talent acquisition director

Step Forward ABA

<div>Step Forward in Your Career: Director of Human Resources 


About Us

Step Forward ABA is committed to providing high-quality Applied Behavior Analysis (ABA) services that empower children and families to achieve meaningful outcomes. As we continue to grow across multiple states, we are seeking an experienced and strategic Director of Human Resources to lead our HR operations, support organizational growth, and foster a positive employee experience. 


Position Summary

The Director of Human Resources is responsible for leading all aspects of Human Resources across a multi-state organization. This role serves as a strategic partner to leadership while overseeing day-to-day HR operations, including talent acquisition, employee relations, payroll, benefits administration, leave management, compliance, and policy development.

The Director of Human Resources will lead and support the HR and Talent Acquisition teams, ensuring efficient and compliant HR practices while helping drive organizational success. 


Essential Duties and Responsibilities

Leadership &amp; Team Management
<ul>
<li>Oversee, mentor, and support Human Resources and Talent Acquisition team members, including coaching, training, workload management, and professional development.</li>
</ul><ul><li>Establish departmental priorities and implement process improvements to enhance efficiency and employee experience.</li>
</ul><ul><li>Partner with executive leadership to develop and implement HR strategies that support organizational goals and growth initiatives.</li>
</ul><ul><li>Analyze HR metrics and trends to support workforce planning and decision-making.</li>
</ul>
Talent Acquisition &amp; Onboarding
<ul>
<li>Oversee and support all recruitment efforts, including job postings, candidate screening, interviews, background checks, and offer management.</li>
</ul><ul><li>Lead and support Talent Acquisition staff to ensure hiring goals are achieved.</li>
</ul><ul><li>Oversee onboarding processes to ensure a positive and compliant new hire experience.</li>
</ul><ul><li>Maintain and improve recruitment, onboarding, and retention strategies.</li>
</ul>
Employee Relations &amp; Performance Management
<ul>
<li>Serve as the primary point of contact for employee relations matters and provide leadership, mentorship, and guidance to HR team members in managing workplace concerns, investigations, performance issues, disciplinary actions, conflict resolution, and terminations.</li>
</ul><ul><li>Partner with supervisors and leadership to address employee concerns and support effective performance management practices.</li>
</ul><ul><li>Oversee corrective action processes, including coaching, written warnings, performance improvement plans (PIPs), and terminations.</li>
</ul><ul><li>Ensure consistent application of company policies and employment practices.</li>
</ul>
Payroll &amp; HR Administration
<ul>
<li>Oversee and process multi-state payroll operations for hourly and salaried employees.</li>
</ul><ul><li>Ensure accurate processing of compensation changes, bonuses, reimbursements, mileage, and payroll adjustments.</li>
</ul><ul><li>Conduct payroll audits and resolve payroll-related issues.</li>
</ul><ul><li>Oversee HRIS administration and employee data management, ensuring accuracy and compliance.</li>
</ul>
Benefits &amp; Leave Administration
<ul>
<li>Manage employee benefit programs, including medical, dental, vision, life insurance, disability, retirement, and supplemental benefits.</li>
</ul><ul><li>Coordinate benefit enrollments, qualifying life event changes, and annual open enrollment.</li>
</ul><ul><li>Partner with brokers and vendors on benefit renewals, negotiations, and plan administration.</li>
</ul><ul><li>Oversee the administration and compliance of multi-state leave programs, ensuring adherence to federal, state, and local regulations related to FMLA, paid family and medical leave, paid sick leave, and other protected leave entitlements.</li>
</ul><ul><li>Manage ADA accommodation requests and support the interactive process.</li>
</ul>
Compliance &amp; Risk Management
<ul>
<li>Ensure compliance with federal, state, and local employment laws across all operating states.</li>
</ul><ul><li>Monitor changes in employment laws and implement necessary policy and procedural updates.</li>
</ul><ul><li>Oversee OSHA compliance and workplace safety initiatives.</li>
</ul><ul><li>Manage workers' compensation and L&amp;I claims, including claim administration and return-to-work coordination.</li>
</ul><ul><li>Respond to unemployment claims and participate in hearings when necessary.</li>
</ul>
Policies, Procedures &amp; Organizational Development
<ul>
<li>Develop, maintain, and update employee handbooks, policies, procedures, forms, and HR templates.</li>
</ul><ul><li>Ensure policies remain compliant with changing regulations and organizational needs.</li>
</ul><ul><li>Support organizational growth initiatives, acquisitions, integrations, and change management efforts.</li>
</ul><ul><li>Develop and facilitate HR-related training programs for supervisors and employees.</li></ul> 


