Job TitleHuman Resources GeneralistLocationGlobalPosition TypeVolunteerJob DescriptionThe Human Resources Generalist manages the entire staff lifecycle for all staff types (Paid, Supported, and Volunteer), from recruitment and onboarding to staff care and relations, manager support, and individual and team performance management.

About ZipZip is the AI platform for enterprise procurement — built for humans and agents working together. By orchestrating procurement across teams, tools, and suppliers with the help of AI...

About Remote Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage...

Here at Scout Motors, we’re carrying forward the heritage of one of the most iconic American vehicles in history. A vehicle dating back to 1960. One that forged the path for future generations of rugged SUVs and trucks and will do so once again.

But Scout is more than just a brand, it’s a legacy steeped in a culture of exploration, caretaking, and hard work.

The Scout brand is all about respect. Respect for the past and the future by taking an iconic American brand that hasn’t been around for a while, electrifying it, digitizing it, and loading it with American innovation. Respect for communities by creating a company that stands for its people and its customers. Respect for both work and play, with vehicles that are equally at home at a camp site, a job site, or on a Tuesday commute. And respect for our customers by developing two powertrains that meet their requirements — an all-electric powertrain as well as the Harvester™ range extender powertrain which includes a built-in gas-powered generator with an estimated 500 miles of combined range.

At Scout Motors, we empower our talented, inclusive, and entrepreneurial teams to innovate. What makes a Scout employee? Someone who is a visionary and a leader, who seeks new paths and shares lessons learned. A knowledgeable doer who collaborates across the company to build better. A go-getter with unrivaled passion.

Join us at Scout Motors and be part of shaping the future of transportation. If you’re ready to drive change and make history, apply now!

What you’ll do

Become part of an iconic brand that is set to revolutionize the electric pick-up truck & rugged SUV marketplace by achieving the following:

• Serve as a highly skilled individual contributor responsible for executing and continuously improving HR operational processes supporting a high-volume manufacturing workforce.
• Own complex workforce transactions and employee data management within the HRIS, including job changes, organizational moves, compensation-related changes, shift differentials, transfers, leaves, and separations while ensuring exceptional data accuracy and compliance.
• Lead operational onboarding activities for plant hires, ensuring compliance requirements, system readiness, and a seamless employee experience from pre-hire through integration.
• Act as a subject matter expert for time and attendance administration, resolving escalated issues, identifying process improvements, and partnering with Payroll, Production, and HR leaders on workforce management practices.
• Provide advanced support and guidance to employees, supervisors, and HR partners regarding HR processes, policies, benefits administration, and HR systems navigation.
• Develop, analyze, and interpret workforce metrics including headcount, turnover, attendance, and staffing trends; provide actionable insights and recommendations to support operational decision-making.
• Lead audits, compliance reviews, and continuous improvement initiatives to strengthen HR operational effectiveness, regulatory compliance, and data governance.
• Document and standardize HR operational procedures, identify process gaps, and drive solutions that improve service delivery, scalability, and employee experience

Location & Travel Expectations:

• The role will be based out of a Scout Motors location in Columbia, South Carolina.
• This role requires 4-5 days per week in the office, with regular in-person meetings and events.
• Applicants should expect that the role will require the ability to convene with Scout colleagues in person and travel to participate in events on behalf of the company from time to time.

What you’ll bring

We expect all Scout employees to have integrity, curiosity, resourcefulness, and strive to exhibit a positive attitude, as well as a growth mindset. You’ll be comfortable with change and flexible in a fast-paced, high-growth environment. You’ll take a collaborative approach to achieve ambitious goals. Here’s what else you’ll bring:

• 4+ years of progressive HR operations, HR shared services, HR administration, or related experience, including significant experience supporting manufacturing, logistics, or other high-volume workforce environments.
• Deep expertise with enterprise HRIS platforms, preferably SAP SuccessFactors and ADP, with advanced Excel and reporting capabilities. Experience working with complex workforce data and process optimization initiatives.
• Strong understanding of HR operations, workforce administration, wage and hour regulations, onboarding processes, compliance requirements, and employee lifecycle management.
• Proven ability to independently manage complex and sensitive HR operational matters with minimal oversight while exercising sound judgment and discretion.
• Exceptional analytical, organizational, and problem-solving skills with demonstrated success identifying trends, mitigating risks, and improving operational processes.
• Strong communication and stakeholder management skills with the ability to influence and collaborate across frontline operations, HR teams, payroll, and leadership.
• Demonstrated track record of driving continuous improvement, implementing best practices, and serving as a trusted subject matter expert within HR Operations.

What you’ll gain

The benefits of joining Scout include the chance to build products and a company from the ground up.  This is a chance to create something new and lasting – with an iconic brand at its foundation.  In addition, Scout provides competitive compensation and benefits to support your physical, mental, and financial wellbeing. Program specifics are detailed in company policies and employee benefit guides, select highlights:

• Competitive insurance including:
  • Medical, dental, vision and income protection plans
• 401(k) program with:
  • An employer match and immediate vesting
• Generous Paid Time Off including:
  • 20 days planned PTO, as accrued
  • 40 hours of unplanned PTO and 14 company or floating holidays, annually
  • Up to 16 weeks of paid parental leave for biological and adoptive parents of all genders
  • Paid leave for circumstances related to bereavement, jury duty, voting time, or military leave

Pay Transparency

This is a full-time, exempt position eligible to receive a base salary and to participate in an annual performance bonus program. Final salary offered will be determined based on factors including but not limited to the candidate’s skills and experience. The annual performance bonus program is preset and not candidate dependent.

