Job Description The Aviation Industrial / Organizational (I/O) Psychologist will provide expertise and hands-on strategy, planning, and execution support to drive adoption of our modernization initiative. Thisproject represents a large-scale, safety-critical transformation affecting operational systems, workforce processes, and organizational practices across the National Airspace System (NAS). As the I/O Psychologist, this expert ensures human performance, workforce adaptation, and behavioral risk considerations are systematically integrated into the Program’s organizational change management (OCM) activities. This role applies behavioral science, human factors expertise, and organizational research methods to inform change strategies, OCM plans, operational impact evaluation, personnel and readiness assessments, and interventional strategies in order to drive adoption of new systems and processes. This is an applied science, execution-focused role operating in a high-visibility program with accelerated timelines. Responsibilities - Apply behavioral science, human factors expertise, and organizational research methods to assess the workforce and operational impacts of BNATCS modernization activities. - Lead and support readiness assessments, stakeholder analysis, and behavioral data collection efforts to evaluate organizational preparedness for system, process, and operational changes. - Assess cognitive workload, human-system interaction, and workforce performance implications associated with new technologies, procedures, and operational practices introduced through BNATCS. - Analyze workforce adaptation challenges, retraining requirements, change saturation risks, and potential impacts on controller workload, stress, and operational performance. - Translate behavioral insights and workforce data into actionable recommendations that inform program decision-making, operational planning, and change management strategies. - Support the development and execution of event-based change plans that guide workforce adoption of BNATCS capabilities across implementation phases. - Contribute to the identification and mitigation of behavioral and workforce-related risks that could affect NAS reliability, operational safety, or program adoption. - Collaborate with BNATCS engineering, technical, and operational teams to integrate human performance considerations into system design discussions, technical reviews, and operational planning activities. - Provide human factors insight during design reviews, system integration discussions, and training planning to ensure workforce capabilities and operational constraints are considered. - Evaluate the organizational and operational implications of modernization activities, including impacts to roles, responsibilities, decision authorities, and operational workflows. - Support stakeholder engagement and workforce readiness activities including surveys, focus groups, workshops, demonstrations, and feedback collection efforts designed to facilitate change adoption. - Monitor workforce sentiment, stakeholder feedback, and adoption indicators to inform engagement strategies and refine change interventions. - Contribute behavioral insights to outreach and engagement activities such as demonstrations, working groups, briefings, workshops, and industry events. - Develop and apply behavioral and organizational metrics that track workforce readiness, adoption health, and change effectiveness. - Identify sustainability risks such as workforce turnover, training gaps, or operational resource constraints and recommend strategies to support long-term adoption and workforce capability. Qualifications Qualifications - Ability to obtain Public Trust (U.S. Citizen) - Master’s or Ph.D. in Industrial/Organizational Psychology, Human Factors Psychology, Organizational Psychology, or related applied behavioral science field. - 10–18 years of progressive applied experience in large-scale, complex, safety-critical environments (e.g., aviation, transportation, defense, critical infrastructure, federal agencies). - Demonstrated experience in human factors assessment, workload analysis, cognitive ergonomics, or workforce performance evaluation. - Experience designing and conducting readiness assessments, surveys, interviews, or structured behavioral data collection for enterprise change management - Experience translating behavioral data into operational recommendations and action plans for senior leadership. - Ability to operate effectively in performance-based, time-sensitive environments. - Excellent written and verbal communication skills. Preferred - Experience supporting aviation, FAA, DOT, or DoW aerospace modernization initiatives. - Strong facilitation and stakeholder engagement skills, including experience in unionized or labor-partnered settings. - Familiarity with FAA Safety Management System (SMS) or comparable safety frameworks. - Experience supporting system integration or enterprise modernization programs. - Certification in human factors, Prosci, organizational change management, or related discipline #LinkedInRemote About Us Perks of working at NetImpact Strategies - Your health comes first – we offer comprehensive medical, dental, & vision insurance that starts the first of the month after you join the team - Invest in your future – 401(k) Plan – Immediately vested employer contributions; no matching required - Work hard, play hard – we offer a generous Paid Time Off (PTO) policy, one (1) additional day of paid wellness leave per calendar year, and observe ten (10) federal holidays - Pawsitively pawesome – Pet Insurance (because our little