Director, People & Culture 📍 Remote (U.S.-based) | 💼 Full-Time | 💰 $120,000 Join Courier Newsroom - an organization that drives journalism and empowers communities. At Courier Newsroom, we’re reinventing local media to inform and empower communities through impactful reporting. Our mission is rooted in civic engagement and equity—and we’re growing fast. We are presently looking for a Director, People & Culture to oversee People & Culture and help build an accountable, high-performing, and creative workplace rooted in equity and inclusion. COURIER Newsroom is committed to building an inclusive workplace that values diverse perspectives and lived experiences. We strongly encourage women, people of color, individuals with disabilities, LGBTQ+ candidates, and those from all backgrounds to apply. As an equal opportunity employer, we strive to break down barriers and ensure every team member feels seen, heard, and supported. RESPONSIBILITIES This role will shape the company’s people strategy, support leadership in building strong teams, and ensure systems, policies, and practices scale with the organization. Talent Acquisition Lead and continuously improve the company’s recruitment strategy to attract and hire exceptional talent. - Optimize sourcing strategies and hiring processes to ensure strong, diverse candidate pipelines - Maintain clear, consistent, and accessible recruitment practices across the organization - Leverage technology and systems to improve efficiency and transparency in hiring - Partner closely with hiring managers to support thoughtful, mission-aligned hiring decisions Culture, DEI & Internal Communications Cultivate a culture that is inclusive, transparent, and mission-driven. - Embed equity and inclusion across all People & Culture practices, from recruitment through retention - Lead culture initiatives that strengthen belonging, collaboration, and accountability across a distributed workforce - Develop internal communications practices that ensure clarity, transparency, and alignment across teams - Plan and facilitate bi-monthly company All Hands and other opportunities for team connection Performance Management & Professional Development Design and manage systems that support employee growth, feedback, and accountability. - Lead the full-cycle performance management process, including goal setting, feedback, and evaluations - Support managers in effective people management, coaching, and employee relations - Equip managers with tools, training, and frameworks to effectively lead teams - Develop frameworks that encourage continuous feedback and high performance - Build and scale professional development programs for staff and managers - Identify opportunities for organization-wide learning, leadership development, and skill building Compensation & Benefits Develop and maintain fair, competitive compensation and benefits programs that support employee wellbeing and retention. - Develop and maintain compensation frameworks and salary bands - Partner with leadership on compensation planning, promotions, and leveling decisions - Oversee benefits programs and regularly evaluate offerings to support staff wellbeing and organizational competitiveness Employee Relations Provide guidance and leadership on employee relations matters to ensure fair, consistent, and legally compliant practices. - Support managers in navigating employee relations challenges and workplace concerns - Lead sensitive conversations, investigations, and conflict resolution when needed - Ensure consistent and equitable application of company policies Union Relations With SVP of Operations, serve as a liaison between the company and the union. - Represent the organization in union negotiations - Support implementation and ongoing management of the collective bargaining agreement (CBA) - Partner with leadership to ensure compliance with union agreements and effective labor-management relationships People Systems, Data & Compliance Ensure People & Culture systems operate effectively, efficiently, and in compliance with applicable regulations, while enabling a data-informed approach to people operations. - Maintain compliance with federal, state, and local employment laws - Oversee the company’s PEO and HR systems, regularly evaluating tools and vendors to ensure they meet organizational needs - Maintain clear policies, documentation, and operational standards - Track and analyze people data (hiring, retention, engagement, etc.) to inform leadership decisions Staff Safety & Organizational Risk Partner with Operations and Technology leadership to ensure staff have the training, policies, and tools needed to operate safely in a complex external environment. Courier Newsroom offers the following benefits: - Unlimited Paid Time Off (PTO), 11 paid holidays a year - An Employee Assistance Program (EAP) - Full suite of health benefits - $500 home office reimbursement - 401k - Flexible working arrangements Courier Newsroom is an equal opportunity employer. Women, people of color, those with disabilities, and members of the LGBTQ community are strongly urged to apply. Applicants shall not be discriminated against because of race, religion, sex, national origin, ethnicity, age, disability, sexual orientation, gender identity, color, marital status, or medical conditions. Location United States (Remote) Department People and Operations Employment Type Full-Time

