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.

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

Department: People and Culture

Location: Remote

Compensation: $170,000 - $200,000 / year

Description

SKIMS is a solutions-oriented brand creating the next generation of underwear, loungewear, shapewear, and essentials. We are setting new standards by delivering technically innovative, comfort-driven products with elevated design for everybody.

At the intersection of culture, innovation, and commerce, SKIMS is a global brand redefining modern apparel. Our teams are built on creativity, collaboration, and operational excellence, and we are committed to fostering an inclusive, high-performance environment where ambitious, curious, and values-driven individuals can do the best work of their careers.

As we continue to scale globally, our HQ teams play a critical role in shaping strategy, building world-class infrastructure, and driving sustainable growth across markets.

SKIMS is seeking a highly strategic and hands-on Director of HRIS , Benefits and Payroll to lead the evolution of our people technology ecosystem and global total rewards programs. This role will serve as the company's subject matter expert for HR systems, with a strong focus on UKG, HR data integrity, reporting, automation, compliance, and process optimization.

The ideal candidate will combine deep HRIS expertise with strong business acumen, leveraging technology to create efficient, scalable, and employee-centric experiences. This leader will partner closely with People & Culture, Payroll, Finance, IT, and business leaders to drive system enhancements, reporting capabilities, workforce analytics, and benefits administration across a growing global organization.



Key Responsibilities

HRIS Leadership & Strategy

• Serve as the primary owner and strategic leader for UKG and all HR technology platforms.
• Develop and execute the HRIS roadmap to support organizational growth and operational excellence.
• Lead system configuration, optimization, upgrades, testing, and implementation of new functionality.
• Evaluate and recommend new HR technology solutions to improve efficiency and employee experience.
• Ensure data governance, system security, user access controls, and compliance with applicable regulations.
• Partner with IT and external vendors to maintain system performance and integrations.
  
  

UKG Administration & Optimization

• Act as the organization's in-house UKG expert and administrator.
• Configure workflows, business processes, security roles, dashboards, and reporting structures.
• Manage system enhancements, releases, troubleshooting, and issue resolution.
• Lead integration efforts between UKG and third-party platforms including ATS, payroll, benefits, learning, and performance management systems.
• Drive automation initiatives to reduce manual processes and improve operational efficiency.

People Analytics & Reporting

• Establish scalable reporting frameworks and workforce analytics capabilities.
• Design and maintain executive dashboards, KPI reporting, and organizational metrics.
• Deliver actionable insights related to headcount, turnover, retention, compensation, recruiting, and workforce planning.
• Partner with Finance and leadership teams to support budgeting, forecasting, and organizational planning initiatives.
• Ensure accuracy and integrity of all employee data and reporting outputs.

Benefits Strategy & Administration

• Lead the design, administration, and continuous improvement of employee benefits programs.
• Manage annual open enrollment processes and employee benefits communications.
• Partner with brokers and vendors to evaluate program effectiveness, cost management, and employee engagement.
• Ensure compliance with all applicable federal, state, and international benefits regulations.
• Analyze utilization trends and employee feedback to enhance offerings and employee experience.
• Support global benefits expansion as SKIMS continues to grow internationally.

Global Payroll

• Provide strategic leadership and oversight of payroll operations across corporate, retail, and international populations.
• Ensure accurate, timely, and compliant payroll processing in all jurisdictions.
• Establish payroll governance, controls, audit procedures, and compliance practices.
• Partner with Finance and Accounting on payroll accounting, reconciliations, accruals, audits, and reporting.
• Lead payroll vendor strategy, implementation, and optimization efforts.
• Support international payroll expansion and operational readiness for new markets.

Leave of Absence & Employee Programs

• Oversee all leave of absence programs, including FMLA, ADA accommodations, state and local leave programs, parental leave, disability programs, military leave, and international leave requirements.
• Ensure compliance with federal, state, local, and international leave regulations.
• Manage third-party leave administrators and related vendor partnerships.
• Develop leave policies, procedures, communications, and manager guidance.
• Partner with Legal and HR Business Partners on complex leave and accommodation matters.
• Monitor leave trends, compliance risks, and employee experience metrics.

Process Improvement & Compliance

• Drive continuous improvement initiatives across HR operations and employee lifecycle processes.
• Develop and maintain documentation, SOPs, system governance policies, and training materials.
• Ensure compliance with employment laws, data privacy regulations, audits, and internal controls.
• Lead HR system audits and support internal and external compliance reviews.

Leadership & Partnership

• Serve as a trusted advisor to People & Culture leadership on HR technology strategy and workforce data.
• Collaborate closely with Payroll, Finance, Legal, and IT teams to deliver integrated solutions.
• Lead, mentor, and develop HRIS and benefits team members as the function continues to scale.
• Champion a culture of innovation, data-driven decision making, and operational excellence.
  
  
  

Skills, Knowledge and Expertise

• Bachelor's degree in Human Resources, Information Systems, Business Administration, or a related field.
• 8+ years of progressive HRIS experience with at least 3 years in a leadership role.
• Deep expertise administering and optimizing UKG (UKG Pro, UKG Ready, or related platforms).
• Strong experience with HR system implementations, integrations, and change management initiatives.
• Proven success building workforce analytics, dashboards, and executive reporting.
• Experience managing employee benefits programs and vendor relationships.
• Advanced Excel skills and strong proficiency with HR reporting and analytics tools.
• Knowledge of HR compliance requirements, data privacy regulations, and HR operational best practices.
• Experience supporting multi-state and international employee populations preferred.
• Strong project management, problem-solving, and stakeholder management skills.
• Ability to balance strategic planning with hands-on execution in a high-growth environment.

Soft Skills

• Strategic thinker with a strong systems mindset.
• Highly analytical and data-driven.
• Exceptional attention to detail and commitment to data accuracy.
• Strong communicator capable of translating technical concepts into business solutions.
• Collaborative and relationship-oriented leader.
• Adaptable, resourceful, and comfortable operating in a fast-paced environment.
• Passionate about creating scalable employee experiences through technology and process innovation.
  

This role is ideal for a leader who thrives at the intersection of people, data, and technology and is excited to build the HR infrastructure that will support SKIMS' continued global growth.


Benefits, Culture and Perks

Benefits and Culture

• Up to 100% Company Paid Healthcare (medical, dental, vision)
• Kind Body Fertility Benefits
• 401(k) savings plan with up to 4% match
• Unlimited PTO
• Full Access to LinkedIn learning
• Employee Discounts

Perks (HQ Location)

• Free weekly catered lunch at HQ – M/T/W/Th
• Dog-Friendly office on a Thursday and Friday
• Free Swag Giveaways
• Annual Holiday Party
• Annual Summer Party
• Invitations to pop-ups and other company events
• Complimentary daily office snacks and beverages

Department: People and Culture

Location: Remote

Compensation: $170,000 - $200,000 / year

Description

SKIMS is a solutions-oriented brand creating the next generation of underwear, loungewear, shapewear, and essentials. We are setting new standards by delivering technically innovative, comfort-driven products with elevated design for everybody.

At the intersection of culture, innovation, and commerce, SKIMS is a global brand redefining modern apparel. Our teams are built on creativity, collaboration, and operational excellence, and we are committed to fostering an inclusive, high-performance environment where ambitious, curious, and values-driven individuals can do the best work of their careers.

As we continue to scale globally, our HQ teams play a critical role in shaping strategy, building world-class infrastructure, and driving sustainable growth across markets.

SKIMS is seeking a highly strategic and hands-on Director of HRIS , Benefits and Payroll to lead the evolution of our people technology ecosystem and global total rewards programs. This role will serve as the company's subject matter expert for HR systems, with a strong focus on UKG, HR data integrity, reporting, automation, compliance, and process optimization.

The ideal candidate will combine deep HRIS expertise with strong business acumen, leveraging technology to create efficient, scalable, and employee-centric experiences. This leader will partner closely with People & Culture, Payroll, Finance, IT, and business leaders to drive system enhancements, reporting capabilities, workforce analytics, and benefits administration across a growing global organization.



Key Responsibilities

HRIS Leadership & Strategy

• Serve as the primary owner and strategic leader for UKG and all HR technology platforms.
• Develop and execute the HRIS roadmap to support organizational growth and operational excellence.
• Lead system configuration, optimization, upgrades, testing, and implementation of new functionality.
• Evaluate and recommend new HR technology solutions to improve efficiency and employee experience.
• Ensure data governance, system security, user access controls, and compliance with applicable regulations.
• Partner with IT and external vendors to maintain system performance and integrations.
  
  

UKG Administration & Optimization

• Act as the organization's in-house UKG expert and administrator.
• Configure workflows, business processes, security roles, dashboards, and reporting structures.
• Manage system enhancements, releases, troubleshooting, and issue resolution.
• Lead integration efforts between UKG and third-party platforms including ATS, payroll, benefits, learning, and performance management systems.
• Drive automation initiatives to reduce manual processes and improve operational efficiency.

People Analytics & Reporting

• Establish scalable reporting frameworks and workforce analytics capabilities.
• Design and maintain executive dashboards, KPI reporting, and organizational metrics.
• Deliver actionable insights related to headcount, turnover, retention, compensation, recruiting, and workforce planning.
• Partner with Finance and leadership teams to support budgeting, forecasting, and organizational planning initiatives.
• Ensure accuracy and integrity of all employee data and reporting outputs.

Benefits Strategy & Administration

• Lead the design, administration, and continuous improvement of employee benefits programs.
• Manage annual open enrollment processes and employee benefits communications.
• Partner with brokers and vendors to evaluate program effectiveness, cost management, and employee engagement.
• Ensure compliance with all applicable federal, state, and international benefits regulations.
• Analyze utilization trends and employee feedback to enhance offerings and employee experience.
• Support global benefits expansion as SKIMS continues to grow internationally.

Global Payroll

• Provide strategic leadership and oversight of payroll operations across corporate, retail, and international populations.
• Ensure accurate, timely, and compliant payroll processing in all jurisdictions.
• Establish payroll governance, controls, audit procedures, and compliance practices.
• Partner with Finance and Accounting on payroll accounting, reconciliations, accruals, audits, and reporting.
• Lead payroll vendor strategy, implementation, and optimization efforts.
• Support international payroll expansion and operational readiness for new markets.

Leave of Absence & Employee Programs

• Oversee all leave of absence programs, including FMLA, ADA accommodations, state and local leave programs, parental leave, disability programs, military leave, and international leave requirements.
• Ensure compliance with federal, state, local, and international leave regulations.
• Manage third-party leave administrators and related vendor partnerships.
• Develop leave policies, procedures, communications, and manager guidance.
• Partner with Legal and HR Business Partners on complex leave and accommodation matters.
• Monitor leave trends, compliance risks, and employee experience metrics.

