At NiCE, we don’t limit our challenges. We challenge our limits. Always. We’re ambitious. We’re game changers. And we play to win. We set the highest standards and execute beyond them. And if you’re like us, we can offer you the ultimate career opportunity that will light a fire within you.

So, what’s the role all about?

We’re looking for a detail‑oriented and proactive HR Operations Specialist who enjoys working with people, processes, and policies. If you love keeping things organized, ensuring smooth employee lifecycle operations, coordinating with internal and external stakeholders, and being the go‑to person for all things HR‑Ops—this role is for you.

You will be part of our HR Operations team, supporting employees across the organization while ensuring compliance and seamless documentation. This role is ideal for someone who is structured, dependable, and passionate about creating an efficient and employee‑friendly HR experience.

How will you make an impact?

As part of the HR Operations team, you will:

• Organize, update, and maintain employee personnel records and internal HR databases (leave records, buddy info, etc.).
• Prepare and manage HR letters such as offer letters, exit letters, bonafide letters, and employee contracts.
• Coordinate with external partners including PF vendors, insurance providers, and compliance agencies.
• Support and manage end‑to‑end leave & attendance processes.
• Handle employee background verification requests.
• Resolve PF, ESIC, and insurance‑related employee escalations.
• Address HR operations–related employee queries with clarity and promptness.
• Support the payroll team by providing accurate employee data (LOA, sick days, exit details, work schedules).
• Coordinate with procurement and assist with expense submission/approvals.
• Participate in HR projects, audits, and employee engagement initiative.

You will be working closely with HR, Finance, Legal, Payroll, and cross‑functional teams to ensure a consistent and positive employee experience.

Have you got what it takes?

• MBA with 5 –7 years of experience in HR Operations.
• Prior experience as an HR Administrator / HR Ops Executive / HR Assistant.
• Hands‑on experience with HRIS / HRMS systems.
• Strong computer skills, especially MS Excel, Word, and PowerPoint.
• Good understanding of labor laws and statutory compliances.
• Experience working with external auditors and managing compliance‑related documentation.
• Experience using ERP systems such as SAP or Oracle.
• Excellent interpersonal and communication skills—email, phone, and in‑person.
• Comfortable coordinating across departments and working both independently and in a team.
• Strong attention to detail, confidentiality, and ownership mindset.

What’s in it for you?

Join an ever-growing, market disrupting, global company where the teams – comprised of the best of the best – work in a fast-paced, collaborative, and creative environment! As the market leader, every day at NiCE is a chance to learn and grow, and there are endless internal career opportunities across multiple roles, disciplines, domains, and locations. If you are passionate, innovative, and excited to constantly raise the bar, you may just be our next NiCEr!

Enjoy NiCE-FLEX!

At NiCE, we work according to the NiCE-FLEX hybrid model, which enables maximum flexibility: 2 days working from the office and 3 days of remote work, each week. Naturally, office days focus on face-to-face meetings, where teamwork and collaborative thinking generate innovation, new ideas, and a vibrant, interactive atmosphere.

Requisition ID: 11171

Reporting into: Team Lead, HR Operations

Role Type: Individual Contributor

About NiCE

NICE Ltd. (NASDAQ: NICE) software products are used by 25,000+ global businesses, including 85 of the Fortune 100 corporations, to deliver extraordinary customer experiences, fight financial crime and ensure public safety. Every day, NiCE software manages more than 120 million customer interactions and monitors 3+ billion financial transactions.

Known as an innovation powerhouse that excels in AI, cloud and digital, NiCE is consistently recognized as the market leader in its domains, with over 8,500 employees across 30+ countries.

NiCE is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, age, sex, marital status, ancestry, neurotype, physical or mental disability, veteran status, gender identity, sexual orientation or any other category protected by law.

500M+ downloads. 80M+ monthly users. A decade of building – and we’re still accelerating.

Flo is the world’s #1 health & fitness app worldwide on a mission to build a better future for female health. Backed by a $200M investment led by General Atlantic, we became the first product of our kind to reach a $1B valuation in 2024 – and we’re not slowing down.

With 7M paid subscribers and the highest-rated experience in the App Store’s health category, we’ve spent 10 years earning trust at scale. Now, we’re building the next generation of digital health – AI-powered, privacy-first, clinically backed – to help our users know their body better.

The job

Flo’s growth has been rapid and intentional. From a few hundred employees to a global team of 500+, we’ve scaled by building high-performing, empowered teams. As we continue to evolve, we’re hiring a strategic, commercially sharp, and hands-on HR Business Partner to partner across our business functions.

