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Join Pigment: The AI Platform Redefining Business Planning

Pigment is the AI-powered business planning and performance management platform built for agility and scale. We connect people, data and processes in one intuitive, feature-rich solution, empowering teams from Finance to HR to build, adapt and align strategic plans in real time.

Founded in 2019, Pigment is one of the fastest-growing SaaS companies globally. Industry leaders including Unilever, Snowflake, Siemens and DPD use Pigment to make better-informed decisions and confidently navigate change.

With a team of more than 600 people across Paris, London, New York, Toronto, San Francisco and Austin, we have raised nearly $400 million from leading investors and were named a Visionary in the 2024 Gartner® Magic Quadrant™ for Financial Planning Software.

At Pigment, we take smart risks, celebrate bold ideas and challenge the status quo while working as one team. If you are driven by innovation and ready to make an impact at scale, we would love to hear from you.

This is a full-time, permanent role based in New York, following a hybrid working model linked to our New York office.

What You’ll Do:

• Partner directly with hiring managers and GTM executives to identify talent needs, with a primary focus on sourcing, engaging and closing high-performing candidates across a broad range of GTM roles.
• Develop creative, headhunting-led strategies to engage passive, top-tier SaaS talent through market mapping, targeted outreach and industry intelligence.
• Screen and assess candidates against both values alignment and the technical or commercial competencies required for each role.
• Deliver a seamless, transparent and high-touch candidate experience from first contact through offer stage.
• Act as a trusted adviser to internal stakeholders by coaching interview teams and sharing recruitment best practices.
• Track and report talent acquisition metrics to identify successful approaches, bottlenecks and areas for improvement.
• Lead initiatives that strengthen and scale the Talent Acquisition team’s processes, tools and operating model.

Who You Are:

• Five years of experience in Talent Acquisition within a fast-growing environment, including experience hiring go-to-market talent in the technology sector.
• Strong headhunting skills and can move between volume hiring and retained-search approaches as required.
• Entrepreneurial mindset and enjoy taking on challenges hands-on.
• Excellent communication and interpersonal skills and can build trusted relationships with candidates and colleagues.
• Confident using productivity and recruitment tools and manage competing priorities in a structured way.
• Curious, enjoy learning and work effectively with autonomy.
• Pragmatic and solve problems quickly.
• Analytical, rigorous and attentive to detail.
• Thrive in challenging, fast-paced environments.
• AI-savvy and technology-forward.

What We Offer:

• A competitive package, including a highly competitive base salary, equity and comprehensive benefits.
• Share Options.
• A modern office in the heart of Toronto.
• A flexible, remote-friendly environment.
• High-quality equipment, subject to stock and availability, to help you do your best work.

How We Work:

• Thrive Together: We win as one team, take ownership and do the right thing for colleagues, customers, partners and the planet.
• Never Settle: We bring rigour and ambition to our work and continually improve how we deliver.
• Go for It: We favour action, learn from every step and use those lessons to move closer to our mission.
• Be Real, Be Humble: We give generous feedback, remain open to changing our views and approach one another with empathy.
• Champion Our Customers: We focus on what matters, bring clarity to complexity and help our customers succeed.

Salary range starting from $100,000 CAD+

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. 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 SUMMARY

The Recruiter is a hands-on individual contributor responsible for managing full cycle recruiting across a variety of roles and functions at B-Stock. This role owns multiple searches and the relationships that come with them, partnering closely with candidates, hiring managers, and hiring teams to keep recruiting processes moving with clarity, consistency, and appropriate urgency.

The Recruiter brings strong judgment, organization, and curiosity to how we hire, using market insights, recruiting data, and AI-enabled tools and workflows to inform their approach and work more efficiently. As a member of B-Stock’s HR team, they also provide thoughtful handoffs and consider the downstream impact of recruiting activity on the broader employee experience.

The Recruiter reports to the Senior Manager, Recruiting. This individual will work in a hybrid function at our Boston office location 2-3 days per week.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES

• Own full cycle recruiting for assigned roles across the organization, managing each search from intake and sourcing through interviews, offer, and close.
• Serve as the recruiting partner for assigned searches, managing relationships and communication across candidates, hiring managers, and hiring teams while establishing clear next steps, maintaining momentum, and proactively surfacing progress, risks, or changes.
• Partner with hiring managers to understand role requirements, define candidate profiles, develop recruiting and sourcing approaches, and maintain alignment throughout each search.
• Build and maintain qualified candidate pipelines through proactive sourcing, referrals, networking, direct outreach, and other relevant channels.
• Conduct recruiter screens and evaluate candidates against role requirements, bringing sound judgment and relevant candidate insights back to hiring teams.
• Deliver a thoughtful, responsive, and consistent candidate experience, ensuring candidates remain informed and engaged throughout the recruiting process.
• Manage multiple searches and candidate pipelines simultaneously, balancing competing priorities while maintaining pace, organization, attention to detail, and follow through.
• Maintain accurate recruiting data and pipeline hygiene within the ATS, using metrics, funnel activity, talent market insights, and recruiting trends to identify opportunities, gaps, or potential roadblocks and help calibrate searches.
• Support structured and consistent hiring practices, including interview planning, candidate evaluation, hiring team calibration, and documentation.
• Apply AI tools within day-to-day recruiting workflows, such as candidate research, outreach drafting, screen notes, and pipeline updates, and help identify repetitive steps in the ATS and sourcing tools that could be automated, while maintaining appropriate human judgment and candidate care.
• During shifts in hiring volume, contribute to recruiting operations and continuous improvement work such as sourcing projects, ATS and pipeline audits, process and documentation updates, data cleanup, and building or improving recruiting tools, resources, and AI-assisted workflows.
• Work collaboratively across the HR team, providing thoughtful handoffs, timely heads ups, and relevant information while considering how recruiting decisions and activities may impact downstream work.

MINIMUM QUALIFICATIONS, SKILLS & ABILITIES

• Associate’s degree and 2+ years of full-cycle recruiting experience.
• Experience recruiting across multiple functions or job families, with the ability to adapt sourcing and assessment approaches based on the role.
• Demonstrated experience independently managing multiple searches from intake through offer and close.
• Strong relationship and stakeholder management skills, with the ability to keep candidates, hiring managers, and hiring teams appropriately informed, aligned, and moving through an active recruiting process.
• Strong sourcing and candidate assessment skills, including experience identifying and engaging active and passive candidates and evaluating candidates against role requirements.
• Strong organizational and prioritization skills with the ability to manage competing searches, candidates, timelines, and stakeholder needs while maintaining sound judgment and personal accountability.
• Experience working within an applicant tracking system, with strong attention to pipeline hygiene, documentation, and data accuracy.
• Comfort using recruiting data and metrics to understand pipeline health, identify trends, and inform day to day recruiting decisions.
• Strong awareness of how recruiting activity connects to downstream HR processes, with the judgment to provide timely handoffs, context, and information to the appropriate partners.
• Hands-on experience applying AI tools as a regular part of recruiting workflows, such as sourcing research, outreach, or candidate communication.
• Curious, adaptable, and collaborative, with an interest in evolving recruiting technologies and talent practices and in contributing to the broader HR team.

PREFERRED QUALIFICATIONS, SKILLS & ABILITIES

• Bachelor’s degree in Human Resources, Business, or a related field.
• Experience managing full-cycle recruiting within an in-house or corporate environment.
• Experience using modern sourcing, recruiting automation, or AI tools.
• Experience contributing to recruiting operations and project work, including sourcing initiatives, ATS or pipeline audits, process improvements, documentation, data cleanup, or development of recruiting tools and resources.

The pay rate for this role will range between $72,000 to $78,000, per annum. We consider many factors when determining salary offers, such as the applicant’s work experience, education and training, skills, market data, and internal equity.

EMPLOYEE BENEFITS

• Competitive compensation packages, including bonus and options
• Medical, Dental, and Vision benefits
• Paid Time Off, telecommuting, and matching 401(K)
• Support for continuing education
• Team offsites, social events, and extracurricular activities are a staple
• Snacks, drinks, and the occasional box of donuts

THE COMPANY

B-Stock is the world’s largest B2B re-commerce platform, connecting sellers and buyers of returned, trade-in, and overstock inventory. Our customers range from today’s top brands and retailers that want best-in-class inventory resale management to tens of thousands of entrepreneurs looking to purchase valuable merchandise for their resale businesses.

While the amount of returned and overstock inventory continues to grow, there is also growing pressure on retailers and consumers to adopt a more circular economy and keep products in use as long as possible. Accordingly, the need for re-commerce solutions - to find products a second life - has never been greater! At B-Stock we’re proud to play a large part in powering resale, reuse, and the circular economy through our platform: annually we sell over 130 million items across all categories and conditions, equating to 400 million pounds of inventory.

We believe there is tremendous value in and demand for this inventory - no matter the category, condition, or location. With hundreds of thousands transactions completed annually, B-Stock gives buyers a simple and direct way to buy valuable products directly from retailers and offers sellers a technology-driven replacement for traditional resale methods, while boosting operational efficiency, recovery rates, and cycle time.

Led by eBay veterans and backed by top investors including Spectrum Equity, True Ventures, and Susquehanna Growth Equity, B-Stock shows no signs of slowing down. Our core values have shaped the company we are today and will continue to drive our success for many years to come.

For more information, visit bstock.com/careers/

OUR VALUES Make Each Dollar Count

Whether it’s the recovery amount or a buyer’s budget, money matters to all of our clients. And because each dollar matters to them, it matters to us.

Take Our Work Seriously, Not Ourselves

Everything at B-Stock continues to grow - everything but our egos, that is. We’re not afraid to let loose and laugh (often at ourselves).

Do The Hard Things Today That Will Pay Off Tomorrow

We’re willing to sacrifice and endure, fail and adapt to reach our long-term goals.

Use Trust As The Best Measure Of Success

The trust we earn along the way is more valuable than money. Without trust from both our buyers and sellers, our business won’t succeed.

Find Strength In Numbers

Use our passion for data to provide value to our customers, improve ourselves, and develop new ways to delight our buyers and sellers.

No applicant will face discrimination/harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” B-Stock also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at B-Stock. Work Authorization required.

JOB SUMMARY

The Recruiter is a hands-on individual contributor responsible for managing full cycle recruiting across a variety of roles and functions at B-Stock. This role owns multiple searches and the relationships that come with them, partnering closely with candidates, hiring managers, and hiring teams to keep recruiting processes moving with clarity, consistency, and appropriate urgency.

