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Blackstone

<div>
 Blackstone is the world&rsquo;s largest alternative asset manager. We seek to create positive economic impact and long-term value for our investors, the companies we invest in, and the communities in which we work. We do this by using extraordinary people and flexible capital to help companies solve problems. Our $1.1 trillion in assets under management include investment vehicles focused on private equity, real estate, public debt and equity, infrastructure, life sciences, growth equity, opportunistic, non-investment grade credit, real assets and secondary funds, all on a global basis. Further information is available at www.blackstone.com. Follow @blackstone on LinkedIn, X, and Instagram.
 
 
 This role will partner closely with the Global Human Resources Business Partner (HRBP), HR Centers of Excellence (COE), and business leadership to provide human resources support across Blackstone Private Equity Strategies (BPES) as well as serve as the HRBP for the San Francisco and Los Angeles offices. The role will provide a proactive and forward-thinking approach that is viewed by clients, at all levels, to be confident, thoughtful, strategic, consultative and valuable to the organization&rsquo;s success. Specifically, as detailed below, the role will provide support for: recruiting needs; talent and performance management; learning and development; onboarding; compensation; D&amp;I; and employee relations. The incumbent will work as a hands-on generalist, strategic partner, and a trusted advisor to the business at all levels.
 
 
 Recruitment and Org Design
 
 
 <ul>
 <li>
 Continue to reassess organization structure as necessary to support business growth
 </li>
 <li>
 Partner with Global HRBP and Talent Acquisition to develop overall recruiting/sourcing strategy
 </li>
 <li>
 Attract and hire best-in-class candidates through a consistent recruiting process, the foundation of which will have a strong intent to diversify talent
 </li>
 <li>
 Ensure leadership considers all avenues of external recruiting when designing team structure
 
 
 </li>
 </ul>
 Talent and Performance Management
 
 
 <ul>
 <li>
 Partner with Global HRBP and client leadership on the planning, development, communication, and implementation of talent management processes
 </li>
 <li>
 Ensure senior leaders take a proactive approach to talent and performance management
 </li>
 <li>
 Act as coach and confidential resource to employees at all levels
 
 
 </li>
 </ul>
 Learning and Development
 
 
 <ul>
 <li>
 Partner with Talent team to maximize leverage of firmwide programs and support the creation and implementation of business-specific solutions
 </li>
 <li>
 Advise on senior level / high value talent and development interventions (e.g., exec coaching)
 
 
 </li>
 </ul>
 New Hire On-Boarding/Orientation
 
 
 <ul>
 <li>
 Support implementation of an impactful on-boarding process that ensures a positive experience for new joiners across all teams
 </li>
 <li>
 In coordination with Global HRBP to develop and manage custom senior-level onboarding efforts
 </li>
 <li>
 Manage the new joiner check-in process
 
 
 </li>
 </ul>
 
 Compensation
 
 
 
 <ul>
 <li>
 Partner with the Global HRBP, client leadership and compensation partner to execute annual compensation review and ad hoc analyses throughout the year
 
 
 </li>
 </ul>
 Employee Relations:
 
 
 <ul>
 <li>
 Partner with Employee Relations team to manage ER issues within the business
 </li>
 <li>
 Collaborate with business leadership to align on key elements of employee relations strategy
 
 
 </li>
 </ul>
 Culture and Engagement:
 
 
 <ul>
 <li>
 Play a leadership role in assessing the current work environment and identifying and driving employee engagement initiatives
 </li>
 <li>
 Partner across the organization on all inclusion efforts, ensuring it is embedded in key talent processes
 
 
 </li>
 </ul>
 Metrics and Analytics
 
 
 <ul>
 <li>
 Prioritize focus on strategic HR levers that align to business results, including developing and interpreting key metrics that support core people and talent processes and drive decisions
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 The individual we seek is an experienced HR professional who is commercial, analytical, and inquisitive. Broad HR experience and a strong generalist skill set across the HR space, with an emphasis on talent and compensation planning, is necessary. They are a confident change agent with strong communication skills who is an effective and persuasive communicator at all levels.
 
 
 
 Experience Required
 
 
 
 <ul>
 <li>
 Development, maintenance and application of key HR metrics throughout talent management and compensation reviews
 </li>
 <li>
 Strategic talent management and/or organizational effectiveness/development
 </li>
 <li>
 Compensation planning and partnering with a business during compensation reviews
 </li>
 <li>
 Minimum of ten years human resources experience. Preference for experience gained, at least in part, at a professional services, financial services, or technology organization known for disciplined business performance and engaged, consultative human resources
 </li>
 <li>
 Experience in client-facing roles such as field-oriented generalist or HR business partner
 </li>
 <li>
 Bachelor&rsquo;s degree required; advanced degree is a plus
 
 
 </li>
 </ul>
 
 Skills
 
 
 
 <ul>
 <li>
 Collaboration and interpersonal skills to partner across multiple stakeholders including Global HRBP, Head of HR, HR COEs and client group leadership
 </li>
 <li>
 Strong business and financial skills, competence to communicate and persuade inside and outside of HR, high professional integrity
 </li>
 <li>
 Demonstrated competence to analyze talent related data and provide insights
 </li>
 <li>
 Demonstrated competence to prioritize and translate business initiatives into clear HR strategies coupled with a process-oriented, forward-looking approach
 </li>
 <li>
 Competence to effectively communicate Human Resources strategy and rationale
 </li>
 <li>
 Experience managing a global workforce a plus
 </li>
 <li>
 Competence to create and reinforce a positive and professional working environment
 
 
 </li>
 </ul>
 San Francisco Applicants: Blackstone will consider for employment qualified applicants with arrest and conviction records, consistent with the San Francisco Fair Chance Ordinance.
 
