director of diversity and inclusion

Jill acquisition LLC

<div>About Us:
<div>
About Us:</div><div>
At J.Jill, we believe our associates should be seen, valued, and celebrated. We support the advancement of our associates by harnessing their unique contributions to grow and improve, and our success is guided by a culture that values keeping it simple and making it matter. J.Jill is an equal opportunity employer and is committed to providing an inclusive and professional workplace free from discrimination and harassment. All employment decisions at J.Jill are based solely upon business needs, job requirements and individual qualifications without regard to race, color, religion, sex, pregnancy and pregnancy related conditions, gender identity, gender expression, national origin, sexual orientation, sexual and reproductive health decisions, age, marital status, disability, genetic information, military or veteran status or any other legally protected status. J.Jill provides reasonable accommodation to qualified individuals, in accordance with applicable laws. If you need to inquire about an accommodation to assist with completing the application process, please email Talent.Acquisition@jjill.com.</div><br>
<div></div>
Overview:
<div>
The Director, Organization Effectiveness, Talent Development &amp; DEI&rsquo;s overarching purpose is to ensure that the J.Jill vision, mission, and values that drive our decisions and our success remain the hallmarks of our vibrant and unique culture. In this effort, the Director, Organization Effectiveness, Talent Development &amp; DEI will design and execute enterprise-wide initiatives that drive employee attraction, engagement, continuous learning and development, and retention while aligning leaders and associates to the organization&rsquo;s short and long-term business objectives and celebrate the diversity of our organization. This role will lead enterprise organizational development and effectiveness, talent and leadership development/coaching, learning, performance management, change management and DE&amp;I. In addition, this role will have responsibility for overseeing our employee communications efforts in partnership with CHRO. The successful leader will build the quality and depth of our talent by identifying top performers at all levels and creating metric-based individual career growth plans to cultivate future leaders.</div>
Responsibilities:
<ul><li>Builds and executes Talent and Organizational Development Roadmap: Partners with senior leadership on setting near and long-term talent and organizational development strategy and goals.</li><li>
Develops ongoing process for evaluating and regularly reviewing our organization&rsquo;s structure. Partners with HR Business partners in ensuring architecture aligns with growth and business evolution.</li><li>
Serves as Strategic Partner to leaders in partnership with HRBP on topics such as engagement, performance management, development, and organizational design to ensure the highest quality outcomes.</li><li>
Builds a Culture of Learning and Continuous Feedback: Ensure that developmentally focused conversations are the oxygen flowing throughout the entire organization.</li><li>
Delivers programs, tools and experiences that engage and inspire our team at all levels and that drive a culture of learning and accountability.</li><li>
Strategically aligns talent management and learning and development programs with the organization&rsquo;s objectives and employees&rsquo; personal goals and growth.</li><li>
Oversees the design, implementation and measurement of highly effective, results-driven learning and development strategies that enhance organizational performance.</li><li>
Partners closely with HR leadership to ensure initiatives are well organized around central strategies and goals.</li><li>
Protects and strengthens the Cultural DNA: Ensures that decisions, programs, and processes are embedded with the company&rsquo;s vision and mission and consistent with our commitment to diversity and inclusion.</li><li>
Leads immersive and experiential change leadership and cultural transition programs for the organization in support of building a growth mindset.</li><li>
Drives Organizational Excellence: Develop, lead, and manage an executive coaching program that will ensure that the company&rsquo;s leaders are learning and applying the latest business methodologies and best practices necessary to lead in a quickly evolving environment.</li><li>
Provides executives with leadership assessments and consultative feedback on ways in which they can develop new knowledge, skills, and abilities.</li><li>
Guides Succession Planning Efforts: Implement talent processes to effectively manage succession planning and long-term projections of leader vacancy needs. Engage the most senior stakeholders in the organization to help define the emerging/high potential talent and their corresponding learning needs.</li><li>
Drives All Activities Associated with the Performance Management Cycle (i.e., goal setting, mid-year reviews, and development planning, year-end reviews). Develop a variety of training materials, tools and resources to support the transformation of our performance management cycle including the evaluation of the company&rsquo;s technology platform and work in concert with our Business Partner team on the implementation of these initiatives.</li><li>
Supports and activates diversity, equity and inclusion efforts in partnership with Employee Resource Groups and DEI Council.</li><li>
Ensures we create consistent, value-added employee communications programs and partner with our Marketing team on initiatives that cross from corporate/internal communications and consumer communications.</li><li>
Drive all activities associated with engagement, including design and execution of organization-wide engagement surveys and action planning.
</li><li>Oversees recognition program for corporate associates.</li><li>
Comply with all company policies, procedures, and SOPs.</li><li>
Perform other duties as directed by Supervisor.</li></ul><p>
Benefits, Tailored for You.</p><ul><li>
Bonus eligible and flexible hybrid work arrangements.</li><li>
401(k) retirement plan with discretionary match and tuition reimbursement.</li><li>
Medical, dental, vision, company paid LTD/STD, and generous amount of paid time off.</li><li>
Office includes amenities such as a caf&eacute;, fitness center, free parking and Red Line shuttle.</li><li>
Generous associate discount; group discounts on auto, pet and homeowner insurance.</li><li>
Discount Marketplace for travel, consumer products, food, auto buying, etc.</li><li>
Associate resource groups.</li></ul>
Qualifications:
<ul><li>Experienced Pioneer: Ideal candidate has high energy and embraces innovation, creativity, and adventure.</li><li>
Respected Leader in the Field but not satisfied with stagnation. Strong command of the best practices in succession planning, performance management, organizational development, executive coaching, program development, culture building, change management and DEI.</li><li>
Powerful success stories of developing executives to their full potential, building an enviable, productive culture, leading an organizational or performance management redesign, etc.</li><li>
Influencer: high degree of emotional intelligence, with the ability to use influence - not authority &ndash; to inspire and get the best out of others.</li><li>
Builds relationships and wins trust easily.</li><li>
Pursues Excellence and Continuous Improvement: demonstrates tenacity, resilience, conviction, and a willingness to go the distance to get something done with excellence.</li><li>
Proven ability to work in an environment that requires building processes, materials and systems.</li><li>
Has initiated and facilitated large-scale change initiatives and promoted a culture that fosters professional development and inspires personal performance.</li><li>
Proactive and Strategic: acts without waiting to be told what is needed and is comfortable and excited to propose new ideas and initiatives to many different audiences, including the company&rsquo;s senior management team.</li><li>
Efficient and Effective: produces significant output with minimal fanfare or hand wringing and with minimal resources. Leverages HR team and &lsquo;deputizes&rsquo; employees and leaders to support implementation of key programs.</li><li>
Detail oriented, proven project management capabilities and excellent problem-solving skills.</li><li>
Agile, Decisive, Energetic and Confident: able to move quickly and take an assertive stand without being abrasive.</li><li>
Excellent presentation, speaking and communication (verbal and written) skills with the ability to communicate and influence across the organization.</li><li>
Ability to guide discussion to resolution while mitigating conflict. Experienced working with and coaching C-suite executive staff (C-suite level) and building successful relationships with demonstrated outcomes.</li></ul><p>
Education &amp; Experience</p><ul><li>
7+ years&rsquo; experience in leading talent and organizational development efforts within a high-growth organization.</li><li>
Bachelor&rsquo;s Degree in a relevant field (i.e. Leadership, Organizational Behavior, Industrial/Organizational Psychology etc.) required, advanced degree preferred.</li><li>
Experience implementing and using various LMS solutions and other curriculum design/building tools.</li><li>
 Executive Coaching/Organizational Design Certification preferred but not required.</li><li>
Certification in a variety of talent assessments preferred but not required.</li><li>
Prior experience supporting and/or leading DEI initiatives within a company environment.</li></ul><div></div><div><i><br>
The above statements are intended to describe the general nature and level of work being performed
</i></div><div><i>by associates assigned to this job. They are not intended to be an exhaustive list of all responsibilities,
</i></div><div><i>duties and skills required of this position.</i></div></div><div></div>

