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Hut 8

<div><div>ABOUT HUT 8

Imagine the ultimate destination for those who want to work at the cutting edge of technology, energy, and infrastructure. Hut 8 is on a mission to build and operate some of the world's largest data centers for next-generation computing workloads, including AI, Colocation, Cloud, and Bitcoin Mining. We are proud to offer interesting and challenging opportunities for individuals who want to build teams, solve problems, and make an impact from day one. If you're an ambitious individual looking for a career that is as rewarding as it is challenging, you've come to the right place.</div>
The Opportunity

Lead all talent strategy and programs for Hut 8, a publicly traded energy infrastructure platform. This role operates differently depending on the domain.

In talent acquisition, your job is to make everyone else better at hiring. You build the systems, standards, and infrastructure that allow the talent acquisition partners to be at their best, hiring managers and leaders to identify and select A-players with confidence and speed. You set the quality bar, shape the candidate value proposition, and create the tools and processes that scale great hiring decisions across the business.

In talent management, you own the domain end to end. Performance, development, and leadership programs are yours. You define what good looks like at every level, build the systems that connect performance to pay and progression, and ensure the people we hire continue to grow once they're here. The outcomes here live with you.

Across both, you bring a commercial mindset to every workforce decision, knowing when to hire, when to build capability internally, and when technology can do the work instead.

What You'll Own

Talent Strategy
<ul><li> Partner with Finance and functional leaders to translate business objectives into workforce plans - build vs. buy decisions, automation opportunities, and a clear commercial rationale for every hire</li></ul>
<ul><li> Build a talent map of the organization: where we have the right people, where we're thin, and where technology or AI can replace or augment headcount rather than defaulting to hiring</li></ul>

Talent Management
<ul><li> Design and implement the Hut 8 performance management system - built around peer feedback, clear performance standards, and direct connection to compensation decisions</li></ul>
<ul><li> Build the annual performance cycle in Rippling: goal-setting, feedback, calibration, and pay linkage</li></ul>
<ul><li> Build the promotion framework: clear criteria by level, transparent process, and a defined path from entry-level to senior individual contributor</li></ul>
<ul><li> Own high-potential program and mentoring initiatives</li></ul>
<ul><li> Develop leadership capability across the organization - programs and coaching for technical leaders and people managers</li></ul>
<ul><li> Enable team effectiveness in a flat organizational structure with wide spans of control</li></ul>
<ul><li> Create L&amp;D strategy for critical capabilities (communication, influence, collaboration, project management)</li></ul>

AI &amp; Technology
<ul><li> Identify and deploy AI-enabled tools that materially improve efficiency or quality in hiring, performance, or talent development - measurable impact, not technology for its own sake</li></ul>
<ul><li> Continuously evaluate where technology can do work humans are doing today - and build that lens into workforce planning</li></ul>

Talent Acquisition Program
<ul><li> Own the Hut 8 Way for hiring - design and embed a rigorous, consistent selection methodology (structured interviews, psychometric tools, case studies, AI-assisted screening) that becomes how every hiring manager evaluates talent</li></ul>
<ul><li> Define what an A-player looks like at Hut 8 by role and level - quality is the metric that matters, not volume or speed</li></ul>
<ul><li> Design the candidate value proposition - why the best people should choose Hut 8. Make the offering clear, compelling, and differentiated</li></ul>
<ul><li> Support and develop the talent acquisition team (4 Talent Acquisition Partners + Talent Acquisition Program Manager) - set direction, raise the bar, and drive down agency use</li></ul>

What We're Looking For

Must-Haves
<ul><li> 10+ years in talent/people leadership roles or consulting, with experience across business strategy, program lifecycles, talent acquisition and/or talent development</li></ul>
<ul><li> Commercially minded: understands the business deeply and translates strategy into workforce decisions - not just HR programs</li></ul>
<ul><li> Talent development expertise: designed performance systems, built promotion frameworks, developed leadership programs</li></ul>
<ul><li> High-growth company experience: thrived in environments scaling quickly</li></ul>
<ul><li> Executive presence: can influence senior leaders, make the case for investing in people, coach executives</li></ul>
<ul><li> Systems thinker: builds frameworks and processes that scale, not one-off solutions</li></ul>
<ul><li> Player-coach mentality: hands-on when needed but knows when to delegate and develop the team</li></ul>

Who Thrives Here
<ul><li> You bring a commercial lens to talent - you think about workforce decisions the way the business thinks about capital allocation</li></ul>
<ul><li> You are a deep, first-principles thinker and well-read on current thinking around organizational talent and performance</li></ul>
<ul><li> You move fast and aren't precious about perfection - you iterate and improve</li></ul>
<ul><li> You're comfortable with ambiguity, getting and giving feedback and building from scratch</li></ul>
<ul><li> You care about outcomes more than activity - you measure what matters</li></ul>
<ul><li> You coach and develop people, not manage them</li></ul>
<ul><li> You believe quality of hire is everything and are relentless about raising the bar</li></ul>

What Success Looks Like

First 90 Days
<ul><li> Go deep on the business. Meet hiring managers, site leaders, and key executives - understand what each function needs to win commercially, where talent gaps are slowing us down, and what's actually broken in how we hire and develop people</li></ul>
<ul><li> Immerse in Hut 8's culture and values (Start From Zero, The Best Idea Wins, All or Nothing, No Room for Ego). Develop a clear point of view on where culture is strong and where it needs reinforcement</li></ul>
<ul><li> Build a talent map of the organization: Implement the 4 role archetype model and understand where we have the right people, where we're thin, where we're overpaying for capability we could build internally, and where we need to go to market for specialized talent we can't develop fast enough</li></ul>
<ul><li> Conduct a landscape review of AI-enabled tools for performance, talent assessment, and talent acquisition - come back with a recommendation and implementation plan</li></ul>