You will work directly with senior leadership, helping shape capability, structure, and performance so that teams can move faster, prioritise smarter, and scale sustainably.

This role is not about policy administration, it’s about driving organisational performance.

How we think about HRBP at Flo

Our HRBPs are business partners first, functional specialists second.

We operate as a tight, high-performing team and consider ourselves interchangeable and function-agnostic. You will be embedded in a function, but your remit is to solve business problems, not to stay confined to one area.

We also move where the business needs us most. That means:

• Deeply understanding business strategy, not just People processes
• Being able to step into different departments if priorities shift
• Sharing knowledge across the HRBP team to raise collective impact
• Thinking enterprise-wide, not in silos

We expect our HRBPs to operate at company level, even when embedded in a function.

The Role

As HRBP, you will operate as a true strategic partner and embedded consultant, balancing long-term organisational design with fast, high-quality execution.

You will:

• Align People strategy with company business strategy and roadmap delivery
• Enable faster decision-making through strong org design and clear accountability
• Build capability in leadership and craft
• Anticipate organisational risks before they slow delivery
• Drive and implement end-to-end People initiatives
• Use data to influence decisions and measure impact

You will move between executive-level strategic conversations and hands-on operational delivery seamlessly.

What You’ll Deliver

1. Strategic Partnership with Leadership

• Partner closely with C-level and senior leadership on structure, capability and succession
• Translate business strategy into workforce plans and talent priorities
• Challenge leadership thinking using data, insight, and strong business acumen
• Contribute meaningfully to strategic discussions, not just People topics

2. Organisational Effectiveness & Speed

• Design and evolve org structures that improve clarity, ownership, and delivery velocity
• Identify capability gaps that slow execution and build targeted interventions
• Strengthen performance management and accountability standards
• Support headcount planning and budget forecasting with Talent Acquisition and Finance

3. Hands-On Execution Excellence

• Lead compensation, promotions and salary review processes
• Manage all Employee Relations cases across jurisdictions
• Drive performance improvement and succession planning
• Implement career development frameworks
• Ensure People initiatives are delivered on time and with measurable outcome

4. Leadership & Capability Acceleration

• Coach Product leaders and managers to raise performance standards
• Develop frameworks to improve feedback culture and decision-making quality
• Drive management upskilling using practical tools and applied learning
• Strengthen leadership bench strength across Product

5. Data-Driven Impact

• Use engagement, performance, retention and productivity data to shape decisions
• Measure effectiveness and ROI of People initiatives
• Present insights in clear, executive-ready formats
• Drive evidence-based intervention

YourExperience

Must have:

• Strong HR Business Partnering experience in fast-paced environments
• Experience partnering with large, complex teams (100+ headcount)
• Background in consumer technology businesses (ideally app-based)
• Proven ability to connect People strategy to business delivery outcomes
• Demonstrated experience in:
  • Organisational design
  • Compensation and total reward strategy
  • Performance and talent management
  • Career progression frameworks
  • Employee relations across jurisdictions (EU & UK)
  • DEI initiatives
• Strong commercial acumen and ability to challenge senior stakeholders
• Experience operating credibly at Exec and senior leadership level
• Strong change management and project delivery skills
• Advanced use of HR analytics to inform strategic decisions

Nice to have:

• Experience in scaling tech companies (Series B+)
• Experience in globally distributed, multicultural environments
• Exposure to high-growth, product-driven organisations

What Success Looks Like

You will be measured on:

• Business organisation delivery enablement and capability growth
• Effective execution of people calendar initiatives
• Improvements in engagement and retention
• Increased manager capability and leadership maturity
• High-quality, timely execution of People initiatives
• Strong feedback from leadership stakeholders
• Proactive, compliant management of ER matters

Who You Are

• Strategic but pragmatic
• Fast-moving and outcome-focused
• Commercially minded
• Comfortable challenging senior stakeholders
• Data-driven and analytical
• Calm in ambiguity
• Hands-on and execution-oriented
• Enterprise-minded and adaptable across functions
• Highly flexible, able to shift priorities as business needs evolve quickly
• Skilled at building trusted relationships across very different stakeholder groups — from individual contributors to Exec level — adjusting your style to influence effectively in each context.

#LI-JC1#LI-Hybrid

How we work

We’re a mission-led, product-driven team. We move fast, stay focused and take ownership – from brief to build to impact. Debate is encouraged. Decisions are shared. We care about craft, ship with purpose, and always raise the bar.

