senior hr leader

Nameless Ventures

<div>
 
 🚀
 
 We&rsquo;re Hiring: Senior HR Leader (UAE | Multi-Market Tech Platform)
 
 
 
 
 
 
 We&rsquo;ve partnered with a high-growth, multi-jurisdiction technology platform within the iGaming sector operating across Africa and the UAE - and they&rsquo;re looking for a senior HR leader to design and own our entire people foundation.
 
 
 
 
 
 This is a build-from-scratch role. You&rsquo;ll create a compliant, regulator-grade HR infrastructure that enables fast, disciplined scaling &mdash; without increasing legal or governance risk.
 
 
 
 
 
 🌍
 
 What You&rsquo;ll Own:
 
 
 
 
 
 
 Global Hiring &amp; Employment
 
 <ul>
 <li>
 End-to-end employment across UAE + multiple international markets
 </li>
 <li>
 Compliant contracts (employment &amp; contractor) with strong IP protections
 </li>
 <li>
 Structured onboarding aligned with IT &amp; security
 </li>
 </ul>
 
 
 
 
 Visa &amp; Mobility
 
 <ul>
 <li>
 Full UAE visa lifecycle management
 </li>
 <li>
 Cross-border work permits &amp; remote work risk advisory
 </li>
 <li>
 Zero immigration or compliance breaches
 </li>
 </ul>
 
 
 
 
 Governance &amp; Performance
 
 <ul>
 <li>
 HR policy framework (probation, leave, conduct, performance, remote work)
 </li>
 <li>
 Clean offboarding &amp; statutory compliance
 </li>
 <li>
 Payroll alignment with Finance
 </li>
 </ul>
 
 
 
 
 Strategic Partnership
 
 <ul>
 <li>
 Trusted partner to CTO &amp; tech leadership
 </li>
 <li>
 Support scaling engineering, product &amp; platform teams
 </li>
 <li>
 Contribute to org design clarity
 </li>
 </ul>
 
 
 
 
 👤
 
 Who You Are:
 
 
 
 
 
 <ul>
 <li>
 7+ years senior HR experience (tech company experience preferred)
 </li>
 <li>
 Deep knowledge of UAE labour law &amp; visa processes
 </li>
 <li>
 Experience building HR foundations in scale-ups from 0-1
 </li>
 <li>
 Structured, commercially sharp and governance-driven
 </li>
 </ul>
 
 
 
 
 💰
 
 Package:
 
 
 
 
 
 <ul>
 <li>
 AED 25,000 &ndash; 35,000 per month
 </li>
 <li>
 Performance bonus annually
 </li>
 <li>
 UAE visa sponsorship plus medical insurance for you and your family.
 </li>
 </ul>
 
 
 
 
 🎯 Success = zero compliance breaches, robust contracts across jurisdictions and a fully documented HR framework within 90 days.
 
 
 
 
 
 If you thrive in complexity and love building properly from day one - hit that apply button and we'll be in touch if your profile is a good match.
 
 
 
 
 
 
 Please note that this role is working for a business building a non-shariah compliant product.
 
 
</div>

Human Resources Manager

Conexus

<div>
 
 
 Role Overview
 
 
 
 The Senior Director of Human Resources serves as a strategic and operational leader responsible for overseeing enterprise-wide HR operations and ensuring strong alignment between Corporate HR and Field HR teams. This role acts as a trusted advisor and right hand to the CHRO, driving execution of the people strategy while serving as a senior business partner to Corporate leaders.
 
 
 This leader ensures consistent HR practices across the organization, translates business strategy into scalable people programs, and provides governance, guidance, and partnership to Field HR Directors supporting regional or operational teams.
 
 
 
 
 
 Location - Santa Ana, Onsite/Hybrid
 
 
 
 
 
 Travel - This role will require travel, up to 15-20%.
 
 
 
 
 
 Compensation - $190-220k + bonus, (no equity, RSUs, stock)
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 Strategic Leadership &amp; CHRO Partnership
 
 <ul>
 <li>
 Serve as a key thought partner and extension of the CHRO, supporting enterprise HR strategy, planning, and execution.
 </li>
 <li>
 Lead cross-functional HR initiatives on behalf of the CHRO, ensuring follow-through, accountability, and impact.
 </li>
 <li>
 Prepare insights, analysis, and recommendations for executive leadership, including workforce trends, risks, and opportunities.
 </li>
 <li>
 Represent the CHRO in meetings, forums, and initiatives as needed.
 </li>
 </ul>
 
 Business Partnering (Corporate Leadership)
 
 <ul>
 <li>
 Act as a senior HR Business Partner to Corporate executives and functional leaders.
 </li>
 <li>
 Provide strategic counsel on organizational design, workforce planning, talent strategy, performance management, succession planning, and change management.
 </li>
 <li>
 Partner with leaders to align people strategies with business goals and financial outcomes.
 </li>
 <li>
 Support enterprise-wide initiatives including growth, restructuring, M&amp;A, or transformation efforts.
 </li>
 </ul>
 
