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head of human resources — americas Jobs in Irving

head of human resources — americas

head of rewards and performance strategy Jobs in Irving

head of rewards and performance strategy

human resources associate

senior manager financial planning & analysis Jobs in Irving

sr talent acquisition specialist- americas Jobs in Irving

head of human resources americas

Trend Micro Inc.

<div><div>Trend Micro, a global cybersecurity leader, helps make the world safe for exchanging digital information across enterprises, governments, and consumers.</div><div>
Fueled by decades of security expertise, global threat research, and continuous innovation, Trend harnesses AI to protect organizations and individuals across clouds, networks, devices, and endpoints.</div><div>
The Trend Vision One&trade; enterprise cybersecurity platform accelerates proactive security outcomes by predicting and preventing threats across the entire digital estate and environments like AWS, Google, Microsoft, and NVIDIA.</div><div><br>
Proactive security starts here. <div>TrendMicro.com</div></div><div></div><div>
About the Role:</div><div>
This is not your textbook HR job.</div><div></div><div>
We're looking for an HR leader who is done with HR for HR's sake &mdash; someone who believes the people function exists to make the business faster, stronger, and more human at the same time. You will own the people agenda across the Americas, partnering directly with business leaders to ensure talent strategy isn't a support function &mdash; it's a competitive advantage.</div><div></div><div>
You'll report into our CHRO based in Taiwan, which means you're comfortable operating with autonomy, bridging cultural contexts, and showing up as a true peer to the business rather than a gatekeeper of process.</div><div>
If you've ever looked at a legacy HR practice and thought <i>&quot;why are we still doing it this way?&quot;</i> &mdash; and then actually changed it &mdash; keep reading.</div><div></div><div>
What You'll Do</div><div>
Reimagine How HR Works:</div><ul><li><div>
Challenge inherited HR processes and rebuild them around what the business actually needs today, not what the textbook prescribed 20 years ago</div></li><li><div>
Create new ways of working that are lean, human-centered, and built for speed</div></li><li><div>
Be willing to break things that aren't working &mdash; and take ownership of what you build in their place</div></li></ul><div>
Be a True Business Partner:</div><ul><li><div>
Sit in business conversations, understand P&amp;L drivers, and translate business goals into talent strategy that actually moves the needle</div></li><li><div>
Advise senior leaders not just on people matters, but on organizational design, team effectiveness, and how to build the capabilities the business needs to win</div></li><li><div>
Earn your seat at the table through business acumen, not just HR expertise</div></li></ul><div></div><div>
Build and Develop Great Talent:</div><ul><li><div>
Champion a culture of growth &mdash; create development pathways that help people become the best version of themselves professionally and personally</div></li><li><div>
Build succession pipelines that are intentional, honest, and forward-looking</div></li><li><div>
Coach leaders on how to lead, not just manage</div></li></ul><div></div><div>
Own Employer Brand and Culture:</div><ul><li><div>
Develop an employer brand across the Americas that is authentic, compelling, and reflects who you actually are as a company &mdash; not who you wish you were</div></li><li><div>
Foster a culture that believes in working hard, playing hard, and showing up as a full human being</div></li><li><div>
Balance high performance with genuine care for people's lives inside and outside of work</div></li></ul><div></div><div>
Lead with AI and Innovation:</div><ul><li><div>
Actively explore and adopt AI tools that make HR smarter, faster, and more personalized</div></li><li><div>