critters are part of our families, too!) - Invest in your education – Tuition reimbursement, internal training programs, & company-sponsored industry certifications! - Be part of a dynamic and collaborative work environment recently ranked by The Washington Post as a Top Work Place in 2019, 2021,2022, 2023, & 2024! - Have fun and celebrate and give back – Team building activities, community volunteering, quarterly HQ days, wellness events, happy hours, family fun events, and more! ABOUT US NetImpact Strategies Inc. (NetImpact) has been a Trusted Advisor driving impact through digital transformation for the Federal Government for over a decade. We solve complex problems with innovation and agility to create meaningful, transformative, and enduring change. As Trusted Advisors, NetImpact professionals partner with customer agencies to deliver solutions that empower them to not only meet their missions but also realize their strategic vision through agile, outcome-focused solutions addressing both strategic and tactical requirements. We design and implement comprehensive, tailored solutions that are both mindful of the client's culture and organizational dynamics. NetImpact’s core values and commitment to a customer and results-oriented delivery approach has propelled our growth and enabled us to deliver impactful value across Strategic Consulting, Process Automation, Cloud, DevSecOps, Data and Analytics, and Cyber Security for the Federal Government. ACCESSIBILITY NOTE NetImpact Strategies is committed to complying with all applicable provisions of the Americans with Disabilities Act, as amended (“ADA”), and applicable state and local laws. It is NetImpact’s policy not to discriminate against any qualified person or applicant with regard to any terms or conditions of employment on the basis of such individual’s disability. Consistent with this policy of non-discrimination, NetImpact will provide reasonable accommodations to an individual with a disability, as defined in the ADA or applicable law, who has made NetImpact aware of his/her disability, unless doing so would cause undue hardship to NetImpact. If you are an applicant and need reasonable accommodation when applying for job opportunities within NetImpact, or request reasonable accommodation to utilize NetImpact’s online employment application, please contact careers@netimpactstrategies.com.

Role Description We have an exciting, challenging and rewarding opportunity open as a HR Generalist to support several functions groups at our HQ, such as Supply Chain HQ, Real Estate and Facilities, and Sales Enablement as well as special projects. - Partners with people managers, HR Business Partner, HR Director, AskHR, & EPG - Partners with Talent Acquisition and RPO on recruiting status and approvals - Supports administrative processes with managers as an HR partner in Workday - Supports Leave of Absences and Compensation recommendations - Assesses gaps and opportunities for improvement of processes relating to HR and recommend solutions to management and HR Business Partner - Analyze, prepare, and maintain reporting for Functional leadership team - Assists in the development and delivery of training in partnership with HRBPs for managers, supervisors, and associates on human resource priorities, initiatives, and/or policies - Researches and stays abreast of current developments, amendments, and interpretational changes in policies affecting human resources and employer/employee relations; educates and trains People Managers accordingly - Act as a partner with a dedication to compliance and legality matters - Raises and communicates important topics to appropriate HRBP/HRD or EPG Qualifications - Bachelor’s Degree in Human Resources or Business or related equivalent experience - Minimum of 3 years’ experience in an HR position - Proficient with Microsoft products, with a strong focus on Excel; Testing will be required - Experience with Workday or a comparable HRIS System - Intuition for business - Excellent interpersonal, verbal, and written communication skills - Ability to listen attentively to people's ideas and concerns - Analytical, diligent, and detail oriented with excellent follow-up skills - Outstanding project management and planning abilities - Ability to build effective, trusting relationships that contribute to personal and team efficiency - Keeps matters confidential and uses tact and courtesy while safeguarding confidentiality Benefits - Health, dental, and vision insurance - Paid time off - Life insurance - 401(k) with a company match - Mental health coverage - Gender affirming and family building benefits - Paid parental leave - Associate discounts - Community involvement opportunities - Additional meaningful and inclusive enhancements adaptable to diverse situations and needs Pay Range Actual pay rate may vary depending upon location. The estimated pay range for this position is below. The specific rate will depend on a candidate’s qualifications and prior experience. - $4,766.67 - $10,975.00 - Estimated Ranges displayed are Monthly for Salaried roles or Hourly for all other roles - This role is Bonus or Incentive Plan eligible - Ferguson complies with all wage regulations. The starting wage may be higher in certain locations based on local or state wage requirements Equal Employment Opportunity The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected Veterans and the requirements of 41 CFR 60-741.5(A), which prohibits discrimination against qualified individuals on the basis of disability. Ferguson Enterprises, LLC. is an equal employment employer F/M/Disability/Vet/Sexual Orientation/Gender Identity.