You’ll be working with people who take their work seriously, not themselves. It takes commitment, resilience, and the drive to keep going when things get tough. Because better health outcomes are worth it.

What you’ll get

We support impact with meaningful reward. Here’s what that looks like:

• Competitive salary and annual reviews
• Opportunity to participate in Flo’s performance incentive scheme
• Paid holiday, sick leave, and female health leave
• Enhanced parental leave and pay for maternity, paternity, same-sex and adoptive parents
• Accelerated professional growth through world-changing work and learning support
• In-person collaboration and work in a hybrid model, with 3 days per week spent in the office
• 5-week fully paid sabbatical at 5-year Floversary
• Flo Premium for friends & family, plus more health, pension and wellbeing perks

Diversity, equity and inclusion

Our strength is in our differences. At Flo, hiring is based on merit, skill and what you bring to the role – nothing else. We’re proud to be an equal opportunity employer, and we welcome applicants from all backgrounds, communities and identities. Read our privacy notice for job applicants.

Head of HR Operations and Systems

Overview

You’re a great Human Resources Operations and Systems Leader who is so passionate about the day to day work of HR Operations that you’re willing to join an early stage company to build out the HR Ops function by doing all the dirty work yourself for a long period of time. You’re likely especially willing because this role gets you behind the curtain of HR technology, enabling you to geek out at the intersection of People technology, process and data. You care so deeply about operational excellence, company efficiency and system enabled employee experience, that it makes you outspoken compared to the majority of HR Ops professionals and you would relish constantly experimenting with better ways to do HR Operations. This role will initially have one report, our recruiting operations lead.

About the Role

Hi 👋🏼 I’m Jim, the VP of People and Talent at Ashby. I’ve been lucky enough in my career to have been in roles that change the landscape of TA technology we use every day, been exposed to massive hiring data sets and been tasked with reimagining TA processes across a wide range of company scales. I joined Ashby to continue this work and to be a disruptor in how companies hire and support great people.

I’m looking for a thought partner on the HR Operations and Systems side of our People function and we’re at the scale now that will support that role. To be clear, this role is in our internal People team, not a customer facing role in our Professional Services team, however, I expect you will still end up speaking to customers and prospective customers!

This role will be the foundation of how we scale the next iterations of Ashby as a company. You will be expected to review all our existing People practices and drive the right change for what we need now, what we will be and beyond. That change will include low level polish (think template editing and creation) to process change, systems implementation, data analytics, and of course, documentation. You’ll be an expert at communicating change too, able to influence change across the company while driving innovation in our tech stack and processes.

This role will evolve based on the growth of Ashby, so comfort with ambiguity is important. This is not your run of the mill HR Ops role, instead you’ll become an expert on our world class people technology suite, be the internal change agent I described above and an external thought leader. You will be called upon to chat with customers, with Product Managers, to talk at conferences and to write compelling content for an audience of People professionals and Hiring Managers.

Why you should or shouldn’t apply

HR Operations encompasses many different types of work. Not all of which you’ll ever do in this role. The following list will help you decide if this role is for you

• You’re first-hand experienced with our product and excited by the power it offers Talent Acquisition teams and are intrigued by where else in the People tech stack we might take the company. You don’t have to have had Ashby experience, but it will help.

• You love exceptional process, technology and people

• You have excellent communication skills – we value clear and concise communication

• You understand myriad stakeholders and their motivations (what matters to a Head of Department may be distinct from what matters to an individual contributor; you can help each achieve their goals)

• You’re willing to drive solutions from the simple (e.g. help solve an onboarding issue) to the complex (e.g. integration of disparate systems)

• You are have high standards and are comfortable holding others accountable and setting clear expectations, especially relevant as it pertains to securing alignment across stakeholders

• You have a high level of empathy for our employees – their pain is our pain

• You can feedback in a way that keeps internal teams focused on the customer experience (in turn shaping our product roadmap) for you are also a customer

• You are excited to shape our HR Operations and systems team as the first leader and by this point in this JD your brain already has a vision of what you’ll do

You might not be a great fit if:

• You prefer defined structure and are not excited by ambiguity or amorphous opportunities

• You prefer to spend your time focused on one or two priorities and are not comfortable context switching across several focus areas

• You are uneasy holding customers accountable or otherwise serving as arbitrator when competing opinions are presented

• You have difficulty setting boundaries and tend to default to a ‘yes’ stance

• You are not interested in a supporting role where you take on less interesting or visible work alongside the really fun stuff

• You haven’t led an experienced team before

You need a team to do the work. This is, and will be for quite some time, a small but experienced team of ~2.