 HR Operations Oversight
 
 <ul>
 <li>
 Oversee core HR operations to ensure efficiency, compliance, consistency, and scalability.
 </li>
 <li>
 Ensure strong execution across HR programs including employee relations, compliance, policies, performance management, and workforce analytics.
 </li>
 <li>
 Partner closely with Centers of Excellence (COEs) such as Talent, Total Rewards, HRIS, and DEI to drive integrated solutions.
 </li>
 <li>
 Monitor HR metrics and operational effectiveness; drive continuous improvement initiatives.
 </li>
 </ul>
 
 Field HR Director Liaison &amp; Governance
 
 <ul>
 <li>
 Serve as the primary liaison between Corporate HR and Field HR Directors.
 </li>
 <li>
 Provide guidance, coaching, and alignment to Field HRDs to ensure consistent application of HR policies, practices, and philosophy.
 </li>
 <li>
 Establish clear governance, communication cadences, and escalation paths between Corporate and Field HR teams.
 </li>
 <li>
 Share best practices, identify trends, and address systemic issues across regions or business units.
 </li>
 </ul>
 
 Employee Relations &amp; Risk Management
 
 <ul>
 <li>
 Provide oversight and guidance on complex employee relations matters, investigations, and performance issues.
 </li>
 <li>
 Ensure compliance with federal, state, and local employment laws across multiple jurisdictions.
 </li>
 <li>
 Partner with Legal and Compliance teams to mitigate risk and ensure sound decision-making.
 </li>
 </ul>
 
 
 Qualifications
 
 
 
 Required
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 <li>
 10+ years of progressive HR leadership experience, including enterprise or multi-site environments.
 </li>
 <li>
 Demonstrated experience overseeing HR operations and partnering with field or regional HR leaders.
 </li>
 <li>
 Strong background in strategic HR business partnering at the executive level.
 </li>
 <li>
 Proven ability to operate as a trusted advisor to senior leadership.
 </li>
 <li>
 Deep knowledge of employment law, HR best practices, and organizational effectiveness.
 </li>
 <li>
 Experience in field based industries with dispersed employee populations.
 </li>
 </ul>
 
 Preferred
 
 <ul>
 <li>
 Master&rsquo;s degree or MBA.
 </li>
 <li>
 Industry experience in Construction, Retail, Property Management, Real Estate, Telecommunications, Utilities, HVAC, or similar
 </li>
 <li>
 HR certification (SPHR, SHRM-SCP).
 </li>
 </ul>
 
 Core Competencies
 
 <ul>
 <li>
 Executive presence and influence
 </li>
 <li>
 Strategic thinking with strong operational execution
 </li>
 <li>
 Ability to balance corporate strategy with field realities
 </li>
 <li>
 Strong judgment and discretion
 </li>
 <li>
 Change leadership and organizational effectiveness
 </li>
 <li>
 Data-driven decision making
 </li>
 </ul>
 
 
</div>

Senior Director of Human Resources

Webrange Solutions

Webrange Solutions is a growing software development company focused on building scalable, high-quality digital products. As we expand, we are looking for a strategic HR leader who can help build a strong organizational foundation and shape a high-performance workplace culture.Role OverviewWe are seeking a proactive and experienced HR Manager to lead our people operations and drive organizational excellence. This role will play a key part in aligning HR strategies with business goals, strengthening employee engagement, and supporting sustainable company growth.The ideal candidate is both strategic and hands-on capable of building systems, improving processes, and fostering a culture where people thrive.Key Responsibilities<ul><li>Develop and implement HR strategies, policies, and frameworks aligned with business objectives</li><li>Manage the full employee lifecycle: recruitment, onboarding, performance management, development, and offboarding</li><li>Lead talent acquisition initiatives to attract and retain high-quality talent</li><li>Drive employee engagement, culture-building, and retention strategies</li><li>Oversee payroll, benefits administration, and compliance with labor laws and regulations</li><li>Address employee relations matters with fairness, transparency, and professionalism</li><li>Support leadership with workforce planning, succession planning, and organizational development</li><li>Implement performance evaluation systems and guide managers in career development planning</li><li>Organize training programs, leadership development initiatives, and team-building activities</li><li>Maintain accurate HR records, systems, and reporting to support strategic decision-making</li></ul>Requirements<ul><li>Proven experience as an HR Manager or in a senior HR leadership role</li><li>Strong knowledge of HR best practices, labor law, and regulatory compliance</li><li>Experience in talent acquisition, performance management, and employee engagement</li><li>Excellent communication and relationship-building skills</li><li>Strong organizational, analytical, and problem-solving abilities</li><li>Proficiency in HRIS, Microsoft Office, and HR management tools</li><li>High level of discretion and ability to manage confidential information</li></ul>Preferred Qualifications<ul><li>Experience in the tech or software development industry</li><li>Exposure to fast-growing or startup environments</li><li>Familiarity with HR analytics and data-driven decision-making</li><li>Knowledge of employee wellness initiatives and DEI practices</li><li>Experience building HR systems and processes from the ground up</li></ul>What We Offer<ul><li>Opportunity to shape HR strategy in a growing tech company</li><li>Direct collaboration with leadership</li><li>Supportive and growth-oriented environment</li><li>Career advancement opportunities</li></ul>How to ApplyInterested candidates are invited to apply through our website: https://webrangesolutions.com/career/hr-manager-24Job Type: Full-timePay: Rs40,000.00 - Rs60,000.00 per monthWork Location: In person

