senior hr partner

Penn Medicine

<div>Description
Penn Medicine is dedicated to our tripartite mission of providing the highest level of care to patients, conducting innovative research, and educating future leaders in the field of medicine. Working for this leading academic medical center means collaboration with top clinical, technical and business professionals across all disciplines. 
 
Today at Penn Medicine, someone will make a breakthrough. Someone will heal a heart, deliver hopeful news, and give comfort and reassurance. Our employees shape our future each day. Are you living your life's work? 
The Senior HR Business Partner will partner with the CHRO to develop and implement effective human capital strategies. Provides high level strategic consulting and direction to assigned leaders on the execution of people or business strategies. Provides direction and oversight of key HR functions including managing assigned direct reports. Leads special project and organizational change initiatives.
The Senior Business Partner will maintain a client base that consists of some of the more complex departments and structures. They must establish a strong partnership and maintain relationships with assigned client groups to influence, develop and integrate targeted human capital strategies based on balancing the needs of the business, the entity and the health system.
Responsibilities: 
1. Strategic partner to leadership in assigned client groups, participates in business planning activities, identifies and recommends human resource responses aligned to business strategy.
2. Collaborates with business leaders in identifying optimal workflow organizational/departmental design in assigned departments.
3. Lead organizational change initiatives including communicating, implementing and tracking significant changes. Serve as a facilitator and change agent by answering questions, providing education and helping employees buy into the change.
4. Initiates organizational development activities such as diagnosis/intervention, process consulting, development &amp; succession planning.
5. Provides coaching services to leadership. Supports business transformation through an emphasis on strategic and organizational consultation. Coaches leaders on leading and managing their departments with a focus on driving change and utilization of change management tools.
6. Assesses situations and environments affecting employee engagement and provides managers with advice and recommends courses of action based on operating guidelines, policies and applicable laws. Consults with managers on establishing and nurturing a positive employee environment, culture development and to provide necessary education and coaching.
7. Works on special projects and acts as internal subject matter expert within Human Resources on assigned areas to assist in developing and implementing strategies system wide. Facilitator/Leader of annual HR initiatives for the assigned client groups, i.e. benefits enrollment, merit and performance process, employee opinion survey, talent reviews, employee recognition events, etc.
8. Reviews and analyzes facility employee metrics and operational statistics on productivity, turnover, recruiting, patient satisfaction, employee engagement to identify trends, activities, and potential issues within each department. Applies understanding of the business units to recommend solutions and strengthen action plans and partner with managers to implement and deliver key goals and objectives related to people and business issues.
9. Partners with assigned client group to serve their business needs and positively and reliably represents Shared Services colleagues (e.g., Compensation, Talent Acquisition, and Benefits) to staff and managers. 
Education or Equivalent Experience: 
Bachelor&rsquo;s Degree required.
Master's degree preferred.
Recognized HR certification (HRCI or SHRM) preferred.
Related Work Experience:
At least 8 years related work experience required.
Comprehensive knowledge of employment law.
Excellent interpersonal, analytical, presentation, and written communication skills.
Strong PC skills; working knowledge of HR software i.e. Lawson.
Healthcare experience is an asset.
We believe that the best care for our patients starts with the best care for our employees. Our employee benefits programs help our employees get healthy and stay healthy. We offer a comprehensive compensation and benefits program that includes one of the finest prepaid tuition assistance programs in the region. Penn Medicine employees are actively engaged and committed to our mission. Together we will continue to make medical advances that help people live longer, healthier lives. 
 
Salary Range: 
 
$95,153.76 - $151,694.40/Annually based on 40 hours per week 
 
As part of their job offer, successful candidates are provided a specific rate, taking into consideration various factors including experience and education. 
 
Click here for information on UPHS&rsquo;s Benefits. 
 
Live Your Life's Work
We are an Equal Opportunity employer. Candidates are considered for employment without regard to race, ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, familial status, genetic information, domestic or sexual violence victim status, citizenship status, military status, status as a protected veteran or any other status protected by applicable law.</div>

Senior HR Business Partner

PsiQuantum

<div>
 PsiQuantum&rsquo;s mission is to build the first useful quantum computers&mdash;machines capable of delivering the breakthroughs the field has long promised. Since our founding in 2016, our singular focus has been to build and deploy million-qubit, fault-tolerant quantum systems.
 
 
 Quantum computers harness the laws of quantum mechanics to solve problems that even the most advanced supercomputers or AI systems will never reach. Their impact will span energy, pharmaceuticals, finance, agriculture, transportation, materials, and other foundational industries.
 
