First Student is hiring an Area Candidate Experience Specialist New Jersey. This is a Remote position! Job Description Summary The Candidate Experience Specialist (CX Specialist) is responsible for guiding candidates (drivers, attendants, and other location staff) through their onboarding journey, from the official offer of employment to the start of their in-person training. Acting as the main point of contact for new hires, the CX Specialist ensures a seamless and positive experience by coordinating training schedules (remote, onsite, or hybrid), completing all hiring documentation, and managing background and compliance checks. Major Responsibilities Candidate Onboarding and Support: - Guide candidates through the full onboarding journey, including the official offer, hiring documentation, and compliance requirements. - Ensure candidates are scheduled for all appropriate training (remote, onsite, or a mix) and are prepared for their first day of in-person training at their designated location. - Serve as the primary point of contact for all new hires, addressing questions and providing support throughout the onboarding process. Documentation and Compliance: - Ensure all hiring documentation is completed accurately, including background checks and compliance-related forms, in adherence to company and legal standards. - Maintain up-to-date records of candidate progress and documentation within the Applicant Tracking System (ATS) and other company systems. Coordination with Internal Teams: - Collaborate with Talent Acquisition, HR, Employment Standards, Training, Safety, and Operations teams to facilitate smooth onboarding and compliance processes. - Communicate regularly with training teams and location managers to coordinate schedules and ensure candidates are prepared for their training. System and Process Management: - Utilize the ATS and other tools to manage candidate activity and movement throughout the onboarding process. - Keep informed of updates in systems and processes related to hiring and onboarding. Candidate Experience and Engagement: - Foster relationships with candidates to enhance their experience, ensuring timely communication and support. - Address candidate concerns proactively and provides updates to maintain engagement and interest until training begins. Metrics and Reporting: - Monitor and report on key performance indicators (KPIs), such as time-to-hire, onboarding completion rates, and training readiness, to support continuous improvement. - Identify and act on trends or potential delays in the onboarding process. Compliance and Best Practices: - Ensure recruiting and onboarding practices align with EEO legislation, Affirmative Action, ADA requirements, and company policies. - Maintain a strong knowledge of compliant hiring practices and apply them consistently. Customer Service Excellence: - Provide exceptional customer service to candidates and internal teams, maintaining effective working relationships across all stakeholders. Continuous Improvement: - Stay updated on industry trends and best practices in candidate experience and onboarding. - Suggest and implement process improvements to enhance the efficiency and quality of the onboarding journey. Additional Duties: - Perform other duties as assigned to support the team and company’s goals. Minimum Education or Certifications Required - High School diploma or equivalent required; Associate’s or Bachelor’s degree preferred. Minimum Experience or Skills Required - 1+ years of experience in customer service, onboarding, recruiting, or a related HR function. - Experience working in a metrics-driven environment. - Familiarity with ATS or CRM systems and proficiency in Microsoft Office Suite. - Strong attention to detail and organizational skills. - Excellent verbal and written communication skills. - High sense of urgency with effective time management. Physical Requirements and Working Conditions - Remote work environment with the ability to utilize standard office equipment. - May require minimal travel to company locations for team meetings or training (if applicable). First for a reason: At First Student, we are a family of 60,000+ employees who take pride in safely transporting more than 5 million students and passengers to and from their destinations each day! Our family of brands include Transco, Total Transportation, Maggies Paratransit, and GVC II. Our employees are at the forefront of safety and innovation; they create and implement the most advanced training and technology the transportation industry has to offer. In the state of Washington, all technician and driving positions, including but not limited to van drivers and any other position requiring employees to drive a company-owned vehicle, are considered safety-sensitive and are therefore subject to drug and alcohol testing, including cannabis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. First is also committed to providing a drug-free workplace. First will consider for employment qualified applicants with criminal histories consistent with the requirements of the San Francisco Fair Chance Ordinance, Los Angeles Fair Chance Ordinance, and any other fair chance law. Philadelphia’s Fair Criminal Record Screening Standards Ordinance Poster is at this link or upon request https://www.phila.gov/media/20210423160847/Fair-Chance-Hiring-law-poster.pdf.

