people operations director

American Civil Liberties Union

<div>The American Civil Liberties Union of Tennessee (ACLU-TN) seeks a compassionate and future-oriented human resources professional to be our new Director of People and Culture. This position is perfect for someone passionate about defending and advancing civil rights and civil liberties in Tennessee and the South. The right candidate will be well-versed in human resources (HR) law and practices, a culture- and structure-builder and reinforcer, an intentional planner and implementor, an empathic leader, and a collaborative and supportive teammate. 
 
The Director of People and Culture will oversee the strategy and delivery of an exceptional employee experience that is rooted in transparency, collaboration, equity, integrity, and accountability. This individual will lead and continue to develop the organization&rsquo;s HR practices, ensure compliance with relevant laws, drive office culture and structures, and oversee the financial, technological, and administrative/operations side of the organization. This Director is a member of ACLU-TN&rsquo;s operational leadership team, reports directly to the Executive Director, and supervises the office&rsquo;s Operations staff. 
 
ACLU-TN&rsquo;s office is in Nashville, TN, a rapidly growing city with a rich history in social justice and a fantastic music, arts, culture, and food scene. Staff work in a hybrid environment, with eight in-office days required per month. Candidates outside of the Nashville metropolitan area will be considered for this position with the understanding that relocation will be required. 
 
Responsibilities 
 
Lead Human Resources Officer<ul><li>
Develop and implement comprehensive HR strategies, policies, and procedures that align with the organization's mission, values, and legal requirements.</li><li>
Oversee all aspects of the employee lifecycle, including recruitment, onboarding, performance management, professional development, compensation and benefits, payroll processing, and offboarding.</li><li>
Maintain awareness and knowledge of federal, state, and local employment laws and regulations, as well as National and local organizational policies, and ensure compliance with all relevant laws, regulations, and policies.</li><li>
Develop, implement, and oversee organizational policies and procedures, including personnel manual/policies, job descriptions, and other materials.</li><li>
Serve as a trusted advisor and resource to staff and leadership on HR-related matters, providing guidance and support to navigate employee relations issues.</li><li>
Manage employee records and the HRIS system, ensuring accuracy and confidentiality.</li></ul>
Culture<ul><li>
Foster a positive, inclusive, and equitable work environment that promotes employee engagement, well-being, belonging, trust, and problem-solving.</li><li>
Develop and implement strategies to enhance organizational culture, promote internal communication, and build strong cross-functional collaboration.</li><li>
Cultivate and drive culture of the affiliate, including Equity, Diversity, Inclusion, and Belonging (EBID) practices, navigating a partially remote team, team-building and staff engagement activities, employee celebrations, and wellness and other programmatic activities or opportunities for the staff (e.g., lunch and learn series).</li><li>
Develop and support a culture of feedback, deep listening, and frequent internal communication, including through overseeing opportunities for staff feedback on the organization and its operations.</li><li>
Coordinate the organization&rsquo;s professional development processes, including overseeing annual appraisals, arranging and booking staff training individually and collectively, and analyzing evaluation and feedback to identify future training needs.</li></ul>
Operations<ul><li>
Oversee the day-to-day nonprogrammatic operational functions of the organization, ensuring efficiency, effectiveness, and alignment with strategic goals.</li><li>
Oversee the organization&rsquo;s financial management program, including the annual budgeting process, Quattro&rsquo;s (finance vendor) work, the annual audit process, and preparation of reports for leadership and the Board of Directors.</li><li>
Manage and maintain office facilities, equipment, and supplies, ensuring a safe and productive work environment.</li><li>
Manage organizational risk and ensure appropriate insurance coverage.</li><li>
Assist the Executive Director in supporting the work of board of directors, including preparing meeting materials and coordinating meeting schedules and logistics.</li><li>
Oversee technology needs and vendor contracts and relationships</li></ul>
Leadership and Team Management<ul><li>
Manage and supervise administrative staff in a collaborative and goal-oriented way</li><li>
Serve as a member of the Operational Leadership Team, along with the Executive Director, Deputy Director of Integrated Advocacy, and Development Director. Collaborate with the Executive Director and other leadership team members to align operational strategies with the overall organizational vision.</li><li>
Be a thought-leader with the Executive Director, other members of the Operational Leadership Team, and where relevant other staff or National counterparts on dynamics related to staffing, culture, organizational development, and other issues, including staff appreciation of roles and decision-making authorities.</li><li>
Serve as a Liaison to the Board in support of and collaboration with the Executive Director, in an effort to build a strong culture within the Board and positive relationships between the Board and staff. Liaising includes but is not limited to providing reports for the Board, attending Board meetings as requested, and managing the annual conflict of interest</li></ul>
Qualifications 
 