HR Manager

Judge Rotenberg Educational Center

<div>Job Title: Chief Human Resource Officer (CHRO) 
Reports to: Chief Executive Officer 
Status: Full-Time, Exempt 
Location: On-site, In Person 5 days a week, primarily M-F (250 Turnpike Street, Canton MA) 
Salary Range: $175K-$185K, annual 
School Type: Private, Nonprofit Special Education School

About The Judge Rotenberg Educational Center (JRC) 
The Judge Rotenberg Educational Center (JRC) is a Residential Educational School and Adult Services Provider which is highly structured, innovative, and employs a consistent behavioral approach to education and treatment. Since 1971, JRC has provided very effective education and treatment to both emotionally disturbed students and clients with conduct, behavior, emotional, and/or psychiatric problems, as well as those with intellectual disabilities, or on the autism spectrum. JRC has an open admissions policy throughout the year. Any person or agency may refer applicants. Students are typically funded by public school districts and various state agencies. Some of our Special Features include: success educating the difficult-to-serve student, near-zero rejection/expulsion policy, highly structured education and treatment programs based on Applied Behavior Analysis, minimization of psychotropic medication, reward systems of unparalleled variety and extent, positive programming, effective treatment procedures, 24-hour video monitoring, behavioral counseling, open visiting policy, website for parents and agencies.

Position Summary 
This position represents the first Chief Human Resources Officer role for the school and presents a unique and exciting opportunity for a senior HR leader who embraces change management, values operational excellence, and is motivated to build upon existing talent to elevate the HR function in support of a large, complex workforce.

The Judge Rotenberg Educational Center employs approximately 1,200 staff members across a diverse range of functions, including direct care, education, clinical and medical services, administration, leadership, supervision, residential services, and property management. The Human Resources Department is comprised of (11) eleven full-time professionals, including long-tenured team members with deep institutional knowledge, some with more than 20 years of experience at the school.

The Chief Human Resources Officer (CHRO) is a senior executive leader responsible for building, sustaining, and advancing a mission-aligned, high-performing workforce that supports exceptional outcomes for students with diverse learning, behavioral, and developmental needs. The CHRO oversees all aspects of human resources strategy and operations, ensuring compliance with applicable laws and regulations while fostering a culture of professionalism, accountability, professional growth, and staff well-being.

As a strategic partner to the Chief Executive Officer and the leadership team, the CHRO aligns people systems with school goals, supports talent development across instructional and non-instructional roles, and ensures the school attracts, retains, and develops skilled professionals committed to special education excellence.

