3 Day Blinds is a national retailer and manufacturer of quality, custom-made blinds, shades, draperies, and shutters. We are proud to be part of the Hunter Douglas family of brands. Over the last 40 years we’ve successfully helped transform our clients' homes and workplaces by offering a wide variety of products that add beauty and comfort to every space. It takes a talented group of individuals to do what we do, and we do it together as One Team. We strive to create a culture of learning and opportunity, and most importantly, an environment where you can feel passionate and connected to your work every day. We are searching for candidates that are driven, intelligent, creative, and entrepreneurial. By offering challenging and accelerated opportunities for growth, powered by a shared hunger for success, we create a space for your career to thrive. In return for your expertise, we are committed to providing competitive and robust total compensation and benefit packages to ensure you feel valued. Our dream is to become the fastest growing, most loved, window covering company in the world. What's yours? Position Overview We’re seeking a strategic, change-driven Senior HR Business Partner to shape and lead our next phase of evolution. This is not a maintenance role. It’s for a business-minded HR leader ready to embed deeply into the revenue-driving core of our company and help shape the future of both our people and our operations. This role will partner across multiple functions to drive outcomes tied to organizational effectiveness, leadership capability, workforce planning, and employee experience. In a time of active transformation you’ll serve as a key architect of change, ensuring our people strategy supports scale, agility, and long-term business success. This is a high-impact, high-visibility role for someone ready to lead from the front and build an HR function that drives business strategy. What you'll do Strategic HR Leadership - Serve as a trusted advisor to the senior leadership and front-line team on organizational structure, talent strategies, employee relations and workforce planning. - Translate business goals into people strategies that enhance performance, engagement, and retention. People Leadership - Lead, mentor, and develop a team of HR professionals, including HR Business Partners and/or HR Coordinators, fostering a culture of continuous learning and high performance. - Act as a role model for the HR team, embodying company values and demonstrating strong leadership, communication, and problem-solving skills. - Foster a collaborative and inclusive team environment where ideas are shared, and successes are celebrated. Change Management & HR Transformation - Lead change management efforts related to system implementations, people processes, etc. and ensure VOC is accounted for. - Champion adoption and ensure field leadership is aligned, engaged, and accountable throughout the transformation journey. Talent Strategy & Development - Partner with Learning & Development to build leadership capability through targeted coaching, training, and performance management. - Proactively assess talent gaps and readiness across key markets and roles, recommending development or succession plans. Culture & Engagement - Elevate the voice of employees through insights, pulse surveys, and manager enablement ensuring programs are relevant and field ready. - Advise leaders on practical, actionable ways to build a high-performing, inclusive, and resilient sales culture. Workforce Analytics - Provide data-driven insights on turnover, performance, and productivity to inform people and business decisions. - Create actionable plans guided by data insights Compliance & Employee Relations - Partner cross-functionally with Learning & Development, Talent Acquisition, Legal, Finance, and Operations to deliver a seamless people experience - Act as a trusted advisor to senior leadership and managers on complex HR matters, providing guidance on best practices, legal requirements, and risk mitigation. - Lead and manage all aspects of employee relations issues, including investigations, conflict resolution, performance management, and disciplinary actions, ensuring fair and consistent application of company policies. Who you are - 8+ years of progressive HR experience, with at least 2 in a senior HRBP or strategic HR leadership role - Proven experience supporting a large, distributed field or sales workforce - Demonstrated success leading complex change management efforts - Strong business acumen with a proactive, solutions-oriented approach to challenges - Excellent influencing skills with ability to coach senior leaders and drive alignment - Experience in fast-paced, high-growth environments preferred - Bachelor’s degree required; advanced degree or HR certification (SPHR, SHRM-SCP) strongly preferred What's in it for you? - Annual base salary range: $120,000 - $160,000 - Bonus target range: 25% - 35% - Generous benefits package including medical, dental, vision, life, disability - A company culture that prioritizes internal development and professional growth - Time off with pay - 401(k) plan with a degree of employer matching - Paid parental leave - Wellness programs and product discounts