First 6 Months
<ul><li> Stand up a structured workforce planning process - partner with Finance and functional leaders to translate business objectives into headcount plans, build-vs-buy decisions, and a clear view of how technology can augment headcount rather than defaulting to hiring</li></ul>
<ul><li> Build and launch the Hut 8 Way for hiring - a rigorous, consistent selection methodology embedded across every hiring manager. Define what an A-player looks like at Hut 8 by role and level. Train and embed it deeply</li></ul>
<ul><li> Design and begin building the annual performance cycle in Rippling - goal-setting, peer feedback, calibration, and direct connection to compensation decisions</li></ul>
<ul><li> Define the promotion framework: clear criteria by level, transparent process, and a timeline for the first promotion cycle</li></ul>
<ul><li> Draft the Hut 8 performance philosophy: what performance means here, how we measure it, and how it connects to pay and progression</li></ul>
<ul><li> Deploy at least one AI-powered tool that materially improves efficiency or quality in hiring or performance</li></ul>

First 12 Months
<ul><li> Workforce planning is a living discipline - headcount requests are challenged against build-vs-buy analysis, automation opportunities are surfaced before roles are opened, and every hire has a clear commercial rationale</li></ul>
<ul><li> Quality of hire is visible and tracked. Talent acquisition partners are accountable for the people they bring in - not just filling seats but landing A-players who perform and stay</li></ul>
<ul><li> First full performance cycle completed in Rippling with strong adoption - performance calibrated and connected to compensation adjustments</li></ul>
<ul><li> The Hut 8 Way is how we hire, full stop. Every hiring manager trained, process embedded, selection bar measurably raised</li></ul>
<ul><li> First promotion cohort executed using the new framework - credible, transparent, and tied to performance data</li></ul>
<ul><li> Leadership development and high-potential programs launched and delivering results</li></ul>
<ul><li> AI tooling integrated into at least two of: workforce planning, talent acquisition pipeline, candidate assessment, performance analytics, or development planning</li></ul>
<ul><li> Team is self-sufficient and operating at a high level - you're spending your time on commercial talent strategy, not execution</li></ul>

Why Hut 8?
<ul><li> High-impact role: build talent systems from the ground up for a public company</li></ul>
<ul><li> Dual mandate: support acquiring talent and own developing talent - rare opportunity to do both</li></ul>
<ul><li> Growth phase: join during a pivotal scaling moment</li></ul>
<ul><li> Executive access: report to CPO, partner directly with CEO and leadership team</li></ul>
<ul><li> Location: Miami (Brickell)</li></ul><div> 
WHAT MAKES HUT 8 A GREAT PLACE TO WORK

Hut 8 offers a benefits and wellness program that includes medical, dental, vision, life, and short-term and long-term disability insurance, as well as paid time off. We are proud to invest in building the best team in the industry. At all levels of the organization, we are driven by an entrepreneurial spirit, radical transparency, and relentless growth mentality.

At Hut 8, you will have the opportunity to:
<ul><li>Work with bright, driven peers from a range of educational and professional backgrounds including software development, energy, engineering, entrepreneurship, investment banking, private equity, and management consulting</li></ul>
<ul><li>Design and pitch new products, services, and other initiatives to a leadership team consisting of serial entrepreneurs and seasoned executives and backed by a board of directors consisting of industry veterans of energy, finance, and government</li></ul>
<ul><li>Debate ideas and alternatives in a truly meritocratic setting where the learning curve is steep and the lessons come from both senior and junior members of the team</li></ul>
<ul><li>Build a lifelong network of friends and professional connections at the cutting-edge intersection of technology, energy, and infrastructure</li></ul></div></div>

Director, Talent (Head of Talent)

DESORT STAFFING

<div><div>Business Development Executive
Desort &ndash; National Recruitment Division
 
Remote | U.S. | Commission-Only Opportunity
About the Opportunity
Desort is expanding rapidly across multiple verticals&mdash;including Dental, Medical, Veterinary, Optometry, and Legal&mdash;and we are seeking a Business Development Executive to help drive our national growth.
This opportunity is ideal for a motivated, polished professional who excels at building relationships, generating new business, and representing a premium recruitment brand. You will play a key role in expanding Desort's client base while benefiting directly from the revenue you generate.
What You'll Do
<ul><li>Build, manage, and grow a portfolio of clients across multiple industries
</li><li>Identify and convert new business opportunities through outbound outreach
</li><li>Conduct discovery calls and present Desort's recruitment solutions
</li><li>Expand Desort's presence in high-demand markets nationwide
</li><li>Collaborate with internal recruiters to facilitate successful placements
</li><li>Track activity, pipeline performance, and revenue outcomes
</li><li>Represent the Desort brand with professionalism, urgency, and confidence
</li></ul>What Makes You a Strong Fit
<ul><li>Experience in business development, sales, account management, recruiting, or staffing
</li><li>Strong communication and relationship-building skills
</li><li>Proven ability to meet and exceed performance goals
</li><li>Comfortable with prospecting, negotiations, and closing new business
</li><li>Highly organized, self-motivated, and results-driven
</li><li>Able to thrive in a remote, entrepreneurial environment
</li></ul>Compensation
This is a fully commission-based position. There is no base salary.
Successful Business Development Partners have the potential to earn $85,000 to $180,000+ annually , depending on performance, client acquisition, and placements generated.
Additional benefits include:
<ul><li>Unlimited earning potential
</li><li>Bi-annual performance bonuses
</li><li>Fully remote work environment
</li><li>Flexible schedule
</li><li>Direct impact on company growth and success
</li></ul>Why Join Desort
Desort is a modern, fast-growing recruitment firm known for exceptional client service, strong industry relationships, and high-quality placements. As a Business Development Partner, you'll have the opportunity to build a lucrative long-term career while helping organizations across the country find top talent.
If you're entrepreneurial, driven by performance, and excited about unlimited earning potential, we'd love to hear from you.
How to Apply
Send your resume to:
 Careers@DesortStaffing.com
For more information, contact:
 
Laura M.
 
