vice president of talent acquisition

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

AppFolio

<div>
 
 Description
 
 
 
 
 About the Role
 
 
 
 The Senior Manager, Talent Acquisition leads AppFolio&rsquo;s recruiting team while continuing to personally own key management hiring. This is intentionally a player-coach role: we believe the best TA leaders stay close to the work, and we&rsquo;ve designed this position so that hands-on management recruiting, and team leadership reinforce each other rather than compete.
 
 
 You&rsquo;ll lead AppFolio&rsquo;s recruiting team--setting direction, developing talent, and raising the bar for how we hire across the company--while personally running searches for key roles. You&rsquo;ll partner with senior leaders, HR Business Partners, and the broader People team to translate workforce plans into outcomes, and you&rsquo;ll bring the credibility of a true Talent Advisor to every conversation about how we recruit at AppFolio.
 
 
 This role sits on the People leadership team and is a key voice in shaping how AppFolio attracts, hires, and retains the talent that drives the business forward.
 
 
 
 What You&rsquo;ll Do
 
 
 
 
 
 Lead and develop the recruiting team
 
 
 
 
 <ul>
 <li>
 Lead, coach, and develop a team of recruiters, setting clear goals and fostering a high-performance, accountable, and collaborative team culture
 </li>
 <li>
 Mentor recruiters on stakeholder partnership, sourcing strategy, candidate experience, and closing
 </li>
 <li>
 Set and uphold clear performance expectations, addressing gaps directly and developing team members toward their next level
 </li>
 <li>
 Make timely, fair decisions about performance and role fit, partnering closely with HRG/HRBP when difficult conversations are needed
 </li>
 <li>
 Monitor team capacity and workload distribution, making thoughtful tradeoffs to balance speed, quality, and recruiter sustainability
 </li>
 <li>
 Build accountability and trust through clear expectations and regular feedback
 
 
 
 </li>
 </ul>
 
 
 Own key management recruiting
 
 
 
 
 <ul>
 <li>
 Manage a req load for senior management roles
 </li>
 <li>
 Serve as the trusted recruiting partner to AppFolio&rsquo;s Sr. leaders on key hires
 
 
 
 </li>
 </ul>
 
 
 Drive hiring strategy and outcomes
 
 
 
 
 <ul>
 <li>
 Partner with HRBPs and senior business leaders to translate workforce plans into recruiting execution across Product Development, GTM, and G&amp;A
 </li>
 <li>
 Navigate escalations and complex hiring situations, partnering directly with hiring managers when needed
 </li>
 <li>
 Coach hiring managers on interviewing, assessment, and decision-making to raise the quality bar across the company
 </li>
 <li>
 Represent TA in workforce planning discussions, bringing the talent market perspective to the table
 
 
 
 </li>
 </ul>
 
 
 Shape how we recruit
 
 
 
 
 <ul>
 <li>
 Drive a hiring process that balances speed, quality, and candidate experience--making enhancements where needed
 </li>
 <li>
 Use key metrics to track progress, identify bottlenecks, and inform decisions
 </li>
 <li>
 Serve as a subject matter expert for our Applicant Tracking System, supporting workflow optimization, adoption, and enhancements
 </li>
 <li>
 Contribute to broader Talent and People initiatives as a member of the People leadership team
 
 
 
 </li>
 </ul>
 
 What We&rsquo;re Looking For
 
 
 
 <ul>
 <li>
 8+ years of recruiting experience, with significant time in software or technology
 </li>
 <li>
 Strong track record in leadership hiring, including building proactive pipelines
 </li>
 <li>
 Demonstrated leadership of recruiters or a recruiting function, whether formally as a manager or as a senior IC mentoring, developing, and elevating peers
 </li>
 <li>
 Experience hiring across multiple functions (Engineering, Product, GTM, G&amp;A)
 </li>
 <li>
 Demonstrated ability to set clear performance expectations, give direct feedback, and make hard people decisions with care and consistency
 </li>
 <li>
 Balance empathy and accountability--support team members through challenges while still holding them to a standard
 </li>
 <li>
 Deep relationships with business leaders and a reputation for being a trusted recruiting partner
 </li>
 <li>
 Strong stakeholder management and influencing skills with senior leaders--ability to navigate ambiguity
 </li>
 <li>
 Comfort balancing hands-on recruiting with team leadership--and a genuine interest in doing both
 </li>
 <li>
 Experience using data to inform recruiting decisions, track progress, and improve outcomes
 </li>
 <li>
 Excellent verbal and written communication skills
 </li>
 <li>
 Experience with Applicant Tracking Systems, including supporting implementations, optimization, or migrations
 
