talent advisor

AutoNation

<div>Position Summary
 
 
The Talent Advisor is an embedded, market-facing talent advisor who serves as the bridge between AutoNation&rsquo;s enterprise talent strategy and the frontline leaders who bring it to life. This role is responsible for building deep relationships with Market Presidents and their leadership teams, translating enterprise programs and tools into meaningful market-level outcomes, and advancing the talent agenda across a defined cluster of 3&ndash;4 AutoNation markets. 
 
 
 
 
Talent Advisors are not program administrators&mdash;they are strategic advisors who know their talent as well as their business leaders know their operations. They surface insights, drive accountability, and serve as the talent conscience of their market<div><div>
This role is fully onsite out of our HQ in Fort Lauderdale, FL.
What You Own:</div><div>
Market Relationships &amp; Business Partnership</div><div><ul><li>
Serve as the primary talent contact for 3&ndash;4 market clusters, building trusted advisor relationships with Market Presidents and their leadership teams</li></ul></div><div><ul><li>
Attend key market operating rhythms to stay embedded in business context, priorities, and talent dynamics</li></ul></div><div><ul><li>
Translate the voice of the market back to the CoE to inform program design and enterprise priorities</li></ul></div><div>
Talent Review &amp; Succession</div><div><ul><li>
Facilitate talent review conversations for your markets, ensuring depth, candor, and actionable outcomes at every level</li></ul></div><div><ul><li>
Drive succession pipeline visibility&mdash;identifying and developing the next generation of GMs, market leaders, and high-potentials</li></ul></div><div><ul><li>
Partner with HRBPs on talent review prep and ensure 9-box calibration is meaningful, not just an exercise</li></ul></div><div>
Performance Management Coaching</div><div><ul><li>
Coach people leaders through the full performance management lifecycle: mid-year check-ins, year-end ratings, and performance improvement conversations</li></ul></div><div><ul><li>
Identify performance gaps early and connect leaders to the right resources before issues escalate</li></ul></div><div><ul><li>
Champion the AutoNation rating framework and DRIVE behaviors as the foundation for performance conversations</li></ul></div><div>
Engagement &amp; Retention</div></div><div><div><ul><li>
Partner with HRBPs to translate Signal survey data into market-level action plans with accountable owners and measurable outcomes</li></ul></div><div><ul><li>
Proactively identify flight risk and retention red flags&mdash;surface insights before they become exits</li></ul></div><div><ul><li>
Act as a feedback loop between associates and leadership, ensuring engagement data drives real action</li></ul></div><div>
Manager Capability Building</div><div><ul><li>
Deliver frontline coaching and just-in-time support to people leaders&mdash;meeting them where they are, not in the classroom</li></ul></div><div><ul><li>
Reinforce DRIVE leadership behaviors through observation, feedback, and targeted development conversations</li></ul></div><div><ul><li>
Partner with the CoE to identify capability gaps and inform leadership development program design</li></ul></div><div><ul><li>
Facilitate targeted in-store modules when market data or performance trends indicate a specific need&mdash;covering topics such as delivering feedback, performance conversations, coaching skills, or DRIVE behaviors&mdash;bringing development directly to where leaders work</li></ul></div><div><ul><li>
Travel to stores within your market cluster on an as-needed basis to deliver facilitation, support leader conversations, or address emerging talent situations that require an in-person presence</li></ul></div><div> 
Qualifications :</div><div>
Minimum Qualifications</div><div><ul><li>
5+ years of progressive HR, talent management, or organizational development experience</li></ul></div><div><ul><li>
