6,211 Head Human Resources jobs in the United States

Head of Human Resources Business Partnering

About the Company

International provider of risk technology services & solutions

Industry
Information Technology and Services

Type
Privately Held

Founded
2000

Employees
10,001+

Categories

• Analytics
• Consulting
• Cyber Security
• Information Services
• Information Technology
• Management Consulting
• Risk Management

Specialties

• fraud detection
• identity management solutions
• insurance risk management
• compliance management
• clinical analytics
• predictive policing
• receivables management
• customer acquisition
• skip tracing
• risk management
• and identity verification
• b2b data and content
• identity verification and authentication solutions
• evidence-based policing
• anti-financial crime
• credit risk
• hr data
• aerospace data
• chemical data intelligence
• real estate intelligence
• and data management services

About the Role

The Company is seeking a US Head of Risk HR Business Partners to join their team. The successful candidate will be responsible for deploying and coordinating HR policies in line with business requirements, leading the implementation of these policies, and managing day-to-day HR business partnering functions. This role is pivotal in ensuring a world-class employee experience and the effective use of HR resources to deliver HR services to the business. Key responsibilities include delivering people strategies at a regional level, leading a central team of HR business partners, and building a culture of continuous improvement. The role also involves collaborating with global and regional HR leadership, partnering with shared services and payroll teams, and serving as a trusted advisor and coach to local people managers. Applicants for the US Head of Risk HR Business Partners position at the company should have a Bachelor's degree, with a Master's degree in HR or business administration preferred, and at least 8 years of related HR leadership experience in a global organization. The ideal candidate will have expertise in key HR domains, previous experience in a matrixed, COE-enabled HR organization, and be knowledgeable in Workday. A strong background in people analytics, excellent communication, relationship-building, and stakeholder management skills are essential. The role requires the ability to facilitate large leadership discussions, coach leaders, and a proven track record in implementing people priorities during significant organizational change. The candidate should also be adept at interpreting and applying local labor regulations and be a change agent with the ability to influence and drive operational efficiency.

Hiring Manager Title
EVP HR, LexisNexis Risk Solutions

Travel Percent
Less than 10%

Functions

• Human Resources

Job Description

Job Description

The Pack Labs, parent company to MUNCHIES and Imperial Extraction, is leading the charge in the hemp-derived cannabinoid industry. With a focus on innovation, quality, and national expansion, we’re building standout brands- and a people-first culture to match. As we continue to scale across multiple states, we’re hiring a Head of Human Resources to design and lead the systems that will support our growth from the inside out.

This is a strategic, hands-on leadership role reporting directly to the CEO. You’ll be responsible for building scalable people infrastructure, fostering a strong and values-driven culture, and ensuring we remain compliant and connected across jurisdictions. If you’ve operated in cannabis, hemp-derived products, or other fast-paced, regulated industries, this is your opportunity to shape an HR function from the ground up.

What you’ll do:

• Build, implement, and manage core HR operations across multiple states, including onboarding, off-boarding, HRIS, employee documentation, and workflows

• Create and maintain employee handbooks, policies, and procedures that align with evolving federal and state labor laws, especially California

• Lead employee relations and engagement strategies, building a fair, inclusive, and performance-driven environment

• Oversee compensation strategy, including salary benchmarking, offer letters, promotions, and performance reviews

• Stay ahead of compliance updates, including cannabis-specific labor guidelines, audits, state filings, and reporting requirements

• Collaborate closely with Sales, Marketing, Finance, and Production teams to align people strategies with company goals

• Partner with leadership on hiring strategy, employer brand, and scalable recruiting practices that support our national footprint

What we’re looking for:

• 5+ years of HR leadership, people operations, or human capital experience

• Experience in cannabis, hemp-derived products, CPG, or high-growth startups; multi-state operator (MSO) background is a major plus

• Deep knowledge of California employment law and experience managing multi-state compliance