Initial base salary range = $90,000.00 - $112,500.00

Internal leveling code: IC9

Notice to applicants:

• To be considered for career opportunities at Scout Motors, applicants must be 18 years of age or older.
• Residing in San Francisco: Pursuant to the San Francisco Fair Chance Ordinance, Scout Motors will consider for employment qualified applicants with arrest and conviction records.
• Residing in Los Angeles: Scout Motors will consider for employment qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance Initiative for Hiring Ordinance.
• Residing in New York City: This role is not eligible for remote work in New York City.

Equal Opportunity

Scout Motors is committed to employing a diverse workforce and is proud to be an Equal Opportunity Employer. Qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, gender expression, veteran status, disability, pregnancy, or any other characteristics protected by law.Scout Motors is committed to compliance with allapplicable fair employment practice laws. If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please contact ScoutAccommodations@scoutmotors.com.

Headquarters: Frankfurt am Main, Hesse, 60486, Germany
URL: http://rhgconsult.de

Wir suchen für unseren Kunden im Bankenumfeld eine/n Personalbetreuer(m/w/d) im Rahmen einer Arbeitnehmerüberlassung Wir suchen einen engagierten Personalberater (m/w/d) im Bereich Banken und Finanzdienstleistungen, der unser Team in Frankfurt am Main verstärkt. In dieser Rolle sind Sie verantwortlich für die Rekrutierung und Betreuung von Fachkräften in einer dynamischen Branche. Wenn Sie eine Leidenschaft für das Personalwesen haben und gerne mit Menschen arbeiten, freuen wir uns auf Ihre Bewerbung. ### Aufgaben: Als Personalbetreuer (m/w/d) begleiten Sie die Mitarbeitenden unseres Kunden entlang des gesamten Employee Lifecycles und sind Ansprechpartner für personalrelevante Fragestellungen. - Erstellung von Arbeitsverträgen und Personalunterlagen - Pflege von Mitarbeiterdaten in den HR-Systemen (u. a. Workday und SAP HCM) - Betreuung von Eintritten, Versetzungen und Austritten - Sicherstellung einer korrekten Datenbasis für die Entgeltabrechnung - Beratung von Mitarbeitenden und Führungskräften zu HR-Prozessen und Angeboten - Unterstützung beim Onboarding sowie Organisation von Welcome Calls und Trainings - Bearbeitung von HR-Anfragen und Tickets (ServiceNow/Smartcases) - Mitwirkung bei der Optimierung von HR-Prozessen sowie der Erstellung von Arbeitsbeschreibungen und Checklisten ### Profil: - Abgeschlossene kaufmännische Ausbildung, idealerweise mit Weiterbildung im Personalwesen, oder ein vergleichbares Studium - Mindestens 2 Jahre Berufserfahrung in der Personalbetreuung, HR-Administration oder als HR Generalist - Gute Kenntnisse im Arbeits-, Sozialversicherungs- und Lohnsteuerrecht - Erfahrung mit HR-Systemen, idealerweise Workday, SAP HCM und ServiceNow - Strukturierte und sorgfältige Arbeitsweise - Hohe Serviceorientierung sowie ausgeprägte Kommunikationsfähigkeit - Sehr gute Deutsch- und gute Englischkenntnisse ### Benefits: - Internationale Arbeitsumgebung - Flexible Arbeitszeiten - Intensive Einarbeitung - sehr gute Anbindung an das öffentliche Verkehrsnetz - 30 Tage Urlaub - Urlaubs- und Weihnachtsgeld - Option auf Übernahme in Festanstellung bei einem Top-Arbeitgeber Haben Sie weitere Fragen? Ich stehe Ihnen gerne per Mail unter [katharina.salb@rhgconsult.de](https://mailto:katharina.salb@rhgconsult.de) oder telefonisch unter 09176-2564114 zur Verfügung. Ich freue mich auf Ihre Bewerbungsunterlagen. Die RichardGruberConsulting ist Ihr Personaldienstleister mit über 30 Jahren HR-Erfahrung. Für uns sind Mitarbeiter in erster Linie Menschen, nicht Ressourcen – dass begründet unseren guten Namen bei unseren Mitarbeitern und Kunden. Wir bringen zusammen was zusammengehört!

To apply: https://weworkremotely.com/remote-jobs/richard-h-gruber-consulting-personalbetreuer-m-w-d

Headquarters: Remote
URL: http://careerpuck.com

At Tend, we’re redefining what it means to go to the dentist — thoughtfully designed studios, exceptional clinicians, and technology that makes care feel seamless. Behind every great studio experience is a team of talented clinicians, and behind every great hire is a sourcing strategy that actually works.

We’re looking for a Sourcing & CRM Program Manager to own top-of-funnel pipeline building for our clinical roles — Dentists, Hygienists, and Dental Assistants — across tend’s growing studio footprint. This is not a passive sourcing seat. You’ll build and execute an outreach strategy, own the CRM end-to-end, keep Greenhouse running cleanly, and bring a marketer’s mindset to how we engage and nurture clinical talent. You’re equally comfortable analyzing pipeline data and crafting a personalized outreach sequence that actually gets a response.

This is a contract role (with contract-to-hire potential) reporting to the VP of Talent Acquisition. It’s fully remote and US-based.

What You’ll Do

Clinical Sourcing & Pipeline Building

• Own proactive sourcing strategy for Dentists, Hygienists, and Dental Assistants across tend’s studio markets — building diverse, qualified pipelines that match our growth plan and studio opening calendar.
• Use advanced Boolean, LinkedIn Recruiter, dental school databases, association directories, niche job boards, and creative channels to surface passive candidates who aren’t actively looking.
• Qualify leads and transition high-potential candidates to recruiters with clear context and warm handoffs — so no momentum gets lost between sourcing and outreach.
• Craft personalized, on-brand outreach that reflects Tend’s voice and resonates with clinicians — and continuously test and refine messaging to improve response and conversion rates.

