manager talent management

DraftKings

<div><h2 class="jobSectionHeader">ABOUT DRAFTKINGS</h2>
At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It&rsquo;s transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We&rsquo;re not waiting for the future to arrive. We&rsquo;re shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together.<h3 class="jobSectionHeader">
THE CROWN IS YOURS</h3>
As a Talent Management Program Manager, you'll help shape how employees and managers set goals, exchange feedback, assess performance, develop talent, and grow their careers. You'll partner closely with Human Resources Business Partners, Learning &amp; Development, Human Resources Information Systems, and People Analytics to create a more connected talent experience across the employee lifecycle. In this role, you'll help evolve key talent programs&mdash;including performance management and talent reviews&mdash;while leveraging data, insights, and emerging technology to drive meaningful impact across the organization.<h3 class="jobSectionHeader">
WHAT YOU'LL DO AS A PROGRAM MANAGER, TALENT MANAGEMENT</h3><ul><li>
Design, implement, and continuously improve talent management programs and processes.</li><li>
Help build a connected talent ecosystem that links goal setting, feedback, performance management, talent reviews, and development.</li><li>
Create scalable tools, resources, and experiences that support employee growth and organizational effectiveness.</li><li>
Partner with Human Resources Business Partners and business leaders to strengthen a culture of accountability, coaching, and continuous feedback.</li><li>
Monitor industry trends and emerging technologies to identify opportunities to enhance talent practices and experiences.</li><li>
Explore AI-enabled capabilities and other innovative approaches to make talent insights more accessible and actionable.</li><li>
Lead change management and stakeholder engagement efforts that drive adoption, effectiveness, and continuous improvement across talent programs.</li></ul><h3 class="jobSectionHeader">
WHAT YOU'LL BRING</h3><ul><li>
At least 5 years of experience in Talent Management, Organizational Development, Human Resources Programs, Human Resources Business Partnership, or a related field.</li><li>
Experience designing and managing talent programs, including performance management, talent reviews, and employee development initiatives.</li><li>
Strong program and project management skills, with the ability to manage multiple priorities and stakeholders.</li><li>
Experience using talent data and insights to inform decision-making and drive continuous improvement.</li><li>
Familiarity with AI-enabled Human Resources technologies and a curiosity for applying new tools to improve employee and manager experiences.</li><li>
Excellent communication, facilitation, stakeholder management, and change management skills.</li><li>
The ability to balance strategic thinking with operational execution in a fast-paced, evolving environment.</li></ul>
#LI-SG2<h3 class="jobSectionHeader">
JOIN OUR TEAM</h3>
We&rsquo;re a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don&rsquo;t worry, we&rsquo;ll guide you through the process if this is relevant to your role.
The US base salary range for this full-time position is 116,000.00 USD - 145,000.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
<h2 class="jobSectionHeader">READY TO OWN WHAT'S NEXT?</h2>

We know finding a new job can be intimidating. Don't let imposter syndrome stop you from applying! Even if you don't think you tick off every box in this job description, we'd still love for you to apply or join our Talent Community.

DraftKings is proud to be an equal-opportunity employer. We do not tolerate discrimination of any kind and are committed to providing equal employment opportunities regardless of your gender identity, race, nationality, religion, sexual orientation, status as a protected veteran, or status as an individual with a disability.
JR14443</div>

PROGRAM MANAGER, TALENT MANAGEMENT

matte projects

<div><h3 class="jobSectionHeader">Who are we?</h3>

MATTE is a 360&deg; creative studio at the convergence of hype, storytelling, and design. We bring people together to inspire new ways of engaging, provoke long-term progress, and entertain audiences around the world, while helping forward-thinking brands and institutions do the same.

Our capabilities span strategic ideation and insights, creative development, branding and identity, experiential, web design and development, campaigns and content creation, all the way through full-scale production and execution.
<h3 class="jobSectionHeader">
About the Role:</h3>

We're looking for a People &amp; Talent Manager to join our growing team and support the full employee lifecycle across MATTE.

Reporting directly to the Head of People &amp; Talent, this role will play a critical part in attracting, hiring, onboarding, and supporting the talented individuals who make our work possible. Approximately 80% of the role will focus on talent acquisition and recruiting operations, with the remaining 20% dedicated to People Operations, employee experience, and HR administration.