Examples of things you’ll work on:

• Systems

  • Managing all HR Systems. Defining what we require and why, externally and internally, for our unique People tech stack.

• Reporting

  • Building a full suite of reports and dashboards that use Ashby’s analytical capability to the maximum as well as that of other tools

• Process Improvement

  • Continuous improvement is critical and we want to challenge the status quo, not just for ourselves but to experiment publicly with what’s possible.

• Performance Management

  • Create and operationalize performance review processes and develop frameworks for evaluating and growing talent.

• New Initiatives:

  • Lead employee engagement initiatives such as surveys, build out our knowledge base, learning & development programs, and other people-focused programs.

• Partnering closely with the Product Team to distill your observations into tangible feedback. To help scale your efforts, we’ll aim to resolve pain points and increase your influence with documentation; you’ll be able to contribute on both of these fronts as the Voice of the Customer with a pedagogical slant

  • You’ll be involved in early deployment and testing of features whilst ensuring all new functionality is effectively utilized internally after release

• Compliance

  • Ensure HR policies and practices comply with all federal, state, and local regulations. Maintain accurate employee records and documentation. Support audits and reporting requirements, and help develop training and communication to keep the organization aligned with legal and regulatory standards.

• Operational Efficiency

  • Automation, AI deployment and efficient processes are critical to how we will scale Ashby. Your role will be to help ensure maximum impact of potential efficiency gains

Interview Process

• Hiring Manager interview with Jim - 45 minutes

• Meet a Founder - 30 minutes with Benji

• Take Home Assignment and Presentation with Jim and Benji

• Final Panel:

  • Sales Leader Interview with Mike - 30 minutes

  • Finance and Data Interview with Shane and Kevin - 30 minutes

  • Technical interview - with Abhik 30 minutes

  • Leadership Interview with Kelsey - 30 minutes

Your Recruiter Your Recruiter will be me! I will be your main point of contact and I’ll help prepare you for interviews.

About Ashby

We’re building the next generation of recruiting software and we’re starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.

We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have over 1,300 amazing customers including Ramp, Notion, and Zapier – yet we’ve only taken the first steps toward a much larger opportunity. In short, it’s the perfect time to join! 🚀

Benefits

• Competitive salary and equity.

• 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable.

• Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅.

• Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.

• Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!

• $100/month education budget with more expensive items (like conferences) covered with manager approval.

• If you’re in the US, top-notch health insurance for you and your dependents with all premiums covered by us.

Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply.

Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.

At NiCE, we don’t limit our challenges. We challenge our limits. Always. We’re ambitious. We’re game changers. And we play to win. We set the highest standards and execute beyond them. And if you’re like us, we can offer you the ultimate career opportunity that will light a fire within you.

So, what’s the role all about?

We’re looking for a detail‑oriented and proactive HR Operations Specialist who enjoys working with people, processes, and policies. If you love keeping things organized, ensuring smooth employee lifecycle operations, coordinating with internal and external stakeholders, and being the go‑to person for all things HR‑Ops—this role is for you.

You will be part of our HR Operations team, supporting employees across the organization while ensuring compliance and seamless documentation. This role is ideal for someone who is structured, dependable, and passionate about creating an efficient and employee‑friendly HR experience.

How will you make an impact?

As part of the HR Operations team, you will:

• Organize, update, and maintain employee personnel records and internal HR databases (leave records, buddy info, etc.).
• Prepare and manage HR letters such as offer letters, exit letters, bonafide letters, and employee contracts.
• Coordinate with external partners including PF vendors, insurance providers, and compliance agencies.
• Support and manage end‑to‑end leave & attendance processes.
• Handle employee background verification requests.
• Resolve PF, ESIC, and insurance‑related employee escalations.
• Address HR operations–related employee queries with clarity and promptness.
• Support the payroll team by providing accurate employee data (LOA, sick days, exit details, work schedules).
• Coordinate with procurement and assist with expense submission/approvals.
• Participate in HR projects, audits, and employee engagement initiative.

You will be working closely with HR, Finance, Legal, Payroll, and cross‑functional teams to ensure a consistent and positive employee experience.

Have you got what it takes?