Demonstrated ability to build credibility and trust with senior business leaders</li></ul></div><div><ul><li>
Experience facilitating talent reviews, succession planning, or leadership calibration conversations</li></ul></div><div><ul><li>
Strong coaching skills with the ability to develop people leaders across levels</li></ul></div><div><ul><li>
Analytical mindset&mdash;comfortable using engagement and talent data to surface insights and drive decisions</li></ul></div><div><ul><li>
Exceptional communication skills; able to adapt from frontline associate conversations to Market President briefings</li></ul></div><div><ul><li>
High degree of autonomy&mdash;this role requires someone who can operate independently in the market and self-manage against enterprise priorities</li></ul></div><div><ul><li>
Willingness and ability to travel to store locations within assigned market cluster on an as-needed basis</li></ul></div></div><div><div>
Preferred Qualifications</div><div><ul><li>
Experience in a multi-unit, decentralized, or retail-adjacent organization</li></ul></div><div><ul><li>
Background in both HR Business Partner and CoE/specialist roles</li></ul></div><div><ul><li>
Familiarity with Workday, Perceptyx, or similar HRIS/survey platforms</li></ul></div><div><ul><li>
SHRM-CP, SHRM-SCP, or equivalent HR certification</li></ul></div><div><ul><li>
Experience with 9-box calibration, succession planning frameworks, or talent review facilitation</li></ul></div><div> 
Success Looks Like</div><div>
In Year 1, a successful Talent Advisor will:</div><div><ul><li> 
Have established trusted advisor relationships with each Market President in their cluster&mdash;not just a transactional HR contact</li></ul></div><div><ul><li>
Have led at least one complete talent review cycle with actionable succession plans in place for each market</li></ul></div><div><ul><li>
Reduced time-to-action on Signal survey results&mdash;market leaders have plans, not just data</li></ul></div><div><ul><li>
Be proactively surfacing retention risks and talent gaps before they appear on leadership&rsquo;s radar</li></ul></div><div><ul><li>
Know who the next GMs and market leaders are in their cluster&mdash;and have active development plans in place</li></ul></div></div><h2 class="jobSectionHeader"> 
Exciting Benefits and Perks Await You:</h2><ul><li>
Competitive compensation and 401k matching</li><li>
Enjoy a healthy work-life balance with insurance plans (health, dental, vision) and maternity benefits.</li><li>
Associate purchase and discount programs for new and pre-owned vehicles, services, parts, collision, accessories, and AutoGear</li><li>
Access amazing deals and discounts through YouDecide, a website with offers from top providers and retailers</li><li>
Join our DRVPNK mission to raise and donate millions of dollars to cancer research and treatment, partnering with cancer charities nationwide</li></ul>
AutoNation is one of the largest automotive retailers in the United States, offering innovative products, exceptional services, and comprehensive solutions, empowering our customers to make the best decisions for their needs. With a network of dealerships nationwide strengthened by a recognized brand, we offer a wide variety of new and used vehicles, customer financing, parts, and provide expert maintenance and repair services. Through DRV PNK, we have raised over $40 million for cancer-related causes, demonstrating our commitment to making a positive difference in the lives of our Associates, Customers, and the communities we serve. 
AutoNation is committed to creating a diverse, equitable, and inclusive environment in our workplace and the services we provide. We welcome candidates from all backgrounds who are passionate about making a positive impact. Even if you do not meet every requirement, we encourage you to apply. Join our team and help us foster a culture of belonging while contributing to our revolutionary work in the automotive industry. We value innovation, teamwork, and a commitment to making a positive impact in the world.</div>