This is an excellent opportunity for someone early in their People career who is eager to build a strong foundation across both recruiting and HR while gaining exposure to all aspects of a fast-paced creative agency. Responsibilities include:
<h3 class="jobSectionHeader">
Talent Acquisition &amp; Recruiting</h3>
<ul><li>Support recruiting efforts across creative, strategy, production, client services, operations, and corporate functions</li>
<li>Source candidates across LinkedIn, Behance, Dribbble, Vimeo, referral networks, and other talent channels</li>
<li>Conduct candidate outreach and schedule interviews</li>
<li>Manage interview coordination and candidate communication throughout the hiring process</li>
<li>Partner with hiring managers and the Head of People &amp; Talent on interview processes, feedback collection, and hiring decisions</li>
<li>Draft job descriptions, interview materials, candidate outreach, and offer documentation</li>
<li>Build and maintain talent pipelines for current and future hiring needs</li>
<li>Track recruiting metrics and maintain accurate data within Greenhouse</li>
<li>Help ensure a thoughtful, high-touch candidate experience from first conversation through offer acceptance</li>
</ul><h3 class="jobSectionHeader">People Operations &amp; Employee Experience</h3>
<ul><li>Coordinate onboarding for new hires and freelancers, ensuring a seamless day-one experience</li>
<li>Manage HRIS administration through Justworks and other People systems</li>
<li>Support employee lifecycle processes including onboarding, offboarding, promotions, transfers, and documentation</li>
<li>Assist with benefits administration and respond to employee questions regarding benefits, PTO, and company policies</li>
<li>Maintain employee records and ensure compliance with federal, state, and local requirements</li>
<li>Support performance review cycles, engagement initiatives, and People programs throughout the year</li>
<li>Assist with employee events, culture initiatives, and office experience programs</li>
<li>Help document, improve, and scale People processes as the company grows</li>
</ul><h3 class="jobSectionHeader">Qualifications:</h3>
<ul><li>2&ndash;4 years of experience in recruiting, People Operations, Human Resources, Talent Acquisition, or a related field</li>
<li>Prior experience working within an agency environment is required</li>
<li>Ability to work in offices at our Soho New York location Monday-Thursday, Fridays are remote</li>
<li>Experience coordinating interviews, supporting recruiting processes, or managing employee lifecycle administration</li>
<li>Familiarity with Greenhouse, LinkedIn Recruiter, or similar recruiting tools</li>
<li>Strong organizational skills and exceptional attention to detail</li>
<li>Excellent written and verbal communication skills</li>
<li>A proactive, resourceful approach and the ability to manage multiple priorities simultaneously</li>
<li>A genuine interest in building a career in People &amp; Talent</li>
<li>Enthusiasm for creative industries, agency environments, and culture-driven organizations</li>
</ul><h3 class="jobSectionHeader">Compensation &amp; Benefits:</h3>
<ul><li>Annual base salary range: $80,000&ndash;$100,000 USD, commensurate with experience, skills, and qualifications.</li>
<li>Medical, Dental, and Vision coverage</li>
<li>401k with a 4% company contribution max match</li>
<li>Fully covered yearly Citibike membership wellness perk</li>
<li>Talkspace membership wellness perk</li>
<li>Competitive PTO package</li>
<li>End of Year Recharge paid time off</li>
<li>Sabbatical Program option after three years of employment with us</li>
<li>Parental Leave for all new parents</li>
</ul>
Everyone is welcome at MATTE - we&rsquo;re passionate about building a team that reflects the diversity of our community and creating an environment where our differences are celebrated. MATTE provides equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, pregnancy, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, MATTE will provide reasonable accommodations for qualified individuals with disabilities.</div>

People & Talent Manager (On-site, New York)