Process Improvement & Compliance

• Drive continuous improvement initiatives across HR operations and employee lifecycle processes.
• Develop and maintain documentation, SOPs, system governance policies, and training materials.
• Ensure compliance with employment laws, data privacy regulations, audits, and internal controls.
• Lead HR system audits and support internal and external compliance reviews.

Leadership & Partnership

• Serve as a trusted advisor to People & Culture leadership on HR technology strategy and workforce data.
• Collaborate closely with Payroll, Finance, Legal, and IT teams to deliver integrated solutions.
• Lead, mentor, and develop HRIS and benefits team members as the function continues to scale.
• Champion a culture of innovation, data-driven decision making, and operational excellence.
  
  
  

Skills, Knowledge and Expertise

• Bachelor's degree in Human Resources, Information Systems, Business Administration, or a related field.
• 8+ years of progressive HRIS experience with at least 3 years in a leadership role.
• Deep expertise administering and optimizing UKG (UKG Pro, UKG Ready, or related platforms).
• Strong experience with HR system implementations, integrations, and change management initiatives.
• Proven success building workforce analytics, dashboards, and executive reporting.
• Experience managing employee benefits programs and vendor relationships.
• Advanced Excel skills and strong proficiency with HR reporting and analytics tools.
• Knowledge of HR compliance requirements, data privacy regulations, and HR operational best practices.
• Experience supporting multi-state and international employee populations preferred.
• Strong project management, problem-solving, and stakeholder management skills.
• Ability to balance strategic planning with hands-on execution in a high-growth environment.

Soft Skills

• Strategic thinker with a strong systems mindset.
• Highly analytical and data-driven.
• Exceptional attention to detail and commitment to data accuracy.
• Strong communicator capable of translating technical concepts into business solutions.
• Collaborative and relationship-oriented leader.
• Adaptable, resourceful, and comfortable operating in a fast-paced environment.
• Passionate about creating scalable employee experiences through technology and process innovation.
  

This role is ideal for a leader who thrives at the intersection of people, data, and technology and is excited to build the HR infrastructure that will support SKIMS' continued global growth.


Benefits, Culture and Perks

Benefits and Culture

• Up to 100% Company Paid Healthcare (medical, dental, vision)
• Kind Body Fertility Benefits
• 401(k) savings plan with up to 4% match
• Unlimited PTO
• Full Access to LinkedIn learning
• Employee Discounts

Perks (HQ Location)

• Free weekly catered lunch at HQ – M/T/W/Th
• Dog-Friendly office on a Thursday and Friday
• Free Swag Giveaways
• Annual Holiday Party
• Annual Summer Party
• Invitations to pop-ups and other company events
• Complimentary daily office snacks and beverages

Department: People and Culture

Location: Remote

Compensation: $170,000 - $200,000 / year

Description

SKIMS is a solutions-oriented brand creating the next generation of underwear, loungewear, shapewear, and essentials. We are setting new standards by delivering technically innovative, comfort-driven products with elevated design for everybody.

At the intersection of culture, innovation, and commerce, SKIMS is a global brand redefining modern apparel. Our teams are built on creativity, collaboration, and operational excellence, and we are committed to fostering an inclusive, high-performance environment where ambitious, curious, and values-driven individuals can do the best work of their careers.

As we continue to scale globally, our HQ teams play a critical role in shaping strategy, building world-class infrastructure, and driving sustainable growth across markets.

SKIMS is seeking a highly strategic and hands-on Director of HRIS , Benefits and Payroll to lead the evolution of our people technology ecosystem and global total rewards programs. This role will serve as the company's subject matter expert for HR systems, with a strong focus on UKG, HR data integrity, reporting, automation, compliance, and process optimization.

The ideal candidate will combine deep HRIS expertise with strong business acumen, leveraging technology to create efficient, scalable, and employee-centric experiences. This leader will partner closely with People & Culture, Payroll, Finance, IT, and business leaders to drive system enhancements, reporting capabilities, workforce analytics, and benefits administration across a growing global organization.



Key Responsibilities

HRIS Leadership & Strategy

• Serve as the primary owner and strategic leader for UKG and all HR technology platforms.
• Develop and execute the HRIS roadmap to support organizational growth and operational excellence.
• Lead system configuration, optimization, upgrades, testing, and implementation of new functionality.
• Evaluate and recommend new HR technology solutions to improve efficiency and employee experience.
• Ensure data governance, system security, user access controls, and compliance with applicable regulations.
• Partner with IT and external vendors to maintain system performance and integrations.
  
  

UKG Administration & Optimization

• Act as the organization's in-house UKG expert and administrator.
• Configure workflows, business processes, security roles, dashboards, and reporting structures.
• Manage system enhancements, releases, troubleshooting, and issue resolution.
• Lead integration efforts between UKG and third-party platforms including ATS, payroll, benefits, learning, and performance management systems.
• Drive automation initiatives to reduce manual processes and improve operational efficiency.

People Analytics & Reporting

• Establish scalable reporting frameworks and workforce analytics capabilities.
• Design and maintain executive dashboards, KPI reporting, and organizational metrics.
• Deliver actionable insights related to headcount, turnover, retention, compensation, recruiting, and workforce planning.
• Partner with Finance and leadership teams to support budgeting, forecasting, and organizational planning initiatives.
• Ensure accuracy and integrity of all employee data and reporting outputs.

Benefits Strategy & Administration

• Lead the design, administration, and continuous improvement of employee benefits programs.
• Manage annual open enrollment processes and employee benefits communications.
• Partner with brokers and vendors to evaluate program effectiveness, cost management, and employee engagement.
• Ensure compliance with all applicable federal, state, and international benefits regulations.
• Analyze utilization trends and employee feedback to enhance offerings and employee experience.
• Support global benefits expansion as SKIMS continues to grow internationally.

Global Payroll

• Provide strategic leadership and oversight of payroll operations across corporate, retail, and international populations.
• Ensure accurate, timely, and compliant payroll processing in all jurisdictions.
• Establish payroll governance, controls, audit procedures, and compliance practices.
• Partner with Finance and Accounting on payroll accounting, reconciliations, accruals, audits, and reporting.
• Lead payroll vendor strategy, implementation, and optimization efforts.
• Support international payroll expansion and operational readiness for new markets.

Leave of Absence & Employee Programs

• Oversee all leave of absence programs, including FMLA, ADA accommodations, state and local leave programs, parental leave, disability programs, military leave, and international leave requirements.
• Ensure compliance with federal, state, local, and international leave regulations.
• Manage third-party leave administrators and related vendor partnerships.
• Develop leave policies, procedures, communications, and manager guidance.
• Partner with Legal and HR Business Partners on complex leave and accommodation matters.
• Monitor leave trends, compliance risks, and employee experience metrics.

Process Improvement & Compliance

• Drive continuous improvement initiatives across HR operations and employee lifecycle processes.
• Develop and maintain documentation, SOPs, system governance policies, and training materials.
• Ensure compliance with employment laws, data privacy regulations, audits, and internal controls.
• Lead HR system audits and support internal and external compliance reviews.

Leadership & Partnership

• Serve as a trusted advisor to People & Culture leadership on HR technology strategy and workforce data.
• Collaborate closely with Payroll, Finance, Legal, and IT teams to deliver integrated solutions.
• Lead, mentor, and develop HRIS and benefits team members as the function continues to scale.
• Champion a culture of innovation, data-driven decision making, and operational excellence.
  
  
  

Skills, Knowledge and Expertise

• Bachelor's degree in Human Resources, Information Systems, Business Administration, or a related field.
• 8+ years of progressive HRIS experience with at least 3 years in a leadership role.
• Deep expertise administering and optimizing UKG (UKG Pro, UKG Ready, or related platforms).
• Strong experience with HR system implementations, integrations, and change management initiatives.
• Proven success building workforce analytics, dashboards, and executive reporting.
• Experience managing employee benefits programs and vendor relationships.
• Advanced Excel skills and strong proficiency with HR reporting and analytics tools.
• Knowledge of HR compliance requirements, data privacy regulations, and HR operational best practices.
• Experience supporting multi-state and international employee populations preferred.
• Strong project management, problem-solving, and stakeholder management skills.
• Ability to balance strategic planning with hands-on execution in a high-growth environment.

Soft Skills

• Strategic thinker with a strong systems mindset.
• Highly analytical and data-driven.
• Exceptional attention to detail and commitment to data accuracy.
• Strong communicator capable of translating technical concepts into business solutions.
• Collaborative and relationship-oriented leader.
• Adaptable, resourceful, and comfortable operating in a fast-paced environment.
• Passionate about creating scalable employee experiences through technology and process innovation.
  

This role is ideal for a leader who thrives at the intersection of people, data, and technology and is excited to build the HR infrastructure that will support SKIMS' continued global growth.


Benefits, Culture and Perks

Benefits and Culture

• Up to 100% Company Paid Healthcare (medical, dental, vision)
• Kind Body Fertility Benefits
• 401(k) savings plan with up to 4% match
• Unlimited PTO
• Full Access to LinkedIn learning
• Employee Discounts

Perks (HQ Location)

• Free weekly catered lunch at HQ – M/T/W/Th
• Dog-Friendly office on a Thursday and Friday
• Free Swag Giveaways
• Annual Holiday Party
• Annual Summer Party
• Invitations to pop-ups and other company events
• Complimentary daily office snacks and beverages

Director, Employee Relations College Board - Global Strategy & Talent Location:This is a fully remote role.

Work with a nationally ranked CPA and advisory firm that is passionate for what’s next. Aprio has 30 U.S. office locations, one in the Philippines and more than 2,100 team members that speak 60+ languages across the globe. By bringing together proven expertise, deep understanding, and strategic foresight for fast-growing industries, Aprio ensures clients are prepared for wherever life or business may take them. Discover a top-rated culture, vast growth opportunities and your next big career move with Aprio.

Join Aprio’s Business Operations - Learning and Development Team and you will help clients maximize their opportunities. Aprio is a progressive, fast-growing firm looking for a Senior Manager to join their dynamic team.

Position Responsibilities:

Global L&D Strategy & Execution

• Drive a comprehensive learning strategy aligned with business goals across multiple geographies

• Lead training initiatives across leadership and professional development, tax, audit, CAAS, and other service lines

• Ensure standardization and scalability of programs while adapting to regional needs

Stakeholder Management

• Partner closely with leadership teams across the US, India, Colombia, and the Philippines

• Act as a trusted advisor to business leaders on capability building and workforce development

• Drive alignment between business priorities and learning interventions

Program Design & Delivery

• Collaborate with the Design Studio in the US to build and share learning content

• Where necessary, build unique, structured technical and people skills training programs

• Facilitate high-impact training sessions where required

• Introduce innovative learning methodologies (blended learning, digital tools, AI-augmented processes, etc.)

• Develop and oversee mentoring and coaching programs, aligning goals and structure to Aprio US’ programs.

