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The Senior Program Manager is a strategic, hands-on role responsible for designing, delivering, and continuously evolving Learfield’s enterprise-wide leadership and manager development programs. This position serves as an internal subject-matter expert and trusted partner to senior leaders, HR Business Partners, and people managers, driving capability building that accelerates individual growth, strengthens leadership bench strength, and supports the company’s long-term business strategy.This role combines program ownership, exceptional facilitation, content design, stakeholder partnership, and data-driven iteration in a fast-paced, collaborative environment. Essential Duties & Responsibilities: Own the end-to-end strategy, design, planning, execution, and continuous improvement of Learfield’s leadership and manager development programs (e.g., Emerging Leader Program, New Manager Onboarding, High-Potential Leadership Cohort, Executive Development). Design and deliver high-impact, engaging in-person and virtual workshops on core topics including (but not limited to): Emotional Intelligence, Inclusive Leadership, Coaching Skills, Difficult Conversations, Change Management, Decision-Making, and Strategic Thinking. Utilize a variety of adult-learning methods (facilitated discussion, experiential activities, assessments, case studies, role plays, videos, gamification, etc.) to drive behavior change and skill application. Partner closely with senior executives, HR Business Partners, and business unit leaders to assess leadership capability gaps, recommend targeted solutions, and align programs to business priorities. Create and curate world-class learning content, including facilitator guides, participant toolkits, job aids, micro-learning modules, on-demand videos, and digital resources. Design and facilitate customized team-effectiveness and team-building sessions as requested by business leaders. Lead or support upskilling initiatives in emerging areas such as AI literacy, digital productivity tools (e.g., ChatGPT, Copilot), and remote/hybrid leadership, and DEI-related leadership competencies. Build and manage program calendars, logistics, vendor relationships, budgets, and learning technology integrations. Establish success metrics, gather learner and stakeholder feedback, analyze program data, and iterate content and delivery for maximum impact and ROI. Develop and maintain internal knowledge bases, leadership playbooks, and self-service resources. Remain current on leadership development trends, adult-learning science, and industry best practices. Minimum Qualifications: 6+ years of progressive experience in leadership development, talent management, organizational development, or learning & development. 2+ years of proven success designing and facilitating leadership programs for managers and individual contributors (both in-person and virtual) with demonstrated impact. 3+ years of effective experience using Microsoft Office Suite, Adobe InDesign, and Articulate 360 (Rise 360). 2+ year seasoned subject matter expert in performance management, talent, and other Organization Development programs. Proven ability to build trusted relationships and influence senior leaders and HR partners. Exceptional project and program management skills with the ability to juggle multiple priorities in a dynamic environment. Outstanding verbal, written, and visual communication skills; comfortable presenting to executives. Growth mindset, comfortable giving and receiving feedback, and passion for continuous improvement. Preferred Qualifications: Experience with Workday Learning, Talent, and Performance modules. Relevant certifications in Situational Leadership (I or II), DISC, or other relevant tools. Hands-on experience managing the full Performance Management lifecycle. Bachelor’s degree from an accredited four-year college or university. Learfield offers a full spectrum of benefits for eligible employees including Medical, Dental, Vision, Health Savings Account, Life Insurance and Other Insurance Plans, Flexible Paid Time Off (minimum 10+ days annually), including Parental Leave, 20 Paid Holidays, 401(k) + Match, and Short/Long Term Disability. Leave benefits are consistent with state and local laws, including the Colorado Health Families and Workplaces Act. Learfield is an Equal Opportunity Employer. We provide equal employment opportunities to applicants and employees without regard to race; color; sex; gender identity; sexual orientation; religious practices and observances; national origin; pregnancy, childbirth, or related medical conditions; status as a protected veteran or spouse/family member of a protected veteran; or disability.

Job Title: Senior Manager, Talent Management Reports To: Senior Director, Talent Management & Development Status: Full-Time Category: Human Resources Location Name: Service Experts Location Address: 3400 N Central Expy, Suite 410, Richardson, TX 75080 Work Type: Hybrid (Tues, Weds, Thurs in-office) Join the team of experts and realize your true potential! Why You Should Join the Service Experts Team? Our team consists of the very best; we believe in doing what is right for our customers and our employees. We provide our employees with training support and an opportunity for unlimited professional growth. Join us and become an EXPERT! Job Summary: The Senior Manager, Talent Management will be responsible for designing, developing, and implementing integrated talent management programs and processes that align with the company’s business objectives and support a high-performance culture. This role focuses on employee engagement, performance management, learning & development, leadership development, and succession planning. Key Responsibilities: Manage the annual performance management cycle, including goal setting, performance reviews, and feedback processes Drive the talent review and succession planning processes to build leadership pipelines and identify top talent Develop and implement employee development programs using blended learning approaches (eLearning, instructor-led, virtual) Design and execute employee listening strategies (e.g. surveys) to gather feedback and measure engagement Analyze talent data to identify trends, measure program effectiveness, and make data driven recommendations Lead change management efforts related to talent management initiatives Collaborate with HR Business Partners and senior leadership to align talent strategies with organizational goals Manage vendor relationships for talent development and assessment tools Support diversity and inclusion initiatives within talent management programs Required Qualifications: Bachelors Degree in Human Resources, Organizational Development, Business Administration, or a related field (Master’s preferred) Certified Professional in Talent Development (CPTD) or Associate Professional in Talent Development is preferred 8+ years of progressive experience in human resources, with a focus on talent management, organizational development, or learning & development Experience with leadership assessments (e.g. Hogan, KornFerry, 360s) and development tools Proven experience implementing performance management, succession planning, employee engagement, and leadership development programs Experience with Learning Management Systems (LMS) and Performance Management Systems (PMS). (Workday preferred) Strong analytical skills with the ability to leverage data for insights and decision making Excellent communication, facilitation, and interpersonal skills Strong project management and organizational skills Ability to work collaboratively in a fast-paced environment and influence across all levels of the organization What Do We Offer You as a Service Experts Employee? Service Experts offers a comprehensive benefits package designed to support employees and their families in managing their health and wellness needs, including: Competitive Pay with incentive opportunities. Paid Time Off and Company Holiday Pay. Medical, Dental, and Vision Insurance programs. 401(k) Retirement Savings Plan with company matching contributions. Life Insurance and disability insurance options. Supplemental benefit programs. World Class Training opportunities through our Experts University. Career Development opportunities. Service Experts Heating & Air Conditioning is an equal opportunity employer and 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. The job description is not intended to be a complete list of all responsibilities, duties or skills required for the job and is subject to review and change at any time, with or without notice, in accordance with the needs of Service Experts. Service Experts is committed to making our workplace accessible to individuals with disabilities and will provide reasonable accommodations, upon request, for individuals to participate in the application and hiring process. To request an accommodation, please email talentacquisition@serviceexperts.com