Encourage the team to experiment, iterate, and let go of what doesn't work</div></li><li><div>
Stay ahead of how the future of work is evolving and bring that perspective into every people decision</div></li></ul><div></div><div>
Who You Are:</div><ul><li><div>
You think like a businessperson who specializes in people &mdash; not the other way around</div></li><li><div>
You're AI-literate and genuinely curious about how technology can make work better, not just more efficient</div></li><li><div>
You lead with empathy but make decisions with clarity and conviction</div></li><li><div>
You're equally comfortable in a board room and a one-on-one with a struggling employee</div></li><li><div>
You've worked across cultures and understand that leading across geographies &mdash; including a reporting line into Asia &mdash; requires cultural intelligence, not just cultural awareness</div></li><li><div>
You can hold the tension between structure and creativity &mdash; you know when to build a process and when to burn one down</div></li><li><div>
You believe employer brand isn't a marketing exercise &mdash; it's a reflection of the lived employee experience</div></li><li><div>
You're energized by ambiguity and see it as an invitation to create, not a reason to wait</div></li></ul><div></div><div>
What You Bring:</div><ul><li><div>
12+ years of progressive HR experience, with at least 5 years in a senior leadership role at a technology or high-growth company</div></li><li><div>
Demonstrated experience redesigning HR functions or programs from the ground up</div></li><li><div>
Strong track record of partnering with senior business leaders on talent and organizational strategy</div></li><li><div>
Experience building or significantly evolving employer brand and culture initiatives</div></li><li><div>
Familiarity with AI tools and a genuine appetite to integrate them into HR practice</div></li><li><div>
Experience managing across multiple countries, ideally including Latin America</div></li><li><div>
Excellent communication skills &mdash; you can synthesize complex ideas and deliver them simply</div></li><li><div>
Bachelor's degree required; advanced degree or relevant certifications a plus but never a substitute for real-world impact</div></li></ul><div></div><div>
Why This Role:</div><ul><li><div>
You'll have real autonomy to reshape how HR works across an entire region</div></li><li><div>
You'll be part of a global HR leadership team with a CHRO who values boldness over bureaucracy</div></li><li><div>
You'll work in an environment that genuinely believes in balance &mdash; we work hard, we celebrate wins, and we respect that people have lives worth living</div></li><li><div>
Dallas is your base, but your impact is regional and your visibility is global</div></li></ul><div><i>
Be Passionate. Be Innovative. Be a Trender.</i></div><div></div><div>
This position does not offer sponsorship for work permit applications or renewals, either now or in the future. Candidates must be authorized to work in the U.S. without the need for employment-based visa sponsorship, both currently and moving forward. The company will not sponsor applicants for U.S. work visa status for this role (including, but not limited to, H-1B, L-1, TN, O-1, E-3, H-1B1, F-1, J-1, OPT, CPT, or any other employment-based visa).</div><div></div><div>
#LI-LO1</div><div></div><div><div><div>
At Trend Micro, we embrace change, empower people, and encourage innovation in a connected world. Our diversity and multicultural workforce are key contributing factors to our success across the globe. Trend Micro provides equal employment opportunity for all applicants and employees. Trend Micro does not unlawfully discriminate on the basis of race, color, religion, sex, pregnancy and childbirth or related medical conditions, national origin, ancestry, age, physical or mental disability, medical condition, family care leave status, veteran status, marital status, sexual orientation, or gender identity.</div></div></div></div>