Team Leadership

• Oversee and guide L&D teams in the Philippines, Colombia and India

• Build and scale the L&D function in India as needed

• Ensure high performance, engagement, and capability development within the team

• Learning Operations & Governance

• Establish robust processes for training needs analysis, program delivery, and evaluation

• Track effectiveness through feedback and business impact metrics

• Drive continuous improvement in learning frameworks and content

• Manage relationships with learning vendors

Qualifications:

• Experience leading a learning and development function, preferably in a professional services environment.
• Proven experience managing L&D across multiple geographies or global teams
• Experience evaluating training program effectiveness through metrics, feedback, and assessments, making continuous improvements based on insights
• Experience leveraging technology to create blended learning programs
• At least 5+ years of working experience
• Certifications (e.g., CLDP) are nice-to-have
• Schedule is dayshift (6:30am to 3:30pm) but must be flexible to work day or mid shifts as needed
• Willing to work in Clark on a hybrid set up

Perks/Benefits we offer for full-time team members:

- Wellness program

- HMO coverage

- Rewards and Recognition program

- Free shuttle service (provided by CDC | for onsite employees)

- Free lunch meal (For onsite employees)

- On-demand learning classes

- Discretionary time off and Holidays

- Performance-based salary increase

- Discretionary incentive compensation based on client or individual performance

- Hybrid set up to selected roles/location, terms and conditions may apply

- CPA & Certification Assistance and Bonus Program

What’s in it for you:

- Working with an industry leader: Be part of a high-growth firm that is passionate for what’s next.

- A great team: Work with a high-energy, passionate, caring, and ambitious team of professionals in a collaborative culture.

- Growth opportunities: Grow professionally in an environment that fosters continuous learning and advancement.

- Competitive compensation: You will be rewarded with competitive compensation.

EQUAL OPPORTUNITY EMPLOYER

Aprio is an Equal Opportunity Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race; color; religion; national origin; sex; pregnancy; sexual orientation; gender identity and/or expression; age; disability; genetic information, citizenship status; military service obligations or any other category protected by applicable federal, state, or local law.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Job Description SummaryJob DescriptionAdvice and leadership on employee and union or works council relations. Advises management on legal/labour law/regulatory issues and risk management. Has in-depth knowledge and proven experience of...

🚨 Urgent Hiring — Applications are reviewed on a rolling basis. The selection process may take up to 4 weeks, but early applicants are strongly encouraged.

Ready to Empower a Growing Team and Shape Our Future?

At Hadley Designs, we believe that learning should be enjoyable, engaging, and screen-free. Millions of parents and teachers trust our beautifully designed, developmentally aligned educational tools to help children grow and thrive. As a fast-growing, family-founded brand, we are on a mission to make learning meaningful for families around the world.

We are seeking a Director of People Operations to join our team and build the systems that will drive our next phase of growth. If you are passionate about creating scalable people systems, empowering teams, and cultivating a culture that supports both personal and professional growth, this role offers a unique opportunity to make a significant impact.

About Hadley Designs

Hadley Designs is redefining early education with creativity and purpose. Every product we create is hand-drawn and teacher-designed, crafted with care to build confidence and connection. Our screen-free tools help families and teachers make learning fun and meaningful, nurturing curiosity and creativity in children.

Our Mission:

We design screen-free products that parents can trust to help their children learn, grow, and reach their full potential. We create beautifully designed, developmentally sound tools that replace noise and distraction with connection, curiosity, and real learning.

Our Vision:

We aim to build the most trusted children’s brand in the world, present in millions of homes, reshaping how families learn, connect, and grow. Our products will be so widely used and passed down that generations of children will grow up learning from them and choose them again for their own families.

Role Overview

As the Director of Talent Acquisition & People Operations, you will own how Hadley Designs sources, vets, and closes top global talent, and you will own the broader people system that talent steps into. You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role, and you will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond.

This is a leadership-tier role with 1 direct report (the People Operations Specialist) and end-to-end ownership of the talent and people functions. Your weeks will be heavier on recruiting in the near term, live pipelines, structured interviews, test projects, employer brand, and steady on People Operations throughout (onboarding, performance frameworks, contractor renewal, leadership enablement).

Key Responsibilities

Talent Acquisition (the #1 outcome of this role):

• Recruiting Pipeline Management: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment.

• Test Project & Interview Operations: Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end.

• Sourcing Channel Optimization: Manage and optimize sourcing channels based on performance; build “always hiring” shortlists for recurring high-leverage roles.

• Employer Brand & Glassdoor Defense: Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating.

• Hiring Metrics & Funnel Reporting: Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs.

People Operations:

• People Systems Leadership: Design and implement systems for engaging, onboarding, and retaining talent, align

ed with the company’s growth objectives.

• Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business.

• Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization.

• Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention.

• Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness.

• External Partnerships: Partner with external service providers to enhance and support people operations as necessary.

How Success Is Measured (two bold sub-headers, each with bullets):

Talent Acquisition KPIs:

• Average time to fill open roles: under 45 days.

• Weekly applicant volume per active role: 250+ qualified applicants.

• Weekly hiring pipeline report by sourcing channel: 100% completion, on time.

• Completed candidate case studies available for review per role per week: 15+.

• Glassdoor company rating: maintain 4.5+ average across the year.

People Operations KPIs:

• Successful implementation of people systems that directly support the business’s ability to scale.

• Strong employee retention rates, with high performance and engagement.

• Improved leadership confidence in people systems, talent readiness, and organizational alignment.

• Predictable, scalable people operations that contribute to the company’s growth and success.

Who you are

You are a recruiting-strong, systems-oriented leader. You have personally closed difficult hires, not just managed a team that did. You move fast in a sourcing pipeline, you can run a structured interview that lands the right read on a candidate in 30 minutes, and you are equally comfortable defending the company on Glassdoor as you are building a 90-day onboarding plan. You thrive in a fast-paced, remote-first, contractor-centric environment and have a track record of both filling open roles ahead of timeline and scaling the people systems that retain the talent you bring in.

Talent Acquisition / Recruiting (must-haves):

• 3-5+ years of full-cycle recruiting experience, ideally in remote or e-commerce organizations.

• Proven track record of hiring across marketing, ops, Amazon, product, and leadership roles.

• Experience running structured interviews, test projects, and group interviews.

• Familiarity with recruiting tech stacks: LinkedIn Recruiter, Workable, OnlineJobs.ph.

• Comfortable managing hiring systems using Notion, ClickUp, or lightweight ATS tools.

• Strong writing ability: clear job posts, compelling outreach, direct candidate comms.

• Ability to handle 5-10 active roles at a time with no drop-off in process.

• Experience defending brand reputation and responding to feedback (e.g. Glassdoor).

• Experience building and running reporting for hiring metrics.

People Operations (must-haves):

• 5+ years of progressive HR or people operations experience, with leadership responsibility.

• Bachelor’s degree in Human Resources, Business, or a related field.

• Direct experience operating contractor-centric or distributed teams.

• Demonstrated success building compliant, scalable people systems.

• Strong understanding of contractor classification, employment law, and risk mitigation.

Why You’ll Love Working Here

• Impact: Your work will directly impact how families experience learning through the Hadley Designs brand.

• Culture: Join a passionate, mission-driven team that values trust, creativity, and collaboration.

• Flexibility: Enjoy the freedom of a remote role with flexible working hours.

• Benefits:

  • Remote-first work environment
  • Paid time off and holidays
  • Access to learning resources and professional development
  • Free access to Hadley Designs products
  • Regular interaction with leadership, including the CEO and CMO
  • Stability from a decade as a family-founded, mission-driven brand

Apply Today

If you’re ready to make a meaningful impact in a growing company that’s shaping the future of learning, apply now to join the Hadley Designs team as our Director of People Operations. Help us create a lasting impact on families, educators, and children worldwide.

P.S: If you don’t hear from us within four weeks of your application, please consider that as our decision to move forward with other candidates, but we truly appreciate your interest in Hadley Designs.

Company Description

About the Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

About The Position

KIPP Foundation is committed to building talent systems that are clear, consistent, and supportive of a strong employee experience. A critical part of this work is ensuring that day-to-day People Operations run smoothly, efficiently, and with a high level of care for staff.

The Manager, People Operations plays a key role in delivering this experience by supporting the execution of core HR processes and systems. Reporting to the Senior Director of People Operations, this role ensures that payroll, benefits administration, HR systems, and employee support processes are accurate, timely, and responsive to staff needs.

In this role, the Manager will serve as a central coordinator and problem-solver, helping to manage vendor relationships, support HR systems, and act as a primary point of contact through AskTalent and provide admin support across the talent team. By ensuring that processes are well-executed and information is clear and accessible, this role helps create a seamless experience for both employees and managers.

This is an opportunity for someone who is highly organized, detail-oriented, and service-driven someone who takes pride in ensuring that the operational backbone of People Operations is strong, reliable, and continuously improving.

Responsibilities

Payroll, Benefits & HR Administration

• Administer payroll processes in partnership with Finance, including compensation updates, stipends, and leave tracking.
• Manage day-to-day benefits administration, including enrollments, employee support, and coordination with vendors.
• Support administration of absence and leave programs, ensuring accurate tracking and compliance with policies.
• Ensure timely and accurate execution of core HR administrative processes across the employee lifecycle.
  
  

Vendor Management & Operational Coordination

• Manage relationships with People Operations vendors (benefits providers, HR systems, etc.), including communication, invoicing, and issue resolution.
• Coordinate invoices, billing, and expense tracking related to People Operations, ensuring timely and accurate processing.
• Support compliance-related administrative processes (e.g., background checks, required training, documentation tracking).
• Support with scheduling large scale meetings across the talent team for trainings or during high-volume hiring season
  
  

Employee Support

• Own the AskTalent intake process, serving as the primary point of contact for employee and manager inquiries.
• Respond directly to routine inquiries and triage more complex requests to appropriate team members.
• Ensure consistent and accurate interpretation of HR policies and processes in responses.
• Track trends in inquiries to identify opportunities to improve processes, communication, and documentation.
  
  

HR Systems Support & Data Administration

• Support administration of HR systems (HRIS, benefits platforms, etc.), ensuring accurate data entry and system updates.
• Maintain employee data, records, and documentation to ensure data accuracy, integrity, and compliance.
• Assist with system audits, data validation, and reporting processes.
• Ensure adherence to data privacy, security, and compliance standards.
  
  

Reporting & Analytics Support

• Support development and maintenance of HR reports and dashboards, including workforce metrics, engagement data, and operational KPIs across the talent team
• Assist in preparing recurring reports (weekly, monthly, quarterly) to support decision-making.
• Provide data support for ad hoc requests, ensuring accuracy and timeliness.
  
  

Knowledge Management, Communication & Process Support

• Maintain HR documentation, knowledge management systems, and staff-facing materials to ensure clarity and accessibility.
• Develop and update guides, FAQs, and training materials to support employee understanding of HR processes and benefits.
• Provide administrative support for key talent processes, including meeting coordination, materials preparation, and documentation.
  
