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senior people business partner

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

Mastercard

<div>Our Purpose
Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we&rsquo;re helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential.
Title and Summary
Vice President, People Business Partner
Vice President, People Business Partner, LAC 
 
Overview 
The Vice President, People Business Partner (PBP), BU LAC is a business and client-oriented advisor with primary accountability for partnerships with senior business leaders across the region to design and implement a people strategy in line with the business priorities. The portfolio for this role includes: Services (Sales, Product Management, Customer Success, etc.), Core Payments (Product, Commercialization), CNPF (Sales, Product Management) business units as well as enabling functions as Global Customer Delivery &amp; Care, Finance and Law.
 
The Vice President, PBP BU LAC interacts in a highly matrixial environment and builds meaningful partnerships with a wide range of PBPs within the region and Global BUs and functions, as well as with key CoE partners to ensure programs, processes and key enterprise initiatives are successfully implemented and managed. 
This position reports to the Senior Vice President, People &amp; Capability, Latin America and the Caribbean region (LAC). 
 
Responsibilities 
 Primary responsibility for the design, delivery, and management of an overarching people strategy in alignment with business priorities and planned growth 
 Member of the leadership team for the line of business 
 Partners with COE leadership and business stakeholders to develop programs designed to enhance the employee experience and organizational effectiveness 
 Guides business leaders through complex change management initiatives and is responsible for the cultural stewardship of the business 
 Ensures People &amp; Capability programs are delivered effectively for the business 
 Has a deep understanding of incentive plans and retention strategies 
 Provides in-depth market insight and advises on talent implications of external trends that may have workforce implications 
 May manage one or more teams of Business Partners and Specialists 
 
Experiences 
 Proven track record of working with senior management and CoEs to build a strategic talent vision for the business 
 Ability to work effectively in a highly matrixed organization and build strong relationships across all levels of the organization 
 Ability to design and articulate strategic vision and plans, as well as execution excellence 
 Strong business acumen coupled with project management, negotiation and influencing skills 
 Highly motivated, self-starter with the ability drive the people and culture agenda with speed, agility and quality, and resilient and adaptable to navigate fast pace and changing environments
Mastercard is a merit-based, inclusive, equal opportunity employer that considers applicants without regard to gender, gender identity, sexual orientation, race, ethnicity, disabled or veteran status, or any other characteristic protected by law. We hire the most qualified candidate for the role. In the US or Canada, if you require accommodations or assistance to complete the online application process or during the recruitment process, please contact reasonable_accommodation@mastercard.com and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Reasonable Accommodations team will respond to your email promptly.
Corporate Security Responsibility 
All activities involving access to Mastercard assets, information, and networks comes with an inherent risk to the organization and, therefore, it is expected that every person working for, or on behalf of, Mastercard is responsible for information security and must:<ul><li>
Abide by Mastercard&rsquo;s security policies and practices;</li><li>
Ensure the confidentiality and integrity of the information being accessed;</li><li>
Report any suspected information security violation or breach, and</li><li>
Complete all periodic mandatory security trainings in accordance with Mastercard&rsquo;s guidelines.</li></ul>
In line with Mastercard&rsquo;s total compensation philosophy and assuming that the job will be performed in the US, the successful candidate will be offered a competitive base salary and may be eligible for an annual bonus or commissions depending on the role. The base salary offered may vary depending on multiple factors, including but not limited to location, job-related knowledge, skills, and experience. Mastercard benefits for full time (and certain part time) employees generally include: insurance (including medical, prescription drug, dental, vision, disability, life insurance); flexible spending account and health savings account; paid leaves (including 16 weeks of new parent leave and up to 20 days of bereavement leave); 80 hours of Paid Sick and Safe Time, 25 days of vacation time and 5 personal days, pro-rated based on date of hire; 10 annual paid U.S. observed holidays; 401k with a best-in-class company match; deferred compensation for eligible roles; fitness reimbursement or on-site fitness facilities; eligibility for tuition reimbursement; and many more. Mastercard benefits for interns generally include: 56 hours of Paid Sick and Safe Time; jury duty leave; and on-site fitness facilities in some locations.
Pay Ranges
Miami, Florida: $192,000 - $307,000 USD</div>

Vice President, People Business Partner

Analytic Partners

<div>
 Analytic Partners is a global leader in commercial measurement and optimization, turning data into expertise for the world&rsquo;s largest brands for over 25 years.
 
 
 Our holistic approach to decisioning is powered by our industry-leading platform and team of experts, who help leaders make better decisions, faster - unlocking business growth and creating powerful customer connections.
 
 
 With clients in 50+ countries and global offices across New York City, Miami, Dallas, Dublin, London, Paris, Singapore, Shanghai, Munich, Sydney, Melbourne, Charlottesville and Denver, we&rsquo;re growing fast. And we&rsquo;re looking for top talent to join us in shaping the future of analytics.
 