The Recruiter brings strong judgment, organization, and curiosity to how we hire, using market insights, recruiting data, and AI-enabled tools and workflows to inform their approach and work more efficiently. As a member of B-Stock’s HR team, they also provide thoughtful handoffs and consider the downstream impact of recruiting activity on the broader employee experience.

The Recruiter reports to the Senior Manager, Recruiting. This individual will work in a hybrid function at our Boston office location 2-3 days per week.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES

• Own full cycle recruiting for assigned roles across the organization, managing each search from intake and sourcing through interviews, offer, and close.
• Serve as the recruiting partner for assigned searches, managing relationships and communication across candidates, hiring managers, and hiring teams while establishing clear next steps, maintaining momentum, and proactively surfacing progress, risks, or changes.
• Partner with hiring managers to understand role requirements, define candidate profiles, develop recruiting and sourcing approaches, and maintain alignment throughout each search.
• Build and maintain qualified candidate pipelines through proactive sourcing, referrals, networking, direct outreach, and other relevant channels.
• Conduct recruiter screens and evaluate candidates against role requirements, bringing sound judgment and relevant candidate insights back to hiring teams.
• Deliver a thoughtful, responsive, and consistent candidate experience, ensuring candidates remain informed and engaged throughout the recruiting process.
• Manage multiple searches and candidate pipelines simultaneously, balancing competing priorities while maintaining pace, organization, attention to detail, and follow through.
• Maintain accurate recruiting data and pipeline hygiene within the ATS, using metrics, funnel activity, talent market insights, and recruiting trends to identify opportunities, gaps, or potential roadblocks and help calibrate searches.
• Support structured and consistent hiring practices, including interview planning, candidate evaluation, hiring team calibration, and documentation.
• Apply AI tools within day-to-day recruiting workflows, such as candidate research, outreach drafting, screen notes, and pipeline updates, and help identify repetitive steps in the ATS and sourcing tools that could be automated, while maintaining appropriate human judgment and candidate care.
• During shifts in hiring volume, contribute to recruiting operations and continuous improvement work such as sourcing projects, ATS and pipeline audits, process and documentation updates, data cleanup, and building or improving recruiting tools, resources, and AI-assisted workflows.
• Work collaboratively across the HR team, providing thoughtful handoffs, timely heads ups, and relevant information while considering how recruiting decisions and activities may impact downstream work.

MINIMUM QUALIFICATIONS, SKILLS & ABILITIES

• Associate’s degree and 2+ years of full-cycle recruiting experience.
• Experience recruiting across multiple functions or job families, with the ability to adapt sourcing and assessment approaches based on the role.
• Demonstrated experience independently managing multiple searches from intake through offer and close.
• Strong relationship and stakeholder management skills, with the ability to keep candidates, hiring managers, and hiring teams appropriately informed, aligned, and moving through an active recruiting process.
• Strong sourcing and candidate assessment skills, including experience identifying and engaging active and passive candidates and evaluating candidates against role requirements.
• Strong organizational and prioritization skills with the ability to manage competing searches, candidates, timelines, and stakeholder needs while maintaining sound judgment and personal accountability.
• Experience working within an applicant tracking system, with strong attention to pipeline hygiene, documentation, and data accuracy.
• Comfort using recruiting data and metrics to understand pipeline health, identify trends, and inform day to day recruiting decisions.
• Strong awareness of how recruiting activity connects to downstream HR processes, with the judgment to provide timely handoffs, context, and information to the appropriate partners.
• Hands-on experience applying AI tools as a regular part of recruiting workflows, such as sourcing research, outreach, or candidate communication.
• Curious, adaptable, and collaborative, with an interest in evolving recruiting technologies and talent practices and in contributing to the broader HR team.

PREFERRED QUALIFICATIONS, SKILLS & ABILITIES

• Bachelor’s degree in Human Resources, Business, or a related field.
• Experience managing full-cycle recruiting within an in-house or corporate environment.
• Experience using modern sourcing, recruiting automation, or AI tools.
• Experience contributing to recruiting operations and project work, including sourcing initiatives, ATS or pipeline audits, process improvements, documentation, data cleanup, or development of recruiting tools and resources.

The pay rate for this role will range between $72,000 to $78,000, per annum. We consider many factors when determining salary offers, such as the applicant’s work experience, education and training, skills, market data, and internal equity.

EMPLOYEE BENEFITS

• Competitive compensation packages, including bonus and options
• Medical, Dental, and Vision benefits
• Paid Time Off, telecommuting, and matching 401(K)
• Support for continuing education
• Team offsites, social events, and extracurricular activities are a staple
• Snacks, drinks, and the occasional box of donuts

THE COMPANY

B-Stock is the world’s largest B2B re-commerce platform, connecting sellers and buyers of returned, trade-in, and overstock inventory. Our customers range from today’s top brands and retailers that want best-in-class inventory resale management to tens of thousands of entrepreneurs looking to purchase valuable merchandise for their resale businesses.

While the amount of returned and overstock inventory continues to grow, there is also growing pressure on retailers and consumers to adopt a more circular economy and keep products in use as long as possible. Accordingly, the need for re-commerce solutions - to find products a second life - has never been greater! At B-Stock we’re proud to play a large part in powering resale, reuse, and the circular economy through our platform: annually we sell over 130 million items across all categories and conditions, equating to 400 million pounds of inventory.

We believe there is tremendous value in and demand for this inventory - no matter the category, condition, or location. With hundreds of thousands transactions completed annually, B-Stock gives buyers a simple and direct way to buy valuable products directly from retailers and offers sellers a technology-driven replacement for traditional resale methods, while boosting operational efficiency, recovery rates, and cycle time.

Led by eBay veterans and backed by top investors including Spectrum Equity, True Ventures, and Susquehanna Growth Equity, B-Stock shows no signs of slowing down. Our core values have shaped the company we are today and will continue to drive our success for many years to come.

For more information, visit bstock.com/careers/

OUR VALUES Make Each Dollar Count

Whether it’s the recovery amount or a buyer’s budget, money matters to all of our clients. And because each dollar matters to them, it matters to us.

Take Our Work Seriously, Not Ourselves

Everything at B-Stock continues to grow - everything but our egos, that is. We’re not afraid to let loose and laugh (often at ourselves).

Do The Hard Things Today That Will Pay Off Tomorrow

We’re willing to sacrifice and endure, fail and adapt to reach our long-term goals.

Use Trust As The Best Measure Of Success

The trust we earn along the way is more valuable than money. Without trust from both our buyers and sellers, our business won’t succeed.

Find Strength In Numbers

Use our passion for data to provide value to our customers, improve ourselves, and develop new ways to delight our buyers and sellers.

No applicant will face discrimination/harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” B-Stock also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at B-Stock. Work Authorization required.

About Us: EvolutionIQ builds AI that helps insurance claims teams handle claims more accurately, fairly, and efficiently, so more people impacted by injury or illness can get back to their lives with dignity and stability. As part of CCC Intelligent Solutions (NASDAQ: CCC), we pair AI-native product development with something almost no one else in this market has: 40 years of proprietary data and deep relationships with the largest, most complex carriers in the world. It’s a rare combination, and it’s what lets us build products others can’t. Our people come first, and we think it shows. We’ve been named one of Inc.’s Best Workplaces three years running, plus Built In’s Best Places to Work in 2025 and 2026.

About the Role: As a Technical Recruiter, you’ll play a key role in scaling our engineering organization by attracting and hiring exceptional technical talent. You’ll recruit across a wide range of roles, including Software Engineers, Machine Learning Engineers, AI Engineers, and other specialized technical positions. You’ll partner closely with engineering leaders and hiring managers to understand their needs, develop creative sourcing strategies, and deliver an exceptional candidate experience. This is an exciting opportunity to help build high-performing teams working at the forefront of building AI products for the Insurance space.

Requirements:

• 4+ years of technical recruiting experience preferably in startup/scaleup environments
• ATS proficient and savvy in other systems (LinkedIn Recruiter, G-Suite, Slack, etc). Workday experience is a plus.
• Pitch and sell candidates on the opportunity. Work directly with hiring managers.
• Expertise writing compelling sourcing messages and attracting passive candidates
• Enthusiastic / positive outlook, and a high motor to come in be extremely productive while working independently with team and management support
• Ability to work out on our NYC or Chicago office a couple days/week preferred

Responsibilities :

• Participate in weekly recruiting meetings with hiring managers and stakeholders that demonstrate quantifiable progress in filling roles
• Conduct ~5 technical candidate interviews each day
• Strategically source 50-100+ candidates per week with the goal of achieving a 20%+ response rate
• Utilize resources at your disposal such as: job ads, sourcing tools and LinkedIn Recruiter to build a pipeline of amazing talent

Perks:

• Competitive hourly wage (~$60/hour with flexibility based on exp) as a 1099 contractor
• Ability to work hybrid from our NYC or Chicago office and at home
• Contract length will be 3 months to start with potential to be extended
• Opportunity to gain experience at a rapidly growing tech company in the AI / Insurtech space!

EvolutionIQ appreciates your interest in our company as a place of employment. EvolutionIQ is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees

Company Description

At Northwestern Medicine, every patient interaction makes a difference in cultivating a positive workplace. This patient-first approach is what sets us apart as a leader in the healthcare industry. As an integral part of our team, you’ll have the opportunity to join our quest for better health care, no matter where you work within the Northwestern Medicine system. We pride ourselves on providing competitive benefits: from tuition reimbursement and loan forgiveness to 401(k) matching and lifecycle benefits, our goal is to take care of our employees. Ready to join our quest for better?

Job Description

The Employee Programs Coordinator reflects the mission, vision, and values of NM, adheres to the organization’s Code of Ethics and Corporate Compliance Program, and complies with all relevant policies, procedures, guidelines and all other regulatory and accreditation standards.

Under the direction of the Employee Experience Program Director, the role of the Employee Programs Coordinator assists in the operation of all non-benefited internal programs, internal events, and activities at a system level, coordinated through the Corporate Human Resources division for employees, physicians and volunteers. Must demonstrate superior organizational skills, strong interpersonal and communication skills, and attention to detail. Will work as part of a team. Acts as one of the administrators of the Human Resources NMI pages that fall under the responsibility of the Employee Experience Program Director, assists in the purchase of materials and facilitates external vendor relationships.