• Proven success building HR systems, programs, and policies from scratch

• High emotional intelligence with strong communication, leadership, and problem-solving skills

• Ability to balance strategic thinking with operational execution in a fast-paced, ever-evolving environment

• Comfortable working directly with executive leadership and cross-functional teams

What we offer:

• Competitive salary range: $140,000-$160,000 depending on experience

• Full benefits: medical, dental, vision, PTO, and 401(k)

• Leadership opportunity in one of the fastest-growing categories in wellness

• A bold, driven culture that values ownership, clarity, and momentum

Why this role matters:

As a company operating in the hemp-derived cannabinoid space, we know firsthand that regulations shift quickly, and growth comes fast. Our Head of HR will ensure that we’re not only building teams-but building them the right way. This role brings the structure, stability, and strategy needed to scale intentionally. If you’re ready to make a meaningful impact in cannabis and want to help define what high-integrity growth looks like, this role is yours to own.

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At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at Function:**
Human Resources
**Job Sub** **Function:**
HR Business Partners
**Job Category:**
People Leader
**All Job Posting Locations:**
Titusville, New Jersey, United States of America
**Job Description:**
Johnson & Johnson Services, Inc. is recruiting for a **Head of Human Resources, NA Innovative Medicine Operations & Strategy** based in **Titusville, NJ.**
As a Business Unit Head of HR, you will provide strategic HR partnership to NA IM Operations leadership team, contribute to shaping business strategy, and drive aligned outcomes in these focus areas:
+ Leverage internal and external insights to diagnose and design organizations optimized to achieve strategic goals
+ Design and deploy data-driven talent strategies that curate the talent and capabilities required to deliver
+ Shape and steward our culture and employee experiences that will attract, inspire, and retain top talent
+ Accelerate performance through leadership coaching and team effectiveness
+ Partner across our OneHR model to deliver on talent and organizational strategies
**Core Responsibilities**
**Business strategy**
+ Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
+ Understand what the business needs (through diagnosis, analysis, data), including organizational health, and what the function must bring to meet those needs, leveraging the breadth of the OneHR model
+ Partner with the business on how to ensure organization is optimally set up to deliver on business strategy inclusive of annual business planning and long-range financial planning (e.g., workforce planning)
**Talent strategy and management**
+ Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis
+ Create and deploy talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipeline and critical capability building (e.g., digital)
+ Own and drive talent management for the business/function/geography; set and action priorities, develop talent talk rhythm aligned to global calendar; inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g., retention, movement)
+ Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas
+ Lead succession planning for GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed
+ Partner across OneHR model to assess current state and enhance capability through buy/build/borrow strategy in partnership with Talent Acquisition/Access and J&J Learn
**Culture and engagement**
+ Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo/Our Voice survey insights, employee sentiment, attrition and exit survey insights, predictive retention modeling, etc.
+ Identify, define, and help build key mindsets/behaviors for the business in partnership with business leaders
+ Drive culture of Our Credo, growth, collaboration, and inclusion within teams
**Leadership coaching and effectiveness**
+ Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities and enhance leader impact
+ Partner with business leaders on team effectiveness program options and identification of facilitators
+ Ensure meaningful engagement, development, energy, and effective performance of team