 
 To learn more about what we do, visit analyticpartners.com - and see why we&rsquo;re recognized as a Leader in the industry by independent research firms Forrester and Gartner.
 
 
 
 Job Overview
 
 
 
 As the VP of HR at Analytic Partners, you will play a critical role in crafting HR policies and programs to propel our organization towards its business objectives. A key component of your role includes partnering with global business leaders to implement HR strategies that emphasize performance management, diversity, inclusion, and employee engagement. You will be responsible for owning global programs, translating business priorities into actionable HR deliverables, and advising on performance management, HR services and operations, etc. This position offers you a platform to influence the HR and talent agenda in a dynamic, growth-fueled environment, inviting you to engage in conversations to explore our vision and aspirations further.
 
 
 
 What You'll Be Doing
 
 
 
 <ul>
 <li>
 Develop and implement HR strategies that align with the overall business objectives, with a focus on performance management, diversity, inclusion, and employee engagement
 </li>
 <li>
 Partner with global business leaders to translate business priorities into HR deliverables and develop HR plans that support business initiatives
 </li>
 <li>
 Lead and mentor a team of HR professionals, focusing on developing high-performing teams to support our dynamic growth
 </li>
 <li>
 Design and manage employee development programs to nurture talent and support career progression, contributing to the professional growth of our global workforce
 </li>
 <li>
 Own global HR programs, assessing their competitiveness against market standards and driving diversity and inclusion strategies
 </li>
 <li>
 Collaborate with senior leadership to identify and address HR-related challenges and opportunities, shaping the next chapter of our people strategy in the thriving commercial analytics tech industry
 </li>
 <li>
 Leverage your wealth of HR experience to influence and lead the talent agenda, making a significant impact on both organizational culture and strategic business goals
 
 
 
 
 </li>
 </ul>
 
 What We Look For In You
 
 
 
 <ul>
 <li>
 Bachelor's degree in a Human Resources, Business Administration, or a related field; Master's degree preferred
 </li>
 <li>
 Minimum of 10 years of progressive HR experience, with at least 5 years in a leadership role, demonstrating a wealth of experience in HR
 </li>
 <li>
 Strong expertise in building inclusive and high-performing teams, fostering an environment of collaboration and excellence
 </li>
 <li>
 Deep understanding of HR practices with a passion for Conscious Business practices
 </li>
 <li>
 Proven ability to lead and develop HR teams, with an emphasis on reimagining talent strategies and driving measurable business impact
 </li>
 <li>
 Excellent communication and interpersonal skills, essential for partnering with the executive team to shape the people strategy focused on innovation and inclusion
 </li>
 <li>
 Demonstrated experience in working collaboratively with senior management, influencing the HR and talent agenda
 
 
 
 
 </li>
 </ul>
 Our differentiator is - Our People! We hire the brightest talent and develop them into leaders. We foster a culture of PEOPLE, PASSION and GROWTH.
 
 
 People: We value our people, customers, and partners
 
 
 Passion: We love what we do
 
 
 Growth: Unlimited growth means unlimited potential
 
 
 AP is a customer-focused, team-oriented organization where innovation and results are rewarded, and individuals can chart the course of their own careers.
 
 
 As a woman founded and led company, this has meant supporting a meritocracy where everyone has opportunities to achieve their best and ensure we foster an environment of diversity, equity, and inclusion. In practice this means we will not only work to recruit a diverse workforce, but also maximize the full potential of all of our people. You can read more about our commitment to DEI Here
 
 
 Additionally, Analytic Partners participates in the E-Verify program in certain locations, as required by law.
 
 
</div>

Vice President, Human Resources

Titan America

<div>
 
 Titan Florida has an opening for an
 
 Office Manager
 
 for its Cement &amp; Aggregates Complex operation located in
 
 Medley, Florida
 
 . This salary exempt position will report directly to the Vice Presidents of the Pennsuco Cement and Aggregates Businesses with dotted line responsibilities to other senior members. The primary function of this position is to oversee the daily operation of the office, manage administrative duties ensuring the office operatives efficiently, and provide administrative support to the Vice-Presidents and manage all office functions as noted below.
 
 
 
 
 
 
 Responsibilities:
 
 
 
 
 
 
 ■ Includes basic administrative tasks, but not limited to making/receiving phone calls, answering emails, maintaining files, preparing reports, and greeting customers.
 
 
 ■ Develop office policies and procedures, and ensure they are implemented appropriately.
 
 
 ■ Provides administrative support to Vice-Presidents and other senior members to include arranging travel, expense report management, arranging meetings and appointments, etc.
 
 
 ■ Drafts, reviews, and sends out communications on behalf of plant VP &amp; senior management.
 
 
 ■ Assist ancillary departments with meeting preparation: conduct research, collect, and analyze data to prepare reports and documents.
 
