senior recruiting leader

Amazon.com

<div><h2 class="jobSectionHeader">DESCRIPTION</h2><div>
Are you passionate about transforming how Amazon's senior leaders make strategic talent decisions? Amazon's Senior Talent and Transformation team is seeking an exceptional Workforce Strategist to revolutionize workforce planning across our global organization. 
 
You'll advise senior leaders to transform how we align talent investments with business needs. This isn't about capability planning; you're building new capabilities for senior leaders to challenge how work is done and influencing leaders to align on the new way of working leveraging AI. You'll work in a high-visibility, high-ambiguity environment with direct interaction with senior leaders, and close partnership with Finance and Business Ops. 
 
**Note the compensation listed below is base salary only. Total compensation will be discussed further with your recruiter. 
 
Key job responsibilities 
<ul><li>Advise senior leaders in business and HR to develop the workforce strategy that supports the business objectives</li><li>Partner with HRBPs and Finance partners to translate the workforce strategy into one-to-three-year workforce plans, aligned with Amazon&rsquo;s planning cycles</li><li>Collaborate with workforce planning tooling team to continue advancing the tooling to handle workforce scenarios with embedded AI-driven recommendations</li><li>Earns trust with Amazon senior leaders with executive influencing skills to develop collaborative strategies that create measurable impacts for the business
</li><li>Apply workforce planning mental model and methodology, predictive analytics, technical know-how to develop forward-looking workforce plans with expected P&amp;L impacts</li><li>Drive workforce planning milestones from design to plan to operationalization, meeting organizational goals and timelines
</li><li>Deliver exceptional written narratives aligned with the Amazon writing culture expectation, to drive alignment and decisions</li><li>Apply AI capabilities for faster and better workflows including analysis, doc writing, coordination</li><li>Travel occasionally for senior leader customer meetings</li></ul> 
About the team 
 
The Senior Talent and Transformation team enables senior leaders &ndash; and through them, the company &ndash; to be as successful as possible in inventing and delivering on behalf of the customers.
 
 
You will work closely with senior leaders, and partner with cross-functional teams including Finance, Ops, Products, Engineers, Science, Transformation, Executive Recruiting, Executive Compensation, Executive Development.
 
If you enjoy leading strategic programs, influencing senior leaders, creating impacts, working in a fast-paced environment and being challenged by new problems, we&rsquo;d like to speak with you!</div><h2 class="jobSectionHeader"> 
BASIC QUALIFICATIONS</h2><ul><li>6+ years of analytical, quantitative, communication, and presentations experience</li><li>Bachelor's degree or above</li><li>Experience working directly with senior executives and leadership teams</li><li>Experience with workforce planning</li><li>Experience leading cross-functional projects and managing large, complicated programs</li><li>Experience that includes strong analytical skills, attention to detail, and effective communication abilities</li></ul><h2 class="jobSectionHeader">
PREFERRED QUALIFICATIONS</h2><ul><li>Experience working directly with finance teams</li><li>Strong writing skills</li></ul> 
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. 
 
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner. 
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life &amp; AD&amp;D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits. 
USA, NY, New York - 163,600.00 - 221,300.00 USD annually 
USA, VA, Arlington - 148,700.00 - 201,200.00 USD annually 
USA, WA, Seattle - 148,700.00 - 201,200.00 USD annually</div>

