Role Description Enzari Creations is seeking a dedicated and proactive HR Recruiter to join our dynamic team. In this role, you will be responsible for managing the end-to-end recruitment process to attract and hire top talent across various departments. You will collaborate closely with hiring managers to identify staffing needs, develop recruitment strategies, and ensure a positive candidate experience. Your contribution will be vital in building a strong workforce that aligns with Enzari Creations' vision and values. This role requires excellent communication skills, strong organizational abilities, and a passion for connecting people with opportunities that drive company success. Qualifications - Proven experience as an HR recruiter or similar role, preferably within a creative or tech-driven environment. - Familiarity with applicant tracking systems (ATS) and recruiting software. - Strong interpersonal and communication skills to effectively engage with candidates and hiring managers. - Ability to manage multiple priorities and meet deadlines in a fast-paced environment. - Solid understanding of recruitment practices and current hiring trends. - High level of organization and attention to detail. - Ability to work independently and as part of a collaborative team.

Title: Associate Director HR Business Partner Location: United States Job Description: Overview At SCA Health, we believe health care is about people - the patients we serve, the physicians we support and the teammates who push us forward. Behind every successful facility, procedure or innovation is a team of 15,000+ professionals working together, learning from each other and living out the mission, vision and values that define our organization. As part of Optum, SCA Health is redefining specialty care by developing more accessible, patient-centered practice solutions for a network of more than 370 ambulatory surgical centers, over 400 specialty physician practice clinics and numerous labs and surgical hospitals. Our work spans a broad spectrum of services, all designed to support physicians, health systems and employers in delivering efficient, value-based care to patients without compromising quality or autonomy. What sets SCA Health apart isn't just what we do, it's how we do it. Each decision we make is rooted in seven core values: - Clinical quality - Integrity - Service excellence - Teamwork - Accountability - Continuous improvement - Inclusion Our values aren't empty words - they inform our attitudes, actions and culture. At SCA Health, your work directly impacts patients, physicians and communities. Here, you'll find opportunities to build your career alongside a team that values your expertise, invests in your success, and shares a common mission to care for patients, serve physicians and improve health care in America. At SCA Health, we offer a comprehensive benefits package to support your health, well-being, and financial future. Our offerings include medical, dental, and vision coverage, 401k plan with company match, paid time off, life and disability insurance, and more. Please visit, https://careers.sca.health/why-sca, to learn more about our benefits. Your ideas should inspire change. If you join our team, they will. Responsibilities This is a remote role, residing within the United States. The Associate Director, HR Business Partner is a strategic advisor and thought partner to senior and executive leaders within corporate functions, responsible for translating enterprise and functional strategies into people strategies that enhance talent, culture, and organizational effectiveness. This role is corporate‑facing and enterprise‑focused and does not support field, site, or facility‑based operations. The role requires strong business acumen, executive‑level consulting capability, critical thinking, and the ability to influence without authority in a matrixed environment. The Associate Director collaborates closely with HR Centers of Excellence, and applies data, systems thinking, and enterprise‑wide perspectives to anticipate risk and drive measurable business results. The Associate Director serves as a cultural ambassador, modeling emotional intelligence, communication excellence, and change leadership to support a diverse, inclusive, and change‑ready corporate workforce. Responsibilities: Attract, Recruit, Retain & Advance Key Talent - Partner with executive and senior leaders in corporate functions to define critical roles, future skill requirements, and organizational design needs using enterprise thinking and business insight. - Collaborate with Talent Acquisition to build diverse executive and leadership pipelines, strengthen selection rigor, and reduce time to fill for critical corporate roles. - Use EXI insights, turnover trends, and predictive analytics to develop targeted retention strategies, applying consulting skills and influence without authority to drive executive adoption and accountability. Champion Culture & Build an Inclusive, Change‑Ready Workforce - Embed SCA Health's values-Clinical Quality, Integrity, Service Excellence, Teamwork, Accountability, Continuous Improvement, and Inclusion-into leadership behaviors and corporate people processes. - Leverage emotional intelligence and change management capability to coach executives through complexity, transformation, and organizational change. - Partner with the Inclusion team to strengthen representation, ensure equity in corporate talent processes, and increase psychological safety. - Apply systems thinking to understand how culture, policies, and processes intersect across corporate functions and the enterprise. Enhance Service Delivery & the Teammate Experience - Lead and enhance the People Planning (P3) process for corporate functions, ensuring rigorous calibration, meaningful development planning, and progress tracking. - Guide executives and senior leaders through performance management and compensation cycles using strong judgment, critical thinking, and influence without authority to drive fair and differentiated outcomes. - Partner with Total Rewards to improve the corporate teammate experience through compensation, wellbeing, and open enrollment