The incumbent must use independent judgment and authority to execute projects and maintain workflow. Must be advanced in Microsoft applications (Word, Excel and PowerPoint) and be highly flexible and adaptable.

This role coordinates and executes system initiatives to support the new hire experience including the Day One orientation event held downtown approximately every two weeks.

RESPONSIBILITIES:

• Possesses strong oral and written communication skills. Effectively communicates and collaborates with all layers of management and employee groups in diverse settings.
• Updates guidelines, process and procedures documentation to all employee programs, events and activities.
• Maintains employee inquiries within Service Now, responds to employee concerns in a timely and considerate manner, writes scripts and conducts training to aid the MyNM Service Center team, and escalates trends to leadership.
• Designs, manages and improves and the Human Recourses NMI intranet webpages or vendor e-commerce websites to effectively communicate with the workforce.
• Acts as a technical and informational resource for the department running reports and applying rigorous analytical skills in support of improvement projects, such as the  system-wide Apparel Program.
• Effectively communicates and builds data process solutions in partnership with HRIS and vendor IT teams.
• Assists with the development and monitoring of capital, departmental and fund budgets; identifying variances and reporting them to manager. This includes creating purchase orders and processing invoices or check requests for payment.
• Develops and builds positive relationships with external vendors.
• Schedules and coordinates employee events and activities across the healthcare system communicating with senior leadership to ensure alignment. This includes room scheduling, signage, catering, equipment, preparation and distribution of notifications such as invitations, FAQ’s or scripts.
• Possesses strong attention to detail and superior organizational skills in order to track progress, monitor timelines and provide administrative support for department initiatives.
• Adapts behaviors and work methods in response to new information, changing conditions, customer needs, and unexpected outcomes.
• Builds trust with customers and team members.
• Demonstrates a high level of interpersonal skills, initiative, integrity, and commitment to excellence and team building.
• Identifies key issues, trends and potential solutions to manager.

Qualifications

Required:

• Bachelor’s Degree
• 3-5 years business experience
• Advanced knowledge of the Microsoft Office Suite, including Outlook, Word, PowerPoint and Excel
• Experience in Purchase Order requisitions and invoice processing
• Excellent organizational, communication and interpersonal skills
• Demonstrated ability to serve many customers and manage multiple projects and events at the same
• Effective time management and customer service skills
• Project management knowledge and experience
• Strong initiative and attention to detail
• Thinks creatively and works as a collaborative team member

Preferred:

• Expert knowledge of the PeopleSoft data management system (reading panels, running queries and manipulating data)
• Understanding of Service Now ticket system for internal service cases
• Ease with Sharepoint web-page content management
• Demonstrated success in event management, communications or public relations
• Ease and comfort leading meetings and presentations
• Mastery of Microsoft Excel
• Financial acumen

Additional Information

Northwestern Medicine is an equal opportunity employer (disability, VETS) and does not discriminate in hiring or employment on the basis of age, sex, race, color, religion, national origin, gender identity, veteran status, disability, sexual orientation or any other protected status.

Background Check

Northwestern Medicine conducts a background check that includes criminal history on newly hired team members and, at times, internal transfers. If you are offered a position with us, you will be required to complete an authorization and disclosure form that gives Northwestern Medicine permission to run the background check.  Results are evaluated on a case-by-case basis, and we follow all local, state, and federal laws, including the Illinois Health Care Worker Background Check Act.

Artificial Intelligence Disclosure

Artificial Intelligence (AI) tools may be used in some portions of the candidate review process for this position, however, all employment decisions will be made by a person.

Benefits

We offer a wide range of benefits that provide employees with tools and resources to improve their physical, emotional, and financial well-being while providing protection for unexpected life events.

Click on or copy and paste URL to your browser to view detailed benefits information https://jobs.nm.org/benefits

Please refer to the Benefits Eligibility by Employment Classification to determine benefits eligibility for job postings.

If sign-on bonus is included in a job posting eligibility is as followed: Internal employees and rehires who left Northwestern Medicine within 1 year are not eligible for the sign-on bonus. Exception: New graduate internal employees seeking their first licensed clinical position as a Registered Nurse at NM may be eligible.

EvenUp is on a mission to close the justice gap using technology and AI. We empower personal injury lawyers and victims to get the justice they deserve. Our products enable law firms to secure faster settlements, higher payouts, and better outcomes for victims injured through no fault of their own in vehicle collisions, accidents, natural disasters, and more.

We are one of the fastest-growing vertical SaaS companies in history, and we are just getting started. EvenUp is backed by top VCs, including Bessemer Venture Partners, Bain Capital Ventures, SignalFire, and Lightspeed. We are looking to expand our team with talented, driven, and collaborative individuals who seek to have a lasting impact. Learn more at www.evenuplaw.com.

EvenUp is a market-leading AI startup transforming personal injury law. As a Senior Technical Talent Partner, you’ll lead our most complex Engineering and ML searches, advising hiring managers and executives as a strategic partner rather than an order-taker.

This is a hybrid role with the expectation of working at least 3 days a week from our San Francisco or Toronto offices..

What You’ll Do

• Own full-cycle recruiting for complex, senior, or hard-to-fill roles across Engineering and ML, often spanning multiple teams.

• Advise hiring managers and execs on role design, hiring strategy, and assessment/offer process, anticipating issues before they’re raised.

• Serve as the subject-matter expert on sourcing strategy, compensation, and assessments, using data to consult, not just report.

• Own senior stakeholder relationships, influencing hiring decisions and calibration as the primary link between Talent and the business.

• Set the pace on your searches, and re-engineer your approach the moment a search stalls, rather than escalating and waiting.

• Hold the bar under pressure on the hardest, most ambiguous searches, keeping stakeholders steady through change.

• Own search outcomes end to end, modeling excellence in data hygiene, write-ups, and process for the team.

• Stay ahead of market and tooling trends, piloting new approaches and sharing what works with the team.

• Champion an exceptional candidate experience and EvenUp’s values in every search you run.

What We’re Looking For

• Track record independently leading senior, complex, or niche technical searches, ideally at a fast-paced startup.

• Strong data fluency, using metrics and benchmarks to diagnose issues and guide your own prioritization.

• Proven ability to advise technical leaders as a consultant, reframing hiring asks and influencing senior stakeholders.

• High agency under ambiguity, with a record of unblocking stalled searches without waiting for direction.

• Resilience through pressure, sustaining quality and momentum through freezes, reorgs, or the hardest searches.

• Deep ownership of craft, producing clean, reliable recruiting deliverables others depend on.

• A growth mindset, actively evaluating new tools and approaches (e.g., Ashby, Metaview) for the team.

• Excellent, persuasive communication that builds trust quickly with technical stakeholders and candidates.

Benefits & Perks:

As part of our total rewards package, we offer attractive benefits and perks to our employees, including:

• Choice of medical, dental, and vision insurance plans for you and your family.

• Additional insurance coverage options for life, accident, or critical illness.

• Flexible paid time off, sick leave, short-term and long-term disability.

• 10 US observed holidays, and Canadian statutory holidays by province.

• A home office stipend.

• 401(k) for US-based employees and RRSP for Canada-based employees.

• Paid parental leave.

• A local in-person meet-up program.

• Hubs in San Francisco and Toronto.

(Please note the above benefits & perks are for full-time employees)

Notice to Candidates:

To ensure fairness and proper consideration, we do not accept resumes or expressions of interest via email or social media messages. If you’re interested in a role, please submit your application directly through our careers page .

Please note that EvenUp may use AI notetakers and other recording devices in the recruiting process. If you interview with us, with your consent, we may record your conversations and summarize them into notes for internal use. Recording is optional, and declining will not affect your candidacy.

EvenUp is an equal opportunity employer. We are committed to diversity and inclusion in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

EvenUp is on a mission to close the justice gap using technology and AI. We empower personal injury lawyers and victims to get the justice they deserve. Our products enable law firms to secure faster settlements, higher payouts, and better outcomes for victims injured through no fault of their own in vehicle collisions, accidents, natural disasters, and more.

We are one of the fastest-growing vertical SaaS companies in history, and we are just getting started. EvenUp is backed by top VCs, including Bessemer Venture Partners, Bain Capital Ventures, SignalFire, and Lightspeed. We are looking to expand our team with talented, driven, and collaborative individuals who seek to have a lasting impact. Learn more at www.evenuplaw.com.

EvenUp is a market-leading AI startup transforming personal injury law. As a Senior Technical Talent Partner, you’ll lead our most complex Engineering and ML searches, advising hiring managers and executives as a strategic partner rather than an order-taker.

This is a hybrid role with the expectation of working at least 3 days a week from our San Francisco or Toronto offices..

What You’ll Do

• Own full-cycle recruiting for complex, senior, or hard-to-fill roles across Engineering and ML, often spanning multiple teams.

• Advise hiring managers and execs on role design, hiring strategy, and assessment/offer process, anticipating issues before they’re raised.

• Serve as the subject-matter expert on sourcing strategy, compensation, and assessments, using data to consult, not just report.

• Own senior stakeholder relationships, influencing hiring decisions and calibration as the primary link between Talent and the business.

• Set the pace on your searches, and re-engineer your approach the moment a search stalls, rather than escalating and waiting.

• Hold the bar under pressure on the hardest, most ambiguous searches, keeping stakeholders steady through change.

• Own search outcomes end to end, modeling excellence in data hygiene, write-ups, and process for the team.

• Stay ahead of market and tooling trends, piloting new approaches and sharing what works with the team.

• Champion an exceptional candidate experience and EvenUp’s values in every search you run.

What We’re Looking For

• Track record independently leading senior, complex, or niche technical searches, ideally at a fast-paced startup.

• Strong data fluency, using metrics and benchmarks to diagnose issues and guide your own prioritization.

• Proven ability to advise technical leaders as a consultant, reframing hiring asks and influencing senior stakeholders.

• High agency under ambiguity, with a record of unblocking stalled searches without waiting for direction.

• Resilience through pressure, sustaining quality and momentum through freezes, reorgs, or the hardest searches.

• Deep ownership of craft, producing clean, reliable recruiting deliverables others depend on.

• A growth mindset, actively evaluating new tools and approaches (e.g., Ashby, Metaview) for the team.

