, and startup scaling.
 
 
 Compensation &amp; Growth
 
 
 The role offers a competitive compensation package, including base salary and meaningful equity participation.
 
 
 You will gain unique visibility into company formation and growth, creating pathways toward future opportunities in leadership, venture investing, or entrepreneurship.
 
 
 
 About Andiamo
 
 
 
 Talent Partners for the AI Revolution. As a globally recognized staffing and consulting firm, we specialize in placing the top 2% of technology and go-to-market professionals with the world&rsquo;s largest and most well-known companies.
 
 
 For over 20 years, we've maintained the status of tier-one vendor for firms such as Palantir, Amazon, Fluidstack, Bloomberg, Relativity Space, Firefly, MasterCard, Visa, Two Sigma, Citadel, as well as other major financial services firms, elite hedge funds, Google-backed tech start-ups, and major software firms.
 
 
 Our talent solutions include Permanent Placement, Contract Staffing, Executive Search, and Dedicated Recruiting Services (RPO). Find out more at www.andiamogo.com
</div>

Senior Recruiter - Leading VC Firm

Fieldguide

<div>
 
 About The Role
 
 
 
 Fieldguide is entering a rapid stage of growth where talent acquisition isn't a support function, it's a competitive advantage. Partnering closely with the Senior Director, People, you will scale a global recruiting function that supports rapid, high-quality growth from 150 to 600+ employees across engineering, go-to-market, and every function in between.
 
 
 This role is both strategic and deeply hands-on. You will design scalable hiring systems from the ground up, support building an employer brand that resonates in the most competitive talent markets in the world, and develop a recruiting team that raises the bar on every hire. You will shape how we hire, who we hire, and how our culture shows up throughout the candidate experience.
 
 
 This is a defining leadership role for someone who has built durable recruiting infrastructure at a high-growth AI or SaaS company, knows what great looks like across the full hiring lifecycle, and is energized by the challenge of making Fieldguide the most sought-after employer in the space. It sits at the intersection of hiring strategy, operational excellence, and AI-native execution.
 
 
 
 What You'll Do
 
 
 
 
 Team Leadership and Development
 
 
 
 <ul>
 <li>
 Build, coach, and lead a high-performing, globally distributed talent acquisition team
 </li>
 <li>
 Create a culture of ownership, data-driven continuous improvement, and high standards across the recruiting function, balancing speed and quality as the company scales
 </li>
 <li>
 Act as a trusted advisor to founders, executives, and hiring managers, guiding hiring decisions and tradeoffs with sound judgment, market knowledge, and data
 </li>
 <li>
 Use AI to synthesize pipeline data, team performance signals, and market intelligence into clear leadership briefings, freeing your time and your team's time for the high-judgment work that shapes hiring outcomes
 
 
 </li>
 </ul>
 
 Employer Brand and Talent Marketing
 
 
 
 <ul>
 <li>
 Contribute to the build of a compelling employer brand that clearly articulates Fieldguide's mission, culture, and value proposition to attract top talent in the most competitive markets in the world, starting with San Francisco and expanding globally
 </li>
 <li>
 Design candidate experiences that reflect who Fieldguide is: technically rigorous, values-driven, and genuinely differentiated from the AI companies candidates are comparing us to
 </li>
 <li>
 Partner with Marketing and People Ops to bring the Fieldguide story to life across channels, including LinkedIn, job boards, community events, campus programs, and more
 
 
 </li>
 </ul>
 
 Systems, Tooling, and AI-Powered Operations
 
 
 
 <ul>
 <li>
 Continuously improve recruiting processes, tools, and vendor relationships to support growth and efficiency, with AI as a default accelerant, not an afterthought
 </li>
 <li>
 Partner with People Operations on live recruiting dashboards that give leaders real-time visibility into pipeline health, hiring velocity, offer conversion, and quality of hire, and use that data to make decisions fast
 </li>
 <li>
 Define and track meaningful recruiting metrics that surface bottlenecks, inform tradeoffs, and demonstrate the function's business impact
 </li>
 <li>
 Stay current on market trends, particularly in technical, AI, and hard-to-hire talent areas, and translate that intelligence into sourcing and positioning strategy
 