Job Title & Specialty Area: Human Resources Business Partner (2 openings - one Dallas, one Plano) Department: Human Resources Location: Dallas or Plano Shift: Monday - Friday, 8A - 5P Job Type: Remote with onsite requirements Why Children's Health? At Children's Health, our mission is to Make Life Better for Children, and we recognize that their health plays a crucial role in achieving this goal. Through our cutting-edge treatments and affiliation with UT Southwestern, we strive to deliver an extraordinary patient and family experience, ensuring that every moment, big or small, contributes to their overall well-being. Our dedication to promoting children's health extends beyond our organization and encompasses the broader community. Together, we can make a significant difference in the lives of children and contribute to a brighter and healthier future for all. Summary: Reporting to the VP HR Consulting, the HRBP is a key member of an embedded HR Consulting team assigned to a specific business line (market/corporate/other). Participates as a key member of client teams to inform and implement local people priorities, strategies, and goals; attends client meetings to establish understanding of operational and business objectives and to provide input on performance, development, engagement, attrition, or other people impact. Provide change management expertise to leaders and teams to ensure alignment and adoption of initiatives to meet market/business unit and enterprise strategies. Participates with local HR leadership team to engage extended HR team resources and stakeholders; ensures change plans provide stakeholders with a clearer understanding of what will change and how to align behavior and work practice changes. In partnership with VP HR Consulting engages HR Centers of Excellence resources to provide people solutions that are aligned with enterprise people strategies and designed to achieve local performance objectives. Responsibilities: * SYSTEM ALIGNMENT: Partner with HRLLI colleagues to support local client people practices and programs that are aligned with enterprise objectives: * Workforce Planning: Supports VP HR Consulting and clients in workforce planning activities utilizing the 4R model (recruitment, retention, reskilling, and redesign) to create a local workforce plan. Contributes to the design and leads retention and redesign plans, collaborates with talent acquisition and learning teams on recruitment and reskilling plans, accountable for change management plans. Contributes to the integration/separation of teams resulting from acquisitions/divestitures; partners as appropriate with corporate HRLLI resources to support change efforts, foster accelerated adoption of change and meet operational performance objectives resulting from these changes. Leads cultural assimilation process for newly acquired businesses * Talent Acquisition and Workforce Strategies: Collaborate with client leaders and Talent Acquisition team on development of staffing initiatives; collaborates to support internal mobility objectives and career management of team members. Client-based staffing initiatives may inform the development of new talent pipelines, the HRBP facilitates the connection and planning with Talent Acquisition, client leaders and local HR resources * Talent Development and Performance Management: Supports leaders on the talent management activities related to organization design projects, restructuring, and acquisitions. Leads performance and PEAC calibration sessions, individual coaching, counseling, PIPs, and involuntary separations, succession planning, and career development for team members. Oversees development plans and performance on those plans; accountable to ensuring an ongoing view of leadership talent and preparedness. Participates with leaders to support enterprise talent discussions that inform talent and succession planning * Shared Services: Direct clients and team members to effectively use shared services capabilities; provide input to inform the development of new capabilities for shared services * Total Rewards: Support local leaders in annual compensation planning and foster team member understanding of pay program philosophies and practices. Partner with local leaders during the identification of potential competitive pay challenges leveraging performance, engagement, retention, and recruitment data to build business case for off-cycle market reviews. Works through VP HR Consulting to engage reward team for developing solutions aligned with enterprise reward programs and objectives to deliver competitive and equitable pay * Employee Relations/ Compliance Manages employee relations issues in a timely manner with an emphasis on conflict resolution and leadership coaching; Advises leaders on legal risk and other implications of high-level HR decisions (for example, staffing, separation, and workforce realignments). Accountable for ensuring all appropriate documentation is collected to support termination recommendations. Partner with leader to develop separation plan. Ensures executive approval of terminations including local VP HR Consulting. Partners with HR colleagues, leaders and Legal to implement training or other interventions that will assist in eliminating or reducing problems identified in an investigation or through the review or analysis of market specific trends. * Engagement and Inclusion: Supports local Engagement & Inclusion programming and may lead or have an administrative governance role with an Employee Work Group or Engagement & Inclusion council; ensures alignment with enterprise policies and practices. * Learning, Leadership Development and Engagement: Provides local support to annual engagement survey activities and manages local Engagement Every Day planning. Equips clients with Engagement Every Day activities and resources; oversees performance and actions related to low-engagement teams. Serves as a talent partner for individual development planning and workforce development activities for assigned client group(s). Partners with the Learning and Leadership teams to identify