• Excellent, persuasive communication that builds trust quickly with technical stakeholders and candidates.

Benefits & Perks:

As part of our total rewards package, we offer attractive benefits and perks to our employees, including:

• Choice of medical, dental, and vision insurance plans for you and your family.

• Additional insurance coverage options for life, accident, or critical illness.

• Flexible paid time off, sick leave, short-term and long-term disability.

• 10 US observed holidays, and Canadian statutory holidays by province.

• A home office stipend.

• 401(k) for US-based employees and RRSP for Canada-based employees.

• Paid parental leave.

• A local in-person meet-up program.

• Hubs in San Francisco and Toronto.

(Please note the above benefits & perks are for full-time employees)

Notice to Candidates:

To ensure fairness and proper consideration, we do not accept resumes or expressions of interest via email or social media messages. If you’re interested in a role, please submit your application directly through our careers page .

Please note that EvenUp may use AI notetakers and other recording devices in the recruiting process. If you interview with us, with your consent, we may record your conversations and summarize them into notes for internal use. Recording is optional, and declining will not affect your candidacy.

EvenUp is an equal opportunity employer. We are committed to diversity and inclusion in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

EvenUp is on a mission to close the justice gap using technology and AI. We empower personal injury lawyers and victims to get the justice they deserve. Our products enable law firms to secure faster settlements, higher payouts, and better outcomes for victims injured through no fault of their own in vehicle collisions, accidents, natural disasters, and more.

We are one of the fastest-growing vertical SaaS companies in history, and we are just getting started. EvenUp is backed by top VCs, including Bessemer Venture Partners, Bain Capital Ventures, SignalFire, and Lightspeed. We are looking to expand our team with talented, driven, and collaborative individuals who seek to have a lasting impact. Learn more at www.evenuplaw.com.

EvenUp is a market-leading AI startup transforming personal injury law. As a Senior Technical Talent Partner, you’ll lead our most complex Engineering and ML searches, advising hiring managers and executives as a strategic partner rather than an order-taker.

This is a hybrid role with the expectation of working at least 3 days a week from our San Francisco or Toronto offices..

What You’ll Do

• Own full-cycle recruiting for complex, senior, or hard-to-fill roles across Engineering and ML, often spanning multiple teams.

• Advise hiring managers and execs on role design, hiring strategy, and assessment/offer process, anticipating issues before they’re raised.

• Serve as the subject-matter expert on sourcing strategy, compensation, and assessments, using data to consult, not just report.

• Own senior stakeholder relationships, influencing hiring decisions and calibration as the primary link between Talent and the business.

• Set the pace on your searches, and re-engineer your approach the moment a search stalls, rather than escalating and waiting.

• Hold the bar under pressure on the hardest, most ambiguous searches, keeping stakeholders steady through change.

• Own search outcomes end to end, modeling excellence in data hygiene, write-ups, and process for the team.

• Stay ahead of market and tooling trends, piloting new approaches and sharing what works with the team.

• Champion an exceptional candidate experience and EvenUp’s values in every search you run.

What We’re Looking For

• Track record independently leading senior, complex, or niche technical searches, ideally at a fast-paced startup.

• Strong data fluency, using metrics and benchmarks to diagnose issues and guide your own prioritization.

• Proven ability to advise technical leaders as a consultant, reframing hiring asks and influencing senior stakeholders.

• High agency under ambiguity, with a record of unblocking stalled searches without waiting for direction.

• Resilience through pressure, sustaining quality and momentum through freezes, reorgs, or the hardest searches.

• Deep ownership of craft, producing clean, reliable recruiting deliverables others depend on.

• A growth mindset, actively evaluating new tools and approaches (e.g., Ashby, Metaview) for the team.

• Excellent, persuasive communication that builds trust quickly with technical stakeholders and candidates.

Benefits & Perks:

As part of our total rewards package, we offer attractive benefits and perks to our employees, including:

• Choice of medical, dental, and vision insurance plans for you and your family.

• Additional insurance coverage options for life, accident, or critical illness.

• Flexible paid time off, sick leave, short-term and long-term disability.

• 10 US observed holidays, and Canadian statutory holidays by province.

• A home office stipend.

• 401(k) for US-based employees and RRSP for Canada-based employees.

• Paid parental leave.

• A local in-person meet-up program.

• Hubs in San Francisco and Toronto.

(Please note the above benefits & perks are for full-time employees)

Notice to Candidates:

To ensure fairness and proper consideration, we do not accept resumes or expressions of interest via email or social media messages. If you’re interested in a role, please submit your application directly through our careers page .

Please note that EvenUp may use AI notetakers and other recording devices in the recruiting process. If you interview with us, with your consent, we may record your conversations and summarize them into notes for internal use. Recording is optional, and declining will not affect your candidacy.

EvenUp is an equal opportunity employer. We are committed to diversity and inclusion in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

About Vercel:

Vercel is the agentic infrastructure company, freeing people and agents to ship what’s next. For more than a decade we’ve helped builders move from idea to production with speed, security, and exceptional developer experience.

Now we’re scaling our products for both agents and people to ship and run software, built in the open and trusted by OpenAI, PayPal, Ramp, Supreme, and millions of developers worldwide.

About the Role:

We’re looking for a People Systems Manager, Workday to join our People team and build the foundation for how People technology operates at Vercel.

We’ve recently implemented Workday as our system of record, and we’re just getting started. As we expand its capabilities and build toward public company-ready operations, we need someone to own the architecture, security, business processes, and governance behind it.

We’re building a headless People technology experience, with Workday as the engine behind it, not a traditional HR technology stack. Employees and managers will initiate transactions, access their data, and navigate People processes directly from the tools they already use. You’ll make that possible, working closely with integration engineers to connect Workday’s security model and Business Process Framework to the experiences we’re building.

This is a hands-on IC role with real ownership over how Workday operates at Vercel. You’ll set standards, make architectural decisions, and build systems that scale, reducing manual work, strengthening controls, and creating data our growing People analytics function can trust.

If you’re based within a pre-determined commuting distance of one of our offices (SF, NY, London, or Berlin), the role includes in-office anchor days on Monday, Tuesday, and Friday. If you’re located beyond that distance, the role is fully remote. For location-specific details, please connect with our recruiting team.

What You Will Do:

• Own the configuration, security architecture, and Business Process Framework that power Workday at Vercel, and make the architectural calls that balance flexibility, scalability, and control as we grow.
• Partner with integration engineers to design business processes and security configurations for transactions initiated through Slack, internal apps, and other tools, making Workday accessible beyond its native interface without compromising governance or data integrity.
• Establish role-based security, segregation of duties, change management, and audit controls from the ground up, and automate what’s needed for SOX, SOC 2, and public company readiness without adding friction.
• Configure and optimize business processes for core People operations, equity, commissions, one-time payments, and clawbacks, partnering with Finance, Total Rewards, Payroll, and Legal to bring new capabilities into Workday accurately and auditably.
• Set standards for data governance, reporting architecture, calculated fields, and data quality, so Workday stays a reliable source of truth as our analytics and self-service reporting mature.
• Own release management, regression testing, and configuration change control. Find the root causes of recurring friction and fix them through better configuration, automation, and process design, and partner with auditors on evidence, walkthroughs, and remediation.

About You:

• 5+ years of hands-on Workday HCM experience across security, business processes, reporting, and core configuration.
• Strong grasp of Workday’s security architecture and Business Process Framework, including role-based access, security groups, business process policies, approvals, and segregation of duties.
• Experience building or evolving a Workday environment, including configuration standards, governance frameworks, and scalable business processes in a growing organization.
• Experience designing and implementing Workday security, governance, and internal controls that support SOX compliance and audit readiness.
• Workday reporting and data management experience, including calculated fields, advanced and composite reports, data validation, and reporting governance.
• Experience in interconnected HR technology environments, understanding how Workday security, business processes, and data architecture affect downstream systems and automated workflows.

Bonus If You:

• Have experience with Workday Payroll or complex compensation processes, including equity and commission payments.
• Have helped a high-growth technology company scale its People Systems infrastructure or prepare for an IPO.
• Have used AI or automation to improve system administration, data quality, controls, or operational efficiency.

Compensation & Benefits:

• Competitive compensation package, including equity.
• Inclusive Healthcare Package.
• Learn and Grow - we provide mentorship and send you to events that help you build your network and skills.
• Flexible Time Off.
• We will provide you the gear you need to do your role, and a WFH budget for you to outfit your space as needed.

The San Francisco, CA base pay range for this role is $167,000 - $204,000. Actual salary will be based on job-related skills, experience, and location. Compensation outside of San Francisco may be adjusted based on employee location. The total compensation package may include benefits, equity-based compensation, and eligibility for a company bonus or variable pay program depending on the role. Your recruiter can share more details during the hiring process.

Disclosures:

• Privacy: Please review our Job Applicant Privacy Policy for more information on how we handle your data.
• Equal Opportunity: Vercel is committed to fostering and empowering an inclusive community within our organization. We do not discriminate on the basis of race, religion, color, gender expression or identity, sexual orientation, national origin, citizenship, age, marital status, veteran status, disability status, or any other characteristic protected by law. Vercel encourages everyone to apply for our available positions, even if they don’t necessarily check every box on the job description.

About Vercel:

Vercel is the agentic infrastructure company, freeing people and agents to ship what’s next. For more than a decade we’ve helped builders move from idea to production with speed, security, and exceptional developer experience.

Now we’re scaling our products for both agents and people to ship and run software, built in the open and trusted by OpenAI, PayPal, Ramp, Supreme, and millions of developers worldwide.

About the Role:

We’re looking for a People Systems Manager, Workday to join our People team and build the foundation for how People technology operates at Vercel.

We’ve recently implemented Workday as our system of record, and we’re just getting started. As we expand its capabilities and build toward public company-ready operations, we need someone to own the architecture, security, business processes, and governance behind it.

We’re building a headless People technology experience, with Workday as the engine behind it, not a traditional HR technology stack. Employees and managers will initiate transactions, access their data, and navigate People processes directly from the tools they already use. You’ll make that possible, working closely with integration engineers to connect Workday’s security model and Business Process Framework to the experiences we’re building.

This is a hands-on IC role with real ownership over how Workday operates at Vercel. You’ll set standards, make architectural decisions, and build systems that scale, reducing manual work, strengthening controls, and creating data our growing People analytics function can trust.