Key Responsibilities 
Executive Leadership, Strategy &amp; Organizational Effectiveness
<ul>
<li>Serve as a trusted executive advisor to the Chief Executive Officer and senior leadership team on enterprise-wide people strategy, workforce planning, organizational design and effectiveness.</li>
<li>Build and foster a culture of excellence and evolution to enhance the employee experience and productivity through partnership with operations and alignment with the school strategy.</li>
<li>Translate the school&rsquo;s mission, strategic priorities, and operational needs into scalable human capital strategies that support long-term sustainability, workforce stability, and service excellence.</li>
<li>Lead and mature the Human Resources function as a strategic business partner, establishing clear governance, accountability, and performance expectations.</li>
<li>Provide leadership on change management initiatives, organizational growth, and workforce transformation, particularly as this inaugural CHRO role shapes the future of HR at the school.</li>
<li>Establish, monitor, and report on key workforce metrics and trends (e.g., turnover, retention, time-to-fill, workforce readiness, absenteeism) to inform executive and organizational decision-making.</li>
<li>Provide workforce insights, risk assessments, and talent updates to executive leadership and, as appropriate, the Board of Directors.</li>
</ul>
Talent Strategy, Workforce Planning &amp; Staffing Operations
<ul>
<li>Set and execute comprehensive talent acquisition and workforce planning strategies across direct care, instructional, clinical, residential, administrative, operational, property management, and leadership roles.</li>
<li>Oversee end-to-end recruitment, selection, and onboarding systems to ensure consistent, compliant, and mission-aligned hiring practices.</li>
<li>Partner with executive and operational leaders to forecast staffing needs, manage workforce capacity, and proactively address staffing shortages and hard-to-fill roles.</li>
<li>Ensure staffing models align with licensure, credentialing, regulatory requirements, and 24/7 operational needs.</li>
<li>Oversee employer branding and talent market positioning, ensuring employment messaging accurately reflects the school&rsquo;s mission, expectations, and work environment.</li>
</ul>
Employee Relations, Labor Strategy &amp; Performance Management
<ul>
<li>Provide executive oversight of employee relations strategy, ensuring fair, consistent, and legally compliant practices across the school.</li>
<li>Serve as the senior escalation point for complex employee relations matters, investigations, disciplinary actions, and terminations.</li>
<li>Advise and coach senior leaders and managers on performance management, corrective action, documentation, and risk mitigation.</li>
<li>Oversee performance management frameworks that promote accountability, role clarity, professional growth, and organizational effectiveness.</li>
<li>Lead labor relations strategy and engagement with employee representatives, as applicable.</li>
<li>Serve as a confidential advisor to the CEO and leadership team on sensitive workforce matters, ethics, and employment risk.</li>
</ul>
Learning, Leadership Development &amp; Succession Planning
<ul>
<li>Establish and oversee enterprise/school-wide professional development strategies for educators, clinicians, supervisors, and operational staff.</li>
<li>Ensure training programs support regulatory compliance, workforce readiness, and evolving student and program needs.</li>
<li>Lead leadership development initiatives and succession planning for key leadership and hard-to-replace roles to ensure continuity and organizational resilience.</li>
<li>Partner with academic, clinical, and operational leadership to align learning investments with organizational priorities.</li>
</ul>
Compliance, Governance, Risk &amp; Workforce Continuity
<ul>
<li>Ensure full compliance with all federal, state, and local employment laws, regulations, and reporting requirements, including those specific to education, healthcare, residential, and nonprofit environments.</li>
<li>Oversee HR governance, policy development, internal controls, and documentation to mitigate organizational and workforce risk.</li>
<li>Ensure compliance related to licensure, credentialing, background checks, mandatory training, and workforce eligibility.</li>
<li>Serve as the primary HR liaison to legal counsel, auditors, insurers, and regulatory agencies.</li>
<li>Provide executive oversight of workers&rsquo; compensation, employee accommodations, and leave administration, ensuring compliant, timely, and consistent processes that balance employee needs, operational continuity, and organizational risk, partner with legal counsel, insurers, and external administrators as appropriate.</li>
<li>Monitor emerging employment legislation and proactively advise leadership on organizational impact.</li>
<li>Partner with executive leadership to support workforce continuity planning, emergency preparedness, and response to workforce-related crises or operational disruptions.</li>
</ul>
Total Rewards, HR Operations &amp; Systems
<ul>
<li>Develop and oversee the school&rsquo;s compensation philosophy, pay structures, and benefits programs in alignment with nonprofit best practices, market competitiveness, and internal equity.</li>
<li>Advise the CEO on executive compensation structures, leadership retention strategies, and performance evaluation processes for senior leadership.</li>
<li>Provide executive oversight of HR operations, including HRIS (Paycom), payroll coordination, benefits administration, personnel records, and reporting.</li>
<li>Ensure HR systems, data integrity, and analytics support operational efficiency, compliance, and informed decision-making. Incorporate AI into the culture and process through collaboration and alignment of the workforce.</li>
<li>Lead HR budgeting, vendor management, and continuous improvement of HR processes and service delivery.</li>
</ul>
Human Resources Leadership &amp; Department Management
<ul>
<li>Manage, source, hire, lead, develop, and mentor the Human Resources team and staff, balancing deep institutional knowledge with modern HR practices.</li>
<li>Set clear expectations, priorities, and accountability across the HR function.</li>
<li>Build HR&rsquo;s credibility as a proactive, responsive, and solutions-oriented partner to leadership and the broader workforce.</li>
</ul>
Qualifications
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Leadership, Education, or a related field; advanced degree preferred but not required.</li>
<li>8 years or more of progressive human resources experience, including senior-level leadership responsibility in complex, multi-unit or decentralized environments.</li>
<li>Demonstrated experience leading and developing an HR team, including managing through other leaders and balancing long-tenured staff with evolving organizational needs.</li>
<li>Proven experience supporting large, diverse workforces in regulated environments such as nonprofit, education, healthcare, behavioral health, residential services, or human services.</li>
<li>Experience with implementation and optimization of an HRIS, Paycom a plus.</li>
<li>Deep working knowledge of employment law, compliance, labor relations, and HR governance, including risk mitigation and executive counsel.</li>
<li>Demonstrated ability to operate as a trusted advisor to executive leadership, exercising sound judgment, discretion, and confidentiality in sensitive matters.</li>
<li>Experience leading change management, organizational transformation, or functional modernization</li>
<li>Professional HR certification such as SHRM-SCP, SPHR, or equivalent strongly preferred.</li>
</ul>
Core Competencies
<ul>
<li>Mission-driven leadership</li>
<li>Strategic thinking and execution</li>
<li>Collaborative leadership and communication</li>
<li>High ethical standards and confidentiality</li>
<li>Understanding of complex, regulated workforce environments</li>
</ul>
Work environment
 
Work is primarily performed in a professional office and school-based environment, with regular presence across educational, residential, and administrative settings. The role operates within a multi-site, year-round organization, including educational, residential, and administrative environments, and must be responsive to time-sensitive workforce matters as they arise. Occasional evening or weekend work may be required to support organizational needs, meetings, or emergent workforce issues.

Physical requirements 
The position requires the ability to move throughout school buildings and campus environments, attend in-person meetings, and engage with staff in various work settings. Duties are largely sedentary and involve extended periods of sitting, standing, and walking, as well as regular use of standard office equipment such as computers and phones. The role may involve exposure to active school or residential settings, including noise and movement typical of such environments. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the role.

Supervisory requirements 
The Chief Human Resources Officer provides executive leadership to the Human Resources function and is responsible for hiring, managing, mentoring, and developing a team of eleven (11) full-time HR professionals. This role establishes strategic direction, sets performance expectations, ensures accountability, and builds HR capability to effectively support a complex, multi-disciplinary workforce.