Anonymous

<div>
 <ul>
 <li>
 Coordinate and assist in the preparation of annual manpower plan for all divisions/departments of the company.
 </li>
 <li>
 Recommend new methods to achieve the company's current and future staff requirements to the management in order to ensure all manpower needs are met on timely basis.
 </li>
 <li>
 Consolidate the approved Manpower Plan into projections for annual budget, and prepare company's Manpower Budget based on the approved staff requirements received from all departments in coordination with the Talent Acquisition Manager
 </li>
 <li>
 Assist the Talent Acquisition Manager in preparation of the recruitment plan based on the Manpower requirements of all departments/business divisions.
 </li>
 <li>
 Perform screening of job applications and CVs in order to identify the best matching profiles with the job positions at hand, in addition to sourcing job applicants by utilizing the recruitment channels. (I.e. websites, referrals, job fairs, etc.).
 </li>
 <li>
 Develop a categorized database of potential candidates (e.g., CVs and job applications) for meeting future recruitment needs as well as coordinate online recruitment, job announcements and newspaper advertisements.
 </li>
 <li>
 Liaise with the Department/Division Heads to identify recruitment needs and implement activities related to recruiting, reviewing applications and CVs, evaluating applicant skills, making recommendations based on the applicant qualifications, preliminary interviews as well as conducting reference checks on possible candidates.
 </li>
 <li>
 Identify the best sources for recruitment in coordination with the Department Heads and advise the Talent Acquisition Manager on new innovative and cost efficient sourcing channels.
 </li>
 <li>
 Conduct interviews and negotiations with professional/semiprofessional level employees and schedule interviews with the management accordingly to finalize recruitment decision.
 </li>
 <li>
 Post job openings in newspaper advertisements, social media networks and in other position appropriate channels as appropriate.
 </li>
 <li>
 Liaise with various Recruitment agencies for recruitment needs and negotiate salaries with candidates based on available salary scale criteria.
 </li>
 <li>
 Review, categorize and short-list applicants as per the given job scheme, conduct first level phone interviews, schedule on-site interviews with successful candidates to discuss job offers.
 </li>
 <li>
 Administer the implementation of recruitment, testing and selection procedures and ensure the application of equal opportunity principle.
 </li>
 <li>
 Prepare employment offers and contracts for new employees after completion of the selection process as per the terms and conditions of the Kuwait Labor Law and in accordance with the policies and procedures of the company.
 </li>
 <li>
 Submit the documents of the selected employees to the Governmental Relations Team to initiate the residency transfer process and track applications of all selected employees from time to time.
 </li>
 <li>
 Prepare all reports as required by the Talent Acquisition Manager such as employee information reports, statistical data reports.
 </li>
 <li>
 Assist in development and implement the Talent Acquisition automation plan in liaison with Information &amp; Communication Technology Department.
 </li>
 <li>
 Perform other duties related to the job as assigned by the Direct Manager.
 </li>
 </ul>
</div>