  

Qualifications

Skills And Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action)
• Self-Management: Demonstrated record of co-creating ambitious goals with their managers – and driving toward desired outcomes; Effectively monitors progress toward goals for multiple workstreams; Leverages understanding of an organization’s operating model, structure, and core operational process to effectively drive work to achieve goals; effectively works through direct reports and peers to follow through on commitments, ensuring others do the same.
• Process Management: Able to build and align goals and project plans with organization priorities; leverages relevant organizational processes and systems to execute work; can build and maintain knowledge management systems; effectively develops and codifies processes to ensure efficiency, alignment with organizational processes, and to improve work quality.
• Data Driven actions and solutions: Effectively uses data to inform work streams; accurately synthesizes key findings from data analyses and can effectively communicate the data synthesis to inform actions, decisions, and solutions.
• Collaboration: Leads successful stakeholder management, accounting for varied perspectives when gathering feedback. Builds coalition by prioritizing end-user experiences. Builds trusting relationships and effective communications. Able to identify and remove barriers to working across teams.
• Serve as a Talent and Organization Ambassador: Proactive cultural leadership and drive to operate as a team player with a strong orientation toward customer service, collaboration, continuous learning and solutions orientation; Can exercise strong
• Judgement & Discretion as a key talent team member; Passion for education equity and KIPP’s mission and values (sense of purpose, results, respect, constant learning & humility, and diversity & inclusivity)
  
  

Experience And Qualifications

• 4+ years of talent operations, customer service and payroll support
• HR expertise and knowledge in employment laws across multiple geographic territories.
• A track record of delivering great customer service while effectively managing relationships with key stakeholders (e.g., Finance Teams, IT teams), along with advising, influencing, & challenging stakeholders when needed.
• Excitement to engage in an innovative and agile environment focused on continuous learning and improvement
• A drive to make decisions through passion for impact, thoughtful analysis, and a consistent lens on equity
• Experience using HR systems (ADP, workforce, ATS, salesforce, etc.)
  
  

Additional Information

Work Conditions

• Travel: Minimal Travel: up to 5% (up to 10 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation And Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $83,200 - $99,000. In addition, KIPP Foundation provides a variety of benefits to employees, including: 

• 25 holidays for + 18 days additional flexible PTO days (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).
• 100% paid parental leave
• 100% coverage of the premium for employee and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

Airbnb was born in 2007 when two hosts welcomed three guests to their San Francisco home, and has since grown to over 5 million hosts who have welcomed over 2 billion guest arrivals in almost every country across the globe. Every day, hosts offer unique stays and experiences that make it possible for guests to connect with communities in a more authentic way.

The Community You Will Join:

You will be joining Airbnb’s Recruiting Operations team; a highly collaborative, technically sophisticated group that sits at the intersection of data, systems, and recruiting strategy. This team partners closely with Recruiting Leadership, People Analytics, and Engineering to ensure that Airbnb’s recruiting infrastructure is scalable, insight-driven, and always evolving. As the Manager of Recruiting Tech & Data, you will serve as the senior data and systems partner across these functions, bringing both technical depth and strategic influence to every conversation.

The Difference You Will Make:

In this role, you will own Airbnb’s recruiting tech stack at a strategic level; shaping its architecture, leading a team of technically strong analysts, and driving the data and systems decisions that help recruiting leadership make better, faster decisions. Success in this role looks like a recruiting infrastructure that is well-governed, scalable, and continuously delivering actionable insight — with your team recognized as the go-to partner for hard problems like build vs. buy decisions, data architecture trade-offs, and recruiting tech investment strategy.

A Typical Day:

Lead & Develop the Team

• Manage a team of Recruiting Tech & Data Analysts; set high expectations and develop people with consistency and care
• Build a team culture grounded in technical rigor, reliability, and service — where stakeholders trust the data and the systems
• Hire for technical depth and communication strength — analysts who can solve hard problems and explain them simply
• Coach individuals toward greater scope; give honest feedback and advocate actively for their growth

Own the Recruiting Tech Stack Strategy

• Define and own the roadmap for Airbnb’s recruiting technology ecosystem — ATS, CRM, sourcing, scheduling, and adjacent tools
• Lead build vs. buy vs. integrate evaluations grounded in recruiter needs, technical feasibility, and long-term scalability
• Drive complex system implementations, migrations, and integrations in partnership with HR Tech and Engineering
• Manage senior vendor relationships; negotiate contracts and SLAs; hold vendors accountable to outcomes

Data Architecture & Governance

• Design and own the data architecture for recruiting — how data flows between systems, where sources of truth live, and how quality is maintained at scale
• Establish and enforce data governance standards across the recruiting org; build the processes that keep data trustworthy over time
• Lead major data initiatives — migrations, audits, taxonomy redesigns — with structured methodology and clear communication

Advanced Analytics & Recruiting Insight

• Build reporting infrastructure that goes beyond status tracking: trend analysis, predictive models, and insights that shape how recruiting leadership sets direction
• Partner with People Analytics on shared data products, metric definitions, and long-term analytical capabilities
• Translate complex analytical findings into clear, decision-ready narratives for recruiting leadership and executive audiences

Cross-Pillar Technical Leadership

• Serve as the senior technical partner for Product & Enablement and PMO on their systems-dependent initiatives
• Stay current on the recruiting tech and HR data landscape; bring relevant capabilities into the function before they’re requested
• Represent Recruiting Systems & Data in senior leadership forums; communicate the pillar’s strategy, progress, and value clearly

Your Expertise:

• 7-10 years in recruiting systems, HR technology, or people analytics; at least 1-2 years managing a team
• Deep expertise in enterprise ATS administration and configuration; ideally with multi-system integration experience
• Strong technical credibility; familiarity with data modeling or analytics engineering preferred
• Demonstrated experience leading system implementations or migrations at significant scope and complexity
• Strong people leadership skills — able to hire, develop, and retain technically strong analysts
• Excellent communication; able to translate technical complexity into crisp, decision-enabling language for non-technical audiences
• Travel requirements (if applicable)
• Bonus skill-sets: Background in HR Tech implementation, solutions architecture, or people data strategy

Your Location:

This position is US - Remote Eligible. The role may include occasional work at an Airbnb office or attendance at offsites, as agreed to with your manager. While the position is Remote Eligible, you must live in a state where Airbnb, Inc. has a registered entity. Click here for the up-to-date list of excluded states. This list is continuously evolving, so please check back with us if the state you live in is on the exclusion list  If your position is employed by another Airbnb entity, your recruiter will inform you what states you are eligible to work from.

Our Commitment To Inclusion & Belonging:

Airbnb is committed to working with the broadest talent pool possible. We believe diverse ideas foster innovation and engagement, and allow us to attract creatively-led people, and to develop the best products, services and solutions. All qualified individuals are encouraged to apply.

We strive to also provide a disability inclusive application and interview process. If you are a candidate with a disability and require reasonable accommodation in order to submit an application, please contact us at: reasonableaccommodations@airbnb.com. Please include your full name, the role you’re applying for and the accommodation necessary to assist you with the recruiting process.

We ask that you only reach out to us if you are a candidate whose disability prevents you from being able to complete our online application.

How We’ll Take Care of You:

Our job titles may span more than one career level. The actual base pay is dependent upon many factors, such as: training, transferable skills, work experience, business needs and market demands. The base pay range is subject to change and may be modified in the future. This role may also be eligible for bonus, equity, benefits, and Employee Travel Credits.

Pay Range

$168,000—$210,000 USD

About Us:YipitData is the leading market research and analytics firm for the disruptive economy and most recently raised $475M from The Carlyle Group at a valuation of over $1B. Every...

POS-29062

Director, People Business Partner

Role Summary

Our mission at HubSpot is to help millions of organizations grow better. As a Director, People Business Partner supporting our global Sales organization, you’ll play a critical role in shaping how we scale our people strategy to match our growth ambitions. You’ll partner closely with senior Sales leaders to drive performance, strengthen leadership capability, and build high-performing, inclusive teams. This role sits at the intersection of strategy and execution, translating business priorities into people outcomes that unlock growth. You’ll operate in a high-ambiguity environment, bringing clarity, structure, and impact.

What You’ll Do

1. Partner with global Sales executives to design and execute people strategies that drive business performance and growth.
2. Lead organizational design and workforce planning initiatives to support evolving Sales priorities and scale effectively.
3. Coach and influence senior leaders on performance management, talent strategy, and leadership effectiveness.
4. Use people data and insights to identify trends, diagnose gaps, and implement targeted solutions that improve engagement and productivity.
5. Drive global talent management processes, including performance reviews, succession planning, and leadership development.
6. Champion diversity, inclusion, and belonging by embedding equitable practices across hiring, development, and team design.
7. Collaborate cross-functionally across People and Sales orgs to lead and deliver complex, scalable programs aligned to business needs.
8. Build and evolve operating models for People Business Partnership across global Sales teams in a high-growth, changing environment.

What You’ll Bring

Required Qualifications

• Extensive experience in a People Business Partner or HR leadership role, ideally supporting global Sales or GTM organizations in a high-growth tech environment.
• Proven ability to influence and coach senior executives and navigate complex stakeholder environments.
• Strong experience in organizational design, talent strategy, and change management at scale.
• Data-driven mindset with the ability to translate insights into actionable people strategies.
• Someone who seeks out and thrives in a fast-paced culture of high ambiguity and rapid change and knows how to drive success as priorities shift.
• High level of judgment, discretion, and ability to manage sensitive information.
• Exceptional communication, collaboration and relationship-building skills across diverse stakeholders of all levels and personalities.
• Enjoys pivoting from strategic problem solving to strong execution (known to roll up their sleeves to get the job done, no ego – not above getting into the weeds)

Nice-to-Have Qualifications

• Experience supporting global, distributed Sales teams.
• Background in SaaS, enterprise sales, and or technology companies.
• Experience building or scaling People Business Partner operating models.
• Familiarity with workforce planning and advanced people analytics tools.

Pay & Benefits

The cash compensation below includes base salary, on-target commission for employees in eligible roles, and annual bonus targets under HubSpot’s bonus plan for eligible roles. In addition to cash compensation, some roles are eligible to participate in HubSpot’s equity plan to receive restricted stock units (RSUs). Some roles may also be eligible for overtime pay. Individual compensation packages are tailored to your skills, experience, qualifications, and other job-related reasons.

This resource will help guide how we recommend thinking about the range you see. Learn more about HubSpot’s compensation philosophy.

Benefits are also an important piece of your total compensation package. Explore the benefits and perks HubSpot offers to help employees grow better.

At HubSpot, fair compensation practices aren’t just about checking off the box for legal compliance. It’s about living out our value of transparency with our employees, candidates, and community.

Annual Cash Compensation Range:

$201,300—$322,100 USD

We know the confidence gap and impostor syndrome can get in the way of meeting spectacular candidates, so please don’t hesitate to apply — we’d love to hear from you.

If you need accommodations or assistance due to a disability, please reach out to us using this form.