 
 Our architecture and approach is based on silicon photonics. By leveraging the advanced semiconductor manufacturing industry&mdash;including partners like GlobalFoundries&mdash;we use the same high-volume processes that already produce billions of chips for telecom and consumer electronics. Photonics offers natural advantages for scale: photons don&rsquo;t feel heat, are immune to electromagnetic interference, and integrate with existing cryogenic cooling and standard fiber-optic infrastructure.
 
 
 In 2024, PsiQuantum announced government-funded projects to support the build-out of our first utility-scale quantum computers in Brisbane, Australia, and Chicago, Illinois. These initiatives reflect a growing recognition that quantum computing will be strategically and economically defining&mdash;and that now is the time to scale.
 
 
 PsiQuantum also develops the algorithms and software needed to make these systems commercially valuable. Our application, software, and industry teams work directly with leading Fortune 500 companies&mdash;including Lockheed Martin, Mercedes-Benz, Boehringer Ingelheim, and Mitsubishi Chemical&mdash;to prepare quantum solutions for real-world impact.
 
 
 Quantum computing is not an extension of classical computing. It represents a fundamental shift&mdash;and a path to mastering challenges that cannot be solved any other way. The potential is enormous, and we have a clear path to make it real.
 
 
 Come join us.
 
 
 
 Job Summary
 
 
 
 The Principal Human Resources Business Partner (HRBP) is a strategic partner to senior leadership, responsible for aligning people strategies with business objectives in a high-growth, global technology company. This role will support executive leaders and their organizations by driving key human capital initiatives including organizational design, workforce planning, talent development, performance management, employee relations, and culture development.
 
 
 As the company continues to scale globally, the HRBP will play a critical role in supporting distributed global teams across multiple geographies and time zones and ensuring HR programs and practices support rapid growth while maintaining operational rigor.
 
 
 This role collaborates closely with Talent Acquisition, Compensation, HR Operations, and the People team&rsquo;s cross-functional partners to deliver scalable people programs. The position reports to the Chief People Officer and will serve as a trusted advisor to senior leadership.
 
 
 This is a hybrid role with onsite attendance at the company&rsquo;s headquarters in Palo Alto and/or Milpitas, CA.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Serve as a trusted strategic advisor to senior leadership, aligning HR initiatives with evolving business priorities and growth objectives.
 </li>
 <li>
 Develop a deep understanding of the company&rsquo;s strategy, organizational goals, and talent needs to proactively guide workforce planning and organizational development.
 </li>
 <li>
 Design and implement scalable people strategies to support rapid global growth, including organizational design, talent assessment, leadership development, and succession planning.
 </li>
 <li>
 Partner with leaders and the employee relations business partners to drive performance management, including goal setting, performance evaluations, development planning, and improvement plans.
 </li>
 <li>
 Partner with employee relations to provide coaching and guidance to leaders on employee relations matters, ensuring fair and consistent resolution aligned with company policies and applicable employment laws and regulations.
 </li>
 <li>
 Lead and support change management initiatives associated with organizational growth, new leadership structures, and evolving business priorities.
 </li>
 <li>
 Collaborate with HR Analytics to leverage data and insights to inform decision-making, monitor organizational health, and track key HR metrics.
 </li>
 <li>
 Partner with Talent Acquisition to align hiring strategies with business needs, including workforce planning, candidate evaluation, and effective onboarding.
 </li>
 <li>
 Partner with Compensation to support annual compensation planning cycles, including merit reviews, promotions, and market alignment.
 </li>
 <li>
 Drive employee engagement initiatives that foster a culture of accountability, collaboration, and high performance across distributed teams.
 </li>
 <li>
 Lead the development and implementation of innovative people programs that enhance leadership effectiveness and employee experience globally.
 
 
 </li>
 </ul>
 
 Required Skills And Qualifications
 
 
 
 <ul>
 <li>
 7+ years of progressive Human Resources Business Partner experience supporting senior leadership in high-growth organizations.
 </li>
 <li>
 Experience working in high-growth technology environments, including hardware, software, or deep-tech organizations.
 </li>
 <li>
 Proven ability to influence senior leaders and build trusted partnerships in complex, fast-paced organizations.
 </li>
 <li>
 Strong business acumen with the ability to translate business strategy into people strategies and organizational initiatives.
 </li>
 <li>
 Experience driving organizational change and scaling people programs in rapidly growing companies.
 </li>
 <li>
 Demonstrated ability to handle complex employee relations matters with sound judgment and discretion.
 </li>
 <li>
 Strong analytical mindset with experience leveraging HR data and metrics to guide decision-making.
 </li>
 <li>
 Excellent verbal and written communication skills with the ability to translate strategic priorities into clear direction for the business and influence at all levels of the organization.
 </li>
 <li>
 Ability to work independently.
 </li>
 <li>
 Ability to collaborate effectively with cross-functional partners.
 