 
 
 </li>
 </ul>
 
 Location
 
 
 
 Find out more about our locations by visiting our site. This role is hub-based out of
 
 Santa Barbara
 
 to allow for tight alignment with the leadership team.
 
 
 
 Compensation &amp; Benefits
 
 
 
 The compensation that we reasonably expect to pay for this role is: $
 
 167,200 - $209,000 base pay
 
 . The actual compensation for this role will be determined by a variety of factors, including but not limited to the candidate&rsquo;s skills, education, experience, and internal equity.
 
 
 Please note that compensation is just one aspect of a comprehensive Total Rewards package. The compensation range listed here does not include additional benefits or any discretionary bonuses you may be eligible for based on your role and/or employment type.
 
 
 Regular full-time employees are eligible for benefits - see here.
 
 
 
 About AppFolio
 
 
 
 AppFolio is the technology leader powering the future of the real estate industry. Our innovative platform and trusted partnership enable our customers to connect communities, increase operational efficiency, and grow their business. For more information about AppFolio, visit appfolio.com.
 
 
 
 Why AppFolio
 
 
 
 
 Grow
 
 | We enable a culture of high performance, where delivering results is recognized by opportunities for growth and compelling total rewards. Our challenging and meaningful work drive the growth of our business, and ourselves.
 
 
 
 Learn
 
 | We partner with you to realize your potential by investing in you from the start. We're cultivating a team of big thinkers through coaching and mentorship with our best-in-class leaders, and giving you the time and tools to develop your skills.
 
 
 
 Impact
 
 | We are creating a world where living in, investing in, managing, and supporting communities feels magical and effortless, freeing people to thrive. We do this by innovating with purpose while cultivating a culture of impact. We learn as much from each other as we do our customers and our communities.
 
 
 
 Connect
 
 | We excel at hybrid work by fostering an environment that feels flexible, personal and connected, no matter where we are. We create space to fuel innovation and collaboration, and we come together to celebrate, connect, and succeed.
 
 
 
 Paddle as One.
 
 
 
 Learn more at appfolio.com/company/careers
 
 
 
 
 Statement of Equal Opportunity
 
 
 
 
 
 At AppFolio, we value diversity in backgrounds and perspectives and depend on it to drive our innovative culture. That&rsquo;s why we&rsquo;re a proud Equal Opportunity Employer, and we believe that our products, our teams, and our business are stronger because of it. This means that no matter what race, color, religion, sex, sexual orientation, gender identification, national origin, age, marital status, ancestry, physical or mental disability, or veteran status, you&rsquo;re always welcome at AppFolio.
 
