Role Description We are seeking a strategic, accomplished, and highly credible Director of Human Resources to lead the Human Resources function in a complex government contracting environment. This executive leadership role requires deep expertise in federal contracting, Service Contract Act (SCA) and wage determination administration, benefits strategy, payroll coordination, HR systems, regulatory compliance, and employee relations. The Director of Human Resources will shape and execute HR strategy, provide leadership to the HR team, and ensure policies, programs, and operations are aligned with organizational objectives, regulatory requirements, and workforce priorities. Objectives of this role - Provide strategic leadership and direction for the full spectrum of Human Resources functions, including talent acquisition, onboarding and offboarding, employee relations, benefits, payroll coordination, compliance, HR systems, reporting, and policy administration. - Lead the HR function within a government contracting environment, bringing strong command of Service Contract Act (SCA) requirements, wage determinations, fringe benefit administration, and related labor compliance obligations. - Provide executive oversight of HR systems, benefits and payroll-related processes to ensure data integrity, reporting accuracy, operational efficiency, and scalable support for business growth. - Establish HR priorities, objectives, metrics, and executive reporting that support informed decision-making by senior leadership and the Chief Administrative Officer (CAO). - Oversee benefits, leave programs, payroll coordination, employee relations, and compliance activities for both SCA and non-SCA employee populations. - Serve as a trusted advisor to leadership and a credible partner to employees, clients, auditors, vendors, and external stakeholders on high-impact and sensitive matters. This position reports to the Chief Administrative Officer (CAO). Supervisory Responsibilities - Lead, develop, and mentor HR staff to build a high-performing function equipped to support a growing government contractor workforce. - Oversee the priorities, workflow, and performance of the HR team to ensure operational excellence, responsiveness, and accountability. - Provide the Chief Administrative Officer (CAO) with timely insights, recommendations, and updates on workforce, compliance, and operational matters. - Guide complex employee relations matters, workplace investigations, corrective actions, and terminations with sound judgment and alignment to policy and law. - Maintain executive oversight of HR compliance activities, filings, audits, and reporting obligations applicable to federal contractors. Responsibilities - Build and sustain a strong Human Resources function that supports workforce stability, organizational growth, compliance, and employee engagement. - Assist with benefit strategy, annual renewals, broker and vendor relationships, open enrollment, and employee communications for both SCA and non-SCA benefit programs. - Direct HR operations, including payroll interface activities, benefit administration, compliance, records management, and HR systems support. - Partner with senior leadership to align Human Resources strategy with business objectives, contract requirements, and evolving workforce needs. - Serve as the primary HR liaison to vendors, payroll partners, auditors, and other external stakeholders. - Lead complex employee relations matters, workplace investigations, corrective actions, and terminations with strong judgment and risk awareness. - Ensure compliance with applicable federal, state, and local employment laws and government contractor requirements, including SCA, wage determinations and related reporting obligations, as applicable. - Oversee the employee handbook, HR department policies, standard operating procedures, and internal controls to ensure consistency, clarity, and compliance. - Set priorities, allocate resources, and assess team capabilities to ensure effective execution across HR programs and strategic initiatives. - Monitor regulatory developments, market trends, and HR technology advancements to enhance compliance, efficiency, and employee experience. - Leverage HR systems and workforce analytics to strengthen reporting, compliance tracking, and executive decision-making. - Support planning, budgeting, and forecasting for HR programs, systems, and operational priorities. Qualifications - Progressive Human Resources leadership experience within a minimum 5+ years of federal government contracting environment. - Demonstrated command of Service Contract Act (SCA) requirements, wage determinations, fringe benefit administration, and related payroll and benefits practices. - Strong knowledge of federal and state employment laws and government contractor compliance requirements. - Executive presence and the ability to influence, advise, and build credibility across all levels of the organization. - Exceptional verbal and written communication skills, including the ability to navigate sensitive, confidential, and high-impact matters with professionalism. - Strong relationship management, interpersonal, and stakeholder engagement skills. - Excellent organizational discipline, attention to detail, and follow-through. - Strong analytical, problem-solving, and decision-making skills, with the ability to assess risk and recommend practical, business-aligned solutions. - Demonstrated success leading teams, developing talent, and driving accountability and performance. - Strong working knowledge of HRIS/HRMS platforms and reporting tools; experience with GovConPay/iSolved is strongly preferred. - Advanced proficiency in Microsoft Office and the ability to produce clear, accurate, and executive-level reports, analyses, and presentations. Education and Experience - Bachelor's degree in Human Resources, Business Administration, or a related field required; advanced degree preferred. - Minimum 5+ years experience as HR professional leading an HR team. - SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. - Demonstrated experience overseeing payroll vendor relationships, payroll-related reporting, and HR data integrity. - Significant experience with HRMS/HRIS platforms; experience with iSolved (GovConPay) is strongly preferred. - Demonstrated experience open enrollment administration. - Experience with Unanet financial and timekeeping systems preferred. ONLY Qualified candidates should apply.

