people operations partner

Google

<div>
 Note: By applying to this position you will have an opportunity to share your preferred working location from the following:
 <strong>
  Hyderabad, Telangana, India; Bengaluru, Karnataka, India
 </strong>
 .
 <strong>
  Minimum qualifications:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor's degree or equivalent practical experience.
  </li>
  <li>
   7 years of experience as an HR Business Partner or HR Generalist providing consultations to the business on performance management, workplace queries, etc.
  </li>
  <li>
   Experience in managing multiple stakeholders.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred qualifications:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Experience in HR, people programs, or people related roles.
  </li>
  <li>
   Experience with cross-functional collaboration.
  </li>
  <li>
   Experience with coaching and mentoring.
  </li>
  <li>
   Excellent investigative and problem solving skills, with the ability to organize and analyze data using Human Resource Information System (HRIS) for reporting.
  </li>
  <li>
   Excellent teamwork and organizational skills.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  About The Job
  <br/>
  <br/>
 </strong>
 People Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You'll be an advocate of Google's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made.
 <br/>
 <br/>
 People Experience (PX) is the team at Google that delivers hire-to-retire experiences for employees. We deliver global Human Resource (HR) processes that are personalized and delightful for candidates. PX teams span Recruiting, Problem-solving and Planning, HR Operations, Vendor Management, Service Model Excellence, and Employee and Market-level HR support.
 <br/>
 <br/>
 In this role, you will work with Google employees, People Partners and other People Operation (POps) teams to provide personalized guidance, support, and solutions on people operations related activities requiring expertise and depth across multiple organizations and specialties. You will ensure that employees experience the best that HR has to offer. You will focus on employee experiences, provide responses, share knowledge and experiences with team members, and balance needs with philosophy, principles, and available resources.
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Collaborate across organizational boundaries, and navigate the People Operations (POps) ecosystem to influence people's priorities and solutions in service of the business, product, or market.
  </li>
  <li>
   Drive operational excellence across the organization to improve processes, operations, and service delivery, and influence forward thinking interventions, process and product improvements that enable a better employee experience.
  </li>
  <li>
   Act as a HR advisor, mentor, and partner to employees, managers, and leaders, and manage risk mitigation and de-escalating/resolving HR matters.
  </li>
  <li>
   Provide HR guidance, managing clients, business, and company needs against risks, to solve HR problems, build relationships, and increase manager, and leader capability.
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also Google's EEO Policy and EEO is the Law. If you have a disability or special need that requires accommodation, please let us know by completing our Accommodations for Applicants form .
</div>


