Mapbox is the leading real-time location platform for a new generation of location-aware businesses. Mapbox is the only platform that equips organizations with the full set of tools to power the navigation of people, packages, and vehicles everywhere. More than 4 million registered developers have chosen Mapbox because of the platform’s flexibility, security and privacy compliance. Organizations use Mapbox applications, data, SDKs and APIs to create customized and immersive experiences that delight their customers. What We Do The People team's mission is to build, support, and grow the high performing teams who build the best location platform in the industry. We steward the Mapbox culture of innovative, customer-driven, collaborative, humble builders. The People organization at Mapbox includes: HRBPs, HR Operations, Compensation, Benefits, Internal Communications, Learning & Talent Development, and Talent Acquisition. What You'll Do Mapbox is looking for a Senior Director of HR Operations and Total Rewards to scale and strengthen the systems that support our global team. In this role you will lead our global HR Operations, Total Rewards (Compensation & Benefits), and People Analytics, ensuring our systems and processes are thoughtful, scalable, and aligned to how we build our teams and products. This is a high-impact and hands-on role. You will manage a talented team including a Benefits lead, a Compensation individual contributor, and an Operations manager who oversees the global Operations team. You will own the People technology roadmap (centered on Rippling) and lead the charge in finding practical ways to integrate AI into our workflows to transform our data and operations into a strategic, high-velocity asset. - Total Rewards Strategy: Provide guidance and oversight of our global benefits programs and hands-on support for compensation strategy and execution of our pay programs. You will partner with the team to evolve our total rewards philosophy into a strategic function that scales with our high-performance culture. - Team Leadership & Mentorship: Lead and develop a high-impact team by setting clear, strategic direction, removing blockers, and elevating their impact across the organization. - AI-Driven Operations: Lead the evolution of our operating model by identifying and integrating AI solutions. You will drive the shift from manual, reactive processes to intelligent, self-service infrastructure that scales with our global workforce. - Global Infrastructure Ownership: Own the operational and compliance health of our international footprint, including key hubs in Helsinki, Belarus and Japan. Ensure seamless operations across all entities and PEO relationships while preserving our remote-first culture. - People Technology Ownership: Act as the functional architect for our People Technology; you will ensure the HRIS platform is fully leveraged, integrated, and secure. - Advanced People Analytics: Move us from descriptive reporting to advanced, predictive analytics. Build the models that help us understand global headcount trends, pay equity, and organizational health - enabling smarter, faster decisions across leadership. What We Believe are Important Traits for This Role - 12+ years of experience in People Ops and Total Rewards, meaningful time spent in high-growth, remote-friendly tech environments. - Comfortable leading and doing: You can model a complex equity refresh in Excel, as well as coach a leader through a global compliance hurdle. - Systems Expertise: Direct experience with Rippling (or similar modern HRIS) and a desire to stay hands-on with system administration and data architecture. - AI/Automation Approach: You have implemented AI or automation tools that have improved team productivity and the employee experience. - Global Fluency: You’ve worked with international teams—especially in Europe—and understand how to balance company-wide approaches with local regulations. - Data Sophistication: You don't just consume reports; you build the logic and automation that generates them. What We Value In addition to our core values, which are not unique to this position and are necessary for Mapbox leaders: - We value high-performing creative individuals who dig into problems and opportunities. - We believe in individuals being their whole selves at work. We commit to this through supportive health care, parental leave, flexibility for the things that come up in life, and innovating on how we think about supporting our people. - We emphasize an environment of teaching and learning to equip employees with the tools needed to be successful in their function and the company. - We strongly believe in the value of growing a diverse team and encourage people of all backgrounds, genders, ethnicities, abilities, and sexual orientations to apply. Our total annual cash compensation for this role ranges from $216,325 - $292,675 for most US locations and 5% to 10% higher for US locations with a higher cost of labor. Job level and actual compensation will be decided based on factors including, but not limited to, individual qualifications objectively assessed during the interview process (including skills and prior relevant experience, potential impact, and scope of role), market demands, and specific work location. Please discuss your specific work location with your recruiter for more information. By applying for this position, you acknowledge that you agree to the Mapbox Privacy Policy which is linked here. Mapbox participates in E-Verify to confirm employee work authorization. Please refer to the Notice of E-Verify Participation and Right to Work posters for more information. We are committed to a fair and equitable hiring process. We do not discriminate against any protected class. #LI-Remote