Role Description Reporting to the SVP, Talent & Culture, the HRBP Lead serves as the primary HR partner and single point of accountability for the Commercial, Marketing, and Transformation functions globally. This role owns the people agenda end-to-end, driving business-aligned HR delivery across all stages of the employee lifecycle. Operating within a COE-led model in close collaboration with shared services, this is a high-impact individual contributor role requiring the ability to influence senior leaders across multiple geographies and time zones. Job Responsibilities - Functional Strategy Partnership: Act as a strategic partner to functional leadership teams by co-shaping and enabling the execution of functional strategies. - Bring a people and organizational lens to strategic discussions by: - Assessing organizational capabilities, structure, and readiness. - Identifying talent-related risks and opportunities. - Advising on resource allocation, budget considerations, operating model implications, and change impact to support functional priorities. - Headcount Planning & Workforce Strategy: Drive headcount planning for assigned functions by partnering with functional leaders to: - Anticipate workforce needs. - Identify capability gaps. - Align role prioritization, timing, and workforce scenarios across annual planning cycles with functional strategies, operating models, and financial constraints. - Organizational Design: Shape and evolve organizational design efforts for assigned functions by: - Shaping structures, roles, spans and layers, and operating models in alignment with functional strategy. - Partnering with functional leaders to assess design effectiveness, clarify accountability, and drive sustainable organizational outcomes. - Talent Acquisition: Enable high-quality talent acquisition outcomes for assigned functions in partnership with the Talent Acquisition COE and functional leaders by: - Playing an active, hands-on role at critical stages to ensure clarity of role requirements. - Ensuring consistent selection decisions for key roles and alignment on hiring conditions. - Reinforcing leader accountability throughout the process and leveraging metrics and feedback to continuously improve TA effectiveness. - Supporting effective onboarding and leader assimilation from Day 1 integration through early goal setting, check-ins, and timely interventions to accelerate performance and reduce attrition risk. - Learning & Development: Partner with the Learning & Development COE and functional leaders to execute L&D and talent management priorities across assigned functions by: - Leading performance management cycles, talent reviews, succession planning, and identification of key and critical talent. - Enabling and co-delivering COE-led learning, development, and leadership initiatives. - Ensuring effective rollout, adoption, and impact, supporting development planning and future-ready capability building based on talent and performance insights. - Culture & Talent Engagement: Champion talent engagement across assigned functions in collaboration with the Talent Engagement COE and functional leaders by: - Overseeing the deployment of engagement surveys and translating insights into focused, leader-led action plans. - Enabling leaders to activate Foundever’s culture through consistent behaviors and team practices. - Promoting the fair and meaningful use of recognition programs, leveraging engagement and recognition insights to drive continuous improvement. - Total Rewards: Execute global compensation and rewards frameworks across assigned functions in partnership with the Total Rewards COE and functional leaders by: - Driving annual salary and variable pay cycles within global guidelines. - Ensuring fair, consistent, and data-driven outcomes. - Advising leaders using performance, market, and pay equity insights. - Reinforcing adherence to reward policies and supporting clear communication and understanding of compensation programs. - Employee Relations & Offboarding: Partner with local HR teams, Legal and Ethics to lead restructuring activities for assigned functions by: - Ensuring compliance with country-specific labor regulations and global policies. - Supporting effective communication and change management. - Guiding leaders through resignations and terminations, ensuring offboarding processes are completed accurately. - Supporting the management of compliance, security, and conduct cases. Qualifications - 12+ years of progressive HR experience, with at least 7 years in a senior HRBP or HR leadership role supporting C-suite or senior executive stakeholders in a global, matrixed organization. - Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field. - Demonstrated experience owning the end-to-end HR agenda for a business unit or corporate function. - Experience supporting global functions across multiple geographies and time zones. - Background in fast-paced, high-change, or transformation environments (BPO, tech, or professional services sectors preferred). - Fluency in English (written and spoken) is required; additional languages are a plus. - Ability and willingness to travel internationally on an occasional basis to support key business moments, stakeholder engagement, or team events. - Comfortable operating in a fully or hybrid remote environment, with the ability to maintain strong relationships and deliver impact without regular in-person interaction. Requirements - Exposure to supporting commercial, marketing, or transformation functions at a global level. - Experience leading or actively contributing to large-scale organizational redesign or restructuring initiatives. - Familiarity with workforce planning methodologies and headcount/financial planning cycles. - Track record of coaching and influencing senior leaders through significant organizational change. - Master's degree or MBA with a focus on Human Resources, Organizational Development, or Business Strategy. Location We are looking for an individual located and authorized to work within the EMEA region. Company Description Foundever® is a global leader in the customer experience (CX) industry. With 150,000 associates across the globe, we’re the team behind the best experiences for +750 of the world’s leading and digital-first brands. Our innovative CX solutions, technology and expertise are designed to support operational needs for our clients and deliver a seamless experience to customers in the moments that matter.

