director of people

Alameda County Community Food Bank

<div>Are you passionate about building equitable, people-centered workplaces where People &amp; Culture (P&amp;C)/HR can be both administrative and a strategic driver of mission and justice? Do you believe that culture, compassion, and accountability can coexist and want to lead People &amp; Culture in a way that strengthens both people and purpose? Are you ready to shape the employee experience ensuring that those who fight hunger and poverty are themselves supported, heard, and valued? If so, the Alameda County Community Food Bank may be looking for you as our next Director of People Operations.

 As a highly collaborative member of the senior leadership team, the Director of People Operations is responsible for all the human resources functions that an employee engages with. Ensures that People Operations/HR elevates ACCFB&rsquo;s mission &amp; strategy with a focus on equity &amp; inclusion. Serves as a trusted advisor on HR-related trends &amp; issues, talent acquisition, professional development, employee performance evaluation, employee retention, onboarding/offboarding, employee relations, total compensation, and maintenance and documentation of policies. Protects Food Bank assets by ensuring compliance with federal, state and local employment laws. The Director will also partner with, and support, the VP of People &amp; Culture on all Union-related matters and will work with Union representatives to improve Union-related processes and communications. The Director manages a staff of 2 and reports to the VP P&amp;C. The Director will also closely collaborate with the Director of Finance and IT Director to ensure that intersecting processes create a customer-service orientation.

Essential Duties And Responsibilities

Strategy/Workforce Planning/Organization Development (40%)
<ul><li> Serve on and collaborates with leadership team to define the organization&rsquo;s long-term mission and goals; identifies ways to support the mission through talent management including the creation of leadership and succession planning pipelines that align with organizational sustainability.</li></ul>
<ul><li> Lead a highly effective, collaborative, customer-oriented HR team, including HR Business Partner, HR Generalist and Division Administrative Assistant.</li></ul>
<ul><li> Forecast talent needs, and implement strategies to ensure successful recruiting, onboarding, employee engagement, engagement survey development, trends measurement and implementation of actionable initiatives, performance management, succession planning, and retention of workforce (100+ FTE&rsquo;s, exempt and non-exempt employees) at both the organizational and departmental levels. Partner with Head of Admin &amp; Finance and Director of Finance on headcount management including supporting processes around promotions, talent redeployment, business cases and re-grading.</li></ul>
<ul><li> Ensure that Union matters are addressed and communicated effectively with Union representatives and staff, in conjunction with VP of People &amp; Culture.</li></ul>
<ul><li> Ensure continuous employee, manager and leadership development to align with ACCFB&rsquo;s talent and strategic needs and to support career mobility for staff as well as a culture of learning.</li></ul>
<ul><li> Develop HR metrics and goals that align with key strategic plan initiatives.</li></ul>

Employee/Manager/Organization Relations (20%)
<ul><li> Foster a positive, respectful, productive and transparent organizational culture through implementation of effective employee relations and performance strategies and programs.</li></ul>
<ul><li> Coach managers on performance management practices. Resolve employee relations issues.</li></ul>
<ul><li> Partner with VP of People &amp; Culture to develop a program of professional development and associated learning platforms to achieve the same.</li></ul>
<ul><li> Promote a culture of employee well-being and ensure proactive and strategic collaboration with the Union to address key Union-related matters.
</li></ul><ul><li> Work closely with outside counsel on complex HR matters to determine appropriate course of action.</li></ul>
<ul><li> Provide ad hoc human resource guidance and advice to member agencies. Represent the Food Bank in external HR forums, non-profit organizations and community partnerships with a focus on talent acquisition and development.</li></ul>

Benefits &amp; Compensation (20%)
<ul><li> Develop total rewards philosophy that integrates benefits, compensation, rewards and recognition.</li></ul>
<ul><li> Ensure compensation practices use market data, are affordable to ACCFB, aligned with organization strategy, competitive and equitable. Protect integrity of pay structures and practices.</li></ul>
<ul><li> Lead the process for market-based periodic compensation and benefits analysis to enable ACCFB to maintain a competitive total compensation package.
</li></ul><ul><li> Manage employee benefit programs supporting employees while managing costs.</li></ul>
<ul><li> Partner with Director of Finance and Payroll Administrator to ensure that all compensation changes are processed timely and accurately.</li></ul>
<ul><li> Continue refining the ACCFB grading structure and associated Job Value grid to ensure that it centers equity and justice.</li></ul>

Compliance &amp; Risk Management (20%)
<ul><li> Regularly update employee handbook and supervisor manuals to stay in compliance with legal requirements and ACCFB needs; educate all staff to ensure comprehension of policies.</li></ul>
<ul><li> Partner with Director of Finance to manage annual 403(b) ERISA plan and workers compensation audits.</li></ul>
<ul><li> Drive the HR Technology strategy (HRIS, Applicant tracking, Learning &amp; Development management) and P&amp;C Dashboards to provide key metrics to leadership.</li></ul>
<ul><li> Serve as active standing HR member in the Safety Committee and review all incident reports with COO and safety committee within 24 hours to mitigate recurrences.</li></ul>
<ul><li> Partner with Safety, Risk &amp; Compliance Manager to ensure that important staff notifications are made, safety training and drills conducted and that all Workers Compensation matters are addressed.</li></ul>
<ul><li> Support and manage the employee compliance requirements associated with driver&rsquo;s licensing, background checks, drug tests, etc.</li></ul>
<ul><li> Ensure compliance of and systematic review all local, state and federal employment laws and statutory benefits such as FMLA/CFRA/CFL/PFL, ERISA plans, EEO/Affirmative Action, COBRA/HIPAA, wage and hour laws, unemployment claims, workers compensation, OSHA, DOT regulations; conduct periodic internal audits of HR processes. Ensure that mandated trainings are administered.</li></ul>
<ul><li> All other duties as assigned.</li></ul>