Employer Brand and Talent Marketing Lead Neko Health is scaling a new model of proactive healthcare. To win exceptional talent, we must be recognised as a premium employer and tell a clear, purpose‑led story that turns passive awareness into quality applications and hires. This role owns the employer brand strategy and execution to build a premium talent brand and directly contributes to top‑of‑funnel and hiring goals. Our mission, culture - known as the ‘Neko Vitals’ - and our consumer brand provide the foundation for the narrative and creative you’ll bring to life working in close partnership with our internal Marketing, Creative & Communications teams building a premium talent brand, creating great content, and driving high-quality applications, Talent Brand Strategy and Positioning Define and maintain Neko’s Employer Value Proposition and Talent Brand narrative focused on building a premium talent brand and driving great quality applications. Be bold whilst being in absolute alignment with our consumer brand and culture; define target audience for Medical, Tech/AI, and Business talent with clear value propositions by market. Operationalise a funnel attraction model across channels, with clear conversion targets per stage. Collaboration closely with a range of internal and external partners, demonstrating stakeholder & project management skills. Recruitment Marketing and Content Build modular, on‑brand content/asset systems that scale globally and localise simply. Ensure alignment with consumer brand through close working and partnership with Marketing, Creative & Comms. Own paid/organic campaigns across professional channels and job boards, search, programmatic job ads, niche boards, events, and community groups; continuously test to improve application quality. Collaborate with Marketing, Creative & Comms to ensure company level activations (e.g. new market entry) include talent as a key target audience and talent engagement is a key part of company-side channels such as Instagram, Facebook & LinkedIn. Channel and Experience Foundations Partner with Marketing & Creative on career site UX, SEO, and conversion improvements; ensure landing pages reflect mission, role clarity, and outcomes. Stand up employee ambassador activation (toolkits, prompts, brand assets) and integrate with talent referral programs to amplify authentic voices. Insights, Measurement and Forecasting Establish source‑to‑hire metrics: awareness & engagement consideration/favourability, application quality and conversion rates Run regular brand health checks e.g., Glassdoor sentiment, aided/unaided awareness for target talent. Use post‑hire data to refine personas and messaging to deliver a continuous improvement loop in engagement and sentiment for target talent. Ways of Working and Governance Embed Neko’s Mission and Culture into assets and storytelling; ensure all materials are consistent with the Company Vitals (values) and compliant with clinical/regulatory constraints. Partner effectively with Marketing, Comms & Creative using the RACI to move fast whilst ensuring close collaboration and alignment. Lead agency selection for talent specific services and manage the performance of Talent Acquisition campaign partners. Contribute to company level Brand agency selection and oversee any Talent specific creative or campaigns being delivered via company level Brand or Creative partners. What Great Looks Like (Year One) Top‑of‑Funnel: Improved response rates, quality applications; improved apply‑to‑screen and screen‑to‑onsite conversion rates (in priority roles/functions) Time & Cost: Reduced time‑to‑hire via organic/brand‑attributed channels. Advocacy: Active employee ambassador program with measurable reach and referral uplift. You'll Thrive Here If You Have Proven multi-market Consumer marketing experience in a high growth/premium brand environment to drive measurable outcomes. Previous Employer Brand/Recruitment Marketing experience is not required but a passion for Talent and building is! Expertise across organic and paid social, search, programmatic, events, communities, and web site optimisation; hands‑on with analytics and experimentation. Exceptional storytelling skills; ability to translate complex clinical/AI work into human, premium experiences that resonate with top talent. Experience partnering with multiple functions / stakeholders and project management skills Proven experience in change‑management to land adoption. Fluency with CRM and / or ATS and AI‑enabled tooling (automation, content ops, analytics) Day-To-Day Responsibilities Build talent brand plans with funnel targets by segment/market; set hypotheses and experiments; share learnings & refine plans. Lead talent brand and attraction content calendar and coordinate creative production (employee stories, behind‑the‑scan features, leader POVs); ensure absolute alignment with the consumer brand, and compliance. Orchestrate campaigns for critical roles (e.g., GPs, Operators, AI/ML), aligning with recruiting sprints and virtual hiring events. Maintain LinkedIn Life, Glassdoor, and owned professional talent channels e.g. PracticeMatch, BMJ, RCGP; coordinate timing with live roles to maximise conversion. Deploy ambassador/employee‑generated content kits and internal comms nudges linked to talent referral pushes. Provide weekly/monthly performance readouts to key stakeholders; tune spend and creative to improve ROI. A Note On Brand and Culture Our culture is purpose‑driven and member‑first; we aim for 10x improvements, do right by the member, and protect trust. We’re building a company that works extraordinarily well now and scales with integrity. Your work will help exceptional people see themselves in that mission—and choose Neko. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

At ABB, we help industries outrun - leaner and cleaner. Here, progress is an expectation - for you, your team, and the world. As a global market leader, we’ll give you what you need to make it happen. It won’t always be easy, growing takes grit. But at ABB, you’ll never run alone. Run what runs the world. This role sits within ABB's Robotics business, a leading global robotics company. We're entering an exciting new chapter as we’ve announced the plan for SoftBank Group to acquire ABB Robotics. SoftBank is a globally recognized technology group and investor/operator focused on AI, robotics, and next-generation computing. By joining us now, you’ll be part of a pioneering team shaping the future of robotics—working alongside world-class experts in a fast-moving, innovation-driven environment. This Position reports to: Division HR Manager, RARO This role sits within ABB’s Robotics business, a leading global robotics company. We’re entering an exciting new chapter as we’ve announced the plan for SoftBank Group to acquire ABB Robotics. SoftBank is a globally recognized technology group and investor/operator focused on AI, robotics, and next-generation computing. By joining us now, you’ll be part of a pioneering team shaping the future of robotics—working alongside world-class experts in a fast-moving, innovation-driven environment. Your role and responsibilities As Regional Talent Partner, you’ll be at the heart of our transformation, where Talent Acquisition is the growth engine powering our technology future. Step into a role that blends strategic influence with hands-on recruitment for the U.S. market, ensuring we attract, engage, and hire the brilliant minds who will drive our next stage of technology-led growth. The work model for this role is: hybrid or remote The US headquarters is in Auburn Hills, MI. A local candidate working Hybrid is preferred, but we will also consider Remote employees capable of traveling and working onsite monthly to quarterly based off business needs. Key stakeholders include hiring managers, Cluster leadership teams, the Global TA community, HRBPs and HR Operations. This role reports to the Head of TA and Learning. You will be mainly accountable for: Your primary responsibility is to enable and empower hiring managers - facilitating every step of the recruitment process and ensuring each search is executed with excellence, consistency, and measurable results. Drive recruitment as a structured project: Own every hire with clarity, pace, and quality, guiding managers through the process and ensuring an exceptional end-to-end candidate journey. Champion process excellence: Set consistent standards, ensure accurate data, and drive continuous improvements. Advise with impact: Partner closely with HRBPs and managers to deliver smart, aligned hiring outcomes, while bringing curiosity and a hands-on mindset to initiatives that strengthen both local and global teams. Deliver market intelligence and sourcing excellence: Provide timely insights that empower leaders, and the broader people function to act decisively across the U.S. market, while mastering the art of identifying, engaging, and securing top talent to fuel our growth. Be the catalyst for lasting value: Success will be measured by various indicators focusing on agility, collaboration, and lasting organizational growth. Qualifications for the role 3-5 years of experience in end-to-end recruitment within technology, robotics, engineering, or other fast-paced innovation-driven industries. Proven ability to run recruitment as structured projects as well as strong sourcing expertise (Boolean search, talent mapping, niche technical roles). Familiarity with modern TA tools (e.g. Workday, LinkedIn Recruiter, Phenom), with the ability to adapt quickly within a growing digital ecosystem. A proactive, data-driven mindset – you anticipate needs and act before others note the gap. Hands-on approach - comfortable operating with pace, change, and ambiguity in complex and transformation-oriented environments. Excellent relationship-building and advisory skills, with the ability to influence diverse stakeholders. Fluent in English, additional languages are considered an asset What’s in it for you? Shape the future workforce of Robotics NewCo: your hires will directly influence how we innovate, scale, and compete. Work at the intersection of high tech and high growth: be part of a once-in-a-lifetime carve-out journey backed by a global technology powerhouse. Grow fast: gain exposure across clusters, and business lines while building deep recruitment expertise in a cutting-edge industry. Empowered to act: a hands-on role where your ideas matter and your impact is visible. A collaborative culture: join a team that values curiosity, celebrates achievements, and supports each other through change. Benefits : Our benefits? Competitive, comprehensive, and crafted with you in mind. While base salary is determined by things such as the successful applicant’s qualifications and experience, this position is expected to pay between $116,200 and $185,920 annually and is eligible for a short-term incentive plan/annual bonus. ABB Benefit Summary for eligible US employees [excludes ABB E-mobility, Athens union, Puerto Rico] Go to MyBenefitsABB.com and click on “Candidate/Guest” to learn more Health, Life & Disability Choice between two medical plan options: A PPO plan called the Copay Plan OR a High Deductible Health Plan (with a Health Savings Account) called the High Deductible Plan. Choice between two dental plan options: Core and Core Plus Vision benefit Company paid life insurance (2X base pay) Company paid AD&D (1X base pay) Voluntary life and AD&D – 100% employee paid up to maximums Short Term Disability – up to 26 weeks – Company paid Long Term Disability – 60% of pay – Company paid. Ability to “buy-up” to 66 2/3% of pay. Supplemental benefits – 100% employee paid (Accident insurance, hospital indemnity, critical illness, pet insurance Parental Leave – up to 6 weeks Employee Assistance Program Health Advocate support resources for mental/behavioral health, general health navigation and virtual health, and infertility/adoption Employee discount program Retirement 401k Savings Plan with Company Contributions Employee Stock Acquisition Plan (ESAP) Time off ABB provides 11 paid holidays. Salaried exempt positions are provided vacation under a permissive time away policy. ABB is an Equal Employment Opportunity and Affirmative Action employer for protected Veterans and Individuals with Disabilities at ABB. All qualified applicants will receive consideration for employment without regard to their - sex (gender identity, gender expression, sexual orientation), marital status, citizenship, age, race and ethnicity, inclusive of traits historically associated with race or ethnicity, including but not limited to hair texture and protective hairstyles, color, religious creed, national origin, pregnancy, physical or mental disability, genetic information, protected Veteran status, or any other characteristic protected by federal and state law. For more information regarding your (EEO) rights as an applicant, please visit the following websites: https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.pdf As an Equal Employment Opportunity and Affirmative Action Employer for Protected Veterans and Individuals with Disabilities, applicants may request to review the plan of a particular ABB facility between the hours of 9:00 A.M. - 5:00 P.M. EST Monday through Friday by contacting an ABB HR Representative at 1-888-694-7762. Protected Veterans and Individuals with Disabilities may request a reasonable accommodation if you are unable or limited in your ability to use or access ABB's career site as a result of your disability. You may request reasonable accommodations by calling an ABB HR Representative at 1-888-694-7762 or by sending an email to US-AskHR@abb.com . Resumes and applications will not be accepted in this manner. MyBenefitsABB.com #ABBCareers #RunwithABB #Runwhatrunstheworld #LI-KP1 We value people from different backgrounds. Could this be your story? Apply today or visit www.abb.com to read more about us and learn about the impact of our solutions across the globe. We value people from different backgrounds. Could this be your story? Apply today or visit www.abb.com to read more about us and learn about the impact of our solutions across the globe.