Although no candidate will possess every quality, the successful candidate will possess many of the following qualifications and attributes. We welcome applications from candidates who are excited and passionate about the role, even if they are unsure about meeting all the below items.<ul><li>
Demonstrated commitment to ACLU-TN&rsquo;s mission, vision, values, and to supporting the fight for civil rights/civil liberties, racial justice, and EDIB in the South.</li><li>
Master&rsquo;s degree preferred; Bachelor&rsquo;s degree required. Industry-specific certifications also preferred.</li><li>
Deep knowledge of HR laws, policies, and practices, including employment laws (e.g., FMLA, FLSA, COBRA, ADA, HIPAA, EEO) and compliance requirements, and HR best practices. Ability to read and analyze relevant legal and policy documents, including laws, contracts, regulations, reports, and data collections.</li><li>
At least 10 years of experience in human resources or a related field.</li><li>
Experience leading a team and serving as a senior organizational leader, preferably in the non-profit space. Management experience and skills, including experience coaching and supporting staff through leadership and communication challenges.</li><li>
Demonstrated sound judgment, flexibility, compassion, creativity, and patience; excellent ability to exercise discretion, integrity, and confidentiality in dealing with sensitive employment and personal matters. High levels of diplomacy balanced with clarity.</li><li>
Exceptional communication skills and the ability to engage and work with diverse people (including colleagues, Board members, vendors, and community members) in an open, respectful, and positive way.</li><li>
Ability to recognize and define problems, collect data, establish facts, and draw valid conclusions in the context of a variety of situations with multiple variables, both predictable and unpredictable.</li><li>
Strong project management skills: highly organized, detail-oriented, able to manage multiple tasks and competing deadlines, and follow up on action items without intensive supervision. Adaptable, problem-solving, and team-player orientation to the work.</li><li>
Commitment to encouraging a healthy and collective work environment that values racial justice and equity. Recognition that creativity, health, and humor among staff strengthen the organization. An orientation to staff that is based on kindness, strengths, and a growth mindset.</li><li>
Sensitivity to power and privilege dynamics, strong self-awareness, and cultural competency around differing backgrounds, identities, and belief structures.</li><li>
Skilled in Microsoft Office programs and ability to learn and master organization-specific programs and software.</li><li>
Willing to relocate to the Nashville metropolitan area.</li></ul>
This job description provides a general but not comprehensive list of the essential responsibilities and qualifications required. 
 
Compensation 
 
This is a full-time, exempt position with a starting salary range of $100,000-110,000. This position reports directly to the Executive Director, is a member of the Leadership Team, and will supervise Operations team members. ACLU-TN currently operates under a hybrid structure, where staff are expected to work in the office 8 days/month, including all-staff in-office days on the first and third Monday and Tuesday of each month. 
 
Staff members receive a generous benefits package, including a minimum of 15 vacation days, 12 sick days, and 2 personal days, along with at least 13 recognized holidays; 100% employer-covered health insurance (medical, dental, and vision); a flexible-spending account; a 401(k) -matched retirement contribution; 12 weeks of parental leave; long- and short-term disability; life insurance; an annual professional development stipend; and snacks in the office. 
 
Apply
If you&rsquo;re excited about devoting your talents and skills to the ACLU of Tennessee, please submit your resume, cover letter detailing your interest in and fitness for this role, and three professional references, including at least one prior supervisor (none of whom will be called without your prior authorization). All applications are processed through the American Civil Liberties Union of Tennessee Career Page (JazzHR). See their privacy policy. 
 