 
 </li>
 </ul>
 
 Your First Year
 
 
 
 
 30 Days: Learn the terrain
 
 
 
 <ul>
 <li>
 Develop a deep understanding of Fieldguide's business, product, culture, and competitive position in the talent market
 </li>
 <li>
 Build strong relationships with founders, executives, People Ops, Finance, and hiring managers
 </li>
 <li>
 Stabilize execution on open roles and immediate pipeline gaps so no hiring momentum is lost during the transition
 </li>
 <li>
 AI: Map 2&ndash;3 recruiting workflows where AI can meaningfully improve quality or throughput
 
 
 </li>
 </ul>
 
 30&ndash;60 Days: Start building
 
 
 
 <ul>
 <li>
 Clarify team structure, responsibilities, and operating cadences, and partner with business leaders to sharpen hiring planning and intake
 </li>
 <li>
 Begin standardizing hiring practices and candidate experience across functions, and introduce early process or tooling improvements that reduce friction and increase predictability
 </li>
 <li>
 AI: Ship at least one repeatable AI-assisted recruiting workflow
 
 
 </li>
 </ul>
 
 60&ndash;90 Days: Drive impact
 
 
 
 <ul>
 <li>
 Implement meaningful improvements to recruiting metrics, processes, and systems that measurably impact hiring speed and quality
 </li>
 <li>
 Align leaders on a scalable global hiring model and position talent acquisition as a proactive, strategic partner to the business
 </li>
 <li>
 Deliver a clear, data-backed talent acquisition roadmap aligned to business goals, covering near-term execution improvements and longer-term scale plans
 </li>
 <li>
 AI: Present your AI leverage map, what the function is using, what you've learned, and where you're taking it next
 
 
 </li>
 </ul>
 
 Ongoing
 
 
 
 <ul>
 <li>
 Own the talent acquisition roadmap and continuously evolve it as the business scales
 </li>
 <li>
 Maintain operating credibility and trusted advisor status with founders and executive leadership on all things hiring
 </li>
 <li>
 Build Fieldguide's reputation as a destination employer in San Francisco and beyond
 </li>
 <li>
 Develop your team into the strongest recruiting organization in the industry
 
 
 </li>
 </ul>
 
 Who You Are
 
 
 
 You're a senior talent leader who has built recruiting functions that become genuine competitive advantages, not just cost centers that fill seats. You know the difference between a hiring process that technically works and one that actually wins. And you've led your team to that higher bar.
 
 
 
 Must-Haves
 
 
 
 
 Recruiting Leadership at Scale:
 
 10+ years of talent acquisition experience, including leading teams at high-growth AI or SaaS startups. You've scaled organizations from the early days to 600+ employees and built the infrastructure that made that growth possible without sacrificing quality.
 
 
 
 Executive Influence:
 
 Proven ability to partner with and influence founders, executives, and senior leaders on hiring strategy and execution.
 
 
 
 Global Hiring Expertise:
 
 Demonstrated success designing and executing end-to-end global recruiting strategies across geographies, time zones, and competitive labor markets. Bonus points for currently working in San Francisco.
 
 
 
 Employer Brand Building:
 
 Experience building employer branding or talent marketing initiatives that moved the needle on candidate quality and offer acceptance. You understand that the brand you build in the market is a recruiting tool as much as any sourcing channel.
 
 
 
 Team Development:
 
 Experience building, developing, and retaining high-performing talent acquisition teams, including developing people managers. You make your team better by design, not by accident.
 
 
 
 Recruiting Systems and Tooling:
 
 Strong background in building scalable recruiting processes, AI tooling; hands-on experience with Ashby is a strong plus, as you know how to configure it to give hiring managers and leadership real visibility, not just recruiters.
 