 
 ■ Perform and distribute monthly reports by gathering and assembling information provided by department heads in a prescribed manner.
 
 
 ■ Liaise with all levels of corporate management, internal management, staff, outside industry, trade, and technical associations.
 
 
 ■ Arranges and coordinates meetings and events to include material prep, ordering meals, set-up, and post meeting organization.
 
 
 ■ Maintaining inventory and stock of office supplies while adhering to the budget. Ensure meeting areas are stocked and prepared with needed materials.
 
 
 ■ Manage office budget.
 
 
 ■ Serve as point of contact for external vendors.
 
 
 ■ Vendor invoice processing in SAP system
 
 
 ■ Assist with office layout planning, office moves, and ordering furniture.
 
 
 ■ Attend meetings to record, transcribe and distribute minutes.
 
 
 ■ Assist in special projects as assigned.
 
 
 ■ Other duties as assigned.
 
 
 
 
 
 
 Qualifications and Experience:
 
 
 
 
 
 
 ■ High school education required, B.S. degree in Business Administration preferred.
 
 
 ■ 5 &ndash; 7 years of managing an executive office and assisting administratively at the executive level, general business/administrative, or office management experience.
 
 
 ■ A proven equivalent combination of education and experience that provides the required knowledge, skills, and abilities may be acceptable.
 
 
 
 
 
 
 Skills / Knowledge:
 
 
 
 
 
 
 ■ Advanced knowledge of MS Office Suite, preferred SAP experience
 
 
 ■ Must be able to read, write and communicate effectively in the English language.
 
 
 ■ Fluency in Spanish is preferred.
 
 
 ■ Excellent communication skills, with the ability to express ideas clearly and objectively, orally and in writing.
 
 
 ■ Excellent planning and organizational skills, attention to detail and prioritization of responsibilities
 
 
 ■ Must be able to perform basic statistical analysis (averages, trends, etc.)
 
 
 ■ Must be able to multi-task and work under tight deadlines.
 
 
 Personal Attributes:
 
 
 ■ Must have a service mentality, collaborate, and assist at all levels of the organization, including our external customers.
 
 
 ■ Must be a self-starter and driven; able to work with minimal supervision.
 
 
 ■ Must possess integrity.
 
 
 ■ Punctual
 
 
 ■ Possess cultural awareness and sensitivity.
 
 
 
 
 
 
 Physical Requirements:
 
 
 
 
 
 
 ■ Able to lift a minimum of 50 lbs.
 
 
 ■ Able to stand and walk for lengthy periods of time.
 
 
 ■ Able to climb, bend, stoop, and kneel.
 
 
 ■ Able to walk on uneven floors and dusty areas.
 
 
 
 
 
 Success begins with hiring the right people to partner with us as we grow and develop our businesses. People are central to everything we do. It is through their efforts and talents that Titan has been successful for over 100 years.
 
 
 Titan Florida is an Equal Employment Opportunity (EEO) / Affirmative Action employer and welcomes all qualified applicants. Applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, veteran status, genetic data, or other legally protected status.
 
 
 
</div>

Office Manager

Opendoor

<div><div><h1 class="jobSectionHeader">Senior Manager, Partner Growth Marketing</h1>

Location: Miami

Reports to: VP Acquisition &amp; Lifecycle Marketing
<h2 class="jobSectionHeader">
About the Role</h2>

Opendoor growth depends on reaching sellers - and not all of them find us directly. Many come through agent referrals. Homebuilders introduce Opendoor to customers trading up. Real estate platforms put our offer in front of homeowners who might not find us otherwise. Strategic partners touch sellers at exactly the right moment.

This role owns the demand gen programs across all of it &mdash; campaign execution, performance optimization, and channel growth for partner-based initiatives. You run the programs that make each channel produce, end to end. You'll work closely with Opendoor's partnerships, acquisition, lifecycle marketing, and product teams to coordinate across channels and ensure partner-driven channels are a meaningful contributor to Opendoor&rsquo;s business. 

