employee experience manager

Weiss Asset Management

<div>
 <p>
  Weiss Asset Management (WAM), a Boston-based investment firm, is seeking an Office Manager to join a dynamic team and work at the intersection of office operations and employee experience. Successful applicants will be creative problem-solvers and self-starters willing to contribute to all aspects of the firm. We are looking for someone with a strong work ethic, excellent communication and organizational skills, and a sharp eye for detail.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Previous experience in customer service or hospitality is required. The ideal candidate will bring prior experience managing office operations and employee-facing initiatives, take pride in maintaining a high-quality employee experience, and uphold an organized and welcoming office environment.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Responsibilities:
  </strong>
 </p>
 <ul>
  <li>
   Manage office processes and services, including space planning, maintenance, and day-to-day relationships with vendors and building management.
  </li>
  <li>
   Own and execute employee experience programs and initiatives that enhance the overall work environment and support employee engagement.
  </li>
  <li>
   Maintain a tidy and organized office space by personally managing and executing essential upkeep tasks.
  </li>
  <li>
   Greet clients and visitors by providing front-office hospitality services and answering all incoming company requests.
  </li>
  <li>
   Plan and manage employee events and activities that build morale, foster teamwork, and recognize achievements.
  </li>
  <li>
   Design and administer employee surveys and feedback mechanisms to assess employee experience and surface areas for improvement.
  </li>
  <li>
   Assess and refine employee experience initiatives, office management processes, and related policies to ensure they continue to meet the needs of employees and the firm.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Base Salary:
  </strong>
  $85k-$110k per year, depending on experience. Actual offer will reflect your specific skills, years of relevant experience, and fit for the role. It is unlikely that all new hires will start at the top of this range.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   About the Company:
  </strong>
 </p>
 <p>
  For over 30 years, Weiss Asset Management has developed proprietary value-based investment strategies designed to deliver high risk-adjusted returns to our investors, who include charitable foundations, pension plans, endowments, hospitals, government entities and private investors. We manage approximately $4 billion across hedge funds and institutional accounts. We work collaboratively to solve problems, and to identify undervalued assets through deep fundamental research, statistical analysis and an analytically rigorous approach to decision making. Above all else, we value integrity, uncompromising rationality, creativity and entrepreneurship, and continuous learning and improvement.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Our team of over 120 individuals is the engine of our success, and we welcome truly exceptional candidates from all backgrounds.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <em>
   WAM is a fit for you if
  </em>
  :
 </p>
 <ul>
  <li>
   You enjoy a collaborative environment, where decisions are made in diverse teams. At WAM, all employees can expect to work directly with members of other departments representing a range of backgrounds.
  </li>
  <li>
   You work well in a flat structure and are comfortable voicing dissenting opinion. Talent and work ethic will dictate what you can achieve at WAM, as evidenced by the fact that our president and the majority of our managing directors began their careers here as interns.
  </li>
  <li>
   You are driven to constantly learn, improve, and make rational decisions based in fact and data, and you welcome receiving feedback as well as sharing knowledge with others.
  </li>
  <li>
   You prioritize acting ethically in all situations.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  WAM is an equal opportunity employer. Women, minorities, people with disabilities, and veterans are encouraged to apply.
 </p>
</div>


