senior hr leader

SOURCE CODE ACADEMIA

About SourceCode AcademySourceCode Academy is a multidisciplinary learning ecosystem dedicated to developing future-ready individuals through education, technology, and professional training. Our organization delivers high-quality professional courses through both live and recorded online learning models, enabling students and professionals to learn from anywhere in the world.We are building a scalable global education platform, and strong leadership in Human Resources is critical to our continued growth.Role OverviewWe are seeking a highly experienced Chief Human Resources Officer (CHRO) who will lead the entire HR vision, strategy, and execution for SourceCode Academy.This is a senior executive leadership role designed for someone with extensive experience managing HR in large organizations, especially remote-first or online education companies that deliver courses remotely.The CHRO will play a key role in building high-performance teams, designing scalable HR systems, strengthening company culture, and ensuring the organization attracts and retains exceptional talent globally.You will work closely with the CEO and executive leadership to build an organization that is structured, scalable, and capable of supporting rapid growth.Key ResponsibilitiesStrategic HR Leadership<ul><li>Design and implement a long-term HR strategy aligned with company vision and growth objectives.</li><li>Build scalable HR systems suitable for remote-first and hybrid learning organizations.</li><li>Advise executive leadership on organizational structure, workforce planning, and leadership development.</li><li>Develop policies that support a fast-growing digital education company.</li></ul>Global Recruitment &amp; Talent Acquisition<ul><li>Lead recruitment strategy to attract top-tier global talent across technology, education, marketing, operations, and leadership roles.</li><li>Build strong hiring frameworks, talent pipelines, and employer branding strategies.</li><li>Oversee senior-level hiring and leadership recruitment.</li><li>Ensure efficient hiring processes for both remote and on-site teams.</li></ul>Performance Management &amp; Organizational Development<ul><li>Establish performance management frameworks, KPIs, and evaluation systems across departments.</li><li>Implement leadership development and career growth pathways for employees.</li><li>Create systems that promote accountability, productivity, and professional growth.</li></ul>Remote Workforce Management<ul><li>Develop HR structures optimized for remote teams and online learning environments.</li><li>Implement systems for managing distributed teams, remote instructors, and digital workforce operations.</li><li>Ensure effective collaboration across remote, hybrid, and on-site teams.</li></ul>Culture &amp; Employee Engagement<ul><li>Build a high-performance culture focused on excellence, innovation, and collaboration.</li><li>Lead employee engagement initiatives that improve retention, morale, and productivity.</li><li>Manage conflict resolution, employee relations, and internal communication.</li></ul>HR Operations &amp; Compliance<ul><li>Oversee payroll systems, HR documentation, policies, and compliance.</li><li>Maintain HR dashboards and workforce analytics for executive decision-making.</li><li>Ensure company policies meet legal and organizational standards.</li></ul>RequirementsEducationMaster&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or a related field (MBA-HR strongly preferred).Experience<ul><li>Extensive senior-level HR experience (10&ndash;15+ years preferred).</li><li>Proven experience in strategic HR leadership roles such as Head of HR, HR Director, or CHRO.</li><li>Strong experience working with remote organizations or online education companies delivering courses remotely (live or recorded).</li><li>Experience managing large teams and building scalable HR systems.</li></ul>Skills<ul><li>Strategic HR leadership and organizational design</li><li>Talent acquisition strategy and executive recruitment</li><li>Remote workforce management and distributed team structures</li><li>Performance management frameworks and KPI systems</li><li>HR analytics and workforce planning</li><li>Strong leadership, negotiation, and communication skills</li><li>Policy design, compliance, and HR governance</li></ul>What We Offer<ul><li>Competitive executive salary PKR 150,000 &ndash; 250,000 per month</li><li>Opportunity to shape the HR vision of a rapidly growing education organization</li><li>Work directly with executive leadership to build a global learning platform</li><li>A professional environment focused on innovation, leadership, and impact</li></ul>Work Environment &amp; Hours<ul><li>Location: Rawalpindi (On-site)</li><li>Working Days: Monday &ndash; Saturday</li><li>Working Hours: 9:00 AM &ndash; 6:00 PM (including 1-hour break)</li></ul>If you are an experienced HR leader who understands how to build and scale teams in modern online organizations, we invite you to apply and become part of SourceCode Academy&rsquo;s leadership team.Job Type: Full-timePay: Rs150,000.00 - Rs250,000.00 per monthWork Location: In person

Chief Human Resources Officer (CHRO)