<h2 class="jobSectionHeader">
Core Responsibilities</h2>
<h3 class="jobSectionHeader">1. Agent Acquisition</h3>
<ul>
<li>Own strategy, messaging, and audience targeting for agent acquisition programs &mdash; identifying high-value agent cohorts and brokerages, and building programs that bring new agents into the Opendoor ecosystem across paid social, direct mail, and email.
</li>
<li>Work closely with the partnerships and account management teams to align marketing programs with agent recruitment and relationship priorities.
</li>
<li>Support Opendoor's presence at major real estate industry events through marketing programs that drive agent awareness and engagement.
</li>
<li>Measure agent-attributed acquisition volume and CAC, and optimize toward efficiency as the channel matures.
</li>
</ul><h3 class="jobSectionHeader">2. Agent Performance &amp; Engagement</h3>
<ul>
<li>Track agent channel performance daily &mdash; monitor which partners and cohorts are up or down, diagnose what's driving changes, and drive programs to move the needle.
</li>
<li>Design and run agent incentive and promotion programs that keep top partners engaged and reinvigorate underperforming ones.
</li>
<li>Engage with agent partners directly to gather feedback, surface what's working on the ground, and translate that into program improvements &mdash; partnering with account teams who own the broader relationship.
</li>
<li>Coordinate with the partnerships team to request training, on-site activations, and other support that keeps agent partners informed and activated.
</li>
</ul><h3 class="jobSectionHeader">3. Partner &amp; Platform Programs</h3>
<ul>
<li>Own co-branded acquisition campaigns with online real estate partners and homebuilders &mdash; optimizing messaging, targeting, and placement to drive conversion from partner traffic, including campaigns targeting builder sales reps and their trade-up customers.
</li>
<li>Build acquisition programs through seller-adjacent partnerships &mdash; companies that reach sellers at key life moments &mdash; and activate marketing programs as the partnerships team brings new partners online.
</li>
<li>Work closely with product and partnerships to ensure embedded SDK integrations are backed by marketing support that drives contracts, not just placements.
</li>
<li>Measure partner-attributed CAC across all programs and optimize toward efficiency.
</li>
</ul><h3 class="jobSectionHeader">4. GTM &amp; Channel Enablement</h3>
<ul>
<li>Own the promotional calendar across partner channels &mdash; co-branded emails, seasonal campaigns, product launches, and joint retargeting programs that keep Opendoor top of mind.
</li>
<li>Build and maintain partner-facing marketing materials: messaging guides, campaign toolkits, and content that helps partners promote Opendoor effectively.
</li>
<li>Work closely with partnerships, account management, lifecycle, and acquisition teams on partner-specific audience strategies &mdash; shared audiences, joint retargeting pools, and sequenced nurture programs.
</li>
<li>Identify what's working in one channel, apply it across others, and continuously optimize the mix toward partner-attributed contracts.</li></ul> 

<h2 class="jobSectionHeader">Who You Are</h2>

Experience:
<ul>
<li>5&ndash;7+ years in demand generation or growth marketing, with experience running programs across multiple channels simultaneously
</li>
<li>B2B2C background &mdash; you've marketed to professionals (agents, brokers, reps) who influence or refer consumer decisions, not just end consumers directly
</li>
<li>Proven track record measuring CAC and optimizing channel mix across paid, email, direct mail, and partner programs
</li>
<li>Comfortable launching net-new programs with limited playbook &mdash; you've built channel programs from scratch, not just optimized existing ones
</li>
</ul>Technical Skills:
<ul>
<li>Comfortable building and running campaigns directly across paid social (Meta, LinkedIn), email, and direct mail &mdash; and equally comfortable briefing and partnering with channel teams when that's the right move
</li>
<li>Understands both acquisition and lifecycle marketing well enough to drive programs across both
</li>
<li>Proficient in SQL or comfortable enough with data to pull your own performance analysis
</li>
<li>AI-native: you use AI tools daily to move faster &mdash; campaign analysis, copy generation, audience research, workflow automation
</li>
</ul>Mindset:
<ul>
<li>Multi-channel thinker: you don't default to digital &mdash; you find the channel that reaches the audience, not the audience that fits your channel
</li>
<li>CAC-obsessed: every program has a cost and a return, and you track both
</li>
<li>Executor: you own programs end to end &mdash; building and running campaigns directly when it makes sense, and partnering with channel teams when that's the right move
</li>
<li>Comfortable engaging partners directly &mdash; you can have a productive conversation with a partner to gather feedback and drive programs, while knowing when to loop in the account team on relationship and operational questions</li></ul> 


<h2 class="jobSectionHeader">Bonus Points</h2>
<ul>
<li>Experience in real estate, proptech, fintech, or other high-consideration consumer verticals
</li>
<li>Affiliate or referral program management experience
</li>
<li>Familiarity with Opendoor's partner ecosystem (agents, ORE platforms, homebuilders)</li> 
</ul>
<h3 class="jobSectionHeader">Compensation</h3>

Our compensation plan consists of a base salary, Opendoor equity and a comprehensive package of benefits including paid time off, paid holidays, medical/dental/vision insurance, basic life insurance, and 401(k) to eligible employees. All compensation parameters are based on experience.</div><div><div> 
<div>
<div><div><div><div><div><div><div><div><div><div><div>At Opendoor our mission is to tilt the world in favor of homeowners and those who aim to become one. Homeownership matters. It's how people build wealth, stability, and community. It's how families put down roots, how neighborhoods strengthen, how the future gets built. We're building the modern system of homeownership giving people the freedom to buy and sell on their own terms. We&rsquo;ve built an end-to-end online experience that has already helped thousands of people and we&rsquo;re just getting started.</div></div></div></div></div></div></div></div></div></div></div></div></div></div></div><div></div>