People Consultant

Meriton

<div><div><p>Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value&mdash;for our partners and our people.</p>
<p>
If you're looking to make an impact, we're glad you're here. At Meriton, you'll join a team that believes in big ideas, doing great work, and building careers that matter&mdash;every step of the way.</p></div><p><b>
Position Description</b></p>
<p><b>
Job Title:</b><b> People Strategy Partner</b></p>
<p><b>
Location:</b><b> Irving, TX
</b></p><p><b>Reports to:</b><b> Chief People Officer</b></p>
<p><b>
FLSA Status:</b><b> Exempt</b></p>
<p><b>
Travel: 50% + across the U.S.</b></p>
<p>
The Company</p>
<p>
Meriton is a leading HVAC manufacturer representative company with extensive experience and a strong track record of success. We invest in companies that lead their markets and possess talent with deep product knowledge and proven industry expertise. Meriton enhances these high-performing organizations with capital and resources to accelerate their growth trajectory.</p>
<p>
Using a shared services model, we support each subsidiary with a comprehensive offering that includes accounting and finance, human resources, risk management, technology, safety, development, and marketing. The name Meriton embodies the organization's team spirit and collaborative approach. It combines the words &quot;merit&quot; and &quot;peloton.&quot; Not to be confused with Peloton, the workout company, peloton refers to cyclists who ride closely together to save energy and reduce wind resistance, assisting each other's performance in a race. This is the essence of Meriton: riding as a team, reducing headwinds, and helping each other grow, build, and succeed.</p>
<p>
The Opportunity</p>
<p>
We are searching for a People Strategy Partner to join the People team to advance growth and fulfill strategic objectives as they apply to the human resources function. This role will report to the Chief People Officer and serve as a consultative and strategic partner to the leadership of our operating companies and shared services. The people Strategy Partner will be the dedicated advisor and support business leaders in driving the deployment of people initiatives within the business. Must be flexible in work schedule as well as be able to travel frequently as needs arise.</p>
<p>
Essential Duties and Responsibilities:</p>
<ul>
<li>Provide strategic partnership and coaching to business leaders, managers, and team members to positively impact talent engagement, development, and retention.</li>
<li>Actively participate in leadership meetings alongside the sales and operational leadership for the business they support.</li>
<li>Provide effective guidance and coaching to leaders on HR policies, managing individual and team development and performance to achieve targeted business goals.</li>
<li>Able to lead and coach by using relationships and influence through others to achieve the business's desired outcome.</li>
<li>Guide leaders in identifying and developing emerging talent through talent review discussions and individual development planning.</li>
<li>Seek to understand employees at all levels and drive consistent employee communications for clarity and focus within the business unit and across the organization.</li>
<li>Develop HR plans and strategies to support achieving the company's business objectives.</li>
<li>Strategic partnership with business leaders to develop a roadmap to ensure the people, programs, and processes align with business direction and create a career path, growth, and positive impact for all parties, creating a win-win.</li>
<li>Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.</li>
<li>Participate in the investigation and resolution of ongoing employee relations problems, anticipate problems whenever possible, and develop appropriate steps for resolution.</li>
<li>Build strong relationships across the shared services teams that foster trust and communication. Collaborate within and across the HR teams to develop best practices for operating companies.</li>
<li>Assist team members and leadership with developmental programs.</li>
<li>Ensure effective controls are in place to proactively manage organizational risk and remain in compliance with company policies and procedures.</li>
<li>Explore and identify emerging trends in strategies, approaches, and locations for recruiting, specifically in the HVAC industry.</li>
<li>Develop plans for position successions and employee promotion/transfer policies.</li>
<li>Represent the company as a knowledgeable professional within the company who explores and identifies emerging trends, strategies, approaches, and education, specifically within the HVAC industry.</li>
<li>Performs other incidental and related duties as required and assigned. Must conduct yourself ethically, legally, and responsibly at all times.</li>
<li>Must adhere to the policies, principles, and guidance within the Employee Handbook</li>
</ul>
<p>Competencies:</p>
<ul>
<li>Excellent communication and interpersonal skills with the ability to build strong relationships across all levels of the organization.</li>
<li>Demonstrated experience benchmarking and implementing industry-leading strategies, processes, and programs.</li>
<li>Accountable and transparent with a strong work ethic and the ability to handle sensitive and confidential information with professionalism and discretion.</li>
<li>A proven track record of effective leadership of managing and leading through organizational change.</li>
<li>Ability to effectively communicate and present information one-on-one in group situations and outside of the company.</li>
<li>High level of initiative with the ability to prioritize, multi-task, deal with ambiguity in a highly entrepreneurial environment, and champion change.</li>
<li>Ability to develop and execute strategic people plans aligned with business objectives with expertise in Change Management.</li>
<li>Knowledge of employment regulations with the Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), and other legal requirements.</li>
<li>Strong communicator with the ability to influence and persuade across all levels of the organization, exercising a high degree of professionalism, poise, tact, and diplomacy to accomplish objectives and hold others accountable.</li>
</ul>
<p><b>Education / Experience:</b></p>
<ul>
<li>Bachelor's degree in Human Resources, Business, Management / Leadership, or a related field.</li>
<li>A Minimum of seven years of progressive experience in several of the following functions: people operations, organizational design, performance &amp; talent management, learning and development, and employee engagement.</li>
<li>Preferred two years of experience in a Business Partner role and a proven ability to work through others.</li>
<li>Exceptional relationship and stakeholder-building skills with proven experience in influencing, collaborating, and actively for the best outcome for the client and company.</li>
<li>Excellent communication skills, both oral and written, as well as the ability to facilitate both small and large groups in a variety of forms, including presentations, working meetings, business reviews, and informal discussions</li>
<li>Experience building an inclusive, engaging company culture in a distributed, remote &amp; in-office environment.</li>
<li>Knowledge of market compensation data processes and labor and employment/recruitment laws.</li>
<li>Past experience with leading developmental programs, engagement surveys, action planning, and the performance management process.</li>
<li>A background with nationwide multi-brand organizations in rapid growth mode and the onboarding of M&amp;A, and experience in an entrepreneurial, nimble environment, where strategic building towards the company's vision was essential.</li>
<li>Experience in, and comfortable with, serving in a player-coach capacity, having successfully led others directly and through relationships and influence.</li>
<li>Proficient knowledge of all Microsoft products, social media platforms, applicant tracking systems, HRIS, CRM, and a successful track record of implementations.</li>
</ul>
<p><b>Work Environment</b><br>
The work environment characteristics described here are representative of those an employee encounters while performing the essential duties and responsibilities of the position. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. The work location is in a corporate setting where noise level is usually moderate, and stress levels may be moderate to high on a regular basis. Although the position's primary work location is the shared services office in Irving, Texas, the position does follow an in-office schedule. Depending upon project, position, and/or company needs, the hybrid schedule may be offered in coordination with the Chief People Officer (CPO) or other sponsor, as appropriate. The position will require the ability to work a flexible schedule in order to plan, host, and attend educational institution events as needed. This position does have a requirement of approximately 60% travel to various locations across the US.</p>
<p><b>
Physical Demands</b></p>
<p>
While performing the duties of this job, the employee is regularly required to use hands to operate the computer keyboard and telephone reach with hands and arms. The employee frequently is required to stand, walk, and sit. The employee is occasionally required to climb, balance, stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to twenty-five pounds and frequently lift and/or move up to fifty pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus.</p><p></p><div>
<p>
Employment practices will not be influenced or affected by an applicant's or employee's race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship.</p>
<p>
Salary ranges listed are dependent upon a candidate's qualifications, experience, internal equity, and the budgeted amount for the specific role and location.</p></div></div><p></p>