Cabanas Del Alba Retreats

Cabanas Del Alba Retreats is seeking a forward-thinking and experienced Vice President of Human Resources to join our executive team. The VP of Human Resources will oversee all aspects of human resource management, ensuring that our organization attracts, retains, and develops top talent while fostering a positive and inclusive workplace culture.Key Responsibilities:<ul><li>Develop and implement HR strategies and initiatives that align with the overall business goals.</li><li>Oversee recruitment, talent management, performance appraisal, and employee development programs.</li><li>Ensure compliance with labor laws and employment regulations, maintaining a fair and equitable work environment.</li><li>Cultivate a culture of engagement and high performance across the organization.</li><li>Collaborate with senior leadership to address HR-related issues and drive organizational change.</li></ul>Qualifications:<ul><li>Proven experience in a senior HR leadership role, ideally as VP of Human Resources or equivalent.</li><li>Strong understanding of HR practices, employee relations, and talent acquisition strategies.</li><li>Excellent leadership, communication, and interpersonal skills.</li><li>Ability to analyze data and trends to inform strategic HR decisions.</li><li>A degree in human resources, business administration, or a related field; an MBA or relevant certifications (e.g., SHRM, HRCI) are preferred.</li></ul>Compensation: Hourly Salary: 100 -* 200 SAR*, based on experience.If you are a strategic HR leader with a passion for fostering an inclusive and effective work environment, we want to hear from you! Join Cabanas Del Alba Retreats and help us continue to build a thriving team.نوع الوظيفة: دوام كامل, دوام جزئي, فترة تدريبيةالراتب المدفوع: ﷼١٠٠٫١١&nbsp;لكل ساعةموقع العمل: على الطريق