Description The Total Rewards Specialist supports the administration and coordination of compensation, benefits, and incentive programs within the HR Operations Center of Excellence (COE). This role focuses on ensuring total rewards programs are administered accurately, consistently, and in compliance with company policies and regulatory requirements. The Total Rewards Specialist works closely with HR leadership, Payroll, Finance, and HRIS teams to support compensation processes, benefits administration, and employee inquiries related to total rewards programs. This role is primarily operational and administrative in nature, supporting the execution of total rewards programs across the organization. Requirements Compensation Administration - Administer salary structures, job benchmarking, and compensation data tracking. - Support and manage annual merit increase and incentive program processes. - Maintain accurate compensation records, files, and related documentation. - Prepare compensation reports, analyses, and supporting data as needed. Benefits Administration - Administer health, welfare, retirement, and 401(k) programs, including eligibility, enrollments, and ongoing plan administration. - Coordinate open enrollment activities, including preparation and employee communications. - Serve as a primary point of contact for employee benefit and 401(k) questions. - Partner with benefits vendors, recordkeepers, and brokers to support program administration and resolve issues. - Assist with 401(k) plan processes, including contributions, loan and distribution coordination and general plan support. HRIS & Payroll Coordination - Maintain accurate compensation and benefits data within HR systems. - Partner with Payroll to ensure proper setup and maintenance of deductions, earnings codes, and 401(k) contributions and employer match configurations. - Manage and maintain benefits and payroll file feeds, ensuring accurate data transmission between HRIS, payroll, and vendor systems. - Perform regular audits of file feeds and system integrations to ensure data accuracy, completeness, and timeliness. - Troubleshoot and resolve file feed errors in partnership with vendors, Payroll, and HRIS teams. - Support system testing, updates, and process changes during HRIS enhancements and implementations. Employee Support - Respond to employee questions related to compensation, benefits, 401(k), and HR policies. - Assist employees with benefit enrollments, 401(k) participation, and life event changes. - Provide guidance on navigating HR systems and accessing total rewards resources. Compliance & Documentation - Maintain documentation for total rewards programs, including 401(k) plan documentation, file feed processes, and standard operating procedures. - Assist with compliance requirements related to benefits, compensation, and retirement plans (e.g., nondiscrimination testing support, audits, and filings). - Support internal and external audit requests by gathering and validating total rewards data and documentation. - Conduct periodic data audits across systems (HRIS, payroll, vendors) to ensure alignment and compliance. HR Operations Support - Demonstrate a willingness to learn and support additional areas within HR Operations. - Provide cross-functional backup support to other areas within the HR Operations Center of Excellence. Work Environment - Remote work environment with regular virtual collaboration across HR, Finance, Payroll, and HRIS teams - Standard business hours with occasional flexibility required during peak HR program periods such as open enrollment, merit cycles, or incentive payouts - Flexibility to travel occasionally for team meetings, open enrollment, and audit assistance (No more than 15% of the time)

• Du gestaltest aktiv unsere Digitalisierungsstrategie im HR-Bereich mit und sorgst dafür, dass wir als Organisation effizienter und zukunftsfähiger werden. • Du treibst die Umsetzung der HR‑Digitalisierungsroadmap voran – inklusive Aufbau, Begleitung und Pflege bestehender Systeme sowie Einführung neuer HR‑Lösungen in enger Zusammenarbeit mit IT, Datenschutz und den Fachbereichen. • Du unterstützt die HR‑Leitung im operativen Tagesgeschäft, bereitest Entscheidungsvorlagen, Präsentationen und interne Stellungnahmen vor und stellst sicher, dass die relevanten Stakeholder optimal eingebunden sind. • Du steuerst HR‑Projekte mit Fokus auf Prozessoptimierung und digitale Lösungen, führst Workshops durch und begleitest Veränderungen mit passenden Change‑Maßnahmen. • Du bringst deine Expertise ein, unterstützt das Team bei vielfältigen HR‑Themen und hebst unsere Arbeit gemeinsam mit uns auf ein neues Level.