People Strategy Partner

black.ai

Propeller Overview </br><p>Propeller is on a mission to take the guesswork out of moving dirt - reducing wasted fuel, time, and money. We do this through the power of maps.</p></br><p>Our customers use Propeller's integrated hardware and software products to capture accurate 3D versions of their worksites. With over 50,000 worksites worldwide using Propeller's smart survey technology, we empower project teams to map, measure, and manage site activity.</p></br><p>Propeller empowers everyone to approach, own, and solve problems creatively. We're data nerds who care about impact, honesty, and each other. We take pride in being a great place to work. We are proud to be recipients of BI Group's Excellence in Customer Experience award and Inspiring Workplaces of Australasia, being recognized as a Fast Company and BuiltIn Best Place to Work. You can learn more about us on Glassdoor.</p></br> Your Mission </br><p>Support 120+ Product and Engineering professionals in Sydney to perform at their best. You'll work directly with these teams, understanding their day to day challenges and delivering practical solutions that improve performance and retention. This role requires you to execute major initiatives - from compensation reviews to process improvements - while building genuine relationships across all levels. You'll need to move fast, solve problems kindly and pragmatically, and create systems that work.</p></br><p><b>Key responsibilities:</b></p></br><ul></br><li>Build and maintain strong relationships with individual contributors and leaders within the Product and Engineering teams, offering guidance on people strategy.</li></br><li>Proactively identify trends in performance and engagement, collaborating with leaders and other People team members to foster a high performance culture.</li></br><li>Manage employee relations matters across all levels, ensuring alignment with company values, goals, and legal requirements.</li></br><li>Partner with our leadership team to ensure a smooth ramp up process for new hires and managers.</li></br><li>Advise on, manage, and administer benefits programs in Australia, ensuring alignment with company goals, market standards, and compliance requirements.</li></br><li>Collaborate with the rest of the People Partnering group to drive Propeller's annual performance review process.</li></br><li>Support global compensation strategies, including analysis, structure improvements, and long term strategy development. Leverage your deep understanding of the local tech market to ensure that Propeller's compensation and benefits packages for the P&E department are both competitive and strategically aligned with business objectives, fostering an equitable total rewards structure.</li></br><li>Support the Head of People in setting measurable, data driven goals for yourself and the People Partnering team.</li></br><li>Collaborate proactively with the Employee Experience and Talent Acquisition teams to identify gaps, enhance systems and processes, and achieve shared goals.</li></br><li>Oversee global people projects, ensuring alignment with broader organisational priorities and measurable outcomes.</li></br></ul></br> Skills & Experiences </br><p><b>Must have experience:</b></p></br><ul></br><li>8+ years of proven experience as a People Partner, HRBP or similar role.</li></br><li>Previous experience partnering with product and engineering organisations and understanding best practices for rapidly scaling companies.</li></br></ul></br><p><b>Core skills:</b></p></br><ul></br><li><b>Pragmatic problem solver:</b> You cut through complexity to find solutions that actually work. You're comfortable making decisions with incomplete information.</li></br><li><b>Strong relationships:</b> You build trust quickly and maintain it. Technical people respect your judgment and come to you with their challenges. You are empathetic and perceptive; you handle sensitive situations with care and clarity.</li></br><li><b>Practical coach:</b> You develop leaders and employees by offering constructive feedback and growth opportunities. You're comfortable giving honest feedback at all levels.</li></br><li><b>Execution focused:</b> You turn plans into results. You've built processes from scratch, managed complex projects, and delivered on commitments in fast moving environments.</li></br><li><b>Commercial mindset:</b> You understand business drivers and use performance and engagement data to shape decisions. You effectively influence without authority and drive meaningful change.</li></br></ul></br> Benefits </br><ul></br><li>Employee share options</li></br><li>Professional development budget and leave</li></br><li>The opportunity to take part in our mentorship program</li></br><li>Mental health resources</li></br><li>Monthly telephone and/or internet allowance</li></br><li>Paid primary & secondary parental leave policies</li></br><li>Hybrid work arrangements and WFH equipment provided</li></br></ul></br> About Propeller </br><p>Propeller is for everyone, so come as you are. We value all types of experience, skill, and ability. If you don't think you meet all the requirements, but still think this role would be a good fit, we'd love to hear from you.</p></br><p>Diversity makes our team more creative, fun, and effective, so bring your whole self to the application process, and we will too!</p></br><p>If you're interested in what life at Propeller is like, check out our employee owned Medium blog page!</p></br> Our Hiring Process </br><ul></br><li>Stage 1: Interview with Talent Acquisition</li></br><li>Stage 2: Interview with Hiring Manager</li></br><li>Stage 3: Propeller Aero Challenge</li></br><li>Stage 4: The Final Interview</li></br></ul></br><p>Can't see the right role for you? No worries! Just complete the form below to express interest in opportunities at Propeller Aero. Tell us as much about yourself as you like and we'll reach out when a role that suits your interest comes up. Select as many areas of interest as you like in the "Teams" section. We look forward to hearing from you!</p>