Talent Advisor

The Washington Post

<div><h1 class="jobSectionHeader">Join the future of news</h1>
We&rsquo;re on a mission to deliver riveting storytelling for all of America. At The Washington Post, you&rsquo;ll help reinvent news. Our work is driven by a deep investigative spirit and enhanced by innovation to bring audiences closer to the stories that matter most.<h2 class="jobSectionHeader">
About Our Team</h2>
The Washington Post is powered by the passion and talent of our people. It takes all of us to reinvent news. Beyond our award-winning Newsroom and Opinions teams, we work across many departments, including Brand &amp; Events, Communications, Customer Care, Engineering &amp; Product, Finance, Human Resources, Legal, Marketing &amp; Advertising, Print Operations, and Sales.<h2 class="jobSectionHeader">
Why This Role Matters</h2> 
The Washington Post Opinions team is seeking a highly connected and intellectually curious Guest Producer to identify, cultivate, and book compelling voices for our growing audio and video programming.
This role will partner closely with opinion journalists, editors, and producers to source, pitch and book guests operating at the intersection of technology, politics, business, culture, and public policy &mdash; founders, investors, policy architects, journalists, researchers, creators, podcasters and more. Successful candidates will possess exceptional relationship-building skills, strong editorial judgment, and a deep understanding of the digital media ecosystem.
The ideal candidate is equally comfortable tracking breaking news, cultivating industry relationships, evaluating audience interest, and identifying emerging voices before they become widely known. They understand how to balance audience appeal with substantive expertise and can help build a diverse pipeline of guests who contribute meaningful, engaging conversations.
What Motivates You<ul><li>
You are energized by the opportunity to help build innovative, digital-first journalism products and experiences.</li><li>
You enjoy discovering emerging voices, thought leaders, and influential creators before they become mainstream.</li><li>
You thrive on building and maintaining trusted professional relationships.</li><li>
You are intellectually curious and stay informed on developments across technology, politics, media, and public policy.</li><li>
You excel in fast-paced environments and can manage multiple priorities with strong attention to detail.</li><li>
You enjoy collaborating with journalists and helping translate editorial goals into compelling guest opportunities.</li></ul>
How You'll Support The Mission<ul><li>
Own the guest booking lifecycle from initial identification and outreach through confirmation, preparation, appearance, and ongoing relationship management.</li><li>
Develop and maintain a robust pipeline of prospective guests, including founders, executives, investors, policymakers, journalists, researchers, creators, and other influential voices.</li><li>
Monitor the technology, politics, media, and creator economy landscapes to identify emerging trends, conversations, and talent opportunities.</li><li>
Evaluate audience engagement trends across podcasts, YouTube, newsletters, and other digital platforms to inform guest selection strategies.</li><li>
Respond quickly to breaking news and emerging developments by identifying relevant and timely guest opportunities.</li><li>
Build and maintain productive relationships with communications professionals, talent representatives, podcast producers, creators, and subject matter experts.</li><li>
Prepare concise and actionable briefing materials that provide relevant background, previous public statements, key perspectives, and areas for further exploration.</li><li>
Collaborate closely with editors, producers, and opinion journalists to align guest recommendations with editorial priorities and audience interests.</li><li>
Recommend both established and emerging voices, using sound editorial judgment to balance reach, expertise, and originality.</li><li>
Track booking activity, maintain guest records, and manage multiple concurrent booking and production timelines.</li></ul>
The Skills and Experience You Bring<ul><li>
Bachelor's degree or equivalent combination of education and professional experience.</li><li>
2&ndash;5 years of experience in guest booking, talent relations, production, journalism, podcasting, digital media, or a related field.</li><li>
Demonstrated understanding of the podcast, YouTube, and digital creator ecosystems.</li><li>
Knowledge of current events, particularly within technology, politics, public policy, media, and business.</li><li>
Strong editorial instincts and the ability to identify guests who will resonate with engaged audiences.</li><li>
Experience building and maintaining professional relationships with high-profile guests, representatives, and industry stakeholders.</li><li>
Excellent research, communication, and organizational skills.</li><li>
Strong written communication skills, including the ability to prepare briefing documents and background research.</li><li>
Sound judgment, initiative, and a collaborative approach to problem-solving.</li></ul>
Preferred Qualifications<ul><li>
Experience booking guests for podcasts, digital video programs, livestreams, or broadcast media.</li><li>
Existing network of contacts within technology, policy, journalism, media, or creator communities.</li><li>
Experience supporting long-form interview formats and opinion-focused content.</li></ul><h2 class="jobSectionHeader"> 
</h2><h2 class="jobSectionHeader">Collaboration makes us stronger. That&rsquo;s why our offices are designed with open layouts, modern technology, and easy access to transportation. With certain exceptions for newsgathering and business travel, we work on-site five days a week.</h2><h2 class="jobSectionHeader">
Compensation and Benefits</h2>
Wherever you are in your life or career, The Washington Post offers comprehensive and inclusive benefits for every step of your journey:<ul><li>
Competitive medical, dental and vision coverage</li><li>
Company-paid pension and 401(k) match</li><li>
Three weeks of vacation and up to three weeks of paid sick leave</li><li>
Nine paid holidays and two personal days</li><li>
20 weeks paid parental leave for any new parent</li><li>
Robust mental health resources</li><li>
Backup care and caregiver concierge services</li><li>
Gender affirming services</li><li>
Pet insurance</li><li>
Free Post digital subscription</li><li>
Leadership and career development programs</li></ul>
Benefits may vary based on the job, full-time or part-time schedule, location, and collectively bargained status.
The salary range for this position is:
$82,600 - $123,800 Annual
The actual salary within this range will depend on individual skills, experience, and qualifications as they relate to specific job requirements. This position may be eligible for a bonus or incentive program, and a member of the Talent Acquisition team will discuss bonus payment terms and conditions during the interview process.<div><div><div><div><div><div><div><h1 class="jobSectionHeader">
Your story awaits. Apply today!
</h1>Learn more about The Post at careers.washingtonpost.com.</div></div></div></div></div></div></div></div>

Talent Producer, Opinions

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

Servco Pacific Inc.