• MBA with 5 –7 years of experience in HR Operations.
• Prior experience as an HR Administrator / HR Ops Executive / HR Assistant.
• Hands‑on experience with HRIS / HRMS systems.
• Strong computer skills, especially MS Excel, Word, and PowerPoint.
• Good understanding of labor laws and statutory compliances.
• Experience working with external auditors and managing compliance‑related documentation.
• Experience using ERP systems such as SAP or Oracle.
• Excellent interpersonal and communication skills—email, phone, and in‑person.
• Comfortable coordinating across departments and working both independently and in a team.
• Strong attention to detail, confidentiality, and ownership mindset.

What’s in it for you?

Join an ever-growing, market disrupting, global company where the teams – comprised of the best of the best – work in a fast-paced, collaborative, and creative environment! As the market leader, every day at NiCE is a chance to learn and grow, and there are endless internal career opportunities across multiple roles, disciplines, domains, and locations. If you are passionate, innovative, and excited to constantly raise the bar, you may just be our next NiCEr!

Enjoy NiCE-FLEX!

At NiCE, we work according to the NiCE-FLEX hybrid model, which enables maximum flexibility: 2 days working from the office and 3 days of remote work, each week. Naturally, office days focus on face-to-face meetings, where teamwork and collaborative thinking generate innovation, new ideas, and a vibrant, interactive atmosphere.

Requisition ID: 11171

Reporting into: Team Lead, HR Operations

Role Type: Individual Contributor

About NiCE

NICE Ltd. (NASDAQ: NICE) software products are used by 25,000+ global businesses, including 85 of the Fortune 100 corporations, to deliver extraordinary customer experiences, fight financial crime and ensure public safety. Every day, NiCE software manages more than 120 million customer interactions and monitors 3+ billion financial transactions.

Known as an innovation powerhouse that excels in AI, cloud and digital, NiCE is consistently recognized as the market leader in its domains, with over 8,500 employees across 30+ countries.

NiCE is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, age, sex, marital status, ancestry, neurotype, physical or mental disability, veteran status, gender identity, sexual orientation or any other category protected by law.

The Role

As a Talent Acquisition Partner, you will be dedicated to finding the right people for our unique positions all while upholding our Green Thumb brand and culture to our candidates, networks, and prospective employees. Our ideal candidate is someone who simply loves recruitment, sourcing, sharing market intelligence and building a high performing environment through an organization’s most precious resource, their people. You are passionate about understanding and navigating a new industry, the critical roles and delivering on always finding the right person for our growing Green Thumb team.

While this is a remote position, employee is required to be based local to a Green Thumb corporate or manufacturing location.

Responsibilities

• Build Top Talent Pipeline: Proactively source, identify, and manage a pipeline of candidates for corporate positions to effectively identify talent for currently open or future positions.

• Relationship Management: As a TA Partner, you will be responsible for building and maintaining trusted relationships with candidates, business partners, hiring managers, business leaders and other Green Thumb stakeholders.

• Diversity, Equity & Inclusion: Support Green Thumb DE&I initiatives through identifying and engaging diverse candidate slates, supporting manager trainings, and providing recommendations on DE&I pursuits.

• Employer Branding & Networking: You are the face and voice of Green Thumb for our candidates. You consistently aim to deliver a high-touch personalized candidate experience throughout the recruitment process and partner with our team to strengthen our brand and presence in the industry and each market. You will also be tasked to host various on-site job fairs and local networking meetups and can represent Green Thumb consistently with an incredibly high-level of professionalism.

• Problem Solver: Solve challenges and produce solutions through leveraging data, market intelligence, etc to inform and influence decision making for Green Thumb’s recruitment and HR team.

• Data & Analytics: Responsible for adhering to Green Thumb recruitment KPIs and metrics and driving solutions through data.

Qualifications

• 2+ years of experience in a combination of recruiting and/or sourcing within a corporate or staffing setting with a focus on exempt positions

• Proven expertise recruiting for manufacturing and industrial, including roles in Production Operations, Quality Systems, Continuous Improvement, Lean Manufacturing, and Six Sigma initiatives highly preferred

• Bachelors degree preferred

• Ability to create and implement effective sourcing strategies for variety of roles

• Thorough knowledge of diversity, equity, and inclusion recruiting strategies

• Knowledge of Boolean search, running market campaigns, ATS systems (Greenhouse preferred), LinkedIn Recruiter and other sourcing tools

• Naturally curious, loves to think of new and engaging ways of recruitment strategies and how to represent a business externally to the candidate market

• Knowledge and success in executing a full cycle recruiting process

• Strong time management skills with proven ability to meet deadlines

• Exceptional customer service focus combined with exemplary follow-through

• Ideal candidates will be highly motivated, self-directed and possess high energy and an incredibly positive attitude

Additional Requirements

• Must pass any and all required background checks

The pay range is competitive and based on experience, qualifications, and/or location of the role. Positions may be eligible for a discretionary annual incentive program driven by organization and individual performance.