Commitment to equal opportunity 
The Judge Rotenberg Educational Center is an equal opportunity employer and is committed to fostering an inclusive workplace. Applications are encouraged from candidates who share a commitment to supporting students and adults with special needs.</div>
 <div>Please note: the Job Interest Notification form is not a job application; applicants will be required to
JRC is an Equal Opportunity Employer. All qualified candidates will receive consideration for employment without regard to age, race, color, religious creed, national origin, sex, sexual orientation, gender identity, age, disability, status as a protected veteran, or any other legally protected status pursuant to Massachusetts Fair Employment Practices Act, and other relevant federal, state, and local laws.
Affirmative Action Policy Statement 
Equal Employment Opportunity for Individuals with Disabilities Statement 
Equal Employment Opportunity for Protected Veterans Statement</div>

Chief Human Resource Officer (CHRO)

Cognite

<div>
 Cognite operates at the forefront of
 
 industrial digitalization, building AI
 
 and data solutions that solve some of the world&rsquo;s hardest, highest-impact problems. With unmatched industrial heritage and a comprehensive suite of AI capabilities, including low-code AI agents, Cognite accelerates the digital transformation to drive operational improvements.
 
 
 Our moonshot is bold: unlock $100B in customer value by 2035 and redefine how global industry works.
 
 
 What Cognite is Relentless to achieve
 
 
 We thrive in challenges. We challenge assumptions. We execute with speed and ownership. If you view obstacles as signals to step forward - not step back - you&rsquo;ll feel at home here. Join us in this venture where AI and data meet ingenuity, and together, we forge the path to a smarter, more connected industrial future.
 
 
 How you&rsquo;ll demonstrate
 
 Ownership
 
 
 
 Cognite is seeking a Human Resources Director (Americas) to serve as the principal Employee Relations partner and HR advisor for the Americas organization. This role is optimal for someone who can design simple, scalable solutions while maintaining the stakeholder influence and business acumen to drive adoption and impact.
 
 
 
 Strategic Leadership
 
 
 
 <ul>
 <li>
 Serve as the principal employee relations leader for the Americas, acting as trusted advisor to regional and global leadership while aligning business priorities with compliant, scalable people practices across a multi-state footprint
 </li>
 <li>
 Drive organizational synergy by partnering with global counterparts (Norway/India) and local specialists (PBPs, OD, and People Ops). You will ensure that global standards for leadership and policy are translated into seamless, accountable workflows that enhance the local employee lifecycle.
 </li>
 <li>
 Scale global People initiatives within the Americas by balancing execution rigor with a deep understanding of the U.S. landscape. You will act as a strategic contributor to the global People function, ensuring that regional nuances enhance&mdash;rather than hinder&mdash;organization-wide alignment and excellence.
 
 
 </li>
 </ul>
 
 Policy Development &amp; Infrastructure
 
 
 
 <ul>
 <li>
 Review, assess, and continuously improve existing People policies and the U.S. employee handbook, ensuring clarity, accessibility, compliance, and alignment with Cognite's culture and values
 </li>
 <li>
 Design and implement pragmatic, user-friendly policies that are simple to understand and straightforward to execute&mdash;avoiding unnecessary complexity while maintaining legal rigor and business relevance
 </li>
 <li>
 Translate complex employment law and regulatory requirements into clear, actionable guidance for managers and employees
 </li>
 <li>
 Drive consistency and scalability in policy application across geographies, partnering with global peers to harmonize where appropriate while respecting local legal requirements
 </li>
 <li>
 Partner with Legal to ensure policies effectively mitigate risk while supporting a high-trust, high-performance culture
 
 
 </li>
 </ul>
 
 Employee Relations &amp; Compliance
 
 
 
 <ul>
 <li>
 Own employee relations across the Americas, including complex investigations, corrective actions, performance management, and terminations, ensuring fairness, consistency, and compliance with local legislation
 </li>
 <li>
 Maintain deep, current expertise in U.S. federal employment law and multi-state regulations, with emphasis on Texas and Arizona compliance requirements
 </li>
 <li>
 Design and continuously refine risk-mitigation frameworks and investigation protocols to proactively address compliance risks across jurisdictions
 </li>
 <li>
 Partner strategically with Legal on sensitive employee matters, litigation prevention, and regulatory compliance initiatives
 </li>
 <li>
 Execute terminations and sensitive HR interventions with composure, discretion, and alignment with legal requirements
 
 
 </li>
 </ul>
 
 Immigration &amp; Global Mobility
 
 
 
 <ul>
 <li>
 Oversee immigration matters,and compliance with Department of Homeland Security requirements in partnership with internal and external Legal where required
 </li>
 <li>
 Manage global mobility arrangements for U.S.-based employees on international assignment
 
 
 </li>
 </ul>
 The Impact you bring to Cognite
 
 
 The ideal candidate brings the credibility, judgment, and perspective of a senior HR leader, paired with the agility and curiosity of a practitioner who values being close to the work. You will play a pivotal role in scaling the HR foundation for the Americas, strengthening alignment with Cognite's global People strategy, and reinforcing Cognite's mission and values across every stage of the employee lifecycle.
 
 
 You are equally comfortable crafting strategy for leaders and rolling up your sleeves to design a simple, elegant employee handbook. You understand that the best policies are the ones people actually use&mdash;and you know how to balance legal rigor with practical simplicity.
 
