Role Description We are sharing a specialised part-time consulting opportunity for professionals experienced in HR operations, people operations, employee lifecycle workflows, benefits administration, leave management, HRIS systems, and structured HR documentation processes. This role supports current and upcoming remote consulting opportunities focused on structured HR workflow review, employee inquiry analysis, onboarding and offboarding documentation, leave and benefits review, HRIS data workflows, and high-quality project execution. Selected professionals will apply their HR operations expertise to review realistic people operations scenarios, evaluate policy and documentation requirements, prepare structured written outputs, and support accurate, evidence-based HR workflow tasks. Key Responsibilities - Employee Inquiry & Policy Review - Review HR scenarios involving employee policy questions, benefits inquiries, plan documents, workplace policies, and documented HR responses. - Evaluate HR responses against source materials, policy requirements, benefits documentation, and defined criteria. - Support structured review of employee communications, policy explanations, benefits guidance, and HR documentation. - Identify missing information, policy gaps, eligibility considerations, and expected HR response outcomes. - Employee Lifecycle & Leave Administration - Review people operations scenarios involving onboarding, offboarding, employee changes, leave decisions, accommodation workflows, and required checklists. - Evaluate onboarding and offboarding materials against required steps, completion criteria, and documented process requirements. - Support structured review of leave administration scenarios involving FMLA, ADA, eligibility requirements, documentation, and decision workflows. - Prepare clear written explanations for HR decisions based on source materials and verifiable criteria. - HRIS, Benefits & Data Workflow Support - Review HRIS scenarios involving data updates, before-and-after states, benefits enrollment, eligibility rules, change forms, and employee records. - Evaluate HRIS updates and benefits workflows against defined requirements, system rules, and documented outcomes. - Support structured review of HR artifacts such as offer letters, change forms, leave decisions, policy responses, benefits records, and employee lifecycle documentation. - Maintain accuracy, consistency, and professional judgment across submitted work. Qualifications - 3+ years of experience in HR operations, people operations, HR administration, benefits administration, leave administration, employee lifecycle support, or related HR roles. - Experience with one or more areas such as HRIS workflows, benefits administration, leave administration, FMLA, ADA, FLSA classification, onboarding, offboarding, employee inquiries, or HR policy support. - Familiarity with HRIS or people systems such as Workday, Rippling, BambooHR, Gusto, Justworks, ADP, UKG, Paylocity, Namely, or similar platforms. - Comfort reading and preparing HR artifacts such as policy responses, offer letters, change forms, leave decisions, benefits documents, onboarding checklists, and employee lifecycle records. - Strong written communication skills and ability to explain HR decisions clearly. - Ability to follow structured instructions and produce evidence-based work. Educational Background - A degree or professional background in human resources, business administration, psychology, organizational development, labor relations, communications, or a related field is helpful. - Equivalent practical experience in HR operations, people operations, HR administration, benefits support, leave administration, or employee lifecycle workflows is also highly relevant. Nice to Have - SHRM-CP, SHRM-SCP, PHR, SPHR, benefits certification, HRIS certification, or equivalent HR background. - Experience with FMLA, ADA, FLSA classification, benefits eligibility, employee policy interpretation, or leave documentation. - Experience preparing or reviewing offer letters, policy responses, HRIS updates, benefits enrollment records, leave decisions, or employee lifecycle checklists. - Familiarity with HR compliance documentation, payroll-adjacent workflows, onboarding systems, or employee records management. - Strong attention to detail in policy-heavy and documentation-based HR environments. Why This Opportunity - Apply HR operations and people operations expertise to structured remote project work. - Contribute to high-quality HR workflow review, employee lifecycle documentation, benefits analysis, and HRIS process assessment. - Work on flexible, project-based assignments aligned with your professional background. - Use your HR judgment in a focused, detail-oriented consulting environment. - Remote structure with competitive hourly compensation. Contract Details - Independent contractor role. - Fully remote with flexible scheduling. - Part-time commitment depending on project availability. - Competitive rates between $60–$90 per hour depending on expertise. - Weekly payments via Stripe or Wise. - Projects may be extended, shortened, or adjusted depending on scope and performance. - Work will not involve access to confidential or proprietary information from any employer, client, or institution. About the Platform This opportunity is available through 24-MAG LLC. We connect experienced professionals with remote consulting opportunities across technical, evaluation, and project-based workstreams. By submitting this application, you acknowledge that your information may be processed by 24-MAG LLC for recruitment and opportunity matching in accordance with our Privacy Policy: https://www.24-mag.com/privacy-policy

• Suporte administrativo à liderança • Gestão de agenda • Organização e conciliação de viagens • Apoio em processos administrativos como criação e acompanhamento de POs • Apoio ao modelo de Chief of Staff • Preparação de reuniões/apresentações executivas • Organização de materiais estratégicos para tomada de decisão • Exposição frequente e interação direta com a liderança sênior • Atuação em ambiente dinâmico, com necessidade de learning agility e rápida adaptação a novas demandas

We are a fast-paced retail company dedicated to providing exceptional service to our customers across the globe. With our commitment to quality and innovation, we’re seeking a **People Generalist** for **Central Europe (Poland, Germany & Austria)** to join our People Team and support the continued growth and success of our business.****The Mountain Warehouse People team has an evolving People Strategy with an emphasis on providing all of our colleagues with a great experience and becoming an employer of choice. We’re building great foundations ready to take forward systems, engaging colleague initiatives, progressive policies and development to support our colleagues becoming the best they can. ****As a People Generalist, you will play a key role in delivering operational HR support across Poland, Germany, and Austria. You will act as a key point of contact for HR queries, ensuring consistent, compliant people practices across the retail business.****The role combines hands-on operational delivery with advisory support to retail leadership, contributing to effective ways of working and a positive colleague experience.