Workforce Strategist, Senior Talent Transformation

Micron Technology

<div>Our vision is to transform how the world uses information to enrich life for all.
Micron Technology is a world leader in innovating memory and storage solutions that accelerate the transformation of information into intelligence, inspiring the world to learn, communicate and advance faster than ever.
The TA Operations Specialist &ndash; Events, Candidate Experience &amp; Reporting handles end-to-end coordination, quality, and consistency of recruiting events, candidate experience operations, and TA reporting across Micron's Talent Acquisition ecosystem. This role acts as the operational lead for event logistics, candidate travel coordination, experience standards, and executive-ready reporting and presentations &mdash; improving AI-enabled insights and automation to enhance scalability, efficiency, and quality.
In this role, you will work closely with University Recruiting, Global Communications &amp; Marketing (GCM), Talent Branding, Global Culture, and TA leadership. Together, we will turn talent attraction and employer brand strategies into scalable, repeatable, and well-governed event operations. We will also deliver trusted metrics and clear insights to support informed decision-making across the business. This is your chance to drive outstanding, world-class recruiting events and candidate experiences at Micron!<h2 class="jobSectionHeader">
Responsibilities:</h2><ul><li>
Lead and manage full operational planning for live, virtual, and hybrid recruiting events. Function as the day-of operational lead handling logistics, vendor coordination, and on-the-spot issue resolution, supported by standardized procedures and checklists to maintain consistent delivery across regions.</li><li>
Define and monitor event performance indicators &mdash; such as cost-per-attendee, attendee-to-hire ratio, and pipeline conversion &mdash; to measure value and inform budget decisions. Collaborate with TA leaders and sourcing teams to roll out focused, multi-channel promotion approaches that attract qualified talent to each event.</li><li>
Own candidate experience operations across recruiting events, including communication touchpoints, onsite flow, virtual engagement development, and end-to-end candidate travel logistics (transportation, lodging, reimbursements). Ensure all interactions are professional and reflective of Micron's values from invitation through post-event follow-up.</li><li>
Produce recurring and ad-hoc reports tracking TA performance, including recruiter efficiency, funnel health, and time-to-offer metrics. Support TA Operations by preparing reporting packages for internal operational reviews, planning sessions, and enablement forums, ensuring consistency across reports, dashboards, and presentations.</li><li>
Build clear, concise, and polished presentation materials for TA Operations and TA Managers to use in leadership meetings. Translate data outputs into static visuals (charts, tables, graphs) applying strong data storytelling principles to highlight trends, risks, and key insights for senior and non-technical audiences.</li><li>
Develop and coordinate post-event candidate feedback systems. Analyze data to identify experience gaps and operational risks. Translate insights into detailed action plans and collaborate with TA and O&amp;E teams to implement improvements.</li><li>
Collaborate with GCM, Talent Branding, and Global Culture to maintain uniform messaging, visual identity, and cultural representation throughout recruiting events. Serve as the TA operations liaison for event-related coordination with internal clients and external suppliers.</li><li>
Partner with the University Recruiting team to standardize and complete campus engagement frameworks. This enables scalable and repeatable recruiting events through detailed processes, templates, and operational support while maintaining global consistency.</li></ul><h2 class="jobSectionHeader">
Minimum Qualifications</h2><ul><li>
Bachelor's degree or equivalent experience in HR, Business Administration, Marketing, Operations, or a related field.</li><li>
Experience in recruiting event operations, talent acquisition operations, or candidate experience-focused roles, with demonstrated ability to manage complex logistics and complete high-visibility events with accuracy and consistency.</li><li>
Experience producing reports and data visualizations. Strong proficiency in PowerPoint or equivalent for executive presentations. Experience with TA or HR data from Workday is helpful.</li><li>
Strong communication and customer management skills. You clearly and concisely translate data insights to both TA and business audiences. You manage many priorities in a fast-paced environment.</li></ul><h2 class="jobSectionHeader">
Preferred Qualifications</h2><ul><li>
Experience supporting campus recruiting, high-volume hiring events, or TA leaders in preparing materials for business or executive leadership reviews.</li><li>
Familiarity with event management platforms, virtual meeting tools, ATS workflows, and exposure to Eightfold, Power BI, or Visier.</li><li>
Experience collaborating with employer branding, marketing, or culture teams to maintain uniform brand and messaging standards.</li><li>
Comfortable operating in global, matrixed organizations with excellent judgment in data visualization and presentation development for senior audiences.</li></ul>
The US base salary range that Micron Technology estimates it could pay for this full-time position is:
$85,000.00 - $192,000.00 a year
Additional compensation may include benefits, bonuses and equity. 
Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target base pay for new hire salaries of the position across all US locations. Within the range, individual pay is determined by work location and additional job-related factors, including knowledge, skills, experience, tenure and relevant education or training. The pay scale is subject to change depending on business needs. Your recruiter can share more about the specific salary range for your preferred location during the hiring process. 
 