 
 <ul>
 <li>
 Trusted Advisor Status: Recognized as a proactive, trusted advisor to senior leaders, line-level managers, and global People Business Partners&mdash;providing sound judgment and practical solutions to complex people challenges with credibility across the organization
 </li>
 <li>
 Compliance &amp; Operational Excellence: A robust compliance and employee relations foundation established across multiple U.S. states, ensuring operational excellence, reduced risk exposure, and consistent application of policies
 </li>
 <li>
 Policy &amp; Infrastructure Excellence: Modernized, simplified employee handbook and policy suite that employees and managers find clear, accessible, and easy to apply&mdash;resulting in reduced ambiguity, improved compliance, and enhanced manager confidence.
 
 
 </li>
 </ul>
 
 Leadership Development:
 
 Enhanced leadership capability across the organization through coaching, feedback, and development partnerships with people managers
 
 
 
 Experience &amp; Background
 
 
 
 <ul>
 <li>
 12+ years of progressive HR experience, including 5+ years in a senior-level HR Director, HRBP, or People Operations role managing multi-state operations
 </li>
 <li>
 Track record supporting scaling SaaS or technology organizations through hypergrowth phases, with demonstrated comfort navigating ambiguity and change
 </li>
 <li>
 Deep expertise in U.S. employment law, compliance, and employee relations, with proven success advising leaders in complex multi-state environments
 </li>
 <li>
 Demonstrated success designing, reviewing, and improving employee handbooks and policy frameworks&mdash;with a strong bias toward simplicity, clarity, and usability over complexity
 </li>
 <li>
 Proven ability to establish strong collaborative partnerships with People Business Partners, Organizational Development teams, and cross-functional peers in matrixed, global environments
 </li>
 <li>
 Experience building or refining People operating models, with clear understanding of how to divide responsibilities, streamline workflows, and enable seamless collaboration across HR functions
 
 
 </li>
 </ul>
 
 A snapshot of our many perks and benefits as a Cogniter
 
 
 
 <ul>
 <li>
 Competitive compensation
 </li>
 <li>
 401(k) with employer matching
 </li>
 <li>
 Competitive health, dental, vision &amp; disability coverages for employees and all dependents
 </li>
 <li>
 Unlimited PTO
 </li>
 <li>
 Paid Parental Leave Program
 </li>
 <li>
 Employee Referral Program
 </li>
 <li>
 Join a team of 60+ different nationalities 🌐 with Diversity, Equality and Inclusion (DEI) in focus 🤝.
 </li>
 <li>
 A highly modern and fun working environment with sublime culture across the organization, follow us on Instagram @cognitedata 📷 to know more
 </li>
 <li>
 Opportunity to work with and learn from some of the best people on some of the most ambitious projects found anywhere, across industries
 </li>
 <li>
 Join our HUB 🗣️ to be part of the conversation directly with Cogniters and our partners.
 </li>
 <li>
 Paid mobile phone and WiFi
 
 
 </li>
 </ul>
 
 
 Equal Opportunity
 
 
 
 
 
 Cognite is committed to creating a diverse and inclusive environment at work and is proud to be an equal opportunity employer. All qualified applicants will receive the same level of consideration for employment.
 
</div>

Human Resources Director Americas

JK Moving Services

<div>
 
 The VP of Human Resources is a strategic executive partner, responsible for shaping and executing people strategies that drive business performance, foster a culture of inclusion and innovation, and ensure compliance with complex regulatory environments. This leader partners with the executive team to influence organizational direction, and deliver measurable results in talent, engagement, and operational excellence.
 
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Minimum of ten years&rsquo; experience working in a senior HR leadership role.
 </li>
 <li>
 Relevant education (Bachelor's/Master's in HR, Business) and professional certifications (SHRM-SCP, SPHR) preferred.
 </li>
 <li>
 Extensive experience in corporate HR and significant understanding of government contracting HR requirements.
 </li>
 <li>
 Proven strategic planning, business acumen, and analytical skills.
 </li>
 <li>
 Deep knowledge of employment law, EEO, and employee relations for domestic and internal entities.
 </li>
 <li>
 Strong leadership, communication, and negotiation skills.
 </li>
 </ul>
 
 
 
 
 
 Direct Report areas: HR Operations &ndash; Talent Development &ndash; Talent Acquisition &ndash; Benefits/Administration &ndash; Global Workforce Management
 
 
 
 
 
 
 
 Strategic Leadership &amp; Executive Partnership
 
 
 <ul>
 <li>
 Serve as a trusted advisor to the CEO, COO, and executive team, providing data-driven insights and influencing strategic decisions.
 </li>
 <li>
 Align HR initiatives with business objectives to drive growth, agility, and sustainable success.
 </li>
 <li>
 Lead workforce planning and organizational effectiveness, ensuring the right talent is in place to achieve company goals.
 </li>
 </ul>
 
 
 
 
 
 Leadership Development &amp; Succession Planning
 
 
 <ul>
 <li>
 Architect and execute enterprise-wide leadership development and succession strategies.
 </li>
 <li>
 Identify and develop high-potential talent, ensuring robust pipelines for critical roles and business continuity.
 </li>
 <li>
 Facilitate regular talent reviews and individual development plans (IDPs) for employees and key successors.
 </li>
 </ul>
 
 
 
 
 