 
 The duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position. Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion.
 
 
 
 Expected annual base salary range:
 
 
 
 $190,000 - $275,000
 
 
 Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables.
 
 
 Additional compensation and benefits offered in connection with the role consist of comprehensive health benefits, including but not limited to medical, dental, vision, and FSA benefits; paid time off; life insurance; 401(k) plan; and discretionary bonuses. Certain employees may also be eligible for equity and other incentive compensation at Blackstone&rsquo;s sole discretion.
 
 
 Blackstone is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other class or status in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leave of absence, compensation, and training. All Blackstone employees, including but not limited to recruiting personnel and hiring managers, are required to abide by this policy.
 
 
 If you need a reasonable accommodation to complete your application, please contact Human Resources at 212-583-5000 (US), +44 (0)20 7451 4000 (EMEA) or +852 3656 8600 (APAC).
 
 
 Depending on the position, you may be required to obtain certain securities licenses if you are in a client facing role and/or if you are engaged in the following:
 
 
 <ul>
 <li>
 Attending client meetings where you are discussing Blackstone products and/or and client questions;
 </li>
 <li>
 Marketing Blackstone funds to new or existing clients;
 </li>
 <li>
 Supervising or training securities licensed employees;
 </li>
 <li>
 Structuring or creating Blackstone funds/products; and
 </li>
 <li>
 Advising on marketing plans prepared by a sales team or developing and/or contributing information for marketing materials.
 
 
 </li>
 </ul>
 Note: The above list is not the exhaustive list of activities requiring securities licenses and there may be roles that require review on a case-by-case basis. Please speak with your Blackstone Recruiting contact with any questions.
 
 
 To submit your application please complete the form below. Fields marked with a red asterisk * must be completed to be considered for employment (although some can be answered "prefer not to say"). Failure to provide this information may compromise the follow-up of your application. When you have finished click Submit at the bottom of this form.
</div>

Human Resources - HR Business Partner, SVP

Avis Budget Group

<div>
 
 
 Driven to be the Best
 
 
 
 
 
 
 
 People. Performance. Purpose.
 
 
 
 
 
 
 At Avis Budget Group, we&rsquo;re driven to be the best vehicle rental company in the world, together. Our 25,000 employees raise the bar every day, bringing different perspectives, taking ownership, and leading with integrity. We&rsquo;re defining the future of mobility with safe, sustainable solutions that move people, businesses, and communities forward.
 
 
 
 
 
 The
 
 Human Resources Business Partner
 
 will serve as an internal business partner, delivering comprehensive HR programs, initiatives, and solutions to the functional areas. In this role, you will be a key member of the HR leadership team and provide strategic and tactical human resources support for your assigned field operations location (~450 employees).
 
 
 
 
 
 
 What You&rsquo;ll Do
 
 
 
 
 
 <ul>
 <li>
 Support union, non-union, management and staff in the specified departments and field locations and ensure HR compliance from both a legal and company policy perspective
 </li>
 <li>
 Work with management to define talent management needs to design and implement HR programs and practices e.g., organizational design, workforce development/planning, talent review, succession planning, talent acquisition, compensation management, etc. that align with and support location needs and Company goals
 </li>
 <li>
 Facilitate leadership development and key talent retention efforts e.g., performance management, coaching/counselling/corrective actions, employee recognition and rewards, talent review, etc.
 </li>
 </ul>
 
 
 
 
 
 Perks You&rsquo;ll Get
 
 
 
 
 
 <ul>
 <li>
 Paid time off
 </li>
 <li>
 401K retirement plan with company matched contributions
 </li>
 <li>
 Access to Medical, Dental, Vision, Life and Disability insurance
 </li>
 <li>
 Eligible to elect other voluntary benefits including: Group Legal, Identity Theft, Insurance, FSA, additional life insurance coverages
 </li>
 <li>
 Contribute up to $260 as a tax free benefit for public transportation or parking expenses
 </li>
 <li>
 Employee discounts, including discounted prices on purchase of Avis / Budget cars
 </li>
 <li>
 Access to an Employee Assistance Program for services including counseling, financial and legal consultation, referrals for care service, and more
 </li>
 </ul>
 
 
 
 
 
 What We&rsquo;re Looking For
 
 
 
 
 
 <ul>
 <li>
 5+ years of generalist/ HR leadership experience
 </li>
 <li>
 Bachelor's Degree
 </li>
 <li>
 PHR or SPHR Certification (Preferred)
 </li>
 <li>
 Labor Relations experience (Preferred)
 </li>
 </ul>
 
 
 
 
 The annual starting salary for this position is between $100k-$120k, based on experience. Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
 
 
 
 
 
 This position is also eligible for bonus.
 
 
 
 
 
 This job posting is anticipated to remain open until March 2.
 
 
 
 
 
 
 Who We Are
 
 
 
 
 
 
 Here at Avis Budget Group, you will be joining a team of 25,000 driven people, performing with purpose. Together, we&rsquo;re moving the future of transportation forward with our innovative, customer-focused solutions.
 
 
 
 
 
 Our culture is performance driven, where we encourage and support each other to be at our best through leadership, training, tools, and rewards.
 
 
 
 
 
 We are proud to make a positive difference to the lives of our colleagues, customers, and communities where we operate.
 
 
 
 
 
 
 Avis Budget Group is an Equal Opportunity Employer &ndash; Qualified applicants will receive consideration for employment without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran or any other category protected by applicable law.
 
 
 
 
 
 
 This advertisement does not constitute a promise or guarantee of employment. This advertisement describes the general nature and level of this position only. Essential functions and responsibilities may change as business needs require. The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law. This position may be with any affiliate of Avis Budget Group.
 