Please note that the compensation details listed in US role postings reflect the base salary only, and do not include bonus, equity, or benefits.
As a world leader in the semiconductor industry, Micron is dedicated to your personal wellbeing and professional growth. Micron benefits are designed to help you stay well, provide peace of mind and help you prepare for the future. We offer a choice of medical, dental and vision plans in all locations enabling team members to select the plans that best meet their family healthcare needs and budget. Micron also provides benefit programs that help protect your income if you are unable to work due to illness or injury, and paid family leave. Additionally, Micron benefits include a robust paid time-off program and paid holidays. For additional information regarding the Benefit programs available, please see the Benefits Guide posted on micron.com/careers/benefits.
Micron is proud to be an equal opportunity workplace and is an affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, age, national origin, citizenship status, disability, protected veteran status, gender identity or any other factor protected by applicable federal, state, or local laws. 
To learn more about Micron, please visit micron.com/careers
US Sites Only: To request assistance with the application process and/or for reasonable accommodations, please contact Micron&rsquo;s People Organization at hrsupport_na@micron.com or 1-800-336-8918 (select option #3)
Micron Prohibits the use of child labor and complies with all applicable laws, rules, regulations, and other international and industry labor standards.
Micron does not charge candidates any recruitment fees or unlawfully collect any other payment from candidates as consideration for their employment with Micron.
AI alert: Candidates are encouraged to use AI tools to enhance their resume and/or application materials. However, all information provided must be accurate and reflect the candidate's true skills and experiences. Misuse of AI to fabricate or misrepresent qualifications will result in immediate disqualification.
Fraud alert: Micron advises job seekers to be cautious of unsolicited job offers and to verify the authenticity of any communication claiming to be from Micron by checking the official Micron careers website in the About Micron Technology, Inc.</div>

Contract TA Operations Specialist – Events, Candidate Experience & Reporting

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

Tract Capital Management

<div>
 Tract Capital adopts a unique approach to digital infrastructure investment. Leveraging experience and strategic insights honed over three decades of creating successful companies in the space, we excel in nurturing and advancing leading-edge digital infrastructure enterprises. Our team of specialized experts are united by a singular purpose: to support the growth of digital infrastructure. Tract Capital goes beyond simple investment by acting as a strategic partner and catalyst for innovation within the sector. We ensure our engagements not only generate strong financial results but also develop essential digital infrastructure to meet growing demands.
 
 
 The Vice President of Talent Acquisition will lead Tract Capital&rsquo;s talent acquisition team, driving the sourcing, recruitment, and successful onboarding of top-tier professionals to support our mission of advancing digital infrastructure enterprises. This role will oversee the development and execution of successful recruitment strategies, foster a high-performance culture, partner closely with TCM hiring teams to ensure alignment with the company&rsquo;s strategic objectives. The ideal candidate is a seasoned leader with a proven track record in talent acquisition, exceptional interpersonal skills, and a deep understanding of the digital infrastructure sector.
 
 
 
 Job Responsibilities
 
 
 
 The successful candidate will have experience and practical expertise in the following:
 
 
 <ul>
 <li>
 Develop and implement a comprehensive talent acquisition strategy to attract top talent in the digital infrastructure and investment sectors.
 </li>
 <li>
 Create, manage, and scale the full recruitment lifecycle, including sourcing, interviewing, and onboarding, ensuring a seamless and positive candidate experience.
 </li>
 <li>
 Leverage data-driven recruitment metrics to optimize hiring processes and improve time-to-hire and quality-of-hire.
 </li>
 <li>
 Partner with hiring managers to run an effective interview process that results in the attraction, selection, and onboarding of top talent.
 </li>
 <li>
 Source, implement, and utilize recruiting technology to create a seamless process for candidates, recruiters and hiring managers.
 </li>
 <li>
 Lead, mentor, and develop a team of recruitment professionals to achieve recruiting goals.
 </li>
 <li>
 Partner with senior leadership to identify staffing needs and align recruitment efforts with workforce strategies.
 </li>
 <li>
 Partner with the Marketing team to build and evangelize the Tract Capital employee brand.
 </li>
 <li>
 Design and implement onboarding programs that ensure new hires are set up for success and ramp to productivity quickly.
 </li>
 <li>
 Stay informed on industry trends, labor market conditions, and emerging talent acquisition technologies to maintain a competitive edge.
 