<div>Servco is looking for a HR Business Partner to join our Human Resources team! The HR Business Partner serves as a strategic advisor and trusted consultant to business leaders, aligning people strategy with enterprise objectives to drive business performance, engagement, culture and compliance. While maintaining strong expertise in employee and labor relations, this position elevates beyond transactional HR to influence organizational design, succession planning, workforce analytics, and change leadership within a complex, multi-site, union and non-union environment.
Responsibilities:<ul><li>
Serve as a trusted advisor to leaders on organizational strategy, workforce planning, leadership effectiveness, and culture transformation.</li><li>
Maintain strong relations with business partners and establish HR as a proactive, value-added function rather than a reactive resource.</li><li>
Lead complex employee and labor relations matters, including high-risk investigations, grievance management, and interpretation/application of collective bargaining agreements.</li><li>
Translate business strategy into forward-looking talent strategies including succession planning, development, and capability building.</li><li>
Drive organizational effectiveness initiatives such as restructures, role clarity, up-skilling, and change management efforts.</li><li>
Strengthen performance management rigor and talent differentiation processes to elevate accountability and results.</li><li>
Use workforce metrics (retention, engagement, bench strength, productivity, etc.) to provide data-driven recommendations.</li><li>
Ensure compliance with federal, state (Hawai'i and beyond), and local employment laws, company policies, and labor agreements while mitigating organizational risk.</li><li>
Champion employee engagement and cultural initiatives, ensuring measurable improvements in engagement and retention outcomes.</li><li>
Partner cross-functionally with Talent Acquisition, Total Rewards, Talent Development, and HR Operations to implement enterprise-wide initiatives effectively.</li></ul>
Requirements:<ul><li>
Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or related field preferred.</li><li>
SPHR, SHRM-SCP, or equivalent advanced HR certification strongly preferred.</li><li>
Minimum 8-12 years of progressive HR experience in increasingly strategic roles.</li><li>
Minimum 5+ years as an HR Business Partner supporting leaders in a complex, multi-site, union and non-union environment.</li><li>
Demonstrated experience operating at a manager or director-equivalent scope within a large, matrixed organization.</li><li>
Proven experience in workforce planning, succession management, and change leadership.</li><li>
Strong background in employee and labor relations, including investigations, grievance handling, and contract interpretation.</li><li>
Experience influencing stakeholders and driving measurable business outcomes.</li><li>
Valid driver&rsquo;s license and clean driving record.</li><li>
Labor relations experience preferred.</li><li>
Deep knowledge of Hawai&rsquo;i and Federal employment and labor laws.</li><li>
Advanced ability to interpret and operationalize complex documents (e.g. collective bargaining agreements, regulatory guidance).</li><li>
Professional presence and ability to influence without direct authority.</li><li>
Strong business acumen with the ability to understand financial, operational, and strategic drivers.</li><li>
High-level investigation, risk assessment, and conflict resolution skills.</li><li>
Data fluency - ability to analyze and interpret workforce metrics to guide decision-making.</li><li>
Skilled at coaching leaders to improve leadership effectiveness and team performance.</li><li>
Change management expertise with demonstrated success leading organizational transitions.</li><li>
Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) and HRIS systems.</li></ul>
HRBP - HR Business Partner - HR Consultant - Human Resources
At Servco, we&rsquo;re committed to providing valuable mobility solutions to empower people through the freedom of movement and opportunity. From Australia to California, and of course, Hawaii, Team Servco is a collective of over 2,000 like-minded individuals guided by our four Core Values of Respect, Service, Teamwork, and Innovation. For over 100 years, we have been dedicated to superior service, to both our customers and team members. We look forward to helping you create Life:Moments that matter to you.
Interested?
Visit www.servco.com/careers to apply online.
Equal Opportunity Employer and Drug-Free Workplace
Pay Range: $93,900.00 - $142,700.00 per year</div>