Knowledge, Skills and Abilities
<ul><li> 8-10 years of progressive HR experience, including a minimum of 2-3 years of experience at director level.</li></ul>
<ul><li> 4 years of experience managing and developing an HR team of direct reports.</li></ul>
<ul><li> Knowledge of all aspects of HR including talent acquisition and retention, organizational development, compensation, benefits, HRIS, training, performance management, employee relations, conflict resolution, coaching and facilitation.</li></ul>
<ul><li> Knowledge of federal, state and local employment, wage and hour, and workers&rsquo; compensation laws.</li></ul>
<ul><li> Comfort and experience working with people from diverse racial, ethnic, socioeconomic and religious backgrounds.</li></ul>
<ul><li> Demonstrated commitment to furthering workplace equity, inclusion and belonging. Ability to partner with Equity, Access &amp; Belonging to ensure that equity and belonging are embedded in hiring and promotion.</li></ul>
<ul><li> Ability to develop and maintain collaborative, trusting, and professional relationships. Strong customer service orientation.</li></ul>
<ul><li> Ability to communicate and respond in a timely manner. Ability to think strategically, analyze problems, develop creative solutions, and positively influence the leadership team on HR issues.</li></ul>
<ul><li> Knowledge of and experience managing health and welfare benefits.</li></ul>
<ul><li> Experience developing and monitoring a budget.</li></ul>
<ul><li> Experience conducting work-place investigations.</li></ul>
<ul><li> Intermediate to advanced computer skills (Word, Excel, PowerPoint, Outlook, HRIS). Excel proficiency important as work does involve using spreadsheets and numbers.</li></ul>
<ul><li> Strong mathematical and analytical ability to compile data, provide analysis and create reports.</li></ul>
<ul><li> Intermediate-to-advanced public speaking and presentation skills.</li></ul>
<ul><li> Proven ability to exercise confidentiality and sound judgement with minimal direction/guidance.</li></ul>

Preferred Qualifications
<ul>
<li>Experience in a nonprofit environment with a variety of stakeholders and deeply rooted community values.</li>
<li>Experience in implementing evolving HR technology including payroll, ATS and HRIS systems.</li>
<li>Experience working in a small to mid-sized (50 -250 employee) organization.</li>
<li>Bilingual in English/Spanish or English/Asian language.</li>
<li>SPHR/SPHR-CA or SHRM-SCP designation(s).</li>
</ul>
Personal Attributes and Values
<ul>
<li>Passion, enthusiasm, focus, and creativity around Alameda County Community Food Bank&rsquo;s mission, vision, and values of Belonging, Accountability, Transparency, Community, Hope. Passion and drive towards an equitable society where people of all races, ethnicities, genders, sexual orientations, and economic circumstances can thrive.</li>
<li>A proactive and creative problem solver who thrives under pressure and knows how to drive for results.</li>
<li>Sees opportunity in challenges. Flexible and adaptive, with the ability to quickly pivot and overcome project setbacks.
</li><li>Impeccable integrity and honesty; ability to process and handle confidential information with discretion.</li>
<li>Intellectual curiosity, inquisitive nature, excellent listening and problem-solving skills</li>
<li>Strong work ethic with an orientation toward constant innovation and process improvement.</li>
<li>Engaging, persuasive, outgoing and possessing a sense of humor deftly combined with a can-do attitude.</li>
</ul>
Physical Requirements

This work is located in an office environment. Physical activities necessary in the performance of this job: ability to sit at a computer workstation for up to five hours at a time, ability to move throughout the 118,000 sq. ft. Food Bank facility in performance of duties. Ability to communicate in clear speaking voice in person, before large groups and over the phone. Ability to interpret instructions and questions when asked. Ability to operate computer equipment. Ability to access transportation to travel to local events and meetings with external parties. 


Physical Requirements

This work is located in an office environment. Physical activities necessary in the performance of this job: ability to sit at a computer workstation for up to five hours at a time, ability to move throughout the 118,000 sq. ft. Food Bank facility in performance of duties. Ability to communicate in clear speaking voice in person, before large groups and over the phone. Ability to interpret instructions and questions when asked. Ability to operate computer equipment. Ability to access transportation to travel to local events and meetings with external parties.

 Benefits and Compensation

This is a full-time, exempt position working Monday through Friday, 8:30 a.m. to 5:00 p.m. (one-hour unpaid lunch, a 37.5 hour work week). The non-negotiable starting hourly wage is $164,124.00 per year). We offer an outstanding benefit package including:
<ul><li>Medical (100% coverage for employees, 93% coverage for dependents)</li>
<li>Dental (100% for employees and their dependents)</li>
<li>Vision (optional)</li>
<li>Flexible Spending Accounts (optional)</li>
<li>Commuter Benefit Account (optional)</li>
<li>Employer-paid supplemental life, ADD &amp; LTD insurance &mdash; with ability to buy-up for increased coverage.</li>
<li>403(b) plan available on the first day, with employer match after 1 year of service.</li>
<li>Employee Assistance Program (100% coverage for employee and dependents)</li>
<li>Generous vacation, sick and holiday leave accruals</li>
</ul>
Union Representation

ACCFB is in partnership with and has a newly established labor union for a portion of our staff. This position is NOT part of the labor union OPEIU, Local 29, at this time.</div>