</div>

Human Resources Business Partner

6sense

<div><div>Our Mission:

6sense's mission is to multiply what matters: growth, retention, and efficiency. We envision a future where companies, teams and people reach their full potential.

Our People:

People are the heart and soul of 6sense. We serve with passion and purpose. We live by our Being 6sense values of Win as One Team, Stay Curious, Do The Right Thing, Own the Outcome, and Create Belonging. Every 6sensor plays a part in deﬁning the future of our industry-leading technology. 6sense is a place where difference-makers roll up their sleeves, take risks, act with integrity, and measure success by the value we create for our customers. We want 6sense to be the best chapter of your career.</div><div>
<h2 class="jobSectionHeader">
Senior Employee Experience Partner</h2>
<h3 class="jobSectionHeader">Overview</h3>

The Senior Employee Experience Partner reports to the Senior Director, Talent Management, Learning &amp; Development, and Employee Experience and serves as a senior partner responsible for translating 6sense's external brand and values into a compelling internal identity&mdash;delivering the company's brand promise through the lived employee experience.

This role leads the design and execution of global, enterprise-wide employee experience strategies, partnering with executives, People Partners, and hub leaders to drive transformational change across regions and countries. Operating at scale across the full employee lifecycle&mdash;from onboarding and growth to engagement, recognition, belonging, and retention&mdash;this leader ensures experiences are intentional, consistent, and aligned to business priorities.

By stewarding an inside-out brand approach, the Senior Employee Experience Partner shapes programs and moments that reinforce culture, strengthen connection, and enable employees worldwide to feel valued, believed in, and empowered to perform at their best&mdash;directly advancing engagement, retention, inclusion, and organizational effectiveness at 6sense.

<h2 class="jobSectionHeader">Key Responsibilities</h2>
<h3 class="jobSectionHeader">Employee Experience Strategy</h3>
<ul><li>Architect, lead, and govern a multi-year, enterprise employee experience strategy aligned to 6sense's business priorities, culture, employer brand, and global workforce needs.</li>
<li>Define 6sense Employee Value Proposition and partner in bringing it to life through our end-to-end employee lifecycle experience at an enterprise level&mdash;continuously evolving how onboarding, growth, engagement, recognition, belonging, and exits are designed and experienced globally.</li>
<li>Identify, prioritize, and elevate enterprise-critical &quot;moments that matter,&quot; designing scalable, high-impact experiences that work across regions, cultures, and geographies.</li>
<li>Leverage employee data intelligence&mdash;including engagement data, sentiment analysis, workforce dashboards, qualitative insights, and feedback loops&mdash;to inform strategic decisions, experience design, and long-term roadmap planning.</li>
</ul><h3 class="jobSectionHeader">Engagement &amp; Listening Strategy</h3>
<ul><li>Lead the global engagement and listening strategy, defining the approach to surveys, pulse checks, qualitative listening, and ongoing insight generation across the organization.</li>
<li>Translate complex, multi-source employee data into clear, actionable insights and strategic recommendations for executives and senior leaders.</li>
<li>Establish and sustain an enterprise operating rhythm of listening, action planning, and accountability that strengthens trust, transparency, and leadership ownership.</li>
<li>Analyze engagement and sentiment trends to proactively identify enterprise-level risks and opportunities related to retention, culture, performance, and workforce sustainability.</li>
</ul><h3 class="jobSectionHeader">Recognition, Belonging &amp; Inclusion (Enterprise Programs)</h3>
<ul><li>Design and scale global recognition, belonging, and inclusion strategies that reinforce 6sense's values, strengthen cultural cohesion, and support a diverse, distributed workforce.</li>
<li>Own the enterprise recognition strategy and ecosystem, ensuring programs reinforce desired behaviors, align to company values, and deliver meaningful impact at scale.</li>
<li>Partner with executive sponsors, business leaders, and ERGs to evolve belonging initiatives that drive community, representation, and inclusion across regions, such as crafting ERG charters.</li>
<li>Create enterprise frameworks, playbooks, and multi-year plans that enable consistent execution while allowing for regional and cultural relevance.</li>
<li>Serve as a strategic advisor to People Partners and leaders to ensure experiences are intentional, inclusive, and aligned across the organization.</li>
</ul><h3 class="jobSectionHeader">Community, Events &amp; Hub Experience</h3>
<ul><li>Lead the enterprise approach to in-person, hybrid, and hub-based employee experiences, partnering to build connection, culture, and community at scale.</li>
<li>Ensure alignment between global experience standards and regional execution, balancing consistency with local relevance across countries and hubs.</li>
<li>Guide community-building strategies that strengthen employee connection to one another, to leaders, and to the broader 6sense mission.</li>
</ul><h3 class="jobSectionHeader">Employee Experience Platforms &amp; Programs</h3>
<ul><li>Launch and provide strategic oversight of employee experience platforms and tools, including engagement, recognition, and communication channels.</li>
<li>Create and implement enterprise-side change management and communication plans, using proven change management models that reinforce clarity, purpose, alignment, and adoption.</li>
<li>Partner closely with Marketing, Brand, and Internal Communications to translate 6sense's external brand into a compelling internal identity and deliver an inside-out brand experience for employees.</li>
</ul><h3 class="jobSectionHeader">Measurement &amp; Insights</h3>
<ul><li>Define and govern enterprise success metrics for employee experience, including engagement, retention, participation, recognition effectiveness, and belonging indicators.</li>
<li>Apply advanced analytics, trend analysis, and insight synthesis to assess effectiveness, guide prioritization, and continuously evolve enterprise programs.</li>
<li>Present data-backed insights, risks, and recommendations to senior leadership and executives, directly influencing culture, talent strategy, and organizational effectiveness.</li>
</ul><h2 class="jobSectionHeader">Qualifications</h2>
<ul><li>10+ years of progressive experience leading global, enterprise-scale employee experience, engagement, and DEIB strategies in hyper-growth environments, with demonstrated ability to align enterprise and regional approaches across multiple geographies, cultures, and stages of organizational maturity.</li>
<li>Proven track record of architecting, executing, and governing enterprise listening strategies, including engagement surveys and qualitative insight programs, and synthesizing data into clear, executive-level insights and enterprise engagement action plans.</li>
<li>Demonstrated success leading large-scale, global change initiatives, using established change management methodologies to drive adoption, behavior change, and sustained impact across regions and countries.</li>
<li>Experience launching and scaling HR platforms or enterprise systems globally, including stakeholder alignment, change readiness, communications, and adoption across a distributed workforce.</li>
<li>Strong history of building and executing enterprise strategies in hyper-growth technology environments, balancing speed, scale, and organizational maturity.</li>
<li>Deep expertise in employee listening, engagement strategy, culture-building, and enterprise recognition design, with experience moving from pilots to scalable, global solutions.</li>
<li>Demonstrated ability to leverage data intelligence, analytics, and insight synthesis to drive decision-making, prioritize investments, and continuously evolve employee experience strategies.</li>
<li>Demonstrated ability to thoughtfully leverage AI to enhance employee experience, enable personalization at scale, strengthen connection and engagement, and support organizational effectiveness in an AI-driven business.</li>
<li>Proven experience designing and scaling enterprise programs that measurably improve engagement, retention, belonging, and employee outcomes.</li>
<li>Experience partnering with Employee Resource Groups (ERGs), employee communities, and executive sponsors to advance belonging and inclusion at scale.</li>
<li>Experience leading or partnering on enterprise events, community-building strategies, and global or hub-based employee experiences across distributed and hybrid organizations.</li>
<li>Extensive experience with engagement platforms, survey tools, recognition tools, and HR technologies, with accountability for enterprise adoption and impact.</li>
<li>Exceptional executive communication and stakeholder influence skills, including partnership with Marketing, Brand, and Internal Communications to translate external brand and narrative into a compelling, internally aligned employee experience.</li>
<li>Strategic, systems-level thinker with the ability to translate complex employee insights into enterprise experiences, change programs, and measurable business outcomes.</li></ul> 