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description Help build a global team as a Talent & People Ops Specialist. This person will own the end-to-end recruitment process while also supporting our HR operations, acting as the right hand to our Director of HR and helping build the foundation of our People function. - Drive full-cycle recruitment from job posting and sourcing to screening and hiring coordination - Create and promote compelling job posts across LinkedIn, Indeed, and niche job boards - Source and engage top candidates through outreach, especially on LinkedIn - Draft offer letters, conduct reference checks, and manage offer negotiations - Set up new hires in Rippling (HRIS) and ensure all systems access is ready before Day 1 - Maintain and audit employee records in the HRIS to ensure accuracy and compliance - Support employer branding initiatives and help grow the company’s LinkedIn presence - Assist with HR projects, data management, and provide backup support for payroll processing Working hours are flexible, but some availability in the afternoon (after 2–3 PM EST) may be needed occasionally to accommodate interview or onboarding schedules. Qualifications - 4+ years of recruitment experience - Proven experience working remotely for an international or US-based business - Experience in full-cycle recruiting, including hiring both international and US-based employees - Strong sourcing skills, especially using LinkedIn - Experience managing recruitment pipelines within an ATS - Experience working with HRIS systems - Excellent organizational and data management skills - Experience contributing to employer branding initiatives - Strong attention to detail when handling contracts and employee data Requirements - Brownie points for experience using Rippling HRIS - Experience supporting payroll or HR administration - Experience contributing to employer branding initiatives Benefits - Salary: $2,500-$3,500 per month, paid bi-weekly - Full-time role: Fully remote - Unlimited PTO available after 60 days of service - Birthday leave - take your birthday off from day one - Holiday closure between Christmas and New Year’s Day - 12 paid holidays per year - $1,000 tech allowance for home office upgrades after 6 months Please note that this is a gross salary and that you are responsible for any tax-related procedures in your country of residence. We kindly ask you to apply only if you are happy to work remotely as an independent contractor. Company Description At egelloC, we’re on a mission to help ambitious students gain admission to the world’s top universities. We’re a fast-growing, remote-first company operating in the college admissions space, supporting students through one of the most important milestones of their lives. Our team is truly global, with talent spread across the U.S. and internationally, and we’re proud of the supportive, collaborative culture we’ve built along the way. We believe great people build great companies. That’s why we focus on creating an environment where talented individuals can thrive, take ownership, and grow with us.

People Operations Associate Experience Camps is a national nonprofit that transforms the lives of grieving children through no-cost summer camps, year-round programs, and a culture-shifting movement to normalize childhood grief. Our vision is a world where every grieving child has the support they need to thrive. THE OPPORTUNITY The People Operations Associate is the day-to-day operational backbone of Human Resources. This role supports recruitment, onboarding, employee lifecycle administration, and program-facing HR needs while ensuring consistency, responsiveness, and documentation across systems.  As Experience Camps continues to grow, this role is essential to maintaining a high-quality employee experience. The People Operations Associate will focus on execution, coordination, and operational excellence. This position is ideal for someone who is detail-oriented, service-minded, systems-comfortable, and excited to support a mission-driven organization.  RESPONSIBILITIES The following is not intended to be an exhaustive list.  Other responsibilities and duties may be assigned: PROGRAM STAFF RECRUITMENT - Manage full-cycle recruitment for Program roles (seasonal and ongoing), including: - Job postings - Application screening - Interview coordination - Reference checks - Offer preparation (with HR Ops approval) - Track hiring pipelines, timelines, and candidate movement - Partner with Program leaders to anticipate staffing needs and mitigate hiring risks - Maintain recruiting templates, documentation, and playbooks  ONBOARDING AND OFFBOARDING - Coordinate onboarding logistics for Program and HQ staff: - Offer letters and documentation - System access setup (in partnership with HR Ops & IT) - Training scheduling and tracking - Welcome materials and orientation coordination - Ensure required compliance trainings are completed - Support structured offboarding processes, including access removal and documentation collection - Maintain onboarding and offboarding checklists and templates  HR SYSTEMS AND DATA ADMINISTRATION - Maintain accurate employee records within