Senior People Partner

Search Solution Group

<div>
 <p>
  <strong>
   HR Business Partner
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  Location: Fort Smith, AR
 </p>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   About the Role
  </strong>
 </p>
 <p>
  Serve as a strategic partner to site leadership, advising on organizational design, workforce planning, and people strategy. Support ramp-up efforts for new teams and facilities, ensuring smooth onboarding, training, and workforce integration. Act as a trusted advisor on employee relations, performance management, and organizational effectiveness. Collaborate with recruiting to ensure talent pipelines meet growth demands; provide key metrics (time-to-fill, turnover, retention). Lead the development of talent reviews, succession planning, and performance management processes. Partner with leadership on scorecards and workforce KPIs to measure HR impact and drive accountability. Proactively push back and offer alternative people strategies when needed to minimize risk and enhance outcomes. Operate independently, balancing tactical HR tasks (onboarding, compliance, investigations) with strategic initiatives (culture, engagement, talent development). Leverage Rippling HRIS for workforce data, reporting, and HR process improvement.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Responsibilities
  </strong>
 </p>
 <ul>
  <li>
   Serve as a strategic partner to site leadership, advising on organizational design, workforce planning, and people strategy.
  </li>
  <li>
   Support ramp-up efforts for new teams and facilities, ensuring smooth onboarding, training, and workforce integration.
  </li>
  <li>
   Act as a trusted advisor on employee relations, performance management, and organizational effectiveness.
  </li>
  <li>
   Collaborate with recruiting to ensure talent pipelines meet growth demands; provide key metrics (time-to-fill, turnover, retention).
  </li>
  <li>
   Lead the development of talent reviews, succession planning, and performance management processes.
  </li>
  <li>
   Partner with leadership on scorecards and workforce KPIs to measure HR impact and drive accountability.
  </li>
  <li>
   Proactively push back and offer alternative people strategies when needed to minimize risk and enhance outcomes.
  </li>
  <li>
   Operate independently, balancing tactical HR tasks (onboarding, compliance, investigations) with strategic initiatives (culture, engagement, talent development).
  </li>
  <li>
   Leverage Rippling HRIS for workforce data, reporting, and HR process improvement.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
 </p>
 <p>
  <strong>
   Qualifications
  </strong>
 </p>
 <ul>
  <li>
   3&ndash;5+ years of progressive HR experience, ideally in manufacturing, distribution, or industrial environments.
  </li>
  <li>
   Proven success supporting multi-site operations and employee groups of 300+ across varied shifts.
  </li>
  <li>
   Strong business acumen with the ability to partner effectively with mid-to-senior level operations leaders.
  </li>
  <li>
   Demonstrated experience in talent management, performance reviews, and workforce planning.
  </li>
  <li>
   Comfortable driving both strategic initiatives and day-to-day HR operations.
  </li>
  <li>
   Strong analytical skills with ability to track and communicate key HR metrics.
  </li>
  <li>
   Hands-on experience with HRIS (Rippling experience a plus).
  </li>
  <li>
   Ideally local to Arkansas.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
 </p>
 <p>
  <strong>
   Required Skills
  </strong>
 </p>
 <ul>
  <li>
   Strong business acumen.
  </li>
  <li>
   Experience in talent management.
  </li>
  <li>
   Analytical skills.
  </li>
  <li>
   Hands-on experience with HRIS.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
 </p>
 <p>
  <strong>
   Preferred Skills
  </strong>
 </p>
 <ul>
  <li>
   Experience in manufacturing, distribution, or industrial environments.
  </li>
  <li>
   Experience supporting multi-site operations.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Equal Opportunity Statement
  </strong>
 </p>
 <p>
  We are committed to diversity and inclusivity in our hiring practices.
 </p>
 <p>
 </p>
</div>