CRM Strategy, Campaigns & Nurture

• Own the clinical CRM — segmenting talent pools, building nurture campaigns, and keeping engagement warm between when a candidate enters the pipeline and when they’re ready for a conversation.
• Design and execute multi-touch outreach sequences informed by data: what’s generating replies, what’s converting to interviews, and what’s falling flat.
• Pull contacts from external sources (dental school databases, association member lists, event attendees, purchased lists) and import, tag, and segment them cleanly in the CRM.
• Partner with the VP of TA on employer brand initiatives, referral programs, and recruiting events that feed the pipeline and strengthen Tend’s presence in the clinical talent market.
• Maintain clean, well-tagged candidate data so the team can pull accurate pipelines, market insights, and reporting at any time.

Greenhouse Administration & ATS Management

• Act as a Greenhouse power user and day-to-day administrator — updating job templates, scorecards, approval workflows, user permissions, and reporting dashboards for clinical hiring.
• Keep the ATS clean and trustworthy: monitor data integrity, ensure candidates move through stages accurately, and coach the team on consistent system use.
• Build and maintain recruiting reports and dashboards that track pipeline health, sourcing channel effectiveness, conversion rates, and time-to-fill — turning data into clear recommendations.
• Support testing, feedback, and ongoing optimization of sourcing and recruitment technologies as the team’s stack evolves.

Operational Effectiveness & Team Support

• Stay close to the dental talent market — tracking compensation trends, competitor moves, and labor data that inform how we hire and what we lead with in outreach.
• Contribute to a recruiting culture that’s fast, thoughtful, and high-quality — sharing sourcing wins, raising the bar on candidate experience, and helping teammates grow.

Who You Are

You bring a marketer’s mindset to recruiting — you think in sequences, segments, and conversion rates, not just resumes and req counts. At Tend, our values and competencies guide how we work, how we hire, and how we show up for each other.

Tend Values

Tend to Others — You treat every candidate interaction as if it matters, because it does. You represent Tend with care, follow through on your commitments, and stay focused on the outcomes that drive the business: strong pipelines, quality hires, and a recruiting team that can count on you to deliver.

Be Brave Enough to Lead — You speak up when a sourcing strategy isn’t working, push back when a search is misaligned with market reality, and bring ideas to the table even when they’re uncomfortable. You lead from your seat, not just from a title.

Savor the Ride — Clinical sourcing is a long game, and you bring steady energy to it. You celebrate pipeline wins, stay composed through hiring surges, and help the team stay engaged and motivated through the grind of a fast-moving recruiting environment.

Embrace Our Differences — You actively build diverse pipelines, challenge sameness in sourcing, and welcome feedback from recruiters and hiring managers with different perspectives than your own. You assume positive intent and keep communication direct and respectful.

Rooted in Growth — You reflect on your own performance, seek coaching, and stay curious about new tools, channels, and techniques. You treat every search — and every campaign — as a chance to sharpen your craft.

Role-Based Competencies

Build the System, Not Just the Search — You see how sourcing, CRM, ATS, and reporting connect into a single recruiting engine — and you design workflows with that full picture in mind. You don’t just fill today’s req; you build infrastructure that makes the next 50 easier.

Market Like a Recruiter — You apply real marketing discipline to how you engage candidates: segmenting audiences, testing messaging, analyzing what converts, and running multi-touch campaigns that build relationships over time — not just one-off cold outreach.

Translate Data into Decisions — You’re comfortable building dashboards, pulling funnel data, and turning pipeline numbers into clear recommendations. You don’t just report what happened — you explain what it means and what to do next.

What You Have

• 3+ years of sourcing or talent acquisition experience, with demonstrated ownership of proactive pipeline building — not just posting and reviewing applicants.
• Hands-on CRM experience with real depth: segmentation, nurture campaigns, multi-touch outreach sequences, data uploads from external sources, tagging strategy, and measurable engagement outcomes.
• Advanced sourcing skills — Boolean, LinkedIn Recruiter, niche job boards, association directories, and creative channel development. You can find candidates that others miss.
• Greenhouse experience as both a user and an administrator — job setup, templates, scorecards, permissions, workflows, and reporting.
• A marketer’s instinct: comfort with outreach sequencing, A/B testing messaging, and thinking in terms of conversion at every stage of the funnel.
• Strong reporting orientation — comfortable building dashboards, pulling data, and communicating what the numbers mean in plain language.
• Clear, concise written communication — you write outreach candidates actually reply to and updates recruiters and hiring managers actually use.
• Ability to operate independently in a remote environment with strong self-direction, organization, and follow-through.

Highly Preferred Experience

• Background in DSO, dental, veterinary, medical, or other multi-site healthcare talent markets.
• Experience with outbound sourcing tools.
• Exposure to employer branding, referral programs, or recruiting marketing initiatives.
• Familiarity with workforce planning, market mapping, or compensation benchmarking.

Physical Requirements

This position requires the ability to perform the essential job duties listed, with or without reasonable accommodation:

• Ability to sit and work at a computer for extended periods.
• Adequate vision (with or without correction) to read screens, documents, and reporting dashboards for sustained periods.
• Manual dexterity to operate a keyboard, mouse, and related equipment.
• Ability to communicate effectively via phone, video, email, and instant messaging with candidates, hiring managers, and internal teams.
• Occasional travel (a few times per year) for team meetings, recruiting events, or studio visits.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the role.

#LI-Remote

To apply: https://weworkremotely.com/remote-jobs/tend-sourcing-and-crm-program-manager

APPLICATION INSTRUCTIONS: If you’ve already completed the 20four7VA Recruiting Process—including the Final Interview—or have previously been contracted by a 20four7VA Client, please make sure to apply via the 20four7VA Team Portal for faster processing. Use any valid email address to log in.

If you’ve just logged in to the Team Portal, please proceed to review the Independent Contractor Opportunity outlined below.