Director of Recruiting
 Laura@DesortStaffing.com
Equal Opportunity Employer
Desort is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.</div></div>

Business Development Executive (Commission-Only | Remote)

SUAVE MGMT

<div>
 
 
 THIS IS A 100% IN-PERSON ROLE IN MIAMI, FL.
 
 
 
 
 
 
 
 This is an entry-level, part-time position, Monday through Friday, approximately 6 hours per day (30 hours per week).
 
 
 
 
 
 
 
 Company Overview:
 
 
 
 SUAVE MGMT is a boutique influencer talent management company based in Miami, FL. SUAVE represents talents exclusively in the home, food, and general lifestyle verticals. SUAVE and its creators are different, inventive, and industry leaders in our respective creative spaces.
 
 
 
 
 
 
 Job Description:
 
 
 
 We are seeking an
 
 entry-level Assistant Talent Manager
 
 to support the daily operations of our Miami office. This role is ideal for someone looking to gain hands-on experience in the talent management, entertainment, or creative industries. The successful candidate will be highly organized, detail-oriented, and eager to grow in a fast-paced, dynamic environment.
 
 
 
 
 
 
 Responsibilities:
 
 
 <ul>
 <li>
 Assist with day-to-day office operations.
 </li>
 <li>
 Schedule and coordinate appointments, meetings, and travel arrangements for executives, employees, and clients.
 </li>
 <li>
 Support onboarding processes for new employees and clients, including orientation prep and paperwork.
 </li>
 <li>
 Act as a liaison between employees, management, and clients to ensure clear communication.
 </li>
 <li>
 Provide administrative support including data entry, document organization, and general office tasks.
 </li>
 <li>
 Help coordinate internal meetings, team events, and company functions.
 </li>
 <li>
 Perform additional duties as needed to support the team.
 </li>
 </ul>
 
 
 
 
 
 Qualifications:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree required.
 </li>
 <li>
 Bilingual preferred.
 </li>
 <li>
 No prior experience required, though experience as a personal assistant, office manager, or administrative assistant is a plus.
 </li>
 <li>
 Strong organizational and time-management skills.
 </li>
 <li>
 Excellent communication and interpersonal abilities.
 </li>
 <li>
 Proficiency in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint).
 </li>
 <li>
 Ability to multitask and remain detail-oriented in a fast-moving environment.
 </li>
 <li>
 MUST be located in Miami.
 </li>
 </ul>
</div>

Entry-Level Assistant Talent Manager

MUSEUM OF ICE CREAM

<div>
 
 Who We Are:
 
 
 
 Museum of Ice Cream is an inclusive &amp; immersive brand, designed to captivate your sweetest fantasy and sugar-filled daydreams online and IRL. At the Museum of Ice Cream, we invite you to believe in the magic of creativity, to remind you that inclusive spaces do exist, and to show you that childlike wonder is worth savoring. In our world, ice cream is the agent of change and the vehicle to ignite the creative spirit that lives in all of us. Fueled by the power of imagination, MOIC is a universe of possibilities with tons of room for you to explore.
 
 
 
 The Flavor Profile:
 
 
 
 Museum of Ice Cream is looking for a Director of Operations, New Museum Openings to lead how we bring new locations to life &mdash; from the moment a lease is signed, through design and build, into opening day and stabilization. This is a hands-on operator role with strong systems orientation. You bring multi-site openings experience and a working knowledge of design, construction, and development, and you partner with those teams from the earliest planning stages to ensure operational considerations are reflected in the build. You own the opening playbook end to end &mdash; readiness, training, SOPs, soft launch, and go-live &mdash; and you hand off cleanly to our Regional Directors of Operations, who carry the business forward into steady-state operations.
 
 
 At your core, you love what this work is for. You believe in play, in human connection, and in hospitality as a craft. You understand that what we build is not just a space &mdash; it is the stage for joy, wonder, and connection to show up every day. You take pride in handing over a new museum that is ready on day one &mdash; staffed, trained, stocked, safe, and operationally sound &mdash; and in turning every lesson learned into a stronger playbook for the next opening. You are equally passionate about systems, processes, and training, and you lead through ambiguity, pressure, and the complexity of an opening period with calm and focus.
 
 
 
 What You Will Do:
 
 
 
 As Director of Operations, New Museum Openings, you will lead the full opening lifecycle of every new MOIC location &mdash; from design-phase partnership through pre-opening readiness, into soft launch, go-live, and stabilization. You will align Development, Design, Construction, Facilities, Supply Chain, People, Training, Marketing, Ticketing, and Finance to deliver openings that are on time, on brand, and operationally ready. You will build and evolve the playbook that makes each opening better than the last and hand each new location off cleanly to the Regional Director of Operations who will carry the business forward.
 