Senior Manager, Partner Growth Marketing

Hermès

<div>
 The Team:
 
 
 The Human Resources team supports our employee population by providing the structure, care, and development needed for individual employees to be successful in their own careers, which in turn contributes to the overall growth and success of the Company. The Human Resources department is organized in three strategic pillars:
 
 
 <ul>
 <li>
 Compensation and Benefits: payroll, health and welfare benefits, retirement plan services, and immigration.
 </li>
 <li>
 Human Resources Business Partners: performance management, employee relations, recruiting and retaining talent, coaching and counseling.
 </li>
 <li>
 Talent Development: corporate social responsibility, Diversity, Inclusion &amp; Family, learning and leadership development, internal communications, and employee engagement.
 
 
 </li>
 </ul>
 The Opportunity:
 
 
 As the Senior HR Business Partner, you will contribute to the overall department strategy in a Generalist role capacity. You will be responsible for managing all aspects of the recruiting process, fostering, and maintaining employee relationships through coaching, advising, and negotiating in conflict situations, and assisting in organizational effectiveness efforts. You will deliver HR solutions in several key areas, including recruitment and hiring, internal mobility, employee relations, performance management, labor law compliance, HR operations, and skill development and training.
 
 
 As a strategic member of a cross functional Retail team, you will work closely with the store leadership teams and employees within the Southern Region, as well as partner with other members of the HR team, working collaboratively across all levels to assist in the implementation of people-related services, HR policies, practices, and procedures. The Senior HR Business Partner will support the Southern Region, which currently includes 9 store locations and approximately 200 retail employees. This position is located on site in either our New York City Corporate or Miami Office location.
 
 
 About the Role:
 
 
 <ul>
 <li>
 Serves as a strategic HR Business Partner for the Southern Region.
 </li>
 <li>
 Provides hands-on HR support by maintaining both a physical and virtual presence in boutiques and monitoring the morale and general atmosphere of region. Is a regular contributor to regional meetings, as well as management/staff meetings at the store level.
 </li>
 <li>
 Is aware of all business issues and priorities, and provides focused support, coaching, and guidance to management.
 </li>
 <li>
 Manages employee relations for the store locations and recommends appropriate employment action to maintain a productive, positive work environment. Empowers store management to manage employee
 </li>
 <li>
 disciplinary actions to ensure consistent, uniform, and fair application of company policies and procedures and governmental laws. With general supervision, conducts investigations, recommends solutions to issues, counsels&rsquo; employees, advises managers on discipline process and facilitates dispute resolution.
 </li>
 <li>
 Leads full cycle recruiting processes to meet the various staffing goals within multiple business units of the organization. Maintains accurate and organized documentation, digital filing and reporting on all candidates/applicant tracking initiatives. Ensures job descriptions are created, evaluated and current for all positions prior to recruitment/hire.
 </li>
 <li>
 Ensures all regular vacant positions are posted internally and externally, and provides analysis of recruiting processes, employee retention statistics, and other associated HR metrics.
 </li>
 <li>
 Responsible for HR headcount budget, new headcount requests, and maintenance of organizational charts for region.
 </li>
 <li>
 Conducts regular touch base meetings with store leaders to provide HR strategic workforce updates: reviewing store talent, succession planning, provide management team with coaching recommendations to optimize business performance.
 </li>
 <li>
 Works closely and collaboratively with HRBP team to support with implementing new programs and initiatives that impact employee engagement; supports with special projects, initiatives, and goals to enhance the overall employee experience.
 </li>
 <li>
 Responsible for the management of the company&rsquo;s annual performance review process and 30/60-day new hire review process. Creates and designs content of the performance reviews in alignment with goals of the company.
 </li>
 <li>
 Supports in the development and administration of all other projects, programs, procedures, and guidelines aimed at aligning the workforce with strategic goals of the department and company.
 
 
 </li>
 </ul>
 Supervisory Responsibility:
 
 
 <ul>
 <li>
 NO - This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions.
 
 
 </li>
 </ul>
 Budget Responsibility:
 
 
 <ul>
 <li>
 YES - Manages HR budget sheet with Compensation Manager for recruiting and hiring processes; assists retail management in monitoring payroll budget for location, controlling overtime and staying within budget for salary; creates and maintains budget for recruitment and associated systems.
 