Office Manager

Glean

<div>
 <strong>
  About Glean
  <br/>
  <br/>
 </strong>
 Glean is the Work AI platform that helps everyone work smarter with AI. What began as the industry&rsquo;s most advanced enterprise search has evolved into a full-scale Work AI ecosystem, powering intelligent Search, an AI Assistant, and scalable AI agents on one secure, open platform. With over 100 enterprise SaaS connectors, flexible LLM choice, and robust APIs, Glean gives organizations the infrastructure to govern, scale, and customize AI across their entire business - without vendor lock-in or costly implementation cycles.
 <br/>
 <br/>
 At its core, Glean is redefining how enterprises find, use, and act on knowledge. Its Enterprise Graph and Personal Knowledge Graph map the relationships between people, content, and activity, delivering deeply personalized, context-aware responses for every employee. This foundation powers Glean&rsquo;s agentic capabilities - AI agents that automate real work across teams by accessing the industry&rsquo;s broadest range of data: enterprise and world, structured and unstructured, historical and real-time. The result: measurable business impact through faster onboarding, hours of productivity gained each week, and smarter, safer decisions at every level.
 <br/>
 <br/>
 Recognized by Fast Company as one of the World&rsquo;s Most Innovative Companies (Top 10, 2025), by CNBC&rsquo;s Disruptor 50, Bloomberg&rsquo;s AI Startups to Watch (2026), Forbes AI 50, and Gartner&rsquo;s Tech Innovators in Agentic AI, Glean continues to accelerate its global impact. With customers across 50+ industries and 1,000+ employees in more than 25 countries, we&rsquo;re helping the world&rsquo;s largest organizations make every employee AI-fluent, and turning the superintelligent enterprise from concept into reality.
 <br/>
 <br/>
 If you&rsquo;re excited to shape how the world works, you&rsquo;ll help build systems used daily across Microsoft Teams, Zoom, ServiceNow, Zendesk, GitHub, and many more - deeply embedded where people get things done. You&rsquo;ll ship agentic capabilities on an open, extensible stack, with the craft and care required for enterprise trust, as we bring Work AI to every employee, in every company.
 <br/>
 <br/>
 <strong>
  About The Role
  <br/>
  <br/>
 </strong>
 Glean is seeking an Onboarding &amp; Training Lead to build and run a high-touch, scalable onboarding experience for new hires globally. In this role, you&rsquo;ll own the end-to-end new hire journey&mdash;from pre-boarding through the first 90 days&mdash;designing programs that are engaging, community-building, and tightly connected to our culture and ways of working. You&rsquo;ll also drive lightweight training initiatives, with a particular focus on manager enablement and core skills training, partnering closely with HRBPs, Recruiting, Workplace, and functional leaders to ensure new hires and managers have the tools, training, and clarity they need to be successful.
 <br/>
 <br/>
 <strong>
  You Will
 </strong>
 <br/>
 <br/>
 <ul>
  <li>
   Design and run new hire onboarding
  </li>
  <ul>
   <li>
    Own the company-wide onboarding strategy and calendar- from pre-boarding communications through day 1, week 1, and 30/60/90-day milestones for new hires globally.
   </li>
   <li>
    Elevate our in-person and hybrid onboarding experience, ensuring new hires feel welcomed, informed, and connected, whether they&rsquo;re joining an office hub or remotely.
   </li>
   <li>
    Facilitate live onboarding sessions (e.g., company overview, culture and values, tools and systems, &ldquo;how we work&rdquo; norms) and coordinate guest speakers from across the business.
   </li>
  </ul>
  <li>
   Drive follow-up touchpoints and community
  </li>
  <ul>
   <li>
    Implement structured 30/60/90-day touchpoints, including checklists, surveys, and manager prompts to ensure new hires are ramping effectively and have what they need to succeed.
   </li>
   <li>
    Stand up lightweight new hire communities (e.g., cohorts, buddy programs, new-hire office hours) and recurring connection points such as welcome events or new hire happy hours.
   </li>
   <li>
    Partner with Workplace and local office leads to ensure physical space, events, and onsite experiences reinforce a positive onboarding journey.
   </li>
  </ul>
  <li>
   Lead lightweight L&amp;D and manager enablement
  </li>
  <ul>
   <li>
    Coordinate and run monthly manager meetings and enablement sessions on core topics such as performance, feedback, 1:1s, and onboarding best practices.
   </li>
   <li>
    Curate and maintain a self-serve learning library (playbooks, templates, checklists, videos) for managers and new hires, leveraging tools like Glean, LinkedIn Learning, and internal documentation.
   </li>
   <li>
    Partner with functional enablement teams (e.g., Sales Enablement) to extend relevant role-based onboarding content into the company-wide experience where appropriate.
   </li>
  </ul>
  <li>
   Measure, improve, and report on impact
  </li>
  <ul>
   <li>
    Define and track key onboarding and learning metrics, such as time-to-productivity, new hire satisfaction in the first 90 days, and manager feedback on readiness.
   </li>
   <li>
    Use data and qualitative feedback to continuously iterate on programs, content, and delivery, ensuring we stay aligned with business needs and employee expectations.
   </li>
   <li>
    Partner with People Analytics and Systems teams to build simple dashboards or recurring reports that give leaders visibility into onboarding health and trends.
   </li>
  </ul>
  <li>
   Program operations and cross-functional partnership
  </li>
  <ul>
   <li>
    Own the operational backbone of onboarding: schedules, comms, registration flows, documentation, and internal FAQs, in partnership with HR Ops, IT, Workplace, and Recruiting.
   </li>
   <li>
    Ensure smooth handoffs between Recruiting, HR, IT, and managers so that laptops, access, workspace, and key systems are ready for new hires on day one.
   </li>
   <li>
    Maintain clear, accessible documentation for all onboarding and core learning programs, including process maps, facilitator guides, and participant materials.
    <br/>
   </li>
  </ul>
 </ul>
 <strong>
  About You
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   4+ years of experience in HR, People Ops, L&amp;D, or Employee Experience, with a strong focus on new hire onboarding, program management, or internal training in high-growth environments.
  </li>
  <li>
   Proven ability to design and run scalable programs end-to-end - from needs assessment and content design to facilitation, measurement, and iteration.
  </li>
  <li>
   Comfortable facilitating live sessions (virtual and in-person) with groups of managers and new hires; you bring energy, clarity, and structure to every session.
  </li>
  <li>
   Data-informed and operationally minded - you use metrics, surveys, and feedback to decide where to focus and how to improve.
  </li>
  <li>
   Strong cross-functional collaborator who can partner with HRBPs, Recruiting, Workplace, IT, and business leaders and influence without formal authority.
  </li>
  <li>
   Excellent written and verbal communication skills; able to translate complex information into simple, actionable guidance for new hires and managers.
  </li>
  <li>
   Comfortable in a fast-paced, ambiguous environment; you enjoy building, iterating, and improving as the company grows.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Location:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   This role is hybrid (4 days a week in our SF Bay Area offices)
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Compensation &amp; Benefits
  <br/>
  <br/>
 </strong>
 The standard base salary range for this position is $140,000 - $155,000 annually. Compensation offered will be determined by factors such as location, level, job-related knowledge, skills, and experience. Certain roles may be eligible for variable compensation, equity, and benefits.
 <br/>
 <br/>
 We offer a comprehensive benefits package including competitive compensation, Medical, Vision, and Dental coverage, generous time-off policy, and the opportunity to contribute to your 401k plan to support your long-term goals. When you join, you'll receive a home office improvement stipend, as well as an annual education and wellness stipends to support your growth and wellbeing. We foster a vibrant company culture through regular events, and provide healthy lunches daily to keep you fueled and focused.
 <br/>
 <br/>
 We are a diverse bunch of people and we want to continue to attract and retain a diverse range of people into our organization. We're committed to an inclusive and diverse company. We do not discriminate based on gender, ethnicity, sexual orientation, religion, civil or family status, age, disability, or race.
 <br/>
 <br/>
</div>