 HR Technology &amp; Digital Transformation
 
 
 <ul>
 <li>
 Champion the adoption and optimization of HR technology platforms (HCM, ATS, analytics).
 </li>
 <li>
 Lead digital transformation to automate processes, enable data-driven decision-making, and enhance the employee experience.
 </li>
 <li>
 Leverage advanced analytics to forecast trends and measure HR program effectiveness.
 </li>
 </ul>
 
 
 
 
 
 Compliance &amp; Legal
 
 
 <ul>
 <li>
 Adherence to all federal, state, and local laws, EEO, ADA, health &amp; safety, global and specific government contracting regulations (e.g., DOT, OFCCP, affirmative action plans, USCIS foreign labor resources &ndash; visa (H1B/H2B), security clearances) across multiple domestic and global locations.
 </li>
 </ul>
 
 
 
 
 
 Talent Management
 
 
 <ul>
 <li>
 Oversee talent selection, acquisition, onboarding, training, performance management, and retention strategies.
 </li>
 <li>
 Expand on forecasting talent needs, skills gap analysis, and aligning workforce plans with long-term business strategy.
 </li>
 </ul>
 
 
 
 
 
 Compensation, Benefits &amp; Employee Wellness
 
 
 <ul>
 <li>
 Oversee the design and management of competitive compensation structures, benefits, and incentive programs, ensuring regulatory compliance (e.g., DCAA, Fair Labor Standards Act) and competitive offerings.
 </li>
 <li>
 Develop and implement strategies to enhance the employee experience, including wellness initiatives, engagement programs, and recognition systems.
 </li>
 <li>
 Monitor employee satisfaction through surveys and feedback mechanisms and use insights to drive continuous improvement.
 </li>
 </ul>
 
 
 
 
 
 Employee Relations &amp; Culture
 
 
 <ul>
 <li>
 Mediate disputes, manage complex employee relations and disciplinary actions, foster positive employee relations, drive diversity, inclusion, and strong organizational culture.
 </li>
 </ul>
 
 
 
 
 
 HR Operations
 
 
 <ul>
 <li>
 Provide oversight and direction for human capital management (HCM) information systems and employee portals; and utilize data analytics to drive informed HR decisions.
 </li>
 </ul>
 
 
 
 
 
 Global Workforce Management
 
 
 <ul>
 <li>
 Oversee the development and execution of global HR policies and practices, ensuring compliance with international labor laws and effective management of remote and offshore teams.
 </li>
 <li>
 Foster cultural integration and alignment across geographies, and partner with business leaders to address talent needs in diverse markets.
 </li>
 <li>
 Provide guidance on expatriate management, cross-border employment, and global mobility programs.
 </li>
 </ul>
 
