• As an employee of WBS TRAINING AG, you represent your field with passion and foresight • In your role as a trainer, the primary focus is on developing the competencies of course participants • In your lesson design you act both as a content provider and as a support in the role of a learning facilitator — Learning 4.0! • This includes subject-related instruction from the home office in the WBS LearnSpace 3D ® • Designing and applying a variety of teaching methods for course delivery • Creating and updating teaching materials • Preparing and conducting assessments of learning outcomes • Participating in quality assurance measures

Base Salary Range: USD 151000 - USD 236000 - YEARLY Company Description Nexthink is the leader in digital employee experience management software. The company provides IT leaders with unprecedented insight allowing them to see, diagnose and fix issues at scale impacting employees anywhere, with any application or network, before employees notice the issue. As the first solution to allow IT to progress from reactive problem solving to proactive optimization, Nexthink enables its more than 1,300 customersto provide better digital experiences to more than 18 million employees. Dual headquartered in Lausanne, Switzerland and Boston, Massachusetts, Nexthink has 9 offices worldwide. Job Description This is a newly created Director-level role at the intersection of three agendas that matter deeply to Nexthink right now: building a world-class Total Rewards function, driving a significant Workday implementation to a successful landing, and accelerating the use of AI and automation across HR operations. You will report directly to the Chief People Officer and manage the HRIS team, operating as a peer to our HR Business Partnering, Talent Acquisition, and Talent Success leads. This is not a caretaker role. Nexthink has an established compensation framework - your job is to own it, administer it with rigor, and evolve it as our workforce grows across 19 countries. You will be the most senior HR voice on total rewards and people technology, ensuring our compensation programs remain competitive, equitable, and scalable as the business scales. You will partner with a dedicated Workday implementation team in Business Transformation who own project delivery - meaning you bring the HR expertise and compensation design authority, while they deliver the technical build. If you want to own a compensation function that matters, shape how a growing global technology company evolves its people programs, and do it with direct access to the CPO and leadership team - this is the opportunity. What You Will Own Total Rewards - Own and administer Nexthink's established global compensation framework: maintain job architecture, grade profiles, and salary bands across 19 countries, ensuring they remain accurate, competitive, and fit for purpose as the workforce grows - Run the annual compensation cycle end-to-end - merit and bonus plan design, manager self-service in Workday Advanced Compensation, approval workflows, and compensation statements - Run the annual compensation benchmarking cycle: manage market data partners, analyse results against the existing framework, and recommend targeted band adjustments to the CPO as the workforce and market evolve - Own pay equity monitoring: run the annual pay equity review against the existing framework, surface findings to the CPO, and manage remediation tracking across all geographies - Advise HR Business Partners on offer, promotion, and retention decisions - as the most senior compensation authority in the People & Talent function - Design compensation models for cross-border relocations in support of the company's geographic growth strategy - Support equity plan administration in partnership with Finance and Legal: grant communication, vesting schedules, and ownership transition impacts - Partner with Finance on headcount cost modelling, compensation scenario planning, and people data inputs for financial planning People Systems & HRIS Leadership - Lead and develop the HRIS team, setting direction and building capability to serve as a trusted partner across HR, Finance, and IT - Serve as the HR function's senior authority on Workday: own people requirements for the ongoing Workday implementation, make binding design decisions on compensation module configuration, and sign off on deliverables before go-live - Partner with the Business Transformation Workday team - you bring HR and compensation expertise; they own technical project delivery; together you make the implementation land - Own Workday data governance: org hierarchy accuracy, position management discipline, compensation data quality, and the standards that give Finance and payroll confidence in the system - Manage the ongoing Workday roadmap for HR: release management, future module expansions, and integration health with payroll, Finance, and IT systems - Build the people analytics foundation: define core metrics, produce the CPO and leadership dashboard, and establish the data infrastructure for future analytics investment AI & HR Transformation - Lead the People & Talent AI adoption roadmap - identify highest-leverage opportunities for a lean HR team and sequence delivery by impact and effort - Drive the first wave of HR automation: onboarding workflows from Workday hire events, AI-assisted policy Q&A, job description generation tied to the job architecture, and compensation cycle automation - Evaluate and implement AI vendor tools that augment Workday and the broader HR function - conversational assistants, analytics layers, and document intelligence - Build a clear ROI measurement framework for every automation deployed: time saved, error reduction, and HR capacity freed - documented for leadership and board review - Partner with IT, Legal, and Business Transformation on AI governance, GDPR compliance, and data residency across all operating countries Qualifications - Senior Total Rewards, Compensation, or HR Technology leadership experience - you have administered and evolved compensation frameworks, run benchmarking cycles, and managed annual merit and bonus programs at a global company - Workday expertise in HCM and Advanced Compensation - you understand how the system is structured, can make informed design decisions alongside a technical implementation team, and can hold a Workday partner accountable to HR requirements - People management experience - you know how to develop HRIS or HR operations professionals and build a high-trust, high-output team - A genuine track record of driving process change through technology or automation - something you built or deployed that produced measurable outcomes - Strong analytical fluency - comfortable modelling compensation scenarios, building geo-differentiated salary band frameworks, and presenting methodology to a CFO or senior leadership team - Ability to operate effectively in a global, multi-currency environment with payroll complexity, EOR arrangements, and multi-country data considerations - Excellent stakeholder communication - you can translate complex compensation and systems decisions into clear guidance for HRBPs, managers, Finance partners, and senior leadership #LI-Hybrid Additional Information We are the pioneers and trailblazers of a global IT Market Category (DEX) that is shaping the future of how the world works, giving our customers' IT Teams total digital visibility across their enterprise. Our innovative solutions integrate real-time analytics, automation, and employee feedback across all endpoints. This enables our IT teams to solve complex technical challenges, create ever more productive workplaces, and deliver happy, satisfied employees in the digital workplace. Total Rewards @ Nexthink At Nexthink, we offer one of the most comprehensive and generous benefits plans. Your total rewards compensation package includes base salary and may also include a commission or performance bonus plan. We provide our US employees with 100% covered company benefits that consist of health, dental, vision as well as access to life insurance, long-term disability, and accidental death/personal loss coverage. In addition, we offer: - Flexible Hours and unlimited vacation (employees have unlimited paid time off on top of the 15 days of holidays we offer), 11 company-paid holidays, and 3 extra days for volunteering. - Hybrid work model that balances office and remote work, with structured onboarding to foster connections and team integration. - Free access to professional training platforms to explore your interests and enhance your skills. - Up to 16 weeks of paid leave for birthing parents/primary caregivers, 6 weeks for secondary caregivers. - Plan for the future with a 401(k) plan featuring up to 4% company matching contributions, vesting immediately, to grow your retirement savings. - Bonuses for referring successful hires after three months of continuous employment. Base salary ranges are determined by country, role, level, experience, and skills. The range displayed on each job posting reflects Nexthink's good faith determination of the minimum and maximum targets for new hire salaries across all US locations. Individual pay is determined by related factors, including job skills, experience, and relevant education or training, which may impact a final offer. Your Talent Acquisition Partner can share more about the specific salary range during the hiring process.

