GoGlobal is Looking for an experienced and proactive HR Specialist to support our growing team in the United States. This role is ideal for someone who is both people-focused and detail-oriented, with a strong foundation in US HR practices, employment law, and employee experience. You will work closely with internal teams across HR, payroll, legal, and operations, contributing to a seamless and compliant employee journey from onboarding to offboarding. You'll be the go-to HR partner for US based employees and act as a backup for other countries as needed, offering high-touch support while maintaining structure, compliance, and efficiency. Role & Responsibilities - Serve as the primary point of contact for all HR-related inquiries from US employees, delivering prompt, friendly, and solution-oriented support. - Own and manage the onboarding process for all new hires in the US, liaising with internal departments and ensuring full documentation. - Manage the offboarding process (terminations, resignations, mutual separations), including document handover, system updates, and compliance checks. - Maintain and update internal systems, trackers, and controls to reflect any changes in employee data or status. - Handle employee benefits and pension administration, including enrollments, changes, renewals, and communication with third-party vendors. - Collaborate with the payroll team to ensure timely input of employee data for payroll runs (onboarding, offboarding, salary/position updates, time off). - Work with the Sales and Portfolio Managers to coordinate timely onboarding for new hires. - Partner with the regional HR department to ensure all onboarding materials and documentation are current and compliant. - Process and manage employee vacation, leaves and other statutory or company-specific leaves, ensuring compliance and proper tracking. - Support and coordinate the expense reimbursement process when needed. - Process timeclock hours and timesheets where applicable and ensure accuracy for payroll input. - Establish and foster trusting, long-term relationships with employees throughout their assignment lifecycle. - Stay current with updates to US, State and Federal legislation, tax obligations, and compliance regulations; assist in maintaining documentation and executing compliance reviews - Draft and manage HR-related documents such as employment contract addendums, work certification letters, and other legally required documentation. - Collaborate with internal departments-including Payroll, Legal, and Portfolio Management -to ensure accurate, compliant, and consistent HR practices. - Adapt HR support to the needs of different business units while ensuring alignment with corporate objectives and HR standards. - Effectively prioritize and manage multiple projects and deadlines in a high-paced, evolving environment.

General Summary: Human Resources Business Partners are on the front line of supporting and interacting with Family Dollar’s Senior Leaders and their teams within an assigned multi-state territory. They perform both hands-on and strategic roles in providing human resources expertise in team relations, coaching/development, compensation, performance management, organizational development, training and more. A Regional Human Resource Business Partner becomes integrated within the business to work closely with leadership and Team Members to understand organizational values and team dynamics to effectively drive HR strategies and best practices. HR Business Partners are instrumental in initiating and implementing HR programs/initiatives within those organizations, placing considerable focus on driving Family Dollar’s organizational culture, Team Member engagement, retention, performance management, and succession planning. HR Business Partners are responsible for embracing Family Dollar’s store-centric commitment to customers, customer service and sales. The HR Business Partner will translate specific business needs and issues into meaningful approaches to support leadership development, change management, and organizational effectiveness and will be able to work independently and in a strong team environment to deliver on detail as well as strategy. Principal Duties & Responsibilities: Understand the dynamics of the business and functions and drive human resource practices and processes that will create an effective and highly performing organization Partner with and coach business leaders on all aspects of human resources including team member engagement, retention, team relations, compensation, benefits, performance management, development, training, and HR compliance. Partner with other HR COE Teams on to development and implement HR practices and initiatives that meet the needs of the specific organization. Provide management information, data analysis, metrics, and tools to demonstrate progress toward key milestones. Recommend improvement to processes and new approaches to programs, policies, and procedures that contribute to the success of the business Assist the Divisional Vice President of Corporate Human Resources in the development and execution of department goals and objectives Maintain expert knowledge of federal and state employment law and ensure compliance within assigned groups Conduct exit interviews and translate findings into action-oriented recommendations for client groups Work collaboratively with client groups to ensure the performance management process is administered in a consistent, constructive and productive manner Design teambuilding sessions and facilitate training sessions, in conjunction with the Learning and Development