human resources leader

Sonesta

<div>We&rsquo;re Sonesta International Hotels.
 
The 8th largest hotel company in the U.S.&mdash;and growing fast.
An epic blend of full-service and focused hotels in major cities, Sonesta&rsquo;s uniquely diverse portfolio of owned, managed, and franchised properties makes us everywhere you want to be. Driven by the human side of hospitality, we deliver service with passion, loyalty with purpose, and experiences that truly connect.
Together We Thrive&mdash;bringing quality, value, and amazing hospitality to every guest, every stay, across 1000+ properties in eight countries and counting.
Job Description Summary
Provides human resources leadership, strategic support, consultation, coaching, direction and advice to Hotel Executive Committee and all Hotel employees on all human resources related topics as well as Sonesta and Hotel Culture and Values. Supports California Human Resources teams in all matters relating to HR and Employee/Labor Relations. Works with senior management supporting business goals and objectives.
Job Description
<div><div><ul><li>Job Description</li>
</ul>The focus of this role is to connect with hotel leadership and employees and motivate and inspire them to achieve results. The work involves driving toward results by enrolling the commitment and buy-in of others. While the job requires strong initiative and self-direction, results are only achieved with and through people, so the ability to successfully influence and persuade others by understanding how their individual needs and motivations link to goals is essential.
The role has a variety of responsibilities and tasks and with at times conflicting responsibilities and tied deadlines. Since goals and desired results can quickly change, the job requires regularly meeting with and proactively establishing relationships with new groups and people. The ability to understand, quickly react, and motivate others to adapt to the changing organization is a critical key to success. In general, the core of this position requires a motivated and motivating team builder and organization developer.
Decisions will often have to be made in ambiguous situations under pressure and will generally need the ideas and advice of others. Details will need to be handled quickly and accurately. Good judgment is essential in the recruitment process as well as the employee relations process.
Job Description
Principle duties and responsibilities (Essential Functions) include:
Operational/Functional:
<ul><li>Support the hotel&rsquo;s efforts in continuing to deliver outstanding guest services, employee engagement and financial profitability by ensuring the team has a clear understanding of accountability of expectations and results.</li>
<li>Lead the hotel in Employee Engagement strategies and activities to ensure the hotel is continually assessing and improving its management and leadership practices to ensure a highly engaged workforce.</li>
<li>Manage and resolve complex employee relations issues. Conducts timely, effective, thorough and objective investigations. Make recommendations to Corporate Human Resources regarding follow-up actions.</li>
<li>Ensure compliance with all Company policies and procedures, Federal, State, and Local employment requirements.</li>
<li>Responsible for completing and overseeing corporate compliance initiatives</li>
<li>Ensure that all managers are trained on the performance management process and related management programs and initiatives.</li>
<li>Coach, support and hold accountable managers for creating and maintaining a work environment with high morale and productivity.</li>
<li>Effectively deliver and support service training and efforts.</li>
<li>Responsible for all training relating to employee full cycle experience.</li>
<li>Where applicable manage labor relations processes and represent the hotel accordingly if required.</li>
</ul>What you will bring:
<ul><li>You will have 5 to 10 years of progressive HR leadership experience in the hotel industry including supporting multi-site HR teams. Minimum 5 years in a leadership role with understanding this will be a hands-on position.</li>
<li>Deep understanding of HR practices, policies, employment law and compliance.</li>
<li>Required highly proficient in HRIS systems (preferable Workday) and Microsoft Office Suite.</li>
<li>Strong knowledge and hands on experience in employee/labor relations, talent acquisition, performance management and talent development.</li>
<li>Demonstrated ability to handle multiple priorities in a fast-paced, demanding environment.</li>
<li>Highly approachable demeanor and effective communication leadership style.</li>
<li>Required college degree in a related field</li>
<li>Spanish speaker highly preferred</li>
</ul></div></div>Additional Job Information/Anticipated
Pay Range
<div>Pay Salary Range from $160,000 to $175,000. Base pay offered may vary depending on various factors including but not limited to job related knowledge, skills, and job specific experience/overall experience.</div>
Benefits
Sonesta recognizes that benefits play a vital role in helping ensure the health and financial security of employees and their families. We offer a variety of benefits to our employees including:
<ul><li>Medical, Dental and Vision Insurance</li>
<li>Health Savings Account with Company Match</li>
<li>401(k) Retirement Plan with Company Match</li>
<li>Paid Vacation and Sick Days</li>
<li>Sonesta Hotel Discounts</li>
<li>Educational Assistance</li>
<li>Paid Parental Leave</li>
<li>Company Paid Life Insurance</li>
<li>Company Paid Short Term and Long Term Disability Insurance</li>
<li>Various Employee Perks and Discounts</li>
<li>Hospital Indemnity</li>
<li>Critical Illness Insurance</li>
<li>Accident Insurance</li>
</ul>Sonesta is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or other characteristics protected by law.
Upon submitting your application, please ensure you complete a full application in addition to attaching a resume. Incomplete applications received will not be considered.
Qualified applicants with arrest or conviction records will be considered for employment in accordance with the
Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.</div>