At HubSpot, we value both flexibility and connection. Whether you’re a Remote employee or work from the Office, we want you to start your journey here by building strong connections with your team and peers. If you are joining our Engineering team, you will be required to attend a regional HubSpot office for in-person onboarding. If you join our broader Product team, you’ll also attend other in-person events, such as your Product Group Summit and other gatherings, to continue building on those connections.

If you require an accommodation due to travel limitations or other reasons, please inform your recruiter during the hiring process. We are committed to supporting candidates who may need alternative arrangements

Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Germany Applicants: (m/f/d) - link to HubSpot’s Career Diversity page here.

India Applicants: link to HubSpot India’s equal opportunity policy here.

About HubSpot

HubSpot (NYSE: HUBS) is an AI-powered customer platform with all the software, integrations, and resources customers need to connect marketing, sales, and service. HubSpot’s connected platform enables businesses to grow faster by focusing on what matters most: customers.

At HubSpot, bold is our baseline. Our employees around the globe move fast, stay customer-obsessed, and win together. Our culture is grounded in four commitments: Solve for the Customer, Be Bold, Learn Fast, Align, Adapt & Go!, and Deliver with HEART. These commitments shape how we work, lead, and grow.

We’re building a company where people can do their best work. We focus on brilliant work, not badge swipes. By combining clarity, ownership, and trust, we create space for big thinking and meaningful progress. And we know that when our employees grow, our customers do too.

Recognized globally for our award-winning culture by Comparably, Glassdoor, Fortune, and more, HubSpot is headquartered in Cambridge, MA, with employees and offices around the world.

Explore more:

• HubSpot Careers
• Life at HubSpot on Instagram

HubSpot may use AI to help screen or assess candidates, but all hiring decisions are always human. More information can be found here. By submitting your application, you agree that HubSpot may collect your personal data for recruiting, global organization planning, and related purposes. We may use CLEAR ID Verification during the hiring process to confirm your identity and help maintain a safe, secure, and trusted experience for all candidates. Refer to HubSpot’s Recruiting Privacy Notice for details on data processing and your rights.

POS-29062

Director, People Business Partner

Role Summary

Our mission at HubSpot is to help millions of organizations grow better. As a Director, People Business Partner supporting our global Sales organization, you’ll play a critical role in shaping how we scale our people strategy to match our growth ambitions. You’ll partner closely with senior Sales leaders to drive performance, strengthen leadership capability, and build high-performing, inclusive teams. This role sits at the intersection of strategy and execution, translating business priorities into people outcomes that unlock growth. You’ll operate in a high-ambiguity environment, bringing clarity, structure, and impact.

What You’ll Do

1. Partner with global Sales executives to design and execute people strategies that drive business performance and growth.
2. Lead organizational design and workforce planning initiatives to support evolving Sales priorities and scale effectively.
3. Coach and influence senior leaders on performance management, talent strategy, and leadership effectiveness.
4. Use people data and insights to identify trends, diagnose gaps, and implement targeted solutions that improve engagement and productivity.
5. Drive global talent management processes, including performance reviews, succession planning, and leadership development.
6. Champion diversity, inclusion, and belonging by embedding equitable practices across hiring, development, and team design.
7. Collaborate cross-functionally across People and Sales orgs to lead and deliver complex, scalable programs aligned to business needs.
8. Build and evolve operating models for People Business Partnership across global Sales teams in a high-growth, changing environment.

What You’ll Bring

Required Qualifications

• Extensive experience in a People Business Partner or HR leadership role, ideally supporting global Sales or GTM organizations in a high-growth tech environment.
• Proven ability to influence and coach senior executives and navigate complex stakeholder environments.
• Strong experience in organizational design, talent strategy, and change management at scale.
• Data-driven mindset with the ability to translate insights into actionable people strategies.
• Someone who seeks out and thrives in a fast-paced culture of high ambiguity and rapid change and knows how to drive success as priorities shift.
• High level of judgment, discretion, and ability to manage sensitive information.
• Exceptional communication, collaboration and relationship-building skills across diverse stakeholders of all levels and personalities.
• Enjoys pivoting from strategic problem solving to strong execution (known to roll up their sleeves to get the job done, no ego – not above getting into the weeds)

Nice-to-Have Qualifications

• Experience supporting global, distributed Sales teams.
• Background in SaaS, enterprise sales, and or technology companies.
• Experience building or scaling People Business Partner operating models.
• Familiarity with workforce planning and advanced people analytics tools.

Pay & Benefits

The cash compensation below includes base salary, on-target commission for employees in eligible roles, and annual bonus targets under HubSpot’s bonus plan for eligible roles. In addition to cash compensation, some roles are eligible to participate in HubSpot’s equity plan to receive restricted stock units (RSUs). Some roles may also be eligible for overtime pay. Individual compensation packages are tailored to your skills, experience, qualifications, and other job-related reasons.

This resource will help guide how we recommend thinking about the range you see. Learn more about HubSpot’s compensation philosophy.

Benefits are also an important piece of your total compensation package. Explore the benefits and perks HubSpot offers to help employees grow better.

At HubSpot, fair compensation practices aren’t just about checking off the box for legal compliance. It’s about living out our value of transparency with our employees, candidates, and community.

Annual Cash Compensation Range:

$201,300—$322,100 USD

We know the confidence gap and impostor syndrome can get in the way of meeting spectacular candidates, so please don’t hesitate to apply — we’d love to hear from you.

If you need accommodations or assistance due to a disability, please reach out to us using this form.

At HubSpot, we value both flexibility and connection. Whether you’re a Remote employee or work from the Office, we want you to start your journey here by building strong connections with your team and peers. If you are joining our Engineering team, you will be required to attend a regional HubSpot office for in-person onboarding. If you join our broader Product team, you’ll also attend other in-person events, such as your Product Group Summit and other gatherings, to continue building on those connections.

If you require an accommodation due to travel limitations or other reasons, please inform your recruiter during the hiring process. We are committed to supporting candidates who may need alternative arrangements

Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Germany Applicants: (m/f/d) - link to HubSpot’s Career Diversity page here.

India Applicants: link to HubSpot India’s equal opportunity policy here.

About HubSpot

HubSpot (NYSE: HUBS) is an AI-powered customer platform with all the software, integrations, and resources customers need to connect marketing, sales, and service. HubSpot’s connected platform enables businesses to grow faster by focusing on what matters most: customers.

At HubSpot, bold is our baseline. Our employees around the globe move fast, stay customer-obsessed, and win together. Our culture is grounded in four commitments: Solve for the Customer, Be Bold, Learn Fast, Align, Adapt & Go!, and Deliver with HEART. These commitments shape how we work, lead, and grow.

We’re building a company where people can do their best work. We focus on brilliant work, not badge swipes. By combining clarity, ownership, and trust, we create space for big thinking and meaningful progress. And we know that when our employees grow, our customers do too.

Recognized globally for our award-winning culture by Comparably, Glassdoor, Fortune, and more, HubSpot is headquartered in Cambridge, MA, with employees and offices around the world.

Explore more:

• HubSpot Careers
• Life at HubSpot on Instagram

HubSpot may use AI to help screen or assess candidates, but all hiring decisions are always human. More information can be found here. By submitting your application, you agree that HubSpot may collect your personal data for recruiting, global organization planning, and related purposes. We may use CLEAR ID Verification during the hiring process to confirm your identity and help maintain a safe, secure, and trusted experience for all candidates. Refer to HubSpot’s Recruiting Privacy Notice for details on data processing and your rights.

About Snorkel

At Snorkel, we believe meaningful AI doesn’t start with the model, it starts with the data.

We’re on a mission to help enterprises transform expert knowledge into specialized AI at scale. The AI landscape has gone through incredible changes between 2015, when Snorkel started as a research project in the Stanford AI Lab, to the generative AI breakthroughs of today. But one thing has remained constant: the data you use to build AI is the key to achieving differentiation, high performance, and production-ready systems. We work with some of the world’s largest organizations to empower scientists, engineers, financial experts, product creators, journalists, and more to build custom AI with their data faster than ever before. Excited to help us redefine how AI is built? Apply to be the newest Snorkeler!

Staff HR Business Partner

San Francisco, CA | Hybrid (3 days/week in office)

About This Role

We’re looking for a Staff HR Business Partner to build and own the people strategy for Snorkel’s Data as a Service (DaaS) organization. The DaaS org is a delivery-first team that has more than tripled in size over the last six months, with no signs of slowing. They deliver high-quality data operations and AI deployment outcomes for frontier labs and AI teams.

This org has a unique composition: forward deployed engineers, technical and operations delivery managers, a supply team managing a workforce comprised of multiple worker types at scale, and others. The people challenges here require an HRBP who has seen this kind of complexity before, such as workforce planning across FTEs and contractors, building a high performance culture rooted in delivery outcomes, and keeping a geographically dispersed, operationally complex team connected to Snorkel’s culture.

You’ll partner directly with our DaaS GM and leadership team, and you’ll need to be as comfortable in the operational weeds as you are in strategic conversations. The ideal background is professional services, managed services, or a delivery-heavy tech org. Somewhere you learned to support talent that ships outcomes, not just features.

If you’re a generalist HRBP looking for your first exposure to delivery org complexity, this likely isn’t the right fit. If you’ve lived it and want to build something from a strong foundation at a company at the frontier of AI, we’d love to talk.

Key Responsibilities

This role reports into the Senior Director, People Programs & Partnerships, and will focus on:

Strategic Business Partnership

• Adapt and customize company-wide people programs to meet the specific needs of the DaaS organization while preserving what makes Snorkel special.
• Proactively diagnose and address cultural challenges that emerge during rapid growth, serving as a thought partner to leadership on the people implications of business decisions.
• Partner with leadership on organizational design, compensation strategy, and workforce planning, bringing a strong command of comp mechanics to inform how the business attracts, retains, and structures talent.
• Shape how the DaaS org operates and comes together, advising on ways of working, team rituals, and how to use gatherings and offsites to build alignment and culture across a distributed, delivery-focused team.
• Drive special projects and contribute to people strategy beyond the day-to-day, including geo expansion considerations and cross-functional initiatives that require an HR lens.

Leadership Coaching and Development

• Coach and develop executives, leaders, and managers at all levels, supporting their personal growth and ability to lead effectively as the organization scales.
• Build leadership capability across varied experience levels, maintaining cohesion, agility, and alignment with Snorkel’s cultural values across expanding teams.
• Navigate and resolve complex cross-functional dynamics and interpersonal challenges that inevitably arise during periods of significant growth.

HR Team Collaboration and Peer Leadership

• Partner closely with HR team peers to design and execute cross-functional programs and initiatives that align with Snorkel AI’s overall people strategy.
• Share expertise and insights to elevate the capabilities of the HR team, fostering a culture of continuous improvement and knowledge sharing.
• Wear multiple hats and do the work that needs doing, whether that’s jumping into a recruiting conversation, supporting an urgent people issue, or iterating on our feedback processes.