team, for client groups that support communication needs, conflict resolution support, and enhance the competencies of client business groups Represent HR and client group on cross-functional teams for projects, new programs / processes Other job-related duties as assigned. Position Requirements: Home office with 25-50% travel within assigned territory, 40+ work hours per week Minimum Requirements: Education: Bachelor’s Degree from a four-year college or university or equivalent experience is required. Experience: Three to five years of progressive HR experience is required, preferably in a retail environment. SPHR or PHR Certification is beneficial. Previous Organizational Design work a plus. Job Related Skills: Effective presentation, written and verbal communication, problem solving and decision making skills required; Ability to establish strong relationships with all levels of an organization; strong analytical and influential skills are essential; ability to analyze data, trends, reporting and technology; and versatility, flexibility, and a willingness to work within constantly changing priorities with enthusiasm. Computer Skills: Must have a high level of proficiency with the use of all Microsoft Office applications and Windows-based programs; familiarity with Oracle a plus. Full time Los Angeles, California People Business Partner Family Dollar

Company Description A LITTLE ABOUT US:  At Dungarvin, we are more than a provider of support services; we’re a mission-driven team rooted in respect, inclusion, and person-centered care. Since 1976, we’ve been dedicated to enhancing the quality of life for people with intellectual and developmental disabilities, including those with mental health, behavioral, or complex medical needs.  Our mission is simple but powerful: respecting and responding to the choices of people in need of supports. This mission guides everything we do; from creating individualized service plans to building strong partnerships with families, teams, and communities.  As a Dungarvin employee, you’ll be at the heart of that mission. You’ll help people live meaningful lives on their own terms; supporting their goals, honoring their choices, and empowering their independence.  With services nationwide, our team is united by a shared commitment to making a real difference; one person, one voice, one choice at a time.  Join our nationwide family and let us help you achieve your unique goals and dreams.  WE OFFER:  - Compensation: $95,500 Annually Fixed Rate. Plus bonus potential  - Work Environment: This is a remote role, but candidates must be based in Austin, TX; Houston, TX; or Baton Rouge, LA. - Travel Statements: Frequent travel required. Expect heavy travel during the first 3–6 months (multiple trips per month with overnights) to build relationships and stabilize operations, followed by approximately 25–50% ongoing travel across Texas and Louisiana, with potential expansion to Kentucky or Oklahoma. - Work Schedule: Typically, 8 AM – 5 PM CST, with flexibility as needed to meet deadlines or support initiatives across assigned Region. - Team Culture: A collaborative, trust-driven, and change-oriented, focused on building alignment, developing HR talent, and guiding diverse teams through thoughtful, phased transformation. - Retirement Plan: 401 K plan with employer match after one year of service.  - Time Away: PTO that increases with tenure, PTO donation options, and paid sick leave  - Company-Provided Hardware and Cellphone Stipend: All necessary equipment will be provided, along with a monthly stipend for cell phone expenses. - Insurance & Health: Medical, dental, and vision coverage, pet insurance, supplemental insurance options, and flexible spending and health savings accounts (FSA and HSA). Plus, 100% company-paid long-term disability and life insurance.   - Employee Perks: National Brand Discounts, Employee Referral Program, and Employee Assistance Program  - Job Mobility: Dungarvan’s multi-state footprint allows internal job mobility nationwide.  - Mileage Reimbursement: $0.50 cents per mile  Job Description As the Human Resources Director, you will lead HR strategy across Texas and Louisiana, with potential expansion into additional states, while developing a team of HR Business Partners. You’ll serve as a trusted advisor to senior leadership, aligning people strategies with business goals in a complex, multi-state environment shaped by growth and acquisitions. This hands-on role focuses on guiding HRBPs through employee relations, risk management, and operational challenges. Success comes from building trust, driving alignment, and leading thoughtful, long-term change in a region that requires consistency and stability. WHAT YOU'LL DO - Employee Relations & Risk Management: Guide HRBPs through complex employee relations, investigations, and compliance matters while ensuring consistent, fair practices. - Retention & Workforce Insights: Analyze turnover and workforce trends to identify risks and implement strategies that improve retention and stability. - Operations Partnership: Collaborate with Regional and State leaders to align HR initiatives with business goals, support workforce planning, and influence decision-making. - Transformation & Standardization: Lead HR integration efforts, standardize processes, and drive adoption of consistent practices across multiple states. Qualifications MUST HAVE:  - Education: Bachelor’s degree in Human Resources, Business Administration, or related field. - HR Leadership Experience: 8+ years of progressive HR experience in multi-site or complex environments, including strategic planning, talent