Area Director of Human Resources

Ben Franklin Transit

<div>Salary:
Position Range: $159,985.00 - $221,456.00&amp;#xa;Hiring Range: $180,476.000 - $211,212.000&amp;#xa;Most applicants&rsquo; offers will fall within this hiring range based on qualifications, experience, and alignment with the role&rsquo;s needs.
FLSA Status:
Exempt
Join the team that keeps the Tri-Cities moving!
OUR MISSION
Ben Franklin Transit (BFT) provides exceptional and cost-effective transportation services that consistently exceed customer expectations while promoting the principles and practices of livable communities and sustainable development.
OUR VALUES
We value customer service, collaboration, diversity, fiscal accountability, innovation, sustainability, and safety. Employees and representatives of BFT are expected to uphold our values and mission.
<div></div>NATURE OF POSITION
Provides strategic leadership and oversight of Ben Franklin Transit&rsquo;s (BFT) Human Resources and Labor Relations functions. Responsible for developing and executing people strategies that support organizational goals, including labor and employee relations, talent acquisition, classification and compensation, total rewards and benefits administration, and federally mandated drug and alcohol testing programs. Ensures organizational compliance with applicable employment laws, regulations, policies, and affirmative action requirements while fostering a high performing, engaged, and compliant workforce.
ESSENTIAL DUTIES AND RESPONSIBILITIES
<ul><li>Serve as a strategic advisor to the CEO and Executive Leadership Team on workforce planning, organizational design, employee relations, and culture initiatives.
</li><li>Provide leadership development and supervisory training programs to strengthen management capability and promote a positive workplace culture. Work with CEO on workplace succession planning.
</li><li>Support agency strategic planning initiatives by aligning workforce strategies with operational and long-term organizational goals.
</li><li>In collaboration with legal counsel, develop, review, revise, and implement HR policies/procedures to ensure compliance with applicable legal guidelines and alignment with agency culture and mission.
</li><li>Develop creative strategies to engage union leadership in a collaborative process; educate and inform the CEO on the status of negotiations; recommend proposals, settlement, and/or mediation/arbitration, as appropriate
</li><li>Develop and implement department goals, objectives, policies, and priorities for staff and assigned areas of responsibility.
</li><li>Provide oversight to the Drug and Alcohol Program Manager/Designated Employer Representative; ensure agency and any covered contractors comply with applicable FTA and FRA regulations as it relates to the HR function and the drug and alcohol program.
</li><li>Direct process for all involuntary separations, including development of appropriate separation agreements for sensitive terminations in conjunction with Finance, Executive Leadership, and legal Counsel.
</li><li>Oversee all recruitment and retention programs with the goal of attracting and retaining high-caliber staff in support of BFT&rsquo;s mission and strategic/business plans.
</li><li>Direct performance management programs and systems. Recommend improvements and enhancements to ensure alignment with agency mission and operational need.
</li><li>Oversee BFT&rsquo;s compliance with conflict of interest, ethics requirements, and state-required training for supervisors and managers.
</li><li>Participate in the preparation of department annual budget and multiyear projections. Monitor expenses and recommends adjustments to achieve annual results within goals.
</li><li>Promote a culture of safety, accountability, and inclusion consistent with the agency&rsquo;s mission and public service responsibilities.
</li><li>Manage internal communication strategies with appropriate department leadership.
</li></ul><ul><li>Provide excellent customer service to all customers both internally and externally.
</li><li>Display and practice BFT&rsquo;s Core Values in the workplace.
</li><li>Work with and maintain confidential information.
</li></ul>KNOWLEDGE, SKILLS &amp; ABILITIES
<ul><li>Understanding of human resources principles, practices, and methods.
</li><li>Applicable federal, state, and local laws, codes, and regulations governing human resources.
</li><li>Identify and implement practices and procedures of employment law, compensation, organizational planning, recruitment, employee relations, safety, training, and employee engagement and development.
</li><li>Business and management principles involved in strategic planning, resource allocation, human resource modeling, leadership techniques, and coordination of people and resources.
</li><li>Provide continuous effort to improve operations; streamline work processes; work cooperatively throughout the agency to provide quality customer service.