HRIS and related systems - Support payroll coordination and benefits documentation - Track PTO, time & attendance, and required acknowledgements - Maintain personnel files and documentation standards - Generate routine HR reports and dashboards for HR Ops  HR SYSTEMS AND DATA ADMINISTRATION - Serve as first point of contact for Program staff HR questions - Provide guidance on: - PTO and benefits questions - Onboarding logistics - Expense reimbursement processes - Policy navigation (non-interpretive) - Escalate performance, employee relations, or policy concerns to HR Operations Manager  PROCESS DOCUMENTATION & CONTINUOUS IMPROVEMENT - Maintain hiring playbooks, onboarding guides, and program-specific HR documentation - Identify process gaps or inefficiencies and propose improvements - Support documentation of SOPs as the organization scales - Assist in refining employee lifecycle processes as capacity expands  EXPECTATIONS & COMPENSATION - 40 hours/week (standard schedule is generally Monday through Friday, 9-5/10-6 ET, depending on location) with flexible hours to account for calls and meetings in the evenings - Primarily remote position with occasional in-person requirements. This role includes periodic travel to the Westport, CT office for team collaboration, as well as in-person participation at certain programs and events. Full on-site availability is required during camp weeks in July and August, along with occasional travel throughout the year for scheduled events and meetings.  - Annual base salary range: $55,000 - $65,000, commensurate with experience - In addition to the annual base salary, Experience Camps offers a benefits package for full-time employees including employer-subsidized health, wellness, and technology benefits; a healthcare concierge service; flexible work scheduling; telecommuting; paid holidays; and PTO, bereavement, and parental leave offerings. QUALIFICATIONS - Bachelor’s degree or equivalent combination of education and experience preferred - 2-5 years of relevant experience.  - Strong organizational and documentation skills - Comfort with HR systems and data entry - Clear communicator with strong service orientation - Ability to manage multiple priorities and deadlines - Detail-oriented and process-driven - Responsive and service-minded - Strong judgment in knowing when to escalate - High level of discretion and confidentiality - Systems-comfortable and tech-forward - Calm under pressure during hiring surges Preferred: - Experience in nonprofit or mission-driven environments - Familiarity with seasonal or program-based staffing models - Experience with HRIS, ATS, or payroll systems - Interest in growing within People Operations MORE ABOUT THE RIGHT FIT - A desire to truly own your actions, decisions, responsibilities, and outcomes as part of a highly effective and accountable leadership team - A multi-tasker, capable of balancing several projects and delivering on tight timelines - Adaptable, strong listener, comfortable providing feedback, and holding others accountable in a clear and constructive manner - People-oriented, high emotional intelligence, relationship builder, empathetic, works well with people of all identities - Able to think ahead and catch problems before they arise - Can balance the need for systems to increase efficiency and productivity with the need to maintain a flexible culture where creativity thrives ABOUT OUR TEAM We don’t take ourselves too seriously, but we take the work very seriously. We laugh a lot. We live by the values. We love what we do. We take our vacation days and believe in self-care. We are a unique blend of strengths and personalities and we seek to understand each other. We get downright giddy at the mention of camp. OUR CORE VALUES: C.A.M.P. - Come As You Are (unless you’re a jerk): Bring your unique voice and your authentic self to the table. Have an open mind and respect the value in other perspectives. - Always FTK: Stay true to the mission and focus on the outcomes. Above all else, we are here “For The Kids”. - Make it Count: Whatever you do, do it well. Inspire others through your actions. Lead with passion. Love what you do. - Pass the Squeeze: Offer support when it’s needed. Accept support when it’s offered. Be a team player. Experience Camps is an equal opportunity employer. Our campers come from all walks of life and so do we. We recognize that career paths are not always linear nor traditional. and that many people are less likely to apply unless they meet all requirements. We are looking to hire people from a wide variety of backgrounds because it makes us stronger. If you share our values, and you bring passion and a learning mindset, you belong here and we encourage you to apply. You can learn more about our Diversity, Equity, and Inclusion commitments here.

• Partner with leadership to design and evolve organizational structure and scalable operating models. • Support managers in building high-performing teams through coaching, performance management frameworks, and structured feedback. • Track and analyze HR metrics and people analytics to support workforce planning and hiring strategies. • Manage a global workforce of employees and contractors across multiple jurisdictions. • Implement and improve HR systems, processes, and policies. • Drive initiatives that strengthen culture, engagement, and collaboration in a remote-first environment. • Handle sensitive employee matters with professionalism, discretion, and integrity.