Role Description At Amazon, our HR Regional Partners are known for their knowledge of HR policies, processes, and tools. They act as the front-line consultants to the business supporting managers in creating a positive employee experience and offering the best HR advice on people matters. They operate independently and are seen as subject matter experts, having deep knowledge in local programs, processes, and policies. They offer strong, credible, and compelling advice to business leaders on how to manage their team. They are committed to collaboration with multiple HR Business Partners and HR Centers of Excellence like Benefits, Compensation, and Employee Relations who support our employees across the region. - Performance Management: Work with people managers through performance management cases. Analyze data and trends on performance management to provide input to the business strategy with the relevant HR Business Partner to prevent the recurrence of known issues. - Employee Relations: Lead workplace investigations and relevant ER processes, including disciplinary & performance improvement programs. Conduct investigations and manage ER cases, in coordination with ER and Legal. Review local policies and processes to ensure they are fit for purpose. - Policy Consultation: Provide guidance to managers and HR leaders on policy application and review local HR processes on a rolling basis to ensure they remain fit for purpose. Interpret and adapt global policies to ensure compliance with local labor law and country-specific context. - HR Compliance: Ensure ongoing compliance with local labor laws and regulations by coordinating with internal stakeholders and external authorities, preparing documentation, tracking findings, and advising managers on corrective measures. Manage labor inspections, ensure compliance representation and reporting. - HR General: Act as subject matter expert for people tools, processes, programs, or projects. Design and deliver Manager Education initiatives to further drive collective education and manager effectiveness. Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate. - Change Management: Manage employees' programs and support managers and HR leaders to drive improvements in employee experience. Provide support to HR Business Partners and the business on change initiatives. Qualifications - Knowledge of local labor law - Experience in managing multiple, competing priorities simultaneously - Bachelor's degree in business, HR, or a related field - Strong business and HR acumen, including strong problem-solving skills, critical thinking, and analysis - Strong communication skills - High proficiency in English & French - Drives recommendations and prioritization in collaboration with HR or business leaders to put decisions into a broader business context Requirements - Experience with employee relations - Possesses intellectual curiosity; brings insight into the team & business Company Description Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit this link for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.

Role Description We are expanding and looking for a dedicated Senior Partner Solutions Specialist to lead the implementation and ongoing success of our add-on solutions for existing financial institution partners. This can be work from our corporate offices in Dublin, CA or a 100% Work Remote from your home office position depending upon where you live. - Lead the implementation of add-on solutions for partners. - Own product portfolio success and optimization. - Ongoing success management of Add-On Solutions. - Advise partners on best practices to maximize the value of add-on solutions. - Serve as the internal and external SME for add-on solutions. - Collaborate with partner managers to deliver the value of SavvyMoney’s add-on solutions. - Conduct market research and review, working closely with product teams to communicate market trends and partner requests. - Communicate product enhancements and impacts of add-on solutions to partners. - Coach and develop Partner Solutions Specialists, sharing expertise and best practices to strengthen the team. Qualifications - Proven track record of growing adoption of digital solutions for consumer deposits and loans with comprehensive knowledge of user onboarding processes and modern banking technology platforms. - 5+ years experience in marketing or partnership management roles, preferably in financial services. - Experience managing clients/partners and working with external agency resources. - Excellent communication and presentation skills. - Proficient in data analysis and interpretation. - Proficient with Excel, PowerPoint, Word, and SalesForce. - Experience creating and using email campaign management tools. - Knowledge in web analytics tools such as Tableau. - Bachelor’s degree required. Requirements - Demonstrate self-starting initiative, capable of working autonomously with minimal supervision. - Proactively anticipate partner needs and promptly address them in a professional manner. - Prioritize the partner experience and uphold high service standards. - Excel in managing multiple projects and tasks concurrently. - Possess strong organizational skills and meticulous attention to detail, adept at managing competing priorities. - Exhibit a genuine passion for ensuring partners receive outstanding support for both themselves and their end-users. - Embrace a collaborative mindset, always ready to contribute as a team player in a dynamic organization. Benefits - The annual base salary for this position is between $115,000.00 and $125,000.00 depending upon experience. - Equity Compensation Package. - Flexible Time Off (FTO) - take time off as needed to rest and recharge. - Medical, Dental, Vision – 100% premium paid for employee. - Disability/Life Insurance. - Opportunity for learning and career growth with a top Bay Area technology company. - Reimbursement for remote work setup. - Monthly stipend for phone and internet. - Team building events, culture activities, all hands events. - Paid time off to volunteer and serve the community. - Half day Fridays. - 401k matching contribution. - Beautiful California East Bay offices in Dublin, CA.