Role Description The Human Resources Assistant supports the HR department in daily administrative tasks, ensuring smooth and efficient operations. This role involves handling sensitive employee information with confidentiality and assisting with various HR functions, including: - Onboarding - Workers compensation - Benefits administration - Compliance with labor laws The HR Assistant plays a key role in fostering a positive work environment and enhancing employee satisfaction. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field preferred. - Previous experience in an HR support role or a related administrative position. - Excellent organizational and time-management skills. - Strong communication and interpersonal abilities. - Proficiency in Microsoft Office. - Ability to handle confidential information with discretion. Requirements - Assists in the facilitation of the onboarding process for new hires. - Maintains accurate and up-to-date employee records in accordance with legal requirements and company policies. - Assists employees with benefits inquiries and helps manage benefits documentation. - Ensures compliance with labor laws and company policies; assists in preparing reports and assisting with audits as needed. - Supports HR initiatives aimed at enhancing employee engagement and resolving workplace issues. - Participates in the development and implementation of HR projects and programs as required by the employer. - Performs administrative tasks such as scheduling meetings, managing HR correspondence, and updating HR databases. - Assists with the processing of workers compensation cases, record filing, and retainment. - Completes employment verification, wage verification, and responds to inquiries submitted via email, fax, and phone. - Monitors the HR Hotline. - Other duties as assigned. Company Description The Student Conservation Association, Inc., is an Equal Opportunity Employer. The SCA strives to cultivate a work environment that encourages fairness, teamwork, and respect among all staff members and is committed to maintaining a work atmosphere where lifestyles may grow personally and professionally.

• Own and execute the full employee lifecycle for your location with full autonomy, including promotions, transfers, international moves, and terminations. • Serve as the primary escalation point for all HR Ops issues in your location; resolve them with speed, accuracy, and sound judgment. • Lead onboarding and offboarding for both office and data center personnel, building scalable programs that hold up as headcount grows. • Support the onboarding of new HR Ops team members at your location and across the team where needed, ensuring they have the tools, context, and process knowledge to contribute quickly. • Partner with HRBPs, Compensation and Benefits, Payroll, Immigration, and Legal as a peer, not a support function. • Lead complex or high-visibility HR Ops projects for your location, working closely with the Head of Country HR Operations. • Define, document, and continuously improve team standards, playbooks, and best practices that the broader HR Ops team can apply globally. • Own data quality, governance, and integrity for your location in HiBob; you set the standard, not just follow it. • Lead the automation and AI agenda for your location and contribute to it team-wide. A core priority for the HR Ops team this year is eliminating manual and repetitive work through smarter processes and tooling. • Act as the operational subject matter expert for new system implementations or module rollouts at your location. • Ensure all employee files, records, and documentation are complete, accurate, and fully compliant across all relevant jurisdictions. • Maintain deep, current working knowledge of employment law in your location, including any union relations, works council obligations, or sector-specific regulatory requirements. • Proactively identify compliance risks and bring solutions, not just flags.

• Serve as a strategic advisor to the executive team on all people-related matters, including workforce planning, org design, and leadership development. • Directly manage and develop the Recruiting and HR Operations teams, setting direction, priorities, and performance goals for both functions. • Serve as the senior HR business partner across Transmit Security's key regions: United States, Latin America, Japan, and EMEA, ensuring consistent, locally-compliant people practices across all geographies. • Design and execute HR programs that attract, develop, and retain top talent across technical and go-to-market functions. • Champion a culture of inclusion, accountability, and continuous growth aligned with Transmit Security's core values. • Oversee compensation and benefits strategy, ensuring competitive and equitable structures across regions. • Drive performance management processes, including goal-setting frameworks, feedback cycles, and career development pathways. • Manage employee relations with a fair, consistent, and legally compliant approach. • Partner cross-functionally with Finance, Legal, and department leaders on headcount planning, compliance, and organizational initiatives. • Leverage HR data and analytics to inform decisions and report on key workforce metrics to leadership.

Role Description The Senior HR Analyst is a hands-on "builder" role designed to bridge the gap between complex recruiting data and actionable business strategy. You will work directly with the recruiting team to deliver recurring insights, ad-hoc analytics, and compliance-based reporting. As part of the HR Analytics team, you will build and deploy scalable insights in our foundational HR data tools. Your mission is to move the organization away from manual reporting and toward a mature, AI-powered self-service environment, ensuring that team members don’t just have data, but have decision confidence. What You Will Be Doing - Architecting the Recruiting Reporting and Insight Engine - Automate Reporting: Streamline recurring recruiting reports (Greenhouse, LinkedIn, One Model) to eliminate manual "data wrangling" - Recruiting Strategy Partner: Translate talent data into insights that identify bottlenecks, improve candidate experience, and enhance hiring efficiency. - Data Quality & Governance: Monitor recruitment data for anomalies and establish validation checks to ensure "one version of the truth" across systems. - Establish a prioritization method to handle ad-hoc reporting and analytics requests across the recruiting team. - Enablement: Build data proficiency within the team, moving us toward self-service tools, so answers can be found in real-time. - Build and Deploy Scalable Analytics - Connect the Dots: Help build data pipelines that link recruiting (Greenhouse) to the broader employee lifecycle (Workday, Glint, ServiceNow) to show how hiring decisions impact long-term engagement and retention. - Tool Modernization: Support the transition and optimization of our analytics tech stack (e.g., One Model, Visier) and survey tools (Glint). - Self-Service: Develop scalable dashboards that increase access to HR data, reducing the time we spend on reactive questions. - AI Integration: Explore and deploy AI-powered tools that simplify how users interact with and interpret people data. Qualifications - Proven experience in HR Analytics with proficiency in data engineering. - Hands-on experience with applicant tracking systems, Workday, and analytics platforms. - Proficiency in data visualization tools (One Model, Visier, Looker) and comfort querying data (SQL, R, or Python a plus). - Strong storytelling and presentation skills for both technical and non-technical audiences. - Experience across geographies and time zones, tailoring insights to diverse audiences. - Curiosity about AI and how it can simplify insight delivery and decision support. - Broad understanding of HR programs and metrics across the employee lifecycle, including recruiting. - A builder’s approach, comfortable crafting solutions, frameworks, and processes in a fast-evolving analytics environment. Requirements - Compensation for this role is in the form of base salary. This role does not have a variable compensation component. - The typical starting salary range for new hires in this role is $94,300 — $149,200 USD. - The typical starting salary range for this role in select locations (Seattle WA, Los Angeles CA, San Francisco Bay Area CA, and New York City Metro Area) is $113,300 — $179,200 USD. Benefits - Competitive pay based on the work you do here and not your previous salary. - Health coverage for you and your family in many locations. - Ability to craft your calendar with flexible locations and schedules for many roles. - Generous number of vacation days each year. - Increase your impact - We match up to $2000 (or local currency equivalent) for financial donations and service. - Up to 40 hours each year to use toward volunteer projects you love. - Embracing parenthood with a minimum of 16 weeks of parental leave.