Hiring Timeline<ul><li>
November 14, 2025: Priority Deadline</li><li>
November 24-Dec. 3, 2025: Phone Screens</li><li>
December 8, 2025: Interviews Begin&mdash;expect 2-3 rounds</li><li>
Late January 2025: Offer Extended</li></ul>
Accessibility, equity, diversity and inclusion are core values of ACLU-TN and are central to our work to advance liberty, equality, and justice for all. We believe in a collective responsibility to create a culture of belonging for all people within our organization&mdash;one that respects and embraces difference; treats everyone equitably; and empowers our colleagues to do the best work possible. We are committed to anti-oppression, anti-ableism, and anti-racism internally and externally.
With this commitment in mind, we strongly encourage applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship, disability, veteran status and record of arrest or conviction, or any other characteristic protected by applicable law.
ACLU-TN is committed to providing reasonable accommodation to individuals with disabilities. If you are a qualified individual with a disability and need assistance applying online, please email operations@aclu-tn.org. If you are selected for an interview, you will receive additional information regarding how to request an accommodation for the interview process.
67lBszQDbt</div>

Director of People and Culture

Blink

<div>
 
 Who We Want
 
 
 
 We are seeking a
 
 Director of People
 
 to champion our most valuable asset&mdash;our team. This strategic leader will elevate the employee experience, foster a culture of engagement, and drive organizational growth through effective people operations. The ideal candidate is a collaborative, empathetic, and data-driven professional with a strong background in HR leadership, employee relations, talent development, and organizational design. By aligning people strategies with business objectives, you&rsquo;ll help shape a high-performing, inclusive, and values-driven workplace.
 
 
 
 Key Responsibilities
 
 
 
 
 People Strategy &amp; Leadership
 
 
 
 <ul>
 <li>
 Design and execute Blink&rsquo;s People strategy to support growth, retention, and employee engagement.
 </li>
 <li>
 Lead company-wide initiatives on performance management, workforce planning, DEIB (Diversity, Equity, Inclusion &amp; Belonging), and culture development.
 </li>
 <li>
 Partner with executive leadership to align people initiatives with business goals and objectives.
 </li>
 <li>
 Define and monitor KPIs to track organizational health, employee satisfaction, and HR program impact.
 </li>
 <li>
 Act as a strategic advisor on employee relations, change management, and leadership development.
 
 
 </li>
 </ul>
 
 Team Leadership and Development
 
 
 
 <ul>
 <li>
 Lead and mentor a high-performing People Operations team, including HR, recruiting, and talent development staff.
 </li>
 <li>
 Foster a culture of collaboration, accountability, and growth by setting clear expectations and providing ongoing coaching and support.
 </li>
 <li>
 Oversee hiring, onboarding, and talent lifecycle programs that promote employee success and retention.
 </li>
 <li>
 Promote leadership development and succession planning to support scalable growth.
 
 
 </li>
 </ul>
 
 Employee Experience &amp; Engagement
 
 
 
 <ul>
 <li>
 Build and execute programs that enhance employee engagement, recognition, and wellness.
 </li>
 <li>
 Conduct regular employee feedback loops (e.g., surveys, 1:1s, focus groups) and use data to drive improvements.
 </li>
 <li>
 Champion internal communication and transparency across all departments.
 </li>
 <li>
 Lead initiatives to maintain a strong employer brand and an inclusive work environment.
 
 
 </li>
 </ul>
 
 HR Operations &amp; Compliance
 
 
 
 <ul>
 <li>
 Oversee all core HR functions, including compliance, compensation, benefits administration, and HRIS management.
 </li>
 <li>
 Ensure policies and procedures are aligned with federal, state, and local employment laws.
 </li>
 <li>
 Drive continuous improvement in HR processes, systems, and tools to improve efficiency and employee experience.
 </li>
 <li>
 Manage organizational structure, job leveling, and compensation strategies to support equity and growth.
 