As the Vice President of Talent and Culture, you will focus on aligning talent management, employee experience, and organizational culture with the company's strategic goals. You will serve as a key leader within the Human Resources team, reporting directly to the CHRO. This role will lead the development and implementation of strategies related to talent acquisition, development, engagement, and retention, while also fostering a positive and inclusive work environment. You will serve as a strategic partner to senior leadership, driving organizational change and ensuring the company attracts, develops, and retains top talent. Work with a high-performing executive team. Education and Experience: Education: Master's degree in Human Resources Management, Business Administration (MBA), Organizational or closely related discipline. Certification preferred: SHRM-SCP, SHRM-CP, or SPHR. OD, Diagnostics, Training and Change Management Certifications also preferred. Experience: 10+ years of progressive experience managing Talent and Workplace Culture. 8+ years managing Payroll, DEI, headcount planning and vendor contracts. Minimum of 10+ years managing and developing talent and leading change. Prefer Healthcare, Biotech or Life Sciences Human Resources experience. Hands-on experience leading talent and culture. 8+ years of experience leading talent acquisition. Proven track record of managing HR compliance and risk in complex, fast-paced environments. Experience building and tracking HR metrics and KPIs across multiple HR disciplines. Prior experience working cross-functionally with Finance, Legal, and IT to execute enterprise initiatives. Key Responsibilities: Proven experience to lead workplace culture transformation, team development and engagement strategies. Design and implement comprehensive strategies for talent acquisition, workforce planning, performance management, compensation, and retention to meet organizational goals. Demonstrated highly collaborative work style with the ability to partner with and Influence key organizational leaders and build high functioning teams. Lead the design and delivery of Talent and OD metrics and dashboards (e.g., turnover, TTF, cost-per-hire). Serve as culture steward across the organization. Build and establish systems for performance management and workforce planning and development. Drive automation, standardization, and process excellence across all HR operations. Serve as HR liaison to Lab Operations, Finance, Legal, and IT for enterprise-wide initiatives. Stay current with industry trends, emerging technologies, and employment legislation. Champion a high-performance, service-oriented culture aligned with Baylor Genetics' values. Performs other duties and special projects as assigned. Adheres to Code of Conduct as outlined in the Baylor Genetics Compliance Program. Skills and Competencies: Ability to translate organizational goals into scalable talent and culture strategies. Proven success in leading, mentoring, and developing HR teams. Strong knowledge of HR systems and technologies; advanced experience with UKG is a plus. Deep understanding of federal, state, and local employment regulations. Skilled in managing large-scale projects and juggling multiple priorities with attention to detail. Proficient in interpreting data and metrics to make informed decisions. Strong interpersonal, written, and verbal communication skills with executive presence. High EQ with the ability to navigate sensitive situations and influence across all levels. Proficiency in Microsoft Office 365 (PowerPoint, Excel, Word, Outlook). Physical Demands and Work Environment: Frequently required to sit, talk, or hear. Regular use of computer and office equipment. Occasional travel may be required. EEO Statement: Baylor Miraca Genetics, LLC is proud to be an equal opportunity employer dedicated to building a diverse and inclusive workforce. We do not discriminate based on race, color, religion, gender, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected status under applicable law. Summary: The Director, Corporate Financial Planning & Analysis is responsible for leading Baylor Genetics’ strategic financial planning, budgeting, forecasting, FP&A process improvement. This role plays a critical part in aligning financial strategy with long-term business goals. The Director will provide executive-level insights to leadership and external stakeholders while ensuring financial models and projections reflect the organization’s growth trajectory and performance. Qualifications and Experience: Education: Bachelor's degree in Finance, Accounting, or a related field; MBA or relevant advanced degree preferred. Experience: Minimum of 10 years of experience in financial planning and analysis or corporate finance At least 3 years in a financial leadership role Proven success in FP&A process improvement, experience in Adaptive planning platform implementation required Strong background in financial modeling, budgeting, and strategic forecasting Duties and Responsibilities: Strategic Financial Planning & Forecasting: Lead the development of company-wide financial models and long-term forecasts Translate strategic objectives into detailed financial plans aligned with organizational priorities Collaborate with executive leadership to assess financial performance, risks, and growth opportunities Budget and Forecast Management: Oversee the annual budgeting process and rolling forecasts Ensure alignment between actual results and forecasts, identifying key trends and drivers Partner with department heads to develop financially sound operational plans Revenue Analysis & Decision Support: Lead revenue and margin analysis to support strategic decision-making Drive business performance by analyzing sales trends, pricing strategies, and market dynamics Provide financial insights that support resource allocation and investment decisions Dashboards, Planning and Reporting: Develop and maintain dashboards, planning and reporting tools for executive and departmental use including Adaptive planning platform Provide timely and actionable financial insights to guide company performance Team Leadership: Build and lead a high-performing FP&A team Foster a culture of collaboration, continuous improvement, and accountability Physical Demands and Work Environment: Frequently required to Frequently required to utilize hand and finger Frequently required to talk or EEO Statement: Baylor Genetics is proud to be an equal opportunity employer dedicated to building an inclusive and diverse workforce. We do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, gender identity, veteran status, disability, genetic information, pregnancy, childbirth, or related medical conditions, or any other status protected under applicable federal, state, or local law. Note to Recruiters: We value building direct relationships with our candidates and prefer to manage our hiring process internally. While we occasionally partner with select recruitment agencies for specialized roles, we do not accept unsolicited resumes from recruiters or agencies without a written agreement executed by the authorized signatory for Baylor Genetics ("Agreement"). Any resumes submitted to Baylor Genetics in the absence of an Agreement executed by Baylor Genetics' authorized signatory will be considered the property of Baylor Genetics, and Baylor Genetics will not be obligated to pay any associated recruitment fees.