We are a global team of innovators and pioneers dedicated to shaping the future of observability. At New Relic, we build an intelligent platform that empowers companies to thrive in an AI-first world by giving them unparalleled insight into their complex systems. As we continue to expand our global footprint, we're looking for passionate people to join our mission. If you're ready to help the world's best companies optimize their digital applications, we invite you to explore a career with us! Your opportunity We are a global team of innovators and pioneers dedicated to shaping the future of observability. At New Relic, we build an intelligent platform that empowers companies to thrive in an AI-first world by giving them unparalleled insight into their complex systems. As we continue to expand our global footprint, we're looking for passionate people to join our mission. If you're ready to help the world's best companies optimize their digital applications, we invite you to explore a career with us! We are looking for an extraordinary Senior Director, Talent Acquisition to join our People Leadership Team. Reporting directly to the Chief People & Culture Officer, you will be a visionary leader responsible for the long-term global TA strategy. You will lead a high-impact global team of managers and recruiters while navigating a complex, matrixed organization to drive continuous growth. The ideal candidate is a thought leader who prioritizes technology and automation over headcount to scale, and who uses data-driven insights to influence the highest levels of the business. What you'll do - Strategic Vision: Develop and execute a long-term global TA strategy that elevates our ability to hire the right talent efficiently while providing a world-class experience for candidates and stakeholders. - Operational Excellence: Cultivate an AI-native mindset across the global TA function to drive operational efficiency. Lead TA capacity modeling, resource alignment, and process optimization to ensure the seamless and consistent delivery of global hiring targets. - Recruiting Operations & Enablement: Lead the Recruiting Operations function and oversee the optimization of global processes, workflows, and systems to drive efficiency and scalability. Ensure recruiting systems and tools effectively support business needs and recruiting strategy. - Innovation & Automation: Act as a thought leader in the space, focusing on leveraging technology, AI, and automation to scale the recruiting function rather than simply adding more recruiters. - Matrixed Leadership and Global Remit: Lead, inspire, and develop a team of Managers, Recruiters, and Sourcers. You will also provide strategic guidance and alignment for regional teams (such as India) that may sit outside your direct reporting line. - Data-Driven Decision Making: Empower the team to use analytics, industry talent intelligence, and labor market trends to provide insights for strategic decision-making and business influence. - Talent Intelligence & Data: Leverage AI and advanced analytics to track KPIs like Quality of Hire, Diversity Representation, Time-to-Fill, and Candidate NPS. - Executive Search & Critical Hires: Act as a trusted partner to the C-suite on high-stakes requisitions, personally leading and executing end-to-end searches for VP-level and mission-critical roles as needed. - Stakeholder Partnership: Act as a trusted advisor to C-suite executives and senior leaders, co-developing recruiting strategies that include workforce planning, talent branding, and assessment selection - aligning recruitment with company goals and market expansion. - Employer Branding: Employee Value Proposition' (EVP) strategy across platforms like LinkedIn, TikTok, and Glassdoor to navigate the global talent landscape and position the company as a premier employer. - Global Alignment: Establish global hiring priorities and ensure consistent adoption of inclusive hiring strategies across all regions. - Budget Management: Oversee a multi-million dollar global recruitment budget, including vendor negotiations (LinkedIn, Workday, etc.) and agency spend. This role requires - 15+ years of talent acquisition experience within the technology industry with 5+ years in a global market. - 8+ years of people management experience, with a proven track record of managing other managers and leading broad functional areas. - Expert knowledge of global labor markets, industry trends, and the ability to understand economic impacts on business. - Demonstrated success in devising talent strategies in fast-growth environments and managing complex, cross-functional projects. - Extraordinary presentation and communication skills, with the ability to influence key decision-makers using data. - Deep familiarity with modern TA tools, assessment platforms, and a mindset focused on "automation-first" scaling. Please note that visa sponsorship is not available for this position. #LI-TK1 #LI-Remote The pay range below represents a reasonable estimate of the salary for the listed position. This role is eligible for a