If you’re based within a pre-determined commuting distance of one of our offices (SF, NY, London, or Berlin), the role includes in-office anchor days on Monday, Tuesday, and Friday. If you’re located beyond that distance, the role is fully remote. For location-specific details, please connect with our recruiting team.

What You Will Do:

• Own the configuration, security architecture, and Business Process Framework that power Workday at Vercel, and make the architectural calls that balance flexibility, scalability, and control as we grow.
• Partner with integration engineers to design business processes and security configurations for transactions initiated through Slack, internal apps, and other tools, making Workday accessible beyond its native interface without compromising governance or data integrity.
• Establish role-based security, segregation of duties, change management, and audit controls from the ground up, and automate what’s needed for SOX, SOC 2, and public company readiness without adding friction.
• Configure and optimize business processes for core People operations, equity, commissions, one-time payments, and clawbacks, partnering with Finance, Total Rewards, Payroll, and Legal to bring new capabilities into Workday accurately and auditably.
• Set standards for data governance, reporting architecture, calculated fields, and data quality, so Workday stays a reliable source of truth as our analytics and self-service reporting mature.
• Own release management, regression testing, and configuration change control. Find the root causes of recurring friction and fix them through better configuration, automation, and process design, and partner with auditors on evidence, walkthroughs, and remediation.

About You:

• 5+ years of hands-on Workday HCM experience across security, business processes, reporting, and core configuration.
• Strong grasp of Workday’s security architecture and Business Process Framework, including role-based access, security groups, business process policies, approvals, and segregation of duties.
• Experience building or evolving a Workday environment, including configuration standards, governance frameworks, and scalable business processes in a growing organization.
• Experience designing and implementing Workday security, governance, and internal controls that support SOX compliance and audit readiness.
• Workday reporting and data management experience, including calculated fields, advanced and composite reports, data validation, and reporting governance.
• Experience in interconnected HR technology environments, understanding how Workday security, business processes, and data architecture affect downstream systems and automated workflows.

Bonus If You:

• Have experience with Workday Payroll or complex compensation processes, including equity and commission payments.
• Have helped a high-growth technology company scale its People Systems infrastructure or prepare for an IPO.
• Have used AI or automation to improve system administration, data quality, controls, or operational efficiency.

Compensation & Benefits:

• Competitive compensation package, including equity.
• Inclusive Healthcare Package.
• Learn and Grow - we provide mentorship and send you to events that help you build your network and skills.
• Flexible Time Off.
• We will provide you the gear you need to do your role, and a WFH budget for you to outfit your space as needed.

The San Francisco, CA base pay range for this role is $167,000 - $204,000. Actual salary will be based on job-related skills, experience, and location. Compensation outside of San Francisco may be adjusted based on employee location. The total compensation package may include benefits, equity-based compensation, and eligibility for a company bonus or variable pay program depending on the role. Your recruiter can share more details during the hiring process.

Disclosures:

• Privacy: Please review our Job Applicant Privacy Policy for more information on how we handle your data.
• Equal Opportunity: Vercel is committed to fostering and empowering an inclusive community within our organization. We do not discriminate on the basis of race, religion, color, gender expression or identity, sexual orientation, national origin, citizenship, age, marital status, veteran status, disability status, or any other characteristic protected by law. Vercel encourages everyone to apply for our available positions, even if they don’t necessarily check every box on the job description.

About the Company

Our client is a Canada-based CRM consulting and implementation company with more than 20 years of experience. They help businesses of different sizes and industries implement and optimize CRM solutions across Canada and North America.

Their team works with a wide range of CRM platforms and is not tied to a single technology. This allows them to recommend solutions based on each client’s specific business needs and objectives.

Their approach focuses on making CRM implementation simple and practical, tailoring each solution to the client’s business model, market, and processes.

Job Summary

Theyr are looking for a recruiter who can manage the full recruitment cycle while also handling day-to-day general HR responsibilities. This role suits someone who enjoys finding the right candidates as much as resolving everyday HR matters — employee files, internal policies, compliance.

Responsibilities

Recruitment

• Manage the full recruitment cycle: writing job postings, posting them, screening applications, interviews, job offers.

• Work with managers to define staffing needs and desired candidate profiles

• Maintain a pool of qualified candidates and track recruitment metrics (time-to-fill, new-hire retention rate, etc.).

• Coordinate reference checks and pre-hiring processes.

HR Generalist

• Handle onboarding and integration of new employees.

• Answer employee questions about benefits, internal policies, and HR procedures.

• Maintain personnel records and ensure compliance with applicable labor laws.

Skills and Requirements

• Bilingual in French and English.

• 2 to 4 years of experience in recruitment or generalist human resources.

• Comfortable with applicant tracking systems (ATS) and HR tools.

• Good knowledge of labor laws and HR best practices.

• Excellent communication and priority-management skills.

• Ability to juggle multiple files at once, from active recruitment to day-to-day HR issues.

• Degree in human resources, administration, or a related field (an asset).

• CHRP/CHRP-Quebec (CRHA/CRIA) certification (an asset).

What We Offer

• Salary to discuss.

• Benefits: group insurance 80% paid by the employer, 4 sick days, 3 weeks’ vacation, etc.

• Work arrangement: hybrid, beautiful offices in the Old Port near Square Victoria metro station.

At Constant Contact, we are seriously awesome people who take ownership and make an impact by operating with the mindset, integrity and courage of a small business owner. There’s something so profoundly rewarding about knowing that your work is empowering people everywhere to pursue their dreams.  Here, we all play an integral part in helping business owners, entrepreneurs, non-profits and individuals to succeed by giving them all the help and tools they need to grow online. We’re energized by new challenges and new possibilities-and we’re just getting started!

About the role

As the Senior HR Business Partner, you will serve as the primary strategic advisor to our Sales and Marketing leaders. Operating in a high-growth SaaS environment, you will translate business priorities into people strategies that accelerate performance, scale organizational design, and build high-performing teams. This role requires agility - someone who can balance high-level strategic alignment with hands-on operational execution. The HR Team is on-site in Waltham 1-2 days / week.

What You’ll Do:

• Business-Embedded HR Partnership: Build trusting relationships with leaders and proactively translate business priorities into people strategies, anticipate talent needs, navigate ambiguity with confidence, and guide executive decision-making.
• Talent & Leadership Advisory: Facilitate talent reviews, performance management, engagement planning, organizational design and workforce planning. Coach and challenge leaders to differentiate performance and build leadership capabilities.
• Change Management: Guide leadership teams through growth, restructuring, and transitions, helping employees navigate change with clarity and minimal friction.
• Complex Employee Matters: Lead assessment and resolution of sensitive employee and performance issues and coach leaders to share ownership. Partner with People Operations and consult Legal as needed. Own the recommendation and know when to make the call versus when to advise.
• Compensation Partnership: Advise on compensation, talent planning, and Sales incentive structures that drive business results.
• Data-Driven Problem Solving: Leverage workforce analytics, business metrics, and sentiment trends to proactively diagnose risks and deliver actionable solutions.
• Cross-Functional People Team Alignment: Collaborate across Talent Acquisition, L&D, Compensation, and People Ops to deliver integrated, scalable program rollouts.

What You’ll Bring:

• Bachelor’s Degree and 8+ years of progressive HR experience with significant HRBP tenure in high-growth tech/SaaS.
• Proven history of building trust and driving alignment by coaching, influencing, and challenging senior leaders.
• Strong business acumen with the ability to interpret complex people data to inform critical talent strategies.
• A hands-on builder who can easily pivot from strategic planning to tactical execution.
• Solid understanding of GTM structures, Sales compensation dynamics, and revenue-driving team performance a plus

The specific salary offered to a candidate may be influenced by a variety of factors including the candidate’s experience, their education and work location. In addition, some roles may be eligible for additional on target commission pay or bonus. The compensation package includes health and welfare benefits including paid leave.

Pay Transparency - All Full Time Employees

$135,000—$150,000 USD

Why You’ll Love Us:

• We celebrate one another’s differences. We are proud of our culture of diversity and inclusion, and we’re always working hard to strengthen and improve this culture. We have programs in place that bring us together on important issues and provide educational opportunities for all employees.
• Join the experts. If you’re passionate about supporting businesses and organizations, you won’t find a better spot to share your talent. We’re dedicated to improving the quality of our product from a customer standpoint and have a true desire to enable the success of businesses, non-profit organizations, and community groups.
• You’ll have opportunities to grow your career. We encourage and support our team members to learn different aspects of the business, take on stretch assignments, seek coaching opportunities and professional development opportunities.
• A generous paid time off policy and a competitive benefits package that supports the health and well-being of you and your family

At Constant Contact, we’re all about work flexibility and are proud to serve our customers as a hybrid workforce. Our hybrid work model combines the convenience of remote work with access to our great office locations to collaborate in-person, participate in live trainings, and socialize with colleagues.

Application Deadline: 30 days. We may fill this job opening prior to the deadline if a candidate is selected by us.

Vision6 Pty Limited is an affiliate of Constant Contact, Inc. and a part of the Constant Contact group of brands.

Constant Contact is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, gender, gender identity, national origin, citizenship, age, disability, sexual orientation, genetic information, veteran status or any other status protected under applicable law. If you require accessibility assistance applying for open positions, please contact talentacquisition@constantcontact.com.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or © consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35©

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.

At Constant Contact, we respect personnel privacy and are committed to protecting the personal information we obtain and maintain from both current, former, and prospective employees. We maintain this Personnel Global Privacy Notice (this “Notice”) in compliance with applicable privacy laws, including the California Consumer Privacy Act (the “CCPA”) and the UK General Data Protection Regulation (collectively, the “Data Protection Laws”). Click here for a full copy of our General Personnel Privacy Notice.

Notice to Recruiters and Staffing Agencies:

Constant Contact has an internal talent acquisition department and designated career site for individuals looking to join our team. Constant Contact will not accept unsolicited resumes from any external recruiters, staffing firms, search agencies or any fee-based referrals. Any unsolicited resumes sent to directly to Constant Contact, in any capacity will be considered property of Constant Contact. Constant Contact will not pay a fee for any placement resulting from the receipt of an unsolicited resume.