Qualifications

Required
<ul>
<li>Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience.</li>
</ul><ul><li>5+ years of progressive Human Resources leadership experience.</li>
</ul><ul><li>Experience managing HR functions across multiple states.</li>
</ul><ul><li>Strong knowledge of federal and state employment laws, employee relations, payroll, benefits administration, leave management, and compliance.</li>
</ul><ul><li>Experience leading and developing HR and/or Talent Acquisition teams.</li>
</ul><ul><li>Excellent communication, organizational, problem-solving, and interpersonal skills.</li>
</ul>
Preferred
<ul>
<li>SHRM-CP, SHRM-SCP, PHR, or SPHR certification.</li>
</ul><ul><li>Experience in healthcare, behavioral health, ABA, or multi-site service organizations.</li>
</ul><ul><li>Experience supporting rapid organizational growth and acquisitions.</li></ul> 


Compensation &amp; Benefits

Step Forward ABA offers a competitive compensation and benefits package designed to support the well-being and professional growth of our employees, including:
<ul>
<li>Competitive salary commensurate with experience.</li>
</ul><ul><li>Paid Time Off (PTO)</li>
</ul><ul><li>Paid Holidays</li>
</ul><ul><li>401(k) Retirement Plan with Company Match</li>
</ul><ul><li>Medical Insurance</li>
</ul><ul><li>Dental Insurance</li>
</ul><ul><li>Vision Insurance</li></ul></div>

Director or Human Resources

Hinge

<div>
 
 
 Hinge is the dating app designed to be deleted
 
 
 
 
 
 
 
 In today's digital world, finding genuine relationships is tougher than ever. At Hinge, we&rsquo;re on a mission to inspire intimate connection to create a less lonely world. We&rsquo;re obsessed with understanding our users&rsquo; behaviors to help them find love, and our success is defined by one simple metric&ndash; setting up great dates. With millions of users across the globe, we&rsquo;ve become the most trusted way to find a relationship, for all.
 
 
 
 
 
 
 
 About the Role
 
 
 
 
 &nbsp;
 
 
 
 We are seeking a Director, Talent Acquisition to lead the Talent Acquisition organization and serve as a strategic advisor to senior leadership. This role owns talent acquisition strategy and outcomes across the company, shapes long-range workforce planning, and ensures hiring strategies materially support business growth and capability needs. The Director operates with a thoughtful, data-driven approach to enterprise hiring strategy, workforce planning, and TA operations, balancing urgency with long-term business impact.
 
 
 
 &nbsp;
 
 
 
 The Director owns capacity planning, headcount forecasting, and TA resource allocation in close partnership with Finance and People leadership. This role sets scalable recruiting standards and operating models, ensures strong offer governance and market alignment, and strengthens Hinge&rsquo;s ability to attract, assess, and hire top talent in a competitive market.
 
 
 
 &nbsp;
 
 
 
 
 
 
 Responsibilities
 
 
 Leadership &amp; Team Management
 
 
 
 <li>
 Lead, mentor, and develop TA leaders and senior individual contributors, fostering an inclusive, high-performance culture
 </li>
 
 <li>
 Own organizational workforce and capacity planning to ensure scalable coverage aligned to business priorities
 </li>
 
 <li>
 Set performance standards, accountability frameworks, and leadership norms across the TA organization
 </li>
 
 <li>
 Provide ongoing coaching and feedback to support leader development, succession planning, and organizational health
 </li>
 
 
 &nbsp;
 
 
 Strategic Talent Acquisition
 
 
 
 <li>
 Own and shape talent acquisition strategy in partnership with executives and senior leaders, translating business strategy into long-range workforce and hiring plans
 </li>
 
 <li>
 Build and evolve enterprise hiring strategies that balance speed, quality, cost, and long-term capability
 </li>
 
 <li>
 Provide strategic leadership for complex, high-priority, or business-critical searches, removing obstacles and guiding decision-making
 </li>
 
 <li>
 Define and evolve build-vs-buy and internal-vs-external talent strategies to support sustainable growth
 </li>
 
 <li>
 Partner closely with HRBPs and People leadership to align TA strategy with people plans, enable workforce planning and internal mobility, and ensure a smooth candidate-to-employee transition
 </li>
 
 <li>
 Serve as a trusted advisor to leaders on talent tradeoffs, market constraints, and organizational design considerations
 </li>
 
 <li>
 Enable and govern internal mobility to support retention, engagement, and capability development
 </li>
 
 
 &nbsp;
 
 
 Recruiting Operations &amp; Process Excellence
 
 
 
 <li>
 Own the TA operating model, governance, and standards to ensure efficiency, quality, and scalability across the organization
 </li>
 
 <li>
 Ensure consistent, high-quality recruiting execution from intake and sourcing through assessment, offer, and close
 </li>
 