initiatives. - Translate EXI results into actionable, leader‑owned plans using data storytelling and executive consulting skills to influence sustained follow‑through. Build Organizational Capability for the Future - Advise executive leaders on skills taxonomies, role architecture, and internal mobility frameworks to support a skills‑based, future‑ready organization. - Coach senior leaders on organizational effectiveness, leadership capability, change leadership, and navigating complex teammate relations with empathy and sound judgment. - Lead culture integration and change adoption for newly acquired or restructured corporate teams. - Demonstrate learning agility by adopting new tools, frameworks, and approaches as enterprise needs evolve. Enterprise HR Leadership & Governance - Serve as an integrator across HR Centers of Excellence, ensuring cohesive delivery of solutions aligned to enterprise standards and priorities. - Leverage HR dashboards and integrated datasets to identify trends in performance, engagement, turnover, and talent flow; synthesize and present insights to executive audiences. - Lead complex employee relations matters for corporate leaders while ensuring compliance with federal, state, and local regulations. - Lead or support reorganizations and restructurings, applying systems thinking to assess downstream talent, financial, and cultural impacts. Key Deliverables & Success Measures - Reduced regrettable turnover in critical corporate roles - Improved internal mobility and succession depth - Strong executive satisfaction with HR partnership - High‑quality performance differentiation and compensation outcomes - Year‑over‑year EXI improvement driven by executive action plan ownership - Effective change adoption and cultural integration Qualifications - Bachelor's degree required - 5+ years of progressive HR Business Partner experience supporting senior and executive‑level leaders (VP/SVP/EVP or equivalent) within corporate or enterprise functions - Demonstrated success advising executives in complex, matrixed organizations - Strong capability in executive consulting, analytics, talent management, and organizational change - Sound judgment, emotional intelligence, and ability to operate effectively in ambiguity - 25% travel expected Success Profile Core Capabilities: - Business Acumen - Connects people strategies to enterprise and functional outcomes - Executive Consulting Skills - Uses structured, evidence‑based approaches to advise senior leaders - Strong Communication - Simplifies complexity and tailors messages for executive audiences - Critical Thinking - Synthesizes data and diagnoses root causes - Emotional Intelligence - Demonstrates empathy, self‑awareness, and credibility - Influence Without Authority - Drives adoption across SLT/ELT stakeholders - Stakeholder Management - Builds trust across HR and corporate leadership - Learning Agility - Adapts quickly in changing enterprise environments - Change Leadership - Guides leaders through transformation and ambiguity - Enterprise Thinking - Evaluates cross‑functional and downstream impact - Strategic Thinking - Aligns people strategies to long‑term business needs - Systems Thinking - Understands how structure, policies, and decisions interact across the organization USD $106,800.00/Yr. USD $140,000.00/Yr. - Bachelor's degree required - 5+ years of progressive HR Business Partner experience supporting senior and executive‑level leaders (VP/SVP/EVP or equivalent) within corporate or enterprise functions - Demonstrated success advising executives in complex, matrixed organizations - Strong capability in executive consulting, analytics, talent management, and organizational change - Sound judgment, emotional intelligence, and ability to operate effectively in ambiguity - 25% travel expected Success Profile Core Capabilities: - Business Acumen - Connects people strategies to enterprise and functional outcomes - Executive Consulting Skills - Uses structured, evidence‑based approaches to advise senior leaders - Strong Communication - Simplifies complexity and tailors messages for executive audiences - Critical Thinking - Synthesizes data and diagnoses root causes - Emotional Intelligence - Demonstrates empathy, self‑awareness, and credibility - Influence Without Authority - Drives adoption across SLT/ELT stakeholders - Stakeholder Management - Builds trust across HR and corporate leadership - Learning Agility - Adapts quickly in changing enterprise environments - Change Leadership - Guides leaders through transformation and ambiguity - Enterprise Thinking - Evaluates cross‑functional and downstream impact - Strategic Thinking - Aligns people strategies to long‑term business needs - Systems Thinking - Understands how structure, policies, and decisions interact across the organization This is a remote role, residing within the United States. The Associate Director, HR Business Partner is a strategic advisor and thought partner to senior and executive leaders within corporate functions, responsible for translating enterprise and functional strategies into people strategies that enhance talent, culture, and organizational effectiveness. This role is corporate‑facing and enterprise‑focused and does not support field, site, or facility‑based operations. The role requires strong business acumen, executive‑level consulting capability, critical thinking, and the ability to influence without authority in a matrixed environment. The Associate Director collaborates closely with HR Centers of Excellence, and applies data, systems thinking, and enterprise‑wide perspectives to anticipate risk and drive measurable business results. The Associate Director serves as a cultural ambassador, modeling emotional intelligence, communication excellence, and change leadership to support a diverse, inclusive, and change‑ready corporate workforce. Responsibilities: Attract, Recruit, Retain & Advance Key Talent - Partner with executive and senior leaders in corporate functions to define critical roles, future skill requirements, and organizational design needs using enterprise thinking and business insight. - Collaborate with Talent Acquisition to build diverse