Title: Director, HR (Employee Relations & Leave Management) Location: Los Angeles United States Job Description: The Wonderful Company is committed to offering high-quality, healthy, and iconic brands such as Wonderful Pistachios, Wonderful Halos, FIJI Water, and POM Wonderful. We're looking to make the world a healthier place through an uncompromising commitment to the well-being of our employees and their families. The Director, HR (Employee Relations & Leave Management) serves as a trusted advisor to leaders across the organization, driving a positive, high-performing workplace culture while ensuring fair, consistent, and legally compliant employment practices. This role leads complex employee relations matters, workplace investigations, accommodations and leave management, and provides strategic guidance on sensitive people issues. Partnering closely with HR Business Partners, Legal, and business leaders, the Director develops proactive employee relations strategies, mitigates organizational risk, enhances leadership capability, and fosters an environment where employees can thrive and perform at their best. This position will be based at our West Los Angeles, CA office. We work a hybrid schedule with an in-office requirement Monday-Wednesday and the option to work remotely on Thursday and Friday. - Personally lead and conduct complex employee relations investigations involving employee complaints, workplace concerns, policy violations, and other sensitive matters. Gather and analyze information, conduct interviews, prepare investigation findings, and make recommendations regarding corrective action, training, or other resolutions in partnership with HR Business Partners and Legal as appropriate. - Manage escalated accommodations and leave of absence matters, serving as the primary resource for complex ADA, FMLA, CFRA, and related cases. Facilitate the interactive process, evaluate accommodation options, partner with leaders to identify practical solutions, and ensure appropriate documentation and compliance. - Provide day-to-day guidance and coaching to managers and employees on employee relations matters, workplace concerns, policy interpretation, performance issues, and conflict resolution. - Serve as a trusted advisor to leaders while remaining actively involved in the resolution of complex employee issues from intake through closure. - Partner with managers on escalated performance management matters, including performance improvement plans, corrective actions, and terminations. - Facilitate difficult employee conversations and workplace disputes, helping leaders navigate sensitive situations and achieve productive outcomes. - Design and deliver training programs focused on employee relations, performance management, conflict resolution, workplace investigations, and compliance-related topics. - Lead compliance training efforts, including wage and hour, anti-harassment, FCPA, mandated reporter, DOJ background check requirements, and other required programs. - Identify employee relations trends and organizational risks and recommend proactive solutions to improve compliance, consistency, and the employee experience. - Partner closely with Legal and HR leadership to maintain employment policies, ensure compliance with applicable laws, and support organizational initiatives. - Review HR practices, documentation, and processes to ensure compliance with federal, state, and local employment regulations. - Monitor employment law developments and translate legal requirements into practical guidance for leaders and HR partners. - Manage complex workers'' compensation matters in partnership with internal stakeholders and third-party administrators. - 15+ years of progressive Human Resources experience, including significant experience managing complex workplace investigations, accommodations, leaves of absence, and employment-related matters. - Demonstrated expertise in ADA, FMLA, CFRA, workers'' compensation, and other federal and California employment laws and regulations. - Proven ability to independently manage sensitive and high-risk workplace matters while exercising sound judgment and maintaining confidentiality. - Strong knowledge of employment law, compliance requirements, and HR best practices, with the ability to assess risk and provide practical business-focused solutions. - Experience advising and influencing leaders on performance management, workplace concerns, corrective actions, and organizational risk. - Exceptional investigation, interviewing, analytical, and problem-solving skills, with the ability to evaluate complex situations and develop effective resolutions. - Excellent communication and relationship-building skills, with the ability to establish credibility and partner effectively with leaders and employees at all levels of the organization. - Strong conflict resolution and mediation capabilities, including facilitating difficult conversations and driving productive outcomes. - Demonstrated ability to manage multiple priorities in a fast-paced environment while maintaining attention to detail and delivering high-quality work. - Experience developing and delivering training programs related to workplace conduct, compliance, leadership