corporate bonus plan. Pay within this range varies by work location and may also depend on job-related factors such as an applicant’s skills, qualifications, and experience. New Relic provides a variety of benefits for this role, including healthcare, dental, vision, parental leave and planning, and mental health benefits, a 401(k) plan and match, flex time-off, 11 paid holidays, volunteer time-off, and other competitive benefits designed to improve the lives of our employees. Estimated Base Pay Range $222,000—$280,000 USD Fostering a diverse, welcoming and inclusive environment is important to us. We work hard to make everyone feel comfortable bringing their best, most authentic selves to work every day. We celebrate our talented Relics’ different backgrounds and abilities, and recognize the different paths they took to reach us – including nontraditional ones. Their experiences and perspectives inspire us to make our products and company the best they can be. We’re looking for people who feel connected to our mission and values, not just candidates who check off all the boxes. If you require a reasonable accommodation to complete any part of the application or recruiting process, please reach out to resume@newrelic.com. We believe in empowering all Relics to achieve professional and business success through a flexible workforce model. This model allows us to work in a variety of workplaces that best support our success, including fully office-based, fully remote, or hybrid. Our hiring process In compliance with applicable law, all persons hired will be required to verify identity and eligibility to work and to complete employment eligibility verification. Note: Our stewardship of the data of thousands of customers means that a criminal background check is required to join New Relic. We will consider qualified applicants with arrest and conviction records based on individual circumstances and in accordance with applicable law including, but not limited to, the San Francisco Fair Chance Ordinance. Headhunters and recruitment agencies may not submit resumes/CVs through this website or directly to managers. New Relic does not accept unsolicited headhunter and agency resumes, and will not pay fees to any third-party agency or company that does not have a signed agreement with New Relic. New Relic develops and distributes encryption software and technology that complies with U.S. export controls and licensing requirements. Certain New Relic roles require candidates to pass an export compliance assessment as a condition of employment in any global location. If relevant, we will provide more information later in the application process. Candidates are evaluated based on qualifications, regardless of race, religion, ethnicity, national origin, sex, sexual orientation, gender expression or identity, age, disability, neurodiversity, veteran or marital status, political viewpoint, or other legally protected characteristics. Review our Applicant Privacy Notice at https://newrelic.com/termsandconditions/applicant-privacy-policy

Overview In this role, you will act as a strategic coach and business partner to Regional and Store Leadership, leveraging advanced business acumen and HR expertise to architect and execute people strategies that accelerate business growth, drive transformation, and enable organizational agility. You will design and deliver integrated, future-focused HR strategies tailored to each client group’s unique business needs, culture, and objectives, proactively anticipating workforce trends and aligning people solutions with business priorities. You will lead the implementation and integration of HR solutions across all HR domains, continuously evaluating their impact on strategic business outcomes and organizational effectiveness. Responsibilities and Qualifications Travel is a key component of this position, and candidates should be prepared to spend 50% of their time traveling to stores in the two regions they will support. While this role is remote, candidates must be based in one of the following markets: Minneapolis, MN, Columbus, OH, Chicago, IL or Detroit, MI. - Serve as a strategic coach and trusted advisor to Regional and Store Leadership, guiding organizational planning, influencing critical business and talent decisions, and driving large‑scale transformational change. - Coach and develop leaders to strengthen leadership capability, enhance communication effectiveness, and implement performance and development practices that build engagement and a culture of continuous improvement - Partner with Organizational Effectiveness team to shape and align business strategies—including vision, mission, values, and objectives—to strengthen organizational focus, speed, and overall business performance - Assess organizational performance, identify capability and talent gaps, and deliver strategic HR interventions that strengthen leadership, drive engagement, and support long-term business performance. - Lead and support the development and execution of change management strategies that enable business evolution