Please note, all offers presented to candidates are carefully crafted to ensure market competitiveness, equity, and reflect the individual candidate’s education, experience, skills and potential. Hunter Douglas is an Equal Opportunity Employer and complies with applicable employment laws. EOE/M/F/Vet/Disabled are encouraged to apply. #LI-remote By submitting your application below, you are providing your prior consent to receive SMS messages to notify you of any updates to your application status and to engage in discussion throughout your application process. You can cancel the SMS service at any time. Just text “STOP” to any of our texts to unsubscribe. Message & data rates may apply. Message frequency may vary. If you have any questions regarding privacy, please read our privacy policy, https://www.hunterdouglas.com/privacy-policy or terms of use https://www.hunterdouglas.com/terms-of-use

3 Day Blinds is a national retailer and manufacturer of quality, custom-made blinds, shades, draperies, and shutters. We are proud to be part of the Hunter Douglas family of brands. Over the last 40 years we’ve successfully helped transform our clients' homes and workplaces by offering a wide variety of products that add beauty and comfort to every space. It takes a talented group of individuals to do what we do, and we do it together as One Team. We strive to create a culture of learning and opportunity, and most importantly, an environment where you can feel passionate and connected to your work every day. We are searching for candidates that are driven, intelligent, creative, and entrepreneurial. By offering challenging and accelerated opportunities for growth, powered by a shared hunger for success, we create a space for your career to thrive. In return for your expertise, we are committed to providing competitive and robust total compensation and benefit packages to ensure you feel valued. Our dream is to become the fastest growing, most loved, window covering company in the world. What's yours? Position Overview We’re seeking a strategic, change-driven Senior HR Business Partner to shape and lead our next phase of evolution. This is not a maintenance role. It’s for a business-minded HR leader ready to embed deeply into the revenue-driving core of our company and help shape the future of both our people and our operations. This role will partner across multiple functions to drive outcomes tied to organizational effectiveness, leadership capability, workforce planning, and employee experience. In a time of active transformation you’ll serve as a key architect of change, ensuring our people strategy supports scale, agility, and long-term business success. This is a high-impact, high-visibility role for someone ready to lead from the front and build an HR function that drives business strategy. What you'll do Strategic HR Leadership - Serve as a trusted advisor to the senior leadership and front-line team on organizational structure, talent strategies, employee relations and workforce planning. - Translate business goals into people strategies that enhance performance, engagement, and retention. People Leadership - Lead, mentor, and develop a team of HR professionals, including HR Business Partners and/or HR Coordinators, fostering a culture of continuous learning and high performance. - Act as a role model for the HR team, embodying company values and demonstrating strong leadership, communication, and problem-solving skills. - Foster a collaborative and inclusive team environment where ideas are shared, and successes are celebrated. Change Management & HR Transformation - Lead change management efforts related to system implementations, people processes, etc. and ensure VOC is accounted for. - Champion adoption and ensure field leadership is aligned, engaged, and accountable throughout the transformation journey. Talent Strategy & Development - Partner with Learning & Development to build leadership capability through targeted coaching, training, and performance management. - Proactively assess talent gaps and readiness across key markets and roles, recommending development or succession plans. Culture & Engagement - Elevate the voice of employees through insights, pulse surveys, and manager enablement ensuring programs are relevant and field ready. - Advise leaders on practical, actionable ways to build a high-performing, inclusive, and resilient sales culture. Workforce Analytics - Provide data-driven insights on turnover, performance, and productivity to inform people and business decisions. - Create actionable plans guided by data insights Compliance & Employee Relations - Partner cross-functionally with Learning & Development, Talent Acquisition, Legal, Finance, and Operations to deliver a seamless people experience - Act as a trusted advisor to senior leadership and managers on complex HR matters, providing guidance on best practices, legal requirements, and risk mitigation. - Lead and manage all aspects of employee relations issues, including investigations, conflict resolution, performance management, and disciplinary actions, ensuring fair and consistent application of company policies. Who you are - 8+ years of progressive HR experience, with at least 2 in a senior HRBP