Director of People Operations

NoMo SoHo

<div><h4 class="jobSectionHeader">Description</h4><div>
The NoMo SoHo New York is seeking an experienced and Director of People &amp; Culture to join our prestigious team. This role will will be responsible for overseeing all HR functions, ensuring compliance with labor laws, and fostering a positive workplace culture aligned with the hotel's luxury service standards. This leadership role requires a strategic thinker with a passion for hospitality, talent development, and employee engagement.</div><div>
Tucked away at 9 Crosby, NoMo is a hidden gem just steps from the excitement that the streets of New York have to offer. Inspired by the neighborhood, NoMo represents an intrigue for the nostalgic + modern. Our building is a curated collection of vintage and contemporary art, illustrating the eclectic mix of those who made SoHo what it is today.</div>
At Crescent Hotels &amp; Resorts, we are a team of hospitality professionals that are deeply connected to and proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!
We are committed to providing you with:
<ul><li>Highly competitive salary of $145,000 - $155,000</li>
<li>An exceptional benefit plan for eligible associates &amp; your family members
</li><li>401K matching program for eligible associates
</li><li>Flexible scheduling to allow you to focus on what is important to you
</li><li>Discounts with our Crescent managed properties in North America for you &amp; your family members</li>
</ul>
ESSENTIAL JOB FUNCTIONS:
Talent Management:<ul>
<li>
Develop and implement recruitment strategies to attract top hospitality talent for leadership and hourly positions across all departments, as needed.</li>
<li>Oversee onboarding programs to ensure new hires are integrated seamlessly.</li>
</ul>
Associate Relations &amp; Engagement:<ul>
<li>
Foster a positive, inclusive, and productive, issue-free work environment.</li>
<li>Serve as a credible, visible and trusted advisor to managers and associates on HR matters.</li>
<li>Timely address and resolve associate concerns, ensuring compliance with company policies.</li>
<li>Organize associate engagement and recognition programs in alignment with Crescent&rsquo;s associate recognition and communication initiatives.</li>
</ul>
Training &amp; Development:<ul>
<li>
Facilitate training programs to enhance associate job skills and guest service focus and delivery.</li>
<li>Oversee leadership development and succession planning efforts.</li>
<li>Ensure timely and comprehensive compliance training all associates.</li>
</ul>
Compensation &amp; Benefits:<ul>
<li>
Manage payroll processes in collaboration with Finance to ensure accuracy and compliance.</li>
<li>Administer employee benefits programs, including health insurance, retirement plans, and wellness initiatives.</li>
<li>Monitor industry trends to ensure competitive compensation structures.</li>
</ul>
Compliance &amp; Risk Management:<ul>
<li>
Ensure compliance with federal, state, and local labor laws.</li>
<li>Maintain up-to-date associate records and HR documentation.</li>
<li>Lead workplace investigations and implement corrective actions as needed.</li>
<li>Oversee workplace safety programs and support risk mitigation strategies.</li>
</ul>
REQUIRED SKILLS/ABILITIES:<ul>
<li>
5+ years of HR leadership experience, with minimum 3 years at an HRD level in the hospitality or related industry.</li>
<li>Bachelor's degree in Human Resources, Business Administration, or a related field (Master&rsquo;s preferred).</li>
<li>Demonstrated experience working under a hotel union collective bargaining agreement is required.</li>
<li>Proven advanced knowledge of employment laws.</li>
<li>Proven experience with UKG/Ultipro systems and payroll processing.</li>
<li>Excellent interpersonal, communication, and problem-solving skills.</li>
<li>Ability to work in a fast-paced, luxury hospitality environment.</li>
</ul>
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</div>

Director of People & Culture

Four Seasons

<div>About Four Seasons:
Four Seasons is powered by our people. We are a collective of individuals who crave to become better, to push ourselves to new heights and to treat each other as we wish to be treated in return. Our team members around the world create amazing experiences for our guests, residents, and partners through a commitment to luxury with genuine heart. We know that the best way to enable our people to deliver these exceptional guest experiences is through a world-class employee experience and company culture.
 
 
At Four Seasons, we believe in recognizing a familiar face, welcoming a new one and treating everyone we meet the way we would want to be treated ourselves. Whether you work with us, stay with us, live with us or discover with us, we believe our purpose is to create impressions that will stay with you for a lifetime. It comes from our belief that life is richer when we truly connect to the people and the world around us.
About the location:
Four Seasons Resort Orlando at Walt Disney World Resort, is the leading luxury resort in Central Florida. We pride ourselves on the service we deliver and that all begins with the dedication of our employees who embrace the meaning behind the Golden Rule. Guests are pampered with a customized approach, ensuring that each experience is unique and unforgettable. Our goal is to attract only the most positive and passionate talent, those who are able to provide intuitive service, with a warm and friendly smile. We encourage our team to strive for personal and professional greatness and are always empowered to do what is right.
<div>Join our AAA F ive D iamond property in Central Florida !
</div>Our Ideal Assistant Director of People &amp; Culture Candidate
 
The Assistant Director of People &amp; Culture reports to the Director of People &amp; Culture and assists with carrying out the responsibilities for the operations of the People &amp; Culture Division and, provides HR support to hotel management. This includes benefits administration, employee relations, talent management and retention, training, workers&rsquo; compensation and legal matters related to hotel employees.
We are looking for individuals who are strategic, have strong business acumen, good communication and interpersonal skills and are able to evidence professionalism and adaptability. Individuals also need to be a catalyst for change and an employee champion. 
 
Occasional travel may be required to other Four Seasons Hotels and Resorts for training and development purposes. We encourage and expect all of our employees to behave consistently in a manner which demonstrates:
<ul><li>Commitment to supportive teamwork and open communication
</li><li>Responsibility for ongoing enhancement of their skills and performance
</li><li>Recognition of personal accountability for their own actions and the outcomes of those actions
</li><li>An understanding of the effect of their behavior on our guests, their fellow employees and the reputation of the Company
</li></ul>Essential Functions
 
1. Act as an objective third party in employee counseling, problem solving or conflict resolution and communicate to Director of People &amp; Culture any circumstances that may raise legal issues or liabilities for the hotel.
 
2. Identify, analyze and initiate appropriate actions to resolve any unsatisfactory pattern of employee turnover.
 
3. Assist with managing the financial aspects for the HR budget including benefits, labor &amp; salary reports and plan cost effective events within the HR budget guidelines.
 
4. Conduct regular audits of insurance records, immigration and labor records, paid time off allowances.
 
5. Maintain employment files and other records personally and through delegation in the HRIS
 
6. Work harmoniously and professionally with colleagues and supervisors while maintaining the confidentiality of the People &amp; Culture Department.
 
7. Administer and train employees on behalf of People &amp; Culture including but not limited to Embark (on-boarding orientation), benefits, core and culture standards.
 
8. Assist in the organization and execution of all employee experience programs include holiday parties, career fairs, general meetings etc.
 