 
 </li>
 </ul>
 
 Baseline Requirements
 
 
 
 
 
 Education, Professional Certification, and Licenses:
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; Master&rsquo;s degree preferred.
 </li>
 <li>
 Professional certifications such as SHRM-CP, SHRM-SCP, or PHR are a plus.
 
 
 </li>
 </ul>
 
 Experience
 
 
 
 <ul>
 <li>
 7+ years of experience in talent acquisition, with at least 3 years in a leadership role.
 </li>
 <li>
 Proven success in recruiting for specialized roles in the digital infrastructure, technology, or investment sectors.
 </li>
 <li>
 Experience building and scaling recruitment processes in a fast-paced, growth-oriented environment.
 </li>
 <li>
 Strong knowledge of applicant tracking systems (ATS) and recruitment technologies.
 
 
 </li>
 </ul>
 
 Competencies
 
 
 
 <ul>
 <li>
 Operational rigor to design and execute recruiting processes for rapid growth.
 </li>
 <li>
 Best in class talent acquisition experience in organizations undergoing rapid scale.
 </li>
 <li>
 Data-driven approach to measure recruiting success.
 </li>
 <li>
 Technically proficient in talent acquisition platforms and evolving AI tools.
 </li>
 <li>
 Exceptional leadership and team management skills.
 </li>
 <li>
 Strong interpersonal and communication skills, with the ability to build relationships with candidates, hiring manager, internal stakeholders and senior leaders.
 </li>
 <li>
 Effective management of key vendor and other 3rd party recruiting partners.
 
 
 </li>
 </ul>
 
 Travel And Schedule
 
 
 
 This is a hybrid position with 3 days a week in office plus occasional travel (5 - 10% of the time) to company offices or industry events as needed.
 
 
 Standard business hours with flexibility to accommodate global recruitment needs.
 
 
 
 Expected Salary Range
 
 
 
 Competitive salary commensurate with experience, ranging from $250,000 - $275,000
 
 
 Base Salary + Discretionary Bonus
 
 
 
 
 Tract Capital Employment
 
 
 
 
 Tract Capital employees enjoy competitive compensation and comprehensive benefits, including 100% employer-covered medical, dental, and vision insurance, a 401K program,
 
 
 standard paid holidays, and unlimited PTO.
 
 
 
 
 
 
 
 
 
 
 NOTE: This job description is not intended to be all-inclusive. Employees may perform other related duties to meet the organization's ongoing needs.
 
 
 Tract Capital is proud to be an Equal Opportunity Employer. Qualified applicants are considered for employment regardless of age, race, color, religion, sex, national origin, sexual orientation, gender identity, disability, or veteran status. If you need assistance applying for any of our open positions, please contact us at info@tractcapital.com.
</div>