or strategic HR leadership role - Proven experience supporting a large, distributed field or sales workforce - Demonstrated success leading complex change management efforts - Strong business acumen with a proactive, solutions-oriented approach to challenges - Excellent influencing skills with ability to coach senior leaders and drive alignment - Experience in fast-paced, high-growth environments preferred - Bachelor’s degree required; advanced degree or HR certification (SPHR, SHRM-SCP) strongly preferred What's in it for you? - Annual base salary range: $120,000 - $160,000 - Bonus target range: 25% - 35% - Generous benefits package including medical, dental, vision, life, disability - A company culture that prioritizes internal development and professional growth - Time off with pay - 401(k) plan with a degree of employer matching - Paid parental leave - Wellness programs and product discounts Please note, all offers presented to candidates are carefully crafted to ensure market competitiveness, equity, and reflect the individual candidate’s education, experience, skills and potential. Hunter Douglas is an Equal Opportunity Employer and complies with applicable employment laws. EOE/M/F/Vet/Disabled are encouraged to apply. #LI-remote #LI-SA1 By submitting your application below, you are providing your prior consent to receive SMS messages to notify you of any updates to your application status and to engage in discussion throughout your application process. You can cancel the SMS service at any time. Just text “STOP” to any of our texts to unsubscribe. Message & data rates may apply. Message frequency may vary. If you have any questions regarding privacy, please read our privacy policy, https://www.hunterdouglas.com/privacy-policy or terms of use https://www.hunterdouglas.com/terms-of-use

WORK FOR A WINNING TEAM THAT NOW OFFERS BENEFITS FROM DAY ONE At Hilton Grand Vacations, you will become a part of a culture that encourages and motivates you toward achieving your goals. Here’s why you will love it here: - Recognition Programs and Rewards - Excellent health care options, including medical, dental, and vision - A people-first culture - Go Hilton: Travel Discounts Program Hilton hotel rates worldwide. - Perks at work: Employee Pricing platform - Employee Assistance Program that supports your physical and mental well-being. - Paid Vacation Time and Paid Sick Days - 401(k) program with company match - Tuition reimbursement programs - Numerous learning and advancement opportunities - And more! What Will I be Doing? The Specialist Team Member Services enhances Team Member Experience by assisting Team Members and leadership with day-to-day support on various inquires, issues and questions while providing accurate and timely responses. This role will collaborate and support cross-functional teams to improve processes and outcomes with a focus on resolving issues in the most efficient and operationally sound manner.

Director of Human Resources Role Mission: The Director of Human Resources is the organizational expert charged with leading human resources, employee relations, and legal/regulatory compliance within the region(s) they serve. The Director of Human Resources is responsible for effectively planning, developing, implementing and administering services associated with the human resources function. The Director of Human Resources promotes a culture that emphasizes exemplar customer service, communication, motivation and support, working collaboratively with HR senior leadership team to identify approaches and develop policies and practices that facilitate service and resources to IDEA. The Director of Human Resources will assist in the strategic plan of human resource priorities in support of organizational goals. Location: This is a full-time remote position based in Texas with preference given to candidates who live in Austin, El Paso, Houston, Permian Basin (Midland/Odessa), Rio Grande Valley, San Antonio, and Tarrant County (Fort Worth), or who are willing to relocate. What You’ll Do – Accountabilities In this role you will: - Participate as a senior leader of the HR Team to affect change and process improvements across the organization. - Facilitates the development of systems, policies and procedures to streamline operational functions, enhances the effectiveness of performance mangers by assisting in the design of programs which are consistent with HR goals and objectives. - Conducts audits to ensure human resources practices are implemented as directed by IDEA procedures, policy and/or state/federal regulation. - Provide appropriate support, direction, guidance, counseling, advice, and/or recommendations to effectively address Human Resources matters. - Leads employee annual renewals for their respective region and provides support to regional and campus leadership through the employee renewal process - Advise the Managing Director of Human Resourced and the VP of Human Resources on matters of employment law, policy, and regulation; drafts position papers as needed. - Campus visits when approved by Managing Director of Human Resources or VP of Human Resources - Direct and manage day-to-day operations of Human Resources area - Conducts investigations on employee