Director, Organization Effectiveness, Talent Development & DEI

J.Jill

<div><b>Overview :<br>
</b><br>
<div>The Director, Organization Effectiveness, Talent Development &amp; DEI&rsquo;s overarching purpose is to ensure that the J.Jill vision, mission, and values that drive our decisions and our success remain the hallmarks of our vibrant and unique culture. In this effort, the Director, Organization Effectiveness, Talent Development &amp; DEI will design and execute enterprise-wide initiatives that drive employee attraction, engagement, continuous learning and development, and retention while aligning leaders and associates to the organization&rsquo;s short and long-term business objectives and celebrate the diversity of our organization. This role will lead enterprise organizational development and effectiveness, talent and leadership development/coaching, learning, performance management, change management and DE&amp;I. In addition, this role will have responsibility for overseeing our employee communications efforts in partnership with CHRO. The successful leader will build the quality and depth of our talent by identifying top performers at all levels and creating metric-based individual career growth plans to cultivate future leaders.</div><b><br>
Responsibilities :
</b><br>
<ul><li>Builds and executes Talent and Organizational Development Roadmap: Partners with senior leadership on setting near and long-term talent and organizational development strategy and goals.</li><li>
Develops ongoing process for evaluating and regularly reviewing our organization&rsquo;s structure. Partners with HR Business partners in ensuring architecture aligns with growth and business evolution.</li><li>
Serves as Strategic Partner to leaders in partnership with HRBP on topics such as engagement, performance management, development, and organizational design to ensure the highest quality outcomes.</li><li>
Builds a Culture of Learning and Continuous Feedback: Ensure that developmentally focused conversations are the oxygen flowing throughout the entire organization.</li><li>
Delivers programs, tools and experiences that engage and inspire our team at all levels and that drive a culture of learning and accountability.</li><li>
Strategically aligns talent management and learning and development programs with the organization&rsquo;s objectives and employees&rsquo; personal goals and growth.</li><li>
Oversees the design, implementation and measurement of highly effective, results-driven learning and development strategies that enhance organizational performance.</li><li>
Partners closely with HR leadership to ensure initiatives are well organized around central strategies and goals.</li><li>
Protects and strengthens the Cultural DNA: Ensures that decisions, programs, and processes are embedded with the company&rsquo;s vision and mission and consistent with our commitment to diversity and inclusion.</li><li>
Leads immersive and experiential change leadership and cultural transition programs for the organization in support of building a growth mindset.</li><li>
Drives Organizational Excellence: Develop, lead, and manage an executive coaching program that will ensure that the company&rsquo;s leaders are learning and applying the latest business methodologies and best practices necessary to lead in a quickly evolving environment.</li><li>
Provides executives with leadership assessments and consultative feedback on ways in which they can develop new knowledge, skills, and abilities.</li><li>
Guides Succession Planning Efforts: Implement talent processes to effectively manage succession planning and long-term projections of leader vacancy needs. Engage the most senior stakeholders in the organization to help define the emerging/high potential talent and their corresponding learning needs.</li><li>
Drives All Activities Associated with the Performance Management Cycle (i.e., goal setting, mid-year reviews, and development planning, year-end reviews). Develop a variety of training materials, tools and resources to support the transformation of our performance management cycle including the evaluation of the company&rsquo;s technology platform and work in concert with our Business Partner team on the implementation of these initiatives.</li><li>
Supports and activates diversity, equity and inclusion efforts in partnership with Employee Resource Groups and DEI Council.</li><li>
Ensures we create consistent, value-added employee communications programs and partner with our Marketing team on initiatives that cross from corporate/internal communications and consumer communications.</li><li>
Drive all activities associated with engagement, including design and execution of organization-wide engagement surveys and action planning.
</li><li>Oversees recognition program for corporate associates.</li><li>
Comply with all company policies, procedures, and SOPs.</li><li>
Perform other duties as directed by Supervisor.</li></ul><p>
Benefits, Tailored for You.</p><ul><li>
Bonus eligible and flexible hybrid work arrangements.</li><li>
401(k) retirement plan with discretionary match and tuition reimbursement.</li><li>