HR Business Partner

M&T Bank

<div><div><div>tion</div></div><div><div><div><div><div><div><div><div><div>
Overview:<ul><li>
The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor responsible for aligning people strategy with business objectives, and execution of HR programs for their assigned businesses. Provides expertise in workforce planning, employee development, leadership coaching, and organizational design that enables business performance. Connects all HR COEs in service of the business to influence and drive business value through enhanced operational efficiency and employee engagement.</li></ul>
Primary Responsibilities:<ul><li>
Serve as a strategic advisor and coach to senior leaders, providing guidance on talent, people management, and career development to advance organizational priorities and strengthen overall business performance.</li><li>
Leverage HR and business knowledge to lead and influence managers on the alignment and deployment of talent and organizational structure. Predict and diagnose business conditions related to human capital which may have underlying HR ramifications.</li><li>
Lead the design, development and execution of human capital plans for assigned business(es)</li><li>
Make independent decisions on complex human capital matters.</li><li>
Execute and lead annual HR events (Employee Engagement, Talent Calibration/Review, Performance Management and Compensation Cycle) as HR lead for business lines, providing insight and recommendations to leaders.</li><li>
Provide strategic consultation to business leaders on human capital and talent issues and promote a culture of leadership accountability for completion of outcomes.</li><li>
Participate in organizational change efforts including communication plans, employee engagement impact, and organizational design for assigned business lines. In some cases, lead one or more workstream(s) in support of transformation efforts.</li><li>
Lead the unification of HR services for assigned business lines by communicating and partnering with HR and other internal resources (Technology, Finance, etc.) on business initiatives to drive value and create a mutually beneficial approach to solving human capital challenges.</li><li>
Leverage data from the HRIS system to create proactive, data-driven solutions to inform leaders and drive value through human capital strategies</li><li>
Demonstrate sound judgement in complex and ambiguous situations</li><li>
May manage a small HR Business Partner team.</li></ul><ul><li>
Create and develop workforce planning efforts. Create and execute Workforce Planning efforts including activities needed to ensure workforce designs and capabilities meet current and future organizational goals.</li><li>
Understand and adhere to the Company&rsquo;s risk and regulatory standards, policies, and controls in accordance with the Company&rsquo;s Risk Appetite. Identify risk-related issues needing escalation to management.</li><li>
Promote an environment that supports engagement and belonging and reflects the M&amp;T Bank brand.</li><li>
Maintain M&amp;T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.</li><li>
Complete other related duties as assigned.</li></ul>
Scope of Responsibilities:<ul><li>
This position typically covers multiple business lines with a medium to high variation in nature of work, employee level and geography in business line support structure and supports the talent management needs of senior to executive level managers in these business lines. The jobholder interacts with senior to executive level managers and supports them through all their talent management needs.</li></ul>
Key competencies for success in the role:<ul><li>
Influences: Understand the power of networks and leverages business relationships to gain support</li><li>
Builds Alliances: Break down silos by co-creating synergistic solutions</li><li>
Inspires Followers: Earn trust and respect through expertise and authentic connection</li><li>
Develops Talent: Understands and acts on own development and coaches others through the process</li></ul>
Education and Experience Required:
<ul><li>Bachelor&rsquo;s degree or four (4) years relevant experience.</li><li>
Seven years applicable Human Resources and/or relevant business line experience.</li><li>
Two years leadership/supervisory experience.</li><li>
Operates in a fast pace, high change environment, with a heavy involvement in people projects</li><li>
Talent Management certifications &ndash; Myers Briggs</li><li>
Solid knowledge of MS Office and software used by department</li><li>
Understanding of the business (of Human Resources and respective business area(s) assigned, i.e. how the business operates financially, the products and services offered and how they are positioned, who the key customers and competitors are and understanding the environment that could affect future successes).</li><li>
Thorough knowledge and understanding of applicable laws and regulations</li><li>
Highly literate in Human Resources procedures</li></ul>
Education and Experience Preferred:<ul><li>
Master&rsquo;s degree</li><li>
SPHR (Senior Professional in Human Resources) and/or SHRM &ndash; SCP (SHRM Senior Certified Professional)</li><li>
Experience with pertinent HRIS systems and report generation</li><li>
Sound understanding of the business line(s) supported</li></ul></div></div></div></div></div></div></div></div></div>
M&amp;T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $118,200.00 - $197,000.00 Annual (USD). The successful candidate&rsquo;s particular combination of knowledge, skills, and experience will inform their specific compensation.<h1 class="jobSectionHeader">
Location</h1>
Radnor, Pennsylvania, United States of America</div>

Senior HR Business Partner

Stratix Corporation

<div>
 
 
 Stratix Corporation
 
 is the trusted advisor for many industry-leading global enterprises, offering the most comprehensive managed services portfolio to help companies operationalize and realize the full value of their mobile investments. Our passion is partnering with businesses to operationalize their mobile investments with high-value services that drive competitive differentiation.
 