</li><li>Learn new technologies, policies, procedures, and guidelines established by professional organizations and/or governing agencies.
</li></ul>OTHER CHARACTERISTICS
<ul><li>Collaboration: Shares time and knowledge with others; adjusts priorities as circumstances dictate; follows through on commitment; accepts responsibility for actions; resolves interpersonal conflicts constructively.
</li><li>Diversity: Demonstrates an awareness and respect of cultural and individual values. Treats all people with dignity, courtesy, and respect.
</li><li>Fiscal Accountability: Actively contributes to the productivity of the agency; demonstrates good stewardship of company time and resources; displays high standards of ethical conduct.
</li><li>Customer Service: Anticipates the needs of internal and external customers; delivers quality work products and services within expected timeframes. Considers and responds appropriately to people in various situations.
</li><li>Innovation: Considers new approaches to situations; encourages ideas and improvements.
</li><li>Sustainability: Actively encourages environmental benefits and the conservation of natural resources.
</li><li>Safety: Adheres to safety-related laws, regulations, standards, and practices; performs work in a safe manner; encourages and supports others to be safe while at work.
</li></ul>MINIMUM QUALIFICATIONS
Bachelor&rsquo;s Degree from an accredited college or university in Human Resources, Organization Development, Industrial Psychology, Business Administration, or related field. 10 years of professional human resource work experience, including three to five years&rsquo; experience in a unionized environment. 5 years at an Executive/Senior level; or an equivalent combination of experience, education, and training.
LICENSES, CERTIFICATIONS &amp; OTHER REQUIREMENTS
None
PREFERRED QUALIFICATIONS
Master&rsquo;s degree; PHR or SPHR or equivalent certification.
PHYSICAL REQUIREMENTS
Generally sedentary in nature; occasionally stand and walk; intermittently kneel, stoop, bend, and twist at the waist, and reach overhead; sit for long periods of time. Rarely kneel, crouch, or crawl. Occasionally lift, push/pull, or carry up to 40 pounds. Good vision to read print and computer screen. Hear and speak to communicate in person, before groups, and over the telephone. Manual dexterity of hands and fingers to include repetitive keyboarding, grasping, and reaching to operate a computer keyboard, mouse, and/or standard office equipment.
WORKING CONDITIONS
Work is primarily performed in an office environment where noise, distractions, and lack of privacy may be present. Operate a motor vehicle. Occasional exposure to outdoor environment and weather when training.
If you want to give back to the community, consider hopping onboard the team that's going places!
Equal Employment Opportunity (EEO) Policy
<div>Ben Franklin Transit (BFT) is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. It is BFT&rsquo;s policy to employ, train, promote, compensate, and provide conditions of employment without regard to a person&rsquo;s race, color, sex, disability, religion, national origin, age, veteran&rsquo;s status, citizenship, or any other status protected by applicable law.
Drug-Free Workplace Policy
Ben Franklin Transit (BFT) is a drug-free workplace.
<div>The purpose of this policy is to ensure worker fitness for duty and to protect our employees, passengers, and the public from the risks posed by the use of alcohol and prohibited drugs.
Participation in BFT&rsquo;s zero tolerance drug-free workplace policy is a condition of employment.</div></div></div>

Chief People Officer

GE Aerospace

<div><h1 class="jobSectionHeader">Job Description Summary</h1>
The AI Workforce Strategy &amp; Transformation Leader leads the development of a forward-looking workforce strategy in the context of artificial intelligence, ensuring the organization is prepared for how work, roles, and skills will evolve. This role goes beyond enabling adoption of AI tools to define how AI will reshape the workforce itself&mdash;including what work will be automated, augmented, or newly created. This role partners with HR, business, and technology leaders to anticipate future workforce needs, redesign roles and job architectures, and build a roadmap for workforce transformation. The role connects enterprise AI strategy with workforce strategy, ensuring the organization is proactively preparing for emerging roles, evolving skill requirements, and shifts in how work is performed. Success in this role means the organization is not only adopting AI&mdash;but also 1) actively redesigning work to unlock innovation, agility, productivity and long-term competitive advantage and 2) building and deploying a customer-focused, super-charged AI Operating Model. 
 