9. Respond to and attend any related hearings for all employee relations hearings
 
10. Ensure that the cafeteria, employee entrance and lockers rooms are clean and orderly.
 
11. Attend operational meetings where required
Preferred Qualifications and Skills
<ul><li>Previous HR experience is a must
</li><li>Previous experience as a Human Resources Manager or above preferably with a Luxury Brand Resort.
</li><li>Strong proficiency with Microsoft Office
</li><li>Strong working knowledge of the Workday HRIS
</li><li>Understanding of payroll applications, audits and processes in ADP.
</li><li>Excellent emotional intelligence and interpersonal skills 
 
</li></ul>These requirements are representative but not all inclusive of the knowledge, skill and ability required for the success of the Assistant Director of People &amp; Culture with Four Seasons.
Why work for Four Seasons Resort Orlando
<ul><li>Competitive Salary &amp; Wages
</li><li>Competitive Benefits
</li><li>PTO and Holiday Pay
</li><li>Excellent Training and Development opportunities
</li><li>Complimentary Accommodation at other Four Seasons Hotels and Resorts
</li><li>Complimentary Employee Meals
</li><li>Employee Recognition Programs
</li></ul>Four Seasons is an Equal Opportunity, Affirmative Action employer. Minorities, women, veterans, and individuals with disabilities are encouraged to apply. To access the 'EEOC is The Law' Information poster please visit this website - https://eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.pdf</div>

Assistant Director of People & Culture

Buxton Company

<div>Audiense is a next-generation analytics-to-action platform that helps organizations deeply understand and strategically activate their consumers. We&rsquo;ve brought together the strengths of three category-leading brands &mdash; Buxton, Elevar, and Audiense &mdash; into one integrated, insight-driven solution:<ul><li>
Buxton by Audiense &ndash; 30+ years of predictive modeling and location intelligence expertise.</li><li>
Elevar by Audiense &ndash; Industry-leading eCommerce tagging, event tracking, and revenue attribution tools.</li><li>
Audiense &ndash; Award-winning audience segmentation and social consumer intelligence for global brands.</li></ul>
Together, we help brands across industries, from retail to CPG to media, make faster, smarter, and more confident decisions that fuel real-world growth. 
The Director of People and Culture is a hands-on, strategic leader responsible for building the foundation of a cohesive, high-performing, and people centered organization. As a key member of the leadership team, this role will design and operationalize a unified HR strategy across a global workforce. The ideal candidate combines strategic vision with operational execution, leading the transformation to a streamlined, scalable global People function. 
Responsibilities
Build the HR Foundation<ul><li>
Assess the current HR landscape and design a scalable, centralized HR infrastructure encompassing systems, processes, policies, and employee handbooks.</li><li>
Establish consistency in core areas such as recruiting, onboarding, performance, management, compensation, and compliance across global entities.</li><li>
Select, optimize, and operationalize HR technology and tools (e.g., Rippling, Leapsome) to support efficiency, visibility, and self-service.</li></ul> 
Strategic Leadership &amp; Organizational Integration<ul><li>
Partner with executive leadership to define and execute a unified global people strategy aligned with business objectives and growth initiatives.</li><li>
Lead change management efforts to harmonize culture, values, and employee experience across acquired companies.</li><li>
Serve as a trusted advisor to leadership, providing insights on organizational design, workforce planning, and talent decisions, including post-acquisition integration.</li></ul> 
Talent &amp; Culture Development<ul><li>
Design and implement talent programs that attract, retain, and grow high-performing, diverse teams.</li><li>
Build a foundational performance and development program that promotes accountability, feedback, and career growth.</li><li>
Develop initiatives that strengthen employee engagement, belonging, and well-being across geographies.</li></ul> 
Operational &amp; Compliance Excellence<ul><li>
Ensure global compliance with employment laws, regulatory requirements, and data protection standards.</li><li>
Oversee employee relations and conflict resolution with fairness, discretion, and consistency.</li><li>
Maintain competitive, equitable compensation, benefits, and recognition frameworks.</li></ul> 
Team Leadership<ul><li>
Build, mentor and lead a small but high-impact HR team fostering collaboration, accountability, and professional growth.</li><li>
Promote a &ldquo;builder mindset,&rdquo; encouraging continuous improvement and innovation in HR operations.</li></ul> 
Qualifications<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field preferred (or equivalent experience).</li><li>
5+ years of progressive HR experience, including 2+ years in a leadership role building or scaling HR functions.</li><li>
Experience in PE-backed or high-growth companies, ideally with M&amp;A and post-acquisition integration exposure.</li><li>
Deep understanding of global employment practices, including working with international employees, contractors, and EOR models.</li><li>
Proven experience implementing or optimizing HR technology platforms (e.g., Rippling, Leapsome).</li><li>
Strategic thinker able to translate business goals into actionable people strategies while remaining hands-on in execution.</li><li>
Strong interpersonal, communication, and influencing skills across levels, cultures, and geographies.</li><li>
Excellent problem-solving, change management, and organizational design capabilities, with resilience in ambiguity.</li></ul> 

The pay range for this role is: 
130,000 - 150,000 USD per year(Remote (United States))</div>

Director of People and Culture – HR Management

Yes Energy

<div>
 
 Join the Market Leader in Electric Power Data and Analytics Solutions
 
 
 
 The electrical grid is the largest and most complicated machine ever built. Yes Energy&rsquo;s industry-leading electric power trading analytics software provides real-time visibility into the massive amount of data generated by the North American electrical grid daily. Our unique and innovative view of the data informs real-time trading decisions and mid-to-long-term investment decisions that keep utility prices low, support the energy transition, and keep the grid running. It&rsquo;s both challenging work and work with a purpose.
 
 
 
 Be a part of our successful, growing business during international transformation.
 
 
 
 
 Position Summary
 
 
 
 The Senior Director of People Operations is a critical operational leader responsible for ensuring that our HR systems, processes and programs run efficiently, accurately and consistently to support a high-performing and growing organization.
 
 
 In this role, you will focus on building and refining core infrastructure that power our People function including scalable processes, reliable systems, compliant practices and a high-impact People Operations team. While you support the CHRO in translating strategy into action, the heart of this role lies in operational execution: optimizing workflows, strengthening the employee experience and ensuring smooth day-to-day HR operational from hire to retire.
 
 
 This position is ideal for a leader who loves rolling up their sleeves to make complex processes work better today while building durable systems for tomorrow.
 
 
 Join a team where People truly make the difference.
 
 
 
 Position Details
 
 
 
 <ul>
 <li>
 Full-Time
 </li>
 <li>
 Hybrid
 </li>
 <li>
 Reports to: CHRO
 </li>
 <li>
 Location: Boulder, Colorado
 </li>
 <li>
 Salary range: $150K - $180K
 
 
 </li>
 </ul>
 
 Primary Responsibilities
 
 
 
 
 Operational Excellence
 
 
 
 <ul>
 <li>
 Lead the delivery, enhancement, and documentation of HR processes, policies and systems to ensure efficiency, compliance and consistent service delivery.
 </li>
 <li>
 Drive continuous improvement across HR operations, identifying opportunities to streamline, standardize and automate using technology and data-driven insights.
 </li>
 <li>
 Manage day-to-day HR operations to ensure timely and accurate execution of all People-related processes.
 