Medical, dental, vision, company paid LTD/STD, and generous amount of paid time off.</li><li>
Office includes amenities such as a caf&eacute;, fitness center, free parking and Red Line shuttle.</li><li>
Generous associate discount; group discounts on auto, pet and homeowner insurance.</li><li>
Discount Marketplace for travel, consumer products, food, auto buying, etc.</li><li>
Associate resource groups.</li></ul><br>
<b>
Qualifications :
</b><br>
<ul><li>Experienced Pioneer: Ideal candidate has high energy and embraces innovation, creativity, and adventure.</li><li>
Respected Leader in the Field but not satisfied with stagnation. Strong command of the best practices in succession planning, performance management, organizational development, executive coaching, program development, culture building, change management and DEI.</li><li>
Powerful success stories of developing executives to their full potential, building an enviable, productive culture, leading an organizational or performance management redesign, etc.</li><li>
Influencer: high degree of emotional intelligence, with the ability to use influence - not authority &ndash; to inspire and get the best out of others.</li><li>
Builds relationships and wins trust easily.</li><li>
Pursues Excellence and Continuous Improvement: demonstrates tenacity, resilience, conviction, and a willingness to go the distance to get something done with excellence.</li><li>
Proven ability to work in an environment that requires building processes, materials and systems.</li><li>
Has initiated and facilitated large-scale change initiatives and promoted a culture that fosters professional development and inspires personal performance.</li><li>
Proactive and Strategic: acts without waiting to be told what is needed and is comfortable and excited to propose new ideas and initiatives to many different audiences, including the company&rsquo;s senior management team.</li><li>
Efficient and Effective: produces significant output with minimal fanfare or hand wringing and with minimal resources. Leverages HR team and &lsquo;deputizes&rsquo; employees and leaders to support implementation of key programs.</li><li>
Detail oriented, proven project management capabilities and excellent problem-solving skills.</li><li>
Agile, Decisive, Energetic and Confident: able to move quickly and take an assertive stand without being abrasive.</li><li>
Excellent presentation, speaking and communication (verbal and written) skills with the ability to communicate and influence across the organization.</li><li>
Ability to guide discussion to resolution while mitigating conflict. Experienced working with and coaching C-suite executive staff (C-suite level) and building successful relationships with demonstrated outcomes.</li></ul><p>
Education &amp; Experience</p><ul><li>
7+ years&rsquo; experience in leading talent and organizational development efforts within a high-growth organization.</li><li>
Bachelor&rsquo;s Degree in a relevant field (i.e. Leadership, Organizational Behavior, Industrial/Organizational Psychology etc.) required, advanced degree preferred.</li><li>
Experience implementing and using various LMS solutions and other curriculum design/building tools.</li><li>
 Executive Coaching/Organizational Design Certification preferred but not required.</li><li>
Certification in a variety of talent assessments preferred but not required.</li><li>
Prior experience supporting and/or leading DEI initiatives within a company environment.</li></ul><div></div><div><i><br>
The above statements are intended to describe the general nature and level of work being performed
</i></div><div><i>by associates assigned to this job. They are not intended to be an exhaustive list of all responsibilities,
</i></div><div><i>duties and skills required of this position.</i></div><div></div><b><br>
About Us :<br>
</b><br>
<div>About Us:</div><div>
At J.Jill, we believe our associates should be seen, valued, and celebrated. We support the advancement of our associates by harnessing their unique contributions to grow and improve, and our success is guided by a culture that values keeping it simple and making it matter. J.Jill is an equal opportunity employer and is committed to providing an inclusive and professional workplace free from discrimination and harassment. All employment decisions at J.Jill are based solely upon business needs, job requirements and individual qualifications without regard to race, color, religion, sex, pregnancy and pregnancy related conditions, gender identity, gender expression, national origin, sexual orientation, sexual and reproductive health decisions, age, marital status, disability, genetic information, military or veteran status or any other legally protected status. J.Jill provides reasonable accommodation to qualified individuals, in accordance with applicable laws. If you need to inquire about an accommodation to assist with completing the application process, please email Talent.Acquisition@jjill.com.</div><div></div><b><br>
Salary Range : </b>USD $180,000.00/Yr. - USD $200,000.00/Yr.</div>