Please note, preferred work location is Evendale, OH, however, remote employment will also be considered.<h1 class="jobSectionHeader">
Job Description</h1>
Essential Responsibilities:<ul><li>
Define how AI will impact the organization&rsquo;s workforce, including shifts in roles, skills, and capacity needs</li><li>
Develop a forward-looking workforce strategy that aligns with enterprise and AI priorities</li><li>
Identify which types of work will be automated, augmented, or newly created</li><li>
Partner with HR and business leaders to redesign roles, job families, and career pathways in an AI-enabled environment</li><li>
Identify emerging roles and capabilities the organization will need to build or acquire</li><li>
Evaluate roles that may decline or fundamentally change due to AI adoption</li><li>
Lead initiatives that redesign how work gets done, focusing on task-level transformation&mdash;not just role-level change</li><li>
Identify opportunities to reallocate human effort toward higher-value, judgment-based, or creative work</li><li>
Support organizational redesign efforts that align people, processes, and AI capabilities</li><li>
Serve as the architect of the talent and organizational strategy required to deliver enterprise and AI priorities</li><li>
Translate business and AI strategy into clear talent implications across roles, structures and capabilities</li><li>
Partner with senior leaders to define evolve operating models that enable scalable, AI-driven ways of working</li><li>
Ensure AI adoption efforts are aligned to workforce strategy and role evolution</li><li>
Provide guidance on how AI should be embedded into workflows in a way that supports role redesign</li><li>
Partner with enablement teams to connect tool adoption with meaningful work transformation</li><li>
Develop workforce scenarios based on varying levels of AI adoption and impact</li><li>
Use data and insights to model future workforce needs, including skills, roles, and capacity</li><li>
Advise senior leadership on workforce implications of AI investments and priorities</li><li>
Serve as the connective leader between AI strategy, HR strategy, and business transformation efforts</li><li>
Ensure alignment between workforce planning, talent strategy, and AI initiatives</li><li>
Collaborate with legal, risk, and governance teams on responsible workforce transformation</li><li>
Define and track metrics related to workforce evolution, including role changes, productivity gains, and skill development</li><li>
Monitor workforce sentiment and readiness related to AI-driven changes</li><li>
Continuously refine strategy based on adoption, outcomes, and business impact</li></ul>
Qualifications/Requirements:<ul><li>
Bachelor&rsquo;s degree in business, human resources, organizational development, technology, or a related field</li><li>
15+ years of experience in workforce strategy, organizational transformation, organizational design/effectiveness, HR strategy, Talent Management, and/or future-of-work initiatives</li><li>
Experience in AI, digital transformation, or automation-driven workforce change</li><li>
Experience in strategic workforce planning, job architecture design, and/or enterprise-level organizational design/change</li><li>
Demonstrated ability to translate emerging technologies into workforce and organizational implications</li><li>
Strong experience working cross-functionally across HR, technology, and business leadership</li><li>
Ability and willingness to travel at least 25%</li></ul> 
Preferred Qualifications<ul><li>
Graduate degree in business, organizational psychology, or a related discipline</li><li>
Familiarity with generative AI and its impact on knowledge work</li><li>
Experience in large, complex, global organizations</li><li>
Experience leading large-scale workforce or operating model transformations; organization development, design, and effectiveness (at scale + with STAR Model (or equivalent model) expertise) a major plus</li></ul>
Pay and Benefits:<ul><li>
The base pay range for this position is $200,000 - 300,000. The specific pay offered may be influenced by a variety of factors, including the candidate&rsquo;s experience, education, and skill set. This position is also eligible for an annual discretionary bonus based on a percentage of your base salary/ commission based on the plan. This role is also equity-eligible. This posting is expected to close on April 24th, 2026.</li><li>
GE Aerospace offers comprehensive benefits and programs to support your health and, along with programs like HealthAhead, your physical, emotional, financial and social wellbeing. Healthcare benefits include medical, dental, vision, and prescription drug coverage; access to a Health Coach from GE Aerospace; and the Employee Assistance Program, which provides 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Aerospace Retirement Savings Plan, a 401(k) savings plan with company matching contributions and company retirement contributions, as well as access to Fidelity resources and planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability insurance, life insurance, and paid time-off for vacation or illness. GE Aerospace (General Electric Company or the Company) and its affiliates each sponsor certain employee benefit plans or programs (i.e., is a &ldquo;Sponsor&rdquo;). Each Sponsor reserves the right to terminate, amend, suspend, replace or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a Sponsor&rsquo;s welfare benefit plan or program. This document does not create a contract of employment with any individual.</li></ul><div><div><div><div><div><div><div>
GE Aerospace offers a great work environment, professional development, challenging careers, and competitive compensation. GE Aerospace is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.</div></div></div></div></div></div></div><div><div><div><div><div><div><div>
GE Aerospace will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).
</div></div></div></div></div></div></div><div><div><div><div><div><div><div>Relocation Assistance Provided: Yes</div></div></div></div></div></div></div>
#LI-Remote - This is a remote position</div>