 
 </li>
 </ul>
 Decision Making Responsibility:
 
 
 <ul>
 <li>
 YES - Recruitment and Hiring; Employee Relations / Dispute Resolution
 
 
 </li>
 </ul>
 About You:
 
 
 <ul>
 <li>
 At least 5 years of experience in a HR Business Partner role
 </li>
 <li>
 Proven HR leadership in multi-unit, high-volume, high-visibility environments
 </li>
 <li>
 Background in luxury retail or service-oriented organizations; direct store experience preferred
 </li>
 <li>
 Expertise in full recruitment lifecycle across all organizational levels
 </li>
 <li>
 Strong capabilities in employee relations, talent development, recruiting, and performance management
 </li>
 <li>
 Skilled in building lasting relationships and influencing across all levels of organization
 </li>
 <li>
 Solid knowledge of HR policies, employment laws, compliance, and reporting
 </li>
 <li>
 Excellent communication, public speaking, and interpersonal skills; adept at coaching and empowering others
 </li>
 <li>
 Proficient in HR technology and tools (Excel, PowerPoint, Word, HRIS) for data analysis and presentation
 </li>
 <li>
 Demonstrated judgment, critical thinking, and ability to manage multiple priorities under deadlines
 </li>
 <li>
 Highly organized, detail-oriented, self-motivated; effective in both independent and team settings
 </li>
 <li>
 Business acumen with operational strength
 </li>
 <li>
 Kind yet effective leadership marked by humility and compassion
 </li>
 <li>
 Comfortable in fast-paced environments with strong prioritization skills
 </li>
 <li>
 Bachelor&rsquo;s degree preferred
 </li>
 <li>
 Travel for boutique visits required two times per year
 
 
 </li>
 </ul>
 The range for this position is $120,000.00 - $135,000.00 annually. Actual rates are determined on the job, location, and individual experience.
 
 
 We are looking for a candidate that has a combination of the above attributes and can perform the key functions of the role with or without reasonable accommodations.
 
 
 
 Herm&egrave;s Benefits Overview:
 
 
 
 Herm&egrave;s is proud to offer a variety of benefits to support the needs of our employees and their families, including:
 
 
 <ul>
 <li>
 Commission and bonus incentives based on sales performance
 </li>
 <li>
 Medical, Dental, Vision,
 </li>
 <li>
 Life Insurance and Disability
 </li>
 <li>
 Paid time off (annual vacation of 15 days, 11 company holidays, 3 floating holidays, 2 wellbeing days, and sick &amp; safe time)
 </li>
 <li>
 Paid Parental leave and transition time
 </li>
 <li>
 401(k) and Roth Retirement plan with company matching and profit sharing
 </li>
 <li>
 Various voluntary benefits such as flexible spending accounts, fitness reimbursement, voluntary life insurance
 </li>
 <li>
 Product discount and EAP resources
 </li>
 <li>
 Access to Calm App, Health Advocate, Family Building Support and more!
 
 
 </li>
 </ul>
 
 Company Overview:
 
 
 
 Since 1837, Herm&egrave;s has remained faithful to its artisan business model and humanist values. We place people at the heart of what we do and aspire to make a positive impact on the world. The freedom to create, the constant search for beautiful materials, the transmission of a savoir-faire of excellence and the aesthetic of functionality define the singularity of Herm&egrave;s, a house dedicated to making highly-crafted, beautiful objects made to stand the test of time.
 
 
 An independent, family-owned company, Herm&egrave;s is dedicated to keeping production in France through its 42 workshops, The Herm&egrave;s organization is also a truly global community with a network of 310 stores in 49 countries. Herm&egrave;s employs more than 15,000 people worldwide with over 6,000 of the workforce being Herm&egrave;s craftspeople engaged in making artisanal products, nurturing a 180+ year tradition of creativity and innovation.
 
 
 At Herm&egrave;s, our actions for sustainable development and corporate social responsibility are founded in values passed down by generations of humble artisans who have shaped the story of our house and the integrity of our objects. The roots of Herm&egrave;s&rsquo; success and longevity lie in a sense of responsibility; a quest for authenticity and respect for time and preservation of natural resources. All at Herm&egrave;s wish to leave a positive footprint on the world, a mission that&rsquo;s at the heart of our commitment to progress. This narrative can be experienced in a series of shorts films &ldquo;Footsteps Across the World&rdquo; available on our website. Link here.
 
 
 
 Our Commitment:
 
 
 
 Family is at the heart of Herm&egrave;s. At Herm&egrave;s of Paris, we are committed to being a Maison for All, a home where we make efforts to generate, support and advance the values of diversity, inclusion and family both within our own walls and in the wider world. At Herm&egrave;s of Paris we look to create a diverse workforce of talented and unique individuals with different backgrounds, skillsets and worldviews that will enrich our Herm&egrave;s of Paris family. We support our individual team members personal and professional success through a culture that values equality, individuality and fairness and through an environment where individuals can thrive and feel comfortable being their authentic selves. Beyond the walls of our Maison, we advance our DIF values through the work that we do in partnership with our community and non-profit partners.
 