Johnson Controls

<div>
 <strong>
  What You Will Do
  <br/>
  <br/>
 </strong>
 The HR Manager &ndash; Commercial, ME will have responsibility for providing all Human Resource solutions to their customer groups within the region and will be based in Dubai reporting directly to the Senior Director of HR for the Middle East and Africa region. As a Commercial HR Manager you will be supporting the commercial business and acts as a strategic partner to the commercial business units, ensuring HR initiatives align with business objectives and developing and implementing HR strategies and initiatives aligned with the overall business strategy.
 <br/>
 <br/>
 <strong>
  How You Will Do It
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Deliver HR support to business leaders and employees to drive talent management excellence, diversity and inclusion and implement talent strategy and initiatives to enhance employee engagement and leader effectiveness
  </li>
  <li>
   Serves as an internal consultant to hiring managers, advising them on compensation and benefit options, legislative changes, current trends in human resources management
  </li>
  <li>
   Implement appropriate HR Strategies and actions to recruit and retain a qualified and motivated workforce
  </li>
  <li>
   Confers with management to identify current and future talent and workforce needs, and works closely with Talent Acquisition partners to deliver the manpower plan on time and within budget
  </li>
  <li>
   Produces Human Resources related reports as requested by Corporate, Business Unit or HR Functional Managers. Support current and future business needs through the development, engagement, motivation and preservation of human capital.
  </li>
  <li>
   Plans, communicates, and implements the company's benefits programs, and contributes to the ongoing development of these programs through engagement with the Total Rewards organization
  </li>
  <li>
   Analyzes costs, explains, and implements plan options, policy features, enrollment and other requirements for manager and employees
  </li>
  <li>
   Acts as liaison to consultants, vendors, service providers and outside legal/audit staffs.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Business Partnering
  <br/>
  <br/>
 </strong>
 Collaborate with commercial leadership team to understand business goals and translate them into HR strategies.
 <br/>
 <br/>
 Provide insights on organizational design, workforce planning, and talent and skill/capability development.
 <br/>
 <br/>
 <strong>
  Talent Management &amp; Development
  <br/>
  <br/>
 </strong>
 Drive recruitment strategies for commercial roles, ensuring top talent acquisition.
 <br/>
 <br/>
 Implement succession planning, career development and retention programs for key commercial positions.
 <br/>
 <br/>
 <strong>
  Strategic HR Initiatives
  <br/>
  <br/>
 </strong>
 Lead and execute HR projects related to organizational development, workforce planning, and talent management. Partner with leadership to align HR strategies with business objectives.
 <br/>
 <br/>
 <strong>
  Change Management
  <br/>
  <br/>
 </strong>
 Develop and implement change management frameworks for HR-related transformations.
 <br/>
 <br/>
 Communicate effectively with stakeholders to ensure smooth adoption of new processes.
 <br/>
 <br/>
 <strong>
  Policy &amp; Process Optimization
  <br/>
  <br/>
 </strong>
 Review and enhance HR policies and procedures to support strategic goals.
 <br/>
 <br/>
 Drive process automation and digital HR initiatives.
 <br/>
 <br/>
 <strong>
  Employee Engagement &amp; Culture
  <br/>
  <br/>
 </strong>
 Design programs that strengthen organizational culture and employee engagement. Support diversity, equity, and inclusion initiatives.
 <br/>
 <br/>
 <strong>
  Required
  <br/>
  <br/>
 </strong>
 <strong>
  What we look for
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   University Degree in Human Resources or equivalent
  </li>
  <li>
   Minimum 7+ years of HR experience, with at least 3 years in a commercial or sales-focused environment.
  </li>
  <li>
   Demonstrable track record in HR operations, HR partnering and employee relations
  </li>
  <li>
   Experience of working successfully in a functionally matrixed global organization
  </li>
  <li>
   Solid experience in driving Diversity and Inclusion programs
  </li>
  <li>
   Excellent communication and interpersonal skills
  </li>
 </ul>
</div>