Human Resources Business Partner

Schwazze

<div><p><b>Who We Are: </b>Schwazze (SHHwahZZ) is a purpose-driven, vertically integrated cannabis operator. We are building a leading seed-to-sale company with best-in-class dispensaries and exceptional cultivation, manufacturing, and wholesale capabilities. Driven by a high-performance culture, we combine customer focus and data-driven insights to unlock the plant&rsquo;s full potential and improve the human condition.</p><br>
<p></p>
<p><b>
At Schwazze, you are not just an employee&mdash;you are part of a purpose-centered, performance-driven team where your contributions matter, your growth is supported, and your potential is limitless. </b>We lead with<b> integrity, connection, engagement, excellence, and empowerment, </b>fostering a culture where people thrive, communities flourish, and the industry moves forward. These values define our commitment to creating a supportive, positive workplace while delivering exceptional customer experiences.</p><br>
<p></p>
<p>
For more information, please visit our website: www.schwazze.com</p><br>
<p></p>
<p><b>
Job Title:</b> Regional Manager, People Relations &amp; Culture</p>
<p><b>
Salary Range</b>: $115,000 &ndash; $130,000</p>
<p><b>
Type</b>: Full-Time, Exempt</p>
<p><b>
Location</b>: Denver, Colorado (Main Office) | Boulder, CO (Satellite Office)</p><br>
<p></p>
<p><b>
Position Objective</b></p>
<p>
The Regional Manager, People Relations &amp; Culture is the senior leader responsible for setting the standard for employee relations excellence, cultural consistency, and people-first leadership across Colorado and New Mexico. Reporting to the Vice President, People &amp; Culture, this role provides advanced strategic partnership to the business while leading, mentoring, and developing a team of People &amp; Culture Business Partners.</p><br>
<p></p>
<p>
This leader serves as the organization&rsquo;s authority on complex employee relations, documentation integrity, and defensible decision-making. The Managing Director ensures fairness, consistency, and dignity in how people matters are handled, while strengthening trust, accountability, and alignment across leaders and teams.</p><br>
<p></p>
<p>
The role plays a critical leadership function in M&amp;A integration, culture cohesion, and operational discipline. Through field presence, data-driven insight, and cross-functional collaboration, this leader reinforces a consistent, high-performing workplace culture rooted in Schwazze&rsquo;s core values.</p><br>
<p></p>
<h1 class="jobSectionHeader"><b>
Essential Functions</b></h1><br>
<p></p>
<p><b>
People &amp; Culture Business Partner Team Leadership &ndash; 30%</b></p>
<ul><li> Lead, coach, and develop a team of People &amp; Culture Business Partners, ensuring consistent, high-quality partnership across all assigned regions and functions.</li></ul>
<ul><li> Establish and maintain standards of excellence for ER case handling, documentation quality, leader guidance, and communication practices.</li></ul>
<ul><li> Provide real-time coaching, case review, and professional development to continuously elevate Business Partner capability and judgment.</li></ul>
<ul><li> Align team priorities to enterprise needs, ensuring consistency across states, locations, leaders, and employee populations.</li></ul>
<ul><li> Foster a culture of accountability, collaboration, and values-driven leadership within the People &amp; Culture team.</li></ul>
<ul><li> Ensure strong alignment and collaboration between People Operations, Training &amp; Development, and the Business Partner team to deliver cohesive people practices, shared resources, and consistent messaging.</li></ul><br>
<p></p>
<p><b>
Employee Relations Strategy, Documentation &amp; Compliance Oversight &ndash; 30%</b></p>
<ul><li> Serve as the senior escalation point for all complex or high-risk employee relations matters, ensuring timely, fair, and legally defensible outcomes.</li></ul>
<ul><li> Review, edit, and approve termination documentation, corrective actions, investigation summaries, and related materials to ensure accuracy, consistency, and alignment with company standards.</li></ul>
<ul><li> Own the oversight and integrity of the ER Tracker, ensuring accurate categorization, thorough documentation, and actionable data.</li></ul>
<ul><li> Act as the escalation partner for ADA matters, sensitive investigations, workplace conflicts, and policy interpretation.</li></ul>
<ul><li> Generate separation agreements and partner with legal counsel as needed for sensitive or high-risk exits. Analyze ER trends, hotspots, and systemic issues, proactively advising the Vice President, People &amp; Culture on risk mitigation, training needs, and policy or practice improvements.</li></ul><br>
<p></p>
<p><b>
Culture Leadership, Employee Experience &amp; Organizational Consistency &ndash; 20%</b></p>
<ul><li> Design and execute culture strategies that reinforce core values, psychological safety, trust, and connection across the organization.</li></ul>
<ul><li> Partner with leaders to strengthen communication quality, engagement, and clarity of expectations.</li></ul>