 
 
 
 
 
 Position Summary:
 
 
 
 The
 
 Recruitment &amp; Training Specialist
 
 is responsible for managing the full-cycle recruitment process and supporting the design, development, and delivery of employee training programs. This role ensures the organization attracts top talent and fosters continuous employee development aligned with business objectives.
 
 
 
 
 
 
 Key Responsibilities/Essential Functions
 
 
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 Manage end-to-end recruitment processes, including job postings, sourcing, screening, interviewing, offer negotiation and onboarding.
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 Partner with hiring managers to understand talent requirements and workforce planning needs
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 Develop and maintain strong candidate pipelines through various sourcing channels (job boards, LinkedIn, referrals, etc.)
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 Ensure a positive candidate experience throughout the hiring process
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 Track recruitment metrics (time-to-fill, cost-per-hire, quality of hire) and provide insights
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 Identify training needs through collaboration with managers and performance data
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 Design onboarding programs to ensure new hires integrate effectively into the organization
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 Develop and deliver training programs (technical skills, leadership, compliance, soft skills)
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 Coordinate internal and external training sessions, workshops, and learning events
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 Monitor training effectiveness through feedback and performance improvements
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 Maintain training records and ensure compliance with mandatory learning requirements
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 Ensure compliance with employment laws and company policies in recruitment and training activities
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 Manage HR systems for recruitment and learning tracking
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 Assist with HR projects such as talent development, succession planning, and employee engagement initiatives
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 Required Qualifications
 
 
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 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field
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 3&ndash;7+ years of experience in recruitment and/or training &amp; development
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 Strong understanding of talent acquisition strategies and adult learning principles
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 Experience with Applicant Tracking Systems (ATS) and Learning Management Systems (LMS)
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 Excellent communication, interpersonal, and organizational skills
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 Ability to manage multiple priorities in a fast-paced environment
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Recruitment & Training Specialist

Parfums Christian Dior

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 Position
 
 
 
 Company Description
 
 
 
 LVMH Beauty's activities benefit from exceptional dynamism that relies on both the longevity and development of key lines, and on the boldness of new creations.
 
 
 All are driven by the same values: a quest for excellence, creativity, innovation, and perfect mastery of their image.
 
 
 The brands cultivate what makes them unique and are guaranteed to make them stand out in a highly competitive global market. The success of the LVMH Beauty Division depends on finding the right balance between major historic Houses, such as Parfums Christian Dior, Parfums Givenchy, Acqua di Parma, Guerlain, and newer brands with strong potential like Kenzo Parfums, Fresh, and Make Up For Ever.
 
 
 LVMH Beauty invites you today to join its North America teams.
 
 
 LVMH Beauty is part of the LVMH Group.
 
 
 
 Job Description
 
 
 
 The Manager, Human Resources Business Partner (HRBP) plays a critical role in driving business performance through people strategy across a complex, multi-dimensional scope. Reporting directly to the Vice President, Human Resources, LVMH Beauty, with a matrix reporting line to the Director, HRBP, Multi-brands, this role supports two distinct yet interconnected client groups:
 
 
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 Beauty Tech Americas (Americas scope), partnering closely with the CIO and technology leadership and employees to enable transformation, innovation, and workforce evolution.
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 LVMH Beauty Multi-brands (North America scope), supporting leadership and employees across a portfolio of Maisons with diverse operating models and talent needs.
 
 
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 The Manager, HRBP acts as a trusted advisor to leadership, translating business priorities into focused people strategies. This role balances strategic partnership with strong operational execution, ensuring consistent application of LVMH and Group HR frameworks while tailoring solutions to business realities.
 