 
 
 Your Day-to-Day:
 
 
 
 
 Design-Phase Operational Partnership (Post Lease Sign through Construction)
 
 
 
 <ul>
 <li>
 Partner with Development, Design, and Construction from lease signing forward to represent operational inputs in the design process &mdash; guest flow, BOH layout, F&amp;B and retail footprints, staffing zones, storage, cleaning paths, accessibility, and life safety
 </li>
 <li>
 Review architectural and design decisions against the labor model and collaborate on capacity, throughput, and safety implications before they are finalized
 </li>
 <li>
 Translate concept and brand intent into practical site-level operating plans that achieve company-wide goals, and establish a repeatable operational design review process so every future opening benefits from the lessons of the last
 
 
 </li>
 </ul>
 
 New Museum Opening Leadership
 
 
 
 <ul>
 <li>
 Own the opening operating plan: timeline, readiness checklist, cross-functional workstreams, escalation paths, soft opening plan, and go-live readiness review
 </li>
 <li>
 Ensure each new location is ready across staffing, training, facilities, BOH, inventory, F&amp;B, retail, ticketing, technology, guest flow, safety, and site leadership &mdash; and prepared to deliver strong guest experience, labor efficiency, cleanliness, revenue execution, and brand standards from day one
 </li>
 <li>
 Lead pre-opening walkthroughs, operational audits, mock service, and soft-launch execution; identify operational risks early and drive them to closure before doors open
 
 
 </li>
 </ul>
 
 People &amp; Training Partnership
 
 
 
 <ul>
 <li>
 Co-own the pre-opening people plan with the People team, Talent Acquisition, and L&amp;D &mdash; leadership hiring profiles, staffing plans, onboarding journeys, training calendars, and certification standards
 </li>
 <li>
 Ensure the GM, AGM, and site leadership team are hired, onboarded, and certified to MOIC standard before go-live
 </li>
 <li>
 Champion a field-first opening culture where the team feels prepared, supported, and equipped to deliver from day one
 
 
 </li>
 </ul>
 
 Stabilization &amp; Handoff to Regional Directors of Operations
 
 
 
 <ul>
 <li>
 Lead the post-opening stabilization window with a clear 30/60/90 plan and agreed-upon exit criteria
 </li>
 <li>
 Partner with the Regional Director of Operations on a clean handoff &mdash; open-issue log, training gaps, SOP variances, performance trajectory &mdash; and remain available to support post-handoff while giving the Regional DO full ownership of the business
 </li>
 <li>
 Track post-handoff performance to validate stabilization quality and feed lessons back into the playbook
 
 
 </li>
 </ul>
 
 Cross-Functional Leadership
 
 
 
 <ul>
 <li>
 Serve as the central operational leader across opening workstreams, aligning Development, Design, Construction, Facilities, Product, Supply Chain, People, Training, Marketing, Ticketing, Finance, and Site Operations
 </li>
 <li>
 Drive clear ownership, timelines, decisions, and accountability across all opening stakeholders &mdash; including readiness with Supply Chain and Retail (product, inventory, equipment, uniforms, BOH workflows) and Ticketing, Marketing, and Revenue (guest flow, capacity, packages, sales channels)
 </li>
 <li>
 Act as a key escalation point for risks to opening quality, timeline, budget, or guest experience
 
 
 </li>
 </ul>
 
 Systems, Playbooks &amp; Continuous Improvement
 
 
 
 <ul>
 <li>
 Build and evolve the MOIC opening playbook &mdash; SOPs, checklists, templates, training frameworks, and readiness scorecards &mdash; with scalable frameworks that make every opening repeatable regardless of city or format
 </li>
 <li>
 Lead post-opening retrospectives and convert lessons into stronger playbooks
 </li>
 <li>
 Partner with HQ Operations and the Regional Directors of Operations so improvements found at opening propagate into the steady-state operating model &mdash; and steady-state learnings flow back into how we open
 
 
 </li>
 </ul>
 
 Key Performance Indictors 2026:
 
 
 
 
 Opening Execution
 
 
 
 <ul>
 <li>
 On-time, on-budget, on-brand openings, measured against the approved opening plan
 </li>
 <li>
 Readiness scorecard at go-live: staffing fill rate, training completion, SOP rollout, BOH/FOH set-up, safety certification
 
 
 </li>
 </ul>
 
 Site Stabilization
 
 
 
 <ul>
 <li>
 Time to hit steady-state KPI targets (NPS, labor %, revenue, customer spend) within the agreed stabilization window
 </li>
 <li>
 Clean handoff to Regional Director of Operations within target window, measured by open-issue count and post-handoff escalations
 
 
 </li>
 </ul>
 
 Systems &amp; Playbook Maturity
 
 
 
 <ul>
 <li>
 Each opening improves the playbook &mdash; measured by playbook updates, SOP coverage, and adoption at the next opening
 </li>
 <li>
 Design-phase operational input adopted into final build documents &mdash; measured by tracked operational changes from design review
 
 
 </li>
 </ul>
 
 Commandments:
 
 
 
 <ul>
 <li>
 Inspires the kid in all of our guests by ensuring opening teams are trained, confident, and ready to deliver the magic on day one
 </li>
 <li>
 Brings an "Anything is Popsicle" mindset to the realities of opening work, where the plan and the day rarely match perfectly
 </li>
 <li>
 Takes initiative to make every opening better than the last
 
 
 </li>
 </ul>
 
 
 The salary range for this role is $160,000 - $180,000 USD dependent on experience, as well as an annual bonus and options. This individual can be located in either New York City, NY, Los Angeles, CA, Las Vegas, NV or Miami, FL.
 
 
 
 
 
 Requirements
 
 
 
 
 The Necessities:
 
 
 
 <ul>
 <li>
 7 to 10+ years of operations experience in multi-site hospitality, entertainment, experiential retail, food and beverage, or high-volume guest-facing environments, with proven end-to-end openings experience (multiple openings strongly preferred)
 </li>
 <li>
 Experience partnering with Development, Design, and Construction teams during the design phase of new locations
 </li>
 <li>
 Demonstrated partnership with People, HR, and Talent functions on hiring, onboarding, and training readiness for new sites
 </li>
 <li>
 Strong field operations background &mdash; you understand how strategy translates into daily execution, with deep working knowledge of staffing, training, guest flow, labor planning, BOH operations, safety, inventory, systems, and site-level readiness
 </li>
 <li>
 A genuine love of play, human connection, and hospitality as a craft &mdash; you see operational excellence as the foundation for guests to experience joy and wonder, not as an end in itself
 </li>
 <li>
 Ability to build clear operating tools, SOPs, launch plans, checklists, and scalable processes, with strong business acumen to assess performance, identify gaps, and drive improvement
 </li>
 <li>
 Calm, hands-on leadership in ambiguity and pressure, with strong written and verbal communication, organization, follow-through, and stakeholder management
 </li>
 <li>
 High ownership mindset with a strong bias toward action and accountability
 </li>
 <li>
 Ability to travel up to 70%, with surge to 85%+ during active opening windows. Temporary relocation may be required during opening periods
 