 <li>
 Be accountable for offer strategy, leveling consistency, and compensation governance, partnering closely with Compensation, Finance, and Legal
 </li>
 
 <li>
 Establish and scale best practices that support both speed and quality while managing risk
 </li>
 
 <li>
 Ensure recruiting practices align with legal and regulatory requirements
 </li>
 
 <li>
 Strengthen referral strategy and performance through cross-functional partnership and organizational engagement
 </li>
 
 
 &nbsp;
 
 
 Data, Insights &amp; Forecasting
 
 
 
 <li>
 Own TA forecasting, scenario planning, and executive reporting to inform business decisions and priorities
 </li>
 
 <li>
 Establish success metrics tied to business impact, risk mitigation, and long-term capability
 </li>
 
 <li>
 Monitor recruiting performance and trends, identifying opportunities to improve outcomes and efficiency
 </li>
 
 <li>
 Use market intelligence to advise leaders on hiring challenges, competitive dynamics, and talent availability
 </li>
 
 
 &nbsp;
 
 
 TA Tools, Systems &amp; Technology
 
 
 
 <li>
 Set strategic direction for the TA technology ecosystem to support scale, data integrity, and strong decision-making
 </li>
 
 <li>
 Partner with TA Operations and internal systems teams to drive adoption, consistent workflows, and high-quality reporting
 </li>
 
 
 &nbsp;
 
 
 Employer Branding
 
 
 
 <li>
 Partner with Employer Brand and Marketing teams to strengthen Hinge&rsquo;s talent market positioning and ensure consistent, authentic messaging across channels
 </li>
 
 
 &nbsp;
 
 
 Stakeholder Management &amp; Communication
 
 
 
 <li>
 Serve as a trusted advisor to executives and senior leaders, proactively surfacing risks, insights, and recommendations
 </li>
 
 <li>
 Lead TA-related change management initiatives, ensuring clarity, alignment, and effective adoption across teams
 </li>
 
 
 &nbsp;
 
 
 
 
 What We're Looking For
 
 
 <li>
 10+ years of experience in Talent Acquisition, including enterprise or multi-functional scope
 </li>
 
 <li>
 5+ years of people leadership experience, including leading leaders or managing managers
 </li>
 
 <li>
 Proven ability to operate as a strategic partner to executive leadership
 </li>
 
 <li>
 Demonstrated success in workforce planning, forecasting, and data-driven decision-making
 </li>
 
 <li>
 Strong track record of building scalable TA organizations and driving operational excellence
 </li>
 
 <li>
 Deep understanding of competitive talent markets, especially within consumer tech
 </li>
 
 <li>
 High judgment, strong executive presence, and comfort navigating ambiguity and tradeoffs
 </li>
 
 <li>
 Strong emotional intelligence&amp;mdash;empathetic listener who builds psychological safety and coaches others through change.&nbsp;
 </li>
 
 <li>
 Excellent communication skills, with the ability to influence executives and cross-functional partners
 </li>
 
 
 
 
 
 
 
 
 As a member of our team, you&rsquo;ll enjoy:
 
 
 
 
 
 
 
 401(k) Matching:
 
 
 We match 100% of the first 10% of pre-tax 401(k) contributions you make, up to a maximum of $10,000 per year.
 
 
 
 
 
 
 
 Professional Growth:
 
 
 Get an annual Learning &amp; Development stipend once you&rsquo;ve been with us for three months. You also get free access to Udemy, an online learning and teaching marketplace with over 6000 courses, starting your first day.
 
 
 
 
 
 
 
 Parental Leave &amp; Planning:
 
 
 When you become a new parent, you&rsquo;re eligible for 100% paid parental leave (20 paid weeks for both birth and non-birth parents.)
 
 
 
 
 
 
 
 Fertility Support:
 
 
 You&rsquo;ll get easy access to fertility care through Carrot, from basic treatments to fertility preservation. We also provide a stipend towards fertility preservation. You and your spouse/domestic partner are both eligible.
 
 
 
 
 
 
 
 Date Stipend:
 
 
 All Hinge employees receive a $100 monthly stipend for epic dates&ndash; Romantic or otherwise. Hinge Premium is also free for employees and their loved ones.
 
 
 
 
 
 
 
 ERGs:
 
 
 We have eight Employee Resource Groups (ERGs)&mdash;Asian, Unapologetic, Disability, LGBTQIA+, R
 
 
 aices
 
 
 , Women/Nonbinary, Parents &mdash;that hold regular meetings, host events, and provide dedicated support to the organization &amp; its community.
 
 
 
 
 
 
 
 At Hinge, our core values are&hellip;
 
 
 
 
 
 
 
 Authenticity:
 
 
 We share, never hide, our words, actions and intentions.
 