</div>
Base Salary Range: $125,287.50 - $183,755.00. The base salary range represents the anticipated low and high end of the base salary range for this position. Actual salaries may vary and may be above or below the range based on various factors, including but not limited to work location and experience. The base salary is one component of 6sense's total compensation package for this position. Other compensation may include a bonus program or commission plan, and stock options if approved by 6sense's board. In addition, 6sense provides a variety of benefits, including generous health insurance coverage, life, and disability insurance, a 401K employer matching program, paid holidays, self-care days, and paid time off (PTO). #Li-remote

Notice of Collection and Use of Personal Information for California Residents: California Recruitment Privacy Notice and Policy<div>
Our Benefits:

Full-time employees can take advantage of health coverage, paid parental leave, generous paid time-off and holidays, quarterly self-care days off, and stock options. We'll make sure you have the equipment and support you need to work and connect with your teams, at home or in one of our oﬃces.

We have a growth mindset culture that is represented in all that we do, from onboarding through to numerous learning and development initiatives including access to our LinkedIn Learning platform. Employee well-being is also top of mind for us. We host quarterly wellness education sessions to encourage self care and personal growth. From wellness days to ERG-hosted events, we celebrate and energize all 6sense employees and their backgrounds.

Equal Opportunity Employer:

6sense is an Equal Employment Opportunity and Affirmative Action Employers. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to jobs@6sense.com.

We are aware of recruiting impersonation attempts that are not affiliated with 6sense in any way. All email communications from 6sense will originate from the @6sense.com domain. We will not initially contact you via text message and will never request payments. If you are uncertain whether you have been contacted by an official 6sense employee, reach out to jobs@6sense.com</div></div>