<ul><li> Guide Business Partners and leaders in delivering consistent employee journey experiences from onboarding through development, performance management, and exit.</li></ul>
<ul><li> Partner closely with Training &amp; Development to identify learning needs surfaced through ER trends, turnover analysis, field observations, and culture gaps, ensuring training directly supports behavioral and cultural expectations.</li></ul>
<ul><li> Collaborate with Training &amp; Development and People Operations to align onboarding, communications, and culture-building initiatives across retail, cultivation, distribution, and corporate environments.</li></ul>
<ul><li> Lead people-side change management efforts, ensuring clarity, stakeholder alignment, and adoption during organizational shifts.</li></ul>
<ul><li> Act as a visible culture ambassador, modeling values-driven leadership in decisions, coaching, and day-to-day interactions.</li></ul><br>
<p></p>
<p><b>
Field Leadership, Relationship Building &amp; Operational Partnership &ndash; 10%</b></p>
<ul><li> Maintain regular field presence across Colorado and New Mexico through site visits with retail, cultivation, distribution, and corporate teams.</li></ul>
<ul><li> Build strong, trusted relationships with leaders and employees by understanding operational realities, constraints, and cultural dynamics firsthand.</li></ul>
<ul><li> Represent People &amp; Culture in key operational meetings, leadership forums, and site-level engagements.</li></ul>
<ul><li> Partner with operations leaders to anticipate people risks, workforce needs, and opportunities to strengthen culture and performance.</li></ul><br>
<p></p>
<p><b>
Culture Integration &ndash; 10%</b></p>
<ul><li> Support due diligence and integration planning for acquired teams, including culture alignment, communication strategy, and organizational mapping.</li></ul>
<ul><li> Partner with leaders and Business Partners to onboard acquired employees into Schwazze&rsquo;s culture, expectations, and values.</li></ul>
<ul><li> Ensure consistent adoption of policies, ER processes, and values-aligned behaviors across newly acquired operations.</li></ul>
<ul><li> Provide leadership coaching and culture integration guidance to minimize disruption, build trust, and support retention during transitions.</li></ul><br>
<p></p>
<p><i>
Please note that the percentage allocations are a general estimate and may vary based on business needs and priorities. Additional duties may be required as needed to support overall operations.</i></p><p><b>
Education and Experience Requirements</b></p>
<ul><li> Bachelor&rsquo;s degree in Human Resources, Organizational Development, Business Administration, or a related field required; Master&rsquo;s degree preferred.</li></ul>
<ul><li> 8-10 years of progressive HR or People &amp; Culture experience, including multi-site leadership and field-based partnership.</li></ul>
<ul><li> Deep expertise in employee relations, including investigations, corrective action, ADA accommodation, termination processes, and defensible documentation.</li></ul>
<ul><li> Demonstrated experience developing, mentoring, and elevating HR or People &amp; Culture Business Partners.</li></ul>
<ul><li> Proven capability in culture leadership, organizational change, and building credibility with leaders and frontline teams.</li></ul>
<ul><li> High proficiency in HRIS, data reporting, and ER case management or tracking tools.</li></ul>
<ul><li> Strong cross-functional partnership skills, with the ability to collaborate effectively with Training &amp; Development, People Operations, Legal, and business leadership.</li></ul>
<ul><li> Exceptional communication, judgment, and professional maturity.</li></ul>
<ul><li> Highly detail-oriented with strong organizational skills and the ability to manage complex, concurrent priorities.</li></ul>
<ul><li> Demonstrated commitment to high excellence, continuous improvement, and people-first leadership.</li></ul>
<ul><li> Cannabis industry experience preferred but not required.</li></ul>
<ul><li> M&amp;A integration experience, particularly on the people side, strongly preferred.</li></ul><br>
<p></p>
<p><b>
Working Conditions</b></p>
<ul><li>
Hybrid schedule with up to two remote days and three on-site or in-field days.</li><li>
Travel to New Mexico may be required based on business needs.</li><li>
Reliable transportation is required for travel between locations.</li><li>
Ability to obtain and maintain an active Marijuana Enforcement Division (MED) badge in the state of Colorado.</li></ul><p><b>
Benefits</b></p>
<ul><li> Medical/Dental/Vision Insurance</li></ul>
<ul><li> Pet Insurance</li></ul>
<ul><li> EAP Programs</li></ul>
<ul><li> Paid Time Off</li></ul>
<ul><li> Paid Parental Leave</li></ul>
<ul><li> Employee Discount at all Schwazze Retail locations</li></ul><br>
<p></p>
<p><b>
Schwazze is committed to fairness and equality of opportunity in the workplace. </b>All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.</p><br>
<p></p>
<p><i>
To be considered for this position your application must be submitted by March 3rd, 2026. If after said date the position is not filled, applications will be accepted until the position is filled.</i></p></div>