 
 </li>
 </ul>
 
 Education And Experience
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, International Relations, or a related field.
 </li>
 <li>
 Experience working in late-stage startups (Series D/E or pre-IPO) strongly preferred.
 </li>
 <li>
 Demonstrated experience supporting globally distributed teams and navigating multi-country employment environments.
 </li>
 <li>
 Familiarity with global employment law and international workforce considerations.
 </li>
 <li>
 Experience with HRIS platforms such as ADP or similar systems preferred.
 </li>
 <li>
 Proficiency with Microsoft Office and related business tools.
 
 
 </li>
 </ul>
 PsiQuantum provides equal employment opportunity for all applicants and employees. PsiQuantum does not unlawfully discriminate on the basis of race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, national origin, ancestry, citizenship, age, physical or mental disability, military or veteran status, marital status, domestic partner status, sexual orientation, genetic information, or any other basis protected by applicable laws.
 
 
 
 Note: PsiQuantum will only reach out to you using an official PsiQuantum email address and will never ask you for bank account information as part of the interview process. Please report any suspicious activity to
 
 
 recruiting@psiquantum.com
 
 
 .
 
 
 
 We are not accepting unsolicited resumes from employment agencies.
 
 
 The ranges below reflect the target ranges for a new hire base salary. One is for the Bay Area (within 50 miles of HQ, Palo Alto), the second one (if applicable) is for elsewhere in the US (beyond 50 miles of HQ, Palo Alto). If there is only one range, it is for the specific location of where the position will be located. Actual compensation may vary outside of these ranges and is dependent on various factors including but not limited to a candidate's qualifications including relevant education and training, competencies, experience, geographic location, and business needs. Base pay is only one part of the total compensation package. Full time roles are eligible for equity and benefits. Base pay is subject to change and may be modified in the future.
 
 
 U.S. Base Pay Range
 
 
 $175,000&mdash;$200,000 USD
 
 
 Bay Area Pay Range
 
 
 $215,000&mdash;$225,000 USD
</div>

Principal Human Resources Business Partner

Mondelēz International

<div><div>Job Description
Are You Ready to Make It Happen at Mondelēz International?
Join our Mission to Lead the Future of Snacking. Make It Possible.
Our employees are key ingredients to our success, and you will balance their interest with those of the business. You will be a trusted partner with business leaders and support business strategies and HR operating plans to drive business performance. You will coach business leadership on priorities; talent management, rewards and performance, culture and engagement, pipeline management and succession planning.
How you will contribute
You will:<ul><li>
Partner on organization design and implementation of people plans, function transformation agendas, accelerating core capability development in line with strategic plans, while enabling a growth culture that translates into employee engagement. Plan and lead on employee relations, legal and tax implications across geographies.</li><li>
Pre-empt future HR concerns through use of data and analytics, workforce planning, leveraging insights to proactively seek and implement solutions that impact the bottom line and enable business strategy .</li><li>
Partner with leaders and the Talent Acquisition COE to attract high-caliber talent and onboarding into the business.</li><li>
Be accountable for reviewing compensation programs and supporting compensation decisions outside of guidelines.</li><li>
Enable and co-lead enterprise-wide initiatives (for example leadership framework, digital workplace).</li><li>
Design and enable effective organization structures and ways of working, including the use of non-conventional workforces</li></ul>
What you will bring
A desire to drive your future and accelerate your career. You will bring experience and knowledge in:<ul><li>
Strong business acumen and leadership in HR. Can partner and influence on strategic priorities, with an active curiosity, insight orientation and external perspective about people and business performance</li><li>
Ability to build HR operating plans, people/capability roadmaps to enable people and business growth</li><li>
Broad generalist HR skills across a range of populations with increasing responsibility ideally within FMCG/CPG</li><li>
Ability to develop strong partnerships and coach senior function leaders</li><li>
Ability to create and lead change strategy and complex transformation</li><li>
Ability to engage, inspire, and influence people</li><li>
Future focused, thinking ahead and anticipating opportunities, leverage an outside in perspective through understanding of market trends</li></ul>
More about this role
Role Scope:
Strategy &amp; business partnering<ul><li>
Business partner Managing Director TREA to drive local agenda and hold responsibility of overhead budget end to end. Act as senior level advisor on HR issues to other members of the management team, both in the CU (Commercial Unit) and Supply Chain, including Factory leadership team with the scope of TREA (colleagues based in T&uuml;rkiye, Kazakhstan, Georgia)</li><li>
Co-create and activate local culture and engagement agenda, be accountable to deliver culture Key Performance Indicators incl Diversity, Equity &amp; Inclusion and the wellbeing agenda</li><li>
Drive transformation topics and consultation strategy where applicable (incl. organizational effectiveness, restructuring and transformation agenda)</li><li>
Leverage Center of Expertise and our shared services to deliver the people strategy, creating &ldquo;one team&rdquo; culture across the people team</li><li>
Deliver talent strategy including managing the local implementation of our global performance process and potential / career progression frameworks (incl. assessments, promotions, ratings)</li><li>
Ensure adherence with legal regulations and compliance standards</li><li>
Partner with Talent Acquisition to deliver local recruitment needs</li><li>
Lead and coach People Leads and team for the TREA CU, including in our 2 Turkey factories, be responsible for overhead budget, negotiate merit and be unions&rsquo; point of contact</li><li>
Partner to enable / adapt compensation and design benefits to local market</li><li>
Define and execute employee communications with CGA partner</li></ul>
Your Profile:<ul><li>
You obtained a master&rsquo;s degree in HR, Business Management, Organizational Psychology, or equivalent by relevant experience.</li><li>
You have at least 10 - 15 years of experience in Human Resources, with a substantial and relevant experience in a senior managerial partnering with the business and a leadership team.</li><li>
You have experience in both a manufacturing environment as well as in a commercial setting, preferably in a global matrix organization.</li><li>
You&rsquo;ve been a part of an organizational transformation, leading leaders and local teams through change.</li><li>
You have experience in coaching and leading teams.</li><li>
You have a strong general knowledge of local labor law as well as experience working with works councils/ labor /unions.</li><li>
You are fluent in Turkish and English.</li><li>
Your primary job location will be Istanbul, T&uuml;rkiye with travel to our Turkish factories and occasional travel to Eurasia offices.</li></ul>
Relocation Support Available?
No Relocation support available
Business Unit Summary<div>
We value our talented employees, and whenever possible strive to help one of our associates grow professionally before recruiting new talent to our open positions. If you think the open position you see is right for you, we encourage you to apply!</div><div></div><div>
Our people make all the difference in our succes</div>
Mondelēz International is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation or preference, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.
Excited to grow your career?
We value our talented employees, and whenever possible strive to help one of our associates grow professionally before recruiting new talent to our open positions. If you think the open position you see is right for you, we encourage you to apply!
IF YOU REQUIRE SUPPORT TO COMPLETE YOUR APPLICATION OR DURING THE INTERVIEW PROCESS, PLEASE CONTACT THE RECRUITER
Job Type
Regular
HR Strategy
Human Resources</div></div>