**Business strategy**
+ Partner with business leadership to provide strategic context to overall communications plan (led by comms, business leader, or business admin)
+ Support A&D activity (e.g., due diligence, integration)
+ Lead organizational design efforts to position business for the future
+ Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans
+ Guide and support development of change plan to prepare organization to return to fully functioning state with maximized effectiveness (post-notification); diagnose and design solutions for post-org design execution
**Talent strategy and management**
+ Support career planning and pathing efforts as part of overall talent strategy
+ Lead talent planning exercises deeper within organization, focused on critical capabilities
+ Consult with business on future talent needs to ensure market competitiveness
**Culture and engagement**
+ Partner on engagement strategy with business and communications team
+ Advise to business Credo Action/Engagement Teams as well as EBRGs
+ Support cultural transformations of the business
**Leadership coaching and effectiveness**
+ Develop onboarding plan for new leaders
+ Coach leaders on employee performance, stakeholder interactions, and team effectiveness
+ Consult on disciplinary actions as a result of ER investigations and supporting associated employee/manager coaching
**Execution and pull-through**
+ Ensure communication and pull-through of Corporate Services Enterprise efforts (e.g., Performance Management, Global Job Architecture) in the business; training and manager capability building
+ Facilitate slate/offer approval processes and conduct interviews for critical capability areas
+ Manage talent nomination lists for senior leader engagement connections and development programs
+ Support Other Adjustment (OA) analyses in conjunction with Total Rewards; advise on nonstandard offers/offer negotiations
+ Align and communicate business-specific year-end calendars and planning guidance (e.g., spending pools)
+ Support country and regional rollout of policies and compliance requirements
**Qualifications**
+ Bachelor's degree is required
+ 10+ years' professional experience, including managerial experience coaching and leading talent; minimum of 7 years of progressive HR or HR-related experience required
+ This position will be located in Titusville, NJ and require 15% travel.
+ People management experience preferred
For more information on how we support the whole health of our employees throughout their wellness, career and life journey, please visit .
Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.
Johnson and Johnson is committed to providing an interview process that is inclusive of our applicants' needs. If you are an individual with a disability and would like to request an accommodation, please email the Employee Health Support Center ( ) or contact AskGS to be directed to your accommodation resource.
**The anticipated base pay range for this position is :**
The base pay range for this position is $173,000 - $299,000.
Additional Description for Pay Transparency:
Subject to the terms of their respective plans, employees and/or eligible dependents are eligible to participate in the following Company sponsored employee benefit programs: medical, dental, vision, life insurance, short- and long-term disability, business accident insurance, and group legal insurance. Subject to the terms of their respective plans, employees are eligible to participate in the Company's consolidated retirement plan (pension) and savings plan (401(k)). This position is eligible to participate in the Company's long-term incentive program. Subject to the terms of their respective policies and date of hire, Employees are eligible for the following time off benefits: Vacation -120 hours per calendar year Sick time - 40 hours per calendar year; for employees who reside in the State of Washington -56 hours per calendar year Holiday pay, including Floating Holidays -13 days per calendar year Work, Personal and Family Time - up to 40 hours per calendar year Parental Leave - 480 hours within one year of the birth/adoption/foster care of a child Condolence Leave - 30 days for an immediate family member: 5 days for an extended family member Caregiver Leave - 10 days Volunteer Leave - 4 days Military Spouse Time-Off - 80 hours Additional information can be found through the link below.

