Heads up: this one's for referrals! If someone who is a current Babylist pointed you here, wonderful. You're in the right place, so go ahead and apply below! Not referred? No worries at all. This isn't quite the right door for you, but we'd still love to meet you. You can explore our open roles on our careers site, or join our talent community through our General Interest PostOne honest note: referrals mean a lot to us, so we check in with the person you name to confirm each one. Please only list someone who actually referred you and knows you're applying, since we're not able to move a referral forward if we can't verify it. What This IsSomeone at Babylist thought of you and pointed you our way, which is honestly one of our favorite ways to meet future teammates. It means a person who already knows what it's like to work here believes you'd fit right in. This isn't a posting anyone can apply to, and it isn't tied to one specific opening. Think of it as a warm introduction: a direct line to our talent team, opened because someone here vouched for you. There may not be a perfect-match role today, and that's completely okay. A referral gives you a head start on the roles coming in the future! Not referred by someone here? No hard feelings at all, this just isn't the right starting point. Come see everything we're hiring for on our careers page and if nothing fits today, join our talent community through our General Interest post so we can keep you in mind for what's next. Who We're Always Looking ForWe hire across a lot of teams, but the people who thrive here tend to have a few things in common: - You do great work without needing the whole map drawn for you. Handed something ambiguous, you find a way forward. - You care about the "why." Babylist exists to help growing families, and the people who love it here keep that close. - You communicate clearly and kindly, whether it's in writing, in a room, or across teams. - You make the people around you better, not just your own work. - You naturally reach for AI in your work — at Babylist, every team uses AI daily. You're already using it to move faster and improve your output, and you stay curious about what's coming next. What Happens Next - A real person reads your referral. No black holes here. - When a role opens that fits your background, we'll reach out to you directly. - If there's a strong match right now, a recruiter may reach out even before a formal posting goes live. - Because you came in through a referral, your profile stays flagged as one, so you never get lost in the shuffle

• Lead workplace investigations • Coach leaders on performance management, discipline, attendance, accommodations, and conflict resolution • Support workforce planning, employee engagement, leadership development, WCB/return-to-work, HR analytics, and legislative compliance • Support unionized operations • Interpret collective agreements • Investigate grievances • Support collective bargaining initiatives • Support employer branding, recruitment marketing, career fairs, community outreach, workforce planning, and candidate experience

Role Description We are seeking a Senior Human Resources Business Partner to serve as a strategic advisor and benefits administrator. This role is responsible for aligning HR strategies with business objectives, driving organizational effectiveness, supporting employee engagement and retention, and ensuring compliance with employment laws and company policies. The ideal candidate will bring deep expertise in benefits administration, employee relations, compliance, and HR program execution. This individual must be comfortable operating both strategically and tactically within a fast-paced, evolving environment while providing exceptional support to leaders and employees. Key Responsibilities: - Lead and administer benefits programs, including employee enrollment, education, open enrollment activities, vendor coordination, employee inquiries, and issue resolution. - Promote employee understanding and utilization of company benefit offerings in collaboration with leadership. - Oversee leave administration, including FMLA, ADA accommodations, workers' compensation, and other employee leave programs. - Partner with leadership to align HR strategies with business objectives, workforce planning, and organizational growth initiatives. - Serve as a trusted advisor to managers and employees on employee relations, performance management, talent development, and organizational effectiveness. - Lead core HR programs, including compensation reviews, performance management, employee engagement, recognition, and retention initiatives. - Analyze HR metrics and workforce trends to identify opportunities and support business decision-making. - Conduct workplace investigations and manage complex employee relations matters, providing recommendations and resolution strategies. - Support disciplinary actions, corrective actions, and terminations while ensuring consistency and compliance. - Ensure compliance with federal, state, and local employment laws, regulations, and company policies. - Review, develop, and maintain HR policies, procedures, and best practices. - Oversee employee lifecycle activities, including onboarding, offboarding, transfers, promotions, and organizational changes. - Maintain accurate employee records and ensure HR data integrity within HR systems. - Support talent management, succession planning, leadership development, and workforce planning initiatives. - Track and ensure completion of required compliance, safety, and professional development training. - Partner with Talent Acquisition to support hiring, interviewing, and onboarding activities as needed. - Coordinate background checks, employment verification, and employee documentation processes. - Lead HR projects and process improvement initiatives to enhance operational efficiency and employee experience. - Perform other duties as assigned. Qualifications - Bachelor's degree in Human Resources, Business Administration, or a related field required. - A minimum of 7–10 years of progressive Human Resources experience, including experience serving as an HR Business Partner. Requirements - Extensive experience with benefits administration, employee leave programs, and vendor management. - Experience supporting technical, engineering, manufacturing, aerospace, or similar operational environments. - Experience working within high-growth or rapidly evolving organizations. - Strong understanding of compensation practices, workforce planning, and organizational development. - Experience supporting multi-state employee populations. Benefits - Strong interpersonal, relationship-building, and collaboration skills, with the ability to influence leaders at all levels. - Excellent written and verbal communication skills, including conflict resolution, coaching, and negotiation. - High level of integrity, professionalism, and discretion. - Strong organizational, time management, and prioritization skills in fast-paced environments. - Analytical mindset with strong problem-solving, decision-making, and strategic thinking abilities. - Strong business acumen with the ability to drive change and lead HR initiatives effectively. Technology Stack - Microsoft Office Suite (Excel, Word, PowerPoint, Outlook). - Human Resource Information Systems (HRIS). - Benefits administration platforms and leave management systems. - Applicant Tracking Systems (ATS). - Performance management systems. - HR reporting and analytics tools. - Virtual collaboration platforms (Microsoft Teams, Zoom). Physical Requirements - Ability to work in a standard office or remote environment. - Ability to use a computer and other office equipment for extended periods. - Ability to communicate effectively via phone, video, and in-person meetings. - Flexibility to work outside of standard business hours as needed to support a global workforce across multiple time zones. - Ability to travel as needed to support business operations, employee engagement activities, and organizational initiatives.