What We’re Looking For

Experience & Expertise

• 8+ years of HR experience, with at least 3+ years in a strategic HR Business Partner role at a rapidly scaling technology company where you’ve navigated hypergrowth, scaling challenges, and ambiguity
• HRBP experience in professional services, managed services, or a delivery-heavy tech org
• Experience as an HRBP supporting an exec in a GM model
• 2+ years managing HRBPs or serving as an HRBP Team Lead
• Proven expertise in organizational design, talent development, performance management, and leadership coaching
• Strong understanding of contractor and contingent workforce models, including legal, compliance, and people-management considerations
• Experience scaling people practices and programs across organizations during periods of significant growth

Who you are

• Strategic thinker who balances immediate people needs with long-term organizational health
• Comfortable with ambiguity and changes in priorities; you know how to navigate and thrive in a startup environment
• Action-oriented and pragmatic; you don’t wait for perfect information to move forward, and you embody a “do the job that needs doing” mentality
• Proactive problem-solver who can spot organizational challenges before they escalate and propose thoughtful, data-informed solutions
• Strong relationship builder with credibility across all levels; able to earn trust and influence leaders, managers, and ICs alike
• Committed to continuous learning and improvement, especially in areas of AI and modern tools that can enhance HR effectiveness
• Comfort with data analysis and using metrics to drive HR decisions and demonstrate impact

Salary Range

$192,000—$240,000 USD

Be Your Best at Snorkel

Joining Snorkel AI means becoming part of a company that has market proven solutions, robust funding, and is scaling rapidly—offering a unique combination of stability and the excitement of high growth. As a member of our team, you’ll have meaningful opportunities to shape priorities and initiatives, influence key strategic decisions, and directly impact our ongoing success. Whether you’re looking to deepen your technical expertise, explore leadership opportunities, or learn new skills across multiple functions, you’re fully supported in building your career in an environment designed for growth, learning, and shared success.

Snorkel AI is proud to be an Equal Employment Opportunity employer and is committed to building a team that represents a variety of backgrounds, perspectives, and skills. Snorkel AI embraces diversity and provides equal employment opportunities to all employees and applicants for employment. Snorkel AI prohibits discrimination and harassment of any type on the basis of race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law. All employment is decided on the basis of qualifications, performance, merit, and business need.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

Company Description

About KIPP Texas Public Schools

KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!

As one of the earliest charter networks in Texas—founded in Houston in 1994 and operating as KIPP Texas since 2018—we hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to “run to school,” the KIPP Texas Team and Family is for you!

KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni.

Job Description

The Director of  Talent Development plays a key role in accelerating student achievement across KIPP Texas by driving excellence in formal and on-the ground professional learning.. Reporting to the Managing Director, this leader is responsible for implementing high-impact, data-driven professional learning and coaching experiences that build the proficiency and retention of our emerging campus leaders and ensure alignment to our KTX frameworks. The Director directly supports KIPP Texas’s promise to families by ensuring leaders are equipped to improve teacher practice and student outcomes.

ROLE RESPONSIBILITIES:

Design & Deliver High-Impact Professional Learning

• Design and facilitate professional learning aligned to the KIPP Texas Professional Learning Criteria Success and 70/20/10 learning model.

• Support the planning and delivery of statewide and regional development experiences tailored to the needs of returning and novice leaders.

• Drive systems for ensuring all professional learning created by the Academics team is high quality and meets the bar of excellence in design.

• Drive excellence in professional learning logistics to ensure that the focus is on content delivery

• Serve as Site Lead for large scale professional learning events such as Summer Professional Learning.

• Ensure quality facilitation of professional learning by creating and executing train the trainer and feedback systems across the Academics team.

• Support the design and execution of asynchronous learning across the state with a focus on required training and supporting mid-year instructional hires.

Drive Academic Excellence through Strategic Cross-Departmental Collaboration

• Partner with the Academics (Instructional Excellence, Curriculum & Instruction) and School Management teams to ensure novice leaders are supported in delivering academic results and developing proficiency as instructional leaders.

• Align coaching and learning experiences to meet the following system-level goals:

  • 85% of professional learning participants agree the experience supported their growth in alignment with the Framework for Effective Teaching.

  • 70% of Critical Need Teachers coached earn an Effective+ rating on priority indicators on the teacher coaching and evaluation rubric. .

Coach & Develop Instructional Leaders

• Provide responsive, role-specific coaching and support to a portfolio of leaders across the state, with a focus but not limited to novice instructional coaches, in the following areas:

  • Leading teacher quality through the Framework for Effective Teaching

  • Leading content through curriculum-aligned practices

  • Leading assessment through strong data practices

• Support leaders in using student and teacher performance data to drive decision-making and adapt leadership practices.

• Provide required coaching and support for current Year 2 Principals in Residence and PIR alums.

Use Data to Drive a Multi-Tiered Approach to Development & Intervention

• Monitor leader progress and proactively identify areas for targeted support and coaching.

• Leverage real-time data to adjust coaching strategy, differentiate support, and inform broader learning designs.

• Track and report on the impact of professional learning and coaching initiatives for their assigned portfolio

• Using data to partner with regional and school leaders to ensure all teachers get the required observations as part of the KTX Teacher Evaluation System, in partnership with Talent Management.

Contribute to a Strong, Inclusive Team Culture

• Participate in team planning, calibration, and continuous improvement efforts

• Contribute to a culture of feedback, innovation, and shared responsibility for student success.

• Support the vision of the Managing Director by aligning day-to-day coaching with long-term talent development strategy.

Qualifications

QUALIFICATIONS:

• Bachelor’s degree required

• Experience in school leadership and campus management preferred

• Proven track record designing and facilitating high-impact professional learning for educators and leaders

• Experience coaching and developing teachers and leaders through observation and feedback cycles

• Demonstrated ability to lead cross-departmental initiatives and drive results through influence rather than direct authority

• Evidence of developing and executing against a strategy with measurable outcomes

• Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook)

COMPETENCY AND SKILLS:

• Alignment with KIPP Texas’s mission and commitment to providing safe, clean, well-maintained learning environments for students and staff.

• Communication: Clear, concise, compelling communication.

• Professionalism and trusting relationships: Operate with professional demeanor in even the most challenging situations. Work with teammates, teachers, leaders, and regional stakeholders, in a way that demonstrates confidence, initiative, and dedication to meeting commitments. Expresses professional presence with external stakeholders in a way that exemplifies KIPP’s values in person, verbally, in writing, on social media, and at events.

• Critical thinking, problem solving, and decision making: Ability to analyze data and make strategic interventions to help close gaps in data being presented (student achievement, school culture, etc).

• Organizational ability and accuracy (strategic planning and prioritization): excellent attention to detail in written communication, exemplary calendar management, commitment to data fidelity, and consistency in executing next steps.

• Impact and influence: Ability to impact and influence stakeholders to action based on compelling recommendations based in data

• Continuous learning: Investing in one self to continually learn and make impactful growth in focus areas.

• Systems thinking and change management: Ability to develop problem statements, analyze data and provide recommendations at a systems level that designs talent development systems to appropriate scale and helps stakeholders navigate through change and evolutions

Physical Requirements:

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• The person in this position needs to be able to move about inside and outside the school throughout the workday.

• The candidate is expected to attend conferences, meetings and training sessions both virtually and in person within the Region.

Additional Requirements:

• Reliable transportation is needed for travel between campuses

• Ability to maintain emotional control under stress.

• Work with frequent interruptions.

Work Environment:

Hybrid work - Reports to the central office or schools at least three days a week

Travel Requirements:

Some travel: May travel to other school sites or regional offices for professional learning, meetings and other work related activities.

Additional Information

What We Bring to the Table:

● Comprehensive medical, dental, and vision plans with coverage options for employees and their families.

● Competitive vacation and flexible paid time off (PTO) policies.

● Paid family leave.

● Flexible spending account or high-yield HSA.

● Employee assistance programs.

● KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance.

EEO:

KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation, or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures, providing

documents in an alternate format, using a sign language interpreter, or using specialized equipment.

Company Description

About KIPP Texas Public Schools

KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!

As one of the earliest charter networks in Texas—founded in Houston in 1994 and operating as KIPP Texas since 2018—we hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to “run to school,” the KIPP Texas Team and Family is for you!

KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni.

Job Description

The Director of  Talent Development plays a key role in accelerating student achievement across KIPP Texas by driving excellence in formal and on-the ground professional learning.. Reporting to the Managing Director, this leader is responsible for implementing high-impact, data-driven professional learning and coaching experiences that build the proficiency and retention of our emerging campus leaders and ensure alignment to our KTX frameworks. The Director directly supports KIPP Texas’s promise to families by ensuring leaders are equipped to improve teacher practice and student outcomes.

ROLE RESPONSIBILITIES:

Design & Deliver High-Impact Professional Learning

• Design and facilitate professional learning aligned to the KIPP Texas Professional Learning Criteria Success and 70/20/10 learning model.

• Support the planning and delivery of statewide and regional development experiences tailored to the needs of returning and novice leaders.

• Drive systems for ensuring all professional learning created by the Academics team is high quality and meets the bar of excellence in design.

• Drive excellence in professional learning logistics to ensure that the focus is on content delivery

• Serve as Site Lead for large scale professional learning events such as Summer Professional Learning.

• Ensure quality facilitation of professional learning by creating and executing train the trainer and feedback systems across the Academics team.

• Support the design and execution of asynchronous learning across the state with a focus on required training and supporting mid-year instructional hires.

Drive Academic Excellence through Strategic Cross-Departmental Collaboration

• Partner with the Academics (Instructional Excellence, Curriculum & Instruction) and School Management teams to ensure novice leaders are supported in delivering academic results and developing proficiency as instructional leaders.

• Align coaching and learning experiences to meet the following system-level goals:

  • 85% of professional learning participants agree the experience supported their growth in alignment with the Framework for Effective Teaching.

  • 70% of Critical Need Teachers coached earn an Effective+ rating on priority indicators on the teacher coaching and evaluation rubric. .

Coach & Develop Instructional Leaders

• Provide responsive, role-specific coaching and support to a portfolio of leaders across the state, with a focus but not limited to novice instructional coaches, in the following areas:

  • Leading teacher quality through the Framework for Effective Teaching

  • Leading content through curriculum-aligned practices

  • Leading assessment through strong data practices

• Support leaders in using student and teacher performance data to drive decision-making and adapt leadership practices.

• Provide required coaching and support for current Year 2 Principals in Residence and PIR alums.

Use Data to Drive a Multi-Tiered Approach to Development & Intervention

• Monitor leader progress and proactively identify areas for targeted support and coaching.

• Leverage real-time data to adjust coaching strategy, differentiate support, and inform broader learning designs.

• Track and report on the impact of professional learning and coaching initiatives for their assigned portfolio

• Using data to partner with regional and school leaders to ensure all teachers get the required observations as part of the KTX Teacher Evaluation System, in partnership with Talent Management.