Regional Manager, People Relations & Culture

Health Catalyst

<div><div>Join one of the nation&rsquo;s leading and most impactful health care performance improvement companies. Over the years, Health Catalyst has achieved and documented clinical, operational, and financial improvements for many of the nation&rsquo;s leading healthcare organizations. We are also increasingly serving international markets. Our mission is to be the catalyst for massive, measurable, data-informed healthcare improvement through:</div><ul><li><div>
Data: integrate data in a flexible, open &amp; scalable platform to power healthcare&rsquo;s digital transformation
</div></li><li><div>Analytics: deliver analytic applications &amp; services that generate insight on how to measurably improve
</div></li><li><div>Expertise: provide clinical, financial &amp; operational experts who enable &amp; accelerate improvement
</div></li><li><div>Engagement: attract, develop and retain world-class team members by being a best place to work
</div></li></ul><div></div><div><div><div>Job Title: Lead of People Operations &ndash; India</div></div><div><div>
Location: Hyderabad<br>
Reports to: Associate Chief People officer<br>
Role Type: Senior Leadership Role</div></div><div></div><div><div><br>
Role Overview</div></div><div><div>
The Lead of People Operations &ndash; India is a senior leadership role responsible for leading, scaling, and transforming People Operations across India. This role owns the full team member lifecycle, people governance, compliance, culture, and engagement, while driving operational excellence through process efficiency, automation, and data-driven decision-making.</div></div><div><div>
As a strategic partner to leadership and a cultural steward for HCAT India, this role ensures People Operations is scalable, compliant, efficient, and deeply aligned with organizational values and business growth.</div></div><div></div><div><div><br>
What you&rsquo;ll own:</div></div><div><div>
People Operations Team Leadership &amp; Management</div></div><div><ul><li><div>
Lead, mentor, and develop the India People Operations team, fostering ownership, accountability, continuous learning, and alignment with HCAT values</div></li></ul></div><div><ul><li><div>
Oversee team capacity planning, productivity tracking, service quality audits, and delivery excellence through goal setting, feedback, coaching and accountability</div></li></ul></div><div><ul><li><div>
Translate strategic and leadership goals into clear operational goals and execution plans</div></li></ul></div><div><div>
Performance Management &amp; Development</div></div><div><ul><li><div>
Support managers in holding team members accountable by supporting critical conversations, training, and coaching</div></li></ul></div><div><ul><li><div>
Facilitate mid-cycle and annual performance reviews in partnership with managers</div></li></ul></div><div><ul><li><div>
Oversee learning and development team supporting training in the following areas: Technical, DEI/Culture, Product, HR and compliance.</div></li></ul></div><div><div>
Leadership Engagement, US Leadership Team Visits &amp; Squad Meetups</div></div><div><ul><li><div>
Oversee the design and execution leadership visits, squad meetups, and in-person engagement programs aligned with business priorities and culture themes</div></li></ul></div><div><ul><li><div>
Ensure successful execution of visits including overseeing planning, logistics, stakeholder coordination, and on-ground execution</div></li></ul></div><div><ul><li><div>
Curate and carryout high-impact workshops, learning sessions, and collaboration forums and act as cultural ambassador</div></li></ul></div><div><div>
Team member Engagement &amp; Experience</div></div></div><div><div><ul><li><div>
In partnership with US People Operations team create and execute annual engagement calendar aligned with organizational values and attributes that strengthen belonging and collaboration</div></li></ul></div><div><ul><li><div>
Conduct regular connects with managers and team members to surface engagement needs, understand strategic initiatives and act on feedback</div></li></ul></div><div><div>
Policy, Compliance &amp; Governance</div></div><div><ul><li><div>
Lead the design, rollout, refresh, and governance of people policies in line with Indian labor laws and global standards including training for managers and team members</div></li></ul></div><div><ul><li><div>
Oversee statutory compliance across payroll inputs, benefits administration, filings, and audits</div></li></ul></div><div><ul><li><div>
Ensure strong documentation, record-keeping, and risk mitigation practices</div></li></ul></div><div><div>
POSH Compliance</div></div><div><ul><li><div>
Oversee the constitution, training, and governance of the Internal Complaints Committee (ICC)</div></li></ul></div><div><ul><li><div>
Ensure team member awareness, ICC certifications, and statutory training compliance</div></li></ul></div><div><ul><li><div>
Partner with the ICC to manage complaints with sensitivity, confidentiality, and compliance</div></li></ul></div><div><ul><li><div>
Ensure timely statutory reporting and documentation</div></li></ul></div><div></div><div><div><br>
Onboarding &amp; Offboarding</div></div><div><ul><li><div>
Oversee full onboarding process including completion of 30-60-90 day check-ins to support successful assimilation</div></li></ul></div><div><ul><li><div>
Oversee offboarding, including exit interviews, notice/severance coordination, payroll inputs, and knowledge transfer</div></li></ul></div><div></div><div><div><br>
Internship &amp; Early Careers</div></div><div><ul><li><div>
Lead internship and early career programs, onboarding, engagement, and evaluation</div></li></ul></div><div><ul><li><div>
Drive structured assessments and conversions to full-time roles</div></li></ul></div><div><ul><li><div>
Build sustainable early talent pipelines through partnerships</div></li></ul></div></div><div></div><div><div><div><br>
Employer Branding &amp; Recognition</div></div><div><ul><li><div>
Lead employer branding through storytelling, workshops, and culture campaigns</div></li></ul></div><div><ul><li><div>
Own submissions, audits, and recognitions for external awards and certifications (e.g., GPTW, SHRM).</div></li></ul></div><div><ul><li><div>
Partner with Marketing and Communications to amplify HCAT India&rsquo;s people brand</div></li></ul></div><div></div><div><div><br>
Diversity, Equity, Inclusion &amp; Belonging (DEIB)</div></div><div><ul><li><div>
Partner with affinity groups to design and deliver inclusion initiatives aligned with the annual People Ops calendar</div></li></ul></div><div><ul><li><div>
Champion belonging programs and align India&rsquo;s DEIB roadmap with global priorities</div></li></ul></div><div></div><div><div><br>
CSR &amp; Social Impact</div></div><div><ul><li><div>
Lead India CSR initiatives in partnership with Foundations and external partners.</div></li></ul></div><div><ul><li><div>
Build team member volunteerism opportunities to strengthen social impact including driving flagship programs such as Wish Tree and Barabari</div></li></ul></div><div></div><div><div><br>
Strategic HR, Workforce Planning and Compensation</div></div><div><ul><li><div>
Partner with leadership to anticipate workforce needs, design scalable org structures, and support talent strategies</div></li></ul></div><div><ul><li><div>
Use people analytics to provide insights on attrition, engagement, productivity, and workforce health</div></li></ul></div><div><ul><li><div>
Partner with compensation team to ensure competitive and sustainable compensation practices are in place and consistently applied</div></li></ul></div><div></div><div><div><br>
What you will bring to this role:</div></div></div><div><div><ul><li><div>
8+ years of progressive experience in People Operations / HR leadership, preferably in technology or global organizations</div></li></ul></div><div><ul><li><div>
Strong expertise in Indian labor laws, compliance, POSH compliance and case management, and people governance</div></li></ul></div><div><ul><li><div>
Proven experience leading and scaling People Ops teams</div></li></ul></div><div><ul><li><div>
Demonstrated success in driving process efficiency, automation, and HR technology adoption with measurable impact, Workday and Pigment experience a plus, but not required</div></li></ul></div><div><ul><li><div>
Strong stakeholder management, analytical, and communication skills, including intermediate experience in PowerPoint and Excel</div></li></ul></div><div><ul><li><div>
Values-driven leader with a people-first, data-informed, and execution-focused mindset</div></li></ul></div><div><ul><li><div>
Experience with compensation philosophy and planning</div></li></ul></div><div><ul><li><div>
Excellent communication and presentation skills, including PowerPoint</div></li></ul></div><div><ul><li><div>
Experience creating and facilitating training, and leading team of trainers</div></li></ul></div><div><ul><li><div>
Strong analytics capabilities and ability to present findings in a meaningful, easy to understand, organized manner</div></li></ul></div></div><div></div><div><i>
The above statements describe the general nature and level of work being performed in this job function. They are not intended to be an exhaustive list of all duties, and indeed additional responsibilities may be assigned by Health Catalyst</i><i>.</i></div><div></div><div>
Studies show that candidates from underrepresented groups are less likely to apply for roles if they don&rsquo;t have 100% of the qualifications shown in the job posting. While each of our roles have core requirements, please thoughtfully consider your skills and experience and decide if you are interested in the position. If you feel you may be a good fit for the role, even if you don&rsquo;t meet all of the qualifications, we hope you will apply. If you feel you are lacking the core requirements for this position, we encourage you to continue exploring our careers page for other roles for which you may be a better fit.</div><div></div><div>
At Health Catalyst, we appreciate the opportunity to benefit from the diverse backgrounds and experiences of others. Because of our deep commitment to respect every individual, Health Catalyst is an equal opportunity employer.</div></div>