People Lead, Türkiye&Eurasia (equivalent to local HR Director)

Waters

<div>Overview:
<div>
The HR Business Partner (HRBP) plays a meaningful role in enabling the transformation and sustained performance of Global Operations, supporting a complex, multi‑site, and globally distributed organization. This role partners with senior Operations leaders to identify, develop and deploy talent strategies in a dynamic manufacturing and supply chain environment. Talent is the biggest priority for this role.</div><div></div><div> 
The HRBP serves as a trusted advisor to executive leaders, translating business strategy into pragmatic, people‑centered solutions across talent, organization design, change management, and workforce planning. Success in this role requires strong business acumen, comfort operating in ambiguity, and the ability to influence leaders through periods of transformation, integration, and operational change.</div>
Responsibilities:
<ul><li>Strategic Talent Partnering: Collaborate with senior leaders to align talent strategies with business goals, focusing on future capabilities required for an Operations operating model.</li><li>
Change Management Leadership: Lead change initiatives that support transformation, organizational agility, and cultural evolution. Act as a trusted advisor to leaders during periods of change.</li><li>
Workforce Planning &amp; Development: Design and implement workforce strategies that ensure the right skills, capabilities, and leadership are in place to support agile software development and global SaaS delivery.</li><li>
Organizational Design &amp; Effectiveness: Partner with leaders to evolve organizational structures, roles, and processes to support cross-functional collaboration and speed to market.</li><li>
Executive Stakeholder Management: Build strong relationships with executive leaders, provide strategic HR counsel and influence decision-making at the highest levels.</li><li>
Global HR Collaboration: Work across geographies and cultures to ensure consistent and effective implementation of HR strategies, leveraging global HR Centers of Expertise.</li><li>
Data-Driven HR Strategy: Use HR analytics and business metrics to inform decisions, measure impact, and continuously improve talent and organizational strategies.</li><li>
Culture &amp; Engagement: Champion a culture of innovation, accountability, and continuous learning aligned with the values of a modern software organization.</li></ul>
Qualifications:
<ul><li>Demonstrated HRBP experience supporting Global Operations, Manufacturing, Supply Chain, or Engineering‑led organizations.</li><li>
8+ years of progressive HR experience</li><li>
Excellent communication, coaching, and influencing skills, with credibility at all leadership levels.</li><li>
Experience partnering with senior and executive leaders on sensitive, high‑impact workforce decisions.</li><li>
Proven success leading change management initiatives in complex, matrixed, and global environments.</li><li>
Strong business acumen with the ability to translate operational strategy into effective people solutions.</li><li>
Comfort operating in environments characterized by ambiguity, pace, and transformation.</li><li>
Experience working across geographies with an understanding of cultural and regulatory differences.</li></ul>
Company Description:
<div>
Waters Corporation (NYSE:WAT) is a global leader in life sciences and diagnostics, dedicated to accelerating the benefits of pioneering science through analytical technologies, informatics, and service. With a focus on regulated, high-volume testing environments, our innovative portfolio harnesses deep scientific expertise across chemistry, physics, and biology. We collaborate with customers around the world to advance the release of effective, high-quality medicines, ensure the safety of food and water, and drive better patient outcomes by detecting diseases earlier, managing routine infections, and combating antibiotic resistance. Through a shared culture of relentless innovation, our passionate team of ~16,000 colleagues turn scientific challenges into breakthroughs that improve lives worldwide.</div><div></div><div> 
Diversity and inclusion are fundamental to our core values at Waters Corporation. It benefits our employees, our products, our customers and our community. Waters complies with all applicable federal, state, and local laws. Qualified applicants are considered without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status, or any other characteristic protected by law. Waters is proud to be an equal opportunity workplace and is an affirmative action employer. All hiring decisions are based solely on qualifications, merit, and business needs at the time.</div></div>

