Role Description Join Our Team at Damascus Home Care! Are you looking for a meaningful and rewarding career? Damascus Home Care is hiring full-time and part-time care providers to make a difference in the lives of seniors and individuals in need. This opportunity is available in the Greater Portland Area. What Does a Care Provider Do? - Deliver compassionate, hands-on support for seniors and individuals with varying needs. - Assist with daily living tasks, such as bathing, dressing, grooming, and toileting. - Help with household chores, including meal preparation, laundry, and light housekeeping. - Provide companionship and emotional support. - Assist with errands and transportation to appointments, shopping, or community events. - Support mobility and ensure client safety in their home. Please Note: Our care providers do not handle or pass medications. Requirements - Must pass a background check, APS check, and CPS check. - No clients in your area? We’ll work to open a case near you. - If you’re already caring for a loved one, we can hire you to take their case. Benefits - Very Competitive Pay: Based on your experience. - Flexible Schedules: Choose part-time or full-time hours to suit your lifestyle. - Comprehensive Benefits Package: - Paid Time Off (PTO) - Holiday Pay - Health and Vision Insurance - And more! - Free Certification: No experience? We offer a free Personal Support Specialist (PSS) certification class. - Impact Your Community: Build lasting connections with seniors and help improve their quality of life. Available Positions - CNA (Certified Nursing Assistant) - PSS (Personal Support Specialist) Become part of a supportive and professional team that truly cares. This is your chance to build a career that makes a real difference! Message us today for more information and to apply!

Role Description We are looking for a highly organised, reliable, and proactive People Operations generalist to strengthen the operational foundation of our global People & Culture Team. This role is primarily focused on the coordination, administration, and execution of core People & Culture processes. The successful candidate will play an important role in ensuring that our people systems, workflows, documentation, and staff lifecycle processes run smoothly, consistently, and efficiently. This role requires experience navigating operational complexity within a fast-paced, globally distributed, and highly collaborative environment. This is an ideal role for someone who enjoys operational excellence, creating clarity, improving processes, and helping teams function effectively behind the scenes. The role will be housed within the People & Culture Team to increase operational capacity and work closely with the broader Operations department to support cross collaboration across the department. Responsibilities - Staff Lifecycle Operations - Coordinate and execute core People & Culture processes across onboarding, offboarding, contract changes, leave administration, payroll in 4 countries, and benefits administration across our global team. - Prepare, track, and maintain staff documentation and records. - Ensure accurate staff data and strong data integrity across People & Culture systems. - Monitor recurring operational processes, deadlines, approvals, and follow-up actions. - Support staff transitions and help ensure a smooth and consistent experience throughout the staff lifecycle. - Systems, Documentation & Process Management - Manage and support core People & Culture systems and tools, including HRIS (Humaans), ATS (Pinpoint), Knowledge Management System (Notion), Project Management Tool (Asana), Google Workspace, and Slack. - Maintain People & Culture documentation, templates, process guides, and operational records. - Support reporting, audits, data tracking, and operational analytics. - Identify opportunities to improve processes, streamline workflows, and increase operational efficiency. - Support the implementation, maintenance, and continuous improvement of People & Culture policies, procedures, and internal systems. - Recruitment Operations & Coordination - Support the coordination of recruitment logistics across staff and consultant hiring processes. - Support interview scheduling and coordination across multiple stakeholders and time zones. - Participate in interviews and support candidate assessment processes in partnership with People & Culture Team and hiring teams. - Partner with People & Culture Team and hiring teams to ensure a smooth and positive candidate experience. - Cross-Functional Coordination & Staff Support - Serve as a reliable operational point of contact for staff questions and process guidance. - Coordinate day-to-day People & Culture operations across multiple stakeholders, systems, and time zones. - Coordinate internal communications, process updates, and operational follow-through. - Support cross-functional projects and initiatives requiring People & Culture operational coordination, specifically supporting the coordination between Finance, Compliance and the People & Culture team. - Help ensure operational consistency, responsiveness, and effective collaboration across People & Culture workflows. Qualifications - Experience in People Operations, HR administration, operations coordination, or related fields. - Strong experience managing administrative processes with high attention to detail. - Experience working in remote, international, or fast-paced environments. - Experience handling sensitive and confidential information responsibly. Requirements - Exceptionally organised with strong follow-through and reliability. - Strong attention to detail and process discipline. - Clear and professional written communication skills. - Strong coordination and task management abilities. - Calm, responsive, and solutions-oriented under pressure. - Comfortable managing multiple workflows simultaneously. - Strong systems mindset and process improvement orientation. - Collaborative, low-ego, and highly dependable. - Able to work independently and proactively manage priorities. Strong Plus - Experience using HRIS or people systems. - Experience supporting globally distributed teams. - Experience improving or documenting operational workflows. - Familiarity with employment administration across multiple jurisdictions. What Success Looks Like in This Role Within the first 6-12 months, this person will: - Partner on all payroll and employer compliance requirements, processes, and procedures. - Strengthen operational consistency across the People & Culture Team. - Manage and maintain our general inbox and staff service function, including via Notion, email, and Humaans. - Improve process coordination, follow-through, and documentation quality. - Increase reliability and responsiveness across staff lifecycle processes. - Become a trusted and dependable operational anchor for People & Culture processes. Why This Role Matters As a globally distributed organisation, strong operations and coordination are essential to helping our teams function effectively and sustainably. This role will help ensure that the People & Culture Team operates with clarity, consistency, responsiveness, and care - creating the operational foundation that enables the broader team to focus on higher-level strategic and organisational support work. Location Avaaz is a global organization, with most of our work done remotely. Our staff are based all over the world. For this position, the candidate would ideally be based in the Americas West time zones. Compensation and Benefits The salary for this role is based on location and experience. Candidates will be provided with an accurate range in local currency. - South & Central Americas: $63,000 - 69,000 USD equivalent - Greater US & Canada: $71,000 - 78,000 USD equivalent - San Francisco/LA, USA: $79,000 - 87,000 USD equivalent The development of our staff is paramount. To support this, we include these benefits: - 5 weeks paid vacation per year - 10 paid holidays per year - Up to 3,000 USD for training and development per year - Up to 1,500 USD for language development per year - Workspace support, including reimbursement for home office or co-working expense Application Timeline We are reviewing applications on a rolling basis, and encourage all candidates to submit applications as soon as possible. Due to the expected high volume of applications, only candidates whose experience closely matches the requirements of the position will be contacted.