Patreon is a media and community platform where over 300,000 creators give their biggest fans access to exclusive work and experiences. We offer creators a variety of ways to engage with their fans and build a lasting business including: paid memberships, free memberships, community chats, live video, and selling to fans directly with one-time purchases.

Ultimately our goal is simple: fund the creative class. And we’re leaders in that space, with:

• $10 billion+ generated by creators since Patreon’s inception

• 100 million+ free memberships for fans who may not be ready to pay just yet, and

• 25 million+ paid memberships on Patreon today.

We’re continuing to invest heavily in building the best creator platform with the best team in the creator economy and are looking for a Contract Technical Sourcer to support our mission.

This role can be remote or based in New York or San Francisco and open to those who are able to be in-office 3 days per week on a hybrid work model.

About the Team

The recruiting team is dedicated to bringing in the people who will help creators thrive. We partner closely with leaders across the company to understand their goals, anticipate future needs, and build diverse, thoughtful teams. As advocates for both candidates and hiring teams, we design an inclusive, transparent hiring experience that feels true to Patreon’s values. Above all, we believe that every great employee experience starts with a great candidate experience - one rooted in respect, clarity, and genuine connection

About the Role

• Partner closely with recruiters, hiring managers, and technical leadership to define and run sourcing strategy for Engineering, Product, and Design roles across a range of levels, from early-career to senior and staff-plus

• Run intake conversations with hiring teams to understand the technical needs of each role, translate them into target profiles, and set clear sourcing goals and timelines

• Proactively identify and engage passive talent through LinkedIn, GitHub, open-source communities, technical forums, portfolios, conferences, and other channels where technical talent spends time

• Write personalized, compelling outreach that earns responses from in-demand engineers, product managers, and designers, and continuously test and refine messaging based on what works

• Serve as the primary point of contact for candidates in the early stages of the process, providing a warm, responsive, high-touch experience that reflects our brand

• Build and maintain talent pipelines and talent pools so we have qualified candidates ready ahead of demand

• Build sourcing strategies that expand our reach and bring in diverse slates of qualified candidates

• Track and report on pipeline health and funnel metrics (response rates, conversion by channel, time to submit), and use that data to improve how we source

• Improve our sourcing and early-stage processes by identifying bottlenecks, testing new approaches, and sharing best practices with the broader talent team

• Maintain accurate, up-to-date candidate data and activity in our applicant tracking system

• This is a part time/20 hour per week contract role

What you’ll need

• 3+ years of experience sourcing for technical roles (Engineering required; Product and/or Design a plus) at high-growth technology companies or startup

• Strong understanding of the technical landscape: you can speak credibly about roles, stacks, and levels (for example, backend vs. frontend vs. mobile vs. infrastructure/ML) and evaluate profiles against a role’s core requirements

• Hands-on experience with sourcing tools and channels such as LinkedIn Recruiter, GitHub, Stack Overflow, social media, and technical communities and forums

• Experience with an applicant tracking system; Ashby experience strongly preferred

• A track record of crafting creative, data-informed sourcing strategies that build a consistent, diverse pipeline of qualified candidates

• Excellent written communication, with a demonstrated ability to write outreach that gets responses from passive talent

• Comfort partnering with recruiters and senior technical stakeholders, and influencing hiring strategy rather than just taking requests

• Strong organization and prioritization skills, with the ability to manage multiple searches at once

• Demonstrated ability to embrace change, learn quickly, and thrive in a fast-paced, evolving environment where processes are still being built

• A genuine passion for the creator economy and the people who make a living doing what they love

About Patreon

Patreon powers creators to do what they love and get paid by the people who love what they do. Our team is passionate about making this mission and our core values come to life every day in our work. Through this work, our Patronauts:

• Put Creators First | They’re the reason we’re here. When creators win, we win.

• Build with Craft | We sign our name to every deliverable, just like the creators we serve.

• Make it Happen | We don’t quit. We learn and deliver.

• Win Together | We grow as individuals. We win as a team.

Patreon is proud to be an equal opportunity employer. We provide employment opportunities without regard to age, race, color, ancestry, national origin, religion, disability, sex, gender identity or expression, sexual orientation, veteran status, or any other protected class. If you need a reasonable accommodation during the interview process, please let us know via email at accommodations@patreon.

Patreon operates under a hybrid work model, where employees based in office locations are expected to come into the office three days per week, excluding sick time and paid leave. The goal of this policy is to be intentional about the in-person time we spend together to strengthen the feeling of community at Patreon. Candidates hired into remote-eligible roles are not expected to meet the same requirements.

At Patreon, we believe in fair and transparent pay. In compliance with New York and California pay transparency laws, we are sharing the expected salary range for this role.

The posted salary range is dependent on the location and the level. This range may encompass multiple levels within the role’s job family. The final offer will be based on candidate’s experience, skills, competencies, and geographic location, aligning with the appropriate job level within Patreon’s leveling framework. For remote employees located outside CA and NY, salary may vary based on location and local market conditions.

Patreon reserves the right to modify or update compensation and benefits at any time.

Patreon is a media and community platform where over 300,000 creators give their biggest fans access to exclusive work and experiences. We offer creators a variety of ways to engage with their fans and build a lasting business including: paid memberships, free memberships, community chats, live video, and selling to fans directly with one-time purchases.

Ultimately our goal is simple: fund the creative class. And we’re leaders in that space, with:

• $10 billion+ generated by creators since Patreon’s inception

• 100 million+ free memberships for fans who may not be ready to pay just yet, and

• 25 million+ paid memberships on Patreon today.

We’re continuing to invest heavily in building the best creator platform with the best team in the creator economy and are looking for a Contract Technical Sourcer to support our mission.

This role can be remote or based in New York or San Francisco and open to those who are able to be in-office 3 days per week on a hybrid work model.

About the Team

The recruiting team is dedicated to bringing in the people who will help creators thrive. We partner closely with leaders across the company to understand their goals, anticipate future needs, and build diverse, thoughtful teams. As advocates for both candidates and hiring teams, we design an inclusive, transparent hiring experience that feels true to Patreon’s values. Above all, we believe that every great employee experience starts with a great candidate experience - one rooted in respect, clarity, and genuine connection

About the Role

• Partner closely with recruiters, hiring managers, and technical leadership to define and run sourcing strategy for Engineering, Product, and Design roles across a range of levels, from early-career to senior and staff-plus

• Run intake conversations with hiring teams to understand the technical needs of each role, translate them into target profiles, and set clear sourcing goals and timelines

• Proactively identify and engage passive talent through LinkedIn, GitHub, open-source communities, technical forums, portfolios, conferences, and other channels where technical talent spends time

• Write personalized, compelling outreach that earns responses from in-demand engineers, product managers, and designers, and continuously test and refine messaging based on what works

• Serve as the primary point of contact for candidates in the early stages of the process, providing a warm, responsive, high-touch experience that reflects our brand

• Build and maintain talent pipelines and talent pools so we have qualified candidates ready ahead of demand

• Build sourcing strategies that expand our reach and bring in diverse slates of qualified candidates

• Track and report on pipeline health and funnel metrics (response rates, conversion by channel, time to submit), and use that data to improve how we source

• Improve our sourcing and early-stage processes by identifying bottlenecks, testing new approaches, and sharing best practices with the broader talent team

• Maintain accurate, up-to-date candidate data and activity in our applicant tracking system

• This is a part time/20 hour per week contract role

What you’ll need

• 3+ years of experience sourcing for technical roles (Engineering required; Product and/or Design a plus) at high-growth technology companies or startup

• Strong understanding of the technical landscape: you can speak credibly about roles, stacks, and levels (for example, backend vs. frontend vs. mobile vs. infrastructure/ML) and evaluate profiles against a role’s core requirements

• Hands-on experience with sourcing tools and channels such as LinkedIn Recruiter, GitHub, Stack Overflow, social media, and technical communities and forums

• Experience with an applicant tracking system; Ashby experience strongly preferred

• A track record of crafting creative, data-informed sourcing strategies that build a consistent, diverse pipeline of qualified candidates

• Excellent written communication, with a demonstrated ability to write outreach that gets responses from passive talent

• Comfort partnering with recruiters and senior technical stakeholders, and influencing hiring strategy rather than just taking requests

• Strong organization and prioritization skills, with the ability to manage multiple searches at once

• Demonstrated ability to embrace change, learn quickly, and thrive in a fast-paced, evolving environment where processes are still being built

• A genuine passion for the creator economy and the people who make a living doing what they love

About Patreon

Patreon powers creators to do what they love and get paid by the people who love what they do. Our team is passionate about making this mission and our core values come to life every day in our work. Through this work, our Patronauts:

• Put Creators First | They’re the reason we’re here. When creators win, we win.

• Build with Craft | We sign our name to every deliverable, just like the creators we serve.

• Make it Happen | We don’t quit. We learn and deliver.

• Win Together | We grow as individuals. We win as a team.

Patreon is proud to be an equal opportunity employer. We provide employment opportunities without regard to age, race, color, ancestry, national origin, religion, disability, sex, gender identity or expression, sexual orientation, veteran status, or any other protected class. If you need a reasonable accommodation during the interview process, please let us know via email at accommodations@patreon.

Patreon operates under a hybrid work model, where employees based in office locations are expected to come into the office three days per week, excluding sick time and paid leave. The goal of this policy is to be intentional about the in-person time we spend together to strengthen the feeling of community at Patreon. Candidates hired into remote-eligible roles are not expected to meet the same requirements.

At Patreon, we believe in fair and transparent pay. In compliance with New York and California pay transparency laws, we are sharing the expected salary range for this role.

The posted salary range is dependent on the location and the level. This range may encompass multiple levels within the role’s job family. The final offer will be based on candidate’s experience, skills, competencies, and geographic location, aligning with the appropriate job level within Patreon’s leveling framework. For remote employees located outside CA and NY, salary may vary based on location and local market conditions.

Patreon reserves the right to modify or update compensation and benefits at any time.

HR Business Partner, R&D

Location: Palo Alto, CA (3 days in office)

We are seeking an experienced HR Business Partner, R&D to partner with managers across Engineering, Product, Design, and Customer Support to strengthen manager capability, build high-performing teams, and drive business and talent outcomes.