Talent Acquisition Officer

Sephora

<div>Position Purpose<ul><li>
The People Partner is responsible for managing the implementation of core HR activities in line with Sephora Middle East HR Strategy including but not limited to Recruitment, pre and onboarding, payroll, transfer, promotions, employee records, employee relations and employee performance.
</li><li>The role incumbent will assist in the implementation of the employee performance management system and employee retention.</li><li>
Process Business Partner for the region talent management, succession planning and performance management.</li><li>
Engaging with key senior business and HR/Education stakeholders to develop a culture of managing talent and define talent related needs and implement strategies to enhance the performance of the people.</li><li>
Support Stores leaders to identify the skills and behaviors required to meet the future demands of the business and provide advice on how to close capability gaps through the recruitment and development of talent.</li></ul><h1 class="jobSectionHeader">
Key Accountabilities</h1><div>
People Partner</div><ul><li>
Deliver Superior Stakeholders experience by being seen as a Trusted Business Partner.</li><li>
Support HRD to build a customer driven organization aligned with the business strategies.</li><li>
Meet the Sephora Champions to understand more our culture and how we can keep improving it.</li><li>
Ensure a proper roll out of the EVP in all our HR processes, initiatives, and assessments. Oversee completion of EVP online module by all employees.</li></ul> 
Talent Management<ul><li>
Manage the annual talent identification and review cycle (OMR). This would include Talent Calibration, Succession Planning, Identification of high-potential employees, Assessment of flight risks, mobility, and the completion of employee Talent Profiles to drive improved insight into the capabilities of the HQ employees.</li><li>
Design and bring to life strategies to ensure the attraction, assessment, and retention of talent in the region.</li><li>
Support the People Manager with the assessment and recruitment of senior retail roles in stores.</li><li>
Enhance leadership must have capabilities in partnership with Education Team.</li><li>
Strengthening and diversifying talent pipelines to business critical and leadership roles. This would include the implementation of high potential programmes, coaching, 360o feedback, scoping and delivery of promising talent requirements and embedding initiatives to promote the attraction and successful development of diverse talent in partnership with Education Team.</li><li>
Drive the tribe engagement strategy by developing high performers to become successors.</li><li>
Advising on how to maximize talent and capability growth opportunities as well as to manage potential risk within business change.</li><li>
Monitoring the effectiveness of talent management within the business, providing Business Partner insight, analysis, and recommendations to continuously improve the approach.</li><li>
Retention of High performers.</li><li>
Oversee the Employee onboarding/offboarding process as per company standards.</li></ul><div></div><div> 
Brand and Culture</div><ul><li>
Develop and maintain a strong brand focused environment for all employees in everything that they do.</li><li>
Together with senior leaders, continue to create a fast paced and energetic culture, with the employee engagement initiatives.</li><li>
Support in the roll out of employee engagement survey.
</li><li>Manage employee relations, grievances, and escalations.</li></ul><div></div><div> 
Performance Management</div><ul><li>
Review and develop upon existing performance management processes.</li><li>
Map anyone not meeting performance criteria and proactively advise managers on the performance management process, reviews, under-performers with the aim of a having &lsquo;high performing team culture.</li></ul><h2 class="jobSectionHeader">
 Requitement Process:</h2><ul><li>
Ensure to fulfill the retail recruitment as per the recruitment plan and monitor keep tracking the actual headcount in collaboration with the retail team, People Manager.
</li><li>Source external candidates throughout the different recruitment channels internal and external candidates to increase the headcount availability.</li><li>
Responsible for the recruitment pipeline and interviewing process with retail team.</li></ul><h2 class="jobSectionHeader">
</h2><h2 class="jobSectionHeader">
Skills, Experience and Personality</h2><ul><li>
The successful candidate should have tertiary qualifications in Human Resources with 3-4 years&rsquo; experience in a People Partner role, working in medium to large sized organizations.
</li><li>Must be fluent in English and Arabic.
</li><li>Strong background experience in FMCG/Retail/Fashion &amp; Apparel both in front and back office.</li><li>
It is essential that they have a passion for people with the ability to think creatively and are self-motivated to work independently.</li></ul> 
Most importantly, the People Partner needs to live and breathe the Sephora Culture, DNA and Employee Value propositions (EVP). She/He need to have excellent authentic communication and influencing skills and be energized by working in a fast paced, dynamic environment. She/He need to be a leader with confidence born from self-belief.</div>

People Partner

Hut 8

<div><div>ABOUT HUT 8

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

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

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

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

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

What You'll Own

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

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

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

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

What We're Looking For

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

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

What Success Looks Like

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

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

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

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

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

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

Director, Talent (Head of Talent)

Vivacity Beyond Private Ltd

We&rsquo;re Hiring: Manager / Senior Manager &ndash; People ExcellenceLocation: Near Brookes Roundabout, Korangi Industrial Area, Karachi Salary Range: PKR 200,000 &ndash; 250,000 (Negotiable) Job Type: Full-time | OnsiteAt Vivacity Beyond, we are looking for an experienced and dynamic Manager / Senior Manager &ndash; People Excellence to lead employee engagement, talent development, and HR strategic initiatives. This role will serve as a key bridge between employees and management, fostering a positive workplace culture, strengthening employee relations, and driving organizational excellence.What You&rsquo;ll Do:<ul><li>Act as the primary point of contact for employees regarding HR-related matters and support.</li><li>Build strong relationships with employees and key stakeholders across the organization.</li><li>Lead employee engagement initiatives and promote a positive work culture.</li><li>Develop and implement HR programs, policies, and engagement strategies.</li><li>Partner with departmental managers on hiring, onboarding, performance management, and employee development.</li><li>Investigate and resolve employee grievances, concerns, and workplace conflicts.</li><li>Drive cross-functional collaboration and teamwork across departments.</li><li>Analyze HR trends and recommend improvements to HR processes and practices.</li><li>Support Learning &amp; Development (L&amp;D), Talent Acquisition, HR Operations, and employee well-being initiatives.</li><li>Provide guidance on HR policies, procedures, and compliance matters.</li><li>Organize employee recognition, team-building, diversity, and inclusion programs.</li><li>Act as a trusted advisor to management on employee relations and workforce engagement.</li></ul>What We&rsquo;re Looking For:<ul><li>MBA in Human Resources from a reputable university.</li><li>Minimum 5 years of relevant HR experience.</li><li>Excellent communication, interpersonal, and stakeholder management skills.</li><li>Strong analytical, problem-solving, and report-writing abilities.</li><li>Experience in conflict resolution, employee relations, and grievance handling.</li><li>Ability to maintain confidentiality and exercise sound judgment.</li><li>Proficiency in Microsoft Office Suite and HR software applications.</li><li>Female candidates will be preferred.</li></ul>Benefits:✔ Health Insurance ✔ Life Insurance ✔ Gratuity ✔ Professional Growth Opportunities ✔ Collaborative and Employee-Centric Work EnvironmentIf you are passionate about creating an exceptional employee experience and driving organizational excellence, we would love to hear from you!Apply now by sending your resume to recruitment@vivacitybeyond.com Subject Line: Manager / Senior Manager &ndash; People Excellence#Hiring #HRJobs #PeopleExcellence #EmployeeEngagement #HumanResources #ManagerHR #SeniorManagerHR #KarachiJobs #Leadership #TalentManagement #EmployeeRelations #Careers #VivacityBeyondJob Type: Full-timePay: Rs200,000.00 - Rs250,000.00 per monthWork Location: In person