Title: People Programs Manager Location: United States - New York Job Description: About the role: Reporting to the Senior Director, Talent Acquisition and Culture, the People Programs Manager will own and evolve the programs and moments that shape how people feel about working at Forter. This is a strategic IC role focused on driving recognition, culture, events, swag, and DEI initiatives while partnering cross-functionally to amplify Forter's employer brand and Employee Value Proposition. You'll sit on the People team and operate at the intersection of culture, communications, and community, touching every layer of the employee lifecycle from day one through long tenure. You'll own your programs end-to-end, set the vision, manage vendors and budgets, and bring creative thinking to how we show up for our people globally and locally. What you'll be doing: Employee Experience Programs - Design and improve core EX programs: Own and continuously evolve recognition, milestone moments, onboarding experiences, and culture moments, ensuring they land with impact across a global workforce. - Shape the global events cadence: Partner with local employee experience teams to develop and evolve a global events calendar, ensuring consistency of experience while preserving local relevance across geographies. - Develop and manage the swag program: Lead Forter's swag strategy end-to-end, including vendor selection, inventory management, quality standards, and distribution for employees, candidates, and new hires. - Connect programs to company momentum: Design and activate recognition and celebration moments tied to company milestones and wins, from new client launches to product achievements, ensuring employees feel the impact of the company's success. - Identify experience gaps: Audit the employee journey on an ongoing basis and propose scalable, high-impact solutions where gaps exist. EVP & Employer Brand - Activate Forter's Employee Value Proposition: Partner with Marketing and TA to define, articulate, and activate the EVP, ensuring alignment between how we show up as an employer externally and what employees actually experience internally. - Spotlight employee stories: Surface and amplify authentic employee journeys across internal and external channels, including content, social, career pages, and events. - Partner on brand repositioning: Work closely with Marketing to ensure Forter's brand evolution is reflected internally, embedding updated messaging, values, and identity into employee programs, communications, and key moments across the lifecycle. Diversity, Equity & Inclusion - Lead DEI programming: Drive Forter's DEI initiatives with a specific focus on building and enabling Employee Resource Groups (ERGs). - Build ERG infrastructure: Develop the frameworks, charters, governance, programming support, and budget allocation that allow ERGs to operate and grow effectively. - Partner on priorities and progress: Work with People leadership and business leaders to set DEI priorities, measure impact, and design programming tied to awareness moments and heritage months. Budget & Vendor Management - Own program budgets: Manage budget planning, tracking, and reporting across your full program portfolio. - Manage vendor relationships: Lead external partnerships with event venues, recognition platforms, swag suppliers, and ERG program tools, including RFPs, contracts, and ongoing performance management. - Drive efficiency: Identify opportunities to improve cost-effectiveness without compromising employee experience quality. Global & Local Balance - Build programs that scale: Design initiatives that work globally while making space for local culture, office identity, and regional nuance. - Partner with local Employee Experience teams: Work alongside Employee Experience Partners and office leads to customize programs appropriately across Forter's markets. - Operationalize consistency: Balance centralized standards with decentralized flexibility, ensuring every employee has a connected Forter experience regardless of location. What you'll need: - 4-8 years of experience across People Programs, HR, or a related function including but not limited to Employee Experience, Culture & Belonging, and Internal Communications. - Demonstrated experience running multiple programs simultaneously with strong project management discipline. - Experience supporting or building DEI initiatives and/or ERGs. - Track record of cross-functional partnership, especially with Marketing, TA, or Communications. - Budget ownership experience; comfortable with planning cycles and spend tracking. - Strong written and verbal communication skills with the ability to craft messaging that resonates at every level of the org. - Experience in a global company with multi-site complexity. - High ownership orientation; you see gaps and close them without being asked. - Comfort with ambiguity and the ability to build structure where little exists. About us: Digital commerce is built on trust. At every point along the eCommerce journey, businesses must make a critical decision: Can I trust this customer? Answering this simple question accurately and instantly is powerful-it can accelerate revenue growth and strengthen a company's connection with its customers. How do we do it? Forter was founded on the insight that it's not about what is being purchased, nor where- but who is behind the interaction. The Forter Decision Engine finds patterns across more than one billion identities in our dataset. We isolate fraudsters and protect customers-ensuring everyone gets the experience they deserve. Given that trust is central to