AI Workforce Strategy & Transformation Leader

GF Hotels & Resorts

<div>
 Exciting opportunity to join our growing company as an Area Director of Human Resources. You will manage the development, implementation, and administration of human resource functions, including training and development, benefit administration, and employee relations for a group of selected hotels.
 
 
 
 This position will be based at the Embassy Suites by Hilton Newark Wilmington South/Homewood Suites complex.
 
</div>

Area Director of Human Resources - Hotels

Human Interest

<div>Human Interest is on a mission to ensure that people in all lines of work have access to retirement benefits.

More than half of all working Americans are not saving enough for their future. Too often, it's because they are employed by a company that doesn't offer a retirement plan. Human Interest is changing that by making it affordable and accessible for small and medium-sized businesses to offer employees a path to financial independence through retirement savings.

We're a high-growth fintech company changing the retirement industry. We are backed by a number of investors. This includes funding from Marshall Wace and Baillie Gifford, as well as top investors such as BlackRock, TPG (The Rise Fund), SoftBank, Glynn Capital, NewView Capital, USVP, Wing, Uncork, and more.

About the role

We are looking for an AI Enablement and Transformation Lead to join our People team with a focused mission: transforming how our organization works by embedding AI into the way our People team operates and delivers programs company-wide.

This role is purpose-built for someone who understands both the craft of HR and the power of AI &mdash; and who gets excited about unlocking new levels of impact through smarter, faster, and more human-centered ways of working. You'll partner across all People functions &mdash; from Talent Acquisition and Total Rewards to our People Business Partners and People Operations teams &mdash; identifying opportunities to integrate AI tools, upskilling AI proficiency, and building the internal capability that makes transformation stick.

This isn't a training-room-only role. You'll be a strategic partner, a hands-on coach, and a change agent embedded within the People team.