💡 Quick Tip: Upload your resume first—this will automatically populate most of the fields in the application form. Let the magic happen!

If you’re interested in this opportunity, click APPLY TO POSITION to proceed.

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Title: Independent Contractor – S-CPT-0007 Client Endorsement Specialist

Overview

20four7VA is seeking offshore independent contractors to deliver remote services to clients worldwide, with a primary focus on developed markets such as the United States, the United Kingdom, Canada, and Australia.

The Client Endorsement Specialist plays a critical role in matching qualified Virtual Assistants (VAs) and applicants with client requirements. This position requires strong analytical, communication, and coordination skills to ensure a seamless endorsement and placement process.

Scope of Services

Contractors will be required to provide services that align with the following c tasks:

• Match qualified applicants and VAs to client requirements based on skills, experience, and competencies.
• Search and source suitable candidates using Breezy HR, Google Drive, and other internal databases.
• Review, interpret, and analyze open job descriptions to understand client needs and expectations.
• Conduct thorough resume evaluations and candidate profile assessments.
• Determine the appropriate VA or applicant tier based on resume review, competency assessments, and relevant experience.
• Coordinate and collaborate with various departments to ensure the timely completion of recruitment and endorsement-related activities.
• Maintain accurate records and update candidate information in Breezy HR, spreadsheets, and other tracking systems.
• Conduct outreach and schedule applicants for further skills assessments when necessary.
• Build and maintain engagement with VAs through regular communication and follow-ups.
• Prepare candidates for client interviews by providing guidance, expectations, and interview best practices.
• Deliver constructive feedback to candidates regarding interview performance, strengths, and areas for improvement.
• Review candidate portfolios and identify errors, inconsistencies, or enhancement opportunities.
• Facilitate VA onboarding by introducing company policies, procedures, and expectations.
• Serve as a liaison between the Client Success Team and VA candidates throughout the endorsement process.
• Participate in VA-client interview meetings and assist in presenting candidates to clients.
• Generate reports and provide updates on candidate endorsements, placements, and recruitment activities as needed

Each engagement is based on a defined scope of work and is governed by an independent contractor agreement. Services must be performed professionally, with adherence to any timelines, guidelines, and deliverables agreed upon in writing.

Skills

The Contractor must demonstrate proficiency in the following, depending on the Client’s requirements:

Recruitment & Talent Assessment

• Talent sourcing and recruitment experience.

• Strong ability to review, analyze, and evaluate resumes.

• Proficiency in interpreting job descriptions and candidate requirements.

• Ability to assess applicants and determine appropriate VA tier classifications.

• Experience in candidate screening, endorsement, and placement processes.

Administrative & Analytical Skills

• Background in administrative support functions.

• Knowledge of various specialist competencies and job functions.

• Strong data entry, management, and record-keeping skills.

• Excellent analytical and problem-solving abilities.

• Experience in data analysis and reporting.

• Ability to identify relevant keywords and perform keyword analysis for candidate-job matching.

• Excellent written and verbal English communication skills.

• Strong interpersonal and relationship-building abilities.

• Ability to provide professional feedback and coaching to candidates.

Communication & Collaboration

• Effective collaboration and teamwork skills across multiple departments.

• Professional email composition and business correspondence skills.

• Strong task and time management skills.

Organizational Skills

• Ability to manage multiple priorities in a fast-paced environment.

• Exceptional attention to detail and accuracy.

• Ability to work independently while maintaining team collaboration.

• Proficiency in tracking, documenting, and reporting recruitment activities.

Preferred Qualifications

• Experience in remote staffing, outsourcing, or virtual assistant recruitment.

• Familiarity with Applicant Tracking Systems (ATS), preferably Breezy HR.

• Experience working in a client-facing recruitment or endorsement environment.

Work Schedule

• Contracted Hours per Week: 40 Hours
• Scheduled Working Days: Monday through Friday
• Daily Working Time: 8 AM to 5 PM EST

Note: The Company will make reasonable efforts to align the Assigned VA’s schedule with the Client’s preferred hours as set forth above. However, availability may vary based on time zones, capacity, and the contracted hours set in this SOW. Any changes must be mutually agreed to in writing through a revised SOW.

Terms of Engagement

• Contractors will operate under a Master Services Agreement and a Statement of Work
• This is not an offer of employment; contractors are not employees of 20four7VA or any client
• All compensation is processed through 20four7VA according to the terms of the engagement

Role Summary & Requirements

• REQUIRED SERVICE: Business Support
• REQUESTED EXPERIENCE TIER LEVEL: Entry, Junior, Senior Level
• Contracted Hours per Week: 40 hours/week
• Daily Working Time: 8 AM - 5 PM EST
• Scheduled Working Days: Monday-Friday
• REPORTING TO/POC: To Be Determined
• Number of VAs: 1 to 2
• GENDER PREFERENCE: None
• LANGUAGES SPOKEN/PREFERENCE: English
• ACCENT PREFERENCE: Neutral
• REGION PREFERENCES: None

What we offer

• Competitive rates
• Weekly payments
• Various open roles are available
• Free training and upskilling
• Constant support and guidance
• A vibrant community always ready to support you
• And more!

RainFocus, one of the most innovative software companies, is in search of an exceptional HR Business Partner.

About RainFocus

RainFocus cares about its employees, customers, and the world in which we live. Our rapidly growing team serves Fortune 500 companies like Adobe, Cisco, IBM, Oracle, VMware, and others to prepare and execute in-person, virtual, and hybrid events, across the world. Those events are delivered through our industry-disrupting software platform, with groundbreaking business intelligence, to elevate the attendee experience, streamline event operations, and accelerate marketing results. We are well-funded, growing fast, and building a company that is changing the market — it will be challenging, fun and exciting.