Human Resources Business Partner - Global Operations

Travelers

<div>Who Are We?
Taking care of our customers, our communities and each other. That&rsquo;s the Travelers Promise. By honoring this commitment, we have maintained our reputation as one of the best property casualty insurers in the industry for over 170 years. Join us to discover a culture that is rooted in innovation and thrives on collaboration. Imagine loving what you do and where you do it.
Compensation Overview
The annual base salary range provided for this position is a nationwide market range and represents a broad range of salaries for this role across the country. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment. As part of our comprehensive compensation and benefits program, employees are also eligible for performance-based cash incentive awards.
Salary Range
$132,800.00 - $219,100.00
Target Openings
1
What Is the Opportunity?
As a senior HR partner within Personal Insurance Operations, you'll work alongside business leaders to shape the organization's future, not just support it. PI Operations is in active transformation. That means this role offers real opportunity to shape how the organization is designed, how leaders are developed, and how HR shows up as a true business partner. If you thrive in environments where the work is evolving and your contributions are visible, this is the right seat. 
 
This role sits at the intersection of people strategy and business transformation. You'll be a visible contributor to business planning and HR program development, partnering closely with HR Centers of Excellence to shape policies and practices that reflect both enterprise standards and the specific needs of PI Operations. You'll direct all HR activity within your client group, and bring an informed, forward-looking perspective on the workforce trends shaping the business.
What Will You Do?<ul><li>
Serve as a trusted strategic advisor to senior leaders across Operations &amp; Process Excellence and Quality &amp; Planning, influencing decisions on talent, structure, and organizational effectiveness during a period of meaningful business transformation</li><li>
Partner with HR Centers of Excellence to develop and execute people programs that are practical, scalable, and built for where the business is headed, not just where it's been</li><li>
Lead organizational design and workforce planning efforts, helping leaders think clearly about structure, capability gaps, and how to build for the future</li><li>
Drive HR strategy that is connected to business outcomes. You'll have a seat at the table during business planning, not just a seat at the table after decisions are made.</li><li>
Coordinate and integrate resources across HR functions, ensuring leaders have a seamless, consistent HR experience</li><li>
Stay ahead of workforce trends including economic, social, and industry-specific, and translate them into actionable recommendations for the business</li></ul>
What Will Our Ideal Candidate Have?<ul><li>
Seasoned human resource professional, typically with eight or more years of experience with most experience preferred in a HR business partner position.</li><li>
College degree in Human Resources, Industrial Relations, business or other related course of study.</li><li>
Extensive knowledge of human resources including organization development, employee relations, litigation management and avoidance.</li><li>
Knowledge of compensation, benefits, training and development and staffing.</li><li>
Experience with Workday.</li><li>
Knowledge of property casualty insurance helpful.</li><li>
Travel required.</li></ul>
What is a Must Have?<ul><li>
Minimum of five years related work experience, with experience in a generalist role.</li><li>
Broad knowledge of human resources including organization development, employee relations, performance management, compensation and talent acquisition.</li></ul>
What Is in It for You?<ul><li>
Health Insurance: Employees and their eligible family members &ndash; including spouses, domestic partners, and children &ndash; are eligible for coverage from the first day of employment.</li><li>
Retirement: Travelers matches your 401(k) contributions dollar-for-dollar up to your first 5% of eligible pay, subject to an annual maximum. If you have student loan debt, you can enroll in the Paying it Forward Savings Program. When you make a payment toward your student loan, Travelers will make an annual contribution into your 401(k) account. You are also eligible for a Pension Plan that is 100% funded by Travelers.</li><li>
Paid Time Off: Start your career at Travelers with a minimum of 20 days Paid Time Off annually, plus nine paid company Holidays.</li><li>
Wellness Program: The Travelers wellness program is comprised of tools, discounts and resources that empower you to achieve your wellness goals and caregiving needs. In addition, our mental health program provides access to free professional counseling services, health coaching and other resources to support your daily life needs.</li><li>
Volunteer Encouragement: We have a deep commitment to the communities we serve and encourage our employees to get involved. Travelers has a Matching Gift and Volunteer Rewards program that enables you to give back to the charity of your choice.</li></ul>
Employment Practices
Travelers is an equal opportunity employer. We value the unique abilities and talents each individual brings to our organization and recognize that we benefit in numerous ways from our differences.
In accordance with local law, candidates seeking employment in Colorado are not required to disclose dates of attendance at or graduation from educational institutions.
If you are a candidate and have specific questions regarding the physical requirements of this role, please send us an email so we may assist you.
Travelers reserves the right to fill this position at a level above or below the level included in this posting.
To learn more about our comprehensive benefit programs please visit http://careers.travelers.com/life-at-travelers/benefits/.</div>