related matters and collects information, interviews individuals, analyzes evidence and facts and makes recommendations for corrective/disciplinary action that adheres to policies and associated employment laws. - Supports and ensures leadership conducts thorough investigations when warranted and develops clearly written investigative summaries, as well as appropriate correspondence relating to dispositions, grievances and general employee concerns. - Conduct research regarding employee satisfaction, morale and communications. Monitor employee retention and turnover through analysis of data and exit interviews. - Provide staff and administrators with both oral and written instruction in the form of interpretation of district policy, state and federal regulations and requirements. - Prepares a wide variety of written materials (e.g.reports, memos, letters, policies, etc.) for the purpose of documenting activities , providing written reference and/or conveying information. - Represent the district in unemployment hearings as appropriate - Take a proactive role in identifying and responding to employee issues; work in collaboration with district leadership to ensure preemptive and effective employee communications. - Ensure a complete, timely, and equitable investigation of all complaints against any assigned staff. - Stay abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjust plans, policies and procedures accordingly. - Assist in implementing plan for addressing HR training needs org wide and develop and plan training programs to meet the established needs. - Participate in professional development that increases effectiveness and improves District performance. - Maintain strict confidentiality; exercise sound judgment in handling or working with confidential data and situations. - Support personnel records management and help ensure compliance with the state records management program. - Comply with policies established by federal and state law, including but not limited to State Board of Education and local Board policy. - Perform other job-related duties as assigned. What You Bring – Competencies Knowledge and Skills: - Strong Knowledge of federal, state, and local rules and regulations related to human resources, equal employment, and equal opportunity in the public sector. - Extensive knowledge of governmental operations, activities and services, particularly employee relations. - Knowledge of the principles of management and organization, personnel administration, public fiscal operations, and labor relations techniques. - Comprehensive working knowledge of employee relations, investigations, employment guidelines, and regulatory compliance. - Exceptional interpersonal skills, including excellent verbal and written communication abilities, with the ability to demonstrate active listening and possessing strong facilitation and conflict resolution skills. - Skilled in writing clearly and concisely including presenting technical analyses and agreements with precision. - Advanced proficiency in office technology - Ability to handle difficult employment issues in a highly professional and expeditious manner. - Ability to exercise sound judgments and make independent analyses and recommendations on difficult and sensitive employee relations matters. Required experience: - Bachelor’s degree from an accredited college or university - 5 years of related experience, including two years in a supervisory capacity - Thorough knowledge of federal, state and local laws, and board policies - Master’s degree from an accredited college or university (preferred) - SHRM-CP, SHRM-SCP, AASPA pHCLE, or AASPA-eHCLE certification (preferred) Physical Requirements: - Must be able to sit for extended periods of time without being able to leave the work area. - Must be able to climb ladders or scaffolding, or climb and work in overhead areas - Must be able to work in a confined space or to crawl or move about on hands and knees. - Physical ability to work around small children including sitting, standing, running and climbing stairs. - Must be able to lift and carry small children up to 40 pounds in case of emergency. - Must be able to work in indoor and outdoor environments, including in times of excessive heat or cold What We Offer: Compensation & Benefits: Salaries for people entering this role typically fall between $89,600 and $105,300 commensurate with relevant experience and qualifications and in alignment with internal equity. This role is also eligible for performance pay based on organizational performance and goal attainment. Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan You can find more information about our benefits at https://ideapublicschools.org/careers/benefits/. * IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable. Learn more about IDEA - IDEA’s Core Values - https://ideapublicschools.org/careers/leadership/ - https://ideapublicschools.org/careers/campus-operations/ - https://ideapublicschools.org/our-approach/ - https://ideapublicschools.org/our-story/impact-magazine/ - https://ideapublicschools.org/our-story/history/ - https://ideapublicschools.org/our-approach/special-programs/ - https://ideapublicschools.org/blog/introducing-our-revised-core-values/