Role Description NeuLife Rehabilitation, Inc. is seeking a dynamic, strategic, and hands-on Chief Human Resources Officer (CHRO) to lead the organization's people strategy across multiple states and service lines. This executive leader will serve as a trusted advisor to the CEO and executive team while driving organizational growth, compliance, workforce planning, employee engagement, and post-acquisition integration efforts. The CHRO provides strategic and operational leadership for all aspects of Human Resources, including: - Talent acquisition - Employee relations - Compensation and benefits - Compliance - Payroll oversight - HRIS management - Leadership development - Performance management - Workforce planning - Organizational effectiveness This role plays a critical part in supporting aggressive growth initiatives, integrating acquired organizations, ensuring regulatory compliance, and building a culture of accountability, engagement, and excellence. Qualifications - Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field. - Minimum of 10 years of progressive Human Resources leadership experience. - Minimum of 5 years in a senior HR executive role. - Demonstrated experience leading HR functions in a multi-state environment. - Proven mergers and acquisitions experience, including due diligence and post-acquisition integration. - Strong knowledge of federal and state employment laws, wage and hour regulations, leave laws, and HR compliance. - Experience leading talent acquisition, compensation, benefits, employee relations, and HR operations. - Experience overseeing HRIS systems and payroll functions. - Strong analytical, financial, and business acumen. - Ability to travel 25%–50%. Requirements - Master's degree in Human Resources, Business Administration, Healthcare Administration, or related field (Preferred). - Healthcare, behavioral health, rehabilitation, or multi-site service organization experience (Preferred). - SHRM-SCP, SPHR, or comparable senior HR certification (Preferred). - Experience supporting rapid growth organizations and acquisition-driven expansion (Preferred). Benefits - Opportunity to shape organizational strategy and influence company growth. - Lead transformative initiatives that impact employees and the individuals we serve. - Partner directly with the CEO and executive leadership team. - Drive meaningful change across a growing multi-state organization. Company Description NeuLife Rehabilitation, Inc. is an Equal Opportunity Employer and values diversity, inclusion, and professional excellence.

Role Description SAP Security Team Lead is responsible for managing and developing a team of Security Role Developers. This individual will be responsible for re-designing the SAP roles in all SAP and euHReka systems to be compliant with SOC1, SOC2, and other audit standards. - Understand all business application systems, especially HR related solutions. - Review critical access, SODs, and implement new filters in compliance audit tool as it relates to SAP Role Redesign project. - Provide expertise and guidance on SAP Roles, configuration, and perform process review. - Participate in discussions to establish key standards and guidelines for implementing security policies and procedures as per SAP best practices. - Interact with all teams, internal and external, to gather information on key roles and responsibilities. - Prepare SAP Security blueprint, role matrix, and provide guidance to the role development activities. - Facilitate meetings with leadership. - Ensure appropriate safeguards are in place for all environments: DEV, QA, and Prod. - Perform internal audits and support external auditors. - Execute immediate remediation plans when any audit issues and concerns are raised. - Recommend and develop security measures to protect information against unauthorized modification while ensuring the least privilege Security access. Qualifications - Extensive knowledge on SAP security authorizations and structural authorizations. - Good working knowledge on specialized SAP security models such as BI, HCM structured organization, and SAP federated portals. - An in-depth understanding of role-based access security controls. - Minimum 4 to 5 full cycle SAP Security implementations. - Experience on role transport management system. - Extensive experience on designing SAP security policies and procedures. - Extensive knowledge and experience on GRC and CSI compliance tools. - Proficient in IT general controls and SOX requirements as they relate to security administration. - Proven ability to manage employees remotely. - Ability to conduct internal audits and deal with the external auditors. - Works well under pressure and able to meet deadlines. - Ability to set goals for team and think strategically with a focus on automation. - The ability to effectively communicate with all levels of leadership. - Must possess superb written and oral communication skills. - Mentor and coach team members. Benefits - Health coverage. - Wellbeing programs. - Paid leave (vacation, sick, parental). - Retirement plans. - Learning opportunities. - And more.