Sr. Employee Experience Partner

FluidStack

<div><div><div>San Francisco, CA,New York, NY,Austin, TX
 </div></div><div>Full Time</div></div>
 <div><h1 class="jobSectionHeader">About Fluidstack</h1>
At Fluidstack, we build the compute, data centers, and power that will fuel artificial superintelligence. We supply GWs of compute capabilities to the world&rsquo;s biggest AI Labs at industry-defining speeds.
Our team is small, fast, and obsessed with quality. We own outcomes end-to-end, challenge assumptions, and treat our customers' problems as our own. No task is beneath anyone here.
There are a few thousand people who will shape the trajectory of superintelligence. Come and be one of them.
<h1 class="jobSectionHeader">About the People Team</h1>
The People team at Fluidstack exists to support our mission of building the world&rsquo;s best place to do your life&rsquo;s best work.
We design and operate the systems, environments, and partnerships that allow talented people to focus on meaningful problems. Our work spans from the infrastructure that keeps the organization running cleanly, to the lifecycle moments that shape employee experience, to the support that helps managers and leaders do their best work.
We care deeply about how things happen, not just whether they happen.
<h1 class="jobSectionHeader">Why This Role Exists</h1>
Technical organizations scale quickly, and management practices often lag behind headcount growth. This role exists to ensure engineering, product, and infrastructure leaders have the support they need to manage people well, especially during periods of rapid hiring and organizational change.
<h1 class="jobSectionHeader">About the Role</h1>
We seek an experienced, kind, and thorough partner to embed and work with Fluidstack&rsquo;s technical departments on people and performance matters. Initially, your coverage will be broad. As the organization scales, you&rsquo;ll specialize into a narrower set of departments.
In this role, you will nurture, coach, and develop your colleagues, focusing on macro and micro development to ensure they are performing to the best of their ability in healthy, scalable ways. This will take many forms: from direct 1-to-1 coaching with a new engineering manager to multi-quarter strategic planning with department leadership to navigating complex team dynamics.
Rather than pushing obtuse business metrics, your practice is grounded in employee advocacy and looking for holistic solutions that meet people where they are while simultaneously moving the organization toward meaningful results. You default to a growth mindset; asking probing questions and providing nuanced feedback, allowing you to build strong, open, and trusting relationships.
This is not an HR compliance role. You sit at the intersection of people and performance. You help managers manage better, not by training them in a classroom, but by working alongside them when it counts.
Regular travel to FluidStack offices and team locations is expected to build and maintain relationships across your coverage area.
<h1 class="jobSectionHeader">What You Will Do</h1>
<h3 class="jobSectionHeader">First 30 Days</h3>
<ul><li>Complete onboarding and immerse yourself in the technical departments: sit in on team meetings, 1:1s (with permission), and planning sessions.
</li><li>Build trust-based relationships with managers. Understand team dynamics, pain points, and open questions.
</li><li>Map the current state of people practices across your departments: how are performance conversations happening? What&rsquo;s the onboarding experience? Where are the gaps?
</li><li>Identify the top 2&ndash;3 areas where manager support would have the most immediate impact.
</li></ul><h3 class="jobSectionHeader">By 60 Days</h3>
<ul><li>Begin active coaching with managers on performance conversations, feedback delivery, and team-level decision-making.
</li><li>Partner with the People team to roll out any new systems (performance, engagement, onboarding) within your departments, adapting for the technical context.
</li><li>Surface department-level people risks to the broader People team with clear framing and proposed next steps.
</li><li>Establish a regular check-in rhythm with department leadership across your coverage area.
</li></ul><h3 class="jobSectionHeader">By 90 Days</h3>
<ul><li>Managers in your departments feel meaningfully more supported in people decisions. You can point to specific conversations or outcomes.
</li><li>You have a clear picture of people health across your coverage area: retention risks, development gaps, team dynamics.
</li><li>You&rsquo;ve helped at least one People system land well in a technical department, not just deployed, but adopted.
</li><li>You are seen as a trusted partner, not a compliance function. Technical leaders come to you proactively.
</li></ul><h1 class="jobSectionHeader">What We Are Looking For</h1>
<ul><li>Love of learning and intense curiosity about how people and teams work.
</li><li>Kindness and care in how you engage with colleagues, especially when conversations are difficult.
</li><li>Design thinking and problem-solving. You look for holistic solutions rather than quick fixes.
</li><li>Clarity, approachability, and precision in communication.
</li><li>You have partnered closely with managers before, not just administered HR processes, but actually influenced how leaders manage their people.
</li><li>You understand how technical teams work: sprint rhythms, release pressure, IC-to-manager transitions, architecture debates that are actually people problems. You don&rsquo;t need to be technical, but you need to be credible when an engineering manager tells you their situation is different.
</li><li>You can hold both accountability and empathy simultaneously. You don&rsquo;t shy away from hard conversations, and you don&rsquo;t deliver them without care.
</li><li>You read team dynamics well and can identify patterns before they become crises.
</li><li>Demonstrated experience in an HRBP, People Partner, or similar embedded role supporting technical teams. We care about what you&rsquo;ve influenced, not how long you&rsquo;ve been doing it.
</li><li>We welcome candidates from coaching, organizational development, technical recruiting, or any background where influencing manager behavior and improving team outcomes in technical environments were central to the work.
</li></ul><h1 class="jobSectionHeader">You&rsquo;ll Thrive Here If You</h1>
<ul><li>Enjoy solving challenging problems. When there isn&rsquo;t a clear solution, you take the time to understand the root complexities and work to find a holistic solution.
</li><li>Care about how things happen. The how is as important as the why. You believe in and trust the process.
</li><li>Care about the human. Everything you do is in service to making Fluidstack a place where people can do their best work. When decisions need to be made, you start with the human impact.
</li><li>Want to make something really great. The bar is high, but so too is the opportunity to shape how an entire technical organization experiences management and growth.
</li></ul><h1 class="jobSectionHeader">What Additive Value Looks Like</h1>
<ul><li>Experience partnering with engineering orgs through hypergrowth, where the team doubled or tripled and the people challenges scaled faster than the systems.
</li><li>You&rsquo;ve navigated the specific performance challenges of technical teams: how to evaluate IC output that&rsquo;s hard to quantify, how to support managers through tough conversations about engineering performance, and how to help teams maintain standards during rapid hiring.
</li><li>Background in organizational development, coaching, or applied psychology.
</li><li>Experience supporting managers through system transitions (new performance frameworks, leveling, comp changes) in technical orgs specifically.
</li></ul><h1 class="jobSectionHeader">Salary &amp; Benefits</h1>
<ul><li>Competitive total compensation package (salary + equity).
</li><li>Retirement or pension plan, in line with local norms.
</li><li>Health, dental, and vision insurance.
</li><li>Generous PTO policy, in line with local norms.
</li></ul>The base salary range for this position is $195,000 - $315,000 per year, depending on experience, skills, qualifications, and location. This range represents our good faith estimate of the compensation for this role at the time of posting. Total compensation may also include equity in the form of stock options.
We are committed to pay equity and transparency.
Fluidstack is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans&rsquo; status, or any other characteristic protected by law. Fluidstack will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.
You will receive a confirmation email once your application has successfully been accepted. If there is an error with your submission and you did not receive a confirmation email, please email careers@fluidstack.io with your resume/CV, the role you've applied for, and the date you submitted your application- someone from our recruiting team will be in touch.</div>