Vice President of Human Resources

Georgetown University

<div>Georgetown University comprises two unique campuses in the nation&rsquo;s capital. With the Hilltop Campus located in the heart of the historic Georgetown neighborhood, and the Capitol Campus, just minutes from the U.S. Capitol and U.S. Supreme Court, Georgetown University offers rigorous academic programs, a global perspective, and unparalleled opportunities to engage with Washington, D.C. Our community is a close-knit group of remarkable individuals driven by intellectual inquiry, a commitment to social justice, and a shared dedication to making a difference in the world.
Requirements
Application Requirements
WittKieffer is supporting Georgetown University in this search. For greatest consideration, applicants should submit a resume and a letter of interest addressing the themes in this profile here AND to WittKieffer's candidate portal by May 6, 2026. You may also submit inquiries and nominations (handled confidentially) to the same portal. Inquiries may also be directed to:<ul><li>
Sarah Palmer and Tyler Workman</li><li>
Georgetown-VPCHRO@WittKieffer.com</li></ul>
Job Requirements
Georgetown University, one of the world&rsquo;s leading Jesuit academic and research institutions, located in the nation&rsquo;s capital, seeks a driven, dynamic, and strategic leader to serve as the next Vice President and Chief Human Resources Officer. This is an exceptionally exciting opportunity for a modern executive to shape how people, culture, and organizational capability support and advance the University&rsquo;s priorities at a time of strength, forward momentum, and renewal.
Founded in 1789 at the beginning of the republic and drawing upon the 450-year-old legacy of Jesuit education, Georgetown University offers a world-class learning experience focused on educating the whole person to prepare the next generation of global citizens to lead and make a difference. These values are at the core of Georgetown&rsquo;s identity, binding members of the community across diverse backgrounds. This is a vibrant community of exceptional students, faculty, staff, and alumni dedicated to real-world applications of research, scholarship, faith, and service. Georgetown is also one of the largest employers in Washington, DC, with over 10,000 employees across multiple campuses and academic units, including the Main Campus, Medical Center, Law Center, and global programs, and is a major economic driver for the city and the region. Within Washington, DC, Georgetown has two primary locations &ndash; it&rsquo;s historic Hilltop Campus and it&rsquo;s Capitol Campus, just steps from the U.S. Capitol. It also has numerous international campus locations, including in Qatar, England, Indonesia and more.
Georgetown University&rsquo;s 10 schools offer a wide variety of intellectually rigorous courses and programs designed to prepare students for many disparate careers and guide them toward their intellectual and professional goals. Ranked 12th in the country by the Wall Street Journal and 24th in the US News, the University offers undergraduate and graduate degrees, as well as professional law, medical, nursing, business, and public policy degrees, medical residencies (through MedStar Health), post-doctoral positions, and a growing number of specialized certificates and continuing education programs. Georgetown enrolled 19,905 students in Fall 2025, 7,908 undergraduate students and 11,997 graduate students, from all 50 states and more than 151 countries. Georgetown has an approximate $2 billion annual operating budget, and its endowment is currently valued at $4.2 billion as of the end of calendar year 2025, ranking it the 41st largest endowment among US colleges and universities.
Reporting to David Green, Executive Vice President and Chief Operating Officer, the Vice President and Chief Human Resources Officer (VP/CHRO) serves as a key member of the University's senior leadership team and as a valued advisor to senior leadership on all human resource matters. Recognized as Georgetown's senior human capital strategist, the VP/CHRO is responsible for directing the University&rsquo;s overall strategic and operational human resources functions, providing direction and leadership in the planning, development, and implementation of meaningful and measurable programs and services in furtherance of the University&rsquo;s mission and values. Key functional areas of oversight include talent acquisition and development, employee relations, policy, classification, compensation, organizational development, benefits (including the Hoya Kids Learning Center and Faculty &amp; Staff Assistance Program), and HRIS. Leading a team of approximately 80 staff across the division, the VP/CHRO develops organizational strategies and implements best-in-class HR initiatives, programs, and support across the University.
This is a pivotal moment for Georgetown University and for the human resources function. The next VP/CHRO will enter the role during a period of leadership transition with the arrival of President Eduardo Pe&ntilde;alver in July 2026. The leader will be charged with repositioning HR as a driver for building organizational capacity; building upon the strengths of the HR organization while elevating the function&rsquo;s service delivery, strategic impact and sense of urgency; leading the modernization of HR processes, policies, and practices in a complex, values-driven academic environment; and positioning HR as a proactive, enterprise-wide partner that anticipates workforce needs, supporting retention in critical areas, and helping leaders across the institution think holistically about talent, structure, and organizational effectiveness.
The successful candidate will bring a reputation as a forward-looking strategic leader and change agent with a bias for action; experience positioning human resources as a lever for organizational effectiveness and cultural stewardship, as well as the judgment, credibility, and relational skills necessary to lead within a mission-driven and highly collaborative academic environment. A bachelor's degree and a minimum of ten (10) years of progressively responsible senior-level human resources leadership experience, including supervisory experience, in a similarly complex mission-driven organization, are required. A master's degree in human resources or another relevant field, and HR certification (e.g., PHR, SPHR, SHRM-SCP) are highly desirable. While experience in higher education is valued but not required, Georgetown welcomes candidates from outside the academy who demonstrate adaptability, learning agility, and the ability to understand and navigate the culture and pace of an academic environment with diverse constituencies. A comprehensive leadership profile can be found at wittkieffer.com.
Salary Range
The anticipated salary range for the opportunity is $425,000 - $600,000, commensurate with experience.
Current Georgetown Employees:
If you currently work at Georgetown University, please exit this website and login to GMS (gms.georgetown.edu) using your Net ID and password. Then select the Career worklet on your GMS Home dashboard to view Jobs at Georgetown.
Submission Guidelines:
Please note that in order to be considered an applicant for any position at Georgetown University you must submit a resume for each position of interest for which you believe you are qualified. Documents are not kept on file for future positions.
Need Assistance:
If you are a qualified individual with a disability and need a reasonable accommodations for any part of the application and hiring process, please visit the Office for Equal Opportunity Compliance website for general information about requesting accommodations, as well as information about requesting accommodations specifically for applicants. You also can also contact the Office for Equal Opportunity Compliance at (202) 687-4798 or oeoc@georgetown.edu.
Need some assistance with the application process? Please call 202-687-2500. For more information about the suite of benefits, professional development and community involvement opportunities that make up Georgetown's commitment to its employees, please visit the Georgetown Works website.
EEO Statement:
GU is an Equal Opportunity Employer. All qualified applicants are encouraged to apply, and will receive consideration for employment without regard to age, citizenship, color, disability, family responsibilities, gender identity and expression, genetic information, marital status, matriculation, national origin, race, religion, personal appearance, political affiliation, sex, sexual orientation, veteran status, or any other characteristic protected by law.
Benefits:
Georgetown University offers a comprehensive and competitive benefit package that includes medical, dental, vision, disability and life insurance, retirement savings, tuition assistance, work-life balance benefits, employee discounts and an array of voluntary insurance options. You can learn more about benefits and eligibility on the Department of Human Resources website.</div>