appropriate development programs and opportunities. Facilitates and leads training sessions on a variety of HR related topics * Communication: In collaboration with the VP HR Consulting, serve as the feedback loop for communication tools supporting all aspects of the life cycle of employment (newly hired, onboarding, tenured, promoting, retiring, and separating) * People Technology and Analytics: Leverage internal platforms and data to inform client initiative priorities and monitor for progress. Deliver a regular review of people performance metrics aligned with established local cadence of reporting to inform leaders of people priorities and performance. Participate in intake sessions with client and People Technology and Analytics team for specific needs and requests. Utilizes people data and self-service analytics platforms to identify insights that measure success and drive improvement within client groups. Analyzes trends and metrics with the client leadership team to develop solutions, programs, and goals * DECISION MAKING: Decision authority for daily work practices; exception management requires collaboration with upline leader prior to final decision; subsequent collaboration may include Legal and/or EVP, HR Operations and Shared Services or Chief People Officer depending on circumstances. In collaboration with direct leader, establishes protocols for escalation of people issues; establishes cadence for visibility of performance areas and reporting expectations How You’ll Be Successful: WORK EXPERIENCE * At least 8 years Progressive HR (or related) experience required EDUCATION * Four-year Bachelor's degree or equivalent experience required LICENSES AND CERTIFICATIONS * PHR/SPHR or other HR-related industry certification preferred JOB PROFILE * Regarded internally (and possibly externally) as an expert in a professional field who is critical to the success of the function internally; typically accountable for the performance and results of major programs and/or initiatives * Consults with clients and partners on developing solutions to address issues. Uses critical thinking to create business plans, policies, and procedures applicable at the system level * Leads long-term projects with notable risk and complexity; develops the strategy for project execution * Solves unique and complex problems with broad impact on the business; requires conceptual and innovative thinking to develop solutions * Through strategic input to the function, impacts the direction and resource allocation for programs, projects or services; works within general functional policies and industry guidelines * Anticipates business and regulatory issues; recommends improvements to products, processes or services * Communicates complex ideas, anticipates potential objections and persuades others, often at senior levels, to adopt a different point of view; works on cross functional teams NON-MANAGEMENT SKILLS * Maintain effectiveness when experiencing major changes in work responsibilities or environment; adjust effectively to work within new work structures, processes, requirements, or cultures. * Use appropriate interpersonal styles to establish effective relationships with customers and internal partners; interact with others in a way that promotes openness and trust and gives them confidence in one's intentions. * Ensure that the customer perspective is a driving force behind business decisions and activities; craft and implement service practices that meet customers' and own organization's needs. * Develop and use collaborative relationships to facilitate the accomplishment of work goals. * Identify and understand issues, problems, and opportunities; compare data from different sources to draw conclusions; use effective approaches for choosing a course of action or developing appropriate solutions; take action that is consistent with available facts, constraints, and probable consequences. * Take prompt action to accomplish objectives; take action to achieve goals beyond what is required; be proactive. * Deal effectively with others in an antagonistic situation; use appropriate interpersonal styles and methods to reduce tension or conflict between two or more people. * Effectively manage one's time and resources to ensure that work is completed efficiently. * Accomplish tasks by considering all areas involved, no matter how small; showing concern for all aspects of the job; accurately checking processes and tasks; being watchful over a period of time. * Set high standards of performance for self and others; assume responsibility and accountability for successfully completing assignments or tasks; self impose standards of excellence rather than having standards imposed. * Assimilate and apply new job-related information in a timely manner. * Clearly convey information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message. A Place Where You Belong We put our people first. We welcome, value, and respect the beliefs, identities and experiences of our patients and colleagues. We are committed to delivering culturally effective care, creating meaningful partnerships in the communities we serve, and equipping and developing our team members to make Children’s Health a place where everyone can contribute. Holistic Benefits – How We’ll Care for You: · Employee portion of medical plan premiums are covered after 3 years. · 4%-10% employee savings plan match based on tenure · Paid Parental Leave (up to 12 weeks) · Caregiver Leave · Adoption and surrogacy reimbursement As an equal opportunity employer, Children's Health does not discriminate against employees or applicants because of race, color, religion, sex, gender identity and expression, sexual orientation, age, national origin, veteran or military status, disability, or genetic information or any other Federal or State legally-protected status or class. This applies to all aspects of the employer-employee relationship including but not limited to recruitment, hiring, promotion, transfer pay, training, discipline, workforce adjustments, termination, employee benefits, and any other employment-related activity.