Role Description Here at EWC Growth, we are building a culture of servant leaders who celebrate all employees with compassion at the forefront of their minds -- that's where you come in. Reporting directly to the CEO, the Director of Human Resources is responsible for developing, executing, and overseeing HR strategies that support the company's retail population for 52 centers. This role will oversee all HR functions, including: - Employee relations - Performance management - Compliance - Training - Payroll - Organizational development across store-level teams and corporate teams Some key responsibilities include: - Strategic Leadership - Develop and implement HR strategies aligned with the company's retail growth, culture, and operational needs - Serve as a strategic partner to executive leadership and field management (Regional Directors) - Analyze workforce metrics (turnover, engagement, internal mobility) to guide decision-making - Partner with the Talent Acquisition Manager to forecast staffing needs for seasonal and high-volume periods from retail leadership to hourly employees - Ensure consistent, equitable hiring practices across all locations - Employee Relations & Engagement - Foster a positive, inclusive, and high-performance culture - Address employee relations issues and investigations - Lead employee engagement, retention, and recognition initiatives - Performance Management & Development - Design and manage performance review processes for retail and corporate teams - Oversee leadership development and succession planning - Support training programs for managers and frontline employees - Compensation, Benefits & Compliance - Oversee compensation structures, incentive programs, and benefits administration - Ensure compliance with federal, state, and local labor laws (wage & hour, FMLA, ADA, etc.) - Maintain/update HR policies and employee handbooks - HR Operations & Systems - Manage HRIS, payroll coordination, and personnel records - Lead and mentor the HR team, including field and corporate HR staff - Establish standardized HR practices across multiple retail locations Qualifications - Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred) - SHRM-SCP, SPHR, or similar HR certification (preferred) - 5+ years of progressive HR experience, including 2+ years of experience managing one person or a team of HR employees (required) - Prior industry experience in retail, multi-location/state, or hourly workforce environments (required) - Experience using Rippling (preferred) and/or a deep knowledge of HR/payroll systems (required) Requirements - Strong knowledge of retail labor laws and compliance - Proven leadership and people-management skills - Excellent communication, problem-solving, and decision-making abilities - Ability to balance strategic planning with hands-on execution - Experience supporting frontline workforce challenges Benefits - Base salary of $130,000-$150,000 + up to 20% annual bonus - Medical, Dental & Vision Insurance - 401(k) Plan - Paid Time Off & Holidays - Paid Parental Leave - Life & Disability Insurance - FSA & HSA Accounts - 50% off all retail products - Complimentary waxing