Commercial HR Manager - ME

Special Broadcasting Service Corporation

<p>With a content portfolio like no other media organisation in the country, SBS occupies multiple channels and platforms, and provides a unique opportunity for employees to help make Australia a better place to live.</p><p>SBS is seeking an exceptional leader to serve as its next Managing Director. This is a rare opportunity to shape the future of Australia's media landscape, driving innovation, inclusion, and impact across a dynamic, hybrid-funded public broadcasting organisation. SBS is a contemporary public broadcaster; serving all Australians by reflecting our nation in all its diversity, with a unique remit to serve multilingual communities and First Nations peoples.</p><p>As Managing Director, you will set the tone for an engaged, creative, and purpose-driven workforce, ensuring SBS continues to be a place where people feel connected, supported, and inspired to do their best work. Reporting to the SBS Board of Directors, you will be accountable for the strategic leadership, management, and performance of SBS. You will deliver on the organisation's Charter and strategic objectives, ensuring robust governance, financial sustainability, and operational excellence. You will lead SBS's transformation agenda by accelerating digital innovation, delivering on the planned SBS Western Sydney expansion, enhancing SBS's streaming and digital products, and advancing AI integration.</p><p>With a strong focus on social cohesion and inclusion, you will foster a values-driven workplace that reflects SBS's identity and purpose. You will champion First Nations engagement, support the integration of Indigenous content across the network, and maintain SBS's reputation as Australia's most diverse media organisation delivering content and services in over 60 languages.</p><p>This role requires a visionary, collaborative leader with demonstrated success at the senior executive level in media, broadcasting, streaming, or an adjacent sector. You will bring a strategic mindset, sound judgement, strong commercial acumen, cultural integrity, and a deep understanding of government relations. Your ability to build trusted relationships with a diverse range of stakeholders including government, multicultural communities, First Nations communities, commercial clients, and industry stakeholders will be critical to your success.</p><p>You will be the public face of SBS, representing its interests nationally and internationally, and ensuring its growing relevance and value to all Australians.</p><p>The closing date for applications is Friday 7 November 2025.</p><p>Applications should be sent directly to and include a brief cover letter (1 to 2 pages) and a copy of your CV.</p>