 
 </li>
 </ul>
 
 Data &amp; Insights
 
 
 
 <ul>
 <li>
 Use HR metrics to measure impact, identify trends, and support strategic planning.
 </li>
 <li>
 Present key people data and insights to executive leadership on a regular basis.
 </li>
 <li>
 Leverage analytics to improve talent acquisition, retention, and development outcomes.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business, Psychology, or a related field. 7+ years of progressive HR leadership experience, including team management.
 </li>
 <li>
 Strong understanding of employment law, HR best practices, and organizational design.
 </li>
 <li>
 Demonstrated success in building scalable people programs in high-growth environments.
 </li>
 <li>
 Proven ability to influence, collaborate, and build trust at all levels of an organization.
 </li>
 <li>
 Data-driven mindset with experience using HRIS systems and people analytics tools.
 </li>
 <li>
 Excellent communication, problem-solving, and decision-making skills.
 </li>
 <li>
 Eligible to work in the United States.
 </li>
 <li>
 Fluent in English (written and verbal).
 </li>
 <li>
 Flexible work schedule to accommodate collaboration across teams and time zones.
 
 
 </li>
 </ul>
 
 Preferred Qualifications
 
 
 
 <ul>
 <li>
 Master&rsquo;s degree (e.g., MBA, MS in HR Management or Organizational Psychology).
 </li>
 <li>
 Experience leading HR in a startup or rapidly growing tech/SaaS environment.
 </li>
 <li>
 HR certification (e.g., SHRM-SCP, SPHR, or PHR).
 </li>
 <li>
 Experience managing remote and hybrid teams.
 </li>
 <li>
 Background in DEIB initiatives and change management strategies.
 
 
 </li>
 </ul>
 These preferred qualifications are not mandatory but would be beneficial for the role and may give candidates an advantage during the selection process.
 
 
 
 
 Why Join Blink?
 
 
 
 
 <ul>
 <li>
 Impact: Play a key role in scaling a high-growth event tech startup
 </li>
 <li>
 Career Growth: Opportunity to shape Blink&rsquo;s people strategy and culture roadmap, with potential for advancement into senior HR leadership or cross-functional executive roles.
 </li>
 <li>
 Innovation: Work with a cutting-edge platform transforming the events industry
 </li>
 <li>
 Collaboration: Be part of a dynamic, fast-paced, high-energy team
 </li>
 <li>
 Culture: Thrive in a family-oriented environment that values teamwork, mutual support and mutual respect
 </li>
 <li>
 Compensation: Competitive salary, commission structure, and performance incentives
 
 
 </li>
 </ul>
 
 
 Additional Information
 
 
 
 
 This job description in no way states or implies that these are the only duties to be performed by the employee incumbent in this position. The employee will be required to follow any other job-related instructions and to perform any other job-related duties. Open communication and feedback with the Principal is encouraged, especially as the job evolves.
 
 
 A review of this position has excluded the marginal functions of the position that are incidental to the performance of fundamental job duties. All duties and responsibilities listed above are essential job functions and requirements and are subject to possible modification to accommodate individuals with disabilities reasonably. To perform this job successfully, the incumbent will possess the skills, aptitudes, and abilities to perform each duty proficiently. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities.
 
 
 
 
 Equal Opportunity Employer
 
 
 
 
 Blink Tech Inc provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
 
 
 This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
 
 
</div>

Director of People

BHFT

Job Description <div> We are looking for a HR Director with deep experience in proprietary trading firms and an established network within the trading talent market. In this role, you will take ownership of the People function specifically for the Trading division: partnering closely with trading leadership to attract top talent, build effective compensation systems, and help shape our employer brand in the trading ecosystem. This is a hands-on, high-impact role for someone who knows how to operate in performance-driven environments, understands the nuances of trader psychology, and can align people strategy with trading floor dynamics. Key Responsibilities <ul> <li>Act as the HR business partner to the Trading leadership team.</li> <li>Drive hiring strategy for traders, researchers, and trading technologists using your personal network and industry expertise.</li> <li>Design and implement a robust C&amp;B structure tailored for trading roles (profit-sharing, deferred comp, etc.).</li> <li>Build and execute our HR brand strategy to position the firm as a top destination for trading talent.</li> <li>Structure onboarding, performance feedback loops, and incentive alignment for front-office roles.</li> <li>Create frameworks for career progression, retention, and internal mobility within trading teams.</li> <li>Oversee personnel decisions, including exits and negotiation processes, in close collaboration with leadership.</li> <li>Monitor organizational health within the trading department and propose strategic adjustments as we scale.</li></ul></div>