Head of Human Resources — Americas

<div><div>Trend Micro, a global cybersecurity leader, helps make the world safe for exchanging digital information across enterprises, governments, and consumers.</div><div>
Fueled by decades of security expertise, global threat research, and continuous innovation, Trend harnesses AI to protect organizations and individuals across clouds, networks, devices, and endpoints.</div><div>
The Trend Vision One&trade; enterprise cybersecurity platform accelerates proactive security outcomes by predicting and preventing threats across the entire digital estate and environments like AWS, Google, Microsoft, and NVIDIA.</div><div><br>
Proactive security starts here. <div>TrendMicro.com</div></div><div></div><div><div>
About the Role:</div></div><div>
Human Resources at most companies means keeping the lights on. Here, it means something bigger.</div><div></div><div>
We&rsquo;re looking for a leader who can connect the dots between how we reward people and how the business actually performs. Someone who can reimagine a legacy comp structure into an outcome-driven reward architecture that runs on the philosophy that people deserve to be recognized for the capabilities and impact they bring. We see the connection between reward and performance not just an HR problem, but a business problem worth solving with creativity, data, and conviction.</div><div></div><div>
This role sits at the intersection of total compensation, HR analytics, and organizational effectiveness. You&rsquo;ll work globally, influence cross-functionally, and build capability in a team that is evolving from textbook HR into a true business enabler. You&rsquo;ll be the person leaders call when they need to understand why attrition is up in one region, whether their comp structure is competitive enough to close top talent, or how to build a rewards philosophy that actually motivates people &mdash; not just retains them.</div><div></div><div>
We don&rsquo;t need someone who has only lived inside Compensation &amp; Benefits. We need someone who understands the principles deeply &mdash; and can apply them in ways that feel modern, human, and commercially intelligent.</div><div></div><div><div>
What You&rsquo;ll Do</div></div><div>
Own the Total Rewards Design:</div><ul><li><div>
Lead the design, governance, and continuous improvement of global compensation structure, job grading and bands that are competitive, equitable, and built to scale</div></li><li><div>
Drive the annual compensation planning cycle end-to-end &mdash; from calibration to communication &mdash; and make it a process leaders and employees actually trust</div></li><li><div>
Partner with HR leadership and Finance to develop rewards strategies that align pay with performance, growth, and business outcomes</div></li><li><div>
Bring fresh thinking to variable pay, recognition, and non-monetary motivation &mdash; because compensation is not just a number on a paycheck</div></li><li><div>
Stay ahead of market trends and ensure our total rewards philosophy evolves with the business, the talent market, and what people actually value</div></li></ul><div></div><div>
Turn People Data Into Business Insight:</div><ul><li><div>
Build and own an HR analytics capability that goes beyond headcount reports &mdash; connect people data to business results in a language leaders understand</div></li><li><div>
Develop dashboards, models, and narratives that help the business understand the ROI of its people investments &mdash; productivity, retention, engagement, performance distribution</div></li><li><div>
Identify patterns and surface insights before they become problems &mdash; flag risk, gaps, and org health signals proactively</div></li><li><div>
Partner with Business Operations to align HR metrics with company KPIs and make people analytics a core input to business planning</div></li><li><div>
Make data accessible and meaningful for HR Business Partners so they can walk into leadership conversations armed with evidence, not instinct alone</div></li></ul><div></div><div>
Build Capability and Modernize Operations:</div><ul><li><div>
Assess the current state of the rewards structure honestly &mdash; identify what&rsquo;s working, what&rsquo;s old school, and what needs to be rebuilt from scratch</div></li><li><div>
Streamline and automate HR processes where technology can free up bandwidth for higher-value work &mdash; and be willing to retire processes that no longer earn their keep</div></li><li><div>
Champion AI and modern HR tools as a way to enhance decision-making, personalize the employee experience, and operate at global scale without losing the human touch</div></li><li><div>
Build scalable playbooks, toolkits, and frameworks that enable HR Business Partners to advise leaders with confidence</div></li></ul><div></div><div>
Drive Global Alignment with Local Relevance:</div><ul><li><div>
Operate at a global level while maintaining sensitivity to regional differences in labor markets, regulatory requirements, and cultural expectations around compensation and rewards</div></li><li><div>
Partner with HR leaders across regions &mdash; including the global HR team in Taiwan &mdash; to ensure standards are consistent, compliant, and commercially grounded</div></li><li><div>
Serve as the subject matter authority on total rewards for the Americas while contributing to global compensation strategy and governance</div></li><li><div>
Navigate multi-country complexity across North and South America with a pragmatic, solutions-oriented mindset</div></li></ul><div></div><div>
Be a True Business Partner:</div><ul><li><div>