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at

Job Function:

Human Resources

Job Sub Function:

HR Business Partners

Job Category:

People Leader

All Job Posting Locations:

Titusville, New Jersey, United States of America

Job Description:

Johnson & Johnson Services, Inc. is recruiting for a Head of Human Resources, NA Innovative Medicine Operations & Strategy based in Titusville, NJ.

As a Business Unit Head of HR, you will provide strategic HR partnership to NA IM Operations leadership team, contribute to shaping business strategy, and drive aligned outcomes in these focus areas:  

• Leverage internal and external insights to diagnose and design organizations optimized to achieve strategic goals
• Design and deploy data-driven talent strategies that curate the talent and capabilities required to deliver
• Shape and steward our culture and employee experiences that will attract, inspire, and retain top talent
• Accelerate performance through leadership coaching and team effectiveness
• Partner across our OneHR model to deliver on talent and organizational strategies

Core Responsibilities

Business strategy

• Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
• Understand what the business needs (through diagnosis, analysis, data), including organizational health, and what the function must bring to meet those needs, leveraging the breadth of the OneHR model
• Partner with the business on how to ensure organization is optimally set up to deliver on business strategy inclusive of annual business planning and long-range financial planning (e.g., workforce planning)

Talent strategy and management

• Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis
• Create and deploy talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipeline and critical capability building (e.g., digital)

• Own and drive talent management for the business/function/geography; set and action priorities, develop talent talk rhythm aligned to global calendar; inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g., retention, movement)
• Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas
• Lead succession planning for GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed

• Partner across OneHR model to assess current state and enhance capability through buy/build/borrow strategy in partnership with Talent Acquisition/Access and J&J Learn

Culture and engagement

• Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo/Our Voice survey insights, employee sentiment, attrition and exit survey insights, predictive retention modeling, etc.
• Identify, define, and help build key mindsets/behaviors for the business in partnership with business leaders
• Drive culture of Our Credo, growth, collaboration, and inclusion within teams

Leadership coaching and effectiveness

• Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities and enhance leader impact
• Partner with business leaders on team effectiveness program options and identification of facilitators
• Ensure meaningful engagement, development, energy, and effective performance of team

Business strategy

• Partner with business leadership to provide strategic context to overall communications plan (led by comms, business leader, or business admin)
• Support A&D activity (e.g., due diligence, integration)
• Lead organizational design efforts to position business for the future
• Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans
• Guide and support development of change plan to prepare organization to return to fully functioning state with maximized effectiveness (post-notification); diagnose and design solutions for post–org design execution

Talent strategy and management

• Support career planning and pathing efforts as part of overall talent strategy
• Lead talent planning exercises deeper within organization, focused on critical capabilities
• Consult with business on future talent needs to ensure market competitiveness

Culture and engagement

• Partner on engagement strategy with business and communications team
• Advise to business Credo Action/Engagement Teams as well as EBRGs
• Support cultural transformations of the business

Leadership coaching and effectiveness

• Develop onboarding plan for new leaders
• Coach leaders on employee performance, stakeholder interactions, and team effectiveness
• Consult on disciplinary actions as a result of ER investigations and supporting associated employee/manager coaching

Execution and pull-through

• Ensure communication and pull-through of Corporate Services Enterprise efforts (e.g., Performance Management, Global Job Architecture) in the business; training and manager capability building
• Facilitate slate/offer approval processes and conduct interviews for critical capability areas
• Manage talent nomination lists for senior leader engagement connections and development programs
• Support Other Adjustment (OA) analyses in conjunction with Total Rewards; advise on nonstandard offers/offer negotiations
• Align and communicate business-specific year-end calendars and planning guidance (e.g., spending pools)
• Support country and regional rollout of policies and compliance requirements

Qualifications

• Bachelor’s degree is required
• 10+ years’ professional experience, including managerial experience coaching and leading talent; minimum of 7 years of progressive HR or HR-related experience required
• This position will be located in Titusville, NJ and require 15% travel.
• People management experience preferred

For more information on how we support the whole health of our employees throughout their wellness, career and life journey, please visit  & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age , national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.

Johnson and Johnson is committed to providing an interview process that is inclusive of our applicants’ needs. If you are an individual with a disability and would like to request an accommodation, please email the Employee Health Support Center ( ) or contact AskGS to be directed to your accommodation resource.

The anticipated base pay range for this position is :

The base pay range for this position is $173,000 - $299,000.

Additional Description for Pay Transparency:

Subject to the terms of their respective plans, employees and/or eligible dependents are eligible to participate in the following Company sponsored employee benefit programs: medical, dental, vision, life insurance, short- and long-term disability, business accident insurance, and group legal insurance. Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)). This position is eligible to participate in the Company’s long-term incentive program. Subject to the terms of their respective policies and date of hire, Employees are eligible for the following time off benefits: Vacation –120 hours per calendar year Sick time - 40 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year Holiday pay, including Floating Holidays –13 days per calendar year Work, Personal and Family Time - up to 40 hours per calendar year Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child Condolence Leave – 30 days for an immediate family member: 5 days for an extended family member Caregiver Leave – 10 days Volunteer Leave – 4 days Military Spouse Time-Off – 80 hours Additional information can be found through the link below.