Employee Engagement (EE) Partner - Software & Platform

Visa

<div>About Us 
Visa is a world leader in payments technology, facilitating transactions between consumers, merchants, financial institutions and government entities across more than 200 countries and territories, dedicated to uplifting everyone, everywhere by being the best way to pay and be paid.
At Visa, you'll have the opportunity to create impact at scale &mdash; tackling meaningful challenges, growing your skills and seeing your contributions impact lives around the world.
Join Visa and do work that matters &ndash; to you, to your community, and to the world. Progress starts with you.
Job Description<h2 class="jobSectionHeader">
Visa is seeking a Vice President, People Business Partner &ndash; North America to serve as a senior People leader and trusted advisor to executive leadership across the North America business. This role will shape and drive the people agenda for one of Visa&rsquo;s most important and dynamic regions, translating business strategy into talent, organization, and leadership priorities that enable growth, transformation, and operational excellence at scale.</h2><h2 class="jobSectionHeader">
The VP, People Business Partner brings deep business acumen, strong organizational effectiveness expertise, and a modern, data- and AI-informed approach to workforce and talent strategy. Operating in a highly matrixed environment, this leader will influence decisions across organizational design, workforce planning, leadership effectiveness, succession, engagement, and change, while ensuring strong execution of core People processes with consistency, rigor, and fairness.</h2><h2 class="jobSectionHeader">
This role requires an enterprise mindset, exceptional judgment, and the ability to build trusted relationships across senior leaders, Centers of Excellence, and People partners. The ideal candidate is a strategic, pragmatic, and highly credible leader who can navigate complexity, drive alignment, and translate insight into action.</h2><h2 class="jobSectionHeader">
Key Responsibilities</h2><ul><li><h2 class="jobSectionHeader">
Partner with senior and executive leaders across the North America business to translate business strategy into an integrated people, talent, and organization agenda</h2></li><li><h2 class="jobSectionHeader">
Advise leaders on organizational design, workforce planning, talent strategy, and large-scale change management aligned to enterprise and regional priorities</h2></li><li><h2 class="jobSectionHeader">
Lead the successful execution of core People processes across the North America business, including performance management, promotion, compensation, talent reviews, and succession planning</h2></li><li><h2 class="jobSectionHeader">
Partner closely with People Centers of Excellence, including Talent, Total Rewards, Inclusion, People Analytics, Employee Relations, and Learning, to deliver integrated, high-impact solutions</h2></li><li><h2 class="jobSectionHeader">
Strengthen leadership effectiveness and organizational accountability through role clarity, decision effectiveness, and follow-through</h2></li><li><h2 class="jobSectionHeader">
Guide complex and sensitive people matters with sound judgment, discretion, and empathy</h2></li><li><h2 class="jobSectionHeader">
Use data, insights, and AI-enabled approaches to diagnose issues, inform decisions, and drive action related to engagement, capability, performance, and organizational health</h2></li><li><h2 class="jobSectionHeader">
Act as a visible and trusted leader within the People organization, modeling strong partnership, accountability, and operational excellence</h2></li><li><h2 class="jobSectionHeader">
Influence across a highly matrixed organization to balance enterprise consistency with the unique needs of the North America business</h2></li><li><h2 class="jobSectionHeader">
Help leaders build high-performing, inclusive organizations that are equipped to deliver against business priorities today and in the future</h2></li></ul><h2 class="jobSectionHeader">
Leadership Profile</h2><ul><li>
Executive presence and credibility, with the ability to influence, challenge, and coach senior leaders in a constructive and outcomes-oriented way</li><li>
Strong learning agility and comfort operating in complexity, ambiguity, and change</li><li>
Excellent judgment, integrity, and discretion in handling sensitive and high-stakes matters</li><li>
Inclusive leadership style that builds trust, collaboration, and psychological safety across diverse stakeholders</li><li>
Strategic yet pragmatic mindset, with a strong bias for action, simplification, and delivery</li><li>
Ability to connect people strategy to business outcomes and enterprise priorities</li><li>
Strong partnership orientation, with the ability to work effectively across functions, geographies, and stakeholder groups</li><li>
Resilient and adaptable leader who can maintain focus and momentum through transformation</li></ul>
This is a hybrid position. Expectation of days in office will be confirmed by your hiring manager.
Visa requires at least 3 days in office, expectations of these days will be confirmed by your Hiring Manager.
Qualifications
Basic: &bull; 12 or more years of work experience with a bachelor&rsquo;s Degree or at least 10 years of experience with an Advanced degree (e.g. Masters/ MBA/JD/MD) or at least 8 years of work experience with a PhD &bull; Demonstrated success partnering with senior executives and C-suite leaders in a large-scale, highly matrixed organization &bull; Proven ability to lead enterprise People processes, including performance, compensation, promotion, talent review, and succession planning, across complex organizations &bull; Strong business acumen and the ability to connect people strategy to business priorities and measurable outcomes &bull; Demonstrated ability to lead through complexity, ambiguity, and sustained organizational transformation &bull; Experience using data and insights to diagnose organizational issues, influence decisions, and drive action &bull; Strong communication and influencing skills, with the ability to build trust and credibility at the most senior levels Preferred: 15 or more years of experience with an Advanced Degree (e.g. Masters, MBA, JD, MD, PhD) Experience in financial services, payments, technology, or other large-scale, fast-paced environments Experience in data-rich, technology-enabled, or AI-forward environments Experience partnering closely with Finance on workforce planning, investment decisions, and cost management Experience supporting a regional business or operating in a North America-focused leadership role
U.S. Applicants Only
The estimated salary range for this position is $254,500.00 to $ 445,400.00 USD per year, which may include potential sales incentive payments (if applicable). Salary may vary depending on job-related factors which may include knowledge, skills, experience, and location. In addition, this position may be eligible for bonus and equity.Visa has a comprehensive benefits package for which this position may be eligible that includes Medical, Dental, Vision, 401(k), FSA/HSA, Life Insurance, Paid Time Off, and Wellness Program.
Work Hours
Varies upon the needs of the department.
Travel Requirements
This position requires travel 5-10% of the time.
Mental/Physical Requirements
This position will be performed in an office setting. The position will require the incumbent to sit and stand at a desk, communicate in person and by telephone, frequently operate standard office equipment, such as telephones and computers.
Visa is an EEO Employer
Qualified applicants will receive consideration for employment without regard to race, color religion, sex, national origin, sexual orientation, gender identity, disability or protect veteran status. Visa will also consider for employment qualified applicants with criminal histories in a manner consistent with the EEOC guidelines and applicable local law, including the requirements of Article 49 of the San Francisco Police Code.</div>