 
 At Herm&egrave;s of Paris, we are proud to be an equal opportunity workplace. It is the policy of Herm&egrave;s of Paris, Inc. that applicants for employment are recruited, selected and hired on the basis of individual merit and ability with respect to positions being filled and potential for promotion or transfer which may be expected to develop. Applicants are recruited, selected and hired without discrimination because of race, color, religion, sex, age, national origin, disability, genetic information, sexual orientation, citizenship, military or veteran status or any other basis prohibited by applicable law. In addition, personnel procedures and practices with regard to training, promotion, transfer, compensation, demotion, lay off or termination are to be administered with due regard to job performance, experience and qualifications, but without discrimination because of race, color, religion, sex, age, national origin, disability, genetic information, sexual orientation, citizenship, military or veteran status or any other basis prohibited by applicable law. Herm&egrave;s of Paris, Inc. also provides reasonable accommodations to qualified individuals with disabilities, in accordance with applicable laws.
 
 
 We collect personal information (PI) from you in connection with your application for employment with Hermes, including the following categories of PI: identifiers, personal records, commercial information, professional or employment information, non-public education records, and inferences drawn from your PI. We collect your PI for our purposes, including performing services and operations related to your potential employment. For additional details or if you have questions, contact us at ccpa@hermes.com. Please do not submit resumes or applications to this email address.
 
 
 A creator, artisan and seller of high-quality objects since 1837, Herm&egrave;s is an independent, family-owned French house that employs nearly 25,185 people worldwide. Driven by its permanent entrepreneurial spirit and consistently high standards, Herm&egrave;s cultivates the freedom and autonomy of each individual through responsible management. The company perpetuates the transmission of exceptional know-how through strong territorial anchoring that respects people and resources. Sixteen artisanal m&eacute;tiers feed the creativity of the house, whose collections are presented in over 300 stores around the world.
</div>