 
 
 
 
 
 
 Courage:
 
 
 We embrace lofty goals and tough challenges.
 
 
 
 
 
 
 
 Empathy:
 
 
 We deeply consider the perspective of others.
 
 
 
 
 
 
 
 Diversity inspires innovation
 
 
 
 
 
 
 
 Hinge is an equal-opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.
 
 
 
 
 
 
 
 
 If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please let your Talent Acquisition partner know.
 
 
 
 
 
 
 
 
 #Hinge
 
 
 
 
 .
 
 
 
 
 Factors such as scope and responsibilities of the position, candidate's work experience, education/training, job-related skills, internal peer equity, as well as market and business considerations may influence base pay offered. This salary range is reflective of a position based in New York City. This salary will be subject to a geographic adjustment (according to a specific city and state), if an authorization is granted to work outside of the location listed in this posting.
 
</div>

Director, Talent Acquisition

Dubai Civil Aviation Authority

<div><div>Role Purpose
To lead and manage the Talent Planning and Acquisition Section by directing the implementation of workforce planning, recruitment, Emiratization, job description, and competency frameworks across DCAA, ensuring the Authority attracts, selects, and retains the right talent in alignment with the approved organizational structure, annual workforce plan, and Dubai Government HR legislation. The role ensures that recruitment, job evaluation, career pathing, and Emiratization processes are executed with precision, institutional integrity, and strategic alignment, positioning DCAA as an employer of choice within Dubai's government and aviation sector.
Key Responsibilities/Duties
A. Functional:
1. Workforce Planning &amp; Organizational Structure Support
Direct the analysis of job functions and development of the annual workforce plan based on needs identified in organizational units' operational plans, ensuring plans are approved through appropriate governance channels. Provide data inputs to support the development, review, and approval of DCAA's organizational and functional structure in coordination with relevant units and the HR Director, without extending into job description ownership which is managed separately.
2. Annual Recruitment Plan &amp; Talent Acquisition
Lead the preparation and execution of the annual recruitment plan based on the approved budget, overseeing candidate sourcing, assessment, and selection processes in coordination with relevant DCAA stakeholders. Ensure contracting, appointment, probation period management, new employee orientation programmes, and position confirmation procedures are activated and implemented in accordance with DCAA's established procedures and approved frameworks, with employee records, payroll inputs, and ongoing lifecycle transactions handed over to the HR Operations Section upon completion of the onboarding process.
3. Job Description, Evaluation &amp; Career Path Management
Direct the preparation, review, updating, and evaluation of job descriptions for all DCAA positions, ensuring accuracy, consistency, and alignment with the approved organizational structure. Oversee the definition and documentation of career paths with relevant organizational units, and ensure the measurement, documentation, and evaluation of new positions are tracked and processed according to established procedures. Career path frameworks defined here are subsequently activated and managed by the HR Policies and Development Section.
4. Emiratization, Succession &amp; Workforce Statistics
Lead the preparation and implementation of Emiratization and replacement plans, overseeing the tracking of workforce statistics including turnover rates, recruitment outcomes, Emiratization targets, and retirement and pension planning. Ensure all related procedures are followed up and completed in accordance with applicable legislation and institutional frameworks.
5. Recruitment, Transfer &amp; Internal Mobility Implementation
Oversee and ensure the implementation of all recruitment, hiring, and internal mobility activities across the organization, including permanent recruitment as well as non-standard employment types such as temporary, part-time, special contracts, and outsourced workforce arrangements, ensuring compliance with approved policies, procedures, budget allocations, and Dubai Government HR regulations. Ensure all recruitment and mobility processes are properly documented, position titles and workforce records are accurately updated in HR systems, and full alignment is maintained with approved organizational structures and workforce plans. Participate in secondment and delegation procedures from a workforce readiness and positional suitability perspective, ensuring consistency, governance compliance, and proper coordination with relevant stakeholders.
6. Competency Framework Development &amp; Integration
Direct the development and definition of technical and behavioral competencies for DCAA positions, ensuring they are effectively linked to job descriptions, career paths, and development and leadership programmes in coordination with relevant HR sections and organizational units.
7. HR Policy Awareness &amp; Regulatory Compliance
Ensure HR policies, Dubai Government HR Law, and applicable regulations are consistently applied across all recruitment and workforce planning activities. Oversee the delivery of continuous awareness workshops and orientation programmes for new and current DCAA employees to ensure understanding and compliance with HR policies, legislation, and procedures.
8. Strategic Partnerships &amp; External Coordination
Direct coordination with local and federal government entities, regulatory bodies, labor market authorities, educational institutions, and recruitment partners to support talent acquisition and Emiratization objectives. Build and maintain strategic partnerships in talent attraction and recruitment in accordance with approved frameworks and DCAA's institutional positioning.
9. Analytics, Reporting &amp; Decision Support
Oversee the preparation of workforce analytics, surveys, and periodic reports covering recruitment performance, Emiratization progress, turnover trends, and workforce plan execution. Ensure findings are structured and presented to the HR Director to inform management decisions, policy updates, and strategic workforce initiatives.
10. Section Administration &amp; Operational Planning
Prepare and implement the section's operational plan in accordance with DCAA's strategic planning guide, maintain work manuals and procedures, and ensure section database inputs are accurate and current. Lead the section's team by setting clear performance objectives, building HR capability, and fostering a culture of precision, accountability, and continuous improvement.
11. Other Duties
Perform any other tasks assigned by the Director of Human Resources that are consistent with the section's mandate and operational responsibilities.
B. Managerial:
1. Section Strategy and Planning
Lead development and execution of the section&rsquo;s operational plan, ensuring alignment with sector priorities, governance frameworks, and performance expectations.
2. People Leadership and Capability Development
Lead, coach, and develop office staff, setting clear performance expectations, promoting accountability, and supporting capability development in coordination with HR and sector leadership.
3. Performance and Quality Discipline
Ensure structured performance monitoring, reporting accuracy, and adherence to quality assurance and governance standards across all office activities.
4. Resource and Budget Coordination
Coordinate preparation and follow-up of office-related resource and budget requirements in alignment with sector priorities and institutional financial governance processes.
5. Stakeholder and Cross-Unit Coordination
Maintain structured working relationships with sector directors, department heads, and internal governance functions to ensure integration, alignment, and reliable execution of sector governance requirements.
6. Governance Culture and Continuous Improvement
Promote a culture of governance discipline, documentation integrity, process consistency, and continuous improvement across office operations and sector coordination activities.<div> 
</div></div><div>
Qualifications<div></div> 
Academic Qualifications<ul><li>
Bachelor's degree in Human Resources Management, Business Administration, Organizational Psychology, or a related field from a recognized university.</li><li>
Master's degree in Human Resources Management, Business Administration (MBA), or a related discipline is preferred.</li></ul>
Certifications<ul><li>
CIPD qualification (Level 5 or above) or equivalent professional HR certification &mdash; required</li><li>
Interview and selection certification &mdash; required</li><li>
Human Resources Management diploma or equivalent &mdash; preferred</li><li>
Talent management or workforce planning certification &mdash; preferred</li><li>
UAE Government HR or Emiratisation programme certification &mdash; preferred</li></ul> 
Professional Experience<ul><li>
Minimum 14 years of progressive experience in human resources management, talent acquisition, or workforce planning with a Bachelor's degree; or 12 years with a Master's degree</li><li>
Minimum 4 years in a senior managerial or leadership role with demonstrated responsibility for leading talent acquisition or workforce planning functions</li><li>
Proven experience in end-to-end recruitment, workforce planning, job evaluation, and Emiratization programme management within a UAE government or regulatory entity</li><li>
Demonstrated experience in job description development, competency framework design, and career path planning</li><li>
Familiarity with Dubai Government HR Management Law and applicable UAE federal HR legislation is essential</li><li>
Experience coordinating with DGHR, Diwan, and Dubai Government talent and Emiratization bodies is strongly preferred</li><li>
Experience working within a UAE government entity or regulatory authority is an advantage</li></ul></div></div>