 
 
 International Expansion:
 
 Experience supporting new market entry and building recruiting infrastructure in regions new to the company.
 
 
 
 AI-Native:
 
 AI is embedded in how you work, not something you use occasionally. You've built repeatable, AI-powered recruiting workflows with measurable impact in sourcing, screening, scheduling, market intelligence, or employer brand content. You critically evaluate what AI gets wrong, and you own the outcomes. You've also led your team's AI adoption: your team works differently because of you.
 
 
 
 Comfortable with Ambiguity:
 
 You don't need a perfect brief to get started. You're energized by unclear problem spaces, make sound decisions with incomplete information, and create structure where none exists.
 
 
 
 Adaptable:
 
 Fieldguide moves fast and priorities shift. You recalibrate quickly, bring others along without losing momentum, and treat pivots as information rather than setbacks.
 
 
 
 Growth Mindset:
 
 You're motivated to get better at your craft, in recruiting, in leadership, and in how you leverage AI. You seek feedback, reflect honestly, and apply it.
 
 
 
 Bias to Action:
 
 You launch, get feedback, and iterate. You create momentum and help others move faster too.
 
 
 
 Bonus Points
 
 
 
 <ul>
 <li>
 Experience hiring for technical AI/ML roles in a competitive San Francisco market
 </li>
 <li>
 Hands-on experience with AI sourcing or screening tools and a clear point of view on where they actually move the needle vs. add noise
 </li>
 <li>
 Experience using compensation benchmarking tools to build and defend offer strategies in competitive markets
 
 
 </li>
 </ul>
 
 Why Fieldguide
 
 
 
 
 You'll do your best work here.
 
 We move fast, we trust our people, and we remove the obstacles that get in the way of great work.
 
 
 
 You'll grow faster here.
 
 This is not a place where you maintain the status quo. You'll sharpen your craft alongside teammates who care deeply about their own growth and yours. We're building the AI-powered future of professional services and the people here will define what careers in that future look like.
 
 
 
 You'll matter here.
 
 We're an early-stage company where your work has outsized impact. We've already launched Field Agents, agentic AI that transforms audit and advisory workflows, and we're just getting started. The recruiting function you build here will be followed by the rest of the industry.
 
 
 
 Our Values
 
 
 
 At Fieldguide, our values aren't wall art, they're how we make decisions. We're
 
 Fearless
 
 enough to take on problems the industry has accepted as unsolvable. We move
 
 Fast
 
 , launching with excellence and iterating until it's right. We build products and experiences people genuinely love.
 
 Lovable
 
 is a bar, not a buzzword. We're
 
 Owners
 
 who run the business like it's ours, because it is. We play the long game and create
 
 Win-win
 
 outcomes for our customers, our teammates, and the market we're building. And we know the best ideas come from
 
 Inclusive
 
 teams, so we scale the ones that bring everyone along.
 
 
 
 Benefits
 
 
 
 We offer competitive compensation and meaningful equity ownership because when Fieldguide wins, you win. Beyond that, we've built benefits around the idea that you do your best work when your life outside of work is taken care of: flexible PTO that people actually use, a 401(k), wellness support, and a technology and work-from-home reimbursement so your setup isn't a bottleneck.
 
 
 Fieldguide is an equal opportunity employer. We celebrate diversity and are committed to building an inclusive environment where everyone can do their best work.
 