effectiveness, and employment practices. - Proficiency with Microsoft Office Suite, HRIS platforms, and case management systems. - Commitment to staying current on employment law developments, workplace trends, and emerging HR best practices. - Conversational Spanish required; business-level verbal and written Spanish strongly preferred. - Bachelor''s degree in Human Resources, Industrial Relations, Business Administration, or a related field. Pay Range: $160,000-$170,000 and may include a discretionary bonus. Final compensation will be dependent upon skills & experience. - Thriving Wellness Community: Access to top-notch medical coverage comprehensive vision and dental plans, and a 401k with match eligibility to secure your financial future and including: - 24/7 online physician consultations - virtual mental health resources - life coaching - engaging employee community groups - cash rewards for healthy habits and fitness reimbursements - library of on-demand fitness videos - Career Advancement Opportunities: Unlock your potential with clear paths for career progression and internal mobility across our diverse family of brands and business units. - Focused Learning and Development: Grow as a leader with our dedicated Learning and Organizational Development department, offering extensive resources like People Manager and leadership training, webinars, and eLearning courses. - Empowering Mentorship Program: Connect with colleagues through our company-wide mentorship program to share goals, overcome challenges, and drive your career forward. - Continuous Improvement Training: Participate in training that empowers all employees to learn and implement concepts that drive significant, positive change in the workplace. - Building a Healthy Society: To date, our co-Founders Lynda and Stewart Resnick, through their foundations and The Wonderful Company, have invested more than $2.5 billion in education, health and wellness, community development, and sustainability initiatives across California's Central Valley, Fiji, and the world. In 2025, Wonderful ranked as #1 in PEOPLE's "100 Companies That Care" list and was named one of Fortune magazine's 100 Best Companies to Work For. To learn more about our corporate social responsibility efforts, visit csr.wonderful.com. - Giving Back to the Community: Make a difference with Wonderful Giving, allowing you to allocate company-provided funds to up to three charities of your choice, and join Wonderful Neighbor to contribute to group service projects within our local communities. Headquartered in Los Angeles, The Wonderful Company is a privately held $6 billion company dedicated to harvesting health around the world through its iconic consumer brands. The company's 10,000 employees worldwide are committed to bringing consumers everywhere the freshest, most wholesome pistachios, citrus and pomegranates; bottling the finest water and wines; and creating colorful bouquets that are sure to touch the heart. This commitment is reflected in the company's market share: Wonderful Pistachios is America's No. 1 tree nut and America's fastest-growing snack; Wonderful Halos is the No. 1 mandarin orange in America; POM Wonderful is the No. 1 100% pomegranate brand in America; FIJI Water is America's No. 1 premium imported bottled water brand; JUSTIN Wine has the No. 1 Cabernet Sauvignon in California; and Teleflora is the world's leading floral delivery service. The Wonderful Company's connection to consumers has health at its heart and giving back at its core. The company has a long-standing commitment to corporate social responsibility, including more than $1 billion invested in environmental sustainability; $65 million in charitable giving, education initiatives, and innovative health and wellness programs each year; and $143 million toward the construction of two charter school campuses in California's Central Valley. To view the current Corporate Social Responsibility report, visit www.wonderful.com/csr. The Wonderful Company is an Equality Opportunity Employer that provides opportunities for advancement. We are committed to creating a diverse workforce that embodies a deep culture of acceptance, equity, and inclusion. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories. #LI-LO1

Title: Senior Director - Payroll and HR Services Location: US - Remote Remote/Hybrid Yes Position Level Senior Director Employment Type Full time Career Field Human Resources Pay TypeAnnually Pay Range $ 179,000 - $ 190,000 Job Description: Culture Vision at Consumer Direct Care Network At CDCN, we strive to create a workplace where everyone is supported and motivated to be their best; we collaborate on shared goals and celebrate our accomplishments. WE WELCOME YOU INTO A GROWING COMPANY Consumer Direct Care Network is all about caring for people. Care is at our core, and we strive to live up to it every day. We provide services in 14 states across the USA, and our programs grow every year. We specialize in home and community-based services that support individuals with disabilities and older adults so they can remain in their homes and communities. JOB SUMMARY The Senior Director - Payroll and HR Services is a strategic enterprise leader responsible for