About the Role

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition. This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

Duties/Responsibilities:

• Work closely with the Chief People Officer and the HR team to help manage and guide the teams on all things connected to recruiting & onboarding, employee engagement, and performance management.
• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions and transfers.
• Assists international employees with HR matters.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Provides assistance and oversight on the talent acquisition activity for their areas of their responsibility.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Performs other related duties as assigned.

Required skills/abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.

Education and Experience:

• Bachelor’s degree required.
• Minimum of 8 years of experience resolving complex employee relations issues within a software technology company.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or Master’s level degree in one of the human resource disciplines.

Location/Travel

This remote role can be located anywhere in the United States of America.  Travel may be required.

Why work at RainFocus?

At RainFocus we delight millions of attendees at large-scale events by delivering better insights, experiences, and marketing. We were able to pivot our product and services offering in 2020 to continue growing and serving new clients and events.

As a member of the RainFocus team, you will have the opportunity to experience first-hand the impact of our platform at events around the world. Additionally, RainFocus offers competitive salaries, competitive benefits, 401k, generous PTO, and countless other team building activities.

What are you waiting for? Apply today! We need more talented, hard-working, fun-loving team members just like yourself!

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.

About Nabis

Nabis is the #1 licensed cannabis wholesale platform in the world, supplying $1B+ worth of cannabis products annually from hundreds of brands to retailers across California, New York, and Nevada. Our mission is to empower the world to discover cannabis by providing choice, access, and innovation.Through modern, scalable infrastructure, our mission is to empower the world to discover cannabis by providing choice, access, and innovation.

About the Role

We’re looking for a Talent Acquisition Manager to own full-cycle recruiting for a defined set of business functions and help build scalable hiring processes as Nabis grows. You’ll partner directly with hiring managers, carry a high-volume requisition load, and bring structure to how we source, screen, and close candidates across corporate and operations roles.

This is a player-coach role. You’ll carry your own requisition load while leading and developing a small recruiting team. It’s a strong fit for someone who thrives in a fast-paced, evolving environment and wants ownership over both the what (hiring outcomes) and the how (process and systems). Because we hire across regulated cannabis markets, you’ll also own the pre-employment realities that come with the industry, including state work permits and agent badging that directly affect time-to-start.

Responsibilities

• Manage full-cycle recruiting (sourcing through offer) for 15 to 25+ concurrent requisitions spanning corporate and operations functions
• Lead and develop a small recruiting team, including day-to-day management, coaching, and performance support
• Own active sourcing strategy and pipeline generation, particularly for leadership and hard-to-fill roles, using LinkedIn Recruiter and direct outreach
• Partner with hiring managers to define role scorecards, interview plans, and candidate criteria
• Own hiring SLAs and time-to-fill targets across your req load, not just reporting on them
• Drive offers to close, partnering with hiring managers and People on comp positioning and candidate objections
• Support high-volume hourly hiring across distributed warehouse and fleet locations, including navigating state work permits and agent badging that gate time-to-start
• Build and refine Greenhouse workflows (knockout questions, application templates, scorecards, and rejection taxonomies) to keep high-volume pipelines clean and consistent
• Own candidate experience end-to-end, including timely communication and offer negotiation
• Maintain rigorous data hygiene across dispositions and funnel reporting, and report pipeline health, time-to-fill, and conversion metrics to leadership
• Own recruiting tool and channel spend, ensuring investment tracks to outcomes
• Ensure compliance with multi-state hiring regulations (e.g., Fair Chance Act, state-specific application requirements)
• Identify process gaps and build scalable SOPs, templates, and tools as the team grows

What You Bring

• 7+ years of full-cycle recruiting experience, including 2+ years directly managing recruiters or coordinators, ideally with high-volume and multi-market hiring
• Startup or high-growth company experience; you’re comfortable with ambiguity, shifting priorities, and building the plane while flying it
• Hands-on Greenhouse experience, not just using it but configuring workflows, application questions, scorecards, and reporting
• A scrappy, roll-up-your-sleeves attitude; you’re just as willing to fix a broken process as you are to run a candidate slate
• Track record of process improvement: identifying gaps and building the SOP, template, or system that didn’t exist before
• Experience recruiting for both corporate and operational/hourly roles
• Strong data fluency and hygiene: comfortable building trackers, reading funnel metrics, keeping disposition data clean, and reporting you’d stake a leadership update on
• Excellent stakeholder management skills; confident partnering with senior leaders and hiring managers
• Willingness to wear many hats: recruiting, coordination, reporting, and ad hoc People Ops support as needed
• Experience navigating regulated-industry pre-employment requirements (cannabis, healthcare, gaming, or transportation/DOT) a strong plus
• Familiarity with multi-state employment compliance a plus
• Cannabis, startup, or logistics/distribution industry experience a plus

Compensation & Benefits:

• Unlimited PTO and paid holidays
• Base Salary - $130,000
• Medical/Dental/Vision offered to all full-time employees
• 401(k) plan with a match.

Nabis is an Equal Opportunity Employer

Nabis is seeking to create a diverse work environment because all teams are stronger with different perspectives and life experiences. We strongly encourage women, people of color, LGBTQIA individuals, people with disabilities, members of ethnic minorities, foreign-born residents, older members of society, and others from minority groups and diverse backgrounds to apply. We do not discriminate on the basis of race, gender, religion, color, national origin, sexual orientation, age, marital status, veteran status, or disability status. All employees and contractors of Nabis are responsible for maintaining a work culture free from discrimination and harassment by treating others with kindness and respect.

About Remote Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage...

At Mitratech, we are a team of innovators focused on building world-class products that simplify operations in the Legal, Risk, Compliance, and HR functions. We are a close-knit, globally dispersed team that thrives in an ecosystem that supports individual excellence and takes pride in its diverse and inclusive work culture centred around great people practices, learning opportunities, and having fun! Our culture combines an entrepreneurial spirit and enterprise with investment, enabling you to move at a rapid pace with the most complex, leading-edge technologies available.