 
 Compensation Range: $190K - $240K
</div>

Director, Talent Acquisition

Boston Consulting Group

<div>Locations: Atlanta | Boston | New York | Summit | Washington | Chicago | Philadelphia | Miami | Dallas | Houston | Austin | San Francisco | Los Angeles | Seattle | Nashville | Minneapolis | Detroit | Pittsburgh
Who We Are
BCG pioneered strategy consulting more than 50 years ago, and we continue to innovate and redefine the industry. We offer multiple career paths for the world's best talent to have a real impact on business and society. As part of our team, you will benefit from the breadth and diversity of what we are doing today and where we are headed next. We count on your authenticity, exceptional work, and strong integrity. In return we are committed to supporting you in discovering the most fulfilling career journey possible-and unlocking your potential to advance the world. BCG Platinion launched in Germany in 2000 to add deep technical expertise to the Boston Consulting Group's existing capabilities. Today, our presence spans across the globe, with offices in Asia, Europe, and South and North America. We support our clients' total digital transformation through digital and technology, design, cybersecurity, and risk management &amp; financial engineering capabilities. And together with BCG, BCG Platinion's interdisciplinary team of technical experts enable customized technical solutions and accelerate delivery value through new business platforms, application consolidations, and major system. 
What You'll Do
This is a temporary position expected to conclude in August 2026. 
Platinion Consulting Team Talent Senior Managers act as holistic owners of the Consulting Team employment experience with a close focus on the business needs of BCG Platinion and the professional development of our consulting staff. 
Talent Senior Managers drive overall objectives of the Platinion business (e.g. team balance and staff utilization), identify patterns across the cohort and use that knowledge to drive strategies and support individuals in their staffing and developmental needs. In addition, this role is a member of the larger consulting talent team community in North America. 
You're good at 
In the Talent Senior Manager role, you would be good at and focus your time and talents on the following. 
Staffing:<ul><li>
Optimize the deployment of a specific cohort(s) of consulting resources to meet our business needs while ensuring that each consulting staff member in the cohort(s) receives the right set of opportunities to support their immediate BCG Platinion Career Development objectives and their overall long-term professional goals</li><li>
Optimize team design, billability and achievement of business priorities through a deep awareness of current available skills, cases, leads/proposals, and office/firm goals; maintain a view of staffing pipeline at a macro and micro level (overall business outlook as well as specific staffing needs)</li><li>
Build strong relationships with Consulting Team staff to understand development needs, preferences and constraints for staffing; discuss upcoming projects; advise on staffing choices to achieve balance between BCG Platinion's business needs and personal preferences if possible; communicate staffing decisions and related rationale; set and enforce staffing policies and expectations</li><li>
Maintain an acute awareness of business environment; openly communicate information relative to case opportunities with individuals and with Directors and Managing Directors and teams looking to confirm staff to projects</li></ul>
Business Partner:<ul><li>
Weigh staffing decisions with financial implications on local and regional revenue (e.g., investment decisions, LI/Tier-1)</li><li>
Partner closely with the Finance team to uphold fair and consistent application of case management and finance principles in staffing decisions</li><li>
Act as a business partner to case team leadership, helping them understand how staffing moves impact case team economics</li><li>
Manage office and individual billability via effective oversight of revenue recognition for entire roster of consultants</li></ul>