shaping, optimizing, and governing the full employee lifecycle across payroll administration, payroll tax operations, recruiting, training and human resources services. This role leads multiple functional Directors, oversees large-scale financial and compliance-sensitive operations, and ensures integrated service delivery across the organization. Reporting to the CFO and as a key member of senior leadership, the Senior Director establishes strategy, drives cross-functional alignment, and ensures operational excellence to support a large, distributed workforce. The role applies deep expertise in Payroll, HR, Payroll Tax, and workforce systems to build scalable processes, ensure regulatory compliance, and create an exceptional employee experience from recruitment to the entire employment life cycle. This leader serves as the primary executive liaison for all payroll, training & talent and HR operations with internal business partners, state and federal agencies, and external auditors. JOB DUTIES - Provide senior leadership over Payroll, Payroll Tax, Training & Talent and Human Resources functions, ensuring alignment with corporate strategy and financial goals. - Develop and execute long-term operational strategies, including automation, process optimization, risk mitigation, and scalable staffing models. - Lead and support Directors and senior managers through coaching, mentorship, and accountability to promote high performance and organizational readiness. - Oversee enterprise compliance across payroll taxation, employment laws, wage/hour regulations, benefits administration, and workforce policies. - Establish governance structures for cross-functional integration between Payroll, Finance, HR, IT, Compliance, and Operations. - Develop and manage large operational budgets, ensuring cost efficiency and investment prioritization. - Represent the organization in interactions with external agencies, auditors, and key vendor partnerships. - Champion data-driven decision-making through analytics, KPI development, forecasting, and predictive reporting. - Drive organizational culture and learning initiatives that enhance employee engagement, leadership development, and operational capability. - Present strategic updates, risk assessments, and operational recommendations to executive leadership and the Board. QUALIFICATIONS - 12+ years of progressive leadership experience in payroll and HR, payroll taxation, or large-scale administrative operations. - Demonstrated success leading Directors and/or multi-functional senior managers. - Master’s degree in business, Accounting, HR Management, Finance, or related field preferred. - Expert knowledge of Payroll as a service, payroll operations, payroll taxation, HR compliance, and systems integration. - Experience with Workday preferred - Proven success leading large, distributed teams. - Strong executive communication, change management, and strategic planning skills. - Must be able to successfully pass a background screening - Ability to work flexible and/or extended hours, if needed, to meet the job requirements - Ability to travel up to 15% of the time - If remote or hybrid, must have own reliable internet service The incumbent typically works in an office environment and uses a computer, telephone and other office equipment as needed to perform duties. The noise level in the work environment is typical of that of an office. Incumbent may encounter frequent interruptions throughout the workday. The employee is regularly required to sit, talk, or hear; frequently required to use repetitive hand motion, handle or feel, and to stand, walk, reach, bend or lift up to 20 pounds. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. WHAT'S IN IT FOR YOU When you join Consumer Direct Care Network, you will be exposed to numerous professional development opportunities. We welcome your contributions and value your integrity as we collaborate on work that moves us all toward a compassionate community. We have a long history of helping individuals build their careers in the home-care industry. This is truly a place where there is something for everyone, whether you are looking to support a particular lifestyle, seeking professional growth, or seeking new and challenging work, all in an expanding nationwide company with that small-company feel. Most importantly, you will experience the satisfaction of working in a culture built on caring. Caring for others comes naturally at Consumer Direct Care Network, based on our long history of connecting people and championing change, all geared toward helping others. We are proud of the longevity and loyalty of our employees. Their commitment to doing good work is what makes us a leader in the industry. As a Consumer Direct Care Network team member you will receive: - A rewarding career helping others - Fun and engaging work environment built on team unity - Job satisfaction knowing you make a difference in the work you do and lives we serve - Professional training to help advance your skills for career development Based on your position and employment status, you may be eligible for: - Medical, Dental, and Vision Insurance - Vacation accrued at 3.07 hours per pay period to use when accrued - Two