executive and leadership pipelines, strengthen selection rigor, and reduce time to fill for critical corporate roles. - Use EXI insights, turnover trends, and predictive analytics to develop targeted retention strategies, applying consulting skills and influence without authority to drive executive adoption and accountability. Champion Culture & Build an Inclusive, Change‑Ready Workforce - Embed SCA Health's values-Clinical Quality, Integrity, Service Excellence, Teamwork, Accountability, Continuous Improvement, and Inclusion-into leadership behaviors and corporate people processes. - Leverage emotional intelligence and change management capability to coach executives through complexity, transformation, and organizational change. - Partner with the Inclusion team to strengthen representation, ensure equity in corporate talent processes, and increase psychological safety. - Apply systems thinking to understand how culture, policies, and processes intersect across corporate functions and the enterprise. Enhance Service Delivery & the Teammate Experience - Lead and enhance the People Planning (P3) process for corporate functions, ensuring rigorous calibration, meaningful development planning, and progress tracking. - Guide executives and senior leaders through performance management and compensation cycles using strong judgment, critical thinking, and influence without authority to drive fair and differentiated outcomes. - Partner with Total Rewards to improve the corporate teammate experience through compensation, wellbeing, and open enrollment initiatives. - Translate EXI results into actionable, leader‑owned plans using data storytelling and executive consulting skills to influence sustained follow‑through. Build Organizational Capability for the Future - Advise executive leaders on skills taxonomies, role architecture, and internal mobility frameworks to support a skills‑based, future‑ready organization. - Coach senior leaders on organizational effectiveness, leadership capability, change leadership, and navigating complex teammate relations with empathy and sound judgment. - Lead culture integration and change adoption for newly acquired or restructured corporate teams. - Demonstrate learning agility by adopting new tools, frameworks, and approaches as enterprise needs evolve. Enterprise HR Leadership & Governance - Serve as an integrator across HR Centers of Excellence, ensuring cohesive delivery of solutions aligned to enterprise standards and priorities. - Leverage HR dashboards and integrated datasets to identify trends in performance, engagement, turnover, and talent flow; synthesize and present insights to executive audiences. - Lead complex employee relations matters for corporate leaders while ensuring compliance with federal, state, and local regulations. - Lead or support reorganizations and restructurings, applying systems thinking to assess downstream talent, financial, and cultural impacts. Key Deliverables & Success Measures - Reduced regrettable turnover in critical corporate roles - Improved internal mobility and succession depth - Strong executive satisfaction with HR partnership - High‑quality performance differentiation and compensation outcomes - Year‑over‑year EXI improvement driven by executive action plan ownership - Effective change adoption and cultural integration

Role Description As MEDvidi continues to scale, there is a clear need for a dedicated HR Generalist (operations-focused) role to fully own, structure, and continuously improve all operational HR processes for both full-time employees and 1099-NEC contractors. This role offers hands-on exposure to the US market and deep involvement in business operations through close collaboration with leadership and key functions such as Finance, Legal, and Medical Operations. You will have real ownership in building and scaling HR processes from scratch, directly shaping how HR operations support the company’s growth. Qualifications - 4+ years of experience in HR Operations - Strong analytical and reporting skills - Proven cross-functional collaboration, working closely with Finance and Legal on benefits administration, payouts, contracts, audits, and compliance-related topics - Experience owning operational HR communication, acting as the main point of contact for employees, ensuring timely, clear communication and effective issue resolution - Strong sense of ownership and proactiveness, with experience independently managing HR processes, identifying gaps, and driving improvements without constant supervision - Hands-on experience with HR systems and internal trackers (e.g. Notion, JustWorks, BambooHR, or similar tools) - Strong documentation and process management skills - Advanced English proficiency (written and spoken) Requirements - Experience with the US HR market (Nice To Have) - Experience working in fast-scaling startups (Nice To Have) - Process automation mindset (Nice To Have) Responsibilities - Own end-to-end HR operational processes for FTE employees and 1099-NEC contractors, ensuring documentation accuracy, compliance, and clean execution across the full employee lifecycle. - Build, maintain, and optimize HR workflows and trackers (primarily in Notion), ensuring process transparency, ownership, and effective cross-functional collaboration with Finance and Legal. - Own HR documentation and policy management, including the Employee Handbook (FTE & 1099), contracts, amendments, and operational guidelines, in partnership with Legal. - Act as the primary operational HR point of contact for US-based employees and contractors, owning HR-related communication and serving as a bridge between operational processes and employee needs. - Own HR analytics and reporting for all HR operational processes in scope, providing regular, structured insights and recommendations to Business Operations leadership. Benefits - Insurance after the probationary term. - Sports compensation. - Remote work on a B2B basis. - 19 working days of vacation per year. - 4 additional wellness days per year. - Paid sick leave for the first 5 working days. - Gifts to employees for important events. - Career Development. - Personalized English lessons.