Are you an experienced Civil General Foreman with a background in utility-scale solar construction? While we’re not actively hiring for this role today, we’re always looking to connect with top talent for future opportunities. Join our Primoris Renewable Energy Talent Community and be the first to hear about upcoming openings! WHAT YOU’LL DO (WHEN THE TIME COMES): Lead and supervise Foremen and technical leads on-site to ensure safety, productivity, and quality Independently manage labor, materials, tools, and equipment within your discipline Implement standardized Work Plans and support process improvement efforts Act as a technical consultant for civil scopes including grading, roads, drainage, and foundations Ensure compliance with safety regulations and company policies Collaborate with Trade Superintendent on staffing, scheduling, and project updates Mentor Field Engineers and Foremen on scope, quality, safety, and cost control Maintain crew and equipment matrixes and ensure alignment with project plans Support project close-out and quality assurance activities WHAT WE LOOK FOR: 5+ years of construction experience with demonstrated leadership in utility-scale solar construction Strong communication and conflict resolution skills Valid driver’s license and acceptable MVR Ability to read and interpret prints, specifications, and contract documents Willingness to relocate to project sites as needed Thorough knowledge of tools, equipment, and construction safety standards PERKS AND BENEFITS (WHEN THE TIME COMES): Competitive salary: $89,000–$110,000 annually, based on experience and qualifications 401(k) with employer match Health, dental, and vision insurance Paid time off + 10 paid holidays Stock purchase plan Straight time pay Home rotation schedule Company Vehicle Ready to stay connected? Join our Talent Community today and be the first to know when this opportunity opens up. We look forward to learning more about you! PHYSICAL REQUIREMENTS: Must comply with client safety requirements (e.g., clean-shaven, long sleeves, steel-toe boots). Must pass a physical exam if required. Able to: Climb and maintain balance on ladders, scaffolding, and stairways. Stoop, kneel, crouch, crawl, and work at heights or in confined spaces (e.g., towers, vessels, excavations). Lift and carry up to 50 lbs. (Use assistance for heavier loads). Stand or walk for extended periods on uneven surfaces (dirt, concrete, asphalt, mud, gravel). Must be able to wear a respirator and other PPE when required. WORK LOCATION: Industrial construction sites and/or fabrication shops. MOBILITY BARRIERS: Uneven ground Obstructed pathways Work at low/high elevations Confined workspaces ENVIRONMENTAL CONDITIONS: Predominantly outdoor work Exposure to: Extreme heat or cold Humidity, rain, and other weather conditions Loud noise from tools and machinery Potential chemical exposure COMPANY OVERVIEW: Primoris Renewable Energy (PRE) is focused on providing full turn-key EPC services to the energy sector with a strong focus on energy storage, solar photovoltaics and other renewable energy technologies. AGENCY STATEMENT: We are not accepting resumes from Third Party Recruiting Firms for this position. If you are an Agency or Search firm representative, contact the Primoris Talent Acquisition Manager directly for consideration. Primoris or its subsidiaries will not be responsible for any fees arising from the use of resumes and online response forms through this source. In addition, Primoris or its subsidiaries will not be responsible for any fees on unsolicited resumes that are submitted to any member of the Staffing or Operations team. Primoris has established an approved vendor program for this service and will only consider accepting submissions from those approved firms. #LI-JF1

About us LOFT creates modern, feminine, versatile clothing for women with one common style goal: to look and feel confident wherever the day takes them. We empower women to find their authentic self-expression because feeling like yourself is always in style.Here at LOFT, we're busy styling the careers and supporting the lives of everyday optimists just like you. Express your authentic self and experience endless inspiration, all while enjoying the opportunities and benefits that help you get the most from your career, life, and wardrobe. Don’t see the job you’re looking for? We’d love to get to know you and stay in touch. Please create a profile and tell us about yourself so we can stay share future opportunities.At ascena and all of our brands, we provide all women and girls with fashion and inspiration for living confidently every day. We offer a wide range of opportunities, including management, sales and stock support, full-time, part-time and seasonal associate positions.Discover your place in our future! Location: Store 0995-Polaris Fashion Place-ANN-Columbus, OH 43240 Position Type: Regular/Part time Pay Range: $10.70 - $14.00 Hourly USD Equal Employment Opportunity The Company is an equal opportunity employer and welcomes applications from diverse candidates. Hiring decisions are based upon a candidate's qualifications as they relate to the requirements of the position under consideration and are made without regard to sex (including pregnancy), race, color, national origin, religion, age, disability, genetic information, military status, sexual orientation, gender identity, or any other category protected by applicable law. The Company is committed to providing reasonable accommodations for job applicants with disabilities. If you require an accommodation to perform the essential duties of the position you are seeking or to participate in the application process, please contact myHRSupport@knitwellgroup.com. The Company will make reasonable accommodations for otherwise qualified applicants or employees, unless such accommodations would impose an undue hardship on the operations of the Company’s business. The Company will not revoke or alter a job offer based on an applicant’s request for reasonable accommodation.

Do your Best Work in Mooresville This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up – we invest in you so you can find your inspiration. Your Impact This role is primarily responsible for recruitment of the Lowe's Internship program and entry-level to mid-level full time roles with higher volume candidate pools. The Early and Emerging Associate Recruiter will identify and escalate roadblocks to enhance productivity and execute upon the strategy to deliver top talent including efforts to recruit from diverse talent pools. The Early and Emerging Associate Recruiter will serve as the main point of contact and advisor for business leaders, line of business recruiters and HRBP's for all Early and Emerging Talent programs at Lowe's. The Early and Emerging Associate Recruiter will participate in recruiting events and be the main point of contact for Early and Emerging partners, including but not limited to universities, non-profits, and bootcamps. This role will also partner with HR Business Partners and Centers of Excellence, including Compensation and Sourcing. This role can support a wide variety of candidate pools, including University, Emerging talent, and Early Talent. What You Will Do Partners with the business to own the recruiting strategy for that business line in partnership with HRBPs and business leaders. Collaborates as the main advisor with business recruiters, L&D, HRBP, and business leaders to provide support for entry-level/early career development programs, including offering framework, strategy, guidance, and recruiting into the programs using data, insights and company benchmarking. Recruits candidates for the internship program, early career development programs, and full-time associate level and below roles. Participates in university, diversity conferences, and other recruiting events in partnership with the Early and Emerging events manager and coordinator. Serves as the main point of contact for line of business interns ensuring a positive experience before and during the internship. Serves as a liaison for universities, non-profits, community colleges, and other entities to establish a strong partnership with Lowe’s. Conducts proactive needs analysis with hiring managers to establish execution plan to achieve high-volume hiring during peak business demands across designated business area; advise and make decisions around candidate selection throughout hiring lifecycle. Evaluates candidate profiles, resumes and or success profiles; represents the company (information and marketing) to candidates; completes detailed candidate phone screens, prepares candidate evaluations, and presents candidates to hiring manager. Coordinates high-volume hiring process logistics including, but not limited to scheduling interviews, developing and delivering offers, creating offer letters, managing onboarding process. Builds and maintains a network of potential candidates to generate a high-volume, high-quality pipeline of candidates by seeking out candidates using innovative methods and follows recruiting process from start to finish. Serves as the primary point of contact for hiring managers regarding Early and Emerging Talent and collaborates with hiring managers to utilize interview tools, assessments, interview guides and conduct interviews in a structured process while ensuring clarity of and adherence of the recruitment process and hiring policies. Partners with internal Talent Acquisition COEs and Shared Service team to develop sourcing strategies to support hard to hire area and roles and increase brand recognition. Minimum Qualifications High school diploma or GED or equivalent years of experience in lieu of education requirement, if applicable 1 Year Experience in project coordination or proven ability to effectively manage multiple competing tasks 3 Years Experience in Talent Acquisition, TM, HR or other relevant experience (sales, operational, leadership) OR Lowe's internal Talent Acquisition experience. Preferred Skills/Education Bachelor’s degree HR, Business, or other relevant degree 1 Year Experience with behavioral interviewing Experience with Workday, Paradox, Phenom and HackerRank 1-2 years of early career tech recruiting experience About Lowe’s Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company serving approximately 16 million customer transactions a week in the United States. With total fiscal year 2024 sales of more than $83 billion, Lowe’s operates over 1,700 home improvement stores and employs approximately 300,000 associates. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com. Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.