Green Thumb Pay Range

$70,000—$85,000 USD

500M+ downloads. 80M+ monthly users. A decade of building – and we’re still accelerating.

Flo is the world’s #1 health & fitness app worldwide on a mission to build a better future for female health. Backed by a $200M investment led by General Atlantic, we became the first product of our kind to reach a $1B valuation in 2024 – and we’re not slowing down.

With 7M paid subscribers and the highest-rated experience in the App Store’s health category, we’ve spent 10 years earning trust at scale. Now, we’re building the next generation of digital health – AI-powered, privacy-first, clinically backed – to help our users know their body better.

The job

Flo’s growth has been rapid and intentional. From a few hundred employees to a global team of 500+, we’ve scaled by building high-performing, empowered teams. As we continue to evolve, we’re hiring a strategic, commercially sharp, and hands-on HR Business Partner to partner across our business functions.

You will work directly with senior leadership, helping shape capability, structure, and performance so that teams can move faster, prioritise smarter, and scale sustainably.

This role is not about policy administration, it’s about driving organisational performance.

How we think about HRBP at Flo

Our HRBPs are business partners first, functional specialists second.

We operate as a tight, high-performing team and consider ourselves interchangeable and function-agnostic. You will be embedded in a function, but your remit is to solve business problems, not to stay confined to one area.

We also move where the business needs us most. That means:

• Deeply understanding business strategy, not just People processes
• Being able to step into different departments if priorities shift
• Sharing knowledge across the HRBP team to raise collective impact
• Thinking enterprise-wide, not in silos

We expect our HRBPs to operate at company level, even when embedded in a function.

The Role

As HRBP, you will operate as a true strategic partner and embedded consultant, balancing long-term organisational design with fast, high-quality execution.

You will:

• Align People strategy with company business strategy and roadmap delivery
• Enable faster decision-making through strong org design and clear accountability
• Build capability in leadership and craft
• Anticipate organisational risks before they slow delivery
• Drive and implement end-to-end People initiatives
• Use data to influence decisions and measure impact

You will move between executive-level strategic conversations and hands-on operational delivery seamlessly.

What You’ll Deliver

1. Strategic Partnership with Leadership

• Partner closely with C-level and senior leadership on structure, capability and succession
• Translate business strategy into workforce plans and talent priorities
• Challenge leadership thinking using data, insight, and strong business acumen
• Contribute meaningfully to strategic discussions, not just People topics

2. Organisational Effectiveness & Speed

• Design and evolve org structures that improve clarity, ownership, and delivery velocity
• Identify capability gaps that slow execution and build targeted interventions
• Strengthen performance management and accountability standards
• Support headcount planning and budget forecasting with Talent Acquisition and Finance

3. Hands-On Execution Excellence

• Lead compensation, promotions and salary review processes
• Manage all Employee Relations cases across jurisdictions
• Drive performance improvement and succession planning
• Implement career development frameworks
• Ensure People initiatives are delivered on time and with measurable outcome

4. Leadership & Capability Acceleration

• Coach Product leaders and managers to raise performance standards
• Develop frameworks to improve feedback culture and decision-making quality
• Drive management upskilling using practical tools and applied learning
• Strengthen leadership bench strength across Product

5. Data-Driven Impact

• Use engagement, performance, retention and productivity data to shape decisions
• Measure effectiveness and ROI of People initiatives
• Present insights in clear, executive-ready formats
• Drive evidence-based intervention

YourExperience

Must have:

• Strong HR Business Partnering experience in fast-paced environments
• Experience partnering with large, complex teams (100+ headcount)
• Background in consumer technology businesses (ideally app-based)
• Proven ability to connect People strategy to business delivery outcomes
• Demonstrated experience in:
  • Organisational design
  • Compensation and total reward strategy
  • Performance and talent management
  • Career progression frameworks
  • Employee relations across jurisdictions (EU & UK)
  • DEI initiatives
• Strong commercial acumen and ability to challenge senior stakeholders
• Experience operating credibly at Exec and senior leadership level
• Strong change management and project delivery skills
• Advanced use of HR analytics to inform strategic decisions