 
 </li>
 </ul>
 
 Employee Lifecycle Management
 
 
 
 <ul>
 <li>
 Oversee all aspects of the employee lifecycle from hire to retire, including recruitment, compensation and rewards, payroll, performance management, employee relations and recognition programs to improve overall employee satisfaction and engagement.
 </li>
 <li>
 Lead and manage the People Operations team, responsible for recruiting, payroll, employee relations, benefits administration, HRIS and related HR operations.
 </li>
 <li>
 Serve as a cultural ambassador, articulating and reinforcing Yes Energy&rsquo;s values through every employee experience.
 </li>
 <li>
 Partner with regional People leaders to ensure DEI is embedded in all aspects of the employee lifecycle from hiring and development to promotion and retention.
 </li>
 <li>
 Provide insights to the CHRO to guide strategic decisions and continuous improvement.
 
 
 </li>
 </ul>
 
 HR Systems, Data &amp; Compliance
 
 
 
 <ul>
 <li>
 Own the HR systems ecosystem ensuring data accuracy, user adoption, and continuous improvement.
 </li>
 <li>
 Develop and maintain reporting dashboards and deliver regular updates on key people metrics such as engagement, performance, turnover risks and recruiting to the Senior Leadership Team and the CHRO.
 </li>
 <li>
 Ensure compliance with federal, state and local employment regulations continuously monitoring updates and adjusting internal practices accordingly.
 </li>
 <li>
 Ensure efficient, compliant payroll and benefits administration in the US and globally.
 
 
 </li>
 </ul>
 
 Leadership &amp; Vision
 
 
 
 <ul>
 <li>
 Partner closely with the CHRO to operationalize the People strategy, connecting business goals with effective, scalable HR practices
 </li>
 <li>
 Lead the delivery and continuous improvement of HR processes, policies and systems to ensure efficiency, compliance and exceptional service delivery.
 </li>
 <li>
 Identify opportunities to streamline and automate HR operations using technology and data-driven insights.
 
 
 </li>
 </ul>
 
 Minimum Qualifications
 
 
 
 <ul>
 <li>
 Ten (10)+ years of experience serving in a management role in human resources, with at least five (5) years at the director, or higher, level.
 </li>
 <li>
 Experience managing payroll, benefits, compensation, recruiting, HRIS and employee relations.
 </li>
 <li>
 Strong knowledge &amp; understanding of employment laws and other governmental compliance regulations.
 </li>
 <li>
 Experience with ADP, Lattice, DEEL and Greenhouse strongly preferred.
 </li>
 <li>
 Strong interpersonal skills; ability to relate to people at all levels of the organization.
 </li>
 <li>
 Demonstrated success implementing scalable HR programs in a growing, fast-paced organization.
 </li>
 <li>
 Skilled communicator and facilitator, adept at navigating complexity and ambiguity with clarity.
 </li>
 <li>
 SPHR or SHRM-CP certification preferred
 
 
 </li>
 </ul>
 
 At Yes Energy, we value connecting directly with candidates. We kindly ask that third-party recruiters and agencies not submit resumes, as we are not open to external recruiting partnerships.
 
 
 
 
 Overview
 
 
 
 
 ABOUT YES ENERGY
 
 
 
 Yes Energy delivers real-time market data and electric power trading decision solutions. Over 1,000 market participants use Yes Energy solutions daily. The business is a leader in all aspects of information content collection and management, developing and delivering data and market analytics solutions. Since its inception in 2008, Yes Energy has become a trusted and respected supplier of innovative and reliable solutions focused on the needs of power market analysts, traders, and trade managers. Yes Energy has a team of over 350 amazing professionals in Boulder, CO (HQ); Boston, MA; Chicago, IL; Glendora, CA; Richmond, VA; London, United Kingdom; Auckland, New Zealand, Tokyo, Japan; and Bucharest, Romania.
 
 
 
 Culture
 
 
 
 Yes Energy has been named one of the Best Places to Work in Colorado, and we have the culture to prove it. At Yes Energy, we care about saying &ldquo;Yes&rdquo; to customers. We like to listen, learn, and develop our solutions in line with their needs. We think about customers as business partners, and when we help them be more successful &hellip; we are more successful, too.
 
 
 Around the office, our culture is driven by some pretty fundamental values that we&rsquo;re proud of:
 
 
 <ul>
 <li>
 We love innovation and solving tough challenges;
 </li>
 <li>
 We are &ldquo;high standards people&rdquo; who combine passion and pride with hard work and rewards of all kinds-- in an ethic that is consistent across the company;
 </li>
 <li>
 We&rsquo;re team-focused with a flat hierarchy-- we work in small teams on well-defined projects that directly impact the success of the business;
 </li>
 <li>
 We play to the strengths and experience of each person while each of us also works along a continuum of roles adjacent to our focus area. This presents the challenge of maintaining a broad set of skills as well as an opportunity to learn and contribute in many ways;
 </li>
 <li>
 We are constantly growing. Professional development happens every day and every year.
 
 
 </li>
 </ul>
 
 Compensation And Benefits
 
 
 
 We offer highly competitive salaries and real bonuses that are achievable and that you can impact. Our benefits package is also very competitive, including medical insurance, a 401 (k) Plan with matching, flexible vacation, and flexible work schedules. Yes Energy encourages and funds investment in both formal and informal professional development.
 
 
 At Yes Energy, we are dedicated to building a diverse, inclusive, and authentic workplace. If you&rsquo;re excited about this role but your experience doesn&rsquo;t perfectly align with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.
 
 
 In accordance with Colorado law, the range provided is Yes Energy&rsquo;s reasonable estimate of the base compensation for this role. The actual amount may be higher or lower based on non-discriminatory factors such as location, experience, knowledge, skills, and abilities.
 
 
 
 Yes Energy provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Yes Energy complies with applicable state and local laws governing nondiscrimination in employment in every location where the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
 
</div>

Senior Director, People Operations

Brookfield Zoo Chicago

Join the PRIDE!
 