What you get to do every day

HR AI Strategy &amp; Roadmap
<ul>
<li>Develop and own an AI enablement strategy specifically for the HR organization, aligned to the broader People team priorities and business goals</li>
<li>Partner with HR leadership to identify the highest-value opportunities for AI integration across HR workflows, processes, and programs</li>
<li>Build a prioritized roadmap for AI adoption across HR functions, balancing quick wins with longer-term capability building</li>
</ul>
Internal Upskilling &amp; Training
<ul>
<li>Design and deliver tailored AI learning experiences for employees at all levels across the company &mdash; from foundational literacy to advanced, function-specific application</li>
<li>Create role-based learning paths for key HR personas (e.g., PBPs, Recruiters, L&amp;D, People Operations) that connect AI skills directly to their daily work</li>
<li>Facilitate hands-on workshops, peer learning sessions, and coaching that build real confidence and fluency with AI tools</li>
</ul>
HR Process &amp; Workflow Innovation
<ul>
<li>Conduct discovery sessions with HR sub-teams to map current workflows and identify where AI can reduce friction, improve quality, or free up capacity</li>
<li>Lead end-to-end implementation of AI-powered solutions across HR workflows &mdash; from scoping and design through piloting, launch, and iteration</li>
<li>Pilot and scale AI-assisted approaches across common tasks &mdash; such as job description writing, candidate screening support, employee communication drafting, data analysis, and more</li>
<li>Document new AI-enabled workflows and develop enablement resources (playbooks, templates, job aids) that make adoption easy and sustainable</li>
</ul>
Governance &amp; Responsible Use
<ul>
<li>Champion responsible and ethical AI use, ensuring all AI-assisted workflows comply with data privacy standards, employment law, and company policy</li>
<li>Partner with Legal, Compliance, and IT to establish guardrails and best practices for AI use</li>
</ul>
Measurement &amp; Continuous Improvement
<ul>
<li>Define success for AI adoption</li>
<li>Gather ongoing feedback from team members and use insights to iterate on programs, resources, and coaching approaches</li>
<li>Report regularly to leadership on adoption trends, impact, and emerging opportunities</li>
</ul>
What you bring to the role
<ul>
<li>2+ years of experience in core HR functions, Learning &amp; Development, or HR Operations preferred</li>
<li>3+ years of direct experience with AI tools in a professional context, with a strong understanding of how AI applies to workflows specifically</li>
<li>Ability to craft effective prompts for a variety of HR workflows (job descriptions, communications, data analysis, etc.)</li>
<li>Understanding of how LLMs work at a conceptual level &mdash; enough to teach others and troubleshoot outputs</li>
<li>Knowledge of AI limitations, hallucinations, and how to quality-check AI-generated content</li>
<li>Proven ability to influence and drive adoption&mdash; making AI approachable, relevant, and immediately useful</li>
<li>Experience designing and facilitating training or enablement programs in a corporate setting</li>
<li>Strong consultative skills &mdash; able to partner with stakeholders, diagnose needs, and build practical solutions</li>
<li>Familiarity with HR platforms such as Workday, Greenhouse, Docebo or similar preferred</li>
<li>Deep Experience with AI tools such as Gemini and Claude</li>
<li>Knowledge of responsible AI principles and data privacy considerations</li>
<li>Proven success in change management or organizational effectiveness</li>
</ul>
Why you will love working at Human Interest

Human Interest is tackling one of our country's biggest challenges - closing the retirement gap. You'll be instrumental in architecting and scaling solutions that bring financial security to employees at small and medium-sized businesses nationwide. We've made significant progress, but there is still growth ahead, offering you a unique opportunity to solve complex problems, drive innovation, and advance your career alongside a dedicated, mission-driven team. We value hard work and recognize that our team's contributions are key to our continued success.

Join Human Interest and make a lasting impact by shaping the future of retirement.

Our operating principles define how we work together as a team. They reflect Human Interest's unique view on what's important and what's right. Documenting this core aspect of our culture helps employees make good decisions on their own. It also helps candidates considering career opportunities critically evaluate whether they will thrive at Human Interest.
<ul>
<li>Customer obsession: We're all about creating amazing experiences for our customers. We put their needs first and go the extra mile to make them smile.</li>
<li>Long-Term Orientation: We're not just playing for today; we're building a legacy. We think big, plan strategically, and invest in our future.</li>
<li>Autonomous and Accountable Teams: We trust our team members to take ownership and make smart decisions. We empower you to be your best self!</li>
<li>An Escalating Bar for Talent and Performance: We're constantly raising the bar and challenging ourselves to be better. We believe in growth and continuous improvement.</li>
<li>Fundamental Optimism: We see the glass as half full (and then we fill it up with more amazing ideas!). We believe in the power of positivity and the potential for greatness.</li>
</ul>
Compensation - At Human Interest, there are a number of factors that are used to determine the appropriate pay range for each position. We take into account the cost of labor for each position in various markets across the U.S. The base salary for this position spans $120,000 - $135,000 and represents the minimum in our lowest geographic region to a maximum in our highest geographic region. The salary we offer to a new employee within this range is based on their location within the U.S., their relevant job-related skills, and experience. At Human Interest, base salary is one component of the overall total rewards package. Depending on the position, additional compensation components such as bonuses, commissions, and equity may be offered. All of our employees are offered a robust suite of physical, financial, and mental wellness benefits. In compliance with applicable laws, we do not inquire about salary history, or about criminal history prior to a conditional offer of employment.