Contribute to a Strong, Inclusive Team Culture

• Participate in team planning, calibration, and continuous improvement efforts

• Contribute to a culture of feedback, innovation, and shared responsibility for student success.

• Support the vision of the Managing Director by aligning day-to-day coaching with long-term talent development strategy.

Qualifications

QUALIFICATIONS:

• Bachelor’s degree required

• Experience in school leadership and campus management preferred

• Proven track record designing and facilitating high-impact professional learning for educators and leaders

• Experience coaching and developing teachers and leaders through observation and feedback cycles

• Demonstrated ability to lead cross-departmental initiatives and drive results through influence rather than direct authority

• Evidence of developing and executing against a strategy with measurable outcomes

• Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook)

COMPETENCY AND SKILLS:

• Alignment with KIPP Texas’s mission and commitment to providing safe, clean, well-maintained learning environments for students and staff.

• Communication: Clear, concise, compelling communication.

• Professionalism and trusting relationships: Operate with professional demeanor in even the most challenging situations. Work with teammates, teachers, leaders, and regional stakeholders, in a way that demonstrates confidence, initiative, and dedication to meeting commitments. Expresses professional presence with external stakeholders in a way that exemplifies KIPP’s values in person, verbally, in writing, on social media, and at events.

• Critical thinking, problem solving, and decision making: Ability to analyze data and make strategic interventions to help close gaps in data being presented (student achievement, school culture, etc).

• Organizational ability and accuracy (strategic planning and prioritization): excellent attention to detail in written communication, exemplary calendar management, commitment to data fidelity, and consistency in executing next steps.

• Impact and influence: Ability to impact and influence stakeholders to action based on compelling recommendations based in data

• Continuous learning: Investing in one self to continually learn and make impactful growth in focus areas.

• Systems thinking and change management: Ability to develop problem statements, analyze data and provide recommendations at a systems level that designs talent development systems to appropriate scale and helps stakeholders navigate through change and evolutions

Physical Requirements:

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• The person in this position needs to be able to move about inside and outside the school throughout the workday.

• The candidate is expected to attend conferences, meetings and training sessions both virtually and in person within the Region.

Additional Requirements:

• Reliable transportation is needed for travel between campuses

• Ability to maintain emotional control under stress.

• Work with frequent interruptions.

Work Environment:

Hybrid work - Reports to the central office or schools at least three days a week

Travel Requirements:

Some travel: May travel to other school sites or regional offices for professional learning, meetings and other work related activities.

Additional Information

What We Bring to the Table:

● Comprehensive medical, dental, and vision plans with coverage options for employees and their families.

● Competitive vacation and flexible paid time off (PTO) policies.

● Paid family leave.

● Flexible spending account or high-yield HSA.

● Employee assistance programs.

● KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance.

EEO:

KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation, or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures, providing

documents in an alternate format, using a sign language interpreter, or using specialized equipment.

Company Description

About KIPP Texas Public Schools

KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!

As one of the earliest charter networks in Texas—founded in Houston in 1994 and operating as KIPP Texas since 2018—we hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to “run to school,” the KIPP Texas Team and Family is for you!

KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni.

Job Description

The Director of  Talent Development plays a key role in accelerating student achievement across KIPP Texas by driving excellence in formal and on-the ground professional learning.. Reporting to the Managing Director, this leader is responsible for implementing high-impact, data-driven professional learning and coaching experiences that build the proficiency and retention of our emerging campus leaders and ensure alignment to our KTX frameworks. The Director directly supports KIPP Texas’s promise to families by ensuring leaders are equipped to improve teacher practice and student outcomes.

ROLE RESPONSIBILITIES:

Design & Deliver High-Impact Professional Learning

• Design and facilitate professional learning aligned to the KIPP Texas Professional Learning Criteria Success and 70/20/10 learning model.

• Support the planning and delivery of statewide and regional development experiences tailored to the needs of returning and novice leaders.

• Drive systems for ensuring all professional learning created by the Academics team is high quality and meets the bar of excellence in design.

• Drive excellence in professional learning logistics to ensure that the focus is on content delivery

• Serve as Site Lead for large scale professional learning events such as Summer Professional Learning.

• Ensure quality facilitation of professional learning by creating and executing train the trainer and feedback systems across the Academics team.

• Support the design and execution of asynchronous learning across the state with a focus on required training and supporting mid-year instructional hires.

Drive Academic Excellence through Strategic Cross-Departmental Collaboration

• Partner with the Academics (Instructional Excellence, Curriculum & Instruction) and School Management teams to ensure novice leaders are supported in delivering academic results and developing proficiency as instructional leaders.

• Align coaching and learning experiences to meet the following system-level goals:

  • 85% of professional learning participants agree the experience supported their growth in alignment with the Framework for Effective Teaching.

  • 70% of Critical Need Teachers coached earn an Effective+ rating on priority indicators on the teacher coaching and evaluation rubric. .

Coach & Develop Instructional Leaders

• Provide responsive, role-specific coaching and support to a portfolio of leaders across the state, with a focus but not limited to novice instructional coaches, in the following areas:

  • Leading teacher quality through the Framework for Effective Teaching

  • Leading content through curriculum-aligned practices

  • Leading assessment through strong data practices

• Support leaders in using student and teacher performance data to drive decision-making and adapt leadership practices.

• Provide required coaching and support for current Year 2 Principals in Residence and PIR alums.

Use Data to Drive a Multi-Tiered Approach to Development & Intervention

• Monitor leader progress and proactively identify areas for targeted support and coaching.

• Leverage real-time data to adjust coaching strategy, differentiate support, and inform broader learning designs.

• Track and report on the impact of professional learning and coaching initiatives for their assigned portfolio

• Using data to partner with regional and school leaders to ensure all teachers get the required observations as part of the KTX Teacher Evaluation System, in partnership with Talent Management.

Contribute to a Strong, Inclusive Team Culture

• Participate in team planning, calibration, and continuous improvement efforts

• Contribute to a culture of feedback, innovation, and shared responsibility for student success.

• Support the vision of the Managing Director by aligning day-to-day coaching with long-term talent development strategy.

Qualifications

QUALIFICATIONS:

• Bachelor’s degree required

• Experience in school leadership and campus management preferred

• Proven track record designing and facilitating high-impact professional learning for educators and leaders

• Experience coaching and developing teachers and leaders through observation and feedback cycles

• Demonstrated ability to lead cross-departmental initiatives and drive results through influence rather than direct authority

• Evidence of developing and executing against a strategy with measurable outcomes

• Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook)

COMPETENCY AND SKILLS:

• Alignment with KIPP Texas’s mission and commitment to providing safe, clean, well-maintained learning environments for students and staff.

• Communication: Clear, concise, compelling communication.

• Professionalism and trusting relationships: Operate with professional demeanor in even the most challenging situations. Work with teammates, teachers, leaders, and regional stakeholders, in a way that demonstrates confidence, initiative, and dedication to meeting commitments. Expresses professional presence with external stakeholders in a way that exemplifies KIPP’s values in person, verbally, in writing, on social media, and at events.

• Critical thinking, problem solving, and decision making: Ability to analyze data and make strategic interventions to help close gaps in data being presented (student achievement, school culture, etc).

• Organizational ability and accuracy (strategic planning and prioritization): excellent attention to detail in written communication, exemplary calendar management, commitment to data fidelity, and consistency in executing next steps.

• Impact and influence: Ability to impact and influence stakeholders to action based on compelling recommendations based in data

• Continuous learning: Investing in one self to continually learn and make impactful growth in focus areas.

• Systems thinking and change management: Ability to develop problem statements, analyze data and provide recommendations at a systems level that designs talent development systems to appropriate scale and helps stakeholders navigate through change and evolutions

Physical Requirements:

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• The person in this position needs to be able to move about inside and outside the school throughout the workday.

• The candidate is expected to attend conferences, meetings and training sessions both virtually and in person within the Region.

Additional Requirements:

• Reliable transportation is needed for travel between campuses

• Ability to maintain emotional control under stress.

• Work with frequent interruptions.

Work Environment:

Hybrid work - Reports to the central office or schools at least three days a week

Travel Requirements:

Some travel: May travel to other school sites or regional offices for professional learning, meetings and other work related activities.

Additional Information

What We Bring to the Table:

● Comprehensive medical, dental, and vision plans with coverage options for employees and their families.

● Competitive vacation and flexible paid time off (PTO) policies.

● Paid family leave.

● Flexible spending account or high-yield HSA.

● Employee assistance programs.

● KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance.

EEO:

KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation, or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures, providing

documents in an alternate format, using a sign language interpreter, or using specialized equipment.

At ReversingLabs, we are providing the world’s largest threat intelligence repository to protect software development and power advanced security solutions, keeping the most advanced cybersecurity organizations and Fortune 500 enterprises informed and ahead of the threats. Our software supply chain security and threat intelligence solutions have become essential to advancing enterprise cybersecurity maturity globally.

Notable breaches such as SolarWinds, CircleCI and 3CX have elevated software supply chain security as a top initiative across every organization developing or purchasing software. Only ReversingLabs delivers the software package analysis speed and intelligence needed to protect against this critical area of risk.

Our vision is clear. Arming every company with end-to-end insights to ensure development releases securely, IT purchases safely, and the SOC can effectively detect, isolate and respond. We are seeking extraordinary talent for this game changing opportunity to help forge this transformational journey at ReversingLabs.

The Opportunity

We’re not looking for someone to manage HR — we’re looking for someone to reimagine it. As our Director of Human Resources across the US, EMEA, and Canada, you’ll sit at the intersection of people, strategy, and innovation. This is your chance to build something that matters, a people function that doesn’t just support the business, but actively propels it.

Reporting to the SVP of HR and working in close partnership with executive leadership, you’ll architect and lead a people strategy that’s as ambitious as our growth plans — one that puts human potential at the center of everything we do. From reimagining the employee experience to navigating the complexities of multi-jurisdictional compliance, you’ll bring both vision and precision to a role that demands both.

If you’re an HR leader who thrives at the edge of what’s possible — someone who sees AI, data, and culture as competitive advantages — we want to meet you.

What You’ll Drive

People Strategy & Leadership

• Build, inspire, and scale a world-class People team — creating a culture of high performance, psychological safety, and relentless curiosity.
• Co-architect a people strategy with the SVP of HR and executive leadership that’s tightly coupled to business growth and organizational ambition.
• Be the strategic advisor senior leaders didn’t know they needed — bringing equal parts data, judgment, and humanity to every conversation.

HR Operations & Total Rewards

• Own the full HR ecosystem, compensation and benefits, performance management, learning & development, employee relations, and internal communications — running it like a well-oiled, people-first engine.
• Design compensation and benefits frameworks that are competitive, equitable, and compelling across the US, EMEA, and Canada.
• Build HR policies and processes that are scalable, values-driven, and ready for wherever we’re growing next.