</div>

Sr. Manager, Talent Acquisition

JPMorganChase

<div>JOB DESCRIPTION 
 
 
We are seeking a highly organized, proactive Executive Administrator to provide dedicated support across two senior leaders, the Head of Sports &amp; Entertainment Marketing and Head of Talent Partnerships &amp; Culture. This role sits at the intersection of high-visibility partnerships, internal and external stakeholder management, and fast-moving initiatives.
As a Senior Executive Administrative Assistant in the Sports &amp; Entertainment and Talent Partnerships &amp; Culture team, you will play a critical role in enabling senior leadership by organizing priorities, protecting executive time, and ensuring smooth day-to-day execution. The ideal candidate is a master coordinator who thrives in a dynamic environment, anticipates needs, and drives seamless follow-through across teams, external partners, and event management, while partnering closely with the team's shared Business Manager on scheduling, meeting preparation, and team collaboration needs.
Job responsibilities<ul><li>
Balance the support across two executives and own complex, dynamic calendars and scheduling across time zones; prioritize with sound judgment and safeguard executive focus time.</li><li>
Coordinate domestic and international travel booking and logistics; manage changes with agility.
</li><li>Handle expense reports, invoices, and procurement workflows with accuracy and compliance.</li><li>
Serve as a first point of contact and liaison for internal leaders, cross-functional partners, and external stakeholders.</li><li>
Plan and support team meetings, offsites, partner meetings, and workshops including scheduling logistics and material preparation ie Briefings, memos, and decks.</li><li>
Maintain up-to-date distribution lists, org charts, onboarding kits, and contact directories for key partners and vendors.</li><li>
Support budget tracking, POs, and contract routing in partnership with Finance, Legal, and Procurement.</li><li>
Coordinate headcount and staffing logistics (interviews, onboarding, access requests) in partnership with HR.</li><li>
Assist with partner outreach, talent scheduling, briefing documents and cross-functional coordination.</li><li>
Coordinate vendor onboarding and SOWs; track milestones and escalate risks early.</li><li>
Draft, proofread, and deliver professional correspondence and internal communications (including newsletters, announcements, team highlights, and recognition content) while maintaining organized file systems, knowledge repositories, and shared drives using an intuitive, brand-aligned taxonomy to ensure accuracy and consistency.</li></ul>
Required qualifications, capabilities, and skills<ul><li>
10+ years of experience supporting senior executives or teams in fast-paced environments;
</li><li>Exceptional calendar, travel, and logistics management across multiple time zones.</li><li>
Strong project coordination skills with an ability to prioritize, multi-task, and meet deadlines with minimal oversight.</li><li>
Polished written and verbal communication; discretion and professionalism in handling sensitive information.</li><li>
High proficiency with productivity and collaboration tools (e.g., Microsoft Outlook, Excel, PowerPoint, Teams; or Google Workspace, project-management tools such as Asana, Smartsheet, or Monday.com).</li><li>
Comfortable interfacing with executives, talent/agents, partners, and vendors; client-service mindset.</li><li>
Detail-obsessed with a bias toward action, accountability, and continuous improvement.</li></ul>
Preferred qualifications, capabilities, and skills<ul><li>
Experience in marketing, partnerships, entertainment, sports, or talent operations a plus.
</li><li>Experience supporting at the Managing Director level (or equivalent) or above</li><li>
College degree is a plus</li></ul>
Note: This role requires five days in the office (Mon-Fri) and will not support Hybrid options. 
 
ABOUT US 
 
 
Chase is a leading financial services firm, helping nearly half of America's households and small businesses achieve their financial goals through a broad range of financial products. Our mission is to create engaged, lifelong relationships and put our customers at the heart of everything we do. We also help small businesses, nonprofits and cities grow, delivering solutions to solve all their financial needs.
We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process.
We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation.
Equal Opportunity Employer/Disability/Veterans 
 
 
ABOUT THE TEAM
 
 
Our Consumer &amp; Community Banking division serves our Chase customers through a range of financial services, including personal banking, credit cards, mortgages, auto financing, investment advice, small business loans and payment processing. We're proud to lead the U.S. in credit card sales and deposit growth and have the most-used digital solutions &ndash; all while ranking first in customer satisfaction.</div>

Senior Executive Assistant, Sports & Entertainment and Talent Partnerships & Culture

TikTok

<div>
 
 Responsibilities
 
 
 About The Team
 
 The team is mainly responsible for building non-technical business teams under Global E-Commerce in the US. In the team, members are based globally, such as APAC, China and AMS. Here everyone is equal, help each other, pursue growth, seek truth from fact. Meanwhile, we provide each member with a wealth of career development space and advisory. We strive to make the team and the business achieve mutual success.
 
 
 You will work hand in hand with business to achieve our recruitment goals. You will support business and recruiting leaders on key hiring initiatives and efforts across a variety of critical programs. To include, but not limited to: recruitment process optimization, recruitment analytics &amp; reporting, talent research &amp; sourcing, diversity recruiting strategy and enhance candidate experience, etc.
 