This hands-on role focuses on manager coaching, performance management, compensation planning, organizational health, and people program execution. As a trusted advisor, you will help managers navigate complex people decisions, improve team performance, and build the capabilities required to achieve business objectives.  You will diagnose organizational challenges, identify opportunities and translate them into practical, high-impact people solutions. You will also help shape the future of HR business partnering by leveraging AI and agentic workflows to improve decision quality, expand HRBP leverage, enhance manager support, and deliver scalable people solutions.

This role is designed for a highly accountable HRBP who thrives in a high-velocity environment, takes ownership of outcomes, has strong bias for action, proactively solves problems, and continuously improves how work gets done.  The ideal candidate combines the judgment of a trusted advisor, the execution rigor of an operator, and the mindset of a builder.

Scope of Impact

Business Partnership

• Build trusted partnerships with managers and leaders across supported R&D organizations, serving as a credible advisor on talent, organization, and people-related decisions.
• Translate business objectives into practical solutions that enable organizational effectiveness.
• Balance business priorities, employee experience, and long-term organizational implications when advising managers
• Proactively identify organizational risks, capability gaps, talent concerns, and workforce trends, and drive recommendations that improve business outcomes.

Manager & Leadership Capability

• Advise first-line and mid-level managers on people leadership, performance management, employee development, engagement, organizational health, and team effectiveness.
• Identify capability gaps and implement targeted interventions that strengthen manager effectiveness and team performance.
• Coach managers through challenging employee situations, difficult conversations, performance concerns, organizational change, and development planning.
• Provide guidance on HR policies, processes, and people practices while reinforcing broader organizational considerations.
• Deliver manager enablement and leadership development initiatives that improve effectiveness and consistency at scale.

Performance, Talent Management and Compensation

• Own execution of annual people programs, including performance reviews, calibration discussions, talent reviews, and compensation planning, ensuring high-quality outcomes and strong manager engagement
• Coach managers through complex performance management decisions and strengthen performance expectations, accountability, and employee development practices.
• Identify talent, retention, succession, and capability risks and develop mitigation plans with managers
• Partner on compensation decisions aligned with company philosophy and leverage workforce insights to improve decision quality.

HR Program Design, Execution & AI-Enabled Transformation

• Design, implement, scale, and improve people programs that enhance manager effectiveness and organizational outcomes.
• Simplify, automate, and redesign people processes with a focus on outcomes rather than digitizing legacy workflows.
• Champion AI, automation, and agentic workflows across HRBP work to improve decision quality, increase capacity, and deliver scalable people solutions and  impact beyond traditional human capacity.
• Deliver integrated HR solutions in partnership with the broader People team and identify innovative approaches that improve productivity, adoption, and effectiveness.

Organizational Health, Engagement & Development

• Advise leaders on organizational health, culture, and team effectiveness while strengthening the development, retention, and engagement of key talent.
• Use workforce sentiment, organizational insights, and people analytics to identify risks, diagnose challenges, and implement sustainable solutions.

Employee Relations

• Provide guidance and independently manage moderate to complex employee relations matters using sound judgment and risk assessment.
• Resolve employee concerns in partnership with managers and collaborate with Legal on sensitive, high-risk, or specialized matters.

How You Create Impact

• Translate complex business priorities into focused, executable people solutions.
• Influence decisions through expertise, credibility, and practical problem-solving.
• Demonstrate urgency, ownership, and follow-through while balancing strategic thinking with hands-on execution.
• Leverage data, organizational insight, and systems thinking to diagnose challenges and develop scalable solutions.
• Strengthen manager effectiveness through coaching, development, and enablement.
• Drive execution of talent, performance, compensation, and people programs that improve organizational outcomes.
• Navigate employee relations and performance matters with sound judgment and appropriate risk assessment.
• Leverage AI, automation, and agentic workflows to increase impact, productivity, and scale while maintaining an enterprise mindset.

What Success Looks Like

• Be known for speed, ownership, sound judgment, and turning ambiguous people challenges into actionable solutions.
• Build trusted advisor relationships with managers who proactively seek your guidance on critical talent and organizational decisions.
• Elevate manager capability, accountability, and team effectiveness across supported organizations.
• Deliver strong execution of performance, talent, compensation, and people programs that improve business outcomes.
• Anticipate organizational risks and continuously improve how people work is delivered through AI, automation, and scalable solutions.

Qualifications & Experience

• Required Qualifications: Minimum 8 years of progressive HR experience, including at least 3+ years as a People Partner or HR Business Partner, with a Bachelor’s degree in Business, Human Resources, or a related field; or 6+ years of experience with a Master’s degree.
• Preferred Qualifications: Experience supporting R&D client group

#LI-Hybrid

The minimum and maximum base salaries for this role are posted below; additionally, the role is eligible for bonus potential, equity and benefits. The range displayed reflects the minimum and maximum target for new hire salaries for the role based on U.S. location. Within the range, the salary offered will be determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

US Pay Range

$148,400—$222,600 USD

Join Us in Securing and Accelerating the World’s AI Transformation

Rubrik (RBRK), the Security and AI Operations Company, leads at the intersection of data protection, cyber resilience, and enterprise AI acceleration. Rubrik Security Cloud delivers complete cyber resilience by securing, monitoring, and recovering data, identities, and workloads across clouds. Rubrik Agent Cloud accelerates trusted AI agent deployments at scale by monitoring and auditing agentic actions, enforcing real-time guardrails, fine-tuning for accuracy and undoing agentic mistakes.

Linkedin | X (formerly Twitter) | Instagram | Rubrik.com

Inclusion @ Rubrik

At Rubrik, we are dedicated to fostering a culture where people from all backgrounds are valued, feel they belong, and believe they can succeed. Our commitment to inclusion is at the heart of our mission to secure the world’s data.

Our goal is to hire and promote the best talent, regardless of background. We continually review our hiring practices to ensure fairness and strive to create an environment where every employee has equal access to opportunities for growth and excellence. We believe in empowering everyone to bring their authentic selves to work and achieve their fullest potential.

Our inclusion strategy focuses on three core areas of our business and culture:

• Our Company: We are committed to building a merit-based organization that offers equal access to growth and success for all employees globally. Your potential is limitless here.

• Our Culture: We strive to create an inclusive atmosphere where individuals from all backgrounds feel a strong sense of belonging, can thrive, and do their best work. Your contributions help us innovate and break boundaries.

• Our Communities: We are dedicated to expanding our engagement with the communities we operate in, creating opportunities for underrepresented talent and driving greater innovation for our clients. Your impact extends beyond Rubrik, contributing to safer and stronger communities.

Equal Opportunity Employer/Veterans/Disabled

Rubrik is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, protected veteran status, or any other status protected by applicable law. Rubrik provides equal employment opportunities to employees and applicants in all terms and conditions of employment, including recruiting, hiring, promotion, compensation, training, leave, and termination.

Rubrik provides reasonable accommodations to qualified applicants and employees with disabilities in accordance with applicable law. If you need an accommodation to participate in the application process or to perform your job, please contact hr@rubrik.com. Accommodations may include changes to the application process, documents in an alternate format, a sign language interpreter, or specialized equipment.

EEO IS THE LAW

NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS

About Fortanix:

In today’s world, where data spreads across various clouds and devices, traditional security measures aren’t enough. Businesses need a dynamic approach to defend against constant cyber threats and ensure agile data security. Fortanix leads the way in data-centric cybersecurity for hybrid multicloud environments, using advanced cryptography, encryption, and confidential AI solutions.

As data breaches become more frequent and traditional defenses fall short, we focus on data exposure management to keep your information safe. Our unified data security platform addresses vulnerabilities in hybrid multicloud environments, defends against threats, and makes it easier to discover, assess, and fix data exposure risks. Whether implementing a Zero Trust model or preparing for the post-quantum computing era, we help businesses worldwide protect their most sensitive data, wherever it is.

Our commitment to solving the world’s toughest data security challenges has earned Fortanix multiple Cybersecurity Excellence and Innovation Awards, as well as recognition from industry giants such as NVIDIA, Microsoft, Intel, ServiceNow, and Snowflake.

Our team includes industry leaders and cryptography experts, creating a culture of trust, innovation and collaboration where every voice is valued. Recognized as a Great Place to Work, we’re looking for passionate individuals to help us shape the future of data security and work towards a safer digital future.

Why work with us?

We’re seeking passionate people to work with us to change the very idea of how people use cloud computing. We take pride in making Fortanix a great place to work. Coworkers recognize that great ideas can come from anyone, and everyone is encouraged to jump in, contribute, and ask questions.  In tackling the hardest problems, we believe that working together will produce better solutions.

Overview of the role:

We’re looking for a curious and motivated Associate Technical Recruiter to join our global Talent Acquisition team.

You’ll work closely with senior recruiters in the US and India to help identify and engage technical talent around the world, support candidates through the interview process, and help keep our hiring processes moving efficiently.

This is a great opportunity for someone early in their recruiting career who enjoys sourcing, wants to become a strong technical recruiter, and is excited to learn how to recruit for highly specialized roles across software engineering, cloud infrastructure, cybersecurity, and AI.

What You’ll Do

• Source and engage technical candidates across Europe, the US, India, and other global markets.
• Build candidate pipelines using LinkedIn Recruiter, Boolean/X-ray search, GitHub, AI tools, referrals, and other creative sourcing methods.
• Partner with senior recruiters to understand hiring profiles and develop effective sourcing strategies.
• Review resumes and profiles to assess candidate fit and conduct initial recruiter screens as needed.
• Help move candidates through the interview process, including scheduling, follow-up, candidate communication, and interview coordination.
• Keep recruiting activity and candidate information accurate and up to date in our ATS.
• Learn the technical requirements of our roles and adjust searches based on recruiter and hiring-manager feedback.
• Help create a responsive, professional candidate experience from initial outreach through the hiring process.

What We’re Looking For

• 2+ years of recruiting or sourcing experience, ideally supporting technical or engineering roles.
• Hands-on experience proactively sourcing candidates—not just managing inbound applicants.
• Experience with LinkedIn Recruiter, Boolean search, or other sourcing tools and techniques.
• Strong written and spoken English and comfort working with people across different countries and time zones.
• Curiosity about technology and the ability to quickly learn unfamiliar technical concepts.
• Strong organization, follow-through, and attention to detail.
• A resourceful, proactive approach—you’re willing to try different strategies when a search isn’t producing results.
• Ability to take feedback, apply it quickly, and develop greater independence over time.