Paid Floating Holidays - Nine Paid Federal Holidays - Paid Safe Sick Time accrued at 1 hour per 30 worked to use when accrued - Instant Earnings Option - 401(k) Retirement plan & discretionary company match - Company-Paid Life Insurance - Supplemental Life, Accident, Critical Illness, and Hospital benefits - Short and Long-Term Disability - Paid Parental Leave - Flexible Spending Account - Employee Assistance Program - Pet Insurance WHO WE ARE Consumer Direct Care Network specializes in home and community-based services that assist older adults and individuals of all ages with disabilities and impairments to continue to live their lives independently in their own homes and communities. We provide coordinated service delivery in 14 states. Our services span from financial management services and support brokerage to traditional agency in-home care and caregiving to behavioral health. We have extensive experience with Medicaid, Medicare, private insurance, and with supporting people who pay for their own care. Your opportunities within our network are endless, it’s not just a job, it’s a career… advance it with the Consumer Direct Care Network! The Consumer Direct Care Network and its subsidiaries are an Equal Opportunity Employer and drug-free workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. In accordance with the Immigration and Reform Control Act (IRCA), you may only work at Consumer Direct Care Network if you are legally authorized to work in the United States. Consumer Direct Care Network does not provide visa sponsorship or STEM OPT extensions to employees.

Title: HR Business Partner (Global Functional Lead) (Hybrid) Location: Arlington, Virginia KnowBe4 empowers the modern workforce to make smarter security decisions every day. Trusted by more than 70,000 organizations worldwide, KnowBe4 is the pioneer of digital workforce security, securing both AI agents and humans. The KnowBe4 Platform provides attack simulation and training, collaboration security, and agent security powered by AIDA (Artificial Intelligence Defense Agents) and a proprietary Risk Score. The platform leverages 15-years of behavioral data to combat advanced threats including social engineering, prompt injection, and shadow AI. By securing humans and agents, KnowBe4 leads the industry in workforce trust and defense. Arlington positions open to candidates located in the Washington DC area. The Opportunity The HR Business Partner (Global Functional Lead) is a strategic global lead responsible for defining the "what" of the talent agenda for their assigned business functions. Operating within a matrixed global model, this role owns the talent strategy, organizational design, and leadership coaching for their functional client groups worldwide. The HRBP acts as the primary strategic architect, partnering with Regional HR Leaders (who own the "how" and local execution) to ensure a consistent, high-performance employee experience across all geographies. What You'll Do Functional Talent Strategy & Org Design (The "What") - Global Strategic Lead: Identify root-cause business challenges for assigned functions and translate them into a multi-year global HR roadmap. - Organizational Architecture: Lead organizational design and restructuring initiatives for the function, ensuring global scalability and alignment with company goals. - Succession & Talent Reviews: Own the annual global talent review and succession planning process for the function, identifying high-potential talent and bridging leadership gaps. - Workforce Planning: Partner with Finance and Functional Heads to lead global headcount planning and talent acquisition prioritization. Matrix Collaboration (Functional vs. Regional) - Regional Partnership: Collaborate with Regional HR Leaders (Americas, EMEA, APJ) to adapt global functional strategies to local legal and cultural requirements. - One Voice to Leadership: Serve as the primary point of contact for the function's senior-most global leaders, ensuring they receive coherent and coordinated HR support. - Global Consistency: Ensure HR programs (Performance, Compensation, DEI) are implemented with consistency across all regions for the specific function. - Operational Handoffs: Manage explicit handoffs to Regional HR for local Employee Relations, compliance, and office-specific culture initiatives. - Information Exchange: Ensure vital information is flowing between yourself, the function you’re supporting, and the regional HR leaders. Empowerment through coordination and collaboration is the way! Leadership Coaching & Performance - Executive Advisory: Act as a trusted sounding board and coach for senior executives on people-related decisions, org health, and leadership behavior. - Proactive Performance: Partner with Employee Relations and Regional HR to inculcate a high-performance culture, guiding managers on talent assessment and complex performance management. - Compensation Strategy: Collaborate with the Total Rewards COE to broker scalable compensation and pay-equity strategies that align with functional benchmarks. COE & Operational Integration - COE Liaison: Interface with Talent Acquisition, Talent Management, and Total Rewards to deliver specialized solutions that address