Director Human Resources

Meltwater

<div>Description 
 
What We&rsquo;re Looking For: 
We are in search of a talented and strategic Senior People Business Partner to join our esteemed global People Business Partner organization, with a primary focus on the Americas (US, Canada, Mexico). This pivotal role presents a remarkable opportunity to drive substantial impact within our organization. The ideal Senior People Business Partner will excel both at hands-on execution and strategic planning, striving to cultivate an exceptional experience for all Meltwater employees and leaders. 
The primary objective will be to craft a People Strategy that prioritizes scalability, proactive advisory services, and seamless alignment with the business objectives specific to the US, Canada &amp; Mexico regions. The successful candidate should embody exceptional HR Business Partnering skills, characterized by strong interpersonal abilities, sharp business acumen, and an extensive understanding of diverse HR functions. These encompass employee relations, employment law, organizational development, change management, training, talent management, and performance evaluation. Previous exposure to areas such as benefits, compensation, staffing, and recruitment will be advantageous. 
Success in this role hinges on quickly establishing credibility as a trusted business partner capable of delivering exceptional HR partnership and forging strong alliances with the Americas region Management Team and employees. You will champion our company culture, embodying our values of moro, enere, respect, and mer. 
Partner with us, and you'll integrate into a diverse community that values your distinctive contributions and empowers you to excel. 

What You&rsquo;ll Do: 
<ul><li>
Represent Meltwater with professionalism and integrity, both internally and externally.</li><li> 
Collaborate with all levels of business leaders across US, Canada, and Mexico to drive an effective people strategy and ensure the implementation of innovative HR solutions.</li><li> 
Work as an active colleague and partner ensuring smooth handling of employee matters and projects as well as the rollout of new employee programs.</li><li> 
Drive regional talent processes and frameworks on a local level, coach managers to improve their understanding and adoption of the talent frameworks, proactively identify improvement areas, and consult management on this front.</li><li> 
Implement regional strategies and drive a range of people-related local initiatives such as Wellness, DEI, CSR, Engagement, Hybrid Work, etc.</li><li> 
Consult closely with Legal, Accounting, and other internal teams to uphold high standards of professional and ethical conduct throughout the company.</li><li> 
Support employee relations matters by collaborating with managers to handle employee disputes, performance improvement plans, disciplinary actions, and terminations.</li><li> 
Facilitate effective communication on all HR matters and coordinate the flow of information and feedback as appropriate.</li></ul> 