Benefits -
<ul>
<li>A great 401(k) plan: Our own! Our 401(k) includes a dollar-for-dollar employer match up to 4% of compensation (immediately vested) and $0 plan fees</li>
<li>Top-of-the-line health plans, as well as dental and vision insurance</li>
<li>Competitive time off and parental leave</li>
<li>Addition Wealth: Unlimited access to digital tools, financial professionals, and a knowledge center to help you understand your equity and support your financial wellness</li>
<li>Lyra: Enhanced Mental Health Support for Employees and dependents
</li><li>Carrot: Fertility healthcare and family forming benefits</li>
<li>Candidly: Student loan resource to help you and your family plan, borrow, and repay student debt</li>
<li>Monthly work-from-home stipend; quarterly lifestyle stipend</li>
<li>Engaging team-building experiences, ranging from virtual social events to team offsites, promoting collaboration and camaraderie.</li>
</ul>
We're a great place to work (but don't take our word for it)

Here's a list of our awards and accolades:
<ul>
<li>Certified as a Great Place To Work&reg; (2023-2025)</li>
<li>Fortune Best Place to Work in the Bay Area (2024)</li>
<li>Best Places to Work by Built In (2023-2024)</li>
<li>America's Best Startup Employers by Forbes (2020-2022, 2024)</li>
<li>A Top Company by Y Combinator (2020-2023)</li>
<li>Inc. Fastest Growing Companies (2021)</li>
</ul>
Human Interest is an equal opportunity employer. All applicants will receive consideration for employment without regard to race, color, religion, sex, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran or military status, pregnancy, or any other characteristics protected under federal, state, or local laws. Employment with Human Interest is at-will, meaning either you or the company may terminate employment at any time, with or without cause or notice, except as otherwise provided by law or written agreement.

We are committed to making every stage of our application process fully accessible to all individuals. If you need a reasonable accommodation at any point in the process, please let us know at applicantaccommodations@humaninterest.com. 
 
Protect yourself against fraud and identity theft. Apply to our open positions directly via our careers page on Greenhouse. Human Interest will never ask applicants for their financial or banking information as part of our application process. All legitimate communication will come from a @humaninterest.com email address. If you have questions, please reach out to us directly at careers@humaninterest.com

Please note Human Interest does not accept unsolicited resumes from any source other than directly from candidates. We will not consider resumes from vendors, including and without limitation search firms, staffing agencies, fee-based referral services, and recruiting agencies.

Pursuant to the San Francisco Fair Chance Ordinance, we will consider employment-qualified applicants with arrest and conviction records. We comply with CCPA guidelines.

See more: https://humaninterest.com/disclosures</div>

AI Enablement and Transformation Lead (HR)

Wake County Government

What You'll Be Doing
 
The Classification, Compensation & Salary Administration unit of Wake County Human Resources is seeking a strategic, analytical, detail-oriented Compensation Consultant to provide comprehensive classification, compensation, and salary administration services for assigned County departments.
 
In this role, you will: 
Partner with department leaders on organizational and position design
 Consult on job classification, market pricing, and pay structure placement
 Develop data-driven solutions to meet a broad range of compensation and classification needs
 Evaluate candidate qualifications, internal equity, and recommend competitive salaries
 Lead and support special projects related to compensation and classification
 
Collaboration & Impact
 
Work with a team of Consultants to enhance compensation practices, recommend policy and process improvements, and ensure County pay programs remain fair, equitable, and competitive. This role involves regular collaboration with County leadership and stakeholders on compensation and classification strategies.
 
Market Research & Analysis
 
Use published surveys and conduct ad hoc studies to gather and analyze market pay data. Respond to external market data requests and support continuous improvement of the County’s compensation framework.
 
This role offers a hybrid work schedule, with team members typically spending at least two days a week in the office for collaboration and connection.
 
About Our Team
 
Wake County’s Human Resources Department partners closely with county leadership to deliver innovative, results-driven, and customer-focused HR programs and services. With a team of over 70 dedicated professionals, we provide a wide range of support including Benefits and Employee Wellness, Recruitment, Rewards and Recognition, Employee Relations, Training, and more.
 
Our department is consistently recognized for excellence in wellness and talent management. Through forward-thinking strategies that serve as industry models, we've helped position Wake County as a national leader in public sector HR. Honors such as the Healthiest Employer Hall of Fame and the Agency Award for Excellence reflect our commitment to creating a thriving workplace.
 
We invite you to explore our competitive benefits package, which includes a 5% 401(k) contribution and free access to the Employee Health Center. Join us in building a stronger, healthier, and more innovative Wake County.
 