Career Development:<ul><li>
Actively engage in all CDC (Career Development Committee) meetings for relevant cohort(s) of individuals; review meeting inputs and outputs; provide committee with market view of performance, and calibrate Advisors during meeting, ensuring best practices and consistent CDC decisions for relevant cohort(s)</li><li>
Act as strategic thought partner with CD Head(s) (e.g., Chapter sponsors) and CD Ops team to drive functional agenda; provide leadership for committee(s) in partnership with CD Ops team on matters such as committee composition, training, and quality</li><li>
Partner with Advisors to communicate CDC outcomes with individuals; reinforce and interpret meeting outcomes, provide ongoing advice, and help guide counsel out discussions; understand and appreciate the values of BCG and work to preserve these values in interpreting and resolving career development issues</li><li>
Reinforce CD messages through staffing and development discussions to aid individual and cohort development</li><li>
Implement consistent policies and procedures in line with regional and global guidelines on promotion timing, promotion criteria and termination</li></ul>
Career Experience &amp; Navigation:<ul><li>
Motivate, help to develop, and provide coaching and advice to all members of the team</li><li>
Coach and guide consulting staff throughout their employment lifecycle on career options and opportunities; act as a trusted advisor to guide individuals into mutually beneficial outcomes</li><li>
Understand and communicate key programs including career services and flexibility; coordinate use of programs to balance employee needs and business priorities</li><li>
Partners with local leadership and HR to set and execute mobility strategy for office CT staff annually, considering business needs and capacity constraints</li></ul>
Lisaon across People Function:<ul><li>
Actively engage with candidates and hires early in their BCG experience; participate in the conversion process; adapt early experiences to meet likely development needs in first cases</li><li>
Work with HR team to resolve issues faced by individuals; contribute thought leadership on initiatives crucial to addressing people issues</li><li>
Drive optimal case team experience via partnership with BCG&rsquo;s Teaming@BCG team</li><li>
Actively engage in summer intern program by pairing interns with the right case teams to provide a positive and developmental summer experience</li><li>
Work closely with office people team to ensure information sharing, best practice codification, and efficient operations</li><li>
Act as a thought partner for the Business Management Director, CEO and MD team</li><li>
Actively participate in the broader NAMR Consulting People Team community including sharing best practices and participating in regional initiatives and projects as needed</li><li>
Perform other duties and work on other special projects or initiatives as necessary</li></ul>
Cohort Strategy &amp; Engagement:<ul><li>
Manages affiliation / integration programs in partnership with Platinion HR &amp; L&amp;D teams; encourage participation and integration in local office programs (e.g., cohort based sessions etc.)</li><li>
Identifies and raises issues across cohort, ensuring they are being address</li><li>
Monitor staff activity and participation in key aspects of morale, retention and affiliation (e.g., integration and affiliation programs, red zone reports, PTO/Teaming@BCG support, etc.)</li><li>
Provide analytic support and ownership over projects related to office People Team, including but not limited to annual PEOPLE Survey and pyramid planning</li><li>
Work closely with Platinion people team to ensure information sharing, best practice codification, and efficient operations</li><li>
Act as a thought partner for the Platinion People Director and MD team</li><li>
Actively participate in the broader NAMR Consulting People Team community including sharing best practices and participating in regional initiatives and projects as needed</li><li>
Perform other duties and work on other special projects or initiatives as necessary</li></ul>