Onboarding & Training Lead

Strategic Association Management

<div><p><b>Are you an organized, people-centered operations professional who thrives in environments where clarity, consistency, and culture matter? Strategic Association Management (SAM) is seeking a HR &amp; People Operations Manager to help deliver a seamless, values-aligned employee experience across the organization.</b></p><p>
In this role, you will serve as the operational backbone of SAM's People &amp; Culture function. This role is responsible for executing HR processes, managing systems, coordinating benefits and performance workflows, and supporting organization-wide engagement efforts. This position ensures SAM's people operations run smoothly while partnering closely with our President &amp; CXO and our outsourced HR Advisor, who provides HR strategic oversight, compliance and risk guidance.</p><p>
The ideal candidate is a detail-driven, relationship-oriented professional who brings clarity, consistency, and a warm presence to the employee experience. If you excel at building structure, coordinating details, and supporting a positive workplace culture, this role offers an opportunity to make a significant impact at a growing, mission-driven company.</p><p><b>
JOB TITLE: </b>HR &amp; People Operations Manager</p><p><b>
SALARY RANGE: </b>$60,000-$73,000</p><p><b>
FLSA STATUS: </b>Exempt</p><p><b>
REPORTS TO: </b>Head of People &amp; Culture (President &amp; CXO)</p><p><b>
LOCATION: </b>Hybrid (Austin area required for in-person onboarding and culture initiatives)</p><h1 class="jobSectionHeader"><b>
ESSENTIAL DUTIES &amp; RESPONSIBILITIES</b></h1><h2 class="jobSectionHeader"><b>
HR Operations &amp; Systems</b></h2><ul><li>
Create, maintain and organize HR workflows, checklists, templates, forms, and process documentation</li><li>
Maintain the HRIS, ATS and other employee records, templates, and process documentation</li></ul><h2 class="jobSectionHeader"><b>
Talent Acquisition Support
</b></h2><ul><li>Manage the operational aspects of recruiting, including posting roles, facilitating candidate communications, scheduling interviews, and supporting managers in moving candidates through the hiring process</li><li>
Support hiring managers by ensuring they have clear guidance, consistent templates, and reliable timelines</li><li>
Prepare offer letters, onboarding packets, and administrative HR documents</li></ul><h2 class="jobSectionHeader"><b>
Onboarding &amp; Offboarding (In-Person Required)</b></h2><ul><li>
Lead new employee onboarding and organize team members to facilitate 30/60/90-day milestones</li><li>
Work with Office Operations Specialist to coordinate technology, access, equipment, and communications for new hires</li><li>
Manage offboarding process including communication, documentation, and access removal</li></ul><h2 class="jobSectionHeader"><b>
Employee Support</b></h2><ul><li>
Initial point of contact for day-to-day employee support (policies, benefits, employee relations)</li><li>
Administer company-wide PTO process</li><li>
Manage non-exempt employee time tracking and overtime process</li><li>
Provide support for internal and external professional development logistics</li><li>
Facilitate remote employee processes (policies, travel)
</li><li>Coordinate companywide communications plan around new hires, promotions, terminations</li></ul><h2 class="jobSectionHeader"><b>
Benefits &amp; Total Rewards Administration</b></h2><ul><li>
Coordinate day-to-day benefits administration, provide enrollment support, and respond to routine employee questions</li><li>
Facilitate engagement with the Total Rewards incentives promotion, implementation and tracking</li><li>
Communicate and ensure payroll updates tied to benefits, compensation, and employment status are complete</li><li>
Support open enrollment and new hire enrollment logistics in benefit plans</li><li>
Assist HR Advisor in management of relationships with external benefit brokers and providers (Insurance, 401K, etc.)</li></ul><h2 class="jobSectionHeader"><b>
Performance &amp; Development Support (Administrative)</b></h2><ul><li>
Coordinate the logistical aspects of Quarterly Conversations and Annual Review cycles, including scheduling reminders, ensuring documentation is completed, and tracking follow-up items</li><li>
Support administration of KSA assessments and upkeep of performance-related templates and forms</li><li>
Prepare materials, slides, communications, and attendance tracking for manager and staff training sessions</li><li>
Maintain organized records of training participation, certifications, awards and identified development areas</li></ul><h2 class="jobSectionHeader"><b>
Culture, Engagement &amp; Internal Communications
</b></h2><ul><li>Facilitate coordination and logistics for company engagement and culture building activities - staff events, retreats, social activities, recognition programs, and community impact activities</li><li>
Coordinate employee surveys and support follow-up tracking and communications</li></ul><h2 class="jobSectionHeader"><b>
Policy &amp; Process Adherence</b></h2><ul><li>
Maintain SAM's internal HR process documentation and ensure alignment with the SAM Employee Handbook</li><li>
Implement and communicate policy updates provided by the outsourced HR Advisor</li><li>
Track compliance-related internal actions such as acknowledgements</li></ul><h2 class="jobSectionHeader"><b>
Collaboration with Outsourced HR Advisor</b></h2><ul><li>
Partner with the advisor on compliance updates, policy revisions, sensitive employee issues, and benefits or compensation guidance</li><li>
Implement advisor-recommended changes into SAM systems, templates, and workflows</li><li>
Coordinate documentation and scheduling for escalated HR matters</li></ul><p><b>
Note:</b> Coaching managers, complex employee relations, conflict resolution, and sensitive HR decision-making are managed by the Head of People &amp; Culture and Outsourced HR Advisor, not this position.</p><h1 class="jobSectionHeader"><b>
EXPERIENCE &amp; SKILLS</b></h1><p><b>
Required</b></p><ul><li>
5+ years' experience in managing HR functions, People Operations, or related roles</li><li>
HRIS and ATS experience, along with basic HR compliance concepts</li><li>
Strong organizational and project management skills with high attention to detail</li><li>
Ability to bring clarity to complex systems and processes</li><li>
Warm, professional communication style; strong follow-through</li><li>
Experience managing multiple priorities in a fast-paced environment</li><li>
Knowledge of Microsoft Office Suite and proficiency with a variety of computer/technology tools; preferably with Zoom and Mac OS (SAM is a Mac environment)</li></ul><p><b>
Preferred</b></p><ul><li>
HR certified or demonstrated trainings
</li><li>Experience in professional services, nonprofit, or multi-client environment</li><li>
Experience coordinating training, staff events, and/or culture programs</li><li>
Familiarity with Texas and federal employment regulations</li><li>
Comfort working alongside executive leadership</li></ul><h1 class="jobSectionHeader"><b>
EMPLOYEE EXPERIENCE</b></h1><ul><li>
The SAM staff team and culture reflects passionate individuals who create meaningful experiences through engaging and creative service and by honoring a diversity of thought and experience.</li><li>
Our values are defined by the active way in which we work to achieve them. In everything we do, it's critical that we consider the ways in which we: Build Trust, Seek Clarity, Stay Curious, Practice Empathy and Champion Growth. LEARN MORE ABOUT OUR CORE VALUES.</li><li>
SAM is committed to creating and maintaining an employee experience that provides meaningful recognition and incentives, fosters inclusivity and belonging, and ensures professional and personal development and growth.</li><li>
The SAM Total Rewards program represents a robust, employee-driven engagement and incentive our program that intentionally addresses seven key elements that make up the comprehensive employee experience: Compensation, Benefits, Well-Being, Development and Support, Community Impact, Work Environment and Resources, and Diversity, Equity, and Inclusion. LEARN MORE ABOUT SAM TOTAL REWARDS.</li></ul><p></p><p><b><i><br>
Strategic Association Management</i></b><i> (SAM) is an association management company (AMC) providing professional management services for a diverse array of organizations. An AMC provides creative staffing, strategic and administrative solutions for association and non-profit organizations. At SAM, a team of experienced professionals takes care of day-to-day operations-increasing efficiency and enabling scalability-so volunteers are empowered to pursue their organization's mission. Through long-term partnerships, our clients experience organizational sustainability, growth and, ultimately, transformation.</i></p><p><i>
SAM will provide equal opportunity to all employees and applicants for employment regardless of actual or perceived race, color, national origin, citizenship status, age, religion, disability, sex, pregnancy, sexual orientation, gender identity, military or veteran status, genetic information, or any other category protected by applicable law.</i></p></div><p></p>