Vice President and Chief Human Resources Officer

ATS Scientific Products

<div></div><div><div><div><div>COMPANY OVERVIEW: 
At ATS, a $3B publicly traded global enterprise with a proud 47-year history, we are helping advance the future with our factory-wide automation solutions. ATS Scientific Products (SP) has a history that spans 100+ years, SP story is defined by our legacy of expertise. Our esteemed portfolio of brands includes FTS, Genevac, Hotpack, Hull, VirTis, Bel-Art, Wilmad, Service, and Training. With proficiencies that span a range of industries and applications, our specialized knowledge and experience ensures that no matter where you are in your journey, we can support your needs. SP has the following locations: Warminster, PA; Gardiner, NY; Stone Ridge, NY; Vineland, NJ; Pocomoke, MD; and Ipswich, UK. and has 515 employees with revenue of $150M. 
POSITION SUMMARY: 
The Vice President, Human Resources, SP serves as the senior HR leader and strategic business partner to the SP leadership team. This role is responsible for shaping and executing the People strategy that enables organizational growth, operational excellence, talent development, and cultural alignment across a complex, global, multi‑site Life Sciences business. 
The VP, Human Resources leads the full spectrum of HR functions&mdash;including talent management, organizational design, leadership development, succession planning, employee relations, compensation strategy, and workforce planning&mdash;ensuring that HR initiatives directly support business objectives and long‑term enterprise priorities. This position provides counsel to senior executives, drives change management for critical organizational transformations, and ensures compliance with regulatory, quality, and industry‑specific requirements tied to the Life Sciences sector.</div></div><div><div><h2 class="jobSectionHeader">
KEY RESPONSIBILITIES</h2></div><div>
Strategic Leadership &amp; Business Partnership<ul><li>
Serve as the primary HR advisor to the SP President and leadership team, influencing business strategy through people insights and organizational expertise.</li><li>
Lead the development and execution of the HR strategic plan aligned to divisional and enterprise goals.Act as a thought partner on organizational effectiveness, worforce capability, and culture initiatives.</li></ul>
Organizational Development &amp; Talent Management<ul><li>
Lead organizational design efforts to ensure structure, roles, and capabilities support business strategy.</li><li>
Oversee talent management processes&mdash;including succession planning, leadership development, and high‑potential identification&mdash;to maintain a strong leadership pipeline.</li><li>
Champion initiatives that enhance employee engagement, performance, and retention.</li></ul>
Workforce Planning &amp; Talent Acquisition<ul><li>
Develop strategic workforce plans to anticipate future business needs and emerging skill requirements.</li><li>
Partner with Talent Acquisition to attract and onboard scientific, technical, and commercial talent across global locations.</li></ul>
Change Management &amp; Culture<ul><li>
Lead organization-wide change initiatives, ensuring strong communication, alignment, and adoption.</li><li>
Drive and actively embed continuous improvement into the culture through the use of ABM (ATS Business Model) tools.</li><li>
Enhance leadership capability to manage change, develop teams, and strengthen accountability.</li></ul>
Employee Relations, Compliance &amp; Risk Management<ul><li>
Establish and maintain positive employee relations across all sites, ensuring consistent and fair application of HR policies and practices.</li><li>
Ensure compliance with global employment laws, industry regulations, and quality standards relevant to Life Sciences operations.</li><li>
Mitigate HR-related risks and proactively resolve workforce issues.</li></ul>
Compensation, Rewards &amp; HR Operations<ul><li>
Partner with Total Rewards to ensure competitive pay structures, equitable practices, and effective incentive programs.</li><li>
Support annual processes including compensation planning, performance management, and budgeting.</li><li>
Drive continuous improvement of HR systems, processes, and analytics to enhance decision-making.</li></ul>
Team Leadership<ul><li>
Lead, coach, and develop a high-performing HR team.</li><li>
Foster strong partnerships with HR Centers of Excellence to deliver seamless end-to-end HR solutions.</li><li>
Model enterprise leadership behaviors and cultivate a culture of collaboration, innovation, and accountability.</li></ul>
ATS Values: &ldquo;People, Process, Performance<ul><li>
People: Having the best team and winning as a team. The foundation of a great company is having the best team which is why we continuously work to develop, engage, empower and energize our people. We support our people to foster a safe, positive, and inclusive work environment where everyone is respected and given the opportunity to do their best.</li><li>
Process: Our commitment to continuous improvement. We align around the ATS Business Model to pursue continuous improvement in all aspects of our business. With a balance of strategic thinking and tactical execution, we ensure that we are delivering value for our customers today and in the future.</li><li>
Performance: Delivering results for our customers, shareholders, and employees. We compete to win every day, always with uncompromising integrity and holding ourselves to the highest ethical standards. We develop innovative solutions to complex problems and deliver a unique value that fuels growth in our markets.</li></ul></div></div><div><div><h2 class="jobSectionHeader">
QUALIFICATIONS:</h2></div><div><ul><li>
Bachelor&rsquo;s degree required, Master&rsquo;s degree in HR, Business, or related field preferred.</li><li>
10+ years of progressive HR leadership experience, including experience supporting senior executives.</li><li>
Demonstrated experience in the Manufacturing or industrial sector</li><li>
Experience in Life Sciences, medical device, biotech, pharma, or other highly regulated industries strongly preferred.</li><li>
Proven track record of leading both organizational and business transformations while building strong leadership pipelines.</li><li>
Experience leading multi-site or global HR teams.</li><li>
Demonstrated sustained performance under pressure / resilient.</li></ul> 
HSE
All managers are responsible for creating a positive safety culture and maintaining a safe and healthy workplace. It is the responsibility of each manager to ensure that employees receive regular training regarding health, safety and environmental matters. Each manager is also accountable to ensure that HSE matters are addressed in a timely manner and that compliance with both legislative and corporate requirements are maintained.
Manager responsibilities for Health, Safety and Environment include:<ul><li>
 Demonstrate leadership in Health, Safety and Environment compliance</li><li>
Hold team members accountable for health, safety and environmental compliance as part of the annual performance review process</li><li>
Ensure that the requirements of the health, safety and environment management system are implemented and maintained</li><li>
Carry out hazard assessments, inspections, and audits as required by legislative framework and/or corporate requirements</li><li>
Ensure that training is provided to all departmental employees are per established training matrix</li><li>
Implement appropriate corrective measures for unsafe conditions and unsafe acts</li><li>
Ensure that appropriate equipment, materials and protective devices are provided and maintained in safe condition</li><li>
Provide information, instruction and supervision to employees</li><li>
Take every precaution reasonable in the circumstances for the protection of employees</li></ul></div></div></div><div>
Why SP Industries Inc.? The three parallelograms in our logo reflect our core company values: People, Process, and Performance. As part of ATS, Scientific Products leverages the ATS Business Model (ABM) to train, develop, engage, empower, and energize our people to make impactful changes in the organization. Our relentless focus on people is what continues to set us apart as a great place to build a career. 
<ul><li>We provide a wide range of innovative and high-quality scientific products that improve people&rsquo;s lives</li><li>We offer a robust health and welfare benefits package that includes Life, Health, Dental, Vision</li><li>We offer 401(K) including company match, Paid Time Off annually + Paid Holidays</li><li>You will enjoy career Advancement Opportunities and Tuition Assistance to help you achieve your goals and continue your career growth</li></ul></div> 
EEO and Affirmative Action Statement: 
SP is an Equal Opportunity Employer, dedicated to a policy of non-discrimination in employment on any basis and takes affirmative action to ensure equal employment opportunities. It is our policy to provide our employees and applicants with equal employment opportunities in accordance with applicable laws and not to discriminate on the basis of race, color, religion, ancestry, national origin, age, marital status, sex, gender identification, sexual orientation, genetic information, political belief, pregnancy, citizenship, handicap or disability, status as a veteran or member of the U.S. military, or any other characteristic protected by applicable federal, state, or local laws. SP's Affirmative Action Plan is available through the HR Department and may be accessed during normal business hours. 
Pay Transparency Nondiscrimination Provision: 
SP will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.</div>