Covenant House International

<div>Covenant House California (CHC) is a nonprofit organization that provides sanctuary and support for youth overcoming homelessness, ages 18-24. CHC believes that no young person deserves to be homeless; that every young person in California deserves housing, food, clothing, education, and most importantly, to be loved. CHC provides a full continuum of services to meet the physical, emotional, educational, vocational, and spiritual well-being of young people. Over the past 36 years, our services have grown and expanded, and we serve more than 1,500 young people every year.
Equal employment opportunity and having a diverse staff are fundamental principles at Covenant House California. Employment and promotional opportunities are based upon individual capabilities and qualifications without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, age, national origin, marital/parental status, political affiliation, citizenship, disability, genetic information, veteran/ military status, or any other protected characteristic as established under law.
We are looking for people who, like us, believe that every young person deserves a place to belong. This is a hybrid position, with the requirement to be in the Los Angeles office at least 3 times a week.
As our agency provides direct care to young people that are 18-24 years old, we require that applicants are at least 25 years old.
Covenant House California offers an excellent benefits package for full-time employees, (most benefits effective date of hire), including medical, vision, dental, Employee Assistance Program (EAP), 403b retirement account, and a generous vacation package.
POSITION SUMMARY:
The Director of People Operations is a leadership position responsible for overseeing the human resources functions including employment, compensation, benefits, training, equal employment, employee relations, compliance (federal, state and local), employee leaves and accommodations, and people-related services in support of organization objectives and in alignment with the organization&rsquo;s values. Reporting to the Senior Vice President (SVP), People &amp; Culture, this role ensures the seamless coordination of all HR-related functions through independent contributions and the management of two regional Associate Directors and an HR Generalist.
The ideal candidate will have a deep knowledge of HR principles and best practices and experience in executing multiple functions of HR simultaneously and successfully. This position requires an analytical thinker with strong communication skills, solid attention-to-detail, and the ability to navigate multiple priorities.
ESSENTIAL FUNCTIONS:
Strategic Leadership
<ul><li>Partner with the SVP and senior leadership team to develop and implement HR strategies that support engagement, retention, and organizational growth.
</li></ul><ul><li>Collaborate with SVP to align people initiatives with CHC&rsquo;s mission, culture, and strategic goals.
</li></ul><ul><li>Use data and analytics to assess HR trends and provide actionable insights.
</li></ul><ul><li>Partner with SVP to implement a competitive and equity-based compensation and total rewards philosophy.
</li></ul>Compliance &amp; Risk Management
<ul><li>Develop, implement, and maintain HR policies and procedures that comply with federal, state, and local laws.
</li></ul><ul><li>Advise management on employment law and risk mitigation.
</li></ul><ul><li>Lead or support external audits, documentation preparation, and reporting to internal leadership, partner agencies, and government entities.
</li></ul><ul><li>Maintain confidential, compliant, and accurate employee records.
</li></ul>Benefits, Payroll, Leaves &amp; Accommodations