 
 </li>
 </ul>
 
 Nice-to-Haves:
 
 
 
 <ul>
 <li>
 F&amp;B operations background; experience opening experiential, attractions, or multi-unit consumer brand locations;
 </li>
 <li>
 Bilingual Spanish
 </li>
 <li>
 Tools: Slack, Google Suite, and ADP
 </li>
 <li>
 A love of ice cream for breakfast, lunch, and dinner
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 <ul>
 <li>
 50% off retail products
 </li>
 <li>
 401(k)
 </li>
 <li>
 Dental insurance
 </li>
 <li>
 Health insurance
 </li>
 <li>
 Vision insurance
 </li>
 <li>
 Paid time off
 </li>
 <li>
 Ability to advance within the organization
 </li>
 <li>
 Stock options
 </li>
 <li>
 PTO
 
 
 </li>
 </ul>
 
 Museum of Ice Cream is an equal opportunity employer and we value diversity at our company. We do not discriminate on the basis of race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, veteran status, or any other status protected by applicable federal, state, or local law
 
</div>

Director of Operations, New Museum Openings

<div>
 
 GLD sits at the intersection of sport, music, and culture. Over the past decade, the brand has built a strong following through athlete partnerships, limited-edition drops, and culturally resonant collaborations across basketball, baseball, football, and music. As we evolve into a more integrated, content-first organization, we are looking for a Head of Content to lead the next era of storytelling, creative execution, and content orchestration across the brand.
 
 
 
 
 
 GLD is seeking a culturally fluent, highly creative, operationally strong Head of Content to lead our content ecosystem across social, paid, owned, retail, wholesale, partnerships, and brand campaigns.
 
 
 This role is equal parts:
 
 <ul>
 <li>
 creative leader,
 </li>
 <li>
 content strategist,
 </li>
 <li>
 producer,
 </li>
 <li>
 storyteller,
 </li>
 <li>
 operator,
 </li>
 <li>
 and trend translator
 </li>
 </ul>
 
 
 
 
 The ideal candidate is a true &ldquo;Swiss army knife&rdquo; and someone who understands how to concept, produce, package, distribute, optimize, and scale content across all major platforms while managing a high-performing creative/content team.
 
 
 
 
 
 
 This leader will oversee:
 
 
 
 &middot; Sr Social Media
 
 
 &middot; Art Direction
 
 
 &middot; Copywriting
 
 
 &middot; Content Production
 
 
 &middot; Organic Content Strategy
 
 
 &middot; Paid Social Content
 
 
 &middot; Creator/Influencer Content Integration
 
 
 &middot; Platform Storytelling
 
 
 &middot; Content Operations &amp; Production
 
 
 
 
 
 
 They will partner closely with:
 
 
 
 &middot; Integrated Marketing
 
 
 &middot; Creative
 
 
 &middot; Performance Marketing
 
 
 &middot; Licensed Sports &amp; Partnerships
 
 
 &middot; Wholesale Marketing
 
 
 &middot; Brand Partnerships
 
 
 &middot; Influencer/Creator
 
 
 &middot; E-commerce
 
 
 &middot; PR &amp; Communications
 
 
 This role will help shape GLD into a true content engine; one capable of creating culturally relevant stories that drive awareness, engagement, brand heat, and conversion.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 Content Strategy &amp; Storytelling
 
 
 &middot; Lead GLD&rsquo;s overarching content strategy across all major consumer touchpoints
 
 
 &middot; Develop platform-native storytelling strategies across:
 
 
 o Instagram
 
 
 o TikTok
 
 
 o YouTube
 
 
 o Snapchat
 
 
 o Pinterest
 
 
 o OTT/TV/Linear
 
 
 o Emerging platforms
 
 
 
 
 
 
 Build content systems that balance:
 
 
 
 o brand storytelling,
 
 
 o cultural relevance,
 
 
 o product storytelling,
 
 
 o community engagement,
 
 
 o and performance marketing objectives
 
 
 &middot; Translate key cultural moments into scalable content opportunities
 
 
 &middot; Partner with Integrated Marketing to align content calendars with launches, partnerships, campaigns, retail activations, sports moments, and wholesale initiatives
 
 
 
 
 
 
 Creative &amp; Production Leadership
 
 
 
 &middot; Oversee end-to-end content production including:
 
 
 o photoshoots
 
 
 o video shoots
 
 
 o social-first capture
 
 
 o behind-the-scenes content
 
 
 o creator content
 
 
 o athlete/influencer shoots
 
 
 o event coverage
 
 
 &middot; Ensure all content feels elevated, premium, culturally relevant, and platform-native
 
 
 &middot; Direct fast-moving real-time content opportunities around:
 
 
 o sports
 
 
 o music
 
 
 o entertainment
 
 
 o fashion
 
 
 o creator/influencer moments
 
 
 &middot; Collaborate with Art Director and Copywriter to ensure a cohesive visual and verbal identity
 
 
 &middot; Manage production budgets, timelines, workflows, and external production partners/freelancers
 
 
 
 
 
 
 Social &amp; Platform Growth
 
 
 
 &middot; Lead the evolution of GLD&rsquo;s social presence; including product-focused and culture-led storytelling
 
 
 &middot; Understand the nuances of platform algorithms, engagement mechanics, trends, and audience behaviors
 