HR & People Operations Manager

Neuberger Berman

<div><div>About Neuberger Berman</div><div>
Founded in 1939, Neuberger Berman is a private, independent, employee-owned investment manager. From offices in 39 cities worldwide, the firm manages $558 billion in client assets (as of September, 2025) across a range of strategies&mdash;including equity, fixed income, quantitative and multi-asset class, private equity and hedge funds&mdash;on behalf of institutions, advisors and individual investors globally.</div><div></div><div>
Summary</div><div>
The Employee Platform team works across three primary pillars&mdash;Internal/Executive Communications, Corporate Social Responsibility, and Employee Experience&mdash;bringing together communications, programming and initiatives that support a cohesive employee experience and the firm&rsquo;s widely recognized culture.</div><div></div><div>
The team is looking for a Manager/Vice President, Employee Communications to join the broader internal communications team and specifically lead communications and partner on programming related to the employee experience. The role will partner closely with the Manager of Business and Corporate Internal Communications and report to the Head of the Employee Platform.</div><div></div><div>
Responsibilities</div><ul><li>
Lead all employee-related communications including for Human Capital Management, Corporate Social Responsibility, and employee/culture-related events (including Neuberger&rsquo;s Employee Resource Groups).</li><li>
Create communications campaigns to highlight our people and culture and tell authentic employee narratives.</li><li>
Partner with the Head of Employee Platform and lead various senior leadership engagement communications, initiatives and programming.</li><li>
Work closely with key stakeholders across the firm (e.g., Human Capital Management, Events) to execute employee-related programming and initiatives.</li><li>
Contribute to the firm&rsquo;s social media content with a focus on highlighting our people and our culture.</li><li>
Lead the firm&rsquo;s submissions on key firm and culture related awards.</li><li>
Manage and develop one direct report.</li></ul><div></div><div>
Qualifications</div><ul><li>
5-8 years of communications-related experience (HCM and people comms a plus). BS/BA.</li><li>
Demonstrated ability to lead communications for employee programs, including stakeholder management and end-to-end execution.</li><li>
Experience supporting leadership communications is preferred.</li><li>
Strong writing, editing, listening and proofreading skills, with sound judgment and attention to detail and the ability to translate employee/stakeholder input into clear, practical communications.</li><li>
Highly organized team player able to multitask, adapt to change, and deliver under deadlines.</li><li>
Proficient in Microsoft Excel and PowerPoint, and able to work with various content management systems.</li></ul><div></div><div>
Not Sponsoring:</div><div>
Neuberger Berman is unable to offer visa sponsorship for this position. Applicants must be authorized to work in the United States without the need for current or future sponsorship.</div><div></div><div>
#LI-MW1</div><div>
#LI-Hybrid</div><div></div><div>
Compensation Details</div><div></div>
The salary range for this role is $130,000-$140,000. This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. This range is only applicable for jobs to be performed in the job posting location. An employee&rsquo;s pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, business sector, performance, shift, travel requirements, sales or revenue-based metrics, market benchmarking data, any collective bargaining agreements, and business or organizational needs. This job is also eligible for a discretionary bonus, which, along with base salary and retirement contributions, is part of our total comprehensive package. We offer a comprehensive package of benefits including paid time off, medical/dental/vision insurance, retirement, life insurance and other benefits to eligible employees.<div></div><div>
Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, production, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company&rsquo;s sole discretion, consistent with the law.</div><div></div><div><i>
Neuberger Berman is an equal </i><i>opportunity</i><i> employer. The Firm and its affiliates do not discriminate in employment because of race, creed, national origin, religion, age, color, sex, marital status, sexual orientation, gender identity, disability, citizenship status or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact </i><div><i>onlineaccommodations@nb.com</i></div><i>.</i></div><div></div><div><i>
Learn about the </i><div><i>Applicant Privacy Notice</i></div><i>.</i></div></div>