 
 What You Will Do:
 
 - Deeply understand the business logic, organizational model and hiring needs, partner closely with hiring managers and stakeholders to develop sourcing and hiring strategies.
 
 - Identify, attract, negotiate complex compensation packages and close all level candidates, continuously deliver high-quality candidates to fulfill business team's recruiting goals.
 
 - Ensure a high-touch candidate experience.
 
 - Act as the employer branding champion to cultivate hiring managers and interviewers to represent TikTok's culture in a meaningful way.
 
 
 
 Qualifications
 
 
 Minimum Qualifications:
 
 - Bachelor's Degree or equivalent years of experience.
 
 - 2+ years in-house recruiting experiences.
 
 - Strong interpersonal skills with the ability to build rapport quickly with employees and communicate effectively with all levels of the organization.
 
 - A self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiative and risks.
 
 - Have a strong passion for this industry and demonstrate a strong ability to embrace and adapt to changes and learn quickly in a fast-paced environment.
 
 
 
 About TikTok
 
 
 TikTok is the leading destination for short-form mobile video. At TikTok, our mission is to inspire creativity and bring joy. TikTok's global headquarters are in Los Angeles and Singapore, and we also have offices in New York City, London, Dublin, Paris, Berlin, Dubai, Jakarta, Seoul, and Tokyo.&ZeroWidthSpace;
 
 
 
 
 Why Join Us
 
 
 Inspiring creativity is at the core of TikTok's mission. Our innovative product is built to help people authentically express themselves, discover and connect &ndash; and our global, diverse teams make that possible. Together, we create value for our communities, inspire creativity and bring joy - a mission we work towards every day.&ZeroWidthSpace;
 
 We strive to do great things with great people. We lead with curiosity, humility, and a desire to make impact in a rapidly growing tech company. Every challenge is an opportunity to learn and innovate as one team. We're resilient and embrace challenges as they come. By constantly iterating and fostering an "Always Day 1" mindset, we achieve meaningful breakthroughs for ourselves, our company, and our users. When we create and grow together, the possibilities are limitless. Join us.&ZeroWidthSpace;
 
 &ZeroWidthSpace;
 
 Diversity &amp; Inclusion&ZeroWidthSpace;
 
 TikTok is committed to creating an inclusive space where employees are valued for their skills, experiences, and unique perspectives. Our platform connects people from across the globe and so does our workplace. At TikTok, our mission is to inspire creativity and bring joy. To achieve that goal, we are committed to celebrating our diverse voices and to creating an environment that reflects the many communities we reach. We are passionate about this and hope you are too.&ZeroWidthSpace;
 
 
 
 
 TikTok Accommodation
 
 
 TikTok is committed to providing reasonable accommodations in our recruitment processes for candidates with disabilities, pregnancy, sincerely held religious beliefs or other reasons protected by applicable laws. If you need assistance or a reasonable accommodation, please reach out to us at https://tinyurl.com/RA-request&ZeroWidthSpace;
 
 
 
 
 Job Information
 
 
 【For Pay Transparency】Compensation Description (Annually)
 
 The base salary range for this position in the selected city is $90000 - $128000 annually.&ZeroWidthSpace;
 
 Compensation may vary outside of this range depending on a number of factors, including a candidate&rsquo;s qualifications, skills, competencies and experience, and location. Base pay is one part of the Total Package that is provided to compensate and recognize employees for their work, and this role may be eligible for additional discretionary bonuses/incentives, and restricted stock units.&ZeroWidthSpace;
 
 Benefits may vary depending on the nature of employment and the country work location. Employees have day one access to medical, dental, and vision insurance, a 401(k) savings plan with company match, paid parental leave, short-term and long-term disability coverage, life insurance, wellbeing benefits, among others. Employees also receive 10 paid holidays per year, 10 paid sick days per year and 17 days of Paid Personal Time (prorated upon hire with increasing accruals by tenure).&ZeroWidthSpace;
 
 The Company reserves the right to modify or change these benefits programs at any time, with or without notice.&ZeroWidthSpace;
 
 For Los Angeles County (unincorporated) Candidates:&ZeroWidthSpace;
 
 Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state, and local laws including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. Our company believes that criminal history may have a direct, adverse and negative relationship on the following job duties, potentially resulting in the withdrawal of the conditional offer of employment:&ZeroWidthSpace;
 
 1. Interacting and occasionally having unsupervised contact with internal/external clients and/or colleagues;&ZeroWidthSpace;
 
 2. Appropriately handling and managing confidential information including proprietary and trade secret information and access to information technology systems; and&ZeroWidthSpace;
 
 3. Exercising sound judgment.&ZeroWidthSpace;
</div>

Talent Acquisition Partner - Global E-Commerce - San Jose

University of Doha for Science & Technology

<div>
 
 Overview
 
 
 
 University of Doha for Science and Technology (UDST) is the first national applied University in the State of Qatar, offering applied Bachelors and Master&rsquo;s degrees in addition to certificates and diplomas in various fields. UDST has over 50 programs in the fields of Engineering Technology and Industrial Trades, Business Management, Computing and Information Technology, Health Sciences, Continuing and Professional Education and more.
 
 
 With more than 700 staff and over 8,000 students, UDST is the destination of choice for applied and experiential learning. The University is recognized for its student-centered learning and state-of-the-art facilities. Our faculty are committed to delivering pedagogically-sound learning experiences that incorporate innovative learning technologies. Our aim is to enhance students&rsquo; skills and help develop talented graduates who can effectively contribute to a knowledge-based economy and make Qatar&rsquo;s National Vision 2030 a reality.
 
 
 The Human Capital Directorate invites applications for Director, Human Capital position.
 
 
 
 Responsibilities
 
 
 
 
 Your Commitment
 
 
 
 Reporting to the President of University for Doha Science and Technology the successful candidate will provide leadership and strategic direction in the continuous evaluation of short and long term strategic Human Capital objectives and make recommendations to attract, develop and retain top talent promoting a culture of excellence while ensuring compliance with relevant laws and regulations applicable in the state of Qatar.
 
 
 The successful candidate will lead the development and implementation of the business plan for the Human Capital Directorate in alignment with UDST&rsquo;s overall strategy through its initiatives and projects. The successful candidate will lead the policy development initiatives for Human Capital Directorate in conjunction with the Vice President, Support Services to cascade and spearhead the strategy&rsquo;s implementation to ensure directorate operations, services and policies align seamlessly and coherently with UDST&rsquo;s goals and vision.
 
 
 
 Duties &amp; Responsibilities
 
 
 
 The successful candidate will serve as a trusted advisor to the Vice President, Support Services and senior leadership, providing insights and expertise in Human Capital affairs through engaging in strategic planning, talent management, and cultivating a culture of continuous improvement to achieve UDST objectives.
 
 
 The successful candidate will lead the strategic direction of the Human Capital Directorate, overseeing Talent Acquisition, Talent Management, Localization, leadership development, employee relations, operations and digitalization efforts to attract, retain and develop high performing work force.
 
 
 The successful candidate will oversee strategic workforce planning and recruitment initiatives, aligning talent resources and refining strategies for recruitment, development and retention, incorporating best practices for career development and succession planning to cultivate an agile and high- performing workforce.
 
 
 The successful candidate will lead the development of comprehensive Talent Acquisition strategies in collaboration with Business Unit Heads, guiding the recruitment and selection process for senior executive positions, faculty and staff to ensure the creation of a diverse and highly qualified talent pool.
 
 
 The successful candidate will oversee Talent Management initiatives, fostering the attraction, development and retention of high performers, implementing training needs, overseeing career development and succession plans to enhance employee skills, competencies and career progression, contributing positively to UDST performance, culture and long-term sustainability.
 
 
 The successful candidate will Guide the formulation of a performance management framework aligned with goal setting, feedback mechanisms, performance appraisal and feedback processes, ensuring robust support for all Business Units during reviews, to foster a culture of high performance, employee growth and excellence at UDST.
 
 
 The successful candidate will oversee the development and communication of Human Capital policies, programs and initiatives to stakeholders, addressing employee concerns, conflicts and grievances promptly and fairly, fostering a positive work environment, enhancing employee engagement, and ensuring compliance with relevant laws and University polices.
 