Director of People & Culture
 Brookfield Zoo Chicago seeks a Director of People & Culture (P&C) to serve as a key leader within Brookfield Zoo Chicago’s People & Culture team, providing strategic and operational leadership across five critical areas: Labor Relations, Employee Development, Performance Management, Employee Relations, and HR Operations.
 Reporting directly to the Senior Vice President of People & Culture, the Director partners with executive leadership, managers, and union representatives to build a thriving, inclusive, and high-performing workplace aligned with the Zoo’s Next Century Plan and long-term mission. The Director ensures that People & Culture programs foster engagement, compliance, and continuous growth while advancing a culture grounded in respect, collaboration, and accountability.
 
The Director of People & Culture is a full-time salaried position with a base salary range of $150,000 to $165,000 annually. Please see Compensation and Benefits Summary section below the job description information.
 
PRIMARY JOB DUTIES AND RESPONSIBILITIES: 
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions of the position.
 
1. * Labor Relations
 <ul>
<li>Lead day-to-day administration of collective bargaining agreements (CBAs), ensuring consistent interpretation and application of contract provisions.</li>
<li>Partner with the SVP of P&C and legal counsel in the development of labor strategy, contract negotiations, and implementation of new terms.</li>
<li>Manage grievance and arbitration processes, including Step 1 and Step 2 meetings, documentation, and settlement tracking.</li>
<li>Provide guidance and training to managers and supervisors on union-related practices, discipline, and communication with represented employees.</li>
<li>Maintain updated logs of grievances, Unfair Labor Practices (ULPs), and contractor use in accordance with established P&C compliance frameworks.</li>
<li>Collaborate with operational departments to balance workforce needs, union obligations, and Zoo objectives.</li>
</ul>
2. * Employee Development
 <ul>
<li>Lead the design, coordination, and evaluation of the Zoo’s Leadership and Employee Development programs, including the new Leadership Framework (Core, Elective, and Stretch modules).</li>
<li>Partner with leaders to identify learning priorities, career pathing strategies, and targeted development plans that prepare employees for future roles.</li>
<li>Oversee training systems (e.g., Cypherworx, BindBee, Collabornation) to ensure compliance-based learning and employee engagement.</li>
<li>Integrate leadership and onboarding experiences with organizational programs such as the CEO Roundtable – Behind the Vision to strengthen engagement and connection to mission.</li>
<li>Develop internal facilitation, mentorship, and coaching programs to foster growth and succession readiness at all levels.</li>
</ul>
3. * Performance Management
 <ul>
<li>Oversee implementation of the Zoo’s Casual Conversations model and formal review process, ensuring all leaders complete evaluations in alignment with established timelines (October 31 and March 31 cycles).</li>
<li>Partner with managers to ensure that performance discussions emphasize strengths, goals, development, and accountability.</li>
<li>Track organization-wide completion rates, identify patterns or skill gaps, and recommend development interventions.</li>
<li>Collaborate with P&C leadership to strengthen organizational effectiveness through coaching, calibration, and alignment between individual goals and the Zoo’s strategic plan.</li>
<li>Provide tools, templates, and training to managers to enhance the quality and consistency of performance feedback across departments.</li>
</ul>
4. * Employee Relations
 <ul>
<li>Serve as a trusted advisor and escalation point for complex employee relations matters, including investigations, conflict resolution, disciplinary actions, and workplace accommodations.</li>
<li>Ensure compliance with applicable federal, state, and local employment laws, as well as internal Zoo policies and ethical standards.</li>
<li>Maintain confidentiality, consistency, and fairness in handling all employee concerns, grievances, and policy interpretations.</li>
<li>Partner with department heads and the P&C leadership team to promote a culture of accountability, respect, and open communication.</li>
<li>Provide coaching and policy guidance to managers to minimize risk and enhance leadership capability.</li>
<li>Monitor and evaluate workplace trends to recommend proactive strategies that strengthen engagement and retention.</li>
</ul>
5. * HR Operations
 <ul>
<li>Lead the operational efficiency of P&C systems, data integrity, and workflow processes across HR functions.</li>
<li>Oversee HR compliance documentation, policy implementation, and employee lifecycle management.</li>
<li>Partner with IT and Finance to maintain secure, accurate data governance (e.g., Safe Data & PHI “Never Together” matrix, remote work compliance).</li>
<li>Collaborate with the SVP and internal stakeholders on the design and rollout of new HR policies, procedures, and SOPs.</li>
<li>Support optimization of Dayforce and other HR technologies to automate reporting, analytics, and communication tools.</li>
<li>Contribute to development of HR dashboards and workforce analytics (turnover, demographics, tenure, and equity trends) using Power BI and other data tools.</li>
</ul>
6. * Leadership and Collaboration
 <ul>
<li>Supervise assigned People & Culture team members, providing mentorship, direction, and professional development support.</li>
<li>Model Brookfield Zoo Chicago’s values of integrity, inclusion, and excellence through leadership and example.</li>
<li>Collaborate across departments to ensure P&C programs are aligned with operational needs, budget priorities, and organizational goals.</li>
<li>Serve as an ambassador for the People & Culture department, promoting transparency, partnership, and a service-oriented approach to all staff interactions.</li>
<li>Denotes Essential Job Function(s)</li>
</ul>
POSITION REQUIREMENTS: 
<ul>
<li>Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field required.</li>
<li>Minimum of 8 years of progressive HR leadership experience, including at least 3 years in a management or director-level role.</li>
<li>Proven track record managing multiple HR functions (such as labor relations & compliance, training & development, performance management, employee relations & culture, compensation & benefits, HR systems & data, etc.) and leading organizational change initiatives.</li>
</ul>
DESIRABLE/PREFERRED QUALIFICATIONS: 
<ul>
<li>Master’s degree in Human Resources, Organizational Development, Business Administration, or related field preferred.</li>
<li>Experience working effectively within unionized environment strongly preferred with demonstrated ability to foster cooperative labor relations/labor-management practices.</li>
</ul>
KNOWLEDGE, SKILLS AND ABILITIES
 <ul>
<li>Deep expertise in HR management, employee relations, and labor relations. Demonstrated ability to combine practical experience and critical judgement with specialized knowledge to achieve goals.</li>
<li>Strong understanding of federal and state employment laws and labor practices to navigate complex legal trends, ensure compliance and mitigate risk.</li>
<li>Exceptional interpersonal, conflict-resolution, and communication skills.</li>
<li>Strategic thinking and orientation. Excellent teambuilding, facilitation and influencing skills.</li>
<li>Demonstrated ability to coach and develop leaders while driving performance and accountability.</li>
<li>Proficiency in HRIS systems (Dayforce preferred), Power BI, and Microsoft Office Suite.</li>
<li>High degree of professionalism, discretion, and integrity in handling sensitive matters.</li>
<li>Cultural competency; experience and/or ability to work and interact effectively with a diverse, multicultural audience.</li>
<li>English fluency at a professional working proficiency.</li>
<li>Strong alignment with the mission, values, and community impact goals of Brookfield Zoo Chicago.</li>
</ul>
ADDITIONAL INFORMATION: This position description summarizes the primary and functions of this position but should not be considered a complete listing of every duty the incumbent may ever be called upon to perform. This is a visible management position and a key member of the HR leadership team. Requires an experienced HR leader with diverse HR management experience, strengths in employee relations, and who is both very strategic as well as a strong tactical manager. Incumbent must be confident and able to build credibility and rapport with all levels of staff. Position is busy and fast paced with shifting priorities; occasional workweeks of 45+ hours are not unusual. This position is a flexible, hybrid model with project-specific onsite requirements. (This role offers a flexible schedule, however, certain projects, tasks, and/or meetings may require mandatory onsite attendance including various events or other organizational functions.) Some occasional travel may be required for training or professional/business meetings.
 