VP Human Resources, Scientific Products

Alamo Group

<div>The Sr. Director, Division HR serves as a strategic and proactive HR partner, driving people strategies that align with business objectives that position the division for future growth. Reporting to the Vice President, Human Resources, this role plays a critical part in workforce planning, leadership development, employee engagement and cultural transformation to ensure the organization is prepared to meet evolving business demands.

This role serves as a trusted advisor to division leadership and site HR teams, translating organizational needs into actionable HR solutions that enhance operational effectiveness and talent readiness.

Why Alamo Group?

Founded in 1969, with its Corporate Headquarters in Seguin, TX, and 32 manufacturing locations in the U.S., Canada, England, France, The Netherlands, Australia, and Brazil, Alamo Group Inc. has been a leader in the design, manufacture, distribution, and service of high quality equipment for infrastructure maintenance, agriculture, and other applications. Seguin is located in South Central Texas along the Guadalupe River, a short distance from San Antonio, TX (25 miles), Austin, TX (50 miles), and many other small/mid-sized cities that offer a unique blend of cultural, entertainment, educational, and recreational activities.
Alamo Group offers competitive pay and a wide range of employee benefits including:
<ul>
<li>Medical, Dental, and Vision Coverage (on this first day of employment!)</li>
<li>401(k) Retirement Savings Program with a Company Match (on this first day of employment!)</li>
<li>Profit Sharing Bonus</li>
<li>Paid Vacation, Sick Leave, and Holidays</li>
<li>Company Paid Short and Long-Term Disability Programs</li>
<li>Wellness Programs</li>
<li>Employee Assistance Programs</li>
<li>Training and Develop Programs through the Alamo Group Learning &amp; Development Academy</li>
<li>And much more!</li>
</ul>Requirements:
The Sr. Director, Division HR serves as a strategic and proactive HR partner, driving people strategies that align with business objectives that position the division for future growth. Reporting to the Vice President, Human Resources, this role plays a critical part in workforce planning, leadership development, employee engagement and cultural transformation to ensure the organization is prepared to meet evolving business demands. This role serves as a trusted advisor to division leadership and site HR teams, translating organizational needs into actionable HR solutions that enhance operational effectiveness and talent readiness.