Vice President, People Business Partner – North America

Kody

<div>Kody is seeking a People &amp; Talent Specialist to join our dynamic HR team. This role focuses on talent acquisition, employee engagement, and People operations to support our growing workforce across the US and the UK. We are looking for candidates who are professional, adaptable and passionate about start-up.
You will work hand in hand with business to achieve our recruitment goals. To start, this role will be a combination of Talent Acquisition (TA) and People Operations. You will work every part of the end-to-end lifecycle of bringing new talent into the fold - from crafting job descriptions, conducting phone screens to the onboarding programs.
Key Responsibilities<ul><li>
Deeply understand the business logic and hiring needs, partner closely with hiring managers and stakeholders to develop sourcing and hiring strategies.</li><li>
Attract and negotiate compensation packages and close all level candidates across the US and the UK.
</li><li>Manage employee onboarding and orientation processes to ensure smooth integration.</li><li>
Support HR administration tasks such as payroll coordination, benefits administration, and compliance documentation.</li><li>
Process various transactions in our HRIS (Gusto), including hires, terminations, data changes, and organizational changes</li><li>
Act as the first point of contact for employee inquiries regarding benefits, payroll, and general company policies. You&rsquo;ll be the friendly face of HR that people turn to for help</li></ul> 

Requirements 
<ul><li>
3+ years of experience in HR, talent management, or people operations roles.</li><li>
Ability to manage multiple tasks and prioritize effectively in a fast-paced environment.</li><li>
Familiarity with HRIS software and recruitment tools.</li><li>
Deep knowledge of California labor laws</li><li>
Experience with global HR activities is a big plus, especially the UK</li><li>
A self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiative and risks.</li></ul> 

Benefits 
<ul><li>
Work with a dynamic and innovative team in a rapidly growing company globally</li><li>
Hybrid work environment</li><li>
Opportunities for career growth in leadership and strategy.</li></ul></div>