Manager/Vice President, Employee Communications Manager

Public Storage

<div><b>Company Description</b><p><br>
Since opening our first self-storage facility in 1972, <b>Public Storage</b> has grown to become the <b>largest owner and operator of self-storage facilities</b> in the world. With <b>thousands of locations</b> across the U.S. and Europe, and more than 170 million net rentable square feet of real estate, we're also one of the largest landlords.</p><p>
We've been recognized as <b>A Great Place to Work</b> by the Great Place to Work Institute. And, our employees have also voted us as having <b>Best Career Growth</b>, ranked us in the <b>Top 5% for Work Culture</b>, and in the <b>Top 10% for Diversity and Inclusion</b>.</p><p>
We're a member of the<b> S&amp;P 500</b> and <b>FT Global 500</b>. Our common and preferred stocks trade on the New York Stock Exchange.</p><p>
Public Storage is the nation&rsquo;s leading self-storage provider, recognized for its iconic orange doors and commitment to delivering simple, reliable solutions to millions of customers across the country. We are expanding our creative team to enhance our consistent and engaging visual brand presence.</p><b><br>
Job Description</b><p><br>
Are you an Employee Communications and Engagement Manager that thrives on using creative methods to drive employee brand and engagement? Do you enjoy being creative and using multiple channels to communicate? Does Social Media mean more to you than how many likes you receive? Are you proactive and self-driven? Do you enjoy planning and helping execute activities that help drive employee engagement? If this sounds like you, then we want you to join Public Storage. We are the leader in the self-storage industry, and we need you on our team.</p><p>
As the Employee Communications and Engagement Manager, you will be responsible for managing our communications workflows across all channels of communication. You will also help to drive our employee brand on LinkedIn and other people platforms. This role is also part of the Employee Experience team and interacts with all levels of senior level management.</p><p><b>
Communications Responsibilities:</b></p><ul><li>
Coordinate with a variety of internal clients, including department heads, senior field executives and HR partners in the development and execution of internal communication plans, strategic initiatives and creative campaigns to inform and engage employees.</li></ul><ul><li>
Plan and own the management of the annual content and engagement calendar, identifying opportunities and overlaps. Responsible for developing campaigns that are timely to business needs and crossover from communication to engagement.</li><li>
Coordinate and serve as the gatekeeper for all internal communications, ensuring they align to our guiding principles.</li><li>
Manage and own the twice-weekly distribution of internal communications across all lines of business, including regular tracking of number of communications</li><li>
Strategize and execute efforts to drive employee brand on LinkedIn, including planning and scheduling content in advance and researching new trends and hashtags</li><li>
Develop, design and distribute bi-monthly employee newsletter. This includes researching, developing, writing and editing story ideas and articles, as well as design and layout.</li><li>
Act as content creator and coordinator for the company intranet, which includes regular content maintenance and review in coordination with department heads / content owners.</li><li>
Develop and implement metrics to assess the effectiveness and business impact of internal communications.</li></ul><p><b>
Employee Engagement Responsibilities:</b></p><ul><li>
Plan and execute company events and initiatives (e.g., bi-annual conference, sales contests, town halls, etc.)</li><li>
Assist in planning and execution of employee engagement events aimed at elevating the employee experience.</li><li>
Coordinate with Office Manager on all aspects of engagement events, including food orders, furniture/equipment rentals and event theme items/decoration purchases</li><li>
Collaborate with business partners and HR to develop campaigns to increase company brand pride. Including the development and management of the company brand eStore.</li></ul><br>
<b>
Qualifications</b><br>
<ul><li>
A minimum of 5 years of experience producing (writing and editing) business communication content and materials in a corporate and/or retail setting, with previous journalistic writing/editing experience a plus</li><li>
A bachelor&rsquo;s degree in Journalism/Communications, Education, Business Administration, Human Resources or a related field is preferred.</li><li>
Ability to work in a matrix organizational structure and develop strong relationships with all levels of management while meeting operational goals</li><li>
Experience with various social media platforms</li><li>
Outstanding writing and editorial skills, including familiarity with AP Style</li><li>
Proficient in crafting clear messages for all levels of internal audiences</li><li>
Strong project management skills and strong working knowledge of current multi-media technologies including voice, video, AI and data-related products</li><li>
Experience in implementing internal communications strategies and tactics</li><li>
Experience in planning, managing and executing employee engagement events</li><li>
Solutions oriented and self-starter</li><li>
Excellent communications, presentation and interpersonal skills</li><li>
Proficiency on the Microsoft Suite of programs (Word, Excel, PowerPoint)</li><li>
Proficiency in Adobe Creative Suite and Canva preferred</li><li>
Familiarity with video technology and video creation a plus</li><li>
Graphic design and video editing experience a plus</li></ul><br>
<b>
Additional Information</b><p><b><br>
Workplace</b></p><ul><li>
One of our values pillars is to work as OneTeam and we believe that there is no replacement for in-person collaboration but understand the value of some flexibility. Public Storage teammates are expected to work in the office five days each week with the option to take up to three flexible remote days per month.</li><li><ul><li>
Our office is based in Frisco, west of The Dallas North Tollway, in Hall Office Park &ndash; 2611 Internet Blvd.</li></ul></li></ul><p>
Public Storage is an equal opportunity employer and embraces diversity. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other protected status. All qualified candidates are encouraged to apply.</p><p>
**Sponsorship for Work Authorization is not available for this posting. Candidates must be authorized to work in the U.S. without requiring sponsorship now or in the future.**</p><p></p><p><br>
REF3786M</p></div>