For over 35 years, the experts at Mitratech have been focused on solving complex needs. Today, we serve 20,000 client companies of all sizes globally, representing 30% of the Fortune 500 and over 500,000 users in over 160 countries.

As we continue to grow, we’re always looking for resourceful, enthusiastic, and fresh perspectives. Join our global team and see what makes Mitratech a truly exceptional place to work!

Due to business and compliance requirements, this position is open only to candidates residing in MEXICO . Applications from candidates located outside this region will not be reviewed.

We’re looking for a Talent Specialist to join our team who will directly impact the candidate experience as a key member of the recruiting team. This person helps attract and secure top talent in a variety of ways to support our growing global business. From full-cycle recruitment and onboarding to engaging our current employees to understand ongoing trends and needs, there are no limits to the ways you can support us in acquiring and keeping talent engaged at Mitratech.

About You

• You are passionate about people and enjoy interacting and developing relationships with others.
• You are also highly detail-oriented and process-oriented, well organised, take a proactive approach to solving problems, and are self-motivated.
• You are tech-savvy and able to quickly learn new systems, tools, and concepts in a fast-paced environment.
• You have exceptional English communication skills, both written and verbal.
• You may have a degree, certificate, or equivalent combination of work experience in a professional environment.
• You have 2–5 years of experience in recruiting or HR, and you can demonstrate interest in and experience with Diversity, Equity, and Inclusion initiatives.
• You may also have strong familiarity with technical recruiting and hiring in the software industry or for related roles.
• You reside in Mexico

About the Position

As a Talent Specialist, you will help us recruit top talent for a variety of positions, from technical hiring to general business needs. You’ll partner with hiring managers to manage multiple requisitions and handle full-cycle recruitment duties including sourcing, screening, scheduling interviews, and making offers. You will also ensure a seamless transition from candidate to employee experience.

Our Talent Team:

• We are a small and mighty team focused on diversifying and elevating Mitratech talent.
• Diversity, inclusion, equity, and belonging are at the forefront of our work, driving our strategy, outreach, process, and recruitment methods.
• Building and cultivating our Employer Brand is a current initiative.
• We have a robust technology stack that streamlines the recruitment process, including tools we’ve built in-house, freeing you up to focus on strategy and building relationships with talent rather than administrative tasks

Day in the Life:

• Supporting all talent acquisition functions for Mexico, US and Canada open roles: sourcing, offering, interview scheduling, and all other activities to keep candidates moving through our pipeline and engaged through onboarding
• Assisting with employer branding and recruitment marketing activities to generate active and passive candidate pipeline
• Keeping our Applicant Tracking System updated and accurate
• Working with a global TA Team, hiring managers, HR, and leaders to kick off new positions, inform and update on candidate and requisition progress, along with educating and partnering to provide a positive experience to all stakeholders
• Contributing and executing on new ideas for attracting and retaining top talent

On a less frequent basis:

• Assisting with additional Talent projects as needed
• Engaging with new hires and internal talent to identify feedback and trends to develop and improve onboarding or retention strategies
• Planning and participating in hiring, engagement, and other events (career fairs, virtual events, conferences or tradeshows, etc.)

We are an equal-opportunity employer that values diversity at all levels. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity, disability, or veteran status.

Company Description

Turner & Townsend is a global professional services company with over 22,000 people in more than 60 countries.

Working with our clients across real estate, infrastructure, energy and natural resources, we transform together delivering outcomes that improve people’s lives. Working in partnership makes it possible to deliver the world’s most impactful projects and programmes as we turn challenge into opportunity and complexity into success.

Our capabilities include programme, project, cost, asset and commercial management, controls and performance, procurement and supply chain, net zero and digital solutions.

We are majority-owned by CBRE Group, Inc., the world’s largest commercial real estate services and investment firm, with our partners holding a significant minority interest. Turner & Townsend and CBRE work together to provide clients with the premier programme, project and cost management offering in markets around the world.

Job Description

As an HR Business Partner, you will serve as a trusted advisor to assigned business leaders, aligning people strategies and HR programs with business objectives. You will partner closely with managers and employees to support employee relations, talent management, performance development, organizational effectiveness, employee engagement, and workforce planning initiatives. This role provides guidance on HR policies, practices, and employment-related matters while helping leaders build high-performing, inclusive, and engaged teams.

The successful candidate will possess strong business acumen and a broad understanding of human resources practices, with the ability to balance employee needs and business priorities. As a collaborative partner, you will identify workforce trends, recommend practical HR solutions, support organizational change initiatives, and drive continuous improvement across the employee experience. This position requires the ability to build strong relationships, influence stakeholders, and deliver HR support that contributes to business success.

This position is preferably based in our Houston, TX office, with consideration given to candidates located in our Atlanta, GA, Phoenix, AZ, or Chicago, IL offices. The role follows a hybrid work schedule, requiring three days per week in the office.