Role Description The Chief People Officer (CPO) is a member of the executive leadership team and leads Deep Fission's people strategy during a period of rapid growth, increasing regulatory complexity, and organizational transition from R&D to operational readiness. Reporting directly to the CEO, the CPO partners closely with the executive team, Board of Directors, and Legal and Finance leadership to build the workforce, governance, and systems the company needs to scale safely and effectively. This role is both strategic and hands-on — and the emphasis on hands-on is real. Deep Fission is building its people infrastructure in real time, and the CPO will be as much architect as operator. The CPO will play a critical role in technical hiring, site-based operations, employment law compliance, and reinforcing a strong safety culture aligned with nuclear industry expectations. The right candidate is someone who is energized by building in ambiguity — who sees an evolving org chart and an incomplete HR stack not as obstacles, but as the job. Key Responsibilities - Executive Leadership, Governance & Workforce Strategy - Serve as a strategic advisor to the CEO and executive leadership team on workforce planning, organizational design, executive compensation, and people-related risk. - Partner with the Board of Directors and Compensation Committee on executive compensation programs, incentive design, succession planning, and governance — building these processes where they don't yet exist in mature form. - Align hiring plans, organizational structure, and people investments with operational milestones, regulatory timelines, and capital plans — in an environment where those plans are actively evolving. - Lead the people-side change management required as the company transitions from early-stage R&D to site-based operations and commercial readiness. - Build and own human capital governance processes appropriate to a company growing into increasing public and regulatory visibility. - Talent Strategy & Executive Hiring - Build and lead recruiting strategy for highly specialized technical roles, including nuclear engineers, reactor and operations staff, and regulatory professionals. - Design competitive compensation, equity, and total rewards programs suited to a high-growth company competing against both established nuclear players and well-funded startups. - Partner with executive leadership on senior and executive-level hiring, onboarding, and leadership integration. - Safety, Culture & Manager Effectiveness - Champion a safety-first organizational culture consistent with nuclear industry standards as the company prepares for site-based operations including building the training, documentation, and accountability structures that don't yet fully exist. - Partner with Operations, Legal, and site leadership to develop safety training, incident response protocols, and documentation processes. - Build manager capability and accountability through clear expectations, training, and support with particular attention to safety-sensitive and frontline roles where management infrastructure is still being established. - Support leadership development and succession planning for critical technical and operational roles. - HR Operations, Compliance & Risk Management - Own employment law compliance across federal, state, and local jurisdictions, with particular fluency in California employment law. - Build and oversee HR operations infrastructure such as HRIS, benefits, payroll coordination, policies, employee relations, and documentation with a focus on scaling systems to meet the company's growth rather than inheriting a finished stack. - Serve as a key leader in people-related crisis and incident response in coordination with Legal and executive leadership. - Partner closely with internal and external legal counsel on employment matters, investigations, and regulatory considerations. - Team Building & Function Scaling - Build a lean, high-impact People team from an early-stage foundation, including HR operations, compliance, and recruiting support. - Establish decision rights, escalation paths, and operating rhythms within the People function — creating structure where structure is needed and staying nimble where it isn't. - Anticipate when and how to scale the team as additional sites come online and organizational complexity increases. Qualifications - 15+ years of progressive HR experience, including senior leadership at the VP or CPO level. - Demonstrated experience building HR functions in high-growth, startup, or rapidly scaling organizations including environments where processes and infrastructure were created, not inherited. - Track record of operating effectively in ambiguity, comfortable making decisions and building structure when playbooks don't yet exist. - Experience engaging with Boards of Directors and Compensation Committees, whether in a public, pre-IPO, or investor-backed context. - Deep knowledge of employment law and HR compliance, including strong fluency in California employment law. - Experience supporting distributed and multi-state workforces. - Proven ability to partner with and influence CEOs, executive teams, and senior investors. - Strong judgment, executive presence, and clear, direct communication style. - Bachelor's degree required. Desired Skills & Experience - Experience in nuclear energy, clean energy, aerospace, defense, infrastructure, or other safety-critical, highly regulated industries. - Experience supporting site-based or field operations alongside corporate teams. - Exposure to labor strategy, mixed workforce models (hourly, salaried, contractors), or union-adjacent environments. - Experience managing people-side risk during significant organizational transitions — regulatory scale-up, operational launch, or similar inflection points. - SHRM-SCP, SPHR, or equivalent certification. - Experience supporting international or cross-border teams or vendors. Our Commitment Deep Fission is an equal opportunity employer committed to building a diverse and inclusive workplace. We welcome applicants from all backgrounds who share our passion for advancing clean nuclear energy and creating a sustainable future. We do not discriminate on the basis of race, color, creed, religion, ancestry, age, sex, marital status, national origin, disability, veteran status, or any other characteristic protected by applicable law.