Employee Communications and Engagement Manager

Fox Corporation

<div>
 <strong>
  Overview Of The Company
  <br/>
  <br/>
 </strong>
 Fox Corporation
 <br/>
 <br/>
 Under the FOX banner, we produce and distribute content through some of the world&rsquo;s leading and most valued brands, including: FOX News Media, FOX Sports, FOX Entertainment, FOX Television Stations and Tubi Media Group. We empower a diverse range of creators to imagine and develop culturally significant content, while building an organization that thrives on creative ideas, operational expertise and strategic thinking.
 <br/>
 <br/>
 <strong>
  Job Description
  <br/>
  <br/>
 </strong>
 Fox Technology is seeking a future-forward Sr. Manager of Human Resources to support our Fox Technology teams, while also leading the development and management of our FOX early careers program - an entry-level initiative designed to accelerate technical talent focused on transformative fields within AI and emerging technology.
 <br/>
 <br/>
 This is a strategic HRBP role built for a strong cross-functional collaborator and program builder who is energized by transformation, organizational growth, and the opportunity to shape and lead scalable people practices from the ground up. You will serve as both a trusted HR advisor and a key driver of employee experience initiatives, helping ensure our people programs are well-integrated, clearly communicated, and aligned with our evolving culture.
 <br/>
 <br/>
 You&rsquo;ll work alongside FOX&rsquo;s Emerging Tech leadership team to co-create employee and manager training, onboarding, and engagement efforts, while building the communication plans, toolkits, and feedback systems that bring cohesion to a fast-moving, high-impact space
 <br/>
 <br/>
 <strong>
  a Snapshot Of Your Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Act as a strategic HR partner to the Emerging Tech, Data and Cybersecurity teams, providing practical coaching and support across the employee lifecycle
  </li>
  <li>
   Partner with Talent Acquisition and hiring managers to ensure a seamless and positive candidate and new hire experience, including support for early career and emerging talent pipelines for technical and AI-related roles.
  </li>
  <li>
   Develop and maintain clear internal communication channels to deliver key information about programs, processes, and resources to employees that drive understanding and adoption.
  </li>
  <li>
   Create and manage internal communication strategies and templates that amplify AI initiatives and improve employee awareness and participation
  </li>
  <li>
   Partner with the AI Champions network to activate champions, collect tool feedback, and build engagement loops
  </li>
  <li>
   Translate qualitative feedback and adoption data into insights that produce meaningful improvements in programs, tools, and messaging
  </li>
  <li>
   Collaborate with Talent Acquisition to support early-career and emerging talent pipelines for technical and AI-related roles
  </li>
  <li>
   Serve as a connector between technical transformation and employee experience, helping ensure innovation is paired with clear communication and cultural alignment
  </li>
  <li>
   Coordinate with HR Centers of Excellence (Compensation, Employee Relations, Benefits, L&amp;D, HR Operations) to activate programs and policies across functions
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  What You Will Need
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   7+ years of HR experience, ideally within tech-forward or change-intensive environments
  </li>
  <li>
   Proven ability to design and deliver HR programs that directly impact employees and managers
  </li>
  <li>
   Hands-on experience with driving performance management, engagement, and career development processes and measuring their organizational impacts.
  </li>
  <li>
   Demonstrated success building internal comms and adoption strategies across cross-functional teams, utilizing key change management principles.
  </li>
  <li>
   Fluency in AI tools, emerging technologies, or digital enablement platforms
  </li>
  <li>
   Exceptional written and verbal communication skills and comfortable translating technical updates into actionable, people-centered content
  </li>
  <li>
   Strong operational and program management skills, with the ability to execute across multiple projects at once
  </li>
  <li>
   Experience collaborating across multiple functions (e.g., Tech, HR, Comms, L&amp;D) in a fast-paced, matrixed environment
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  NICE TO HAVE, BUT NOT A DEALBREAKER
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Experience in Technology, Media, or Cybersecurity sectors
  </li>
  <li>
   Familiarity with internal communications platforms (Slack, Workday, Notion, etc.)
  </li>
  <li>
   Exposure to organizational change, transformation, or AI adoption strategies
   <br/>
   <br/>
  </li>
 </ul>
 <em>
  We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, gender identity, disability, protected veteran status, or any other characteristic protected by law. We will consider for employment qualified applicants with criminal histories consistent with applicable law.
  <br/>
  <br/>
 </em>
 Pursuant to state and local pay disclosure requirements, the pay rate/range for this role, with final offer amount dependent on education, skills, experience, and location is $114,000.00-155,000.00 annually. This role is also eligible for an annual discretionary bonus, various benefits, including medical/dental/vision, insurance, a 401(k) plan, paid time off, and other benefits in accordance with applicable plan documents. Benefits for Union represented employees will be in accordance with the applicable collective bargaining agreement.
 <br/>
 <br/>
</div>


Sr. Manager, Human Resources

Logic, Inc.