The Sr. Director, Division HR will:
<ul><li>Align HR strategies with division objectives, ensuring workforce planning and talent management support business growth.</li></ul>
<ul><li>Serve as the primary advisor to division leadership and site HR teams on employee relations strategies, workplace investigations and conflict resolution, ensuring consistency and compliance with company policies and employment laws while mitigating legal and reputational risks.</li></ul>
<ul><li>Act as a trusted advisor to division leadership, providing data-driven HR insights and strategic recommendations.</li></ul>
<ul><li>Execute HR initiatives that align with global priorities.</li></ul>
<ul><li>Develop and execute workforce planning strategies, ensuring staffing aligns with seasonality and growth initiatives.</li></ul>
<ul><li>Drive performance management programs, business unit succession planning and leadership pipeline development in coordination with the Global Talent Management team.</li></ul>
<ul><li>Partner with site HR teams and the Centers of Excellence to improve hiring, retention and internal mobility strategies.</li></ul>
<ul><li>Provide guidance and direct support to site HR teams, ensuring alignment with corporate and divisional HR objectives.</li></ul>
<ul><li>Lead the onboarding, coaching, and development of new site HR managers to accelerate their effectiveness.</li></ul>
<ul><li>Partner with HR teams to streamline HR processes, enhance operational efficiency and address workforce challenges.</li></ul>
<ul><li>Ensure HR policies, procedures and programs are consistently applied across division locations, adhering to local labor laws and company standards.</li></ul>
<ul><li>Partner with HR COEs, including Total Rewards, Talent Management and HRIS, to drive process improvements and HR technology enhancements.</li></ul>
<ul><li>Monitor and mitigate HR-related risks, ensuring compliance with employment laws and ethical business practices.</li></ul>
<ul><li>Champion division-wide employee engagement initiatives, analyzing data and implementing strategies to improve workplace culture.</li></ul>
<ul><li>Implement recognition and reward programs aligned with divisional and organizational wide goals.</li></ul>
<ul><li>Support change management efforts that align with company values and operational goals.</li></ul>
<ul><li>Drive the implementation of performance management processes, ensuring accountability and continuous improvement.</li></ul>
<ul><li>Work with the Talent Management COE to deploy leadership development programs that build critical skills and capabilities within the division.</li></ul>
<ul><li>Utilize HR metrics and analytics to measure effectiveness and drive decision-making.</li></ul>
<ul><li>Lead and/or partner with VP of HR and HR CoE Managers to facilitate organizational transformation initiatives, including consolidations, restructuring, and M&amp;A actions.</li></ul>
<ul><li>Conduct M&amp;A HR due diligence and lead post-acquisition change management and integration activities to ensure a smooth transition and successful integration for impacted employees.</li></ul>
The ideal candidate will have/be:
<ul><li>Strong ability to drive change adoption, influence stakeholders and manage resistance in dynamic environments.</li></ul>
<ul><li>Ability to translate business needs into HR solutions that enhance productivity, retention and leadership effectiveness.</li></ul>
<ul><li>Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership techniques and coordination of people and resources.</li></ul>
<ul><li>Strong knowledge of principles and procedures for succession planning, talent management and performance management to include recruitment, selection, training, retention and engagement, compensation and benefits and employee and labor relations.</li></ul>
<ul><li>Adept at the leadership and management of change with the ability to diagnose and solve problems, articulate a plan and implement solutions.</li></ul>
<ul><li>Expertise in managing complex employee relations issues, including investigations, performance management, disciplinary actions and conflict resolutions, ensuring fair and consistent application of policies across multiple sites.</li></ul>
<ul><li>Strong critical thinking skills to analyze HR metrics, forecast workforce trends, and develop proactive solutions.</li></ul>
<ul><li>Able to motivate, develop and direct people to perform at their highest potential with the ability to identify and place the best people in the right job, hold people accountable for performance, coach for improvement and reward and retain talent.</li></ul>
<ul><li>Exceptional communication, negotiation and influencing skills to build relationships with senior leaders and employees at all levels.</li></ul>
<ul><li>Ability to coach and mentor leaders at all levels, building strong people leaders and future-ready teams..</li></ul>
<ul><li>Ability to proactively identify and mitigate HR-related risks while maintaining ethical business practices.</li></ul>
<ul><li>Knowledge of applicable federal, country, province and state laws, regulations and agency rules pertaining to human resources management and compliance, employee relations and OFCCP.</li></ul>
<ul><li>Knowledge and experience with contemporary HR Information Systems (HRIS) applications, HR software platforms, process automation and leading HR systems practices to improve HR efficiency and decision-making</li></ul>
<ul><li>Knowledge of budgeting and general accounting principles and practices.</li></ul>
<ul><li>Able to work irregular and/or extended hours including weekends and holidays as needed.</li></ul>
<ul><li>Able to travel overnight frequently and occasionally on short notice; domestic travel approximately 25-40% to include international travel.</li></ul>
<ul><li>
Demonstrated ability to exhibit and model Alamo Group's Core Leadership Competencies:
<ul>
<li>Leading Change / Change Management: Ability to drive improvement of team, division, and corporate goals and objectives through people. Ability to balance change and continually strive to improve business performance.</li>
<li>Leading People / Teamwork: Ability to design and implement strategies which maximize employees' potential and foster high ethical standards in meeting the team, division, and corporate objectives.</li>
<li>Communication: Ability to explain, advocate, and express facts and ideas in a convincing manner, and negotiate with individuals and groups internally and externally. The ability to develop internal and external networks and identify the issues that impact the work of the organization.</li>
<li>Business Acumen: Understands and interprets business financials and metrics and utilizes latest business strategies. Focuses on outcomes and creates opportunities for success. Acquires and utilizes human, financial, material and information resources effectively.</li>
<li>Results Driven: Ability to make timely and effective decisions and produce results through planning and the implementation and evaluation of business metrics, systems, policies, and program; stressing accountability and continuous improvement.</li>
</ul>
</li></ul>Education and Experience:
<ul>
<li>Bachelor's degree in Human Resources, Business, or related field is required; Master's degree in Human Resources or MBA preferred.</li>
<li>Professional HR certification at the senior or global level is preferred.</li>
<li>8+ years of progressive HR experience, with at least 3 years leading teams with significant exposure to employee relations, talent development, and workforce planning.</li>
<li>Experience in a global manufacturing or industrial environment preferred.</li>
<li>Strong knowledge of employment laws and regulations in the US, Canada, and South America.</li>
<li>Proven track record of developing and implementing HR strategies that deliver measurable business impact.</li>
<li>Expertise in employee relations.</li>
<li>Exceptional leadership and talent management skills, with experience leading geographically dispersed teams.</li>
<li>Experience leading the HR function through M&amp;A integration, restructuring, and workforce transitions is preferred.</li>
</ul>
Working Conditions:

Work is performed in an office environment, with occasional walking in and around a manufacturing plant. Will be required to travel approximately 25-40% by automobile and/or common air carrier; overnight stays required. Occasional lifting, pushing, or pulling up to 10 pounds. 
 
Compensation: N/A</div>

Senior Director, Division HR

BlueTech Innovations

Overview:BlueTech Innovations is seeking a dynamic and strategic Vice President of Human Resources to lead our HR initiatives and foster an engaging work environment. This key leadership role will play a critical part in shaping our organizational culture and enhancing employee development.Key Responsibilities:<ul><li>Develop and implement HR strategies that align with the company&rsquo;s goals and objectives.</li><li>Oversee recruitment, talent management, and employee onboarding processes.</li><li>Foster a culture of continuous learning and professional growth through training and development programs.</li><li>Ensure compliance with labor laws and regulations, and implement best practices in HR policies.</li><li>Collaborate with executive leadership to shape organizational structure and workforce planning.</li><li>Manage employee relations issues and promote a positive workplace culture.</li></ul>Qualifications:<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; an MBA or relevant certifications is preferred.</li><li>Proven experience as a Vice President of Human Resources or in a senior HR leadership role.</li><li>Strong knowledge of HR best practices, labor laws, and compliance issues.</li><li>Excellent leadership, communication, and interpersonal skills.</li><li>Ability to analyze HR metrics and make data-driven decisions.</li></ul>Why Join Us?At BlueTech Innovations, we are committed to harnessing the power of technology to create a vibrant work environment. Join our team to influence the future of our human resources practices.نوع الوظيفة: دوام كامل, عقد, لحديثي التخرجالراتب المدفوع: ﷼١٠٠٫٨٥&nbsp;لكل ساعةموقع العمل: على الطريق

York Space Systems

York Space Systems was founded to radically improve spacecraft affordability and reliability, transforming, and enabling next- generation space mission operations worldwide. Today, York is one of the most innovative aerospace companies, specializing in end-to-end customer solutions and the rapid production of spacecraft platforms. York’s complete Space Segment Solution includes spacecraft production, payload integration, system integration & test, launch services, ground segment services, and mission operations, enabling customers to leverage York’s existing technology solutions to get to orbit rapidly and responsively. We’re looking to expand our team across the board.
 
Position Summary
 York is seeking a Vice President - Human Capital Management (HCM) to build and lead a modern, scalable people function during a critical phase of growth.
 
This is a rare opportunity to step into a newly public company and shape the full spectrum of human capital strategy, from foundational infrastructure to executive partnership for a rapidly scaling business.
 
