• As the first People Operations & Experience Manager at Synera, you will join Celine, Ivanna, and Reka on our People & Culture team. • You will build the systems, tools, and frameworks that enable everyone to deliver an excellent employee experience—treating employees as the customers of a product you continuously improve. • You’ll know when to set the process document aside and be present for someone. • If you thrive on balancing multiple priorities, enjoy creating efficient solutions and automations, love building scalable systems, and genuinely care about the employee experience, this is the role for you. • You review last month’s onboarding feedback, identify a friction point in the IT handover for US colleagues, and redesign it to run without P&C involvement. • You share your focus areas and flag items needing input in the weekly P&C meeting. • You make time for a thoughtful goodbye with a departing colleague, and handle a last-minute A1 certificate request within the hour. • You verify Personio payroll data for approval and help promote employee benefits.

• Lead the design and management of global compensation, benefits, and equity programs, ensuring competitiveness, fairness, and compliance. • Own compensation committee deliverables, including preparing board decks and presenting insights to senior leadership. • Design and maintain job architecture, leveling frameworks, and compensation bands to support scale. • Manage annual compensation cycles (merit, bonus, equity refresh) in partnership with Finance and leadership. • Provide thought partnership to executives and managers on compensation philosophy and pay decisions. • Oversee the design and rollout of people programs including performance management, engagement surveys, onboarding, compliance, and systems/vendor renewals. • Partner with HRBPs, Talent Acquisition, and L&D to ensure processes and programs are consistent, efficient, and aligned with business priorities. • Lead HR systems improvements, automation, and reporting to increase accuracy and scalability. • Monitor people metrics and build advanced dashboards to provide actionable insights to executives and the Board. • Ensure policies, processes, and systems remain compliant across multiple geographies.

Talent Partner Catena · Remote (US) · NY Preferred · Full-Time The Short Version We're 15 people, moving fast, and building the connectivity layer that freight has been missing for 20 years. We need someone who can own recruiting end-to-end, not a coordinator or a job-poster, but a talent operator who helps us define what great looks like, builds a process worth being proud of, and closes strong people into a company worth joining. This is our first dedicated recruiting hire and a founding-level role in everything but title. What You'll Own Recruiting is the whole job. You'll help define what "great" looks like for each role before we open it, build and run tight interview processes, maintain a candidate experience we'd be proud of if we were the ones applying, and help close the people we actually want. You'll own the pipeline, the process, and the outcome, not just the scheduling. Beyond the individual search, you'll help us get better at hiring over time. That means building the infrastructure: how we write job descriptions, how we evaluate candidates consistently, how we debrief well, how we move fast without cutting corners. You'll be the center of gravity for every search we run. What This Role Is Not This is not a coordination role. It's not about posting jobs and managing calendars. It's not HR generalism, benefits administration, or policy work. You'll spend your time thinking about talent, where to find it, how to assess it, and how to close it. Everything else lives outside this role. Who Fits This Role You've run recruiting in high-growth startups (10–100 people) and understand what it means to hire without a big brand, a big budget, or a big team behind you. You've probably held a title like Recruiting Lead, Talent Partner, or Head of Talent — or you've been the recruiting function at a small company while the title said something else. Specifically, you: - Have real recruiting reps. You've owned searches end-to-end, managed pipelines, and personally helped close candidates not just moved them through a system. - Think like a builder. You see a broken hiring process and want to fix it, not work around it. - Are comfortable with ambiguity. Priorities shift moving from seed to Series A. You stay oriented and keep searches moving anyway. - Write clearly and communicate directly. Candidates and hiring managers both deserve crisp, honest communication. - Handle sensitive situations with judgment. Hiring decisions carry real stakes at a small company. - Take ownership seriously. You're the person who catches a slow pipeline before it becomes a missed hire. 5+ years of experience in recruiting, talent acquisition, or startup talent operations. Why Catena, Why Now Catena has raised $8.25M from Shaper Capital, Floating Point, Plug and Play, Liquid 2, and leading industry angels. Customers are already using us in production — many of them are also investors, which tells you something. We're operators who've worked inside carriers, brokerages, TMSs, and financial institutions. We care about accuracy and real outcomes. The team we're building reflects that. If you join now, you'll help set the cultural and operational foundation for a company with real momentum. That's rare. Compensation: Competitive salary, meaningful equity, full benefits, 401k match. Remote-first. Optional travel for team offsites and occasional on-sites.

Role Description Zūm is looking for a mid to senior total rewards operator who lives at the intersection of benefits administration and data integrity. This isn't a strategic generalist role; it's a hands-on, own-it, build-it-right position on our People Operations team. - You own benefits reconciliation end-to-end – ACH payments, contribution remittance, deduction audits, vendor billing discrepancies. - Manage compensation survey participation, maintain job matching libraries, and keep job families, levels, and grade bands current and defensible. - Keep our HRIS and benefits platforms running cleanly, serving as system administrator for our benefits portals. - Produce reporting on benefits costs, enrollment trends, comp ratios, and pay equity indicators. - Track regulatory changes, flag risk before it lands, and partner with Legal and brokers to implement required changes. Qualifications - 2–5+ years in total rewards, benefits administration, compensation, or a closely related HR function. - Experience supporting a multi-state employer of 1,000+ employees through payroll cycles. - Hands-on experience with ACH processing, remittance workflows, and carrier/vendor relationships. - Deep fluency in ERISA, ACA, COBRA, HIPAA, and state-level benefits compliance. - Proficiency with compensation survey platforms, ideally Radford/AON and Pave. - Excel or Google Sheets skills that go well past the vlookup; ability to build models, reconciliations, and reports. - A track record of operating without a lot of hand-holding in a fast-moving environment. Requirements - Experience with union benefit programs, joint trust administration, or labor agreement compliance (nice to have). - Familiarity with SEBB, public sector benefits, or MERP structures (nice to have). - HRIS platform ownership experience — ADP Lyric or equivalent (nice to have). - A CEBS, CCP, PHR, or SPHR certification (nice to have). - Experience building or scaling a total rewards function in a growth-stage company (nice to have). Benefits - Medical - Dental - Vision - 401(k) - Holidays - Wellness - Vacation - Additional compensation in the form of equity or commissions.