The Basics (Required Education and Experience)
 Bachelor's degree in Human Resources Management, Public Administration, Business Administration or related field
 Three years of experience in human resources administration
 Equivalent education and experience are accepted
 Please include ALL prior work experience on your application and resume.
 Beyond the Basics (Preferred Education and Experience)
 Classification and/or compensation experience in a public sector human resources setting
 Strong technical skills in Excel and other data management applications
 WorldatWork Certified Compensation Professional (CCP) or progress toward CCP coursework
 Professional HR certification such as HRCI (PHR, SPHR), SHRM (SHRM-CP, SHRM-SCP), or IPMA (IPMA-CP, IPMA-SCP)
 How Will We Know You're 'The One'?
 Knowledge of labor market analysis, job evaluation, salary administration, and developing data-driven recommendations
 Strong analytical, mathematical, and critical thinking skills
 Intermediate to advanced Excel skills for managing, manipulating and analyzing large data sets
 Excellent written and verbal communication skills
 Familiarity with classification and compensation practices in public sector or government settings
 About This Position
 
Location: WCOB Raleigh, NC
 
Employment Type: Regular
 
Work Schedule: Mon - Fri 8:30am - 5:15pm
 
Hiring Range: 67,727.00 - 91,434.00
 
Market Range: 67,727.00 - 115,141.00
 
Please include ALL prior work experience on your application and resume.
 
Posting Closing Date: 7:00 pm on 4/24/2026

Compensation Consultant (Hybrid)

Raffles Hotels & Resorts

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 Company Description
 
 
 
 #BeLimitless
 
 
 We are far more than a worldwide leader. We welcome you as you are and you can find a job and brand that matches your personality. We support you to grow and learn every day, making sure that work brings purpose to your life, so that during your journey with us, you can continue to explore Accor&rsquo;s limitless possibilities.
 
 
 By joining an Accor brand, every chapter of your story is yours to write and together we can imagine tomorrow's hospitality.
 
 
 Do what you love; care for the world; dare to challenge the status quo! #BELIMITLESS
 
 
 
 Job Description
 
 
 
 The People &amp; Culture Manager will play a key leadership role in driving compliant, ethical, and people-centric HR practices in alignment with Qatar labour legislation and Accor policies. The position serves as a trusted advisor to leadership on employee relations and people governance, contributing to a fair, consistent, and inclusive workplace. With a strong focus on culture, compliance, and operational excellence, the role supports a high-engagement environment aligned with Accor&rsquo;s Heartist&reg; values, while upholding the highest standards of confidentiality, wellbeing, and health and safety.
 
 
 
 Qualifications
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration or Business Management
 </li>
 <li>
 Relevant professional Human Resources certification, such as CIPD, SHRM, or other internationally recognised HR credentials will be an advantage
 </li>
 <li>
 Minimum of 5-7 years of progressive human resources experience with at least 1-2 years in HR leadership experience within luxury hospitality environment
 </li>
 <li>
 At least 2 years of hands-on working knowledge of Qatar Labour Law, local employment practices, and governmental procedures
 </li>
 <li>
 Demonstrated hands-on experience managing employee relations, disciplinary actions, grievances, investigations, and HR compliance matters
 </li>
 <li>
 Demonstrated hands-on experience managing in compensation and benefits administration, payroll, leave management, and end-of-service benefit calculations
 </li>
 <li>
 Proven experience in HR reporting, including the preparation, analysis, and presentation of workforce data and key people metrics
 </li>
 <li>
 Hands-on experience in HR budgeting, forecasting, and accruals, ensuring accurate financial planning and reporting
 </li>
 <li>
 Hands-on experience overseeing employee housing operations, standards, compliance, and colleague welfare within staff accommodation in alignment with local regulations, practices, and procedures
 </li>
 <li>
 Demonstrated experience in designing, implementing, and driving employee engagement and employee welfare initiatives to enhance workplace culture and wellbeing
 </li>
 <li>
 Proven ability to manage and influence internal and external stakeholders across all levels
 </li>
 <li>
 Proficiency in HR systems and relevant platforms, including but not limited to Oasys
 </li>
 <li>
 Proven ability in meeting facilitation and management skills, with the ability to lead discussions, align stakeholders, and drive actionable outcomes
 </li>
 <li>
 Strong proficiency in Microsoft Office applications
 </li>
 <li>
 Prior experience working in the GCC is preferred
 </li>
 <li>
 Fluency in English is required; Due to the nature of the role and the current team dynamics, Arabic-speaking candidates will be given priority
 </li>
 </ul>
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People & Culture Manager

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