What You&rsquo;ll Bring: 
<ul><li>
A Bachelor's degree or equivalent experience in the field of HR.</li><li> 
Minimum of 7 years of HR experience and specifically within HR business partnering, preferably within high-tech sectors, with a focus on the Americas regions.</li><li> 
Hands-on experience with HRIS, preferably Workday.</li><li> 
Genuine interest in Meltwater's business and the ability to effectively communicate its value proposition to various stakeholders.</li><li> 
Passion for collaborating with multiple stakeholders, such as G&amp;A/Corporate, R&amp;D and sales organizations.</li><li> 
Ability to navigate effectively in a global company, demonstrating agility in a fast-moving environment, and building strong relationships with key stakeholders.</li><li> 
Proven problem-solving skills, with the ability to handle multiple tasks and thrive in a dynamic environment.</li><li> 
Willingness to travel to offices throughout the US, Canada &amp; Mexico when necessary.</li><li> 
Enthusiasm for being part of a dynamic global company and contributing to its success.</li><li> 
Excellent verbal and written communication skills in English; additional languages are a plus.</li><li> 
Willingness to embrace the best of both worlds with our hybrid work schedule. This role requires you to be in the office 3 days a week.</li><li> 
The ability to legally work in the country of hire is required for this position.</li></ul> 
What We Offer:<ul><li> 
Enjoy flexible paid time off that allows you to have an enhanced work-life balance.</li><li> 
Excellent medical, dental, and vision options</li><li> 
401(k) matching, life insurance, commuter benefits, and parental leave plans</li><li> 
Complimentary CalmApp subscription for you and your loved ones, because mental wellness matters.</li><li> 
Energetic work environment with a hybrid work style, providing the balance you need.</li><li> 
Thrive within our inclusive community and seize ongoing professional development opportunities to elevate your career.</li></ul> 

Compensation Overview: 

At Meltwater, we believe great impact deserves great reward. Our compensation approach is data-driven, market-informed, and built to scale with your growth. We benchmark roles against external market data and use structured leveling frameworks to ensure fairness, consistency, and internal equity across teams and geographies. 

These frameworks are based on objective, gender-neutral criteria in line with applicable pay transparency regulations. 

For this role, the base salary range is $136K &ndash; $181K USD. 

Compensation may also include a performance-based bonus opportunity. 

Actual offers are determined based on job-related skills, experience, demonstrated capabilities, and work location. We typically hire within the range in a way that supports long-term growth, recognizing that compensation evolves as scope, performance, and impact expand over time. 

We regularly review our compensation practices and conduct pay equity analyses to help ensure our decisions remain fair, objective, and market-aligned. Employees and candidates may request additional information on how compensation is determined, in line with local legal requirements. 

Our Talent Acquisition Team is happy to walk you through the full compensation picture specific to your location and level during the interview process. 

Where You'll Work: Miami, Charlotte, Austin, Chicago, New York, or Atlanta 

When You'll Join: 
We are looking for a candidate to start in the role in April 2026. 

Our Story 

At Meltwater, we believe that when you have the right people in the right environment, great things happen. 

Our best-in-class technology empowers our 27,000 customers around the world to make better business decisions through data. But we can&rsquo;t do that without our global team of developers, innovators, problem-solvers, and high-performers who embrace challenges and find new solutions for our customers. 

Our award-winning global culture drives everything we do and creates an environment where our employees can make an impact, learn every day, feel a sense of belonging, and celebrate each other&rsquo;s successes along the way. 

We are innovators at the core who see the potential in people, ideas and technologies. Together, we challenge ourselves to go big, be bold, and build best-in-class solutions for our customers. 

We&rsquo;re proud of our diverse team of 2,200+ employees in 50 locations across 25 countries around the world. No matter where you are, you&rsquo;ll work with people who care about your success and get the support you need to unlock new heights in your career. 

We are Meltwater. Inspired by innovation, powered by people. 

Equal Employment Opportunity Statement 
Meltwater is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: At Meltwater, we are dedicated to fostering an inclusive and diverse workplace where every employee feels valued, respected, and empowered. We are committed to the principle of equal employment opportunity and strive to provide a work environment that is free from discrimination and harassment. 

All employment decisions at Meltwater are made based on business needs, job requirements, and individual qualifications, without regard to race, color, religion or belief, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, marital status, veteran status, or any other status protected by the applicable laws and regulations. 

Meltwater does not tolerate discrimination or harassment of any kind, and we actively promote a culture of respect, fairness, and inclusivity. We encourage applicants of all backgrounds, experiences, and abilities to apply and join us in our mission to drive innovation and make a positive impact in the world. 

We may use AI to assist in aspects of our hiring process, such as reviewing candidate information and supporting evaluation activities. These tools are used only to assist our team through increased efficiencies. Every output continues to be reviewed by humans, and all hiring decisions are made by humans. We remain committed to evaluating candidates fairly, consistently, and in compliance with all applicable laws.</div>

Senior People Business Partner

SBH Fashion

<div>
 
 Job Title: Senior Director of Human Resources
 
 
 
 
 Position Overview
 
 
 
 Seeking a Senior Director of Human Resources to serve as the sole internal HR leader, owning and building the full HR function across the organization. This is a highly visible role that will partner closely with ownership, executive leadership, and an external HR consultancy firm to drive both strategic initiatives and day-to-day execution.
 