Unlocking Potential:<ul><li>
Ensures all have fair access to all staffing opportunities; play an active role in helping create and influence diversity on case teams</li><li>
Partner closely with diversity network owners and mentors to drive and support inclusion efforts for individuals and across networks</li></ul> 
What You'll Bring<ul><li>
Advanced Degree (Masters, MBA, JD, PhD, etc.) preferred</li><li>
Prior consulting experience is highly preferred in order to ensure a deep understanding of our target audience's needs and skills in their roles</li><li>
Working knowledge of technology / IT design roles preferred (e.g., IT architecture, Cybersecurity, ERP implementation)</li><li>
10+ years&rsquo; total work experience</li><li>
Candidates must be able to perform successfully in a fast-paced, global, intellectually intense, service oriented environment, keeping with BCG's values and culture</li><li>
Excellent interpersonal skills, ability to communicate with all organizational levels inside and outside BCG through establishing positive and productive working relationships</li><li>
Able to engender trust from senior local and regional leadership as well as more junior resources, and serve as a broker or liaison between the two groups</li><li>
Strong communication skills; able to communicate confidently, articulately; able to influence multiple stakeholders to adopt a new point of view and be simultaneously flexible with adjusting own perspective in light of new information or constraints</li><li>
Maturity and seasoning that engenders respect and trust from others; good judgment, professionalism, strong interpersonal skills and a collaborative style</li><li>
High integrity, tact, a positive attitude, and an ability to maintain absolute confidentiality</li><li>
Comfortable in resolving conflict, delivering difficult messages and addressing all people related issues</li><li>
A quick study; a can-do attitude; a creative solution seeker with a readiness to try new approaches; decisive, pragmatic, and reason-minded</li><li>
Quick to learn BCG policies, practices, structure, and how decisions are made</li><li>
An active team player with strong organizational, analytical, and project management skills</li><li>
Comfortable in both working in detail and understanding the big picture; able to consider the ramifications of decisions on various constituencies</li><li>
Autonomous, able to tolerate ambiguity, self-motivated</li></ul> 
Who You'll Work With
In this role, you will partner with other Talent Senior Managers, the Platinion People Team Senior Manager and Platinion BST leadership to support the consulting cohorts, focusing on the needs of the firm, cohort and individuals. 
Additional info
This is a temporary position expected to conclude in August 2026. 
Format Information: 
At BCG, our people and relationships are at the heart of everything we do. We believe that in-person work is essential to our culture, mentorship, and professional development. That's why we operate on a hybrid model, with the expectation that team members will be in the office 3 to 5 days per week. This role is designed for those who thrive in a dynamic, collaborative environment and is not intended for remote or virtual work. 
Compensation Information: 
The compensation rate for this role is $67-75 per hour. 
For internal BCG candidates, the base salary range for this role begins at $140,000 in our lowest cost geography and goes up to $173,000 in our highest cost geography. Your recruiting contact can share more about the specific salary range for your preferred location during the hiring process. 
This is an estimated range and specific compensation within the range depend on factors such as office location, experience, and skill set. 
Boston Consulting Group is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity / expression, national origin, disability, protected veteran status, or any other characteristic protected under national, provincial, or local law, where applicable, and those with criminal histories will be considered in a manner consistent with applicable state and local laws.</div>