acquisition, workforce planning, change management, organizational development, and workers’ compensation - Leadership: Proven leader with 2+ years of experience managing HRBPs or equivalent roles, with proven performance management, coaching, and leadership influence. - HR Knowledge & Compliance: Strong knowledge of employment law and multi-state compliance, employee relations, performance management, D&I, succession planning, and organizational change. - Microsoft 365 & Power BI: Proficiency: Advanced proficiency in Microsoft 365 (Word, Excel, PowerPoint, Outlook, Teams, and SharePoint), the ability to analyze data and create clear, actionable presentations - Business & Financial Acumen with Data-Driven Insights: Ability to connect HR strategy to operational and financial outcomes: including budgeting, P&L oversight, and workforce planning; while leveraging HR and financial data to generate reports, identify trends, and support strategic, data-informed decisions across the region. NICE TO HAVE:  - HR Technology Expertise: Experience with HRIS platforms such as Workday, UltiPro (Ultimate Software), or similar systems, along with familiarity with ATS and LMS platforms (e.g., Relias, Cornerstone). - Industry Experience: Background in healthcare, human services, or other regulated, multi-state environments preferred. - Mergers & Organizational Integration Experience: Experience supporting HR activities during mergers, acquisitions, or organizational changes, including aligning policies, processes, and workforce structures to support smooth transitions - Professional Certifications: SHRM-CP, SHRM-SCP, PHR, or SPHR. - Additional credentials: In Coaching, Mediation, or Project Management (PMP, CAPM) Additional Information SKILLS CRITICAL FOR SUCCESS:  - HR Partnership & Execution: Translate business goals into actionable HR initiatives and implement solutions that drive performance. - Leadership & Influence: Build trust, coach HR team members and leaders, and navigate employee relations with professionalism. - Communication & Emotional Intelligence: Communicate clearly and confidently, adapt to audiences, and foster strong relationships. - Problem Solving & Adaptability: Thrive in dynamic environments, balancing multiple priorities and delivering practical solutions. - Data & Operational Excellence: Use HR metrics and insights to guide decisions, improve outcomes, and support workforce planning. - Change & Continuous Improvement: Lead change initiatives and process improvements with a solutions-oriented mindset. - Compliance & Integrity: Ensure fair, consistent, and compliant decision-making aligned with policies and laws.   Why You’ll Love This Role  This is a rare opportunity to build something meaningful from the ground up. You’ll bring together teams shaped by acquisitions, align them under one vision, and drive real transformation; not maintain the status quo. This role is perfect for a collaborative, curious, and relationship-focused leader who thrives in dynamic, evolving environments and wants to make a lasting impact on the employee experience. IMPORTANT INFORMATION:  At Dungarvin, diversity and inclusion are a part of what makes our organization strong. Together, we can continue to work towards an inclusive culture that supports our employees and persons served. Compass, Cambrian and Dungarvin are affirmative action and equal opportunity employers.  The deadline for internal applications is set for two weeks from the date of the job posting.  #LI-VC1 #DDIJ

Company Description A LITTLE ABOUT US:  At Dungarvin, we are more than a provider of support services; we’re a mission-driven team rooted in respect, inclusion, and person-centered care. Since 1976, we’ve been dedicated to enhancing the quality of life for people with intellectual and developmental disabilities, including those with mental health, behavioral, or complex medical needs.  Our mission is simple but powerful: respecting and responding to the choices of people in need of supports. This mission guides everything we do; from creating individualized service plans to building strong partnerships with families, teams, and communities.  As a Dungarvin employee, you’ll be at the heart of that mission. You’ll help people live meaningful lives on their own terms; supporting their goals, honoring their choices, and empowering their independence.  With services nationwide, our team is united by a shared commitment to making a real difference; one person, one voice, one choice at a time.  Join our nationwide family and let us help you achieve your unique goals and dreams.  WE OFFER:  - Compensation: $95,500 Annually Fixed Rate. Plus bonus potential  - Work Environment: This is a remote role, but candidates must be based in Austin, TX; Houston, TX; or Baton Rouge, LA. - Travel Statements: Frequent travel required. Expect heavy travel during the first 3–6 months (multiple trips per month with overnights) to build relationships and stabilize operations, followed by approximately 25–50% ongoing travel across Texas and Louisiana, with potential expansion to Kentucky or Oklahoma. - Work Schedule: Typically, 8 AM – 5 PM CST, with flexibility as needed to meet deadlines or support initiatives across assigned Region. - Team Culture: A collaborative, trust-driven, and change-oriented, focused on building alignment, developing HR talent, and guiding diverse teams through thoughtful, phased transformation. - Retirement Plan: 401 K plan with employer match after one year of service.  - Time Away: PTO that increases with tenure, PTO donation options, and paid sick leave  - Company-Provided Hardware and Cellphone Stipend: All necessary equipment will be provided, along with a monthly stipend for cell phone expenses. - Insurance & Health: Medical, dental, and vision coverage, pet insurance, supplemental insurance options, and flexible spending and health savings accounts (FSA and HSA). Plus, 100% company-paid long-term disability and life insurance.   - Employee Perks: National Brand Discounts, Employee Referral Program, and Employee Assistance Program  - Job Mobility: Dungarvan’s multi-state footprint allows internal job mobility nationwide.  - Mileage Reimbursement: $0.50 cents per mile  Job Description As the Human Resources Director, you will lead HR strategy across Texas and Louisiana, with potential expansion into additional states, while developing a team of HR Business Partners. You’ll serve as a trusted advisor to senior leadership, aligning people strategies with business goals in a complex, multi-state environment shaped by growth and acquisitions. This hands-on role focuses on guiding HRBPs through employee relations, risk management, and operational challenges. Success comes from building trust, driving alignment, and leading thoughtful, long-term change in a region that requires consistency and stability. WHAT YOU'LL DO - Employee Relations & Risk Management: Guide HRBPs through complex employee relations, investigations, and compliance matters while ensuring consistent, fair practices. - Retention & Workforce Insights: Analyze turnover and workforce trends to identify risks and implement strategies that improve retention and stability. - Operations Partnership: Collaborate with Regional and State leaders to align HR initiatives with business goals, support workforce planning, and influence decision-making. - Transformation & Standardization: Lead HR integration efforts, standardize processes, and drive adoption of consistent practices across multiple states. Qualifications MUST HAVE:  - Education: Bachelor’s degree in Human Resources, Business Administration, or related field. - HR Leadership Experience: 8+ years of progressive HR experience in multi-site or complex environments, including strategic planning, talent acquisition, workforce planning, change management, organizational development, and workers’ compensation - Leadership: Proven leader with 2+ years of experience managing HRBPs or equivalent roles, with proven performance management, coaching, and leadership influence. - HR Knowledge & Compliance: Strong knowledge of employment law and multi-state compliance, employee relations, performance management, D&I, succession planning, and organizational change. - Microsoft 365 & Power BI: Proficiency: Advanced proficiency in Microsoft 365 (Word, Excel, PowerPoint, Outlook, Teams, and SharePoint), the ability to analyze data and create clear, actionable presentations - Business & Financial Acumen with Data-Driven Insights: Ability to connect HR strategy to operational and financial outcomes: including budgeting, P&L oversight, and workforce planning; while leveraging HR and financial data to generate reports, identify trends, and support strategic, data-informed decisions across the region. NICE TO HAVE:  - HR Technology Expertise: Experience with HRIS platforms such as Workday, UltiPro (Ultimate Software), or similar systems, along with familiarity with ATS and LMS platforms (e.g., Relias, Cornerstone). - Industry Experience: Background in healthcare, human services, or other regulated, multi-state environments preferred. - Mergers & Organizational Integration Experience: Experience supporting HR activities during mergers, acquisitions, or organizational changes, including aligning policies, processes, and workforce structures to support smooth transitions - Professional Certifications: SHRM-CP, SHRM-SCP, PHR, or SPHR. - Additional credentials: In Coaching, Mediation, or Project Management (PMP, CAPM) Additional Information SKILLS CRITICAL FOR SUCCESS:  - HR Partnership & Execution: Translate business goals into actionable HR initiatives and implement solutions that drive performance. - Leadership & Influence: Build trust, coach HR team members and leaders, and navigate employee relations with professionalism. - Communication & Emotional Intelligence: Communicate clearly and confidently, adapt to audiences, and foster strong relationships. - Problem Solving & Adaptability: Thrive in dynamic environments, balancing multiple priorities and delivering practical solutions. - Data & Operational Excellence: Use HR metrics and insights to guide decisions, improve outcomes, and support workforce planning. - Change & Continuous Improvement: Lead change initiatives and process improvements with a solutions-oriented mindset. - Compliance & Integrity: Ensure fair, consistent, and compliant decision-making aligned with policies and laws.   Why You’ll Love This Role  This is a rare opportunity to build something meaningful from the ground up. You’ll bring together teams shaped by acquisitions, align them under one vision, and drive real transformation; not maintain the status quo. This role is perfect for a collaborative, curious, and relationship-focused leader who thrives in dynamic, evolving environments and wants to make a lasting impact on the employee experience. IMPORTANT INFORMATION:  At Dungarvin, diversity and inclusion are a part of what makes our organization strong. Together, we can continue to work towards an inclusive culture that supports our employees and persons served. Compass, Cambrian and Dungarvin are affirmative action and equal opportunity employers.  The deadline for internal applications is set for two weeks from the date of the job posting.  #LI-VC1 #DDIJ