 
 This individual will operate as a true business partner, responsible for shaping the company&rsquo;s people strategy, talent-mapping throughout the organization, and implementing the infrastructure, processes, and tools needed to support continued growth.
 
 
 The ideal candidate brings a balance of strategic thinking and hands-on execution, with a strong ability to influence leadership, build scalable systems, and elevate organizational performance.
 
 
 Success will be measured through a combination of factors including optimization of human capital value and employee morale, reduction of risk, and reduction of turnover rate.
 
 
 
 Key Responsibilities:
 
 
 
 
 HR Leadership &amp; Business Partnership
 
 
 
 <ul>
 <li>
 Act as a trusted advisor to ownership and the executive team, providing guidance on organizational design, workforce planning, and people strategy
 </li>
 <li>
 Partner with senior leadership to align HR initiatives with broader business objectives, growth plans, and operational priorities
 </li>
 <li>
 Serve as the internal point of contact coordinating closely with the company&rsquo;s external HR consultancy firm
 
 
 </li>
 </ul>
 
 Organizational Development &amp; Effectiveness
 
 
 
 <ul>
 <li>
 Evaluate organizational structure, team design, and resource allocation to ensure efficiency and scalability
 </li>
 <li>
 Lead organizational development initiatives, including team assessments, role clarity, and rightsizing efforts
 </li>
 <li>
 Partner with leadership to identify gaps, improve productivity, and optimize team performance while managing costs
 
 
 </li>
 </ul>
 
 Performance Management &amp; Employee Development
 
 
 
 <ul>
 <li>
 Assess, design, and implement modern performance management frameworks, including evaluations, review cycles, and feedback processes
 </li>
 <li>
 Build and formalize accountability structures
 </li>
 <li>
 Drive a culture of continuous feedback, high performance, and professional development across the organization
 
 
 </li>
 </ul>
 
 Manager Coaching &amp; Leadership Enablement
 
 
 
 <ul>
 <li>
 Partner with middle and senior management to improve how they lead, manage, and develop their teams
 </li>
 <li>
 Provide ongoing coaching and guidance to managers on performance management, employee relations, and team engagement
 </li>
 <li>
 Elevate overall management capability across the organization through structured support and best practices
 
 
 </li>
 </ul>
 
 Talent Acquisition &amp; Workforce Planning
 
 
 
 <ul>
 <li>
 Manage the talent acquisition process, including headcount planning, role definition, and hiring prioritization
 </li>
 <li>
 Manage and optimize relationships with external recruiting agencies and partners
 </li>
 <li>
 Ensure hiring processes are efficient, consistent, and aligned with company standards and long-term objectives
 
 
 </li>
 </ul>
 
 Benefits &amp; Payroll Partnership
 
 
 
 <ul>
 <li>
 Partner closely with Finance on payroll processes and workforce cost planning
 </li>
 <li>
 Collaborate with external HR partners to manage employee benefits programs
 
 
 </li>
 </ul>
 
 HR Operations &amp; Infrastructure
 
 
 
 <ul>
 <li>
 Build, implement, and maintain foundational HR processes, policies, and systems
 </li>
 <li>
 Lead the revisions to and rollout of updated comprehensive employee handbook
 </li>
 <li>
 Ensure compliance with all federal, state, and local employment laws and regulations
 
 
 </li>
 </ul>
 
 Technology &amp; Process Innovation
 
 
 
 <ul>
 <li>
 Identify, evaluate, and implement appropriate HR technologies and systems to improve efficiency and decision-making
 </li>
 <li>
 Leverage data and analytics to inform strategic decisions and measure organizational health
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 10+ years of progressive HR experience, with at least 3&ndash;5 years in a senior leadership role
 </li>
 <li>
 Experience operating as a standalone or lead HR function
 </li>
 <li>
 Strong background in organizational development, performance management, and talent strategy
 </li>
 <li>
 Proven ability to partner with executive leadership and influence decision-making
 </li>
 <li>
 Experience working with or managing external HR consultants and recruiting agencies
 </li>
 <li>
 Solid understanding of compensation, benefits, compliance, and HR operations
 </li>
 <li>
 Experience in fashion, apparel, consumer goods, or multi-brand environments strongly preferred
 </li>
 <li>
 Demonstrated interest in leveraging technology to enhance HR effectiveness
 </li>
 <li>
 Highly resourceful, hands-on, and comfortable operating in a fast-paced, evolving environment
 
 
 </li>
 </ul>
 Salary $175,000-$225,000
 
 
</div>

Senior Director of Human Resources

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