 
 &middot; Develop content frameworks optimized for:
 
 
 o engagement
 
 
 o discovery
 
 
 o sharing
 
 
 o retention
 
 
 o conversion
 
 
 
 &middot; Partner with Performance Marketing to develop content that works across:
 
 
 
 o paid social
 
 
 o new customer/prospecting
 
 
 o retargeting
 
 
 o creator whitelisting
 
 
 o growth campaigns
 
 
 &middot; Drive experimentation across new formats, emerging platforms, AI-enabled content tools, and evolving consumer behaviors
 
 
 
 
 
 
 Licensed Sports, Retail &amp; Partnership Content
 
 
 
 &middot; Partner closely with the Licensed Sports &amp; Wholesale Partnerships teams to build scalable content programs around:
 
 
 o NFL
 
 
 o NBA
 
 
 o MLB
 
 
 o NCAA
 
 
 o WNBA
 
 
 o athlete partnerships
 
 
 o retail activations
 
 
 o wholesale launches
 
 
 
 
 
 
 Develop content strategies supporting key wholesale partners:
 
 
 
 o Foot Locker
 
 
 o Fanatics
 
 
 o Lids
 
 
 o Misc key retail partners
 
 
 
 
 
 
 Build culturally relevant storytelling around major tentpole moments including:
 
 
 
 o Super Bowl
 
 
 o NBA All-Star
 
 
 o NFL/NBA Draft
 
 
 o Coachella
 
 
 o Rolling Loud
 
 
 o World Cup
 
 
 o Festival season
 
 
 o Key gifting moments: Dad&rsquo;s/grads, Mother&rsquo;s Day, V&rsquo;Day + Holiday
 
 
 &middot; Ensure retail, partnership, and licensed content feels premium, fashion-forward, and differentiated from traditional sports merchandising
 
 
 
 
 
 
 Team Leadership
 
 
 
 &middot; Lead and mentor:
 
 
 o Social Manager
 
 
 o Creative Producer
 
 
 o Art Director
 
 
 o Copywriter
 
 
 o Freelancers/agencies/production partners
 
 
 &middot; Build a high-performance, highly collaborative content culture
 
 
 &middot; Establish content workflows, approval systems, briefing structures, and production processes
 
 
 &middot; Help evolve the organization from reactive/startup execution into a more strategic, orchestrated content operation
 
 
 
 
 
 
 What You Bring
 
 
 
 &middot; 8-12+ years of experience in content, creative, social, or brand storytelling roles
 
 
 &middot; Experience leading content for fashion, streetwear, sportswear, jewelry, lifestyle, music, or culture-driven brands
 
 
 
 
 
 
 Deep understanding of:
 
 
 <ul>
 <li>
 social-first storytelling
 </li>
 <li>
 production
 </li>
 <li>
 creator ecosystems
 </li>
 <li>
 performance content
 </li>
 <li>
 digital culture
 </li>
 <li>
 Proven ability to lead both high-level strategy and hands-on execution
 </li>
 <li>
 Strong understanding of paid + organic content ecosystems
 </li>
 <li>
 Experience managing creative teams and production workflows
 </li>
 <li>
 Strong taste level and instinct for culture, fashion, sport, music, and internet behavior
 </li>
 <li>
 Ability to move with agility and roll-up your sleeves while maintaining strong creative standards
 </li>
 <li>
 Comfortable operating in a fast-paced, entrepreneurial environment
 </li>
 <li>
 Miami-based or willing to relocate
 </li>
 </ul>
</div>

Head of Content

Sam's Club

<div><h2 class="jobSectionHeader">Position Summary...</h2>
As a Tire and Battery Center Services Lead you will drive member service in your area and supervise your team of hourly associates to deliver safe and efficient services. You will model expertise in Tire and Battery Center and work collaboratively with other team leaders to ensure the total club meets the member&rsquo;s expectations.<h2 class="jobSectionHeader">
What you'll do...</h2>
Be a Team Leader Supervises the team within the Tire and Battery Center to deliver on the business plan and contribute to the overall success of the club Communicates the goals of the department sets guidelines and expectations for tire and battery service executes company programs adheres to policies and is an advocate for the member the associate and the company 
Be an Expert Maintains an indepth knowledge of business on the floor safety and compliance protocols tire and battery service standards equipment operations TPMS Tire and pressure monitoring systems tire recalls product specifications and seasonality to ensure the team performs their daily processes consistently Shares knowledge and trains the team Ensures the team possesses knowledge of new products and new technologies related to the business and that they are equipped with what they need to do their job effectively Leverages learning resources and attends training conferences to drive continuous improvement 
Be a Techie Leverages digital tools to plan for and drive sales improve the service experience and elevate associate engagement Utilizes hand held technology to make immediate business decisions related to services safety alerts new product information product application and training Be an early adopter of new tools and encourages others to use them 
Be an Owner Drives the business results ensures commitment to operational excellence maintains a neat clean and safe work area for the team and the members Ensures proactive planning orders equipment tools and supplies as needed while being cognizant of expense controls tracks and monitors returns and special orders assists in staffing and scheduling operates cash registers processes transactions and works handson in the physical area when required to support member service Maintains accurate inventory audit safety and compliance standards completes paperwork logs and other required documentation and models a commitment to member service 
Be a Talent Ambassador Trains and teaches the team to be highly effective monitors associates to complete elearnings and trainings ontime Identifies the potential and desire in others provides and develops necessary skill set for the team to deliver high quality services to the members Encourages career growth for all associates and sources new talent internally and externally to work on the team 
Develops communicates and implements processes and practices to meet business needs by collaborating with managers coworkers customers and other business partners analyzing and applying information from multiple sources monitoring progress and results and identifying and addressing improvement opportunities 
Demonstrates promotes and supports compliance with company policies procedures and standards of ethics and integrity by explaining guiding and demonstrating how to apply these in executing business processes and practices implementing related action plans using the Open Door Policy: and assisting management with correcting ethical and compliance issues and problems 
Leads and participates in teams by using and sharing resources information and tools determining customer needs and business priorities coordinating and executing work assignments providing advice feedback and support to ensure timelines and work quality are achieved and modeling and helping others with how to adapt to change or new challenges 
 