India People Operations Lead

Chef's Garden Catering and Events

<p><b>Position Summary</b></p><p>The <b>People &amp; Culture Manager is </b>responsible for leading Chef&rsquo;s Garden&rsquo;s core HR and people operations with clarity, care, and accountability. This role owns the day-to-day people systems that help our team thrive, from hiring and onboarding to performance management, employee relations, and compliance.</p><p>This is a hands-on, relational role for someone who is comfortable having thoughtful, direct conversations, setting clear expectations, and helping managers and team members grow. The People &amp; Culture Manager will build new systems, steward the systems already built and continue strengthening them as the company scales.</p><p><b>Key Responsibilities</b></p><p><b>1. HR Systems &amp; Operations</b></p><ul><li>Maintain and evolve core HR systems including:</li></ul><p>Job descriptions, role clarity, and reporting structures</p><p>Hiring, onboarding, and offboarding processes</p><p>Employee classification, documentation, and personnel files</p><p>Compensation bands and internal equity practices</p><p>HR policies and Staff Handbook updates</p><ul><li>Partner with fractional HR, legal, and payroll partners to ensure state and federal compliance.</li><li>Serve as the primary internal HR point of contact for employees and managers.</li><li>Own, document, and continuously improve people systems to ensure they are clear, usable, and scalable as the company grows.</li><li>Administer employee benefits programs in partnership with payroll and external vendors, including open enrollment, employee education, and ongoing support.</li></ul><p><b>2. Hiring, Onboarding &amp; Transitions</b></p><ul><li>Coordinate and support recruitment for hourly and salaried roles.</li><li>Ensure consistent, values-aligned onboarding experiences for new hires.</li><li>Support managers through promotions, role changes, performance concerns, and exits with professionalism and care.</li></ul><p><b>3. Performance Management &amp; Accountability</b></p><ul><li>Own and manage Chef&rsquo;s Garden&rsquo;s performance review and feedback cycles.</li><li>Support managers in setting clear expectations, documenting performance, and following through consistently.</li><li>Lead or support difficult but necessary conversations related to:</li><li>Accountability</li><li>Behavior and performance concerns</li><li>Corrective action and growth plans</li><li>Ensure performance processes are fair, documented, and aligned with company values.</li></ul><p><b>4. Culture &amp; Employee Experience</b></p><ul><li>Steward a workplace culture rooted in respect, trust, clarity, and excellence.</li><li>Reinforce values-based behaviors and expectations across teams.</li><li>Support recognition, feedback, and communication practices that help people feel seen and supported.</li><li>Serve as a trusted, neutral partner in navigating conflict and tension with discretion and empathy.</li><li>Own internal people communications, including regular employee updates or newsletters that reinforce clarity, values, and connection.</li><li>Design and manage systems for employee recognition and appreciation, including spot recognition, milestones, and rewards (e.g., merch, shout-outs, values-based acknowledgments).</li><li>Partner with leadership to ensure recognition efforts are consistent, equitable, and aligned with company values.</li></ul><p><b>5. Manager Support &amp; Leadership Partnership</b></p><ul><li>Coach managers on people leadership fundamentals:</li><li>Giving feedback</li><li>Setting boundaries and expectations</li><li>Navigating conflict and accountability</li><li>Partner closely with ownership to identify people risks, opportunities, and organizational needs.</li><li>Help translate company values into everyday management practices.</li></ul><p><b>What Success Looks Like</b></p><ul><li>People systems are clear, documented, and consistently applied.</li><li>Managers feel supported &mdash; not rescued &mdash; in leading their teams well.</li><li>Employees understand expectations, growth opportunities, and accountability standards.</li><li>Difficult conversations happen earlier, more clearly, and with care.</li><li>Chef&rsquo;s Garden continues to feel human, values-driven, and well-run as it grows.</li></ul><p><b>Qualifications &amp; Fit</b></p><ul><li>4-8+ years of experience in HR, people operations, or organizational development.</li><li>Strong experience handling employee relations and performance management.</li><li>Comfortable balancing empathy and accountability &mdash; clarity is kindness.</li><li>Excellent communication, documentation, and follow-through skills.</li><li>Ability to build trust across hourly, frontline, and leadership teams.</li><li>Hospitality, food service, or small-business experience is a strong plus.</li><li>SHRM or HR certification preferred but not required.</li></ul><p>Pay: $60,000.00 - $80,000.00 per year</p><p>Benefits:</p><ul><li>Dental insurance</li><li>Flexible schedule</li><li>Health insurance</li><li>Paid time off</li><li>Vision insurance</li></ul><p>Work Location: In person</p>

People & Culture Manager

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