Join business conversations as a peer, not a support function &mdash; understand what drives growth, where people productivity gaps exist, and how HR levers can impact revenue growth</div></li><li><div>
Advise senior leaders on the relationship between compensation design, motivation, and performance &mdash; and challenge conventional thinking when the data supports a better approach</div></li><li><div>
Partner with HRBPs to translate people analytics into leadership coaching and strategic workforce conversations</div></li><li><div>
Represent Rewards &amp; Performance in cross-functional forums including Business Operations, Finance, and Executive leadership</div></li></ul><div></div><div><div>
Who You Are:</div></div><ul><li><div>
You understand compensation and rewards deeply &mdash; but you&rsquo;re not defined by them. You&rsquo;re as comfortable in a business strategy conversation as you are in a salary range modeling exercise</div></li><li><div>
You are analytically strong and intellectually curious &mdash; you ask &ldquo;why&rdquo; before you ask &ldquo;how&rdquo; and you use data to challenge assumptions, not just confirm them</div></li><li><div>
You build capability in others naturally &mdash; you invest in your team, coach your peers, and leave processes better than you found them</div></li><li><div>
You have a high tolerance for ambiguity and a low tolerance for unnecessary complexity &mdash; you simplify, you clarify, you move</div></li><li><div>
You operate with global awareness and cultural intelligence &mdash; you understand that what motivates someone in Austin is not always what motivates someone in S&atilde;o Paulo or Taipei</div></li><li><div>
You are a skilled communicator who can translate dense analytics into clear, compelling stories for senior audiences</div></li><li><div>
You believe HR should earn its influence through business impact, not organizational authority</div></li><li><div>
You&rsquo;re energized by building things &mdash; frameworks, teams, capabilities, cultures &mdash; and you&rsquo;re not intimidated by starting from a blank page</div></li></ul><div></div><div><div>
What You Bring:</div></div><ul><li><div>
8&ndash;12 years of progressive experience across HR, Total Rewards, Workforce Planning, or a combination &mdash; we care more about impact than title trajectory</div></li><li><div>
Deep working knowledge of job grading methodologies (Mercer IPE, Radford, or equivalent) and global salary range architecture</div></li><li><div>
Proven experience designing or overhauling compensation planning cycles, including merit, bonus, and equity processes</div></li><li><div>
Strong HR analytics capability &mdash; comfortable building models, interpreting data, and presenting insights to senior business leaders</div></li><li><div>
Experience working in or partnering with Business Operations, Finance, or Strategy functions is a meaningful differentiator</div></li><li><div>
Background in B2B high-tech, cybersecurity, software, or similarly fast-moving, talent-competitive environments</div></li><li><div>
Experience operating across multiple geographies, with Americas exposure strongly preferred</div></li><li><div>
Proficiency with Workday or equivalent HRIS; experience with analytics tools (e.g., Tableau, Power BI, or similar) a plus</div></li><li><div>
Demonstrated capability-building experience &mdash; whether through formal management, project leadership, or cross-functional influence</div></li><li><div>
Bachelor&rsquo;s degree required; MBA, Master&rsquo;s in HR, or related field preferred. CCP (Certified Compensation Professional) or equivalent is a plus, not a prerequisite</div></li></ul><div></div><div><div>
Why This Role:</div></div><ul><li><div>
You&rsquo;ll have the mandate to build something &mdash; not maintain something someone else built</div></li><li><div>
You&rsquo;ll work with a global HR team that values boldness, business acumen, and people who push back with evidence</div></li><li><div>
Your work will be visible &mdash; the comp structures you build, the analytics you generate, and the capability you develop will shape how this company attracts, retains, and motivates talent at scale</div></li><li><div>
You&rsquo;ll operate in an environment that works hard, celebrates wins, and believes that being a great professional and a whole human being are not in conflict</div></li><li><div>
Dallas is your home base &mdash; global is your playground</div></li></ul><div></div><div><i>
Be Passionate. Be Innovative. Be a Trender.</i></div><div></div><div>
This position does not offer sponsorship for work permit applications or renewals, either now or in the future. Candidates must be authorized to work in the U.S. without the need for employment-based visa sponsorship, both currently and moving forward. The company will not sponsor applicants for U.S. work visa status for this role (including, but not limited to, H-1B, L-1, TN, O-1, E-3, H-1B1, F-1, J-1, OPT, CPT, or any other employment-based visa).</div><div></div><div>
#LI-LO1</div><div></div><div><div><div>
At Trend Micro, we embrace change, empower people, and encourage innovation in a connected world. Our diversity and multicultural workforce are key contributing factors to our success across the globe. Trend Micro provides equal employment opportunity for all applicants and employees. Trend Micro does not unlawfully discriminate on the basis of race, color, religion, sex, pregnancy and childbirth or related medical conditions, national origin, ancestry, age, physical or mental disability, medical condition, family care leave status, veteran status, marital status, sexual orientation, or gender identity.</div></div></div></div>