Manager / Senior Manager – People Excellence

The Home Depot

Position Purpose: The Senior Executive Recruiter supports executive talent acquisition initiatives, ensuring The Home Depot is positioned for continued growth and innovation by recruiting top leaders across strategic business areas. In this role, you will own and manage the full lifecycle for Senior Director and Officer ( VP+) level searches. You will work on some of our most complex and critical leadership talent initiatives, providing key insights and strategies to enhance The Home Depot's ability to hire the most diverse and dynamic leaders in the industry. Key Responsibilities: 40% Cross Functional Engagement - Research, identify, engage, assess and cultivate relationships with external leadership talent of strategic interest to The Home Depot; Identify emerging and diverse talent pools, develop strong leadership talent networks and leverage world-class talent pipelines for conversion to executive level hires 10% Efficiency and Compliance - Ensure consistency, efficiency and compliance with federal, state and local laws, and company policies. Ensure all talent acquisition activities are compliant with the established sourcing, recruiting, and selection procedures including maintaining appropriate data integrity 20% Research and Analysis - Conduct ongoing market and competitive research and analysis to remain keenly aware of trends in the global business climate, economy and workplace, while understanding their impact on leadership hiring; Use this knowledge to create and execute innovative, functionally aligned executive recruitment strategies in support of The Home Depot's executive talent initiatives 30% Strategic Partnership - Provide strategic, consultative partnership to the executive leadership team and human resources as the enterprise expert on executive search processes while owning the overall executive (Officer) and Director candidate experience; Participate in client (Hiring Manager) meetings on active search engagements, conduct executive talent assessments, candidate Direct Manager/Direct Reports: This position typically reports to Manager, Executive Recruiting This position has 0 Direct Reports Travel Requirements: Typically requires overnight travel 5% to 20% of the time. Physical Requirements: Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles. Working Conditions: Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable. Minimum Qualifications: Must be eighteen years of age or older. Must be legally permitted to work in the United States. Preferred Qualifications: Prior experience within a retained search firm or in-house executive recruiting team Ability to recruit at the most senior levels of today's largest public and private businesses Strong executive presence, commercial mindset, and business acumen with the ability to interpret enterprise business strategies Exceptional critical thinking capabilities and a strategic mindset to translate trends and analysis into actionable executive talent recommendations Broad cross-functional knowledge across the enterprise Strong presentation and project management experience Tech-savvy and AI-forward approach, with strong experience utilizing multiple sourcing tools, AI methods, and CRM platforms to identify, engage, and cultivate relationships with executive talent Minimum Education: The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job. Preferred Education: No additional education Minimum Years of Work Experience: 5 Preferred Years of Work Experience: No additional years of experience Minimum Leadership Experience: None Preferred Leadership Experience: None Certifications: None Competencies: Decision Quality Persuades Tech Savvy Communicates Effectively Strategic Mindset Ability to gain consensus, develop and deliver against strategic priorities and timelines Exceptional verbal written and communication skills and ability to operate at all levels of the organization including frequent interaction with Senior Leadership Technically savvy with a thorough understanding of research and sourcing tools functionality and capabilities Ability to use data to drive key and impactful decision-making and quality

Senior Executive Recruiter

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