<div><div>Mgmt Consulting Senior Manager | Senior Level | Full time
</div><div>Job No. R00306508 | Multiple Locations</div></div>
<br><div><div><div><div><p><b>Role Overview:</b></p></div><div><p>
As an HR Transformation Senior Manager, you will lead and shape how organizations approach HR in the digital age. Your role involves defining, shaping, selling and executing HR transformation projects that integrate digital solutions, automation, process, and organization optimization. You will work closely with clients to improve HR functions, enhancing both business performance and employee satisfaction. This high-visibility role requires strategic thinking, deep expertise in HR transformation, strong client relationships, and effective project delivery.</p></div><p></p><div><p><br>
Key Responsibilities:</p></div><p></p><div><p><b><br>
Client Leadership &amp; Relationship Management</b></p></div><div><ul><li><p>
Build strong, trusted long-term relationships with senior client stakeholders.</p></li></ul></div><div><ul><li><p>
Advise clients on HR operating models, technology, and transformation strategies aligned with business goals.</p></li></ul></div><div><ul><li><p>
Build perspectives on how the HR Strategy needs to evolve based on the evolution of the business strategy.</p></li></ul></div><div><ul><li><p>
Help clients optimize HR functions for efficiency, scalability, and strategic alignment.</p></li></ul></div><p></p><div><p><b><br>
HR Transformation Strategy and Value Case</b></p></div><div><ul><li><p>
Develop and implement HR transformation strategies that blend traditional HR practices with digital innovations like AI, GenAI, and automation.</p></li></ul></div><div><ul><li><p>
Leverage analytics to assess current HR operations and design future-state models with technology-driven solutions to improve talent management, employee engagement, and workforce planning.</p></li></ul></div><div><ul><li><p>
Drive HR activity analysis to understand allocations of HR staff time and effort; compare to industry benchmarks and leading practices. Recommend options to optimize HR resource allocation and align with organizational goals.</p></li></ul></div><div><ul><li><p>
Work with clients to create HR transformation value cases and roadmaps that align HR with business strategy and deliver measurable outcomes.</p></li></ul></div><p></p><div><p><b><br>
HR Operating Model and Service Delivery Framework</b></p></div></div><div><div><ul><li><p>
Design new HR operating models and service delivery frameworks for clients, infusing leading practices from areas such as employee experience, digital HR, shared services, and outsourcing.</p></li></ul></div><div><ul><li><p>
Lead HR organization design efforts, articulating interaction models, location strategy, and sizing.</p></li></ul></div><div><p><b>
Employee Experience &amp; Talent Management</b></p></div><div><ul><li><p>
Lead initiatives to enhance employee experience through personalization, engagement, and alignment with company culture.</p></li></ul></div><div><ul><li><p>
Use HR technology, process improvement methodologies and data analytics to improve talent acquisition, performance management, and employee well-being.</p></li></ul></div><div><ul><li><p>
Design talent management frameworks that integrate automation and AI to optimize workforce planning.</p></li></ul></div><p></p><div><p><b><br>
HR Technology Evaluation &amp; Selection</b></p></div><div><ul><li><p>
Lead the evaluation and selection of HR technologies (e.g., HRIS, AI tools) that fit client needs, culture, and business goals.</p></li></ul></div><div><ul><li><p>
Guide clients through the vendor selection process, including creating RFPs and evaluating capabilities.</p></li></ul></div><p></p><div><p><b><br>
Generative AI &amp; Emerging Technologies</b></p></div><div><ul><li><p>
Articulate how organizations should leverage GenAI and other advanced technologies to improve the HR function.
</p></li></ul></div><div><ul><li><p>Stay up-to-date on emerging digital HR trends and bring innovative solutions to clients.</p></li></ul></div><p></p><div><p><b><br>
HR Operations, Shared Services &amp; Outsourcing</b></p></div><div><ul><li><p>
Advise clients on transforming HR operations through shared services, outsourcing, and integrating digital tools and automation.</p></li></ul></div><div><ul><li><p>
Help clients evaluate sourcing options, driving cost efficiency and quality.</p></li></ul></div><div><ul><li><p>
Design and implement HR operating models leveraging these components.</p></li></ul></div><div><p><br>
</p></div></div><div><div><p><b>Process Optimization &amp; Automation</b></p></div><div><ul><li><p>
Lead initiatives to streamline HR processes using automation, AI tools, and data analytics.</p></li></ul></div><div><ul><li><p>
Implement intelligent automation solutions to enhance process efficiency, scalability and accuracy.</p></li></ul></div><p></p><div><p><b><br>
Project Management &amp; Delivery</b></p></div><div><ul><li><p>
Lead end-to-end delivery of HR transformation projects, ensuring timely, on-budget, and high-quality outcomes.</p></li></ul></div><div><ul><li><p>
Manage cross-functional teams to execute solutions across HR domains.</p></li></ul></div><div><ul><li><p>
Integrate new technologies like cloud-based HR systems and AI platforms into existing HR ecosystems.</p></li></ul></div><p></p><div><p><b><br>
Change Management &amp; Stakeholder Engagement</b></p></div><div><ul><li><p>
Guide change management efforts to ensure smooth transitions to new HR processes and technologies.</p></li></ul></div><div><ul><li><p>
Facilitate stakeholder engagement, ensuring alignment with key business leaders and fostering buy-in and commitment at all levels of the organization.</p></li></ul></div><div><ul><li><p>
Empower clients with the knowledge and tools needed to activate, apply, and sustain transformation initiatives long-term.</p></li></ul></div><p></p><div><p><b><br>
Business Development &amp; Sales</b></p></div><div><ul><li><p>
Lead business development efforts by identifying and generating new HR transformation opportunities, building on strong relationships with prospective clients.</p></li></ul></div><div><ul><li><p>
Write and present high-quality client proposals, business cases, and RFP responses that clearly articulate the value of our HR transformation capabilities, ensuring alignment with client needs and expectations.</p></li></ul></div><div><ul><li><p>
Support business growth by working closely with senior leadership on strategic business development initiatives, offerings, and cultivating a pipeline of potential opportunities.</p></li></ul></div><p></p><div><p><b><br>
Practitioner Development, Thought Leadership, and Innovation</b></p></div></div><div><div><ul><li><p>
Develop and coach practitioners on the functional craft of HR Transformation; support learning programs and training efforts to develop our people.
</p></li></ul></div><div><ul><li><p>Contribute to thought leadership on HR transformation trends and emerging areas of interest.</p></li></ul></div><div><ul><li><p>
Represent Accenture at industry events and conferences to enhance visibility and reputation.</p></li></ul></div><div><ul><li><p>
Foster a culture of innovation and continuous learning within the HR Transformation practice.</p></li></ul></div></div></div></div><p></p>
<br><div><div><div><p>Core Skills:</p></div><br>
<p></p><div><p><b>Basic Qualifications:</b></p>
</div><div><ul><li><p>Minimum of 8 years&rsquo; experience in HR transformation, digital HR, or HR technology consulting, with at least 4 years in a senior managerial or leadership role.</p></li></ul>
</div><div><ul><li><p>Minimum of 5 years leading large-scale HR transformation projects.</p></li></ul>
</div><div><ul><li><p>Minimum of 4 years' experience in designing and implementing HR operating models, shared services, and outsourcing strategies.</p></li></ul>
</div><div><ul><li><p>Minimum of 2 years' experience in the Industrial Industry</p></li></ul></div><br>
<p></p><div><p>Bonus Skills:</p></div><br>
<p></p><div><p><b>HR Technology Expertise:</b></p>