Head of Rewards and Performance Strategy

<div><div>Trend Micro, a global cybersecurity leader, helps make the world safe for exchanging digital information across enterprises, governments, and consumers.</div><div>
Fueled by decades of security expertise, global threat research, and continuous innovation, Trend harnesses AI to protect organizations and individuals across clouds, networks, devices, and endpoints.</div><div>
The Trend Vision One&trade; enterprise cybersecurity platform accelerates proactive security outcomes by predicting and preventing threats across the entire digital estate and environments like AWS, Google, Microsoft, and NVIDIA.</div><div><br>
Proactive security starts here. <div>TrendMicro.com</div></div><div></div><div>
About the Role:</div><div>
Recruiting is broken at most companies. Endless loops, generic job descriptions, ghosted candidates, and hiring managers who don't know what they actually want until they see the wrong person three times. You're not that recruiter.</div><div>
You're a talent advisor. You consult, challenge, and guide until the profile is clear and the hunt is complete. You hold the bar high for every person who touches the hiring process, including the hiring manager. You believe that how a company hires says everything about who it is, and you take that seriously.</div><div>
You'll work directly with business leaders across the Americas to make sure we're finding and bringing in the right people &mdash; not just the available ones. You'll shape how we show up to candidates, how we make decisions, and how we continuously get better at one of the most human things a company does.</div><div></div><div>
What You'll Do</div><div>
Hunt and Consult:</div><ul><li><div>
Help leaders zero in on the right profile by continuously calibrating against the talent you find in LinkedIn</div></li><li><div>
Partner with hiring managers as a true advisor &mdash; push back when the job brief is unclear, the bar is inconsistent, or the process is creating unnecessary friction</div></li><li><div>
Bring market intelligence to every search &mdash; compensation benchmarks, talent availability, competitor moves, and realistic timelines</div></li><li><div>
Develop highly specialized searches that show you not only listened but also genuinely care about finding quality talent</div></li><li><div>
Guide decision-making with data and candor, not just gut feel</div></li></ul><div></div><div>
Own the Full Hiring Experience:</div><ul><li><div>
Design and manage a hiring process that respects everyone's time &mdash; candidates, interviewers, and the business</div></li><li><div>
Be the connective tissue between all stakeholders so nothing falls through the cracks and no one is left wondering what's happening</div></li><li><div>
Ensure every candidate &mdash; whether they get the job or not &mdash; leaves the process feeling seen, respected, and like they learned something about themselves or us</div></li><li><div>
Own offer conversations with confidence, empathy, and transparency</div></li></ul><div></div><div>
Be a Brand Ambassador:</div><ul><li><div>
Understand and authentically represent what makes TrendAI a place worth joining</div></li><li><div>
Bring energy and honesty to every candidate interaction &mdash; no overselling, no bait-and-switch</div></li><li><div>
Identify moments in the process where the candidate experience can be elevated and actually do something about it</div></li><li><div>
Think about talent pipelines before there's an open req &mdash; build relationships with exceptional people before you need them</div></li></ul><div></div><div>
Contribute to How We Build TA:</div><ul><li><div>
Bring a perspective that says, &ldquo;TA is vital to business success and I want us all to win together&rdquo;</div></li><li><div>
Share what you're seeing in the market and bring ideas for how we can do things differently</div></li><li><div>
Help build and refine processes, tools, and playbooks that make the whole team sharper</div></li><li><div>
Be curious about AI tools and recruiting technology &mdash; explore what can make us faster and smarter without making us less human</div></li></ul><div></div><div>
Who You Are:</div><ul><li><div>
You see talent acquisition as vital to enabling business strategy and growth goals</div></li><li><div>
You are a consultant first, recruiter second &mdash; you're in the business of solving talent problems, not filling reqs</div></li><li><div>
You care deeply about the candidate experience and have a hard time letting a bad process slide</div></li><li><div>
You're direct without being cold &mdash; you can deliver hard feedback to a hiring manager or a candidate and still make them feel respected</div></li><li><div>
You're organized enough to juggle multiple searches without dropping the ball, and self-aware enough to ask for help when you need it</div></li><li><div>
You're genuinely curious about people &mdash; what drives them, what they're running toward, and what would make them take a leap</div></li><li><div>
You embrace technology and AI tools as a way to spend more time on the human parts of recruiting, not less</div></li></ul><div></div><div>
What You Bring:</div><ul><li><div>
7+ years of full-cycle recruiting experience, ideally within B2B SaaS, or a high-growth environment</div></li><li><div>
A track record of building genuine partnerships with senior business leaders &mdash; not just taking orders, but shaping strategy</div></li><li><div>
Experience recruiting across multiple functions and levels, including senior and hard-to-fill roles</div></li><li><div>
Comfort with data &mdash; you use it to tell a story, set expectations, and drive better decisions</div></li><li><div>
Familiarity with modern recruiting tools and an appetite to explore AI-assisted sourcing, screening, and engagement tools</div></li><li><div>
Excellent communication skills &mdash; written, verbal, and the kind that happens in real time when a conversation takes an unexpected turn</div></li><li><div>
High EQ &mdash; you can read a room, adjust your approach, and connect with people across backgrounds, levels, and cultures</div></li></ul><div></div><div>
Why This Role:</div><ul><li><div>
You'll have real influence over how hiring happens &mdash; not just execute someone else's playbook</div></li><li><div>
You'll work alongside a TA team that is throwing out the textbook and doing things differently</div></li><li><div>
Your work will directly shape the culture and capability of the company</div></li><li><div>
You'll be supported, challenged, and developed</div></li><li><div>
Dallas-based with an international scope and a team that works hard, celebrates loudly, and genuinely likes each other</div></li></ul><div></div><div><i>
Be Passionate. Be Innovative. Be a Trender.</i></div><div></div><div>
This position does not offer sponsorship for work permit applications or renewals, either now or in the future. Candidates must be authorized to work in the U.S. without the need for employment-based visa sponsorship, both currently and moving forward. The company will not sponsor applicants for U.S. work visa status for this role (including, but not limited to, H-1B, L-1, TN, O-1, E-3, H-1B1, F-1, J-1, OPT, CPT, or any other employment-based visa).</div><div></div><div>
#LI-LO1</div><div></div><div><div><div>
At Trend Micro, we embrace change, empower people, and encourage innovation in a connected world. Our diversity and multicultural workforce are key contributing factors to our success across the globe. Trend Micro provides equal employment opportunity for all applicants and employees. Trend Micro does not unlawfully discriminate on the basis of race, color, religion, sex, pregnancy and childbirth or related medical conditions, national origin, ancestry, age, physical or mental disability, medical condition, family care leave status, veteran status, marital status, sexual orientation, or gender identity.</div></div></div></div>