how we operate, Forter is very much driven by a defined set of values. We attract remarkable talent and have retention and engagement levels that are well above benchmarks. We're meticulous about strengthening our culture as we grow and ensuring this is an environment where people can have outsized impact. Trust is backed by data - Forter is a recipient of over 10 workplace and innovation awards, including: - Great Place to Work Certification (2021, 2022, 2023, 2024, 2025) - Fortune's Best Workplaces in NYC (2022, 2023, 2024 and 2025) - Forbes Cloud 100 (2021, 2022, 2023, 2024 and 2025) - #3 on Fast Company's list of "Most Innovative Finance Companies" (2022) - Anti-Fraud Solution of the Year at the Payments Awards (2024) - SAP Pinnacle Awards "New Partner Application Award" (2023) - Fintech Breakthrough Awards - Best Fraud Prevention Platform (2023) Life as a Forterian: We are a team of over 500 Forterians spread across 3 different continents. Since 2013, we've raised $525 million from investors such as Tiger Global, Bessemer, Sequoia Capital, March Capital and Salesforce Ventures. We're on a mission to bring trust to global digital commerce so that companies like Nordstrom, Priceline, Instacart and ASOS can block fraud, drive revenue and improve customer experience. At Forter, we believe unique people create unique ideas, and valuable experience comes in many forms. So, even if your background doesn't match everything we have listed in the job description, we still encourage you to apply and tell us why your skills and values could be an asset to us. By welcoming different perspectives, we grow together as humans and as a company. Forter is an Equal Employment Opportunity employer that will consider all qualified applicants, regardless of race, color, religion, gender, sexual orientation, marital status, gender identity or expression, national origin, genetics, age, disability status, protected veteran status, or any other characteristic protected by applicable law. If you need assistance or an accommodation due to a disability, please email us at interviewaccommodation@forter.com. This information will be treated as confidential and used only for the purpose of determining an appropriate accommodation for the interview process. Benefits: - Competitive salary - Restricted Stock Units (RSUs) - Matching 401K Plan - Comprehensive and generous health insurance, including vision and dental coverage - Home office allowance - Generous PTO policy - Half day Fridays Hybrid work: At Forter, we embrace a hybrid work model that blends in-person connection with the flexibility of remote work. Team members based near our key hubs are expected to work from the office at least three days per week. We believe that regular face-to-face collaboration fuels professional development, strengthens our culture, and builds the relationships that help teams thrive. - Forter does not accept agency resumes. Please do not forward resumes to Forter (or any related) jobs alias or directly to any Forter employees. Forter will not be responsible for any fees related to unsolicited resumes. Salary Range: $119,000 - $147,000 annually + bonus + equity + benefits The referenced salary range is based on the Company's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, and skill level.

• Be a trusted advisor and work closely with the senior leaders to translate near and long-term business objectives to a scalable people strategy • Provide counsel on a range of topics including strategy, the roll out and execution of the full talent management lifecycle, organization design and compensation to a population of 300+ employees • Coach and develop employees to strengthen leadership capabilities • Stay well connected to the business, developing a deep understanding of their business & strategy and how it impacts other cross-functional teams • Support the alignment of functions’ talent plans with required capabilities for the future to achieve Deckers strategic growth plans • Develop effective change management plans with leaders to support through organizational growth and evolution • Identify signals in the organization through formal and informal means, i.e. listening/regular connection, analysis of employee surveys & people data • Identify needs before issues arise and/or gaps widen • Utilize data to identify talent and culture opportunities and translate insights into action plans supporting the people strategy • Assess organizational needs and partner with COEs to drive solutions through talent acquisition, L&D, change management, retention, DEI and career and leadership development, etc. • Collaborate closely and share knowledge with PXBPs (HQ & regional) and COEs to ensure a clear and common understanding of broader business needs and interdependencies across client groups • Identify areas of synergy and opportunities for scale, as well as areas of overlap or conflict • Be a champion & advocate of global talent priorities and support the successful rollout of Deckers people practices & programs within client groups, including performance management, headcount prioritization/management, goal setting, compensation processes, workforce planning, etc. • Partner with colleagues to deliver seamless PX experiences across the global business • Share knowledge of high potential talent within client groups and make connections across teams • Partner with PX colleagues to identify opportunities for talent movement and development across the business • As an important member of the broader PX team, contribute to cross-functional initiatives beyond assigned client groups for broader impact and understanding