Key responsibilities:

• Partner with senior leadership to execute HR strategies that align with business priorities to foster employee development, engagement, and retention in assigned sector(s)
• Align organizational design, workforce planning, and change management with strategic business plans
• Drive leadership development, succession planning initiatives, and workforce capability building across assigned sectors
• Partner with Centers of Excellence across Talent Acquisition, Total Rewards, Immigration, Payroll, and Learning & Development to deploy talent programs and resolve complex escalations
• Advise leaders to proactively mitigate business risk, navigate complex employee relations issues and deliver ongoing performance coaching
• Lead the execution of core annual HR processes, including total rewards planning, employee engagement surveys, and talent review cycles within assigned sector(s)
• Share data and insights to empower business leaders in decision-making and drive workforce performance
• Mentor and guide a team of HR Generalists to support their profession growth
• SOX control responsibilities may be part of this role, which are to be adhered to where applicable

Qualifications

• 5+ years of HR Generalist, HRBP or equivalent experience
• Bachelor’s degree in Human Resources, Business Administration or related discipline; SHRM - CP/SCP, PHR, SPHR certification a plus
• Demonstrated strength in leadership coaching, with the ability to apply sound judgment and effectively navigate complex situations
• Proven communication, interpersonal, and organizational skills, with excellent attention to detail
• Proven analytical, problem-solving and relationship management skills
• Advanced knowledge of MS Office (including Outlook, Word, Excel, Teams and PowerPoint), Workday experience a plus

Additional Information

*On-site presence and requirements may change depending on our client’s needs*

Our inspired people share our vision and mission. We provide a great place to work, where each person has the opportunity and voice to affect change.

We want our people to succeed both in work and life. To support this we promote a healthy, productive and flexible working environment that respects work-life balance.

Turner & Townsend is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees and actively encourage applications from all sectors of the community.

Please find out more about us at www.turnerandtownsend.com/ and https://www.heery.com/

All your information will be kept confidential according to EEO guidelines.

#LI-MW1

Join our social media conversations for more information about Turner & Townsend and our exciting future projects:

Twitter

Instagram

LinkedIn

It is strictly against Turner & Townsend policy for candidates to pay any fee in relation to our recruitment process. No recruitment agency working with Turner & Townsend will ask candidates to pay a fee at any time.

Any unsolicited resumes/CVs submitted through our website or to Turner & Townsend personal e-mail accounts, are considered property of Turner & Townsend and are not subject to payment of agency fees. In order to be an authorised Recruitment Agency/Search Firm for Turner & Townsend, there must be a formal written agreement in place and the agency must be invited, by the Recruitment Team, to submit candidates for review.

About Remote Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage...

About Remote

Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!) and all of our positions are fully remote.

With Innovation as one of the core values, we have built Automation and AI capabilities into the requirements for every role.

We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best-in-class HR platform.

If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!

What this job can offer you

We are looking for a Manager, Time & Attendance to own the planning, implementation, and service delivery for the Lifecycle Time & Attendance team.

Reporting to the Senior Manager of Lifecycle Operations Time & Attendance, this is an exciting time to join Remote and make a personal impact in the global employment space in our growing Lifecycle Operations team.

As a critical extension of our clients’ HR teams, we navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision. The vision of the Lifecycle team at Remote is not just about maintaining the gold standard in HR practices; it’s about elevating it, integrating cutting-edge technology solutions, and enriching customer experiences in over 80+ countries. On this team, your work directly influences our ability to sustain and extend our compliance coverage, continuously enhance our customer journeys, and significantly increase our operational capacity. You’re not just part of a team; you’re at the forefront of shaping the future of work, ensuring every interaction is fast, intuitive, and profoundly impactful. Dive into a role where your passion for innovation, commitment to excellence, and drive to make a global difference aligns with our mission to empower organizations worldwide to employ anyone, anywhere — compliantly.

What you bring

This role requires a blend of hands-on people management, deep international HR operations knowledge, and specialized expertise in the legal and employee relations complexities of Time & Attendance (T&A).

• Management & Coaching: You have hands-on people management experience with a strong coaching mindset, specifically leading distributed, international teams.
• International HR Ops: You have a proven track record of experience in HR Operations across multiple countries.
• T&A & Compliance Expertise: You possess deep knowledge of Time & Attendance matters, associated wage/hour laws, complex policy exceptions, and disciplinary processes in various jurisdictions.
• Jurisdictional Focus: You have a deep knowledge of complex T&A case resolution, wage/hour compliance, and managing policy discrepancies under labor law in APAC countries.
• Environment: Experience working in a fast-paced, international, scale-up environment.
• Service & Drive: Passionate about accomplishing goals, you are comfortable working in a service level environment (SLAs/KPIs), with an emphasis on continuous improvement and customer satisfaction.
• Technical Acumen: You’re tech-savvy and have experience working with a variety of digital tools, with an eye toward process optimization and automation.
• Language: You write and speak fluent English.
• Data Integrity: You can safely manage and maintain employee data and confidential information, adhering to established protocols while ensuring utmost professionalism and discretion in high-stakes T&A cases.
• Desired Skills (A Plus); Startup, remote working experience and other languages besides English.

Key Responsibilities

• People & Team Leadership: Guide, coach, and develop direct reports to build a high-performing T&A team.
• Culture: Foster a positive team culture across international borders in a remote, asynchronous environment that encourages excellence and innovation.
• Performance Management: Lead performance management by overseeing bi-annual evaluations and aligning individual and team goals with business objectives in our high-performance culture.
• Team Growth: Drive recruitment, training, mentoring, and supervision of the regional team to support their professional growth.
• Complex Case Resolution (ER Scope): Serve as a subject matter expert and the final escalation point on all high-risk Time & Attendance related topics, including complex wage-hour disputes, policy interpretation, and potential disciplinary matters related to timekeeping compliance.
• Cross-Functional Partnership: Partner across domains—including Operations, Product, Engineering, Legal, and Employee Relations (ER)—to enhance T&A processes, workflows, and standard operating procedures (SOPs).
• Process Optimization: Improve & optimize the Lifecycle T&A team’s processes, existing workflows and tools, including identifying opportunities for automation to improve quality, efficiency and drive scale.
• Service Delivery: Ensure efficient, compliant delivery of Time & Attendance services while meeting KPIs and SLAs.
• Risk Mitigation: Safely manage and maintain employee data and confidential information, and advise on best practices to handle sensitive T&A records and investigations with discretion.
• Strategic Resolution: Resolve escalated T&A issues through detailed analysis, including advising on or conducting internal investigations into serious attendance or timekeeping discrepancies, and implementing improvements that drive compliance and business growth.
• AI Enablement: Champion the responsible adoption of AI-assisted tools within the T&A team — identifying opportunities, running pilots, establishing guardrails, and scaling what works. Ensure team members are equipped and confident to use AI tools within Remote’s data handling and compliance guidelines.