Respect the Individual: Embraces differences in people cultures ideas and experiences creates a workplace where associates feel seen supported and connected through a culture of belonging creates opportunities for all associates to thrive and perform helps to attract the best talent 
 
Respect the Individual: Works as a team builds strong and trusting relationships communicates with impact energy and positivity to motivate and influence 
 
Respect the Individual: Strengthens the team by helping developing and mentoring others recognizes others contributions and accomplishments 
 
Act with Integrity: Maintains and promotes the highest standards of integrity ethics and compliance models the Walmart values to support and foster our culture holds oneself and others accountable supports Walmarts goal of becoming a regenerative company by making a positive impact for associates customers members and the world around us 
 
Act with Integrity: Acts in a selfless manner and is consistently humble selfaware honest fair and transparent 
 
Serve our Customers and Members Delivers results while putting the customer first 
 
Serve our Customers and Members Makes decisions based reliable information balances short and longterm priorities and considers how own work impacts the teams ability to deliver on our purpose for all stakeholders 
 
Strive for Excellence: Displays curiosity and a desire to learn takes calculated risks and demonstrates courage and resilience 
 
Strive for Excellence: Drives continuous improvements is open to and uses new technologies and skills and supports others through change 
At Sam's Club, we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind, body, and wallet!
<ul><li>Health benefits include medical, vision and dental coverage</li><li>Financial benefits include 401(k), stock purchase and company-paid life insurance</li><li>Paid time off benefits include PTO, parental leave, family care leave, bereavement, jury duty, and voting. You will also receive PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes. The amount you receive depends on your job classification and length of employment. It will meet or exceed the requirements of paid sick leave laws, where applicable. For information about PTO, see https://one.walmart.com/notices.</li><li>Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.</li></ul>
Live Better U is a company paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities. Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates. Tuition, books, and fees are completely paid for by Walmart.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms. For information about benefits and eligibility, see One.Walmart at https://bit.ly/3iOOb1J.
The hourly wage range for this position is $23.00 to $31.00* 
<ul><li>The actual hourly rate will equal or exceed the required minimum wage applicable to the job location.</li></ul>
Additional compensation in the form of premiums may be paid in amounts ranging from $0.35 per hour to $3.00 per hour in specific circumstances. Premiums may be based on schedule, facility, season, or specific work performed. Multiple premiums may apply if applicable criteria are met.<h2 class="jobSectionHeader">
Minimum Qualifications...</h2>
Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Minimum Qualifications6 months supervisory experience or 6 months experience in automotive industry. 
I acknowledge that the position for which I am applying requires me to successfully complete all job required trainings and assessments within a prescribed time period if I receive the position. 
Must be 18 years of age or older<h2 class="jobSectionHeader">
Preferred Qualifications...</h2>
Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.
Supervisory experience, Tire Industry
Tire Industry Certification - Certificate<h2 class="jobSectionHeader">
Primary Location...</h2>
8425 NW 13TH TER, MIAMI, FL 33126-1509, United States of America
Walmart and its subsidiaries are committed to maintaining a drug-free workplace and has a no tolerance policy regarding the use of illegal drugs and alcohol on the job. This policy applies to all employees and aims to create a safe and productive work environment.</div>

(USA) Tire and Battery Center Team Leader

Carnival Cruise Line

<div>
 We are seeking a forward thinking and results driven Manager, Strategic Sourcing &amp; Planning to As a Crew Scheduling Coordinator, you will be responsible for managing and optimizing the allocation of human resources within an organization. Your primary objective will be to ensure that the right number of employees, with the right skills, are available at the right times to meet operational needs and achieve business goals. You will utilize data analysis, forecasting techniques, and workforce management tools to develop efficient staffing plans and strategies for all seagoing Hotel, Deck and/or Engine. Position works constantly with Shipboard Workforce planners to ensure short-term planning are aligned. Closely collaborates with shipboard and shoreside leadership teams to ensure the vessel is always manned with the appropriate talent required to run the onboard Hotel, Deck and/or Engine operation. Collaborates with department management on core team schedules. This position is also responsible for maintaining employee records in CPS, working closely with onboarding and travel team. You must be diligent and proactive, ensuring that manning shortage does not occur and if it does it is quickly resolved. S/he should be able to learn and utilize systems as well as stay current with system enhancements while actively contributing to develop new tools to optimize efficiency of workforce planning.
 
 
 
 Essential Functions:
 
 
 
 <ul>
 <li>
 Workforce planning: Develop comprehensive workforce plans that align with organizational goals and objectives. Maintain required manning levels fleet wide. Closely liaises the Hotel, Deck and/or Engine department managers to review core team schedules. Review crew rotations each day and make adjustments as needed, taking into consideration requests submitted by team members on board and off board
 </li>
 <li>
 Data Analysis: Collect, analyze, and interpret workforce data including historical trends, turnover rates, productivity metrics, and future projections. Utilize statistical models and forecasting techniques to predict staffing needs and identify potential gaps or surpluses. Ensure that all data related to crew assignments is kept up to date and accurate.
 </li>
 <li>
 Resource Allocation: Determine optimal staffing levels for different departments and job roles based on budget constraints and business priorities. Make recommendations for reallocating resources as needed.
 </li>
 <li>
 Special projects/Dry Docks/ Startups: Collaborate with departments and schedule additional crew members based on project needs. Communicate with crew and onboarding team to ensure any additional required documentation is up to date.
 </li>
 <li>
 Compliance: Stay informed about relevant regulations, legal requirements and industry standards related to workforce management. Work closely with onboarding team/recruiters to ensure all newly hired and returning team members are in possession of the required documentation to join their assigned vessels, such as travel documentation, visas, medicals, trainings, licenses etc. Liaise with the travel department in Miami/offshore to arrange for joining flights in accordance with company policies.
 </li>
 <li>
 Communication: Maintain effective communication with shipboard and shoreside teams, onboarding team and team members, responding to emails in timely manner.
 </li>
 <li>
 Continuous Improvement: Monitor workforce performance metrics and evaluate the effectiveness of staffing plans and scheduling strategies. Identify areas for improvement and implement process enhancements to optimize workforce utilization and productivity.
 