</div><div><ul><li><p>In-depth understanding of leading HR platforms (e.g., Workday, SuccessFactors, Oracle HCM) and their role in transforming HR operations and the employee experience.</p></li></ul>
</div><div><ul><li><p>Expertise in evaluating HRIS, talent management systems, and AI-driven solutions.</p></li></ul>
</div><div><ul><li><p>Experience managing vendor relationships and technology selection processes.</p></li></ul></div><br>
</div><p></p><div><div><p><b>HR Operating Model Design:</b></p>
</div><div><ul><li><p>Strong understanding of HR operating models, including shared services, outsourcing, and service delivery optimization.</p></li></ul>
</div><div><ul><li><p>Ability to design and optimize HR operating models that integrate digital tools to drive efficiency and business outcomes.</p></li></ul></div><br>
<p></p><div><p><b>Employee Experience Focus:</b></p>
</div><div><ul><li><p>Proven experience enhancing employee engagement and well-being through innovative HR strategies and digital solutions.</p></li></ul>
</div><div><ul><li><p>Ability to design employee-centric HR solutions that align with company culture and business objectives.</p></li></ul></div><br>
<p></p><div><p><b>Project Management &amp; Delivery:</b></p>
</div><div><ul><li><p>Expertise in managing complex projects from strategy to execution, on time, within budget, and with quality.</p></li></ul>
</div><div><ul><li><p>Familiar with Agile and Waterfall methodologies and project management tools (e.g., Jira, MS Project).</p></li></ul></div><br>
<p></p><div><p><b>Business Development &amp; Sales:</b></p>
</div><div><ul><li><p>Skilled in leading business development leadership and building strong client relationships.</p></li></ul>
</div><div><ul><li><p>Experience writing compelling proposals and presenting to senior leadership to win HR transformation engagements.</p></li></ul></div><br>
<p></p><div><p><b>Thought Leadership &amp; Innovation:</b></p>
</div><div><ul><li><p>Contributions to industry thought leadership through writing, speaking engagements, and research.</p></li></ul>
</div><div><ul><li><p>Active participation in industry events to stay current on HR transformation trends.</p></li></ul></div><br>
</div><p></p><div><div><p><b>Client Relationship &amp; Stakeholder Management:</b></p>
</div><div><ul><li><p>Strong interpersonal skills for building trusted relationships with C-suite executives and senior stakeholders.</p></li></ul>
</div><div><ul><li><p>Ability to influence senior leadership on HR strategy and technology decisions.</p></li></ul></div><br>
<p></p><div><p><b>Consulting &amp; Strategic Thinking:</b></p>
</div><div><ul><li><p>Ability to think strategically and develop innovative HR solutions that leverage digital technologies.</p></li></ul>
</div><div><ul><li><p>Excellent written and verbal communication skills, with the ability to translate complex HR transformation concepts into clear, actionable strategies.</p></li></ul>
</div><div><ul><li><p>Strong business acumen and ability to align HR transformation with organizational goals.</p></li></ul></div><br>
<p></p><div><p><b>Advanced Data Analytics &amp; HR Metrics:</b></p>
</div><div><ul><li><p>Experience with workforce analytics and creating HR dashboards using tools like Power BI or Tableau.</p></li></ul></div><br>
<p></p><div><p><b>Global &amp; Multinational Experience:</b></p>
</div><div><ul><li><p>Experience with global clients and knowledge of international HR practices and compliance.</p></li></ul></div><br>
<p></p><div><p><b>Agile &amp; Scrum Certification:</b></p>
</div><div><ul><li><p>Certification in Agile or Scrum methodologies.</p></li><li>
<p>You are staying current with GenerativeAI capabilities and toolsets applicable to Talent functions.</p></li></ul>
<p></p><p>Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below.<br>
We anticipate this job posting will be posted until 03/31/2026.</p>
<p>Accenture offers a market competitive suite of benefits including medical, dental, vision, life, and long-term disability coverage, a 401(k) plan, bonus opportunities, paid holidays, and paid time off. See more information on our benefits here:</p>
<p>U.S. Employee Benefits | Accenture</p>
<p>Role Location Annual Salary Range</p>
<p>California $132,500 to $338,300</p>
<p>Cleveland $122,700 to $270,600</p>
<p>Colorado $132,500 to $292,200</p>
<p>District of Columbia $141,100 to $311,200</p>
<p>Illinois $122,700 to $292,200</p>
<p>Maryland $132,500 to $292,200</p>
<p>Massachusetts $132,500 to $311,200</p>
<p>Minnesota $132,500 to $292,200</p>
<p>New York $122,700 to $338,300</p>
<p>New Jersey $141,100 to $338,300</p>
<p>Washington $141,100 to $311,200</p></div></div></div>
<br><div><p>New York City, NY</p><p>
Albany, NY</p><p>
Arlington, VA</p><p>
Atlanta, GA</p><p>
Austin, TX</p><p>
Beaverton, OR</p><p>
Bentonville, AR</p><p>
Boston, MA</p><p>
Carmel, IN</p><p>
Charlotte, NC</p><p>
Chicago, IL</p><p>
Cleveland, OH</p><p>
Columbus, OH</p><p>
Culver City, CA</p><p>
Denver, CO</p><p>
Des Moines, IA</p><p>
Detroit, MI</p><p>
Hartford, CT</p><p>
Houston, TX</p><p>
Irving, TX</p><p>
Kirkland, WA</p><p>
Los Angeles, CA</p><p>
Miami, FL</p><p>
Milwaukee, WI</p><p>
Minneapolis, MN</p><p>
Morristown, NJ</p><p>
Mountain View, CA</p><p>
Nashville, TN</p><p>
Oklahoma City, OK</p><p>
Overland Park, KS</p><p>
Philadelphia, PA</p><p>
Pittsburgh, PA</p><p>
Raleigh, NC</p><p>
Redmond, WA</p><p>
Sacramento, CA</p><p>
San Diego, CA</p><p>
San Francisco, CA</p><p>
Scottsdale, AZ</p><p>
Seattle, WA</p><p>
St. Louis, MO</p><p>
Walnut Creek, CA</p></div>
<br><div><p><b>Requesting an Accommodation</b></p>
<p>
Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.</p>
<p>
If you would like to be considered for employment opportunities with Accenture and have accommodation needs such as for a disability or religious observance, please call us toll free at 1 (877) 889-9009 or send us an email or speak with your recruiter.</p><br>
<p></p>
<p><b>
Equal Employment Opportunity Statement</b></p>
<p>
We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities.</p><br>
<p></p>
<p>
Accenture is an EEO and Affirmative Action Employer of Veterans/Individuals with Disabilities.</p>
<p>
Accenture is committed to providing veteran employment opportunities to our service men and women.</p><br>
<p></p>
<p><b>
Other Employment Statements</b></p>
<p>
Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.</p>
<p>
Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.</p>
<p>
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process. Further, at Accenture a criminal conviction history is not an absolute bar to employment.<br>
<br>
The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.</p>
<p>
California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please for additional important information.</p>
<p>
Please read Accenture&rsquo;s Recruiting and Hiring Statement for more information on how we process your data during the Recruiting and Hiring process.</p></div>
<br><div><p>We work with one shared purpose: to deliver on the promise of technology and human ingenuity. Every day, more than 775,000 of us help our stakeholders continuously reinvent. Together, we drive positive change and deliver value to our clients, partners, shareholders, communities, and each other.</p>
<p>
We believe that delivering value requires innovation, and innovation thrives in an inclusive and diverse environment. We actively foster a workplace free from bias, where everyone feels a sense of belonging and is respected and empowered to do their best work.</p>
<p>
At Accenture, we see well-being holistically, supporting our people&rsquo;s physical, mental, and financial health. We also provide opportunities to keep skills relevant through certifications, learning, and diverse work experiences. We&rsquo;re proud to be consistently recognized as one of the World&rsquo;s Best Workplaces&trade;.</p>
<p>
Join Accenture to work at the heart of change. Visit us at www.accenture.com.</p></div>

HR Transformation Senior Manager - Industrial

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