Company Description: McDonald’s is proud to be one of the most recognized brands in the world, with restaurants in over 100 countries that serve 70 million customers daily. We continue to operate from a position of strength. Our updated growth strategy is focused on staying ahead of what our customers want and realizing further growth potential. Our relentless ambition is why McDonald’s remains one of the world’s leading corporations after almost 70 years. Joining McDonald's means thinking big and preparing for a career that can have influence around the world. At McDonald’s, we see every day as a chance to create positive impact. We lead through our values centered on inclusivity, service, integrity, community and family. From support of Ronald McDonald House Charities to our Youth Opportunity project and sustainability initiatives, our values keep us dedicated to using our scale for good: good for our customers, people, industry and planet. We also offer a broad range of outstanding benefits including a sabbatical program, tuition assistance and flexible work arrangements. Job Location This position is based in the Walnut Creek Field Office and supports franchisees and corporate staff in the Pacific Northwest, Northern California, and Hawaii. While the position is remote and travel is required (approximately 30 - 50%+), this role is open to candidates based either in Northern California (San Francisco Bay Area / Greater Sacramento) or the Pacific Northwest (Greater Seattle or Portland Areas) Duties The Field Human Resources Manager and People Partner (known internally as the Local Employee Experience Manager) provides strategic People support to the Field People team and Field business leadership team, managing integrated deployment of national and localized plans. - Supports the implementation, execution, and maximization of the strategic national Business Plan with a People lens - Coaches, influences, and advises Franchisees & Corporate Staff in People Priorities - Influences and leads local execution of people plan (Western & Eastern Washington, Oregon, San Francisco, Sacramento, Alaska, and Hawaii). - Leverages the Field Support team for execution of people tools and resources - Supports a culture of Talent, Inclusion and Engagement within the Field Office (compensation, potential designation, succession planning, performance management) - Protects the brand by helping execute Government Relations and Labor relations plans Qualifications - Breadth of Human Resources knowledge in HR and/or COE and/or other functions - Track record of working in partnership with distributed Business and People front-line leadership teams to deliver quality products and services in alignment with the enterprise business plan - Experience threading multiple, localized HR initiatives and projects in a rapidly evolving environment - Strong influencing and prioritization skills and ability to work in a matrixed environment - Education and experience in HR and/or business disciplines - Breadth of experience working with Franchisees, ability to Influence and manage stakeholder relationships - Solid Business and analytics Acumen - Preferred Education in HR or Business (Associates, Professional Certification or Higher) - Ability to travel 30 - 50%, work evenings and weekends as business needs require. Salary Range The expected salary range for this role is $107,684.00 - $134,605.00 per year The above represents the expected salary range for this job requisition. Ultimately, in determining your pay, we may also consider your experience, and other job-related factors. Additional Information: Benefits eligible: This position offers health and welfare benefits, a 401(k) plan, adoption assistance program, educational assistance program, flexible ways of working, and time off policies (including sick leave, parental leave, and vacation/PTO). Eligibility requirements apply to some benefits and may depend on job classification and length of employment.  Bonus eligible: This position is eligible for a bonus, calculated based on individual and company performance. Long term Incentive eligible: This position is eligible for stock or other equity grants pursuant to McDonald’s long-term incentive plan. McDonald’s is an equal opportunity employer committed to the diversity of our workforce. We promote an inclusive work environment that creates feel-good moments for everyone. McDonald’s provides reasonable accommodations to qualified individuals with disabilities as part of the application or hiring process or to perform the essential functions of their job. If you need assistance accessing or reading this job posting or otherwise feel you need an accommodation during the application or hiring process, please contact mcdhrbenefits@us.mcd.com. Reasonable accommodations will be determined on a case-by-case basis. McDonald’s provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to sex, sex stereotyping, pregnancy (including pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), race, color, religion, ancestry or national origin, age, disability status, medical condition, marital status, sexual orientation, gender, gender identity, gender expression, transgender status, protected military or veteran status, citizenship status, genetic information, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Nothing in this job posting or description should be construed as an offer or guarantee of employment.