Become a part of our caring community and help us put health first The Associate Director, IT Talent Management serves as the strategic leader who will deliver programs to support IT associates. The successful candidate will be able to manage multiple projects, delegate effectively as well as coach direct and indirect reports, and ensure alignment with IT organizational goals. Additionally, this role will require development and delivery of executive-ready communications and presentations.Qualified candidates are required to live within commutable distance for a hybrid (~3 days in-office) work arrangement. Preferred locations are: - Washington, D.C. metropolitan area - Louisville, KY metropolitan area - Denver, CO metropolitan area - Dallas, TX metropolitan area - Ft. Lauderdale, FL metropolitan area The Associate Director, IT Talent Management must be a strategic leader and will be responsible for designing, executing, and optimizing various people engagement activities across IT. This role will support the Intern program through activities such as partnering with Executives to develop Intern program roadmap, guiding principles, and program scaling to support future growth. Additionally, ensuring quality of leader-facing communications and training by conducting final reviews. This role also leads the end-to-end planning and execution of IT Learning Week, including budget management, theme development, speaker engagement, and logistics coordination, while providing bi-weekly executive-level updates to senior leadership. Leads delivery of VP-level Town Halls, including scheduling, content curation from guest speakers and leaders, and continuous improvement through participant feedback. As requested by Enterprise, support employee engagement planning across IT. Strategic Ownership & Execution Owns end-to-end planning and execution of IT Learning Week, including theme development, speaker acquisition, and logistics coordination. Independently manage the planning and execution of VP-level Town Halls. As requested by Enterprise, partners with them support implementation of employee engagement activities Executive Engagement Partner with the Intern Program Delivery Lead to represent the program in Executive forums, to define and provide updates on roadmap, guiding principles, measurement rubrics, and scaling strategies. Cross-Functional Collaboration Partner with Humana Enterprise resources to support implementation of employee Engagement Activities within IT Program & Event Management Manage scheduling and execution of ITST Town Halls, including coordination with guest speakers and leadership. Oversee planning and delivery of IT Learning Week and other IT-wide initiatives. Continuous Improvement Review and finalize Intern Leader materials (training, communications) for clarity and consistency. Leverages participant and stakeholder feedback to curate and improve future Town Hall experiences Partners with Executives and other stakeholders to develop Intern program roadmap, guiding principles, and plan for supporting program growth Data Analysis & Reporting Responsible for development and delivery of reporting and dashboards for executive stakeholders Use your skills to make an impact Required Qualifications Bachelor's Degree in one of the following areas: Business Administration; Human Resources, Organizational Design or Related field. 5+ years proven experience in talent development, fostering growth and capability across diverse teams. Demonstrated success in leading high-performing teams and cultivating a dynamic, results-driven environment. Skilled in mentoring and guiding teams to achieve individual and collective goals, backed by a strong record of effective coaching. Developed and executed robust measurement and evaluation strategies to assess program impact, sharing insights with leadership to drive continuous improvement and long-term sustainability. Leveraged key performance indicators (KPIs) and objectives and key results (OKRs) to track progress and ensure strategic alignment. Adept at crafting and delivering clear, audience-specific written and verbal communications that reflect an understanding of each stakeholder group's needs Adept at prioritizing work activities across multiple, concurrent projects Preferred Qualifications Master's Degree in one of the following areas: Business Administration; Human Resources, Organizational Design or Related field. Work experience in a health care and / or Insurance setting Preferred certification either project management (PMP or CAPM) or Certified Professional in Talent Development (CPTD)/ Associate Professional in Talent Development (APTD) Experience delivering solutions within an IT organization Additional Information Qualified candidates are required to live within commutable distance for a hybrid (~3 days in-office) work arrangement. Preferred locations are: - Washington, D.C. metropolitan area - Louisville, KY metropolitan area - Denver, CO metropolitan area - Dallas, TX metropolitan area - Ft. Lauderdale, FL metropolitan area Travel may be required based upon candidates' location. Travel anticipated not exceed 5 weeks annually. SSN Alert Statement Humana values personal identity protection. Please be aware that applicants may be asked to provide their Social Security Number, if it is not already on file. When required, an email will be sent from Humana@myworkday.com with instructions on how to add the information into your official application on Humana’s secure website. Scheduled Weekly Hours 40 Pay Range The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.$126,700 - $174,200 per yearThis job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance. Description of Benefits Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, volunteer time off, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities. About Us Humana Inc. (NYSE: HUM) is committed to putting health first – for our teammates, our customers and our company. Through our Humana insurance services and CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare, Medicaid, families, individuals, military service personnel, and communities at large. ​ Equal Opportunity Employer It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.

Join Our Talent Network – Future Opportunities for Experienced Plumbing Technicians! Are you an established Plumbing Technician looking for your next great opportunity? SWAN is always seeking top talent to join our growing team! While we may not have an immediate opening, we’re actively building a network of experienced professionals for upcoming roles. Why SWAN? We value expertise, professionalism, and a commitment to exceptional service. Join a team that prioritizes your success and career growth! What We Offer: ✅ Competitive Pay ✅ Comprehensive Benefits – Medical, dental, and vision coverage✅ Retirement Plan – 401(k) with company match✅ Paid Time Off – Vacation, holidays, and sick leave✅ Ongoing Training & Development – Stay ahead with industry-leading education✅ Strong Company Culture – Supportive, team-oriented, and focused on employee satisfaction Why Join Our Talent Pool? 🔹 Get first access to new job openings🔹 Stay updated on company news & hiring events🔹 Fast-track your application when positions open up Who Should Apply? ✔ Experienced HVAC Technicians with a strong technical background✔ Professionals who take pride in quality workmanship and customer service✔ Those looking for career growth and long-term stability How to Apply: Submit your resume today, and we’ll reach out when a role that matches your experience becomes available! Don’t miss the opportunity to be part of a growing and dynamic team. About SWAN: Our team of master plumbing, heating and air conditioning technicians are dedicated to providing professional quality plumbing and HVAC services to residents and families throughout Loveland, CO and surrounding areas. Our teams of highly qualified plumbers and technicians are always equipped with stocked work trucks to get the job done and resolve your issues quickly. We are always hiring friendly people who share our values of character, honor, and integrity.

Benefits: Training & development Opportunity for advancement Part Time- HR Talent Recruiter Schedule: Mon- Fri from 9am- 1pm/2pm. Hours: 20-25 hours per weekPay: $16/hour, paid weekly. Great position for a stay-at-home parent, college student, or retiree looking to make some extra income! What’s in it for you? Money money money, MONEY: We pay weekly on Fridays Paid employee taxes (we do not hire 1099 contractors) Some flexibility in schedule based on the business needs. We're techy: We use a user-friendly app to track time, show schedules, and communicate effectively. We also use an app to highlight employee gatherings, monthly employee spotlights, etc. Professional training: Training provided by the business owner and friendly management team. Ability to add weekly hours for doing administrative work. Great work environment: We reward employees with holiday parties and birthday bonuses for appreciation of a work of excellence. We strive to hire and create a culture full of people like you who have high integrity, take pride in their work, are dependable and are coachable so you're never stuck working with a jerk. We help our customers have healthy lifestyles which feels pretty good! Ok I'm loving the perks, what will I be doing? Ability to process potential employees through our applicant tracker software system. Helps create, edit, and produce job postings with input from management. Responsible to lead all aspects of the HR department. Support employees in the field, based on the HR needs. Monitoring the monthly company contest. Must have excellent phone etiquette and communication skills. Conducting phone screens and virtual interviews. Ability to support CEO with administrative tasks. Must be able to pass a background check. Must care about quality and accuracy. Ok, I'm almost ready to apply but who the heck are you? We are a locally owned franchise who is rapidly growing in the Hancock, Hamilton, Johnson, Marion counties / Indy Metro Area. We live and work here, just like you. We value our employees' busy lives and work to find a schedule that fits both you and the business needs. Our mission is to provide businesses with a stress-free option to a clean workplace that boosts employee morale and creates great first impressions. We accomplish this through providing a unique place of employment that focuses on an incredible culture where everyone is empowered to lead through love, grace, and integrity. Enough about you, what about me? We're looking for someone who: Lives in the Indianapolis area (Preferred) Has 1-2 years HR recruiting experience Demonstrates honesty, integrity, and a hard work ethic. Is reliable, friendly, and detail oriented. Has excellent organizational and planning skills and attention to detail. Open and willing to learn and implement new technologies. Has the ability to thrive in a dynamic, constantly-changing industry Flexible work from home options available. Compensation: $16.00 per hour Office Pride Commercial Cleaning Services is one of the most respected full-service janitorial and commercial cleaning companies in the nation. Built on a foundation of strong core values and a commitment to service excellence, our goals are to provide total customer satisfaction and a rewarding work environment for team members. You will be applying for a job with an independently owned and operated Office Pride franchised business and not with Faith Franchising Company, Inc., the franchisor of the Office Pride system, or any of its affiliates. Each franchise handles all employment matters for their specific location. Office Pride® is an equal opportunity employer and considers applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status.