Title: HR Business Partner - Director (Remote) Location: United States Employees can work remotely Full-time Employee Status: Regular Role Type: Home Job Posting - Salary Range: $153,075 - $275,535 Department: Human Resources Flexible Time Off: 20 Days Schedule: Full Time Shift: Day Shift Job Description: You will be act a strategic advisor to the President of Experian Automotive and the Senior Leadership Team, aligning people strategy with organizational growth goals. You will guide scalable talent, performance, culture, and organizational development plans to support a high-growth business with 350+ employee organization. You will partner with leadership to, develop leaders, optimizing organizational design, and ensure an inclusive culture that enables sustainable growth. You will sit in the North America HR Business Partnering function, reporting to the Senior Vice President, HR. You will work with the regional, global, HR centers of expertise to achieve the people strategy. You will do this in collaboration with HR and the business. Strategic People and Business Partnership - Partner with senior leaders and department heads to align HR strategy with our goals and growth plans. - Translate business strategy into people initiatives across talent, structure, leadership, and culture. - Be a trusted advisor on organizational design, workforce planning, and change management. Organizational Development & Change Management - Guide organizational change plans associated with growth, restructuring, or new business models requiring deep organizational development expertise. - Support culture-building programs that strengthen company values. - Partner with leadership to embed scalable people processes in a growing organization. Talent Strategy & Workforce Planning - Lead workforce planning to ensure we have the right skills, capacity, and structure to meet growth demands. - Partner with Talent Acquisition to forecast hiring needs, improve hiring processes, and support scaling efforts. - Facilitate succession planning and leadership pipeline development for critical roles. Partner with the business leaders to ensure succession readiness. Performance & Leadership Development - Design and implement performance management frameworks that inspire accountability performance. - Coach managers and leaders on performance management, feedback, and employee development. - Partner with Talent Management to identify leadership and capability-building programs. Employee Relations Governance & Risk Management: - Establish and maintain an environment where employees are managed fairly, and in compliance with all applicable employment laws and company policies. - Provide strategic coaching to managers and leaders on employee relations matters, performance management, disciplinary actions, and documentation best practices. - Partner with the Employee Relations function to ensure, compliant handling of employee relations issues and investigations. - Ensure managers are trained and equipped to handle employee management issues, reducing risk and improving leader effectiveness. - Monitor trends in employee relations cases and manager behavior to identify systemic risks, recommend policy or process improvements, and mitigate legal and cultural risk. - Collaborate with Legal and People Operations to ensure policies, and manager actions align with regulatory requirements and company standards. Data, Metrics & Insights - Analyze HR metrics (turnover, engagement, performance, hiring effectiveness, diversity). - Provide insights to leadership using people analytics. - Develop dashboards for executive leadership. - Use data and analytics to measure HR program effectiveness and inform decision-making. Qualifications - Deep organizational development expertise, including process re-engineering, social and technical change management, and a mindset to ensure we scale while optimizing performance, culture, and people practices - Experience influencing senior leaders and managing complex organizational change and background in data-driven HR and people analytics decisions that have delivered results. - Expertise linking people initiatives to revenue and operational efficiency. - Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field (Master's preferred). - 7-12+ years of progressive HR experience, with experience in an HR Business Partner or strategic HR leadership role. - Experience supporting a fast-growing organization. - Knowledge of employment law, HR best practices, and organizational development. - Excellent coaching and management skills. Additional Information Benefits/Perks: - Great compensation package and bonus plan - Core benefits including medical, dental, vision, and matching 401K - Flexible work environment, ability to work remote, hybrid or in-office - Flexible time off including volunteer time off, vacation, sick and 12-paid holidays At Experian, our people and culture set us apart. We're deeply committed to creating an environment where everyone feels they belong and can excel. From inclusion and authenticity to work/life balance, development, wellness, collaboration, and recognition, we focus on what truly matters. Our people-first approach has earned us global recognition: World's Best Workplaces 2024 (Fortune Top 25), Great Place To Work 2025 in 26 countries, and Glassdoor Best Places to Work 2024, among others. Our compensation reflects the cost of labor across several U.S. geographic markets. The base pay range for this position is listed above. Within this range, individual pay is determined by work location and additional factors such as job-related skills, experience, and education. You will be also eligible for a variable pay opportunity. Experian is proud to be an Equal Opportunity Employer for all groups protected under applicable federal, state and local law, including protected veterans and individuals with disabilities. If you have a disability or special need that requires accommodation, please let us know at the earliest opportunity. #LI-Remote This is a remote position.