Vice President of Talent Acquisition

Pantomath

<div>Role Summary
Pantomath is hiring its Head of People to own and scale the People function as we enter our next phase of growth post-Series B. Reporting to the Chief Operating Officer, you will be the most senior People leader in the company, responsible for the full employee lifecycle, talent acquisition, organizational design, compensation, and culture; while serving as a strategic partner to the executive team.
This role starts as a senior individual contributor, supported by our current PEO/HRIS, external employment counsel, and a dedicated operations partner on the engineering side for executive and recruiting logistics and culture. Team expansion is encouraged when warranted &mdash; and this role owns the business case for it, partnering with the CEO and COO to scope, justify, and sequence hires as the company grows. The right candidate will see the starting setup as a feature rather than a gap: autonomy, executive access, and the opportunity to build People infrastructure from a clean foundation before scaling the team.
You will succeed here if you treat People work as a craft: documentation is meticulous, strategic work is quantitative and defensible, attention to detail is reflexive, and recruiting is a favorite part of the job, not a delegated one.
KEY RESPONSIBILITIES
Strategic People Partnership<ul><li>
Serve as the senior People advisor to the COO, CEO, and executive team on organizational design, workforce planning, performance management, and change management.</li><li>
Partner with the VP of Engineering and other functional leaders on long-term org strategy as Pantomath scales across our U.S. footprint and international contractor base.</li><li>
Own Pantomath's compensation philosophy, salary bands, and leveling framework; benchmark against peer data (e.g., Option Impact, Radford, Compensia); run the annual merit cycle and off-cycle adjustments.</li><li>
Advise on equity strategy and coordinate option grants in partnership with the CEO, Finance, and Board &mdash; including administration under the 2022 Stock Option Plan.</li><li>
Evaluate Pantomath's HR infrastructure stack on an ongoing basis, including the PEO/HRIS model, and lead any initiative to transition from PEO to direct employment when scale, cost, or operational flexibility warrants. This is a meaningful strategic lever; the right moment to execute it is a judgment call the Head of People is expected to own.</li></ul>
Talent Acquisition (Full Lifecycle)<ul><li>
Run full-cycle recruiting personally for senior engineering, go-to-market, and executive roles; with particular focus on the San Francisco Bay Area, where we are actively scaling technical talent.</li><li>
Partner with hiring managers to write high-quality job descriptions, define calibrated interview scorecards, and structure rigorous interview loops.</li><li>
Own Pantomath's ATS, employer brand, and candidate experience end-to-end. The candidate's first impression of Pantomath is always yours.</li><li>
Build and maintain active and passive talent pipelines; cultivate sourcing channels, alumni networks, and referral programs.</li><li>
Track and report on recruiting funnel health, time-to-fill, pass-through rates, offer acceptance, source-of-hire, with the same rigor as any other business function.</li></ul>
People Operations &amp; HR Infrastructure<ul><li>
Own the full employee lifecycle: onboarding, performance reviews, progressive discipline, promotions, transfers, separations, and offboarding.</li><li>
Administer Pantomath's HRIS and ensure data integrity at all times, including accurate employee records, PTO balances, benefits enrollments, and compensation history.</li><li>
Maintain an organized, audit-ready People Operations shared drive with a clear folder taxonomy, consistent file-naming conventions, enforced version control, and complete records. When an executive requests a document, you can locate it in under a minute.</li><li>
Draft, review, and administer employment agreements, offer letters, amendments, Performance Improvement Plans, separation and release agreements, and related documentation with absolute accuracy.</li><li>
Run a regular documentation review cadence to ensure templates remain current with federal, state, and local legal developments &mdash; in coordination with external employment counsel.</li></ul>
Employment Law &amp; Compliance<ul><li>
Maintain compliance with federal, state, and local employment laws including FLSA, FMLA, ADA, Title VII, OSHA, state-specific wage and hour laws, and applicable anti-discrimination statutes.</li><li>
Maintain state-specific compliance across Pantomath's hiring footprint, with particular depth on the more-complex regimes (California, Washington, Illinois) &mdash; including wage statement, pay transparency, meal and rest break, and leave entitlement requirements where applicable.</li><li>
Own Pantomath's E-Verify program and I-9 compliance end-to-end.</li><li>
Administer Pantomath's Work Authorization and Immigration Sponsorship Policy in partnership with external immigration counsel. Monitor ongoing STEM OPT compliance for sponsored employees.</li><li>
Partner with Security &amp; Compliance resources on the intersection of People data with SOC 2, security, and IT access controls.</li></ul>
Culture &amp; Employee Experience<ul><li>
Steward Pantomath's culture as the team scales &mdash; design and run the rituals, recognition programs, and communication rhythms that keep a distributed company cohesive.</li><li>