<ul><li>Oversee benefits administration with third-party providers, including enrollments, renewals, and claims management.
</li></ul><ul><li>Coordinate with Payroll to ensure accuracy and timely processing of employee data.
</li></ul><ul><li>Manage disability, leave, and reasonable accommodation, and return to work processes (STD, LTD, FMLA, ADA, Workers&rsquo; Compensation).
</li></ul>Talent &amp; Performance Management
<ul><li>Collaborate with hiring managers to build and maintain accurate job descriptions and to implement workforce planning strategies
</li></ul><ul><li>Lead HR team in collaborating with hiring managers to ensure planning and execution of effective recruitment and hiring strategies
</li></ul><ul><li>Build, maintain, and facilitate a comprehensive and engaging onboarding strategy for all new hires
</li></ul><ul><li>Identify annual learning and development priorities that align with business objectives.
</li></ul><ul><li>Develop and facilitate leadership and management training programs.
</li></ul><ul><li>Oversee the annual performance evaluation process to ensure consistency and fairness.
</li></ul><ul><li>Ensure completion of federal, state, and local compliance trainings
</li></ul><ul><li>Collaborating with the Sr. Director of Program Training to assign and track required agency training.
</li></ul>Employee Relations, Culture &amp; Retention
<ul><li>Strengthen communication and collaboration between leadership and employees.
</li></ul><ul><li>Provide coaching and guidance to managers on employee relations matters.
</li></ul><ul><li>Conduct and document workplace investigations and advise on corrective actions.
</li></ul><ul><li>Evaluate and recommend improvements to policies that enhance a positive and inclusive workplace culture.
</li></ul><ul><li>Conduct exit interviews and report key themes to leadership for retention planning.
</li></ul>JOB REQUIREMENTS:
EDUCATION:
Bachelor&rsquo;s degree required; Master&rsquo;s degree in Human Resources, Business, or related field preferred (or equivalent experience). HR Certification (PHR, SPHR, SHRM-CP/SCP) preferred.
EXPERIENCE:
Minimum 5&ndash;7 years of progressively responsible HR experience, including at least 2 years in a management or director-level capacity overseeing multiple HR functions within the HR continuum. Experience in benefits administration, employee relations, and compliance. Experience analyzing metrics and assessing employee data to find root causes and develop short-, medium- and long-term plans. Expertise investigating and documenting complex ER related issues.
KNOWLEDGE / SKILLS:
Strong knowledge of employment law, particularly California labor laws. Excellent communication, leadership, and problem-solving skills. Proven ability to foster inclusion and promote a culture of belonging and respect. Proficiency in Microsoft Office Suite, Adobe Acrobat, and HRIS/ATS systems (TriNet experience preferred).
TRANSPORTATION:
Must have and maintain a valid CA driver&rsquo;s license, good driving record and reliable transportation.
WORKING CONDITIONS:
This position has confidential status. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. General business/office/shelter environment. Must be able to lift up to 40 lbs. on occasion, bend, sit and stand for prolonged periods of time. The noise level in the work environment is usually moderate to loud. This is a Full-Time 40 hour per week position, and may require occasional travel.
SUPERVISORY DUTIES:
This position supervises three employee including hiring, coaching, evaluation and assessment, and employment separation.
EQUIPMENT USED:
ADDITIONAL:
Telephones, computers, computer peripherals, Microsoft Suite, email, and internet programs.
As our agency provides direct care to young people that are 18-24 years old, we require that applicants are at least 25 years old.</div>