Platinion Consulting Team Talent Senior Manager - Temporary

Highwire

<div>At Highwire, we don't just talk about culture&mdash;we build it. As the premier mid size B2B communications and marketing agency, we recognize that our people are our greatest asset. Our People Team is at the heart of everything we do, ensuring we attract, develop, and retain top talent while fostering an environment where employees feel valued, supported, and empowered to do their best work.

As we continue to evolve, we're looking for a People Business Partner to help strengthen our employee experience, support leaders and teams, and drive thoughtful, scalable people practices across the agency. Reporting to the Head of People, this role will serve as a key People partner supporting our San Francisco office and remote employee population, while managing 1&ndash;2 direct reports.

This role will help shape how Highwire scales its people practices, develops leaders, and operationalizes a high-performing employee experience across a growing organization. The ideal candidate understands that strong People practices are critical drivers of employee engagement, retention, operational effectiveness, and business performance.

This is a role for someone who can assess situations thoughtfully, ask the right questions, identify root causes, and move work forward with a high level of ownership and accountability. The ideal candidate thrives in fast-paced environments, balances strategic thinking with hands-on execution, and knows how to navigate complex employee matters with professionalism, empathy, and sound judgment.
<h1 class="jobSectionHeader">
What You'll Do</h1>
<h2 class="jobSectionHeader">Performance Management &amp; Employee Experience</h2>
<ul><li>Serve as a trusted People partner to employees and leaders across the San Francisco office and remote workforce.</li>
<li>Lead Highwire's performance management strategy, ensuring it fosters growth, accountability, and clear career pathways.</li>
<li>Partner with leadership to create a structured yet flexible feedback culture that drives engagement and performance.</li>
<li>Manage employee relations matters with professionalism and sound judgment, offering proactive support to managers and employees.</li>
<li>Champion manager enablement programs that help leaders coach, support, and retain top talent.</li>
<li>Conduct exit interviews, identify trends, and help drive actionable improvements across the employee experience.</li>
<li>Support strategic talent and employee engagement initiatives across the agency.</li>
</ul><h2 class="jobSectionHeader">People Operations, Payroll, Benefits &amp; Compliance</h2>
<ul><li>Bring strong operational expertise across payroll, benefits, leave of absence administration, and HR compliance.</li>
<li>Own compliance efforts across multiple states, ensuring policies and practices remain current, compliant, and consistently applied.</li>
<li>Partner closely with the broader People Team to ensure employees and managers receive timely, accurate, and thoughtful support.</li>
<li>Support policy interpretation, documentation, investigations, and employee communications as needed.</li>
<li>Navigate sensitive employee matters with professionalism, discretion, and strong follow-through.</li>
</ul><h2 class="jobSectionHeader">Attendance, Workforce Planning &amp; Hybrid Strategy</h2>
<ul><li>Lead office attendance tracking and compliance efforts, ensuring alignment with Highwire's hybrid work strategy and expectations.</li>
<li>Collaborate with leadership to refine and operationalize hybrid workplace practices that support both employee experience and business priorities.</li>
<li>Use workforce insights and data to identify trends, improve engagement, and support organizational decision-making.</li>
</ul><h2 class="jobSectionHeader">DIBs, Intern Program &amp; Talent Initiatives</h2>
<ul><li>Partner cross-functionally to support DIBs programming, employee engagement initiatives, and culture-building efforts.</li>
<li>Support the agency's intern program through candidate interviews, manager partnership, program coordination, and performance support.</li>
<li>Help strengthen talent programs and people processes that improve scalability, consistency, and employee development.</li>
</ul><h2 class="jobSectionHeader">Leadership &amp; Operational Excellence</h2>
<ul><li>Manage and support 1&ndash;2 direct reports, providing coaching, development, prioritization support, and ongoing feedback.</li>
<li>Identify and implement People process improvements focused on efficiency, scalability, and employee experience.</li>
<li>Partner with Finance, IT, and Operations to improve workflows, reporting, and workforce planning processes.</li>
<li>Support change management efforts related to People programs, systems, policies, and operational initiatives.</li>
<li>Bring a solutions-oriented mindset to operational and people-related challenges, proactively identifying opportunities for improvement.</li>
</ul><h1 class="jobSectionHeader">Who You Are</h1>
<ul><li>You're highly accountable and consistently follow through.</li>
<li>You're comfortable navigating ambiguity and solving problems without waiting for direction.</li>
<li>You combine empathy with sound judgment and professionalism.</li>
<li>You know how to build trust while also holding teams accountable.</li>
<li>You're operationally strong but people-centered in how you approach decisions.</li>
<li>You can zoom out strategically while still driving execution.</li>
<li>You thrive in fast-paced environments where priorities evolve and adaptability matters.</li>
</ul><h1 class="jobSectionHeader">What You Bring</h1>

✅ 6+ years of HR Business Partner, People Partner, or related HR experience, ideally in an agency, professional services, or fast-paced environment. 
✅ Experience leading or mentoring team members, with strong coaching and people development skills. 
✅ Strong expertise in employee relations, performance management, payroll, benefits, leave of absence administration, and HR compliance. 
✅ Proven critical thinking, problem-solving, organizational, and follow-through skills. 
✅ Ability to assess situations thoughtfully, navigate ambiguity, balance competing priorities, and make sound decisions in a fast-moving environment. 
✅ Strong coaching and communication skills, with the ability to influence and build trust across all levels of the organization. 
✅ Experience supporting both in-office and remote employee populations. 
✅ Strong operational acumen with the ability to balance strategy and execution. 
✅ Experience with HR and people systems such as Rippling, Greenhouse, and Trainual strongly preferred. 
✅ Experience conducting interviews and supporting intern or early career programs preferred. 
✅ Experience supporting DIBs, employee engagement, or culture initiatives preferred. 
✅ M&amp;A or integration experience is a plus. 
✅ Private equity-backed company experience and a strong understanding of value creation initiatives is a plus. 
✅ Agency experience is strongly preferred. 