Design and execute the annual employee engagement survey; translate findings into concrete action with leadership accountability.</li><li>
Lead inclusion initiatives with substance over symbolism &mdash; driving outcomes that reflect our values without performative noise.</li></ul>
Total Rewards<ul><li>
Administer benefits programs (medical, dental, vision, 401(k), equity, supplemental) through our PEO and direct carriers; evaluate program effectiveness annually.</li><li>
Evaluate, negotiate, and manage vendor contracts for People-related services.</li><li>
Monitor benchmark data and recommend program changes to keep Pantomath competitive for senior technical talent.</li></ul>
QUALIFICATIONS
Experience<ul><li>
10+ years of progressive HR / People experience, with at least 4 years as the most senior People leader at a venture-backed technology company (Series A through Series C).</li><li>
Demonstrated success scaling a People function from under 100 to 250+ employees.</li><li>
Proven, quantifiable full-cycle recruiting track record &mdash; ideally 40+ engineering hires personally run from sourcing to offer accept.</li><li>
Experience owning a compensation philosophy, leveling framework, and band architecture at a multi-state, multi-level scale.</li><li>
Multi-state employment law fluency. Pantomath currently hires across Ohio (our largest concentration), California, Washington, Illinois, Colorado, Kentucky, Florida, Indiana, and additional states. Depth on the more-complex regimes &mdash; particularly California, Washington, and Illinois &mdash; is expected.</li><li>
Hands-on experience administering an equity plan (ISOs, NSOs) at an early- to mid-stage startup.</li><li>
Experience working with a PEO (Justworks, Rippling, Gusto, Sequoia, or TriNet) is strongly preferred.</li></ul>
Skills &amp; Competencies<ul><li>
Exceptional organizational discipline. You treat documentation, file management, and record-keeping as a craft. Your folder structures, naming conventions, and record completeness are audit-ready at all times. You could hand off your People Operations drive to a successor today without apology.</li><li>
Strategic rigor. You can model, analyze, and present complex People problems &mdash; comp frameworks, org design, workforce planning, ATS implementation &mdash; with the quantitative seriousness of a finance partner. You are fluent in spreadsheets and data, and your strategic work product would stand up to scrutiny from a CFO or board member.</li><li>
Meticulous attention to detail. You catch the cross-reference error in the offer letter, the inconsistent date in the PIP, the wrong placeholder in the separation agreement. A typo reaching an employee is a failure event for you, not a minor slip.</li><li>
Genuine enthusiasm for talent acquisition. Sourcing, closing, and hiring are among your favorite parts of the job. You will not describe recruiting as a least-favorite activity, and you will not look for ways to offload it to an agency or a future direct report.</li><li>
Concise, high-signal communication. You get to the point. You listen more than you speak. You respect executives' time &mdash; in writing, in meetings, and in Slack. You know when to ask a question and when to simply execute.</li><li>
Startup operating rhythm. You have thrived in under-resourced, high-ambiguity environments. You build systems as you go. You are comfortable being the function rather than leading one.</li></ul>
Education &amp; Credentials<ul><li>
Bachelor's degree in Human Resources, Business, Psychology, or a related field; equivalent experience considered.</li><li>
SHRM-SCP or SPHR strongly preferred; SHRM-CP or PHR acceptable with strong experience.</li><li>
State-specific credentialing &mdash; such as California PHRca or equivalent &mdash; is a plus but not required; depth of actual multi-state practice matters more than the credential.</li></ul>
PHYSICAL AND WORK ENVIRONMENT REQUIREMENTS
This role is primarily performed in a hybrid office or remote work setting and requires the ability 
to do the following:<ul><li>
Sit for extended periods while working on a computer.</li><li>
Occasionally stand, walk, reach, stoop, or bend during the course of work.</li><li>
Communicate clearly and effectively via video conferencing, phone, and email.</li><li>
Occasionally lift and move items varying in weight (e.g., office equipment, onboarding kits, company materials).</li><li>
Travel occasionally &mdash; including air and ground transportation and overnight stays &mdash; for offsites, recruiting, and employee-facing events.</li></ul>
EQUAL OPPORTUNITY &amp; ACCOMMODATIONS
Pantomath is proud to be an Equal Opportunity Employer. Employment decisions are made without regard to legally protected characteristics and are based on qualifications, merit, and business needs. We are committed to providing reasonable accommodations to qualified individuals &mdash; whether during the application and interview process or throughout employment. To request an accommodation, please contact the Chief Operating Officer.
FLSA COMPLIANCE STATEMENT
This position is classified as Exempt under the Fair Labor Standards Act (FLSA), meaning it is not eligible for overtime compensation. This classification is based on responsibilities involving advanced expertise, independent judgment, and discretionary authority over significant matters.</div>