 
</div>

Vice President Human Resources

Texas A&M University

<div>Job Title
Associate Vice President, Human Resources
Agency
Prairie View A&amp;M University
Department
VP STRATEGY AND TRANSFORMATION
Proposed Minimum Salary
Commensurate
Job Location
Prairie View, Texas
Job Type
Staff
Job Description
-
Important Immigration information:
A Presidential proclamation issued on September 19, 2025, imposes a $100,000 fee on new H-1B petitions filed after September 21, 2025. Please be advised that Texas A&amp;M University will NOT pay this fee. Therefore, if you need immigration sponsorship for your employment, we recommend that you consult with your private immigration counsel at your own expense to ascertain whether your current immigration status would make a potential offer of employment from Texas A&amp;M University subject to this fee.
In addition, on January 27, 2026, Texas Governor Abbot issued a moratorium on the filing of any new H-1B unless approved by the Texas Workforce Commission. Accordingly, if you will now or in the future require sponsorship for employment visa status this moratorium may affect our ability to employ you should you be selected as the final candidate
-
Prairie View A&amp;M University invites applications and nominations for the position of Associate Vice President for Human Resources (AVP&ndash;HR). Reporting to the Senior Vice President for Strategy and Transformation, the AVP&ndash;HR is a senior executive leader and strategic partner responsible for advancing PVAMU&rsquo;s human capital strategy in direct alignment with Journey to Eminence (JTE) 2035.
The AVP&ndash;HR plays a critical role in translating institutional vision into an exceptional employee experience, one that attracts, develops, engages, and retains a high-performing, inclusive, and mission-driven workforce. As a key enabler of PVAMU&rsquo;s strategic goals, the AVP&ndash;HR will champion a culture where staff and faculty, in collaboration with the Office Faculty Affairs, are empowered to grow, innovate, and contribute meaningfully to the university&rsquo;s long-term impact and legacy.
This role is ideal for a forward-thinking HR executive who understands that organizational excellence begins with people and who can lead transformation with empathy, accountability, and strategic clarity.
The AVP&ndash;HR will align human resources strategy with institutional priorities outlined in JTE 2035. The AVP&ndash;HR will strengthen PVAMU&rsquo;s position as an employer of choice in Texas and beyond; build leadership capacity and succession pipelines that sustain excellence; foster an inclusive, engaging, and performance-driven culture; and enable institutional agility through modern HR systems, policies, and practices.
Why Prairie View A&amp;M University?
At Prairie View A&amp;M University, you will find more than a job, you will find purpose. As the Associate Vice President for Human Resources, you will help shape a people-first culture that fuels innovation, excellence, and transformation. You will join an institution where Being You Is Valued , where your leadership will support the growth of others, and where your contributions will leave a lasting imprint on a historic university advancing boldly toward Journey to Eminence 2035.
Responsibilities:
Strategic Leadership &amp; Vision:
<ul><li>Provide enterprise-wide leadership and oversight of all human resources functions in alignment with PVAMU&rsquo;s mission, core values, and JTE‑35 priorities.
</li><li>Serve as a key contributor to institutional strategy, ensuring human capital considerations are embedded in decision-making and transformation initiatives.
</li><li>Serve as advisor and thought partner to executive leadership in leveraging human talent to achieve the university vision.
</li></ul>Talent Acquisition &amp; Employer Value Proposition:
<ul><li>Advance PVAMU&rsquo;s Employer Value Proposition&mdash; Being You Is Valued &mdash;by designing and executing innovative recruitment and retention strategies.
</li><li>Strengthen employer branding to attract exceptional faculty and staff who are aligned with PVAMU&rsquo;s values and future-focused vision.
</li></ul>Employee Experience, Engagement &amp; Well-Being:
<ul><li>Lead the design of a holistic employee experience that supports engagement, belonging, wellness, and professional growth and fulfillment across the employee lifecycle.
</li><li>Champion inclusive practices that empower employees to own their authenticity and contribute at their highest level. 
</li></ul>Learning, Leadership &amp; Organizational Development:
<ul><li>Oversee the development and execution of professional development programs, leadership programs, and career pathways that support continuous learning, performance excellence, and succession planning.
</li><li>Build leadership capacity across the institution to sustain progress toward JTE‑35. 
</li></ul>Policy, Process &amp; HR Innovation:
<ul><li>Partner with senior leadership to modernize HR policies, systems, and service delivery models, leveraging technology and analytics to enhance effectiveness and transparency.
</li><li>Promote data-informed decision-making to support workforce planning and organizational outcomes. 
</li></ul>Performance Management &amp; Workplace Culture:
<ul><li>Provide executive guidance on performance management, employee engagement and relations, and conflict resolution to strengthen trust, equity, and accountability.
</li><li>Reinforce a culture of excellence, integrity, and shared responsibility. 
</li></ul>Compliance, Risk &amp; Governance:
<ul><li>Ensure compliance with federal, state, and Texas A&amp;M University System laws, regulations, and policies while advancing progressive and equitable HR practices.
</li><li>Proactively identify and mitigate institutional risk related to workforce matters. 
</li></ul>Collaborative &amp; Advisory Leadership:
<ul><li>Serve as a trusted advisor to campus leaders.
</li><li>Build strong partnerships across the university to co-create people-centered solutions that advance institutional effectiveness.
</li></ul>Required Education &amp; Experience:
<ul><li>Master&rsquo;s degree.
</li><li>Minimum of ten (10) years of progressive human resources leadership experience, including at least five (5) years in a senior or executive role.
</li></ul>Required Knowledge, Skills &amp; Abilities:
<ul><li>Demonstrated success in talent management, employee engagement, organizational development, and employee relations.
</li><li>Strong working knowledge of federal and state employment laws, regulatory compliance, and HR best practices.
</li><li>Proven ability to lead organizational change and cultivate cultures of collaboration, innovation, and accountability.
</li><li>Exceptional communication, interpersonal, and strategic problem-solving skills, with the ability to engage diverse stakeholders effectively.
</li></ul>Preferred Qualified Qualifications:
<ul><li>Master&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or a related field.
</li><li>Professional certification such as SHRM‑SCP, SPHR, or equivalent.
</li><li>Experience in higher education, the public sector, or other large, complex organizations.
</li><li>Demonstrated ability to align HR strategy with institutional or enterprise-wide strategic plans.
</li><li>Experience leveraging HR technologies, analytics, and dashboards to inform decision-making and measure impact.
</li></ul>Job Posting Close Date:
<ul><li>3/23/2026
</li></ul>Required Attachments:
Please attach all required documents listed below in the attachment box labeled as either &ldquo;Resume/CV or Resume/Cover Letter&rdquo; on the application. Multiple attachments may be included in the &ldquo;Resume/CV&rdquo; or Resume/Cover Letter&rdquo; attachment box. Any additional attachments provided outside of the required documents listed below are considered optional.
<ul><li>Resume or Curriculum Vitae
</li><li>Cover Letter
</li></ul>Application Submission Guidelines:
All applicants are required to apply via our Career Site on or before the closing date indicated on the job posting. Applicant inquiries received via email and websites such as Indeed, HigherEdJobs, etc. will not be considered unless the individual has applied to the available position via the PVAMU Career site.
The required documents listed in the above &quot;Required Attachments&quot; section must be attached to the application prior to the job closing date indicated to ensure full consideration for the application submitted. Please contact the Office of Human Resource on or before the closing date indicated above at 936-261-1730 or jobs@pvamu.edu should you need assistance with the online application process.
Please Note: The salary is determined in accordance with the University&rsquo;s compensation structure and will be commensurate with the candidates&rsquo; education and experience, within the assigned salary range for this position.
Background Check Requirements:
All positions are security-sensitive. Applicants are subject to a criminal history investigation, and employment is contingent upon the institution&rsquo;s verification of credentials and/or other information required by the institution&rsquo;s procedures, including the completion of the criminal history check.
Equal Opportunity/Veterans/Disability Employer.</div>

Associate Vice President, Human Resources

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