Sr Talent Acquisition Specialist- Americas

HelloFresh

<div><p><b><i>This is an onsite position and is not eligible for hybrid or remote work. The shift is onsite Wednesday through Saturday from 2pm to Midnight.</i></b></p>
<p><b>
Job Description:</b></p>
<p><b>
You will...</b></p>
<ul>
<li>Provide generalist support to the facility in all areas of Human Resources</li>
<li>Provide payroll support and data entry responsibilities for timekeeping accuracy and reporting</li>
<li>Assist HR leadership in administering procedures and policies through the Distribution Center</li>
<li>Provide training support to all levels of associates</li>
<li>Ensure Open Door, diversity and other values related issues are resolved effectively</li>
<li>Work alongside the HR Department Management team to conduct interventions, fact-findings and resolves conflicts as they arise</li>
<li>Conduct new hire orientations as needed</li>
<li>Participate and execute on special projects as assigned</li>
</ul>
<p><b>You are...</b></p>
<ul>
<li>Eager to learn</li>
<li>Self-motivated</li>
<li>Passionate about Human Resources</li>
<li>Confident with giving presentations</li>
<li>Comfortable working in a distribution center environment</li>
</ul>
<p><b>At a minimum, you have...</b></p>
<ul>
<li>Minimum of 2+ years of experience in Human Resources, preferably within food manufacturing/production, e-Commerce or start-up environment</li>
<li>Working knowledge of payroll and timekeeping practices</li>
<li>Working knowledge of employee relations, diversity, and employment laws with proven ability to handle confidential information with professionalism and tact</li>
<li>Solid verbal and nonverbal communications skills, good interpersonal skills, coaching and counseling skills</li>
<li>Bachelor's degree or equivalent job experience with SHRM / PHR preferred</li></ul><br>
<p></p>
<div>
<div><div><div><div><div><div><div><div><div><div><div>This job description is intended to provide a general overview of the responsibilities. However, the Company reserves the right to adjust, modify, or reassign work tasks and responsibilities as needed to meet changing business needs, operational requirements, or other factors.</div></div></div></div></div></div></div></div></div></div></div></div></div><div></div>