The salary range for this position is $100,000 to $130,000, with the final offer based on a combination of factors, including education, relevant experience, skills, prior training, internal equity, and local geographic market data. This role also includes a competitive benefits package with medical, dental, and vision coverage, 401(k) matching, generous paid time off, and additional perks designed to support your overall well-being and growth. #LI-Hybrid<div>
About Highwire

Highwire is a strategic marketing communications agency at the intersection of innovation and industry. We partner with ambitious companies and established brands to navigate complexity, lead markets, and grow with purpose. With integrated expertise in strategic marketing and communications, corporate reputation, creative, and insights, we cut through the noise to deliver bold ideas and measurable impact across B2B technology, healthcare, cybersecurity, energy, professional and financial services, and more.

At Highwire, we believe that storytelling fuels transformation. We know that the most impactful stories represent all voices and perspectives. As a values-driven agency, we foster an inclusive environment where everyone&mdash;regardless of age, race/ethnicity, size, shape, gender identity, sexual orientation, religion and different abilities&ndash;can feel safe, celebrated and worthy.

We ensure that every Highwire Walker has the requisite support to soar in their careers. Our commitment to diversity, inclusion and belonging is foundational and embedded in our business and culture. We aspire to change our industry and build a better future for all.

Our people-first culture is driven by four core values:
<ul>
<li>Team Empowerment</li>
<li>Growth Mindset</li>
<li>Inclusion Always</li>
<li>Fierce Distinction</li>
</ul>
We're looking for individuals with big ideas, strong opinions, and the energy to bring them to life. If you thrive in an environment that values personal accountability, high standards, and boundless motivation, this is the opportunity for you. Be part of our award-winning culture and contribute to an exciting and growing business where you can make a real impact.

Highwire. Above all.

Our people-first culture is reflected in the meaningful benefits, flexibility, and support we offer:
<ul>
<li>Competitive salary with merit-based opportunities for growth</li>
<li>Flexible hybrid work model tailored to your schedule and lifestyle</li>
<li>Generous vacation policy, including extended summer and winter breaks</li>
<li>Early log-off on Fridays through our Empower Hours program</li>
<li>401(k) plan with employer matching</li>
<li>Comprehensive medical, dental, and vision coverage, plus FSA options</li>
<li>Paid parental leave benefits</li>
<li>Commuter benefits</li>
<li>Annual Growth Mindset stipend for books, events, or learning experiences</li>
<li>Monthly technology reimbursement</li>
<li>Wellness benefit program for mental and physical health</li>
<li>501c3 donation matching program</li>
<li>Mentorship and ongoing professional development opportunities</li>
<li>Monthly recognition and team celebrations</li>
<li>Employee referral and new business referral bonuses</li>
<li>Quarterly Highwire events and team gatherings</li>
<li>Dog-friendly office environment</li>
<li>A supportive, inclusive, and collaborative workplace where you can grow and do your best work</li>
</ul>
Location &amp; Work Environment

Highwire offers both remote and hybrid work options, depending on where you live.

Hybrid: Candidates located within commuting distance of our New York, NY or San Francisco, CA offices follow a hybrid schedule, with three in-office days per week.

Remote: We hire for fully remote roles in the following states: California, Colorado, Connecticut, Florida, Georgia, Illinois, Iowa, Kansas, Maryland, Massachusetts, Michigan, New Hampshire, New Jersey, New York, North Carolina, Ohio, Oregon, Pennsylvania, Rhode Island, South Carolina, Tennessee, Texas, Utah, Virginia, Washington, and Washington, D.C..

Please note: We are only able to consider candidates who reside in one of the locations listed above at the time of hire.

Join the Highwire team

If you're inspired by the opportunity to shape meaningful stories and grow alongside a team that values innovation, accountability, and inclusion, apply below to start the conversation.

Please note: This posting may be used to build our talent pipeline, connect with top professionals in the industry, or extend reach across multiple locations. We welcome all interested candidates to apply and explore opportunities at Highwire!</div></div>

People Business Partner

Explore 226+ Coordinator talent development deib in San Francisco this May. Find roles across top companies and apply now to boost your career.