Head of People

Veeam Software

<div>
 Veeam is the Data and AI Trust Company, specializing in helping organizations ensure their data and AI are fully understood, secured, and resilient to enable the acceleration of safe AI at scale. As the market leader in both data resilience and data security posture management, Veeam is built for the convergence of identity, data, security, and AI risk. Headquartered in Seattle with offices in more than 30 countries, Veeam protects over 550,000 customers worldwide, who trust Veeam to keep their businesses running. Join us as we go fearlessly forward together, growing, learning, and making a real impact for some of the world&rsquo;s biggest brands.
 
 
 
 Job Description
 
 
 
 Join our dynamic team as a Channel Manager in Riyadh, Saudi Arabia, where you'll play a pivotal role in cultivating and expanding our network of resellers, distributors, and key customers within the vibrant Saudi Arabian market. As a Channel Manager, you will spearhead the development of strategic relationships with VARs, distributors, and large-scale clients, while also maintaining a keen focus on end-user satisfaction.
 
 
 
 Job Requirements
 
 
 
 <ul>
 <li>
 Extensive experience in the Channel Field
 </li>
 <li>
 Significant expertise working within the Saudi Market
 </li>
 <li>
 10 years of experience in sales from software organization
 </li>
 <li>
 As a senior-level role, the channel manager would be expected to demonstrate strong leadership skills. This includes the ability to set strategic goals, provide direction to the inside Channel team, and effectively communicate and collaborate with other stakeholders.
 </li>
 <li>
 As a senior-level role, the channel manager would be expected to have a deep understanding of the channels they are responsible for managing. This includes knowledge of the market, competitors, and trends in the channel, as well as the ability to develop and execute channel strategies.
 </li>
 <li>
 Executive Relationship management: Building and maintaining strong relationships at the executive level is essential to succeed in this role. The senior channel manager should have the ability to effectively negotiate and manage partnerships, resolve conflicts, and ensure the overall satisfaction of partners.
 </li>
 <li>
 Proven track record of successful selling in the enterprise accounts
 </li>
 <li>
 Must have excellent communication skills - written and spoken
 </li>
 <li>
 Ability to travel throughout the territory
 </li>
 <li>
 Fluent in English and Arabic
 </li>
 <li>
 Bachelor degree and/or equivalent years of experience
 
 
 </li>
 </ul>
 
 Job Functions
 
 
 
 <ul>
 <li>
 Achieving revenue targets and goals for the territory
 </li>
 <li>
 Developing and executing territory plan with the focus on channel partners and large customers
 </li>
 <li>
 Recruiting, training and enabling channel partners (VARs and distributors) with the focus on SMB run rate business
 </li>
 <li>
 Working closely with account managers and channel partners on closing large enterprise deals
 </li>
 <li>
 Track record of accomplishment selling in the enterprise, client-server market
 </li>
 <li>
 Proven relationships in top tier enterprise accounts and ability to open new
 </li>
 <li>
 Strong knowledge of consultative sales that gets results
 
 
 </li>
 </ul>
 
 Veeam Software is an equal opportunity employer
 
 and does not tolerate discrimination in any form on the basis of race, color, religion, gender, age, national origin, citizenship, disability, veteran status or any other classification protected by federal, state or local law. All your information will be kept confidential.
 
 
 Please note that any personal data collected from you during the recruitment process will be processed in accordance with our Recruiting Privacy Notice.
 
 
 The Privacy Notice sets out the basis on which the personal data collected from you, or that you provide to us, will be processed by us in connection with our recruitment processes.
 
 
 By applying for this position, you consent to the processing of your personal data in accordance with our Recruiting Privacy Notice.
 
 
 
 By submitting your application, you acknowledge that the information provided in your job application and any supporting documents is complete and accurate to the best of your knowledge. Any misrepresentation, omission, or falsification of information may result in disqualification from consideration for employment or, if discovered after employment begins, termination of employment.
 
 
 
</div>

Channel Manager - Riyadh

Zoox

<div>
 We are seeking a
 
 Senior Director of Talent Acquisition
 
 to architect our global scaling strategy and lead a high-performing, 50+ person cross-functional organization.
 
 
 As a key member of the People Experience (PEx) leadership team, you will oversee the end-to-end talent lifecycle (from early career to executive search) ensuring our recruitment engine is a high-performance, scalable ecosystem. In this role, you will leverage innovative technology and visionary leadership to ensure our talent acquisition strategies remain as cutting-edge as our autonomous technology.
 
 
 
 In this role, you will...
 