Benefits Manager (Human Resources) Work Location: Remote - USA Schedule: Full time To advance the purpose of InterVarsity, this position will lead in serving staff in the areas of welfare and retirement benefits. MAJOR RESPONSIBILITIES: Coordinate and administer welfare and retirement benefit plans by: • Coordinating the negotiation, management and communication of InterVarsity’s benefit plans • Assisting in the preparation of the annual budget for benefit plans and coordinating the development of revised benefit charges annually with Accounting for review and adoption by senior management • Providing ongoing analysis of benefit plans and their costs, and preparing benefit plan design proposals • Ensuring accurate health, Rx, dental, LADD (life, death/dismemberment), Vol. Life, STD and LTD insurance enrollment. Ensuring accurate ongoing data in health, prescription and dental vendor databases. • Encouraging participation and overseeing the 403(b) retirement plan • Encouraging participation and overseeing annual Flex Plan enrollment and ongoing coordination with vendor • Ensuring the accurate and timely payment of premiums for all welfare benefit plans • Encouraging staff enrolled in all welfare benefit plans to utilize Patient Care to answer questions and resolve issues regarding the plans/coverages and claims processing; providing second-tier advocacy when needed • Overseeing the preparation of benefits communication materials for staff • Managing COBRA process and procedures • Overseeing welfare and retirement benefit plans’ operation and legal compliance / notices to participants (e.g., SPD’s, plan change notices, SARs) • Coordinating payment of STD, LTD and LADD claims with vendor, Compensation Administrator, and Accounting • Designing, implementing, and overseeing HIPAA privacy procedures • Providing benefits orientation for InterVarsity staff and employees, including annual meetings at IVP and ONS Establish partnerships of care and service with and for InterVarsity staff and supporters by: • Maintaining open lines of communication with all staff • Hearing and responding to staff needs and concerns • Communicating and educating staff regarding benefits and policies • Communicating regularly with donors regarding ministry, to share prayer requests and updates Pay Range: $62,000 - $75,000 per year Benefits: We offer a competitive benefits package, including health care and retirement savings with a match. Eligibility is based on employee type and hours worked. Benefits include the following: - 403(b) Retirement Savings Plan - 403(b) matching contributions - Dental insurance - Employee assistance program - Employee discounts - Flexible work schedule - Flexible spending accounts - Health insurance - Health savings account - Life insurance - Paid time off - Parental leave - Professional development assistance - Vision insurance Equal Employment Opportunity: InterVarsity Christian Fellowship/USA is both an equal opportunity employer and a faith-based religious organization. We conduct hiring without regard to race, color, ancestry, national origin, citizenship, age, sex, marital status, parental status, membership in any labor organization, political ideology, or disability of an otherwise qualified individual. The status of InterVarsity Christian Fellowship/USA as an equal opportunity employer does not prevent the organization from hiring staff based on their religious beliefs so that all staff share the same religious commitment.  Pursuant to the Civil Rights Act of 1964, Section 702 (42 U.S.C. 2000e 1(a)) InterVarsity Christian Fellowship/USA has the right to, and does, hire only candidates who agree with InterVarsity’s Statement of Agreement: Purpose and Doctrinal Basis because InterVarsity believes that each and every staff plays a vital role in advancing InterVarsity’s mission and purposes.