Talent & Organizational Effectiveness

• Serve as a strategic business partner to the Talent Acquisition team — providing compensation intelligence and EVP insights that give us an edge in the war for top talent.
• Think in org charts and skill maps — identifying gaps, succession risks, and structural opportunities before they become problems.
• Turn workforce data into proactive decisions, predicting attrition, spotting engagement trends, and building retention strategies that work.
• Build learning ecosystems — not just training programs — that unlock potential at every level of the organization.

Employee Experience & Culture

• Own the entire employee journey, from the moment someone signs their offer letter to the day they become an enthusiastic alumni.
• Champion belonging, inclusion, and psychological safety — not as initiatives, but as lived realities embedded in how we operate.
• Create and close feedback loops that make employees feel genuinely heard — and make us measurably better as a result.
• Navigate complex employee relations matters — investigations, disciplinary processes, exits — with care, rigor, and sound legal judgment.

Compliance & Risk Management

• Stay ahead of the regulatory curve across US, EMEA, and Canadian employment law — turning compliance from a checkbox into a strategic safeguard.
• Partner with Legal and Finance to handle complex employment matters with confidence and precision.
• Proactively update policies, documentation, and training so we’re always one step ahead of risk.

Global Collaboration & Budget

• Partner with global HR teams to build a unified people culture that transcends geography while honoring local nuance.
• Manage the HR budget with the commercial mindset of a business leader — investing where it matters, optimizing where it doesn’t.
• Champion the adoption of HR technology and AI-powered tools that make the people function faster, smarter, and more human.

What You Bring

• A strategic north star, You see the people function as a growth driver, not a cost center. Every HR decision you make connects back to business outcomes — and you can articulate that connection clearly.
• Serious experience, 8–10+ years of progressive HR leadership, including 3+ years running teams and navigating complex, multi-jurisdictional environments. You’ve been in the room when the hard calls get made.
• Global fluency, Deep, practical knowledge of employment law and people practices across the US, EMEA, and Canada. You don’t just know the rules — you know how to work within them creatively.
• Total Rewards mastery, You’ve built and managed compensation frameworks, benefits programs, and equity structures that attract and retain exceptional people.
• Data as a superpower, You’re fluent in HRIS platforms and workforce analytics. Experience with ADP, PerformYard, or similar HRIS and Performance Management and People Development platforms is a strong plus.
• An AI-forward mindset, You don’t just tolerate change — you run toward it. You actively leverage AI tools and emerging technologies to work smarter, and you’re genuinely excited about what’s coming next.
• Executive presence with substance, You communicate with clarity and conviction at the executive level, and with warmth and empathy everywhere else. People trust you because you deliver.
• Human-centered leadership, You lead with emotional intelligence — reading the room, holding space for complexity, and making people feel seen even when delivering hard news.
• Change as your natural habitat, You’ve guided organizations through growth, transformation, and uncertainty. You know how to keep people grounded when the ground is shifting.
• Credentials, Bachelor’s degree in HR, Business, Organizational Psychology, or a related discipline. SHRM-SCP, CIPD, or equivalent certification is a strong plus.

Why This Role, Why Now

This isn’t a maintenance role — it’s a builder’s role. You’ll join at a moment when the people function has real influence, real resources, and a leadership team that genuinely believes culture is a strategic asset. You’ll have the scope to think big, the autonomy to move fast, and a seat at the table where it counts.

If you’re ready to lead a people function that’s as innovative as the company it serves, let’s talk.

Benefits & Perks, Designed for How You Work, Live, and Grow

💰 Compensation & Financial Security

• Base Salary, $178,000 – $188,000 plus performance-based bonus or commission (role-dependent), a comprehensive Total Rewards package and equity so you share in the success you help build.
• 401(k) with both Traditional and Roth options to support your long-term financial goals
• Flexible Spending Accounts (Health Care & Dependent Care) to help maximize tax savings

🩺 Health & Well-Being

• Exceptional medical coverage, ReversingLabs covers nearly 90% of premiums across all coverage levels, significantly reducing out of pocket costs
• Health Reimbursement Arrangement (HRA), we reimburse your medical deductible, providing an extra layer of financial protection and peace of mind
• 100 % Employer-paid dental, vision, disability, and life insurance
• Voluntary benefits including life insurance, Hospital Indemnity, and Accident coverage for added flexibility and protection
• Pet insurance, because family comes in many forms 🐾
• Complimentary Calm app membership to support mindfulness, focus, and better sleep

🌴 Work-Life Balance & Flexibility

• Flexible PTO, take the time you need to recharge and take care of what matters most
• Quarterly Wellness Weekends, company-wide 3-day breaks built into the year to truly rest and reboot.
• Remote work stipend to help offset internet and cell phone expenses
• Volunteer Time Allowance, 8 paid hours annually to support a 501©(3) organization you care about

🚀 Growth, Learning & Culture

• Continuous learning and development with full access to Udemy Business
• Clear paths for advancement, internal mobility, and ongoing career development
• A collaborative, innovative, and remote-first environment where your work has real impact

🌟 Workplace Recognition

• ReversingLabs is proud to be recognized as a Best Workplace by Inc. (2025) and a Best Place to Work by Built In (2025 & 2026) across multiple categories. Reflecting our commitment to building a workplace where people feel valued, supported, and empowered to grow.

About Us

ReversingLabs was founded in 2009 with the mission to offer the ultimate threat detection solutions. Our security products are used by some of the largest organizations in the world, including 2 of the top 3 banks, 4 of the top 6 software companies, and 2 of the top 6 insurance companies. We have been honored with numerous awards through the years including the 2023 Global InfoSec Award, 2022 CDM Global Infosec Awards, 2021 SC Media Trust Award for Best Threat Intelligence Technology, a 2020 Stevie Award, and the 2017 JPMorgan Chase Hall of Innovation Award for our truly unique malware and explainable threat intelligence products.

Our pioneering technologies, exceptional products, and successful customer deployments also drove investments in ReversingLabs by some of the prominent investors in the world. With remote employees throughout the United States, EMEA, Croatia, Canada, and offices in Boston, United States and Zagreb, Croatia, ReversingLabs will continue to deliver groundbreaking innovation with top global talent.

We are committed to an inclusive and diverse team. ReversingLabs is an equal opportunity employer. We do not discriminate based on race, color, ethnicity, ancestry, national origin, religion, sex, gender, gender identity, gender expression, sexual orientation, age, disability, veteran status, genetic information, marital status or any legally protected status. If there is a match between your experiences/skills and the Company needs, we will contact you directly. ReversingLabs is an equal opportunity employer. For U.S.-based roles, candidates must be authorized to work in the United States without the need for current or future employer sponsorship. ReversingLabs does not sponsor employment visas at this time.

Applicants only - Recruiting agencies, please do not contact.

🚨 Urgent Hiring — Applications are reviewed on a rolling basis. The selection process may take up to 4 weeks, but early applicants are strongly encouraged.

Ready to Empower a Growing Team and Shape Our Future?

At Hadley Designs, we believe that learning should be enjoyable, engaging, and screen-free. Millions of parents and teachers trust our beautifully designed, developmentally aligned educational tools to help children grow and thrive. As a fast-growing, family-founded brand, we are on a mission to make learning meaningful for families around the world.

We are seeking a Director of People Systems & Strategy to join our team and build the systems that will drive our next phase of growth. If you are passionate about creating scalable people systems, empowering teams, and cultivating a culture that supports both personal and professional growth, this role offers a unique opportunity to make a significant impact.

About Hadley Designs

Hadley Designs is redefining early education with creativity and purpose. Every product we create is hand-drawn and teacher-designed, crafted with care to build confidence and connection. Our screen-free tools help families and teachers make learning fun and meaningful, nurturing curiosity and creativity in children.

Our Mission:

We design screen-free products that parents can trust to help their children learn, grow, and reach their full potential. We create beautifully designed, developmentally sound tools that replace noise and distraction with connection, curiosity, and real learning.

Our Vision:

We aim to build the most trusted children’s brand in the world, present in millions of homes, reshaping how families learn, connect, and grow. Our products will be so widely used and passed down that generations of children will grow up learning from them and choose them again for their own families.

Role Overview

As the Director of People Systems & Strategy, you will be responsible for leading the development of people systems and strategies that enable Hadley Designs to scale and grow. In this role, you will partner with leadership to create the talent systems required to attract, develop, and retain a high-performing workforce. Your focus will be on building scalable, high-performance systems that align with the company’s growth objectives and help foster a positive organizational culture.

This position offers a unique opportunity to shape how we build and nurture our team, enabling both the company and our people to succeed. You will play an integral role in supporting our mission by ensuring that Hadley Designs has the right talent and organizational structure to achieve long-term success.

Key Responsibilities

• People Systems Leadership: Design and implement systems for attracting, engaging, onboarding, and retaining talent, aligned with the company’s growth objectives.
• Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business.
• Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization.
• Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention.
• Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness.
• External Partnerships: Partner with external service providers to enhance and support people operations as necessary.

How Success Is Measured

• Successful implementation of people systems that directly support the business’s ability to scale.
• Strong employee retention rates, with high performance and engagement.
• Improved leadership confidence in people systems, talent readiness, and organizational alignment.
• Predictable, scalable people operations that contribute to the company’s growth and success.

Who You Are

You are a strategic, results-driven leader with a passion for creating systems that empower teams and enable sustainable growth. You thrive in a fast-paced, dynamic environment and have a track record of building effective people systems in alignment with business goals.

You Have:

• 5+ years of experience in People Operations, HR leadership, or a related field, ideally in a fast-growing environment.
• Bachelor’s degree in Human Resources, Business, or a related field.
• Proven ability to build scalable systems that attract, develop, and retain talent.
• Strong experience working with distributed and remote teams.
• A passion for people development, with the ability to design and implement programs that foster growth, learning, and employee satisfaction.
• Excellent communication and relationship-building skills at all levels of the organization.
• A growth mindset and a collaborative approach to solving problems.
• Experience using data to drive decisions and measure success.

Why You’ll Love Working Here

• Impact: Your work will directly impact how families experience learning through the Hadley Designs brand.

• Culture: Join a passionate, mission-driven team that values trust, creativity, and collaboration.

• Flexibility: Enjoy the freedom of a remote role with flexible working hours.

• Benefits:

  • Remote-first work environment
  • Paid time off and holidays
  • Access to learning resources and professional development
  • Free access to Hadley Designs products
  • Regular interaction with leadership, including the CEO and CMO
  • Stability from a decade as a family-founded, mission-driven brand

Apply Today

If you’re ready to make a meaningful impact in a growing company that’s shaping the future of learning, apply now to join the Hadley Designs team as our Director of People Operations. Help us create a lasting impact on families, educators, and children worldwide.

P.S: If you don’t hear from us within four weeks of your application, please consider that as our decision to move forward with other candidates, but we truly appreciate your interest in Hadley Designs.