Role Description Are you curious about how great employee experiences are built? Do you enjoy helping people, improving processes, and learning how organizations support their teams? We're looking for a Senior Associate, People Operations to join our People team and help create a positive, engaging experience for employees across our global remote workforce. This role is an excellent opportunity for someone early in their HR or People Operations career who is excited to learn, grow, and gain hands-on experience across a wide range of people programs. You'll support onboarding and offboarding, maintain employee data and systems, contribute to employee engagement initiatives, and help ensure our people processes run smoothly. You'll also have the opportunity to work closely with teammates in the United States, India, and Ukraine, gaining exposure to People Operations best practices in a global, distributed company. As part of our commitment to innovation, you'll learn how AI is transforming People Operations. You'll receive training and hands-on experience building, managing, and improving AI agents that help streamline workflows, improve employee support, and enhance operational efficiency. We're looking for someone who is excited by new technology, enjoys learning, and is eager to explore how AI can improve the employee experience. While our team is fully remote, we’re seeking candidates who reside in the Pacific or Mountain time zone. Qualifications - 1-3 years of professional experience in HR, People Operations, recruiting coordination, operations, customer support, administration, or a related field. - A genuine interest in building a career in Human Resources or People Operations. - Curiosity about how organizations create great employee experiences. Requirements - Excitement about learning new systems, tools, and technologies, including AI. - Growth-oriented mindset with a willingness to ask questions, seek feedback, and continuously improve. - Interest in learning HR best practices within a global, remote-first company. - Strong written and verbal communication skills. - Ability to build positive relationships and collaborate effectively with colleagues across different teams, time zones, and cultures. - Strong organizational skills and attention to detail. - Ability to manage multiple priorities while maintaining accuracy and follow-through. - Comfort learning and working with software platforms and systems. - Experience with HR systems is helpful but not required; familiarity with HiBob, Lattice, or similar tools is a plus. - Proficiency with Microsoft Office or Google Workspace tools. Benefits - Gain hands-on experience across multiple areas of People Operations while learning from experienced team members in a supportive environment. - Receive training and practical experience using AI tools and building AI agents that help improve employee experiences and operational efficiency. - Collaborate with colleagues across the United States, India, and Ukraine and develop an understanding of People Operations in a global organization. - Help shape the employee experience and contribute to programs that support engagement, growth, and culture. - Work alongside thoughtful, supportive teammates who value learning, innovation, and continuous improvement. - Enjoy the flexibility of a fully remote environment while working with a globally distributed team that prioritizes well-being, professional growth, and work-life balance.

Role Description As the Director of Talent Acquisition & People Operations, you will own how Hadley Designs sources, vets, and closes top global talent, and you will own the broader people system that talent steps into. You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role, and you will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond. This is a leadership-tier role with 1 direct report (the People Operations Specialist) and end-to-end ownership of the talent and people functions. Your weeks will be heavier on recruiting in the near term, live pipelines, structured interviews, test projects, employer brand, and steady on People Operations throughout (onboarding, performance frameworks, contractor renewal, leadership enablement). Key Responsibilities - Talent Acquisition (the #1 outcome of this role): - Recruiting Pipeline Management: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment. - Test Project & Interview Operations: Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end. - Sourcing Channel Optimization: Manage and optimize sourcing channels based on performance; build "always hiring" shortlists for recurring high-leverage roles. - Employer Brand & Glassdoor Defense: Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating. - Hiring Metrics & Funnel Reporting: Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs. - People Operations: - People Systems Leadership: Design and implement systems for engaging, onboarding, and retaining talent, aligned with the company's growth objectives. - Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business. - Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization. - Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention. - Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness. - External Partnerships: Partner with external service providers to enhance and support people operations as necessary. How Success Is Measured - Talent Acquisition KPIs: - Average time to fill open roles: under 45 days. - Weekly applicant volume per active role: 250+ qualified applicants. - Weekly hiring pipeline report by sourcing channel: 100% completion, on time. - Completed candidate case studies available for review per role per week: 15+. - Glassdoor company rating: maintain 4.5+ average across the year. - People Operations KPIs: - Successful implementation of people systems that directly support the business's ability to scale. - Strong employee retention rates, with high performance and engagement. - Improved leadership confidence in people systems, talent readiness, and organizational alignment. - Predictable, scalable people operations that contribute to the company's growth and success. Qualifications - 3-5+ years of full-cycle recruiting experience, ideally in remote or e-commerce organizations. - Proven track record of hiring across marketing, ops, Amazon, product, and leadership roles. - Experience running structured interviews, test projects, and group interviews. - Familiarity with recruiting tech stacks: LinkedIn Recruiter, Workable, OnlineJobs.ph. - Comfortable managing hiring systems using Notion, ClickUp, or lightweight ATS tools. - Strong writing ability: clear job posts, compelling outreach, direct candidate comms. - Ability to handle 5-10 active roles at a time with no drop-off in process. - Experience defending brand reputation and responding to feedback (e.g. Glassdoor). - Experience building and running reporting for hiring metrics. Requirements - 5+ years of progressive HR or people operations experience, with leadership responsibility. - Bachelor's degree in Human Resources, Business, or a related field. - Direct experience operating contractor-centric or distributed teams. - Demonstrated success building compliant, scalable people systems. - Strong understanding of contractor classification, employment law, and risk mitigation. Benefits - Remote-first work environment - Paid time off and holidays - Access to learning resources and professional development - Free access to Hadley Designs products - Regular interaction with leadership, including the CEO and CMO - Stability from a decade as a family-founded, mission-driven brand Apply Today If you’re ready to make a meaningful impact in a growing company that’s shaping the future of learning, apply now to join the Hadley Designs team as our Director of People Operations. Help us create a lasting impact on families, educators, and children worldwide. P.S: If you don’t hear from us within four weeks of your application, please consider that as our decision to move forward with other candidates, but we truly appreciate your interest in Hadley Designs.