SBS Managing Director

Commonwealth of Massachusetts

<div></div><div><div><p><b>********************ALL APPLICANTS MUST APPLY DIRECTLY THROUGH THE CPCS iCIMS WEBSITE. IF YOU APPLY THROUGH MASS CAREERS AND DO NOT COMPLETE THE CPCS iCIMS APPLICATION, YOU WILL NOT BE CONSIDERED FOR THIS POSITION.</b><b> </b><b>PLEASE USE THE FOLLOWING LINK TO APPLY (CUT AND PASTE INTO YOUR BROWSER IF THE EMBEDDED LINK DOES NOT WORK):</b></p><p>
https://careers-publiccounsel.icims.com/jobs/2997/private-attorney-outreach-partner/job <b>********************</b></p><div></div><div><br>
The Committee for Public Counsel Services, the public defender agency for Massachusetts, is seeking candidates for a Private Attorney Outreach Partner to serve as a key ambassador for CPCS in our efforts to recruit private attorneys to contract with CPCS.</div><div></div><div><br>
CPCS is considered one of the leading public defender agencies in the country. The agency provides representation in criminal, delinquency, youthful offender, family regulation, guardianship, mental health, sexually dangerous person, and sex offender registry cases, as well as in appeals and post-conviction and post-judgment proceedings related to those matters. To accomplish its mission of zealously representing clients, CPCS employs staff attorneys and contracts with private attorneys to serve as public defenders. Approximately 80% of cases are handled by private attorneys. The agency is facing a critical shortage of private attorneys.</div><div></div><div><br>
The Administrative Office is located in Boston but the office location for this position is negotiable and may be sited in any available CPCS office, depending on the needs of CPCS, the candidate, and available space. This position is eligible for a hybrid work schedule.</div><div></div><div><b><br>
We fight for equal justice and human dignity by supporting our clients in achieving their legal and life goals. We zealously advocate for the rights of individuals and promote just public policy to protect the rights of all.</b></div><div></div><div><b><br>
Our Values</b></div><div></div><div><b><br>
C</b><b>ourage &bull; </b><b>A</b><b>ccountability &bull; </b><b>R</b><b>espect &bull;</b><b> E</b><b>xcellence</b></div><div></div><div><br>
DIVERSITY AND INCLUSION MISSION STATEMENT</div><div></div><div><br>
CPCS is committed to protecting the fundamental constitutional and human rights of our assigned clients through zealous advocacy, community-oriented defense, and the fullness of excellent legal representation. We are dedicated to building and maintaining strong professional relationships, while striving to accept, listen to and respect the diverse circumstances of each client, as we dedicate ourselves to meeting their individual needs. It is our CPCS mission to achieve these goals, and in furtherance thereof, we embrace and endorse diversity, equity and inclusion as our core values as we maintain a steadfast commitment to: (1) Ensure that CPCS management and staff members represent a broad range of human differences and experience; (2) Provide a work climate that is respectful and supports success; and (3) Promote the dignity and well-being of all staff members. CPCS leadership is responsible for ensuring equity, diversity, and inclusion. The ability to achieve these goals with any level of certainty is ultimately the responsibility of each member of the CPCS community.</div><div></div><div><b><br>
AGENCY OVERVIEW</b></div><div></div><div><br>
CPCS is the state agency in Massachusetts responsible for providing an attorney when the state or federal constitution or a state statute requires the appointment of an attorney for a person who cannot afford to retain one. The agency provides representation in criminal, delinquency, youthful offender, family regulation, guardianship, mental health, sexually dangerous person, and sex offender registry cases, as well as in appeals and post-conviction and post-judgment proceedings related to those matters.</div><div></div><div><br>
The clients we represent are diverse across every context imaginable and bring many unique cultural dimensions to the matters we address. This reality creates a critical need for CPCS staff to be culturally competent and able to work well with people of different races, ethnicities, genders and/or sexual orientation identities, abilities, and limited English proficiency, among other protected characteristics.</div><div></div><div><b><br>
POSITION OVERVIEW</b></div><div></div><div><br>
Private Attorney Outreach Partners are key ambassadors for CPCS in the search for attorneys to contract with the agency. The Private Attorney Outreach Partner will assess current recruiting efforts and will develop new and innovative recruitment strategies as well as developing and marketing CPCS&rsquo; brand through our web presence, print publications, and on social media platforms.</div><div></div><div><br>
The Private Attorney Outreach Partner will collaborate with the HR Department and the Equity &amp; Inclusion Director, all private panel units and other stakeholders to develop and support a wide range of strategic efforts including expanding and maintaining diverse candidate pools and talent pipelines, sourcing and engaging passive candidates, leading outreach activities at law firms, Bar Associations, affinity groups, Alumni Associations, and law schools, and collecting and assembling recruiting data. This position will also work with the Communications Director to raise awareness about CPCS and our mission, raise CPCS&rsquo;s profile in the legal community in Massachusetts and nationally, and to develop written and video marketing and recruitment materials that demonstrate the benefits in contracting as an attorney with the agency.</div><div></div><div><br>
The Private Attorney Outreach Partner will also collaborate with private panel units to support private attorneys becoming state vendors, including assisting the coordination of necessary application materials and payment forms.</div><div></div><div><br>
The Private Attorney Outreach Partners report to the Chief Administrative Officer and works closely with the various private panel units.</div><div></div><div><br>
The Administrative Office is located in Boston but the office location for this position is negotiable and may be sited in any available CPCS office, depending on the needs of CPCS, the candidate, and available space. This position is eligible for a hybrid work schedule.</div><div></div><div><b><br>