Practicals

• You’ll report to: Senior Manager Lifecycle: Time & Attendance
• Team: Lifecycle Operations - Time & Attendance
• Location: For this position we welcome everyone to apply, but we will prioritize applications from the following locations as we encourage our teams to diversify; APAC
• Start date: As soon as possible

Application process

1. Interview with recruiter
2. Interview with team members (no managers present)
3. Interview with future manager
4. Interview with Senior Director
5. Bar Raiser Interview
6. Prior employment verification check

Remote’s Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce.  We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.

Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.

At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.

The annual salary range for this full-time position is

$48,850—$109,900 USD

Benefits

Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:

• work from anywhere
• flexible paid time off
• flexible working hours (we are async)
• 16 weeks paid parental leave
• mental health support services
• stock options
• learning budget
• home office budget & IT equipment
• budget for local in-person social events or co-working spaces

How you’ll plan your day (and life)

We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async.

You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.

If that sounds like something you want, apply now!

How to apply

1. Please fill out the form below and upload your CV with a PDF format.
2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
3. If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.

Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter.

We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.

At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote’s AI guidelines check see here.

Please note we accept applications on an ongoing basis.

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Company Description

Turner & Townsend is a global professional services company with over 22,000 people in more than 60 countries.

Working with our clients across real estate, infrastructure, energy and natural resources, we transform together delivering outcomes that improve people’s lives. Working in partnership makes it possible to deliver the world’s most impactful projects and programmes as we turn challenge into opportunity and complexity into success.

Our capabilities include programme, project, cost, asset and commercial management, controls and performance, procurement and supply chain, net zero and digital solutions.

We are majority-owned by CBRE Group, Inc., the world’s largest commercial real estate services and investment firm, with our partners holding a significant minority interest. Turner & Townsend and CBRE work together to provide clients with the premier programme, project and cost management offering in markets around the world.

Job Description

As an HR Business Partner, you will serve as a trusted advisor to assigned business leaders, aligning people strategies and HR programs with business objectives. You will partner closely with managers and employees to support employee relations, talent management, performance development, organizational effectiveness, employee engagement, and workforce planning initiatives. This role provides guidance on HR policies, practices, and employment-related matters while helping leaders build high-performing, inclusive, and engaged teams.

The successful candidate will possess strong business acumen and a broad understanding of human resources practices, with the ability to balance employee needs and business priorities. As a collaborative partner, you will identify workforce trends, recommend practical HR solutions, support organizational change initiatives, and drive continuous improvement across the employee experience. This position requires the ability to build strong relationships, influence stakeholders, and deliver HR support that contributes to business success.

This position is preferably based in our Houston, TX office, with consideration given to candidates located in our Atlanta, GA, Phoenix, AZ, or Chicago, IL offices. The role follows a hybrid work schedule, requiring three days per week in the office.

Key responsibilities:

• Partner with senior leadership to execute HR strategies that align with business priorities to foster employee development, engagement, and retention in assigned sector(s)
• Align organizational design, workforce planning, and change management with strategic business plans
• Drive leadership development, succession planning initiatives, and workforce capability building across assigned sectors
• Partner with Centers of Excellence across Talent Acquisition, Total Rewards, Immigration, Payroll, and Learning & Development to deploy talent programs and resolve complex escalations
• Advise leaders to proactively mitigate business risk, navigate complex employee relations issues and deliver ongoing performance coaching
• Lead the execution of core annual HR processes, including total rewards planning, employee engagement surveys, and talent review cycles within assigned sector(s)
• Share data and insights to empower business leaders in decision-making and drive workforce performance
• Mentor and guide a team of HR Generalists to support their profession growth
• SOX control responsibilities may be part of this role, which are to be adhered to where applicable

Qualifications

• 5+ years of HR Generalist, HRBP or equivalent experience
• Bachelor’s degree in Human Resources, Business Administration or related discipline; SHRM - CP/SCP, PHR, SPHR certification a plus
• Demonstrated strength in leadership coaching, with the ability to apply sound judgment and effectively navigate complex situations
• Proven communication, interpersonal, and organizational skills, with excellent attention to detail
• Proven analytical, problem-solving and relationship management skills
• Advanced knowledge of MS Office (including Outlook, Word, Excel, Teams and PowerPoint), Workday experience a plus

Additional Information

*On-site presence and requirements may change depending on our client’s needs*

Our inspired people share our vision and mission. We provide a great place to work, where each person has the opportunity and voice to affect change.

We want our people to succeed both in work and life. To support this we promote a healthy, productive and flexible working environment that respects work-life balance.

Turner & Townsend is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees and actively encourage applications from all sectors of the community.

Please find out more about us at www.turnerandtownsend.com/ and https://www.heery.com/

All your information will be kept confidential according to EEO guidelines.

#LI-MW1

Join our social media conversations for more information about Turner & Townsend and our exciting future projects:

Twitter

Instagram

LinkedIn

It is strictly against Turner & Townsend policy for candidates to pay any fee in relation to our recruitment process. No recruitment agency working with Turner & Townsend will ask candidates to pay a fee at any time.

Any unsolicited resumes/CVs submitted through our website or to Turner & Townsend personal e-mail accounts, are considered property of Turner & Townsend and are not subject to payment of agency fees. In order to be an authorised Recruitment Agency/Search Firm for Turner & Townsend, there must be a formal written agreement in place and the agency must be invited, by the Recruitment Team, to submit candidates for review.