• Syndio is in the middle of a meaningful transformation - and we need a people leader who wants to help build what comes next - an AI-native operating model. Not one that reacts to the business, but one that helps shape it. • This role is the strategic head of the People function, reporting directly to the CEO and owning the roadmap that connects culture, performance, and organizational capability to business outcomes. You’ll lead a small, talented team and be a genuine thought partner at the leadership table — someone who brings a clear point of view and moves quickly from strategy to action. • This is a builder's role. The team is talented and the foundation is solid. What’s needed now is a leader who can elevate the organization beyond transactional work, strengthen leadership effectiveness across the company, and architect the people systems an AI-native business actually requires.

Role Description This role qualifies for a remote work arrangement within our 7 state footprint (PA, OH, MI, WV, VA, MD, NC). - Design and manage a people analytics and intelligence strategy and budget aligned with organizational and HR strategic objectives. - Lead the analysis of people and culture data and collaborate with HR and business unit leaders to use data, insights, and reporting to solve strategic human capital challenges, optimize human resource capacity planning, and maximize labor utilization rates. Responsibilities - Design the structure, team, governance, and key operating processes and principles. - Maximize the development of internal talent through regular performance coaching, performance reviews, and identification of individual developmental opportunities. - Guide efforts to automate HR data collection and analysis, create visualizations, and develop new analytic tools. - Define the process to identify and prioritize analytics initiatives and requests. - Serve as the primary liaison between Business Insights and HR. - Establish a data-informed culture and skillset across HR through formal and informal education and by utilizing HR Business Partners. - Design and implement a quantitative HR data architecture that integrates data from multiple source platforms, to identify and deliver insights and predictive models used for enhancing forecasting accuracy and improving workforce decision making. - Collaborate with HR and business leaders to design and deliver accurate and trustworthy data, insights, reporting, and dashboards that support the employee life cycle and influence business outcomes. - Collaborate and engage with HR and business leaders to ensure successful adoption of data insights and measurement of business impact. - Support the strategic workforce planning process by understanding labor trends, external labor marketplace dynamics and competitive intelligence in addition to internal marketplace data. - Collaborate and align with Business Insights and HR Technology to align on data tools, methodologies, and priorities. Qualifications - Education: - Bachelor’s degree in data science or qualitative mathematics field (such as statistics, research design, business or talent analytics, mathematics, economics, I/O Psychology) or equivalent required. - Master’s degree in HR management or business administration (MBA) preferred. - Experience: - Minimum 7 years’ experience in senior HR or Business Insight roles such as strategy, analytics, or centers of excellence required. - Minimum 5 years’ experience leading a high-performing team required. - Minimum 3 years’ experience leading enterprise-wide advanced analytics initiatives required. - Minimum 3 years’ experience working with analytics and data visualization tools required. - Licenses/Certifications: - HR education, training and/or certification through online courses and/or professional organizations preferred. - Analytics education, training and/or certification through online courses and/or professional organizations preferred. - Tools & Equipment: - General Office Equipment Benefits - Base salary range of $102,039 - $170,068 per year, depending on experience and qualifications, plus bonus based on company performance. - Quarterly employee bonuses based on company performance. - Competitive salaries. - PTO and parental leave. - 401k match and employee stock ownership. - Limitless professional development and growth opportunities. - Tuition reimbursement. - Full medical, vision and dental coverage. - Snack discounts. Accommodations Sheetz is committed to the full inclusion of all qualified individuals. Sheetz is committed to considering all applicants regardless of disability who can perform all essential job duties with or without accommodations.