Head of Talent Planning and Acquisition Section

Hut 8

<div><div>ABOUT HUT 8

Imagine the ultimate destination for those who want to work at the cutting edge of technology, energy, and infrastructure. Hut 8 is on a mission to build and operate some of the world's largest data centers for next-generation computing workloads, including AI, Colocation, Cloud, and Bitcoin Mining. We are proud to offer interesting and challenging opportunities for individuals who want to build teams, solve problems, and make an impact from day one. If you're an ambitious individual looking for a career that is as rewarding as it is challenging, you've come to the right place.</div>
The Opportunity

Lead all talent strategy and programs for Hut 8, a publicly traded energy infrastructure platform. This role operates differently depending on the domain.

In talent acquisition, your job is to make everyone else better at hiring. You build the systems, standards, and infrastructure that allow the talent acquisition partners to be at their best, hiring managers and leaders to identify and select A-players with confidence and speed. You set the quality bar, shape the candidate value proposition, and create the tools and processes that scale great hiring decisions across the business.

In talent management, you own the domain end to end. Performance, development, and leadership programs are yours. You define what good looks like at every level, build the systems that connect performance to pay and progression, and ensure the people we hire continue to grow once they're here. The outcomes here live with you.

Across both, you bring a commercial mindset to every workforce decision, knowing when to hire, when to build capability internally, and when technology can do the work instead.