OCCUPATIONAL REQUIREMENTS: Please see Occupational Requirements Form.
 
Compensation and Benefits Summary
 
The Director of People & Culture is a non-union full-time salaried position, grade 13, with a base salary range of $150,000 to $165,000 annually.
 Non-Union Full-Time Employees
 
Time Away from Work
 
Paid Time Off (PTO): PTO is accrued based on Years of Service and pay grade on a per-pay-period basis starting on the date of hire. As a new hire, this position is eligible to accrue up to 26 days annually.
 
Years of Service Positions in Grades 01H-06 Positions in Grades 07H-14-14MT-15MT Positions in Grades 16H-17MT Positions in Grades 07H1-081 (10hr/day)
 New hire- 5 years 21 days 26 days 31 days 18 days
 
Holidays: Non-union employees are eligible for eight paid holidays per year.
 Employee Benefits: Coverage begins on the date of hire.
 Medical Insurance: Employees may choose from one of two medical plans: Blue Cross-Blue Shield HMO or PPO Plan.
 Benefit Coverage Tiers Available HMO Employee Cost (biweekly) PPO Employee Cost (biweekly)
 Medical Insurance Employee, Employee + Spouse, Employee + Child(ren), Family $48.82- $199.53 $75.12- $296.58
 
Common Medical Event HMO PPO
 Annual Deductible $250 Individual/ $500 Family In-Network: $750 Individual / $1,500 Family Out-of-Network: $1,500 Individual / $3,000 Family
 Out-of-pocket-maximum $1,500 Individual / $3,000 Family Prescription drug expense limit: $1,000 Individual / $2,000 Family In-Network: $2,000 Individual / $4,000 Family Out-of-Network: $4,000 Individual / $8,000 Family
 Doctors Visits
 $40/ PCP visit
 $60/ Specialist visit
 No Charge: Preventive care/screening/
 immunization
 
$30/ PCP visit; deductible does not apply
 $50/ Specialist visit; deductible does not apply
 No Charge: Preventive care/screening/
 immunization; deductible does not apply.
 
Hospitalization Facility Fee: $250/admission plus 20% coinsurance Physician/surgeon fees: No charge Facility Fee: 20% co-insurance Physician/surgeon fee: 20% co-insurance
 
Dental Insurance & Vision Care Coverage: A PPO dental plan and an employee-paid vision care plan are available.
 Mental Health: Support, counseling, and resources for life issues at no cost to you. Eligible employees and their immediate family have access to Perspectives, a dynamic Employee Assistance Plan (EAP) which provides 24/7, confidential care and resources to address work and life stressors.
 Retirement Savings: Eligible employees are automatically enrolled at 6% on a pre-tax basis as soon as administratively feasible following date of hire. Employee Pre-tax and/or Roth after-tax contributions available. First of the quarter following one year of service, eligible employees receive regular matching contributions of up to 3%. The employer match for full-time employees is immediately vested.
 
Employer-Paid Income Protection: Eligible employees are automatically enrolled in Short-Term Disability benefits, Long-Term Disability benefits, Basic Term Life insurance and Basic AD&D insurance.
 Pre-tax Flexible Spending Accounts (FSA): Eligible employees may set aside pre-tax dollars from their paychecks to save for pre-tax reimbursement of qualified healthcare and/or dependent care expenses.
 
Voluntary Benefits: 
<ul>
<li>Supplemental Term Life Insurance - Group Accident Insurance</li>
<li>Supplemental Accidental Death & Dismemberment Insurance - Group Critical Illness Insurance</li>
<li>Supplemental Dependent Life Insurance - Identity Theft Protection</li>
</ul>
The mission of Brookfield Zoo Chicago is to inspire conservation leadership by connecting people to wildlife and nature. Accredited by the Association of Zoos & Aquariums, American Humane, and the Alliance of Marine Mammal Parks and Aquariums. Brookfield Zoo Chicago is an Equal Opportunity Employer.
 Please note that portions of our recruitment and selection process may involve the support of AI tools to help ensure efficiency and consistency.