and ensure sustainable results. - Design and execute a holistic talent management lifecycle—including forecasting, staffing, onboarding, development, performance management, succession planning, and retention—leveraging workforce analytics where available. - Build strong partnerships with HR functional teams (e.g., Comp, Performance Effectiveness, Talent Acquisition) and other cross-functional groups (e.g., Finance, Public Affairs) to deliver integrated, enterprise-aligned HR solutions that meet regional and organizational needs. - Accountable for shaping and maintaining a culture of compliance, proactive risk mitigation, and employee relations excellence, ensuring internal policies and external practices support business growth and protect organizational reputation. - Assist divisions in organizational design activities to streamline and implement new organization structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands. - Foster a culture of collaboration and continuous improvement by sharing, scaling, and operationalizing best practices across regions and functions. - Proactively integrate HR functional partners into customer strategies and projects, providing critical coaching and context to enable partners to make effective contributions. - Supports the implementation of company HR programs, procedures, policy, and practice. Responsibilities & Qualifications - 5+ years of progressive HR experience, with a proven track record of coaching to and driving strategic business impact and organizational transformation. - 4 year degree in Human Resources or related field preferred. - General, broad based knowledge and practice of HR competencies: organizational design, performance management, leadership development, talent practices, employment practices, compensation, total rewards. - Demonstrated consulting and coaching skills, with the ability to link people strategies to business goals and deliver measurable results. - Preferred knowledge of organizational change management practices. - Proven ability to assess, analyze and communicate business needs; collaborates with and is proactive to partner with HR COE’s to identify and effectively integrate solutions that deliver the desired results. - Has knowledge of employment law and risk management. - Uses business knowledge, innovative thinking, and sound judgment to solve problems. - Challenges the status quo, champions change and influences others to change. - Demonstrated project management and planning skills - Works independently to prioritize work, establish goals and produce quality work. - Excellent communication skills – written and verbal. - Ability to quickly build relationships, build trust, and successfully collaborate with others to influence the accomplishment of organizational goals. - Consolidates information from various sources including feedback from others to reach sound decisions. - Considers the ultimate impact of decisions and actions on internal and external customers. - Works smart by setting effective work goals, establishing priorities, meeting deadlines, and planning well in order to produce quality work. - Acts upon opportunities and involves and influences others in the accomplishment of worthwhile organizational goals. Closing At REI, we believe the outdoors is for all. We are committed to becoming a fully inclusive, anti-racist, multicultural organization. We know that there's strength in our diversity – that each employee brings unique skills, experiences, and perspectives. Every day you are driving change, fostering a culture of respect, and knowing you're backed by benefits that support your whole life. To work towards this commitment and fulfill our brand promise of inspiring and enabling a life outside for everyone, we seek employees who demonstrate different ways of working, create a sense of belonging, and actively listen and learn. Pay Transparency We are committed to practices that promote pay equity and transparency. As required by applicable Pay Transparency laws, REI provides a range of compensation for roles that may be hired in locations under these requirements. Factors that may be used to determine your actual salary may include a wide array of factors, including: your specific skills and experience, geographic location or other relevant factors. REI offers all regular employees a generous employee discount, access to health benefits, a retirement savings plan and accrued time off. Click here for a detailed overview of benefits plans by employee profile. Pay Range $98,300.00 - $157,400.00 per year

• Support workforce-related activities for the Veterans Health Administration’s (VHA) RISE Implementation initiative. • Contribute to workforce transition activities, including supporting personnel realignment efforts. • Track workforce changes and maintain staffing models. • Assist in analyzing workforce impacts of organizational changes. • Support coordination with functional leads and help identify workforce-related risks, gaps, and dependencies. • Develop implementation tools, such as checklists and trackers.