What You'll Own

Talent Strategy
<ul><li> Partner with Finance and functional leaders to translate business objectives into workforce plans - build vs. buy decisions, automation opportunities, and a clear commercial rationale for every hire</li></ul>
<ul><li> Build a talent map of the organization: where we have the right people, where we're thin, and where technology or AI can replace or augment headcount rather than defaulting to hiring</li></ul>

Talent Management
<ul><li> Design and implement the Hut 8 performance management system - built around peer feedback, clear performance standards, and direct connection to compensation decisions</li></ul>
<ul><li> Build the annual performance cycle in Rippling: goal-setting, feedback, calibration, and pay linkage</li></ul>
<ul><li> Build the promotion framework: clear criteria by level, transparent process, and a defined path from entry-level to senior individual contributor</li></ul>
<ul><li> Own high-potential program and mentoring initiatives</li></ul>
<ul><li> Develop leadership capability across the organization - programs and coaching for technical leaders and people managers</li></ul>
<ul><li> Enable team effectiveness in a flat organizational structure with wide spans of control</li></ul>
<ul><li> Create L&amp;D strategy for critical capabilities (communication, influence, collaboration, project management)</li></ul>

AI &amp; Technology
<ul><li> Identify and deploy AI-enabled tools that materially improve efficiency or quality in hiring, performance, or talent development - measurable impact, not technology for its own sake</li></ul>
<ul><li> Continuously evaluate where technology can do work humans are doing today - and build that lens into workforce planning</li></ul>

Talent Acquisition Program
<ul><li> Own the Hut 8 Way for hiring - design and embed a rigorous, consistent selection methodology (structured interviews, psychometric tools, case studies, AI-assisted screening) that becomes how every hiring manager evaluates talent</li></ul>
<ul><li> Define what an A-player looks like at Hut 8 by role and level - quality is the metric that matters, not volume or speed</li></ul>
<ul><li> Design the candidate value proposition - why the best people should choose Hut 8. Make the offering clear, compelling, and differentiated</li></ul>
<ul><li> Support and develop the talent acquisition team (4 Talent Acquisition Partners + Talent Acquisition Program Manager) - set direction, raise the bar, and drive down agency use</li></ul>

What We're Looking For

Must-Haves
<ul><li> 10+ years in talent/people leadership roles or consulting, with experience across business strategy, program lifecycles, talent acquisition and/or talent development</li></ul>
<ul><li> Commercially minded: understands the business deeply and translates strategy into workforce decisions - not just HR programs</li></ul>
<ul><li> Talent development expertise: designed performance systems, built promotion frameworks, developed leadership programs</li></ul>
<ul><li> High-growth company experience: thrived in environments scaling quickly</li></ul>
<ul><li> Executive presence: can influence senior leaders, make the case for investing in people, coach executives</li></ul>
<ul><li> Systems thinker: builds frameworks and processes that scale, not one-off solutions</li></ul>
<ul><li> Player-coach mentality: hands-on when needed but knows when to delegate and develop the team</li></ul>

Who Thrives Here
<ul><li> You bring a commercial lens to talent - you think about workforce decisions the way the business thinks about capital allocation</li></ul>
<ul><li> You are a deep, first-principles thinker and well-read on current thinking around organizational talent and performance</li></ul>
<ul><li> You move fast and aren't precious about perfection - you iterate and improve</li></ul>
<ul><li> You're comfortable with ambiguity, getting and giving feedback and building from scratch</li></ul>
<ul><li> You care about outcomes more than activity - you measure what matters</li></ul>
<ul><li> You coach and develop people, not manage them</li></ul>
<ul><li> You believe quality of hire is everything and are relentless about raising the bar</li></ul>

What Success Looks Like

First 90 Days
<ul><li> Go deep on the business. Meet hiring managers, site leaders, and key executives - understand what each function needs to win commercially, where talent gaps are slowing us down, and what's actually broken in how we hire and develop people</li></ul>
<ul><li> Immerse in Hut 8's culture and values (Start From Zero, The Best Idea Wins, All or Nothing, No Room for Ego). Develop a clear point of view on where culture is strong and where it needs reinforcement</li></ul>
<ul><li> Build a talent map of the organization: Implement the 4 role archetype model and understand where we have the right people, where we're thin, where we're overpaying for capability we could build internally, and where we need to go to market for specialized talent we can't develop fast enough</li></ul>
<ul><li> Conduct a landscape review of AI-enabled tools for performance, talent assessment, and talent acquisition - come back with a recommendation and implementation plan</li></ul>