RESPONSIBILITIES</b></div><div></div><div><br>
The duties of the Private Attorney Outreach Partner include, but are not limited to:</div><ul><li>
Working with CPCS private panel units to develop and maintain new and existing pipelines of private attorneys;</li><li>
Developing a marketing brand and plan that promotes CPCS;</li><li>
Working with the Communications Director and Human Resources to update or develop written and video marketing and recruitment materials on the CPCS website, on web-based social media platforms, and for distribution;</li><li>
Developing and maintaining relationships with solo practitioners, small, mid-sized, and large law firms to recruit them to add private counsel capacity;</li><li>
Recruiting existing private counsel attorneys and CPCS staff to assist in the recruitment of additional private counsel attorneys and developing talking points and other materials to assist in these efforts;</li><li>
Collaborating with the HR Department, Equity &amp; Inclusion Director and other stakeholders, such as staff affinity groups, to coordinate recruiting efforts and to elicit their assistance in those efforts;</li><li>
Developing and expanding existing contacts with law schools and judicial law clerk programs, locally and nationally, including HBCUs, and law student associations, bar associations and bar affinity groups, and other stakeholders such as community organizations that share our mission;</li><li>
Collaborating with the CPCS private panel units to update and manage the content the website for private counsel recruitment, training, and on-boarding;</li><li>
Working with CPCS private panel units to streamline the process for private attorneys to demonstrate interest in contracting with CPCS;</li><li>
Collaborating with the Finance Department to streamline the contracting and billing systems for private attorneys;</li><li>
Representing the agency at job fairs and recruitment events, both locally and nationally, as well as creating and organizing CPCS-sponsored recruitment events;</li><li>
Supporting the process for private attorneys to become state vendors, including assisting with the required vendor documentation; and,</li><li>
Other duties as assigned.</li></ul><div>
</div></div><div><b>
Qualifications</b><div></div><div><b><br>
MINIMUM ENTRANCE REQUIREMENTS</b></div><br>
<div></div><ul><li>
Bachelor&rsquo;s degree in Human Resources, Marketing, Communications, or related field and at least four (4) years of recruiting, marketing, or sales experience, or an equivalent combination of education, experience, and skills;</li><li>
Access to an automobile in order to travel; and,</li><li>
Access to a personal computer with home internet access sufficient to work remotely.</li></ul><div></div><div><b><br>
QUALIFICATIONS/SKILLS</b></div><br>
<div></div><ul><li>
Knowledge of CPCS or other indigent defense systems;</li><li>
Knowledge of labor markets, recruiting practices, and effective social media recruitment tools and marketing resources;</li><li>
Commitment to values consistent with the agency&rsquo;s Diversity &amp; Inclusion Mission Statement;</li><li>
Commitment to recruiting and supporting diverse talent;</li><li>
Proficiency in Microsoft Office systems, including Word, Excel, Access, Power Point, Windows, and the Internet required;</li><li>
Proficiency with Applicant Tracking Systems;</li><li>
Knowledge of social media platforms;</li><li>
Excellent communication skills, both verbal and written;</li><li>
Experience working with multi-lingual populations and/or with organizations that serve similar client populations to CPCS;</li><li>
Ability to establish rapport and communicate effectively with all levels of the organization;</li><li>
Demonstrated ability to multi-task, performing multiple tasks independently and concurrently;</li><li>
Ability to take initiative, to work well independently and as a team member; and,</li><li>
Demonstrated skills in organization, problem-solving, and attention to detail.</li></ul><div></div><div><b><br>
COMPENSATION</b></div><div></div><div><br>
CPCS offers a competitive compensation, benefits, and pension package; a diverse and inclusive culture; colleagues and co-workers who are committed to and passionate about their work; eligibility for hybrid work; and the opportunity to serve.</div><div></div><div><br>
Salary Range: $80,598 - $118,361.</div><div></div><div><br>
EEO Statement</div><div></div><div><br>
The Committee for Public Counsel Services (CPCS) is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, ethnicity, sex, disability, religion, age, veteran or military status, genetic information, gender identity, or sexual orientation as required by Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990, and other applicable federal and state statutes and organizational policies. Applicants who have questions about equal employment opportunity or who need reasonable accommodations can contact the Chief Human Resources Officer, Sandra DeBow-Huang, at sdebow@publiccounsel.net</div><p></p><p><b><br>
********************ALL APPLICANTS MUST APPLY DIRECTLY THROUGH THE CPCS iCIMS WEBSITE. IF YOU APPLY THROUGH MASS CAREERS AND DO NOT COMPLETE THE CPCS iCIMS APPLICATION, YOU WILL NOT BE CONSIDERED FOR THIS POSITION.</b><b> </b><b>PLEASE USE THE FOLLOWING LINK TO APPLY (CUT AND PASTE INTO YOUR BROWSER IF THE EMBEDDED LINK DOES NOT WORK):</b></p><p>
https://careers-publiccounsel.icims.com/jobs/2997/private-attorney-outreach-partner/job <b>********************</b></p><div><br>
</div></div><div><b>
Official Title</b><b>:</b> Private Attorney Outreach Part</div><div><b>
Primary Location</b><b>:</b> United States-Massachusetts-Boston - 75 Federal Street</div><div><b>
Job</b><b>:</b> Legal Services</div><div><b>
Agency</b><b>:</b> Committee for Pub Counsel Srvc</div><div><b>
Schedule</b><b>:</b> Full-time</div><div><b>
Shift</b><b>:</b> Day</div><div><b>
Job Posting</b><b>:</b> Dec 26, 2025, 10:51:54 AM</div><div><b>
Number of Openings</b><b>:</b> 1</div><div><b>
Salary</b><b>:</b> 80,598.00 - 118,361.00 Yearly</div><div><b>
If you have Diversity, Affirmative Action or Equal Employment Opportunity questions or need a Reasonable Accommodation, please contact Diversity Officer / ADA Coordinator</b><b>:</b> Sandra DeBow-Huang - 6174826212</div><div><b>
Potentially Eligible for a Hybrid Work Schedule</b><b>:</b> Yes</div></div>