 
 
 <ul>
 <li>
 Strategic Talent Architecture &amp; Vision: Create and execute Zoox&rsquo;s end-to-end talent strategy, both proactive and reactive external recruiting, encompassing company-wide hiring, which includes the university program, internal mobility initiatives, and executive recruiting.
 </li>
 <li>
 Team Development &amp; Leadership: Lead a high-performing cross-functional recruiting organization of at least 50+, fostering a culture of excellence and accountability through dedicated mentorship, coaching, and a focus on continuous operational improvement
 </li>
 <li>
 Operational Scaling &amp; Excellence : Engineer scalable talent processes, from initial sourcing to offer delivery, ensuring seamless, consistent candidate experience across all organizational levels and recruitment stages
 </li>
 <li>
 Talent Intelligence &amp; Data Storytelling: Establish a data-driven recruitment culture by architecting organization-wide reporting frameworks; translate complex talent metrics into high-impact narratives that empower executive leadership to optimize workforce planning and sourcing strategies
 </li>
 <li>
 Technology Enablement &amp; Innovation: Partner with the Manager of HR Technology to architect and evolve a scalable talent ecosystem and leverage AI as a strategic lever, driving enterprise-wide streamline and shifting organization&rsquo;s capacity toward high-impact human judgment and relationship-building.
 </li>
 <li>
 Strategic Partnership &amp; Executive Influence: Serve as a trusted advisor and strategic partner to the CEO, C-suite, and other senior business leaders, influencing talent-related decisions by aligning acquisition strategies with long-term workforce planning and business objectives.
 </li>
 <li>
 Organizational Leadership: Act as core partner on the People Experience (PEx) leadership team, contributing to the development and execution of a comprehensive, company-wide PEx strategy.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 Team Leadership: 15+ years of TA leadership experience, including 3+ years at the Senior Director level leading organizations of 50+; proven expertise in a 'leader of leaders' model, managing 5+ direct report managers to drive high-performance cultures.
 </li>
 <li>
 Strategic Execution: Extensive experience developing and executing end-to-end talent strategies for top talent built on proven experience recruiting in a complex, high-growth technical environment (Autonomous Systems, AI/ML, Hardware).
 </li>
 <li>
 Change &amp; Operational Leadership : Data-driven decision-maker with track record designing and implementing talent ecosystems (e.g. KPIs, scorecards, and metrics) to optimize TA effectiveness; preferred experience of pioneering use of AI as a strategic lever.
 </li>
 <li>
 Executive Presence &amp; Influencing: Exceptional executive presence, with strong written and verbal communication skills, with the ability to influence and present to C-level executives.
 </li>
 <li>
 Collaboration: Track record of building deep, trusted cross-functional relationships across all functional areas to drive a unified PEx strategy.
 </li>
 <li>
 Problem Solving: Proven ability to navigate ambiguity and fast-paced environments, excelling at thinking critically to solve complex organizational bottlenecks and taking decisive action in a high-stakes, evolving industry.
 </li>
 <li>
 Functional Expertise : Strong familiarity with the external technology talent market, with a deep understanding of emerging trends in talent acquisition and workforce planning (eg. VNDLY, Lever, Workday (WD), ServiceNow, and other industry-leading software platforms.)
 </li>
 <li>
 Education: Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or a related field.
 
 
 </li>
 </ul>
 $296,000 - $355,000 a year
 
 
 
 Base Salary Range
 
 
 
 There are three major components to compensation for this position: salary, Amazon Restricted Stock Units (RSUs), and Zoox Stock Appreciation Rights. A sign-on bonus may be offered as part of the compensation package. The listed range applies only to the base salary. Compensation will vary based on geographic location and level. Leveling, as well as positioning within a level, is determined by a range of factors, including, but not limited to, a candidate's relevant years of experience, domain knowledge, and interview performance. The salary range listed in this posting is representative of the range of levels Zoox is considering for this position.
 
 
 Zoox also offers a comprehensive package of benefits, including paid time off (e.g. sick leave, vacation, bereavement), unpaid time off, Zoox Stock Appreciation Rights, Amazon RSUs, health insurance, long-term care insurance, long-term and short-term disability insurance, and life insurance.
 
 
 We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
</div>

Senior Director, Talent Acquisition

Search 10000+ Senior recruiting leader jobs near you this May. New roles added regularly across leading industries. Apply today.