 
 Strategic Business Partnership
 
 
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 Serve as a trusted advisor to leadership and employees across Beauty Tech Americas and the Multibrands organization, shaping people strategies that strengthen performance, engagement, and culture.
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 Connect business objectives to workforce decisions by understanding value creation, operating models, and talent implications across technology and brand‑led environments.
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 Collaborate with leaders and teams on organizational design, workforce planning, and change initiatives, offering an enterprise perspective and thoughtful challenge grounded in sound judgment.
 
 
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 Talent &amp; People Strategy
 
 
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 Translate business strategy into actionable talent priorities across performance management, succession planning, internal mobility, and leadership development.
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 Lead and facilitate performance and talent discussions, leveraging assessment tools, data, and calibrated insights to drive high performance and future readiness.
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 Design and deploy development approaches that integrate learning programs, coaching, mentoring, and experiential opportunities aligned with LVMH competency frameworks.
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 Support career pathways and mobility across functions, brands, and geographies, ensuring alignment with role requirements and business needs.
 
 
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 Job responsibilities
 
 
 Employee Relations &amp; Engagement
 
 
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 Manage complex employee relations matters, including conducting thorough and impartial workplace investigations, with discretion, consistency, and compliance, providing practical guidance to leaders and employees.
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 Strengthening team effectiveness and engagement through targeted interventions, culture initiatives, and feedback-driven action plans.
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 Equip managers with the skills and confidence to address employee issues proactively, reinforcing a culture of accountability, trust, and inclusion.
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 Ensure consistent application of policies and practices, adapting communication and training to local and business-specific contexts.
 
 
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 HR Operations &amp; Execution Excellence
 
 
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 Ensure high-quality execution of core HR processes, including performance cycles (RISE), compensation reviews (ICR), talent reviews (OMR), and policy revision and deployment.
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 Analyze workforce data and trends to generate insights, inform decision-making, and anticipate risks or opportunities.
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 Partner closely with Centers of Excellence (Talent Development, Talent Acquisition, Total Rewards and HR Controlling, HR Operations) to deliver integrated, fit-for-purpose solutions.
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 Drive HR initiatives with disciplined project management, clear milestones, and effective stakeholder communication.
 
 
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 Leadership &amp; Collaboration
 
 
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 Operate effectively within a matrix environment, balancing priorities across Americas and North America scopes.
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 Collaborate with HR colleagues across brands, regions, and functions to ensure alignment, consistency, and knowledge sharing.
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 Representing HR with credibility, discretion, and professionalism, reinforcing LVMH values and standards in all interactions.
 
 
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 Skills Associated
 
 
 
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 Hard Skills:
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 Business Acumen, Competency Assessment, Data Analysis, Employee Relations, Ethics &amp; Compliance, HR Information Systems, HR Operations, Labor Law, Performance Management
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 Soft Skills:
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 Active Listening, Coaching, Conflict Resolution, Interpersonal Savviness, Interviewing Skills, Problem Solving, Talent Management
 
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 Profile
 
 
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 Bachelor&rsquo;s degree required; advanced degree or HR certification preferred.
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 7+ years of progressive HR experience in complex, fast-paced organizations.
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 Experience supporting senior leaders and aligning people strategies with business goals.
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 Strong understanding of P&amp;L, operating models, and tech-driven environments.
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 Knowledge of U.S. employment law, employee relations, and HR best practices.
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 Proven success in matrixed, multi-stakeholder settings.
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 Excellent interpersonal, coaching, and influencing skills.
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 Analytical, with the ability to translate data into actionable recommendations.
 
 
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 Preferred Experience
 
 
 
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 Experience supporting technology, digital, or transformation-driven client groups.
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 Exposure to multi-brand or division (multi-entity) environments, preferably within luxury, consumer, or global organizations.
 
 
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 Additional information
 
 
 This job description is intended to cover the core accountabilities of the position and is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice.
 
 
 All your information will be kept confidential according to EEO guidelines.
 
 
 LVMH Inc. uses the published salary range as a guideline to provide our employees with market competitive pay while allowing for flexibility to recognize and reward various levels of expertise, performance, and tenure.
 
 
 While the published salary range is a good faith reflection of the targeted salary level for the position, LVMH Inc. reserves the right to pay outside of the published range of $115,000.00 - $140,000.00.
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Manager, Human Resources Business Partner

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