Nice to Have

• Experience sourcing software engineering, DevOps/SRE, cloud, infrastructure, cybersecurity, or other technical profiles.
• Experience in a staffing agency, RPO, technology company, or fast-growing startup.
• Experience sourcing candidates across multiple countries or regions.
• Familiarity with GitHub, X-ray search, AI recruiting tools, or other methods for finding candidates beyond LinkedIn.

Why Join Us?

You’ll gain hands-on experience recruiting for sophisticated technology at the intersection of cybersecurity, cloud, data security, and AI, while working with candidates and hiring teams around the world.

You’ll learn alongside experienced recruiters and technical leaders, with the opportunity to take on increasingly complex searches and grow into an independent Technical Recruiter.

Success in this Role

• Consistently delivers qualified candidates quickly.
• Builds strong relationships with hiring managers and candidates.
• Operates independently with minimal oversight.
• Maintains a high standard of quality while managing multiple searches simultaneously.

What we offer:

• Hybrid Work Model
• 12 Annual Leaves & 12 Casual/Sick Leaves
• 8 Public Holidays + 2 Floating Holiday
• Comprehensive Medical and Dental Insurance Coverage for employees and their eligible dependents
• Group Life Insurance
• Personal Accident Insurance
• Internet Reimbursement
• Employee Stock Options
• Onsite Snacks, Lunches, and Dinners Provided
• Quarterly Beer Bashes & Year-End Celebrations

Fortanix is an equal opportunity employer that celebrates diversity and is committed to creating an inclusive workplace with equal opportunity for all applicants and teammates. Our goal is to recruit the most talented people from a diverse candidate pool regardless of race, color, religion, age, gender, gender identity, sexual orientation or any other status. If you’re interested in working in a fast growing, exciting working environment – we encourage you to apply!

About the Team

OpenAI’s People team aims to hire, engage, and retain world-class talent to safely build and deploy universally beneficial Artificial General Intelligence (AGI). The HR team, a vital subset of the People team, supports a diverse group of scientists, engineers, and business professionals, with expertise spanning employee relations, immigration, compensation and benefits, learning and development, project management, and more.

About the Role

We’re seeking an HR Business Partner to support our growing teams across EMEA, with a particular focus on France. This role will help build scalable, locally compliant people practices and support strong employee relations as we grow.

You will partner closely with regional People leadership, Legal, Employee Relations, and other People COEs to strengthen our approach to employee relations and employee representation in France. This will include building practical governance, manager practices, and operating processes that are compliant and sustainable as we scale.

Beyond France, this role will serve as a trusted HR partner to managers and teams across EMEA. You will combine strong operational execution with thoughtful business judgment to support performance, organizational health, employee relations, and disciplined people practices at scale.

This role reports into the International HRBP Lead, who owns regional organizational design and workforce planning. You will operate as a key regional execution partner to them, translating strategic direction into consistent delivery, elevating manager capability, and proactively surfacing people risks and themes.

If you’re joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are designed for focus and connection, with spaces for both individual work and collaboration.

Your Responsibilities

• Lead employee-representative work in France: Partner with Legal, Employee Relations, People Operations, and local stakeholders to own and deliver CSE-related processes, including elections, consultations, employee communications, documentation, governance, and effective ongoing operating rhythms.

• Build sustainable employee relations processes: Help establish clear processes for engaging with employee representatives, preparing for required information and consultation processes, maintaining appropriate documentation, and coordinating inputs from relevant business and People stakeholders.

• Support managers operating in the French employee relations environment: Equip managers and leaders with practical guidance on working effectively within French employment and employee-representation frameworks, escalating complex matters to Legal or specialist teams as appropriate.

• Drive strong day-to-day HR execution: Partner with managers across EMEA to support performance management cycles, feedback conversations, organizational changes, and employee relations matters with consistency and care.

• Be the go-to partner for frontline managers: Provide practical, timely guidance on team health, coaching conversations, policy interpretation, performance management, and manager enablement.

• Support and operationalize People programs: Help implement and maintain performance, engagement, retention, and employee experience initiatives, ensuring processes are clear, scalable, and well executed across different EMEA jurisdictions.

• Triage and resolve employee relations issues: Identify issues early, assess risk, recommend appropriate actions, and partner with Employee Relations, Legal, and other COEs on complex or sensitive matters.

• Maintain operational rigor: Track employee relations themes, maintain complete and accurate documentation, coordinate recurring processes, and ensure actions and commitments are followed through.

• Collaborate cross-functionally: Work closely with HRBPs, Legal, Employee Relations, People Operations, Total Rewards, and other COEs to provide a consistent and high-quality employee experience across EMEA.

We’re Seeking

• Strong HR foundation: Approximately 8+ years of HR experience, including meaningful experience partnering directly with managers in fast-paced, high-growth, or complex international environments as a Senior HR Generalist or HR Business Partner.

• French employee relations experience: Practical experience working with French employment practices and employee representative bodies. Direct experience establishing, supporting, or working closely with a CSE, works council, or comparable employee representative structure is highly valued.

• Experience with employee representative processes: Familiarity with employee elections, consultation processes, employee representative communications, and the governance and documentation associated with formal employee representation.

• Execution-oriented partnership: Comfortable owning detailed, time-sensitive workstreams and coordinating across multiple stakeholders while maintaining sound judgment and strong follow-through.

• Strong project management: Able to take complex, multi-stage employee-representative processes and translate them into clear milestones, owners, dependencies, communications, and operating processes.

• Manager coaching capability: Able to guide managers through performance conversations, organizational changes, and employee relations issues with clarity and confidence.

• Operational strength: Brings structure, organization, and discipline to people processes and can build repeatable practices as the organization scales.

• Good judgment under pressure: Balances empathy, employee experience, business needs, and appropriate risk management while handling sensitive matters with discretion.

• High integrity: Trusted, fair, principled, and comfortable operating in an environment where confidentiality and sound judgment are essential.

• Language capability: Professional fluency in French and English is strongly preferred given the role’s responsibility for supporting employee relations and representative processes in France.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.

For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.

Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.

To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance.

We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link.

OpenAI Global Applicant Privacy Policy

At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.

About the Team

OpenAI’s People team aims to hire, engage, and retain world-class talent to safely build and deploy universally beneficial Artificial General Intelligence (AGI). The HR team, a vital subset of the People team, supports a diverse group of scientists, engineers, and business professionals, with expertise spanning employee relations, immigration, compensation and benefits, learning and development, project management, and more.

About the Role

We’re seeking an HR Business Partner to support our growing teams across EMEA, with a particular focus on France. This role will help build scalable, locally compliant people practices and support strong employee relations as we grow.

You will partner closely with regional People leadership, Legal, Employee Relations, and other People COEs to strengthen our approach to employee relations and employee representation in France. This will include building practical governance, manager practices, and operating processes that are compliant and sustainable as we scale.

Beyond France, this role will serve as a trusted HR partner to managers and teams across EMEA. You will combine strong operational execution with thoughtful business judgment to support performance, organizational health, employee relations, and disciplined people practices at scale.

This role reports into the International HRBP Lead, who owns regional organizational design and workforce planning. You will operate as a key regional execution partner to them, translating strategic direction into consistent delivery, elevating manager capability, and proactively surfacing people risks and themes.

If you’re joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are designed for focus and connection, with spaces for both individual work and collaboration.

Your Responsibilities

• Lead employee-representative work in France: Partner with Legal, Employee Relations, People Operations, and local stakeholders to own and deliver CSE-related processes, including elections, consultations, employee communications, documentation, governance, and effective ongoing operating rhythms.

• Build sustainable employee relations processes: Help establish clear processes for engaging with employee representatives, preparing for required information and consultation processes, maintaining appropriate documentation, and coordinating inputs from relevant business and People stakeholders.

• Support managers operating in the French employee relations environment: Equip managers and leaders with practical guidance on working effectively within French employment and employee-representation frameworks, escalating complex matters to Legal or specialist teams as appropriate.

• Drive strong day-to-day HR execution: Partner with managers across EMEA to support performance management cycles, feedback conversations, organizational changes, and employee relations matters with consistency and care.

• Be the go-to partner for frontline managers: Provide practical, timely guidance on team health, coaching conversations, policy interpretation, performance management, and manager enablement.

• Support and operationalize People programs: Help implement and maintain performance, engagement, retention, and employee experience initiatives, ensuring processes are clear, scalable, and well executed across different EMEA jurisdictions.

• Triage and resolve employee relations issues: Identify issues early, assess risk, recommend appropriate actions, and partner with Employee Relations, Legal, and other COEs on complex or sensitive matters.

• Maintain operational rigor: Track employee relations themes, maintain complete and accurate documentation, coordinate recurring processes, and ensure actions and commitments are followed through.

• Collaborate cross-functionally: Work closely with HRBPs, Legal, Employee Relations, People Operations, Total Rewards, and other COEs to provide a consistent and high-quality employee experience across EMEA.

We’re Seeking

• Strong HR foundation: Approximately 8+ years of HR experience, including meaningful experience partnering directly with managers in fast-paced, high-growth, or complex international environments as a Senior HR Generalist or HR Business Partner.

• French employee relations experience: Practical experience working with French employment practices and employee representative bodies. Direct experience establishing, supporting, or working closely with a CSE, works council, or comparable employee representative structure is highly valued.

• Experience with employee representative processes: Familiarity with employee elections, consultation processes, employee representative communications, and the governance and documentation associated with formal employee representation.

• Execution-oriented partnership: Comfortable owning detailed, time-sensitive workstreams and coordinating across multiple stakeholders while maintaining sound judgment and strong follow-through.

• Strong project management: Able to take complex, multi-stage employee-representative processes and translate them into clear milestones, owners, dependencies, communications, and operating processes.

• Manager coaching capability: Able to guide managers through performance conversations, organizational changes, and employee relations issues with clarity and confidence.

• Operational strength: Brings structure, organization, and discipline to people processes and can build repeatable practices as the organization scales.

• Good judgment under pressure: Balances empathy, employee experience, business needs, and appropriate risk management while handling sensitive matters with discretion.

• High integrity: Trusted, fair, principled, and comfortable operating in an environment where confidentiality and sound judgment are essential.

• Language capability: Professional fluency in French and English is strongly preferred given the role’s responsibility for supporting employee relations and representative processes in France.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.

For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.

Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.

To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance.

We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link.

OpenAI Global Applicant Privacy Policy

At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.