People & Talent Specialist

OpenGov

<div>OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov&rsquo;s mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com.<h2 class="jobSectionHeader">
Job Summary</h2>
OpenGov is seeking a Sr. AI Analyst, People Intelligence to serve as the dedicated practitioner embedded within OpenGov&rsquo;s growing Applied AI/innovation team, focused on G&amp;A use cases. This role sits at the intersection of messy data, workflow automation, and applied AI &mdash; and exists to systematically redesign how OpenGov&rsquo;s HR, Talent Acquisition, and Enablement functions operate in an AI-native world. You will identify, prioritize, and build AI-powered workflows, tools, and copilots that reduce friction, improve decisions, and free up time for the work that actually requires human judgment.
This is an analyst and workflow automation role first, not a software engineering role. You bring a sharp process mind, comfort with modern AI tools (e.g. Claude/ChatGPT, 3rd party AI tools, and no-code/low-code automation platforms), and the instinct to translate a messy, manual workflow into something smarter. You don&rsquo;t need to write production code, or be an HR Ops/Tech specialist.
What you DO need is to be a problem-solver with the ability to deeply understand how your partner teams actually work, identify where AI-native redesign creates the most leverage, and build or orchestrate solutions that real people will use to solve real pain points. You will work within the Applied AI team&rsquo;s technical ecosystem and governance framework, owning the full problem-to-solution lifecycle yourself, and partnering with AI/data engineers when needed.
Given the sensitivity of the data, this role requires a mature, genuine understanding of data confidentiality and HR compliance. You will have access to data and systems at a level comparable to senior HR leadership, and you will be expected to exercise that access with the discretion and judgment that earns it.
While this role sits within the Applied AI team, you will maintain a close working relationship with the HR Technology Leader, who will provide domain guidance on HR systems, compliance context, and functional priorities &mdash; ensuring your work is grounded in how the People org actually operates.<h2 class="jobSectionHeader"> 
Core Responsibilities</h2><ul><li>
Map and redesign People org workflows with an AI-native lens: go deep with HR, Talent, and Enablement teams to understand current-state processes, identify automation and AI augmentation opportunities, and translate findings into prioritized, sequenced action plans that account for effort, impact, and compliance sensitivity.</li><li>
Build and deploy AI-powered tools and automations for the People organization: this includes manager copilots, candidate screening workflows, onboarding automation, policy Q&amp;A assistants, enablement content tools, and other solutions using Claude, Slack, and connected enterprise platforms &mdash; operating within OpenGov&rsquo;s AI governance framework.</li><li>
Partner with AI, systems, or data engineers when required &mdash; clearly defining requirements, translating business needs into actionable technical specs, and owning outcomes on the People side while the engineering team handles backend complexity.</li><li>
Serve as the primary AI capability advisor for the People org: help team leaders understand what&rsquo;s possible with AI today, evaluate build vs. buy tradeoffs, identify where AI should not be applied (due to compliance or sensitivity constraints), and set realistic expectations on scope and timeline.</li><li>
Own data sensitivity and compliance judgment as a core function of the role: every workflow you design or tool you build must account for the confidentiality of HR data, applicable employment law constraints, and OpenGov&rsquo;s internal data governance rules. Flag risks proactively &mdash; don&rsquo;t wait to be asked.</li><li>
Maintain a living roadmap of AI initiatives across the People org: track ideas, in-flight projects, and delivered solutions; report on impact; and continuously reprioritize based on business need and resource availability.</li><li>
Drive adoption and change management for AI tools you build: shipping is not the finish line. You own ensuring that the tools and workflows you create are understood, used, and refined based on real feedback from the people who depend on them.</li><li>
Contribute to OpenGov&rsquo;s broader AI flywheel: insights and workflow patterns developed inside the People org may inform how OpenGov advises government customers on people operations and workforce AI &mdash; you should document learnings in ways that can be reused.</li><li>
Communicate progress, priorities, and blockers clearly across stakeholders: written updates, structured check-ins with People leadership and Applied AI leadership, and crisp escalation when decisions require broader alignment.</li></ul><div> 
</div><h2 class="jobSectionHeader">
Required Experience</h2><ul><li>
Bachelor&rsquo;s degree in HR Tech, Information Systems, Organizational Psychology, or Data Analytics, or a related field.</li><li>
4&ndash;7 years of experience in an individual contributor (IC) role in technical product management, data science, people analytics, or a closely adjacent function. We need someone who has been hands-on, on the ground, building and improving things.</li><li>
Demonstrated experience using AI tools in a professional context &mdash; not just familiarity. You have been actively using tools like Claude or ChatGPT, as well as agentic orchestration systems like n8n, make.com, or Airia, to meaningfully improve how you or your team works, and you can speak concretely about what you&rsquo;ve built or changed as a result.</li><li>
Strong process analysis and workflow redesign skills: you can map a messy current-state process, identify where AI creates leverage versus where it creates risk, and design a future-state that people will actually adopt.</li><li>
Comfort working with no-code and low-code automation tools (e.g., Zapier, Make, Workato, or equivalent) and enterprise SaaS platforms (Workday, Ashby, or similar HR systems).</li><li>
A mature, demonstrated understanding of HR data sensitivity and employment law constraints &mdash; including what data can and cannot be used to make automated decisions, what requires human review, and how to design systems that protect employee privacy without sacrificing usefulness.</li><li>
Strong analytical skills: comfortable with data in spreadsheets, dashboards, or basic BI tools (Tableau, Looker, or similar); able to extract insight from People data and frame it clearly for both technical and non-technical audiences.</li><li>
Exceptional written and verbal communication: For example, you can explain a complex AI workflow to an HR business partner, the tradeoffs of a data access decision to a legal stakeholder, and the technical requirements to an AI engineer. You write clearly and you don&rsquo;t create information silos.</li><li>
Self-starter with high initiative: you see opportunities, you propose solutions, and you drive them forward without waiting to be told. This role will involve significant ambiguity, especially early on, and the right person will find that energizing rather than paralyzing.</li><li>
Collaborative by default: you build trust with domain experts before designing for them, you surface tradeoffs clearly, and you understand that the best AI workflow in the world fails if the people it&rsquo;s designed for don&rsquo;t believe in it.</li></ul><div> 
</div><h2 class="jobSectionHeader">
Nice to Have</h2><ul><li>
Familiarity with AI governance concepts: prompt design, data access controls, audit trails, and responsible AI principles in the context of HR applications.</li><li>
Experience building or deploying Slack-based bots, workflow automations, or internal tools without engineering support.</li><li>
Prior experience in an HR technology, people analytics, or HR ops role at a SaaS company or in a compliance-intensive environment.</li><li>
Exposure to employment law, I-9/EEO compliance, or compensation equity frameworks &mdash; not as a legal expert, but as someone who understands why these guardrails exist and how to design around them responsibly.</li><li>
Experience working at the intersection of People and IT or People and Finance &mdash; roles that required navigating cross-functional data ownership and system permissions.</li><li>
Familiarity with Snowflake, Looker, or similar data platforms at a read/analysis level (not engineering).</li><li>
Background in organizational design, change management, or workforce transformation initiatives.</li><li>
Experience working in a fast-moving, high-growth SaaS environment where the org is actively evolving and priorities shift quickly.</li><li>
Prior exposure to government, regulated industries, or other compliance-heavy environments where data handling standards are elevated.</li></ul>
Compensation:
Chicago, IL: $150,000 - $165,000 
On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance.
The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate&rsquo;s geographical location.<h1 class="jobSectionHeader">
Why OpenGov?</h1>
A Mission That Matters.
At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it&rsquo;s the core of our democracy.
Opportunity to Innovate
The next great wave of innovation is unfolding with AI, and it will impact everything&mdash;from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We&rsquo;ve touched 2,000 communities so far, and we&rsquo;re just getting started.
A Team of Passionate, Driven People
This isn&rsquo;t your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune.
A Place to Make Your Mark
We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within.
Benefits That Work for You
Enjoy an award-winning workplace with the benefits to match, including:<ul><li>
Comprehensive healthcare options for individuals and families</li><li>
Flexible vacation policy and paid company holidays</li><li>
401(k) with company match</li><li>
Paid parental leave, wellness stipends, and HSA contributions</li><li>
Professional development and growth opportunities</li><li>
A collaborative office environment with weekly catered lunches.</li></ul>
Compensation Range: $150K - $165K</div>

Sr. Analyst, Applied AI (G&A Intelligence)

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