Senior Human Resources Business Partner, Southern Region

CohnReznick

<div></div><div><div><div><div><div><div><div><div><div><div>Opportunity ID
<div>9401
</div></div><div>Department
<div></div><div><div>Practice Management
</div></div></div><div>Location(s)
<div></div><div><div>Miami
</div></div></div><div>State
<div></div><div><div>Florida
</div></div></div><div>Function
<div></div><div><div>GenAI
</div></div></div><div>Job Description
<div></div><div><div>As CohnReznick grows, so do our career opportunities. As one of the nation&rsquo;s top professional services firms, CohnReznick creates rewarding careers in advisory, assurance, and tax with team members who value innovation and collaboration in everything they do!
CohnReznick helps organizations optimize performance, manage risk, and maximize value through CohnReznick LLP (assurance services) and CohnReznick Advisory LLC (advisory and tax services). Together, the firm provides leaders with deep industry knowledge and relationships, solutions to address clients&rsquo; unique business goals and risks, and insight on how emerging market forces can drive opportunity. With offices nationwide, the firm serves organizations around the world as an independent member of Nexia.
We currently have an exciting career opportunity for a Senior Program Manager to join the Strategic AI team.
CohnReznick is a hybrid firm and most of our professionals are located within a commutable distance to one of our offices. This position is considered remote which means it does not require job duties be performed within proximity of a CohnReznick office location. However, as a remote employee, you may be required to be present at a CohnReznick office with scheduled notice for client work, team meetings, or trainings.
YOUR TEAM.
The Senior Program Manager, Strategic AI will play a critical role in translating emerging AI capabilities into scalable, firm‑ready solutions that deliver measurable business value. This role sits at the intersection of program delivery, portfolio coordination, and stakeholder communication, supporting the firm&rsquo;s Strategic AI initiatives.
This is not a traditional EPMO role. The Strategic AI portfolio operates in an iterative, experimental, and rapidly evolving environment, where timelines are fluid and solutions mature through rapid iterations. Success depends on active portfolio resourcing, sequencing, and timeline management&mdash;combined with clear communication, governance, risk management, and adoption readiness.
The role works in close collaboration with the Strategic AI team and Senior AI Solution Managers to execute the portfolio. The core scope is to own end-to-end program delivery from inception, orchestrate rollout phases, manage the overall schedule and interdependencies, and lead change management through coordinated communications, enablement, and support planning.
WHY COHNREZNICK?
At CohnReznick, we&rsquo;re united by a common mission to create opportunity, value, and trust for our clients, our people, and our communities. Whether it&rsquo;s working alongside your peers to solve a client challenge, or volunteering together at the local food bank, there are so many ways to find your &ldquo;why&rdquo; at the firm.
We believe it&rsquo;s important to balance work with everyday life &ndash; and make time for enjoyment and fun. We invest in a robust Total Rewards package that includes everything from generous PTO, a flexible work environment, expanded parental leave, extensive learning &amp; development, and even paid time off for employees to volunteer.
YOUR ROLE.
Responsibilities include but not limited to:
Program, Portfolio &amp; Delivery Orchestration<ul><li>
Own end‑to‑end program delivery across the Strategic AI portfolio&mdash;from intake through pilot, refinement, and coordinated firm‑wide rollout.</li><li>
Translate loosely defined AI concepts into clear workstreams, milestones, resourcing plans, and integrated timelines, while respecting the iterative nature of AI development</li><li>
Partner with Strategic AI leaders and Solution Managers to define success measures, rollout phases, readiness criteria, and adoption targets aligned to business outcomes (quality, efficiency, experience)</li><li>
Coordinate with technical teams and third‑party vendors to enable repeatable AI capabilities, including release coordination, rollout sequencing, and dependency management.</li></ul>
Stakeholder &amp; Governance Coordination<ul><li>
Function as the primary liaison between Strategic AI, Executive Sponsors, EPMO, Organizational change management, Legal/Risk, and delivery partners</li><li>
Ensure AI initiatives comply with the firm&rsquo;s AI‑specific governance and risk framework.</li><li>
Support intake triage and prioritization using established Strategic AI intake paths (Copilot, third‑party tools, IT review, Strategic AI solution)</li><li>
Prepare executive‑ready updates that balance transparency with the realities of AI experimentation.</li></ul>
Reporting, Visibility &amp; Adoption<ul><li>
Develop lightweight but effective reporting mechanisms that communicate progress, risks, and next steps without forcing traditional waterfall artifacts.</li><li>
Lead coordination of the enablement rollout plan&mdash;communications, training, documentation, and the support model&mdash;to drive adoption as AI capabilities enter broader use.</li><li>
Track and communicate rollout phase status, delivery priority, estimated production readiness, and adoption signals across the Strategic AI portfolio; surface risks and required decisions.</li></ul>
Portfolio &amp; Continuous Improvement<ul><li>
Help evolve standards, templates, and operating models for managing AI initiatives at scale.</li><li>
Identify recurring bottlenecks (intake, governance, adoption, support) and propose pragmatic improvements.</li><li>
Contribute to shaping how Strategic AI projects are staffed, sequenced, and productized over time.</li></ul>
YOUR EXPERIENCE.
The successful candidate will have:<ul><li>
Strong communication and organizational skills</li><li>
5-7+ years of experience in technical program management, project management, or hybrid delivery roles</li><li>
Demonstrated experience working with AI in fast‑moving environments (emerging tech, digital innovation, gen AI, or advanced analytics)</li><li>
Strong stakeholder management skills, including executive‑level communication.</li><li>
Experience balancing delivery velocity with risk, compliance, and governance requirements.</li><li>
Ability to translate technical concepts into business‑friendly narratives and decisions.</li></ul>
Preferred Qualifications<ul><li>
Experience supporting Gen AI, automation, data, or platform‑based solutions, including enablement and adoption in complex stakeholder environments.</li><li>
Familiarity with iterative / agile delivery models that do not rely on fixed scopes or dates.</li><li>
Actively using GenAI tools in daily work to improve program management and project management processes</li><li>
Background in professional services, advisory, audit, tax, or regulated environments</li><li>
Experience working with intake platforms, portfolio tools, or product boards (e.g., Monday.com)</li></ul>
In addition, please take a moment to review our Universal Job Standards.
Studies have shown that we are less likely to apply to jobs unless we meet every single qualification. At CohnReznick, we are dedicated to building a diverse, equitable, and inclusive workplace, so if you&rsquo;re excited about this role but your experience doesn&rsquo;t align perfectly with every qualification in the job description, we still encourage you to apply. You may be just the right candidate for this or one of our other roles.
&quot;CohnReznick&quot; is the brand name under which CohnReznick LLP and CohnReznick Advisory LLC and their respective subsidiaries provide professional services. CohnReznick LLP and CohnReznick Advisory LLC (and their respective subsidiaries) practice in an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable law, regulations, and professional standards. CohnReznick LLP is a licensed CPA firm that provides attest services to its clients. CohnReznick Advisory LLC provides tax and business consulting services to its clients. CohnReznick Advisory LLC and its subsidiaries are not licensed CPA firms.
CohnReznick is an equal opportunity employer, committed to a diverse and inclusive team to drive business results and create a better future every day for our team members, clients, partners, and communities. We believe a diverse workforce allows us to match our growth ambitions and drive inclusion across the business. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, or protected veteran status and will not be discriminated against on the basis of disability. For more information, please see Equal Employment Opportunity Posters.
If you are an individual with a disability in need of assistance at any time during our recruitment process, please contact us at CRaccommodation@CohnReznick.com Please note: This email address is reserved for individuals with disabilities in need of assistance and are not a means of inquiry about positions or application statuses.
CohnReznick does not accept unsolicited resumes from third-party recruiters unless such recruiters are currently engaged by CohnReznick Talent Acquisition Team by way of a written agreement to provide candidates for a specified opening. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that CohnReznick will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity. 
#LI-DA1 #LI-Remote #GD #IND123</div></div></div></div></div></div></div></div></div></div></div></div>

Senior Program Manager, Strategic AI

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