functional pain points. - Systems Optimization: Advocate for and help accelerate "Manager Self-Service" and automation in partnership with HR Operations to improve the functional user experience (UX). Employee Relations Support - For US only, partner with Employee Relations to help cover and support any overflow cases. This includes direct work on disciplinary items, investigations, grievance resolution, and offboards. Minimum Qualifications: - Bachelor’s Degree in HR, Business, or a related field (Master’s/MBA preferred). - 10+ years of progressive HR experience, with at least 5 years in a strategic HRBP capacity supporting global/matrixed organizations. - Matrix Navigation: Proven ability to influence across reporting lines—balancing global functional needs with regional operational realities. - Outside-In Thinking: Ability to develop HR solutions starting with the business client’s needs and moving toward process design. - Strategic Diplomacy: Exceptional communication skills; ability to manage "Functional vs. Regional" tensions and escalate issues via defined protocols. - Systems Fluency: Proficiency with Workday and a data-driven approach to HR analytics. - Discretion: Expert-level judgment in handling highly confidential executive-level matters. - Exceptional Collaboration: This role will need to collaborate with HRBPs, regional HR teams, and COE teams. Our Fantastic Benefits We offer company-wide bonuses based on monthly sales targets, employee referral bonuses, adoption assistance, tuition reimbursement, certification reimbursement, and certification completion bonuses - all in a modern, high-tech, and fun work environment. Note: An applicant assessment and background check may be part of your hiring procedure. Individuals seeking employment at KnowBe4 are considered without prejudice to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation or any other characteristic protected under applicable federal, state, or local law.

Title: Manager, Employee Engagement and HR Content Strategy Location: Marlborough, MA, US, 01752 Department: Human Resources Job Description: Work mode: Hybrid Onsite Location(s): Additional Location(s): US-MN-Maple Grove; US-MN-Arden Hills Diversity - Innovation - Caring - Global Collaboration - Winning Spirit - High Performance At Boston Scientific, we’ll give you the opportunity to harness all that’s within you by working in teams of diverse and high-performing employees, tackling some of the most important health industry challenges. With access to the latest tools, information and training, we’ll help you in advancing your skills and career. Here, you’ll be supported in progressing – whatever your ambitions. About the role: As a member of the Global Corporate Communications team, the Manager, Employee Engagement and HR Content Strategy will help shape HR’s editorial operating model and integrated content planning approach. This role translates HR priorities into a strong pipeline of clear, relevant and measurable content that helps employees understand, connect with and act on key HR initiatives, programs and moments. In collaboration with the HR Communications team, the role partners with HR leaders, Global Communications and cross-functional teams to develop bold narratives, creative campaign concepts and effective channel approaches that increase the relevance, reach and impact of HR communications to enhance the employee experience. Work Mode: At Boston Scientific, we value collaboration and synergy. This role follows a hybrid work model requiring employees to be in our local office at least three days per week. Relocation Assistance: Relocation assistance is not available for this position at this time. Visa Sponsorship: Boston Scientific will not offer sponsorship or take over sponsorship of an employment visa for this position at this time. Your responsibilities will include: - Lead and execute the HR communications editorial operating model, including planning cadence, intake, governance, content prioritization and measurement, in alignment with enterprise editorial standards. - Partner with the broader HR communications team to build and manage an integrated HR content calendar that translates HR strategic priorities, annual processes, engagement moments, culture initiatives and recognition communications into a regular pipeline of employee-facing content, aligned to the broader HR channel strategy and appropriate enterprise channel opportunities. - Apply AI tools and responsible AI practices to enhance content development, personalization, editorial planning, audience insights, workflow efficiency and performance analysis. - Use data, employee insights, channel analytics and communications trends to assess performance, identify opportunities and improve content relevance, reach and impact. - Develop scalable templates, toolkits, workflows and content practices that improve quality, consistency and speed across HR communications. - Serve as a trusted advisor to HR leaders and cross-functional partners on content strategy, messaging, audience needs, channel effectiveness and creative storytelling. - Partner with Global Communications and enterprise editorial/corporate reputation teams to align HR communications