Human Resources Associate

CHRISTUS Health

<div><b>Description</b><p><b><br>
Summary:</b></p>
<p>Intern Dates: May 18, 2026 - August 7, 2026</p>
<div><p>A meaningful educational experience for a college student to gain valuable experience in their field of study, while accomplishing tasks and completing projects in an enriching environment. The Intern will gain networking opportunities that include interactions with CHRISTUS leaders and Associates. The Intern will be provided with a variety of projects to support learning objectives through hands-on experience across all phases of the project lifecycle, from initiation to completion. You will work closely with project managers, team members, and stakeholders to ensure projects are delivered on time, within budget, and to scope.</p>
</div><p><b>Responsibilities:</b></p>
<ul><li>Meets expectations of the applicable OneCHRISTUS Competencies: Leader of Self, Leader of Others, or Leader of Leaders.</li><li>
Facilitate communication between team members, stakeholders, and clients.</li><li>
Assist with creative brainstorming and project ideation.</li><li>
Conduct research and gather data to support project goals.</li><li>
Prepare presentations and reports to communicate project progress and results.</li><li>
Performs computer-based activities using the Microsoft suite of products, or other software, to compose correspondence, create reports, charts, presentations, or other activities as needed.</li><li>
Support multiple, parallel projects using formal project planning techniques.</li><li>
Ability to learn and apply project management methodologies (Agile, Waterfall)</li></ul>
<p><b>Requirements:</b></p>
<p><b>Experience:</b></p>
<ul><li>At least 2 years of college preparation towards major.
</li></ul><p><b>Education:</b></p>
<ul><li>Currently enrolled in a College degree program in one of the following degree program: human resources, business administration, organizational behavior, psychology, or other related fields.
</li><li>PC and Microsoft Office Skills
</li><li>Excellent communication skills and ability to effectively work with others.
</li><li>Quick learner with attention to detail, high degree of confidentiality, and solid organizational skills.
</li><li>Needs to be resourceful, innovative, and persuasive with the ability to problem-solve and troubleshoot.
</li></ul><p><b>Licenses, Registrations, or Certifications:</b></p>
<ul><li>None
</li></ul><p>Work Schedule:</p><br>
<p>8AM - 5PM Monday-Friday</p>
<p><b>Work Type:
</b></p><p>Per Diem As Needed</p></div><p></p>

Student Intern - Talent Acquisition

Aramark

<div><div><div><h2 class="jobSectionHeader"><b>Job Description</b></h2></div><div><p>
Aramark Healthcare+ is seeking an Office Manager to join their team at Baylor Scott and White Hospital Irving in Irving, TX. The Office Manager is responsible for the supervision and control of general office functions, uploading financial data, and light Human Resource administration duties including union administration duties (where applicable). Primarily supervises day-to-day data collection and supervises or completes basic accounting reports. Assists unit management in completion of standard monthly management reports.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Job Responsibilities</b></h2></div><div><ul><li>
Manages and guarantees disbursement of payroll, benefits, and taxes consistent with government wage and hour laws</li><li>
Ensures the processing of new hires, temporary workers, transfers, promotions and terminations is accurate and timely</li><li>
Communicates actively with Operations, Human Resources and Billing to review cross-departmental impacts and reconciles data sharing</li><li>
Leads regular preparation of relevant management reports, including weekly, monthly, quarterly and year-end reports</li><li>
Responsible for the operation of all accounting systems and records, including, but not limited to, cash receipts, expenditures, investments, purchasing, inventory, assets and payroll</li><li>
Ensures that written performance evaluations of supervised employees are completed as required, provides continuous feedback on personnel performance issues, and takes immediate action to recognize achievements and address deficiencies or problems</li><li>
Leads and nurtures a work culture that promotes open, frequent and dynamic communication among staff, stimulating teamwork to accomplish desired goals and objectives</li><li>
Meets deadlines for financial documents</li><li>
Reconciles bank accounts and verify the bank balance with the general ledger</li><li>
Supervises all month-end and year-end accounting procedures including preparation and entry of journal entries for Accounts Payable, Accounts Receivable, Payroll and General Ledger computer systems</li></ul><p>
At Aramark, developing new skills and doing what it takes to get the job done make a positive impact for our employees and for our customers. In order to meet our commitments, job duties may change or new ones may be assigned without formal notice.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Qualifications</b></h2></div><div><ul><li>
Requires a minimum of 2 years of experience in accounting and payroll</li><li>
Bachelor Degree or equivalent experience preferred</li><li>
Ability to work in a fast-paced environment</li><li>
Ability to handle confidential information</li><li>
Ability to manage in a diverse environment with a focus on client and customer service</li><li>
Requires strong interpersonal skills</li><li>
Requires effective verbal and written communication skills</li><li>
Experience in Microsoft Office with advanced skills in Microsoft Excel</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Education</b></h2></div></div><div></div><div><div><h2 class="jobSectionHeader"><b>
About Aramark</b></h2></div><div><p><b>
Our Mission</b></p><p>
Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet.</p><p>
At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law.
</p><p><b>About Aramark</b></p><p>
The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at http://www.aramarkcareers.com or connect with us on Facebook, Instagram and Twitter.</p></div></div></div>