Director of People Operations (Full-Time)

Near East Consulting Group

The person in charge will collaborate with Regional President, COO, Managing Directors and other Executives to develop an integrated regional talent strategy based on global and regional business objectives.
Able to communicate and work effectively in a results-oriented environment with a strong client-centric and consultative orientation.
Strong stakeholder influence, negotiation, and communication skills.
Demonstrated ability to think holistically about talent management and success in leading organizational change.
Create an inclusive environment where diversity of experiences and ideas thrive.
Team leader and player; ambitious, enjoys an entrepreneurial environment, adaptable to ever-changing business conditions, and excited about problem-solving and serving as a trusted advisor to the business. This leader will supervise a team of HR professionals.
The HR Director will design and execute people s strategies while supporting the company s business transformation.
Will also help to attract and grow top talent through clear career paths, leaders engagement in nurturing careers, employer brand launch, and employee mobility.
Will oversee all aspects of people management, from talent acquisition to on-boarding, performance management and career development and total rewards.

Human Resources Director MENA

GSM Services

<div>Are you looking for a reputable, stable company with supportive management who will value what you bring to the organization? If you are a self-motivated individual with great work ethic, then we would love to get to know you! 
About GSM Services 
GSM Services has been providing high-quality home and commercial improvement services to the Greater Charlotte area since 1927. We offer a wide variety of services for residential and commercial properties, including heating and cooling, insulation, and roof repair and replacement.
The great people we add to our team enjoy a fun, friendly workplace where we provide training and benefits to allow us to keep them for years. Our high standards and uncompromising commitment to customer satisfaction has made GSM Services a success and a great place to work. We are always looking for qualified individuals who are willing to provide the highest quality of work possible. GSM Services wants to be the best place to work in our region and it takes teamwork to come together, work together and succeed together.<h2 class="jobSectionHeader"> 
Purpose of the Role</h2>
At GSM Services, people come first &mdash; our coworkers, our customers, and our community. As the Director of People &amp; Culture, you will lead initiatives that strengthen our workplace experience, champion our values, and connect our people strategy to business success. This position is both strategic and hands-on, ensuring every coworker feels valued, supported, safe, and inspired to grow with GSM.<h2 class="jobSectionHeader">
Key Responsibilities</h2><h3 class="jobSectionHeader">
People Leadership</h3><ul><li>
Lead all People Operations including onboarding, benefits administration, performance management, compensation planning, compliance, safety, and training.</li><li>
Oversee the use and evolution of Rippling, GSM&rsquo;s People Management System, to streamline HR processes, performance reviews, learning, safety documentation, and coworker engagement.</li><li>
Partner with leaders to build career development paths, safety awareness initiatives, and meaningful review conversations that align with GSM&rsquo;s purpose and values.</li><li>
Manage benefits, 401(k), compliance, and regulatory reporting with accuracy and care.</li><li>
Conduct exit interviews and analyze trends to drive retention, safety improvements, and continuous learning.</li><li>
Partner with the Recruiting &amp; Retention team to attract, hire, and onboard top talent with a focus on engagement, growth, and safety culture.</li></ul><h3 class="jobSectionHeader">
Culture, Safety &amp; Engagement</h3><ul><li>
Be a visible ambassador of GSM&rsquo;s culture both internally and within the community.</li><li>
Lead and promote initiatives that celebrate coworkers, foster belonging, and reinforce GSM&rsquo;s commitment to service, wellness, safety, and growth.</li><li>
Partner with our Safety Manager to spearhead company safety programs, policies, and compliance in partnership with operational leadership, &mdash; ensuring a proactive, prevention-focused safety culture.</li><li>
Champion ongoing coworker education, technical training, leadership development, and compliance learning through structured programs and the Rippling platform.</li><li>
Lead companywide engagement, recognition, and safety awareness programs that connect coworkers to GSM&rsquo;s mission and to each other.</li><li>
Partner with leadership to evolve and protect our culture as we grow, ensuring every coworker experience reflects our values of honesty, integrity, safety, and service excellence.</li></ul><h3 class="jobSectionHeader">
Community Connection</h3><ul><li>
Represent GSM in community engagement efforts and local partnerships that strengthen our company&rsquo;s positive impact and employer brand.</li><li>
Collaborate with marketing and leadership teams to highlight coworker, safety, and community success stories that reflect GSM&rsquo;s commitment to caring for people.</li></ul><h2 class="jobSectionHeader">
Who You Are</h2><ul><li>
A proven leader with at least 5 years of progressive HR, People Operations, or Safety &amp; Training leadership experience.</li><li>
A relationship builder with a heart for service, inclusion, safety, and authentic connection.</li><li>
Experienced with HCMS platforms; Rippling experience preferred or a strong aptitude for new systems.</li><li>
Highly organized, detail-oriented, and proactive &mdash; able to manage multiple priorities with clarity and compassion.</li><li>
A face of the People &amp; Culture department within GSM and in the community who listens first and inspires through action.</li><li>
Knowledgeable in employment laws, compliance standards, and workplace safety regulations, with the ability to apply them fairly and empathetically.</li><li>
Passionate about helping people reach their potential and about making GSM an exceptional, safe, and supportive place to work.</li></ul><h2 class="jobSectionHeader">
What Success Looks Like</h2><ul><li>
Every coworker feels heard, supported, safe, and valued.</li><li>
Rippling is effectively integrated as a daily tool for performance, safety tracking, communication, and growth.</li><li>
GSM&rsquo;s culture continues to thrive and adapt, connecting people, safety, and purpose.</li><li>
The GSM name continues to shine as a great place to work &mdash; and a great company to work with &mdash; in the community we serve.</li></ul>
GSM Services is ready to hear from you and help you get started with a great career. If you still need a little more information before applying just click on the link below to hear more about our company and also hear from our coworkers:
https://www.youtube.com/playlist?list=PLtb8tsnrZf3_GX2TUcGP10pqrI8qdh0mE</div>