 
 The successful candidate will lead the strategic planning and execution of Human Capital initiatives at UDST, integrating innovative management training programs and technologies, empowering the workforce with elevated skills, fostering a culture of continuous improvement and achieving sustainable success for the University.
 
 
 The successful candidate will drive the strategic structuring of process data in alignment with technology-driven initiatives, championing and endorsing the documentation of automated processes while ensuring robust version control mechanisms to ensure a comprehensive approach to data management within the Human Capital automation frameworks.
 
 
 
 Qualifications
 
 
 
 
 Education and Certifications:
 
 
 
 <ul>
 <li>
 Master&rsquo;s degree required in Business Administration, Human Resources or related field
 </li>
 <li>
 Professional certification is preferred in Human Resources or another related field
 
 
 </li>
 </ul>
 
 Experience
 
 
 
 <ul>
 <li>
 Minimum 15 years of relevant experience in HC or related field
 </li>
 <li>
 5 years of managerial experience
 
 
 </li>
 </ul>
 
 Language
 
 
 
 Fluency in written and spoken English language is required.
 
 
 Fluency in written and spoken Arabic language is required.
</div>

Director, Human Capital-Qatarization

Idaho College of Osteopathic Medicine

<div>The Human Resources Generalist (HRG) supports the daily operations of the Human Resources department and serves as a key resource for employees and supervisors across a broad range of HR functions. Under the direction of the Assistant Vice President of Human Resources, this position supports the following functions under the HR department: talent acquisition, payroll and benefits administration, performance management, training and development initiatives, employee relations and compliance.
The HRG provides guidance and high-level support to employees and supervisors regarding policies, and procedures, while helping ensure consistent application of employment practices across the institution. This role plays a critical part in maintaining compliance with applicable employment laws, supporting HRIS data integrity, and promoting efficient and effective HR business operations.
Through collaboration, operational integrity, and customer focused responsive service, the HRG contributes to a positive, compliant, and employee-centered workplace culture that supports organizational goals and workforce success. 
Requirements 
<ul><li>
Promote and contribute to a collaborative, service-oriented, and employee-focused work environment that reinforces the institution&rsquo;s mission, vision, and values.</li><li>
Actively advance departmental and institutional objectives and priorities while supporting a compliant, engaged, and high-performing workforce.</li><li>
Administer payroll, benefits, and leave programs while ensuring data integrity and regulatory compliance.</li><li>
Facilitate performance and talent development planning initiatives, including evaluations, goal-setting, feedback, workforce succession planning and development.</li><li>
Manage new hire orientation, supervisor training, and employee development programs.</li><li>
Lead full-cycle talent acquisition campaigns, onboarding, and employee transition processes.</li><li>
Provide advanced level support in the administration of employee relations, workplace investigations, accommodations, and conflict resolution.</li><li>
Ensure data integrity and confidentiality through effective HRIS administration and reporting.</li><li>
Performs other related duties, as assigned.</li></ul>
SUPERVISORY RESPONSIBILITIES:
None
SKILLS &amp; ABILITIES:<ul><li>
Highly ethical and trustworthy individual.</li><li>
Maintains strict confidentiality of all employee records and information.</li><li>
A team player who values collaboration, mutual support, and team cohesion.</li><li>
Strong interpersonal and communications skills, both written and verbal.</li><li>
Has the ability and progressive career experience to work with minimal supervision.</li><li>
Proactively engages in continuous learning and development.</li></ul> 

Benefits 
<ul><li>
Health Care Plan (Medical, Dental &amp; Vision)</li><li>
Retirement Plan</li><li>
Life Insurance (Basic, Voluntary &amp; AD&amp;D)</li><li>
Paid Time Off (Vacation, Sick, Holidays, Winter Break)</li><li>
Family Leave</li><li>
Parental Leave</li><li>
Short Term &amp; Long Term Disability</li><li>
Tuition Reimbursement</li><li>
Continuing Education (CE)</li><li>
Employee Assistance Program</li></ul></div>

HR Generalist

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