First 6 Months
<ul><li> Stand up a structured workforce planning process - partner with Finance and functional leaders to translate business objectives into headcount plans, build-vs-buy decisions, and a clear view of how technology can augment headcount rather than defaulting to hiring</li></ul>
<ul><li> Build and launch the Hut 8 Way for hiring - a rigorous, consistent selection methodology embedded across every hiring manager. Define what an A-player looks like at Hut 8 by role and level. Train and embed it deeply</li></ul>
<ul><li> Design and begin building the annual performance cycle in Rippling - goal-setting, peer feedback, calibration, and direct connection to compensation decisions</li></ul>
<ul><li> Define the promotion framework: clear criteria by level, transparent process, and a timeline for the first promotion cycle</li></ul>
<ul><li> Draft the Hut 8 performance philosophy: what performance means here, how we measure it, and how it connects to pay and progression</li></ul>
<ul><li> Deploy at least one AI-powered tool that materially improves efficiency or quality in hiring or performance</li></ul>

First 12 Months
<ul><li> Workforce planning is a living discipline - headcount requests are challenged against build-vs-buy analysis, automation opportunities are surfaced before roles are opened, and every hire has a clear commercial rationale</li></ul>
<ul><li> Quality of hire is visible and tracked. Talent acquisition partners are accountable for the people they bring in - not just filling seats but landing A-players who perform and stay</li></ul>
<ul><li> First full performance cycle completed in Rippling with strong adoption - performance calibrated and connected to compensation adjustments</li></ul>
<ul><li> The Hut 8 Way is how we hire, full stop. Every hiring manager trained, process embedded, selection bar measurably raised</li></ul>
<ul><li> First promotion cohort executed using the new framework - credible, transparent, and tied to performance data</li></ul>
<ul><li> Leadership development and high-potential programs launched and delivering results</li></ul>
<ul><li> AI tooling integrated into at least two of: workforce planning, talent acquisition pipeline, candidate assessment, performance analytics, or development planning</li></ul>
<ul><li> Team is self-sufficient and operating at a high level - you're spending your time on commercial talent strategy, not execution</li></ul>

Why Hut 8?
<ul><li> High-impact role: build talent systems from the ground up for a public company</li></ul>
<ul><li> Dual mandate: support acquiring talent and own developing talent - rare opportunity to do both</li></ul>
<ul><li> Growth phase: join during a pivotal scaling moment</li></ul>
<ul><li> Executive access: report to CPO, partner directly with CEO and leadership team</li></ul>
<ul><li> Location: Miami (Brickell)</li></ul><div> 
WHAT MAKES HUT 8 A GREAT PLACE TO WORK

Hut 8 offers a benefits and wellness program that includes medical, dental, vision, life, and short-term and long-term disability insurance, as well as paid time off. We are proud to invest in building the best team in the industry. At all levels of the organization, we are driven by an entrepreneurial spirit, radical transparency, and relentless growth mentality.

At Hut 8, you will have the opportunity to:
<ul><li>Work with bright, driven peers from a range of educational and professional backgrounds including software development, energy, engineering, entrepreneurship, investment banking, private equity, and management consulting</li></ul>
<ul><li>Design and pitch new products, services, and other initiatives to a leadership team consisting of serial entrepreneurs and seasoned executives and backed by a board of directors consisting of industry veterans of energy, finance, and government</li></ul>
<ul><li>Debate ideas and alternatives in a truly meritocratic setting where the learning curve is steep and the lessons come from both senior and junior members of the team</li></ul>
<ul><li>Build a lifelong network of friends and professional connections at the cutting-edge intersection of technology, energy, and infrastructure</li></ul></div></div>

Director, Talent (Head of Talent)