Director of People & Culture

The Credit Pros

<div>**Please note that we are currently accepting applications from those residing in the US, in all states. **
Join The Credit Pros for a 100% FULL-TIME REMOTE OPPORTUNITY:
Unlock Your Potential in the Thriving Credit Repair Industry!
Are you ready to take your career to new heights? At The Credit Pros, we believe that unique perspectives drive innovation and success. We're seeking talented individuals who are passionate, eager to learn, and thrive on fresh challenges. If you're ready to join a team that works hard and plays hard, look no further &ndash; you're destined to be a future TCP employee.
About Us:
The Credit Pros is a national leader in credit repair, dedicated to helping clients eliminate negative, inaccurate, outdated, and erroneous items from their credit reports. Our mission extends beyond repair &ndash; we educate clients on how the credit system works and empower them to proactively improve their financial well-being. As an Inc. 5000 company, we're at the forefront of industry growth, committed to building an exceptional organization that positively impacts the lives of both our clients and employees. Our dedication to excellence has earned us recognition as one of Inc. Magazine's top 50 places to work and a prestigious Smart CEO Magazine Corporate Culture Award.
Summary:
The Director of Human Resources is responsible for leading the strategic direction of all global Human Resource Functions including performance management, employee relations, diversity &amp; inclusion, employee engagement and recognition and compliance. Lead a small global team of HR professionals, and work with senior leaders, management and staff in creating and implementing a strategy that focuses on building a high performing business culture.
Requirements
What you&rsquo;ll be doing:<ul>
<li>
Translates the organization's business plans into HR-specific action plans, then leads execution.</li>
<li>Manages the budget and other financial measures of the Human Resources Department.</li>
<li>Develop long-term and short-term human resources strategies and programs that are aligned with the overall TCP's goals and strategic objectives.</li>
<li>Provide leadership and management to the global HR Team, building clear objectives, fostering a strong and motivated team and investing and developing the development of individual team members.</li>
<li>Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance</li>
<li>Work collaboratively and closely with key stakeholders including: the senior leadership, and line managers to build a high performing culture.</li>
<li>In collaboration with line managers and members of the HR Team, supervise the resolution of employee relations across the organization.</li>
<li>Oversee the development of tools and guidelines to support and implement policies and procedures, domestic and international employment agreements, development of HR information systems, specific country office employee manuals and benefits.</li>
<li>Oversee the development and maintenance of HR metrics and people data to inform key decisions.</li>
<li>Lead the development and execution of employee engagement and retention strategies, plans, and initiatives including the design</li>
<li>Lead and oversee the development and fair administration of total rewards strategy and structure.</li>
</ul>
What we are looking for:
<ul><li>Remote full-time availability 5-day work week (Eastern Time Mon-Fri 09 AM - 06 PM)</li>
<li>We are a Bring Your Own Device (BYOD) and will be needing you to use your own system and internet</li>
<li>Preferably has experience working within the B2C technology, software or services industry.</li>
<li>8+ years of progressive HR experience, including at least 3+ years in a leadership or management role overseeing multiple HR functions.</li>
<li>Proven experience leading and developing small to mid-sized HR teams (direct and indirect).</li>
<li>Experience supporting or managing remote teams across different time zones.</li>
<li>Strong ability to plan, organize, and execute complex HR initiatives, balancing both strategic and operational responsibilities.</li>
<li>Previous experience or demonstrated ability to implement compliance, leadership development, performance management, employee engagement, career management, and compensation, benefits, and total rewards programs.</li>
</ul>
Benefits
What's in it for you!<ul>
<li>
Work with a Remote First digitally automated credit repair company which aims at helping Americans attain financial success</li>
<li>Annual performance review and performance based increments.</li>
<li>Base Salary: US$ 100,000 to 150,000/yr</li>
<li>Flexible Accruing Paid Time Off</li>
<li>Company Holidays</li>
<li>Birthday Time Off</li>
<li>Health, Dental and Vision Insurance</li>
</ul>
Join Our Team:
At The Credit Pros, we foster an inclusive environment that welcomes applicants from all backgrounds, regardless of race, gender, orientation, gender identity or expression, economic class, color, ability, disability, age, religious beliefs or disbeliefs, or status. We believe that everyone deserves equal opportunities to grow and succeed.</div>

Director of Human Resources

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