This new role will support a workforce of approximately 750 employees, primarily based in Colorado, with additional offices in Michigan, Maryland, and Texas, and teams located in Alabama and North Dakota
 
The successful candidate will combine enterprise-level strategic leadership with hands-on execution, partnering with senior leadership to influence organizational direction, strengthen workforce capability, and build the systems and processes required to support continued growth.
 
The role will be located onsite at our Greenwood Village, Colorado facility where the majority of our employees are based.
 
Key Responsibilities
 <ul>
<li>Build and scale a high-performing HCM function that is structured, prioritized, and equipped to support rapid business growth.</li>
<li>Establish scalable people systems and infrastructure (organizational design, job architecture, performance management, workforce planning, and talent acquisition and development) that bring clarity, consistency, and accountability across the organization.</li>
<li>Design and operationalize compensation and equity programs aligned to public company expectations, ensuring competitiveness, internal alignment, and strong governance.</li>
<li>Shape organizational strategy and talent direction in partnership with senior leadership, strengthening alignment between business priorities, structure, and capability.</li>
<li>Elevate the quality and consistency of employee relations decisions, ensuring thoughtful, compliant, and business-aligned outcomes in complex situations.</li>
<li>Strengthen leadership and organizational effectiveness, driving improvements in manager capability, leadership development, and change execution.</li>
<li>Build data-driven decision-making capability, enhancing HCM systems, analytics, and insights to improve workforce planning and operational efficiency.</li>
</ul>
Competencies for Success
 <ul>
<li>Build Effective Teams: Builds strong, capable teams and develops talent aligned to current and future business needs.</li>
<li>Organizational Savvy: Understands organizational dynamics and effectively navigates relationships and decision-making processes.</li>
<li>Plans and Aligns: Translates strategy into actionable plans and ensures alignment of resources, priorities, and execution.</li>
<li>Courage: Steps up to address difficult issues, provides candid feedback, and makes tough decisions.</li>
<li>Decision Quality: Makes sound, timely, and well-informed decisions, balancing risk, data, and business priorities.</li>
<li>Action Oriented: Takes on new opportunities with urgency and drives initiatives through to execution.</li>
<li>Drives Vision & Purpose: Creates clarity around direction and aligns people and priorities to support business goals.</li>
</ul>
Qualifications
 <ul>
<li>Bachelor’s degree and 15+ years of progressive HCM leadership experience, including 5+ years in an executive or senior leadership role leading enterprise HCM or People Operations in a public company.</li>
<li>Expertise in organizational design, workforce planning, performance management, HR technologies, and human capital governance with experience applying multiple organizational design methodologies.</li>
<li>Demonstrated success building and implementing scalable, enterprise-level programs.</li>
<li>Hands-on experience with compensation administration, job architecture, salary structures, incentive modeling, and equity program operations in a public-company setting.</li>
<li>Proven success resolving complex, sensitive employee relations matters and coaching senior leaders through critical decisions.</li>
<li>Proven ability to partner with executive leadership to drive organizational change and support strategic transformation.</li>
<li>Exceptional communication, influence, and relationship-building skills, with the ability to productively engage with and influence senior leadership.</li>
<li>Strong strategic judgment coupled with the ability to execute tactically in fast-paced, demanding environments.</li>
<li>Proficiency with HRIS platforms and workforce analytics tools (e.g., Dayforce or comparable solutions), with a track record of effectively leveraging data to inform decision-making.</li>
<li>Demonstrated ability to balance long-term strategic leadership with direct ownership of high-impact initiatives.</li>
<li>Experience in a highly-regulated manufacturing environment, inclusive of working with engineers and production professionals, is an advantage.</li>
</ul>
In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, location, skill set, experience, and/or performance. Base pay is just one component of York’s total compensation package for employees.
 This role is eligible to participate in our equity award program. Any award is discretionary and not guaranteed and may be contingent upon individual and/or Company performance. The amount, timing, and terms of any equity award will be determined in accordance with the Company’s equity incentive plan and applicable policies. Other rewards may include annual bonuses, short- and long-term incentives, and accomplishment-specific awards.
 
Benefits
 In addition to competitive base compensation, this role is eligible for York Space Systems’ comprehensive benefits package, which includes:
 <ul>
<li>100% employer-paid medical, dental, and vision insurance (subject to spousal surcharge).</li>
<li>Company holidays, floating holidays, and sick time.</li>
<li>Unlimited PTO.</li>
<li>Generous 401(k) match.</li>
<li>Participation in our discretionary annual bonus and equity programs.</li>
</ul>
How To Apply
 Interested candidates are encouraged to apply by clicking the “Apply” link at the top of the page. York Space Systems will be accepting applications on a rolling basis until the position is closed. York Space Systems 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, military or protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. Must have permanent authorization to work in the United States. This policy applies to all terms and conditions or employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. YORK SPACE SYSTEMS IS AN EEO EMPLOYER.

Human Capital Management Vice President

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