Nice to have:

• Experience in scaling tech companies (Series B+)
• Experience in globally distributed, multicultural environments
• Exposure to high-growth, product-driven organisations

What Success Looks Like

You will be measured on:

• Business organisation delivery enablement and capability growth
• Effective execution of people calendar initiatives
• Improvements in engagement and retention
• Increased manager capability and leadership maturity
• High-quality, timely execution of People initiatives
• Strong feedback from leadership stakeholders
• Proactive, compliant management of ER matters

Who You Are

• Strategic but pragmatic
• Fast-moving and outcome-focused
• Commercially minded
• Comfortable challenging senior stakeholders
• Data-driven and analytical
• Calm in ambiguity
• Hands-on and execution-oriented
• Enterprise-minded and adaptable across functions
• Highly flexible, able to shift priorities as business needs evolve quickly
• Skilled at building trusted relationships across very different stakeholder groups — from individual contributors to Exec level — adjusting your style to influence effectively in each context.

#LI-JC1#LI-Hybrid

How we work

We’re a mission-led, product-driven team. We move fast, stay focused and take ownership – from brief to build to impact. Debate is encouraged. Decisions are shared. We care about craft, ship with purpose, and always raise the bar.

You’ll be working with people who take their work seriously, not themselves. It takes commitment, resilience, and the drive to keep going when things get tough. Because better health outcomes are worth it.

What you’ll get

We support impact with meaningful reward. Here’s what that looks like:

• Competitive salary and annual reviews
• Opportunity to participate in Flo’s performance incentive scheme
• Paid holiday, sick leave, and female health leave
• Enhanced parental leave and pay for maternity, paternity, same-sex and adoptive parents
• Accelerated professional growth through world-changing work and learning support
• In-person collaboration and work in a hybrid model, with 3 days per week spent in the office
• 5-week fully paid sabbatical at 5-year Floversary
• Flo Premium for friends & family, plus more health, pension and wellbeing perks

Diversity, equity and inclusion

Our strength is in our differences. At Flo, hiring is based on merit, skill and what you bring to the role – nothing else. We’re proud to be an equal opportunity employer, and we welcome applicants from all backgrounds, communities and identities. Read our privacy notice for job applicants.

Freelance Recruiters (Thailand | Indonesia | Korea | Vietnam) Contract: 6 months (with 1-month probation, potential extension) Location: Remote – based in your respective country Industry: Global Recruitment (UAE Projects) Company:David Kennedy Recruitment (DKR) About Us David Kennedy Recruitment (DKR) is a global recruitment ecosystem operating across 45+ countries and 38+ languages, connecting exceptional talent with world-leading brands across iGaming, BPO, FinTech, Tech, and Live Entertainment.

Company:US6469 Sysco Payroll, Division of Sysco Resources Services, LLCSales Territory:NoneZip Code:77077Travel Percentage:Up to 25%Compensation Range:$78,000.

Wilson is seeking a motivated, consultative and experienced Recruitment Consultant to join our collaborative, dynamic and talented team.

Headquarters: Remote-Illinois-Chicago
URL: http://thrivent.com

      

The Successful Market Director:
• Grows his/her market by attracting high quality, diverse talent into financial professional (FP) roles
• Ensures new FPs are given the tools, resources and knowledge needed in order to be successful in their new role.

         

          

Attract, Recruit and Select Diverse Talent

• Create and implement a recruiting strategy to grow capacity by attracting and cultivating quality, diverse FP candidates in focus market.
• Execute a plan to recruit quality talent by spending focused time developing trusting  relationships within broad and diverse networks, leveraging centers of influence and obtaining referrals from FPs for quality, diverse talent
• Partner with other Thrivent leaders/key stakeholders to develop capacity plan and understand recruiting and selection systems.
• Actively manage a pipeline of high quality, diverse candidates,
• Conduct selection interviews and assess candidates for high probability for success.
• Create followership by demonstrating enthusiasm for the career and for Thrivent and by caring about the success of others.

Develop New FPs and Support the Launch of New FP Practices

• Demonstrate mastery of the Thrivent Financial Advice Process and be able to model and coach on all elements.
• Conduct high levels of joint field work (approx 3 days per week) as scheduled by new FPs to observe and offer feedback, and help with case prep as needed.
• Demonstrate, model and coach on the use of Salesforce and other Thrivent tools (i.e. CAP, Illustrations, etc.) during the sales process.
• Be available to FPs to develop their goals and conduct meetings with new FPs to discuss progress toward their goals, analyze what’s working and not working and ways to overcome challenges and issues.
• Be available to FPs to develop/execute a marketing plan to achieve their goals that leverage relationships within their natural market, referrals and communities.