 
 </li>
 </ul>
 
 Knowledge, Skills &amp; Abilities:
 
 
 
 <ul>
 <li>
 Strong analytical and problem-solving skills with the ability to interpret complex data and make data-driven decisions. Excellent communication and interpersonal skills, with the ability to collaborate effectively across departments and influence stakeholders at all levels. Proficiency in data analysis tools, such as Excel. Experience with workforce management software and scheduling systems is a plus. Demonstrated ability to work collaboratively with team members in a demanding, high-stress environment.
 </li>
 <li>
 Proficiency with Microsoft Outlook, Word &amp; Excel.
 </li>
 <li>
 In addition to other duties/functions, this position requires full commitment and support for promoting ethical and compliant culture. More specifically, this position requires integrity, honesty, and respectful treatment of others, as well as a willingness to speak up when they see misconduct or have concerns.
 
 
 </li>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Associate&rsquo;s degree required. Bachelor&rsquo;s degree preferred.
 </li>
 <li>
 3+ years of customer service and/or logistical experience required
 </li>
 <li>
 Previous crew scheduling or cruise experience preferred
 
 
 </li>
 </ul>
 Travel: No travel
 
 
 Work Conditions: Work primarily in a climate-controlled environment with minimal safety/health hazard potential.
 
 
 Physical Demands: Must be able to remain in a stationary position at a desk and/or computer for extended periods of time.
 
 
 This position is classified as &ldquo;remote.&rdquo; As a remote role, it allows employees to work full-time from their home. It may also require regular travel to Carnival headquarters in Miami, FL for in-office collaboration. Sourcing of candidates is primarily done in Carnival&rsquo;s remote hubs of Orlando, Tampa, Atlanta, Houston, and Dallas. If the search is extended past those areas, candidates must be located in one of the following U.S. states: FL, GA, TX and NC
 
 
 Offers to selected candidates will be made on a fair and equitable basis, taking into account specific job-related skills and experience.
 
 
 At Carnival, your total rewards package is much more than your base salary. All non-sales roles participate in an annual cash bonus program, while sales roles have an incentive plan. Director and above roles may also be eligible to participate in Carnival&rsquo;s discretionary equity incentive plan. Plus, Carnival provides comprehensive and innovative benefits to meet your needs, including:
 
 
 <ul>
 <li>
 Health Benefits:
 </li>
 <ul>
 <li>
 Cost-effective medical, dental and vision plans
 </li>
 <li>
 Employee Assistance Program and other mental health resources
 </li>
 <li>
 Additional programs include company paid term life insurance and disability coverage
 </li>
 </ul>
 <li>
 Financial Benefits:
 </li>
 <ul>
 <li>
 401(k) plan that includes a company match
 </li>
 <li>
 Employee Stock Purchase plan
 </li>
 </ul>
 <li>
 Paid Time Off
 </li>
 <ul>
 <li>
 Holidays &ndash; All full-time and part-time with benefits employees receive days off for 8 company-wide holidays, plus 2 additional floating holidays to be taken at the employee&rsquo;s discretion.
 </li>
 <li>
 Vacation Time &ndash; All full-time employees at the manager and below level start with 14 days/year; director and above level start with 19 days/year.  Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 84 hours/year.  All employees gain additional vacation time with further tenure.
 </li>
 <li>
 Sick Time &ndash; All full-time employees receive 80 hours of sick time each year.  Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 60 hours each year.
 </li>
 </ul>
 <li>
 Other Benefits
 </li>
 <ul>
 <li>
 Complementary stand-by cruises, employee discounts on confirmed cruises, plus special rates for family and friends
 </li>
 <li>
 Personal and professional learning and development resources including tuition reimbursement
 </li>
 <li>
 On-site Fitness center at our Miami campus
 
 </li>
 </ul>
 </ul>
 #CCL
 
 
 Remote
 
 
 
 About Us
 
 
 
 At Carnival Cruise Line, our mission is to consistently deliver safe, fun, and memorable vacations at a great value. As the world&rsquo;s most popular cruise line, we offer a variety of unique experiences across our fleet, ensuring that every voyage is filled with excitement and discovery. From world-class entertainment and dining to exploring stunning destinations, we create lasting memories for our guests while maintaining a dedication to the places we visit and the lives we touch.
 
 
 Join us and embark on a career that offers not only the chance to grow professionally but also the opportunity to be part of a global community that makes a difference.
 
 
 In addition to other duties/functions, this position requires full commitment and support for promoting ethical and compliant culture. More specifically, this position requires integrity, honesty, and respectful treatment of others, as well as a willingness to speak up when they see misconduct or have concerns.
 
 
 Carnival Corporation &amp; plc and Carnival Cruise Line is an equal employment opportunity/affirmative action employer. In this regard, it does not discriminate against any qualified individual on the basis of sex, race, color, national origin, religion, sexual orientation, age, marital status, mental, physical or sensory disability, or any other classification protected by applicable local, state, federal, and/or international law.
 
 
 https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/eppac.pdf
 
 
 https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fmlaen.pdf
 
 
</div>

Coordinator, Crew Scheduling

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