Office Manager

GXO Logistics

<p></p><div><p><b>Logistics at full potential.</b></p><p><br>
</p><p>At GXO, we&rsquo;re constantly looking for talented individuals at all levels who can deliver the caliber of service our company requires. You know that a positive work environment creates happy employees, which boosts productivity and dedication. On our team, you&rsquo;ll have the support to excel at work and the resources to build a career you can be proud of.</p><p><br>
</p><div>As the Senior Finance Manager Order to Cash, you will act as a member of the onsite leadership team for a dynamic operation supporting a globally recognized brand. Become a part of our fast-growing, dynamic team and we'll help you develop your career to a level that will exceed your expectations.</div><div><br>
</div><div><b>Pay, benefits and more.</b></div>
<div>We are eager to attract the best, so we offer competitive compensation and a generous benefits package, including full health insurance (medical, dental and vision), 401(k), life insurance, disability and more.</div><div><br>
</div><div><b>What you&rsquo;ll do on a typical day:</b></div>
<ul><li>Serve as the Senior Finance Manager for a warehouse operation; representing finance in meetings with operations and the customer to keep abreast of upcoming changes to the business</li>
<li>Partner with operations and other functional groups to facilitate successful execution against financial targets and evaluate financial impact of potential projects</li>
<li>Act as finance lead for site specific account management proposals to the customer</li>
<li>Maintain and ensure the satisfactory preparation and distribution of internal and customer-facing reports</li>
<li>Identify methods to monitor performance against original assumptions; convert pricing models to operational forecasts / targets / budgets</li>
<li>Design, prepare, maintain, and present financial forecasts, budgets and variance analysis for GXO financial performance on a weekly, monthly, and annual basis</li>
<li>Engage in labor management activities in tracking operational performance using proprietary tools</li>
<li>Set up invoice templates, queries and/or manual processes for invoice data collection</li>
<li>Ensure invoices are effectively presented to the customer accurately and on time</li>
<li>Coordinate the setup of new accounting units, project codes, work centers, etc., as needed for billing and proper cost accounting as well as enabling operational success of the facility</li>
<li>Develop detective controls and predictive indicators</li></ul><br>
<div></div><div><b>What you need to succeed at GXO:</b></div>
<div>At a minimum, you&rsquo;ll need:</div>
<ul><li>Bachelor&rsquo;s degree in Accounting, Finance or Business, or equivalent related work or military experience</li>
<li>5 years of experience in financial analysis, financial/strategic planning, accounting and/or budgeting</li>
<li>Experience evaluating systems of internal control</li>
<li>Microsoft Office and analytic software experience, including performing database collection, using software programs to gather data for modeling and making meaningful use of data</li>
<li>Experience developing and preparing capital and operating budgets</li>
<li>Experience monitoring budgets and identifying problem areas; conducting research into causes and corrective actions, and making appropriate recommendations</li>
</ul><div>It&rsquo;d be great if you also have:</div>
<ul><li>Master&rsquo;s degree and/or CPA certification</li>
<li>7 years of experience in financial analysis, financial/strategic planning, accounting and/or budgeting</li>
<li>Background in logistics, transportation, warehousing and/or distribution</li>
<li>The ability to learn and understand functionality of multiple logistics-related systems (warehouse, transportation, shipment management systems, etc.)</li>
<li>Knowledge of and experience with information technology functional areas, including operations, marketing, sales, pricing, project management, human resources and information systems operations</li>
<li>Thorough knowledge of financial monitoring/control, and general ledger and accounts payable processes and procedures</li>
</ul><div><b>We engineer faster, smarter, leaner supply chains.</b></div><br>
<p></p><p>GXO is a leading provider of cutting-edge supply chain solutions to the most successful companies in the world. We help our customers manage their goods most efficiently using our technology and services. Our greatest strength is our global team &ndash; energetic, innovative people of all experience levels and talents who make GXO a great place to work.</p><p><br>
</p><p>We are proud to be an Equal Opportunity employer including Disabled/Veterans.</p><br>
<p><br>
GXO adheres to CDC, OSHA and state and local requirements regarding COVID safety. All employees and visitors are expected to comply with GXO policies which are in place to safeguard our employees and customers.</p><p><br>
</p><p>All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test.</p><p><br>
</p><p>The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed. Review GXO's candidate privacy statement here.</p></div>

Senior Manager, Finance Order to Cash

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