 Collaborate with Others

• Inform and communicate with leadership team regarding FP (new and vet) progress toward goals and success.
• Facilitate connections between new FPs and vet FPs to provide additional joint field work experiences or practice experiences for new FPs
• Connect with corporate resources to stay informed of best practices or changes that directly impact recruiting, launch and vets
• Demonstrate ability to use technology effectively with FPs to assist in coaching and training
• Build a plan with the Community Engagement team and others to develop and implement a plan to grow the market, and identify communities or congregations within the market on which to focus, using generosity and other marketing programs.
• Build and maintain relationships with leaders within the Christian Community and centers of influence.

Manages Market

• Engages in business planning to set strategy for market and to determine how to meet goals
• Provides leadership and coaching to market team
• Develops a healthy culture within the market, enabling good results and ensuring a culture of excellence in the market
• Work with the Community Engagement team and others to develop and implement a growth plan, and identify key markets on which to focus.
• Build and maintain relationships with leaders within the Christian Community and centers of influence.

Characteristics of Ideal Candidate

• Drives for Results: strives for success, and takes ownership of market’s performance
• Passionate about Attracting and Developing  Others; gains professional satisfaction from the success of others and being a source of help
• Adaptable: flexible, agile and amenable
• Courageous: willingness to take risks and do what needs to be done to grow individuals and the market
• Credible: Seen as an expert in what it takes to be a successful FP, both in sales process/methods and systems/technology

Minimum Requirements:

• Demonstrated track record of solid sales results (i.e. L/H/A, investments, etc).
• Experience in using the Thrivent Financial Advice Process, Salesforce and other Thrivent tools and systems (i.e. CAP, Illustrations, etc.) and ability and willingness to model, promote and demonstrate usage of tools as needed.
• Previous experience in attracting others.
• Will and skill to commit to joint field work expectations.
• Experience in leading groups, specifically in presenting and facilitating in order to drive understanding of concepts and practices that lead to new FP success.
• Licensing:
  • FINRA Series 7, 63/65 or 66 required or obtained within 90 days.
  • State insurance licensed and appointed in life, health and variable lines of authority or attained within 90 days.
  • State securities registered and insurance licensed and appointed in all states that comprise the Advisor Group.
  • Once FPs are assigned to this position, this position will require securities registrations, state insurance licenses and appointments in all states where FPs are conducting business and receiving commissions.
• Satisfactory background check and clean compliance record.
• Flexibility to travel within the Advisor Group (may include overnight) and conduct business during evening hours.
• Must have own automobile to use for business purposes.
• Demonstrated track record of satisfactory performance.

Strongly Preferred:

• Four year college degree strongly preferred.
• Professional designation or history of significant progress toward achievement preferred.

Key Dependencies and Relationships:

• Advisor Group Leadership Team; vet FPs; new FPs; Advisor Group staff; corporate recruiting, launch and practice management teams.

              

Pay Transparency

 

Thrivent’s long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. Compensation for this role is a combination of base, bonus, and incentives. The applicable total compensation range for this full-time role is $145,000 - $211,000 per year, which is dependent upon performance and factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.

 

Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.

 

The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 20 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent’s plans/policies are subject to change at any time at Thrivent’s discretion.

 

Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.

Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.

#Remote

To apply: https://weworkremotely.com/remote-jobs/thrivent-market-director-chicago

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We're hiring on behalf of a Haystack partner!

The Role

• Serve as a primary point of contact for HR initiatives, focusing on employee relations.

• Partner with HR and management to provide expert guidance on employee disputes and concerns.

• Proactively identify and address employee relations trends to prevent potential issues.

• Conduct thorough investigations into employee concerns and conflicts in a timely manner.

• Maintain detailed and accurate records of investigations and HR-related documentation.

• Foster strong relationships with business leaders and stakeholders to enhance HR program effectiveness.

What You'll Need

• Bachelor's degree.

• 3+ years of experience in Human Resources.

• Experience within a manufacturing, high-velocity warehouse, or sales operations environment.

• Strong customer service orientation and interpersonal skills.

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• Proficiency in MS Office, particularly Excel.

What's On Offer

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