with broader enterprise priorities. Required Qualifications: - Minimum of 7 years of experience in employee, internal, HR or corporate communications, content strategy or a related field. - Bachelor’s degree in corporate communications, journalism, marketing or related discipline, with demonstrated editorial management experience. - Excellent writing, editing and storytelling skills, with strong editorial judgment and the ability to translate complex or sensitive information into clear, actionable communications. - Experience in managing multiple communications priorities, coordinating stakeholders and delivering high-quality work within established timelines. - Experience using data, employee insights, channel analytics and stakeholder feedback to inform strategy, optimize content and measure engagement. - Familiarity with AI-enabled content tools and responsible AI practices, with the ability to use AI to improve drafting, editing, personalization, message testing, workflow efficiency, content planning and performance analysis. - Demonstrated creativity and innovation in communications, including experience developing campaign concepts, storytelling formats, content series, toolkits or engagement tactics that increase relevance, participation and employee connection. - Excellent collaborator who is enthusiastic about joining a growing team and bringing forward fresh, innovative ideas and insights. Preferred Qualifications - Strong project and program management capability, including experience building project plans, managing cross-functional workstreams, clarifying roles and responsibilities and driving work from strategy through execution. - Strong understanding of HR programs, employee experience, organizational change, culture, engagement and annual HR processes. - Experience developing communications for global environments, with attention to accessibility, inclusive language, localization needs and appropriate review processes. Requisition ID: 631060 Minimum Salary: $106800 Maximum Salary: $202900 The anticipated compensation listed above and the value of core and optional employee benefits offered by Boston Scientific (BSC) – see www.bscbenefitsconnect.com—will vary based on actual location of the position and other pertinent factors considered in determining actual compensation for the role. Compensation will be commensurate with demonstrable level of experience and training, pertinent education including licensure and certifications, among other relevant business or organizational needs. At BSC, it is not typical for an individual to be hired near the bottom or top of the anticipated salary range listed above. Compensation for non-exempt (hourly), non-sales roles may also include variable compensation from time to time (e.g., any overtime and shift differential) and annual bonus target (subject to plan eligibility and other requirements). Compensation for exempt, non-sales roles may also include variable compensation, i.e., annual bonus target and long-term incentives (subject to plan eligibility and other requirements). For MA positions: It is unlawful to require or administer a lie detector test for employment. Violators are subject to criminal penalties and civil liability. Boston Scientific transforms lives through innovative medical technologies that improve the health of patients around the world. As a global medical technology leader for more than 45 years, we advance science for life by providing a broad range of high-performance solutions that address unmet patient needs and reduce the cost of healthcare. Our portfolio of devices and therapies helps physicians diagnose and treat complex cardiovascular, respiratory, digestive, oncological, neurological and urological diseases and conditions. Boston Scientific Corporation has been and will continue to be an equal opportunity employer. To ensure full implementation of its equal employment policy, the Company will continue to take steps to assure that recruitment, hiring, assignment, promotion, compensation, and all other personnel decisions are made and administered without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, gender expression, veteran status, age, mental or physical disability, genetic information or any other protected class. Please be advised that certain US based positions, including without limitation field sales and service positions that call on hospitals and/or health care centers, require acceptable proof of COVID-19 vaccination status. Candidates will be notified during the interview and selection process if the role(s) for which they have applied require proof of vaccination as a condition of employment. Boston Scientific continues to evaluate its policies and protocols regarding the COVID-19 vaccine and will comply with all applicable state and federal law and healthcare credentialing requirements. As employees of the Company, you will be expected to meet the ongoing requirements for your roles, including any new requirements, should the Company’s policies or protocols change with regard to COVID-19 vaccination. Nearest Major Market: Boston Job Segment: Corporate Communications, Content Strategy, Marketing Manager, HR Manager, Social Media, Marketing, Human Resources