Director, People & Culture

Acquisition.com

<div><h2 class="jobSectionHeader">Role:</h2>
At Acquisition.com, we believe people are the engine behind our success. As we scale quickly, we&rsquo;re building a People Operations function that delivers exceptional employee experiences, drives operational efficiency, and supports strong business performance.
We&rsquo;re hiring a Sr. Director of People Operations to lead the infrastructure behind our People function &mdash; owning the systems, processes, and total rewards programs that keep the organization running smoothly. This role is responsible for ensuring our compensation, benefits, compliance, and people systems are accurate, compliant, and scalable as the company continues to grow.
You&rsquo;ll own the day-to-day operational backbone of People Ops, from HR systems and data integrity to policy execution and process optimization. This is a highly hands-on, high-ownership role for someone who thrives on building structure, leveraging data, and continuously improving how work gets done.
If you&rsquo;re someone who loves dialing in the details, simplifying complexity, and creating efficient, employee-friendly systems in a fast-paced environment, this role is for you.<h2 class="jobSectionHeader"> 
Responsibilities:</h2>
Benefits &amp; Compensation<ul><li>
Manage all employee benefits programs (health, dental, vision, 401(k), perks, etc.) and serve as the primary point of contact for employees.</li><li>
Develop and implement competitive salary structures and incentive plans across multiple business units that attract, retain, and motivate employees, aligning with business goals.</li><li>
Ensure regular review of the total rewards programs to maintain competitive edge and alignment to talent strategy.</li></ul>
Leave &amp; Compliance<ul><li>
Administer leaves of absence and accommodations in accordance with applicable laws (FMLA, ADA, COBRA, ACA).</li><li>
Maintain compliance with all employment regulations across multiple states.</li><li>
Ensure compliance with all applicable labor laws, including FMLA, ADA, COBRA, and ACA regulations.</li></ul>
People Systems &amp; Data Management<ul><li>
Own our HRIS and people systems&mdash;maintain accurate records, troubleshoot issues, and continuously improve the employee experience.</li><li>
Ensure data integrity across systems and support regular audits, compliance filings, and internal reporting.</li><li>
Develop and maintain SOPs for People Ops processes.</li><li>
Partner with finance on payroll alignment, headcount tracking, and workforce planning.</li></ul>
Analytics &amp; Reporting<ul><li>
Use data and market trends to inform strategic decisions, conduct pay equity audits, analyze effectiveness of team&rsquo;s programs, and present insights to leadership.</li><li>
Track and report on key HR metrics (benefits utilization, headcount trends, turnover, compliance).</li><li>
Support leaders with people dashboards and tools that drive accountability and clarity.</li></ul>
Automation &amp; Process Improvement<ul><li>
Identify inefficiencies in HR workflows and implement automation tools to streamline operations</li><li>
Partner with IT and vendors to ensure HR systems are fully integrated and optimized.</li><li>
Lead training to help teams adopt new tools and processes.</li></ul>
Cross-Functional Collaboration<ul><li>
Work closely with finance, IT, and legal to ensure HR data is aligned and systems are compliant and secure.</li><li>
Serve as a project manager for initiatives that span multiple departments (e.g., open enrollment, systems migration, payroll integrations).</li><li>
Support audits and compliance reporting, ensuring seamless data flow between HR and finance teams.</li><li>
Assist in forecasting HR-related costs, such as benefits expenditures and workforce planning.</li></ul>
Leadership &amp; Management<ul><li>
Directly manage and develop a small team as well as partner with other members across the People function.</li><li>
Ensure onboarding processes are smooth, scalable, and integrated across departments.</li><li>
Review and refine offboarding workflows to ensure compliance and preserve positive relationships with departing team members.</li><li>
Set clear goals, provide regular feedback, and support the professional growth of team members.</li><li>
Align onboarding/off boarding strategy with broader people ops goals and business needs.</li></ul><h2 class="jobSectionHeader">
Requirements:</h2><ul><li>
10+ years in People Operations, HR, or related functions, with experience managing total rewards, compliance, and systems</li><li>
3+ years of managing a people operations team</li><li>
Strong background in HRIS system management, process improvement, and cross-functional collaboration</li><li>
Comfortable analyzing and presenting data to drive decision-making</li><li>
Deep knowledge of employment law across multiple states</li><li>
Excellent attention to detail and ability to juggle multiple priorities</li><li>
Proven ability to create structure and clarity in a fast-paced, high-growth environment</li><li>
Experience in a high-growth, fast-paced startup or private equity-backed company.</li><li>
Strong project management skills and the ability to drive initiatives from start to finish.</li></ul><h2 class="jobSectionHeader">
Location:</h2><ul><li>
Remote with strong preference for candidates based or willing to relocate to Las Vegas</li></ul><h2 class="jobSectionHeader">
Compensation:</h2><ul><li>
$200,000 - 275,000 plus bonus based on experience</li></ul><h2 class="jobSectionHeader">
Reports to:</h2><ul><li>
Chief People Officer</li></ul><h2 class="jobSectionHeader">
Results:</h2><ul><li>
Total Rewards: Compa-ratio is consistent to compensation strategy &amp; benefits participation is above 70%</li><li>
Compliance: 100% adherence to all employment laws and regulations</li><li>
Data Integrity: 99% accuracy in employee records and reporting</li><li>
Process Efficiency: 50%+ reduction in manual administrative work</li></ul><h1 class="jobSectionHeader">
Benefits:</h1>
We offer a comprehensive, evolving benefits package designed to support your health, family, and wellbeing. Some key offerings:<ul><li>
Flexible Unlimited Paid Time Off and Company-wide Holidays</li><li>
Employer sponsored Medical, Dental, &amp; Vision plans<ul><li>
$1,950 annual Employer HSA contribution</li><li>
FSA options including dependent care</li><li>
Employee assistance program and mental health resources</li></ul></li><li>
Employer match program for 401(k), eligible for both Traditional and Roth accounts</li><li>
$1,200 annual wellness reimbursement through JOON that supports health, family care, pet care, fitness, and more!</li><li>
For local or visiting team members, enjoy access to a state of the art gym at our HQ in Las Vegas</li><li>Benefits eligibility applies only to full-time roles.</li></ul><h1 class="jobSectionHeader">
ACQ Core Values:</h1>
Our core values are the heart and soul of this incredible company. The right person for this role will appreciate each of these values, personally subscribe to them, and understand why each is critical to having a great business.<h2 class="jobSectionHeader">
Competitive Greatness</h2>
Be at your best when your best is needed. Enjoyment of a hard challenge. Those who have the drive to constantly improve, the superior intellect and long term commitment to see incremental improvements become compounding returns.<h2 class="jobSectionHeader">
Sincere Candor</h2>
Have the self awareness to accurately perceive and communicate hard truths that improve others and self, the courage to do so, and the humility to accept them, even when it hurts. Nothing great can be built without feedback: internally or externally.<h2 class="jobSectionHeader">
Unimpeachable Character</h2>
Be the type of person with whom people are always proud to associate, personally and professionally. We look for true alignment of thoughts, words, and actions towards a goal worth pursuing.
Compensation Range: $200K - $275K</div>

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