About us LOFT creates modern, feminine, versatile clothing for women with one common style goal: to look and feel confident wherever the day takes them. We empower women to find their authentic self-expression because feeling like yourself is always in style.Here at LOFT, we're busy styling the careers and supporting the lives of everyday optimists just like you. Express your authentic self and experience endless inspiration, all while enjoying the opportunities and benefits that help you get the most from your career, life, and wardrobe. Don’t see the job you’re looking for? We’d love to get to know you and stay in touch. Please create a profile and tell us about yourself so we can stay share future opportunities.At ascena and all of our brands, we provide all women and girls with fashion and inspiration for living confidently every day. We offer a wide range of opportunities, including management, sales and stock support, full-time, part-time and seasonal associate positions.Discover your place in our future! Location: Store 1749-Santa Anita-ANN-Arcadia, CA 91007 Position Type: Regular/Part time Pay Range: $16.90 - $21.10 Hourly USD Equal Employment Opportunity The Company is an equal opportunity employer and welcomes applications from diverse candidates. Hiring decisions are based upon a candidate's qualifications as they relate to the requirements of the position under consideration and are made without regard to sex (including pregnancy), race, color, national origin, religion, age, disability, genetic information, military status, sexual orientation, gender identity, or any other category protected by applicable law. The Company is committed to providing reasonable accommodations for job applicants with disabilities. If you require an accommodation to perform the essential duties of the position you are seeking or to participate in the application process, please contact myHRSupport@knitwellgroup.com. The Company will make reasonable accommodations for otherwise qualified applicants or employees, unless such accommodations would impose an undue hardship on the operations of the Company’s business. The Company will not revoke or alter a job offer based on an applicant’s request for reasonable accommodation.

People Permanent Job Description Talent Management Director North America, Charlotte/NC, US Empowering Regional Talent to Drive Global Success At Electrolux Group, a leading global home appliance company, we strive every day to shape living for the better for our consumers, our people and our planet. We share ideas and collaborate so that together, we can develop solutions that deliver enjoyable and sustainable living. You know us for our brands Frigidaire and Electrolux. Come join us as you are. We believe diverse perspectives make us stronger and more innovative. In our global community of people from 100+ countries, we listen to each other, actively contribute and grow together. We are seeking an experienced Talent Management Leader with a passion for people, a data-driven mindset, and a track record of leading transformation in dynamic, matrixed manufacturing environments. Electrolux Group, with its strong focus on Talent Management (TM), recognizes that the company’s ability to deliver on the strategy is based on developing excellent leadership capabilities, high performing teams and best-in-class employee experience. We follow global practices relating to Talent & Performance and Learning & Development (succession, performance, learning initiatives and the full talent management cycle, including Talent Acquisition). You’ll be part of the North American People & Communications Leadership Team, reporting to the VP of People, Communications & Security for North America and functionally to the Global VP of Talent Management. You’ll partner closely with business leaders and HR teams across the region, contribute to and deploy global initiatives, and continuously bring innovation to the Talent Management Center of Excellence by staying ahead of industry trends and emerging technologies. What you’ll do: Talent Strategy & Planning You will lead, execute and deploy a comprehensive talent strategy aligned with business goals, global frameworks and business area priorities. This includes leadership development, succession planning, and collaborating on talent need forecasts. Performance Management You will co-design and implement performance management frameworks that foster accountability, continuous feedback, and development. You will facilitate performance and talent processes in the region. Employee Engagement & Culture You will drive employee engagement strategies which promote inclusion, engagement, and retention and lead the regional deployment of engagement surveys and their analyses and action plans. Leadership & Employee Development You will co-create and scale global leadership development programs to enhance our leadership skills and ensure bench strength across key roles. You will champion employee development, career pathing, mentoring and coaching initiatives for employee growth and internal mobility. Learning Centers & Factory Development You oversee the Learning Centers in the North American factories, ensuring alignment with operational excellence and safety standards. A team of trainers in our factory learning centers will report to you. This requires a hands-on approach to roll out specific trainings for successful inductions across all levels, and with emphasis on front-line leadership development as well as technical and operational training. Talent Acquisition The Talent Acquisition operations team will report directly to you. You will support, coach and plan together with the team leaders to ensure an efficient delivery of recruitments aligned with our Talent Acquisition Business Partnering model. Organizational Development & Transformation You are a change champion supporting our transformation and safeguarding our culture of continuous learning, ensuring programs meet evolving organizational needs. You challenge the status quo and address skills gaps through data-driven insights. You will lead initiatives to improve effectiveness and agility. Who You Are: You are an experienced HR leader with 10+ years in Human Resources, including 5+ years in talent management leadership – ideally in global, matrixed-organized and industrial environments. You offer: Bachelor‘s degree required; Master’s preferred Proven expertise in talent reviews, succession planning, performance management, and leadership development Strategic thinking, strong execution, and a bias for action Experienced in driving large-scale change and transformation Strong in deployment of global frameworks with a pragmatic mindset Strong project and stakeholder management across global teams Business acumen with a data-driven, people-centric approach Commitment to inclusion and equity Excellent communication and influencing skills Willingness to travel occasionally This position will be based at our North America headquarters in Charlotte, NC. We offer: Flexible work hours in a hybrid work environment Discounts on our award-winning Frigidaire and Electrolux products and services Robust medical, dental, and vision plans to keep you and your family healthy Access to employee assistance programs and wellness initiatives that prioritize your well-being Competitive 401(k) retirement savings with company matching to help you plan for the future Extensive learning opportunities and a flexible career path. As part of the Electrolux Group, we will continuously invest in you and your development. There are no barriers to where your career could take you.

About Assured Assured is transforming the infrastructure of U.S. healthcare using intelligent automation. We’re building an AI-native system of action for provider operations to automate the most painful parts of healthcare—starting with credentialing, licensing, and payer enrollment. These are slow, error-prone processes that cost the healthcare system billions and delay patient care. We’re backed by top Silicon Valley investors and trusted by some of the most innovative provider groups and health systems. This is a rare opportunity to join an elite team reimagining one of the most broken parts of healthcare—using cutting-edge AI in the real world, at scale. The Role: Founding Talent Partner We’re looking for a founding talent partner who is obsessed with finding, closing, and elevating exceptional people. You will build the foundation of hiring at Assured—from sourcing frameworks and pipelines to candidate experience, evaluation rubrics, and onboarding. You’ll work directly with the founders and functional leaders to define what “world-class” looks like across roles, and then go out and bring those people into the company. This is one of the highest-leverage roles at Assured: the team you help build will determine our trajectory. This role is ideal for someone who thrives in early-stage environments, enjoys owning things end-to-end, and wants their work to have a measurable impact on an industry that desperately needs modern infrastructure. What You’ll Do Build Talent From 0→1 Own the full recruiting lifecycle—sourcing, outreach, screening, closing Design scalable hiring processes, evaluation frameworks, and scorecards Build a top-of-funnel pipeline of high-caliber operators, engineers, product leaders, and GTM talent Drive Talent Strategy Partner directly with founders to define hiring priorities and org design Deeply understand each role’s business impact and translate it into a clear hiring narrative Develop repeatable systems for identifying top-tier talent early Create a Best-In-Class Candidate Experience Craft a recruiting process that is fast, personal, and high-signal Build the employer brand—through storytelling, community engagement, outbound strategy, and relationships Close Exceptional People Become the expert on positioning Assured’s mission, product, culture, and upside Creatively overcome objections and guide candidates from interest to offer acceptance Lay the Foundation for Scale Build sourcing engines, recruiting ops, and talent intelligence to support rapid growth Implement tools, workflows, and dashboards that give us leverage as hiring expands What We’re Looking For Must-Have Demonstrated track record hiring exceptional talent in a fast-growing startup or high-bar environment Ability to source creatively using outbound, networks, events, research, and talent mapping Strong closing instincts—able to communicate vision, opportunity, and trajectory Structured thinking and strong written/verbal communication Bias toward action: you move quickly, iterate often, and don’t get stuck Preferred Experience hiring across technical and business roles Familiarity with early-stage org design, recruiting tools, and talent ops Prior exposure to healthcare, AI, or regulated industries (not required but helpful) Ability to build talent brand through content, storytelling, and community You’ll Love This Role If You… Want to build Assured’s team from the ground up—your fingerprints will be everywhere Thrive in a 0→1 environment and love building systems, not just filling reqs Believe the best startups are defined by the quality of their people Enjoy being deeply embedded with product, engineering, and ops teams Love the chase of finding and closing outlier talent Want real ownership and direct collaboration with founders Why Join Assured Build for impact – The team you assemble directly accelerates how quickly patients get access to care Extreme ownership – You will shape our hiring philosophy, process, and culture from day one High-agency environment – Work with founders, engineers, and operators who move fast Early-stage upside – Competitive compensation, meaningful equity, and a true seat at the table