Private Attorney Outreach Partner

Southern NSW Local Health District

Staff Specialist - Director Medical Services - RPAH (Apply via eCredential) <p><b>Employment Type</b>: Permanent Full Time</p> <p><b>Position Classification</b>: Staff Specialist</p> <p><b>Requisition ID</b>: REQ614241</p> <p><b>Sydney Local Health District (SLHD) is seeking an experienced Staff Specialist to join our team at Royal Prince Alfred Hospital!</b></p> <p>We are looking for a Director of Medical Services. The Director Medical Services of Royal Prince Alfred Hospital (RPAH) is responsible for the provision of high level strategic and operational medical leadership, management and advice to ensure quality health care service provision at RPAH.</p> <p>The RPAH Director Medical Services works with the General Manager and RPAH Executive to implement integrated clinical services, ensuring resources are used efficiently and effectively and clinical standards are met. They provide professional leadership to medical staff within the facility including mentoring and coaching, and well as overseeing performance development and management systems and procedures for medical staff.</p> <p>The RPAH Director Medical Services will work in collaboration with medical, nursing and allied health colleagues to promote evidence-based practice and innovation for excellence in care and continuous improvement. As clinical leader, they will enhance clinical engagement and professional practice and standards, as well as a culture of respect for the individual, teamwork and continuous performance improvement.</p> <p>Medical practitioner, currently registered or eligible for registration with the Australian Health Practitioner Regulation Agency (AHPRA). Applicants must have Fellowship of the Royal Australasian College of Medical Administrators (FRACMA) and/or other equivalent specialist recognition relevant to the role, as provided for in the NSW Staff Specialists (State) Award.</p> <p>Position will be available from mid-January 2026. In addition, applicants expecting to be awarded their Fellowship within two months from the beginning of the 2026 Clinical Year on 2 February 2026, may be considered.</p> <p>Salary and conditions are in accordance with NSW Staff Specialist (State) Award.</p> <p>Applications are accepted via eCredential ONLY. To apply, click here and follow the Registration/Login process. Create/update your Clinician Profile and complete the Application and Selection Criteria Questions. If you experience difficulties, please refer to the eCredential Guide or contact SLHD eCredential Team at or phone .</p> <p>SLHD is an equal opportunity employer committed to providing a working environment that embraces and values diversity and inclusion. Aboriginal and Torres Strait Islander people and people with disability are encouraged to apply for all internal and externally advertised positions. If you require assistance, please advise the contact person at the time of your application.</p> <p>Stepping Up aims to assist Aboriginal job applicants by providing information about applying for roles within NSW Health. For more information, please visit: </p> <p>NSW Health does not require or accept the 'Fit2Work badge' offered as an option on eCredential.</p> <p>Applications will not be accepted via agencies.</p> <ul> <li>Applications for this position will be received via eCredential ONLY. Click here to apply.</li> </ul> <p>NSW Health acknowledges the people of the many traditional countries and language groups of New South Wales. It acknowledges the wisdom of Elders past and present, and pays respect to all Aboriginal communities of today.</p>

Staff Specialist - Director Medical Services - RPAH (Apply via eCredential)

Qiddiya | القدية

<div>
 As the Associate Director - Internal Communications at Qiddiya Investment Company, you will play a pivotal role in shaping and disseminating communications that enhance employee engagement, culture, and alignment with organizational goals. This position requires a strategic thinker who can develop and execute effective communication strategies across various HR initiatives, ensuring clear and consistent messaging to all employees.
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 <strong>
  Key Responsibilities
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  <br/>
 </strong>
 <ul>
  <li>
   Design and implement internal communication strategies tailored to HR initiatives including employee engagement, talent development, and diversity &amp; inclusion
  </li>
  <li>
   Create compelling content for a variety of communication channels such as newsletters, intranet, and town halls, ensuring clarity, consistency, and relevance
  </li>
  <li>
   Collaborate with HR leadership to communicate key messages and changes effectively to staff
  </li>
  <li>
   Monitor and measure the effectiveness of HR communications, gathering feedback for continuous improvement
  </li>
  <li>
   Act as a liaison between HR and other departments, facilitating open lines of communication and information sharing
  </li>
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   Lead internal campaigns to promote HR programs and initiatives, organizing events and activities that foster engagement
  </li>
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   Provide training and support to HR teams on effective communication practices
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  </li>
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  Requirements
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 </strong>
 <ul>
  <li>
   Bachelor's degree in Communications, Human Resources, or a related field; Master's degree is a plus
  </li>
  <li>
   7+ years of experience in internal communications, preferably within HR or corporate settings
  </li>
  <li>
   Demonstrated expertise in developing and executing communication strategies that enhance employee engagement
  </li>
  <li>
   Excellent writing, editing, and presentation skills with attention to detail
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   Strong interpersonal and relationship-building abilities, capable of collaborating with diverse stakeholders
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   Proficiency in digital communication tools and platforms
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  </li>
 </ul>
 <strong>
  Benefits
  <br/>
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 </strong>
 Offering a comprehensive compensation and benefits package.
</div>


Associate Director - Internal Communications

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Associate Director - Internal Communications