Anonymous

<div>
 <ul>
 <li>
 Coordinate and assist in the preparation of annual manpower plan for all divisions/departments of the company.
 </li>
 <li>
 Recommend new methods to achieve the company's current and future staff requirements to the management in order to ensure all manpower needs are met on timely basis.
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 Consolidate the approved Manpower Plan into projections for annual budget, and prepare company's Manpower Budget based on the approved staff requirements received from all departments in coordination with the Talent Acquisition Manager
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 <li>
 Assist the Talent Acquisition Manager in preparation of the recruitment plan based on the Manpower requirements of all departments/business divisions.
 </li>
 <li>
 Perform screening of job applications and CVs in order to identify the best matching profiles with the job positions at hand, in addition to sourcing job applicants by utilizing the recruitment channels. (I.e. websites, referrals, job fairs, etc.).
 </li>
 <li>
 Develop a categorized database of potential candidates (e.g., CVs and job applications) for meeting future recruitment needs as well as coordinate online recruitment, job announcements and newspaper advertisements.
 </li>
 <li>
 Liaise with the Department/Division Heads to identify recruitment needs and implement activities related to recruiting, reviewing applications and CVs, evaluating applicant skills, making recommendations based on the applicant qualifications, preliminary interviews as well as conducting reference checks on possible candidates.
 </li>
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 Identify the best sources for recruitment in coordination with the Department Heads and advise the Talent Acquisition Manager on new innovative and cost efficient sourcing channels.
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 Conduct interviews and negotiations with professional/semiprofessional level employees and schedule interviews with the management accordingly to finalize recruitment decision.
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 Post job openings in newspaper advertisements, social media networks and in other position appropriate channels as appropriate.
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 <li>
 Liaise with various Recruitment agencies for recruitment needs and negotiate salaries with candidates based on available salary scale criteria.
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 Review, categorize and short-list applicants as per the given job scheme, conduct first level phone interviews, schedule on-site interviews with successful candidates to discuss job offers.
 </li>
 <li>
 Administer the implementation of recruitment, testing and selection procedures and ensure the application of equal opportunity principle.
 </li>
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 Prepare employment offers and contracts for new employees after completion of the selection process as per the terms and conditions of the Kuwait Labor Law and in accordance with the policies and procedures of the company.
 </li>
 <li>
 Submit the documents of the selected employees to the Governmental Relations Team to initiate the residency transfer process and track applications of all selected employees from time to time.
 </li>
 <li>
 Prepare all reports as required by the Talent Acquisition Manager such as employee information reports, statistical data reports.
 </li>
 <li>
 Assist in development and implement the Talent Acquisition automation plan in liaison with Information &amp; Communication Technology Department.
 </li>
 <li>
 Perform other duties related to the job as assigned by the Direct Manager.
 </li>
 </ul>
</div>

Talent Acquisition Officer

Estithmar Holding

Estithmar Holding is a Qatar-based diversified investment and services company operating across healthcare, hospitality, services, and contracting sectors in the Middle East and beyond.A Talent Acquisition Officer is an HR professional responsible for finding, attracting, interviewing, and hiring employees for a company.Talent Acquisition Officer &ndash; Job DescriptionTypical responsibilities include:Posting job advertisements on recruitment platformsSourcing candidates through LinkedIn, job portals, and referralsScreening CVs and shortlisting applicantsConducting initial interviews and assessmentsCoordinating interviews with department managersManaging candidate communication and follow-upsPreparing offer letters and onboarding documentsMaintaining recruitment databases and HR recordsSupporting employer branding and recruitment campaignsEnsuring hiring processes follow company policiesPay: QAR7,000.00 - QAR12,000.00 per monthWork Location: In person

HRPSP - Your Strategic HR Partner

Job Opportunity: Talent Acquisition Executive (Females Only)Location: Gulberg, Lahore Salary Range: PKR 60,000 &ndash; 65,000We are seeking an experienced, energetic, and highly organized Female Talent Acquisition Executive with a strong background in bulk hiring&mdash;especially within the telecom industry. The ideal candidate should be capable of managing large-scale recruitment drives such as Call Center Agents, Customer Care Executives, Sales Representatives, and other high-volume roles while meeting strict timelines.Key Responsibilities:<ul><li>Lead end-to-end bulk hiring cycles including sourcing, screening, assessments, interviews, and onboarding.</li><li>Partner with hiring managers to understand urgent staffing requirements and develop high-impact recruitment plans.</li><li>Source and attract top talent using job boards, social media, referral drives, career fairs, and telecom industry networks.</li><li>Build and maintain a robust talent pipeline for repetitive or high-volume positions.</li><li>Manage large applicant pools efficiently while ensuring timely closures.</li><li>Perform reference checks, negotiate offers, and ensure smooth onboarding.</li><li>Deliver an outstanding candidate experience, even in fast-paced hiring environments.</li><li>Prepare and maintain recruitment dashboards and daily/weekly hiring reports.</li></ul>Requirements:<ul><li>Bachelor&rsquo;s or Master&rsquo;s degree in HR, Business Administration, or a related field.</li><li>2&ndash;3 years of proven experience in bulk hiring, preferably in the telecom sector (e.g., call centers, BPOs, customer care operations).</li><li>Strong command of sourcing tools, mass hiring platforms, and talent databases.</li><li>Excellent communication, coordination, and negotiation skills.</li><li>Ability to work under pressure, meet tight deadlines, and manage high-volume workloads.</li><li>Only female candidates with relevant experience will be considered.</li></ul>Perks &amp; Benefits:<ul><li>Competitive salary package (60K&ndash;65K).</li><li>Opportunities for professional growth and career advancement.</li><li>Supportive, collaborative, and dynamic work environment.</li></ul>Pay: Rs60,000.00 - Rs65,000.00 per monthWork Location: In person

Talent Acquisition Executive (Females Only)

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