At Generate, we’re always looking for passionate, mission-driven people who want to help accelerate the transition to sustainable infrastructure. By joining our talent network, you’ll stay connected with our recruiting team, learn about new opportunities as they arise, and get an inside look at life at Generate. If you don’t see a current role that fits your skills, we still want to hear from you—share your information and interests so we can reach out when the right opportunity comes along.

About us LOFT creates modern, feminine, versatile clothing for women with one common style goal: to look and feel confident wherever the day takes them. We empower women to find their authentic self-expression because feeling like yourself is always in style.Here at LOFT, we're busy styling the careers and supporting the lives of everyday optimists just like you. Express your authentic self and experience endless inspiration, all while enjoying the opportunities and benefits that help you get the most from your career, life, and wardrobe. Don’t see the job you’re looking for? We’d love to get to know you and stay in touch. Please create a profile and tell us about yourself so we can stay share future opportunities.At ascena and all of our brands, we provide all women and girls with fashion and inspiration for living confidently every day. We offer a wide range of opportunities, including management, sales and stock support, full-time, part-time and seasonal associate positions.Discover your place in our future! Location: Store 1335-Dulaney Plaza-ANN-Towson, MD 21204 Position Type: Regular/Part time Pay Range: $15.00 - $18.75 Hourly USD Equal Employment Opportunity The Company is an equal opportunity employer and welcomes applications from diverse candidates. Hiring decisions are based upon a candidate's qualifications as they relate to the requirements of the position under consideration and are made without regard to sex (including pregnancy), race, color, national origin, religion, age, disability, genetic information, military status, sexual orientation, gender identity, or any other category protected by applicable law. The Company is committed to providing reasonable accommodations for job applicants with disabilities. If you require an accommodation to perform the essential duties of the position you are seeking or to participate in the application process, please contact myHRSupport@knitwellgroup.com. The Company will make reasonable accommodations for otherwise qualified applicants or employees, unless such accommodations would impose an undue hardship on the operations of the Company’s business. The Company will not revoke or alter a job offer based on an applicant’s request for reasonable accommodation.

For more than 20 years, AEG has played a pivotal role in transforming sports and live entertainment. Annually, we host more than 160 million guests, promote more than 10,000 shows and present more than 22,000 events around the world. We are committed to innovation, artistry, and community, and leverage the power of our 300+ venues, leading sports franchises, marquee music brands, integrated entertainment districts, premier ticketing platform and global sponsorship activations, to create memorable moments that give the world reason to cheer. Our business is interwoven with the human mind and heart, and we strive to build a diverse and inclusive company that reflects the artists, athletes, and fans that we host; reach beyond traditional boundaries to support the communities in which we operate; and minimize our impact on the environment by adopting sustainable practices throughout our business operations. If you want to be challenged to up your game and make a difference, then join us in giving the world reason to cheer! Position Summary The Talent Buyer is responsible for building relationships, identifying talent and confirming profitable shows. This position will create budgets, map scaling for venues and build offers for artists. Additionally, the Talent Buyer will compile all relevant documents and ensure that all shows are settled accurately. They will also work in conjunction with management to identify and build festivals. Essential Functions Buy profitable talent by actively reaching out to agents with booking possibilities. Respond to inbound requests from agents and artist management. Follow-up on leads from other talent buyers. Negotiate offer details with music agents for artist performances. Gather all relevant information to build offer and present to artist management. Networking and building relationships with agents, artist management, venue managers and other potential clients. Maintain current client relationships. Act as a liaison with external vendors and internal departments to ensure timely responses and alignment on insurance, claims, and contract-related follow-ups. Oversee the marketing and ticketing of events. Confirm show details and artist requests with marketing and ticketing departments. Ensure that shows go on sale and tickets are being sold. Create show or event budgets. Monitor spending and make sure that event stays in budget. Travel to cover road shows, events, festivals and seek new clients, projects and partners. Handle the settlement of shows when necessary. Work with managers on potential festival projects. Identify potential third party venue and festival sites for events. Assist on festival and concert projects as assigned by manger. Develop creative properties that can be grown into annual events. Required Qualifications BA/BS Degree (4-year) In Marketing, Public Relations, or a related area 4-6 years of related work experience Previous experience in the music industry with demonstrated ability to assess current music trends Previous experience supervisor, leading, and/or mentoring team Knowledge of general accounting principles General understanding of ticketing systems Computer savvy and skilled in MS Office (Outlook, Word and Excel); knowledge of social media platforms Strong written and verbal communication skills Must have an outgoing personality with the ability to build and cultivate relationships. Exceptional negotiation skills with an ability to analyze complex documents Ability to work independently to perform job, as well as in a team environment Must have established contacts and relationships in the music industry Ability to manage time effectively and prioritize tasks, even when dealing with shifting timelines and competing demands. Must be able to work a flexible schedule which may include nights, weekends and holidays. Bonus: (If applicable) This position is eligible for a bonus under the current bonus plan requirements. Benefits: Full-time: We offer a comprehensive benefits package that includes: medical, dental and vision insurance, paid holidays, vacation and sick time, company paid basic life insurance, voluntary life insurance, parental leave, 401k Plan (with a current employer match of 3%), flexible spending and health savings account options, and wellness offerings. AEG reserves the right to change or modify the employee’s job description whether orally or in writing, at any time during the employment relationship. AEG may require an employee to perform duties outside his/her normal description. AEG's policy is to hire the most qualified applicants, and we comply with all applicable federal, state and local employment laws in making hiring and employee decisions. We are an equal opportunity employer and do not discriminate against applicants or employees on the basis of race, color, marital status, disability, religion, age, sex, sexual orientation, national origin, genetic information, veteran status, or any other legally protected status recognized by applicable federal, state or local law. Employer does not offer work visa sponsorship for this position.

OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov’s mission to power more effective and accountable government and the vision of high-performance government for every community at O penGov.com . Job Summary: The Talent Management Director is a strategic, execution-driven leader responsible for designing, operationalizing, and continuously improving enterprise talent programs that attract, develop, and retain top talent. This role owns end-to-end delivery of core talent initiatives—including performance management, succession planning, career development, leadership programs, and engagement mechanisms—ensuring they are scalable, well-communicated, and tightly aligned to organizational priorities. This leader partners closely with HRBPs, HR COEs, People Operations, and business leaders to ensure programs are effectively planned, launched, adopted, and measured. They bring strong program management discipline, outstanding communication capabilities, and a mindset of continuous improvement grounded in analytics, feedback, and business partnership. Responsibilities: Talent Program Ownership & Execution Fully own planning, design, implementation, and continuous improvement of enterprise-wide talent programs (performance management, career development, succession planning, leadership programs, engagement mechanisms, etc.). Own the operational rhythm of all talent programs, including planning, launch, reminders, tracking, and escalation. Create and manage operational frameworks that enable consistent, scalable program delivery across HR. Develop and manage program timelines, work-back schedules, stakeholder engagement plans, rollout calendars, risk mitigation, and change-management efforts. Conduct pre-planning and alignment sessions with HR COEs, HRBPs, and People Operations to ensure clear roles, responsibilities, and delivery milestones. Partner closely with HR Tech to ensure all systems, workflows, forms, templates, timelines, and program logic are properly configured and tested before launch. Lead or support UAT (User Acceptance Testing) for all talent system configurations; validate accuracy, troubleshoot issues, and ensure readiness for company-wide rollout. Own issue resolution during program cycles, including troubleshooting, escalation management, and real-time decision-making to ensure successful execution. Gather feedback from leaders, employees, HR teams, and post-mortem evaluations to refine processes and improve future cycles. Create, maintain, and govern all program documentation — including FAQs, toolkits, guides, facilitator materials, communication plans, templates, and process maps — ensuring accuracy, clarity, and consistency. Establish and maintain standard operating procedures (SOPs) for all talent programs to support consistent execution across cycles and HR teams. Stakeholder Partnership & Cross-Functional Leadership Know when and how to bring in key stakeholders—including HRBPs, People Operations, Compensation, and senior business leaders—to ensure alignment, adoption, and successful execution. Partner with HRBPs on program delivery, calibrations, leader engagement, and ongoing coaching for their business units. Provide clear, timely updates to HR leadership and cross-functional partners on progress, risks, and outcomes. Program Rollouts, Change Management & Communications Build all communications related to talent programs across the company, including Slack announcements, email campaigns, intranet updates, and manager toolkits. Tailor messaging and materials for different audiences (employees, managers, senior leaders, etc.). Drive completion rates for required programs by providing reminders, clarity, tools, and partnership with HRBPs and departmental leaders. Own change-management strategy for major program shifts, ensuring clarity, simplicity, and high adoption. Performance Management Oversee the performance management strategy and annual/performance cycles end-to-end. Build training for managers and employees on effective goal setting, feedback practices, calibration readiness, and performance expectations. Supporting HRBPs and leaders to run effective calibrations through comprehensive materials, actionable analytics, facilitation support, and decision-making tools. Learning, Leadership & Career Development Design and deliver development programs aligned to organizational needs, including leadership development, management capability building, and career pathways. Partner with HR COEs to integrate learning content into talent processes and ensure alignment with broader development strategies. Evaluate program effectiveness through surveys, data, participation metrics, and feedback loops. Develop and deliver live training sessions for employees, managers, HRBPs, and leaders to support program understanding and adoption. Build asynchronous enablement resources — including videos, walkthroughs, and step-by-step guides — to ensure scalable program education and readiness. Employee Engagement & Retention Programs Own the company-wide employee engagement program, including enterprise-level readouts and voice-of-employee insights. Lead the development and management of platforms and processes used to collect and interpret employee feedback. Synthesize survey and feedback data into meaningful narratives that inform organizational priorities. Manage the action-planning framework and partner with HRBPs and leaders to drive meaningful follow-through. Create tools, resources, and course materials that enable leaders to understand engagement results and execute effective action plans. Track progress, measure impact, and ensure accountability for improvements across business units. Data, Analytics & Reporting Own program dashboards, KPIs, operational reporting, and health metrics to track program performance and adoption. Monitor real-time participation and progress during program cycles and drive corrective actions where needed. Pull and analyze program metrics, including participation, completion rates, performance distribution, engagement insights, succession pipelines, and capability trends. Provide reporting, dashboards, and insights to HRBPs and leaders, enabling data-driven decision-making within business units. Use data to identify gaps, measure program effectiveness, and recommend enhancements. Requirements and Preferred Experience: 10+ years of experience in talent management, organizational development, or related HR functions. Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field; advanced degree preferred. Proven experience designing and implementing talent strategies in a dynamic, fast-paced environment. Strong background in performance management, leadership development, and succession planning. Demonstrated ability to influence and collaborate with senior leaders and stakeholders. Exceptional project management and organizational skills with a focus on execution. Strong analytical and problem-solving capabilities, with the ability to use data to inform strategy. Preferred Qualifications: Certification in talent management or organizational development (e.g., SHRM-SCP, CPTD, or similar). Experience working in SaaS or technology-driven organizations. Familiarity with talent management software and HRIS systems. Knowledge of Radford leveling and compensation frameworks. Compensation: San Francisco, CA: $210,000 - $230,000 On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance. The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate’s geographical location. Why OpenGov? A Mission That Matters. At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it’s the core of our democracy. Opportunity to Innovate The next great wave of innovation is unfolding with AI, and it will impact everything—from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We’ve touched 2,000 communities so far, and we’re just getting started. A Team of Passionate, Driven People This isn’t your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune. A Place to Make Your Mark We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within.

What’s Under the Hood DriveTime Family of Brands is the largest privately owned used car sales finance & servicing company in the nation. Headquartered in Tempe, Arizona and Dallas, Texas, we create opportunities and improve the lives of our customers and our employees by placing a focus on putting the right customer, in the right vehicle, on the right terms and on their path to ownership. The DriveTime Family of Brands spans across DriveTime, Bridgecrest and SilverRock. You can find us at the intersection of technology and innovation as we use our proprietary tools and over two decades of industry knowledge to redefine the process of purchasing, financing, and protecting your vehicle. That’s Nice, But What’s the Job? This is not a position for which sponsorship will be provided. Individuals with temporary visas or who need sponsorship now or in the future are not eligible for hire at this time. Seeking Skills and Motivated Student for our 2026 Summer Internship Program! Do you consider yourself a future top talent? Looking to submerse yourself in an award-winning company culture? Want real world experiences through meaningful, hands-on, projects? If you answered yes, read on. If not, not worries, we are not for everyone. Summertime is INTERN-TIME! No coffee runs or hours spent hovering over a copy machine; you’ll be tasked with meaningful projects that will drive company initiatives. Be ready to roll up your sleeves and get your hands dirty with things like new applications, technologies, business strategies, and data. The summer will not only be filled with learning, but tons of fun as well! At the DriveTime Family of Brands, we work hard & play hard! You will participate in professional development classes, volunteer events and create meaningful connections. The Specifics Pursuing a Bachelor's degree (BA/BS) from 4-year college or university. Graduation date between December 2026 - May 2027. 3.5 GPA or above. Program dates May 2026- August 2026. Able to work onsite at either our Tempe, Arizona or Dallas, Texas campuses. 35-40 hours a week onsite So What About the Perks? Perks matter. Not Just Coffee Runs. We’re talking real world experience. You’ll walk away from our internship program with hands-on experience, completed projects, full portfolios, and newly developed skills. Who Says You Have to Walk Away? Across both our Tempe, AZ and Dallas, TX offices, over 60% of our interns stay through the fall semester, return the following summer, or are brought on full-time after graduation. Growth & Development. You will be mentored by industry professionals, be given guidance along the way, and the tools to be successful. Philanthropy: Give for Good. We are proud to be difference makers in our communities. We dedicate time for our Interns to give back with us. Gratitude is Green. Out Internship Program is paid, because, well… money matters! In-House Gym. We want our employees to be the best versions of themselves. So come early, take a break in your day or finish strong with a workout! Give Us a Reason (or not), and We’ll Celebrate. Regardless of whether there is a holiday or not, we are finding ways to kick back and enjoy each other’s company outside of day-to-day work. Smart-Casual Dress. Come dressed in jeans (you’ll fit right in with the rest of us). Anything Else? Absolutely. DriveTime Family of Brands is Great Place to Work Certified! And get this: 90% of our rockstar employees say they feel right at home here. We could spend a lot of time having you read about ALL our awards, but we’ll save time (and practice some humility) just naming a few others; Comparably Awards: Best Company for Diversity, Best Company Culture and Best Company Leadership, oh and don’t forget Phoenix Business Journal Healthiest Employers (okay, we’ll stop there)! Hiring is contingent upon successful completion of our background and drug screening process. DriveTime is a drug-free, tobacco-free workplace and an Equal Opportunity Employer. And when it comes to hiring, we don't just look for the right person for the job, we seek out the right person for DriveTime. Buckle up for plenty of opportunities to grow in a professional, fun, and high-energy environment!