Overview

Esri has an opportunity for an individual with outstanding organizational skills, strong work ethic, and positive attitude to join the Human Resources team! In this position, you will play a crucial role in supporting Talent Acquisition as they recruit top talent for our divisions. Your helpfulness and attention to detail will be instrumental in ensuring a seamless and positive recruiting experience for managers, employees, and aspiring employees. We are fueled by our mission to make a difference through Geographic Information Systems (GIS), and this is an opportunity to have your work make a difference too.

Responsibilities

• Time is precious, so let's not waste it. Promptly coordinate phone interviews, onsite interviews, travel arrangements, new hire activities, and more.
• Keep us organized. Maintain accurate recruiting data within our applicant tracking system and other systems for reporting. Act quickly to resolve data discrepancies while keeping individuals informed.
• Do you like to stay in touch? Good! We need you to coordinate workflow processes with various team members and groups.
• Be a champion of confidentiality. Handle sensitive information and situations with confidence and professionalism.
• Embrace teamwork and autonomy. Demonstrate the ability to excel both independently and within a collaborative team setting, showcasing strong initiative and follow-up.

Requirements

• 2+ years of experience in an administrative role
• Excellent verbal and written communication skills with the ability to express ideas clearly
• Excellent organizational skills and superior attention to detail
• Experience with employee/customer interactions and correspondence
• Strong customer service skills
• Ability to multi-task, work independently, and maintain confidentiality
• Proficiency with Microsoft Word, Excel, and Outlook
• High school diploma or equivalent

Recommended Qualifications

• Minimum typing speed of 45 wpm
• Associate or Bachelor's in human resources, business, or related field
• 1+ years of experience in human resources
• Knowledge of California state and federal laws and human resources policies and practices
• Experience with an HRIS

#LI-LW1

#LI-Onsite

Total Rewards

Esri's competitive total rewards strategy includes industry-leading health and welfare benefits: medical, dental, vision, basic and supplemental life insurance for employees (and their families), 401(k) and profit-sharing programs, minimum accrual of 64 hours of vacation leave, twelve paid holidays throughout the calendar year, and opportunities for personal and professional growth. Base salary is one component of our total rewards strategy. Compensation decisions and the base range for this role take into account many factors including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs.

A reasonable estimate of the base salary range is

$20-$31.50 USD

The Company

At Esri, diversity is more than just a word on a map. When employees of different experiences, perspectives, backgrounds, and cultures come together, we are more innovative and ultimately a better place to work. We believe in having a diverse workforce that is unified under our mission of creating positive global change. We understand that diversity, equity, and inclusion is not a destination but an ongoing process. We are committed to the continuation of learning, growing, and changing our workplace so every employee can contribute to their life's best work. Our commitment to these principles extends to the global communities we serve by creating positive change with GIS technology. For more information on Esri's Racial Equity and Social Justice initiatives, please visit our website here.

If you don't meet all of the preferred qualifications for this position, we encourage you to still apply!

Esri is an equal opportunity employer (EOE) and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. If you need reasonable accommodation for any part of the employment process, please email and let us know the nature of your request and your contact information. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to from this e-mail address.

Esri Privacy Esri takes our responsibility to protect your privacy seriously. We are committed to respecting your privacy by providing transparency in how we acquire and use your information, giving you control of your information and preferences, and holding ourselves to the highest national and international standards, including CCPA and GDPR compliance.

Guardian is seeking a F ull-Time (Hybrid) Talent Acquisition & Human Resources Specialist . Joining the Guardian team provides a collaborative, professional, fun environment with opportunity to gain experience and grow in the Human Resources field. Attributes that will bring success to this position include proactive and creative thinking, excellent organization and self-management skills, and a minimum of one year plus of Talent Acquisition experience.

Headquartered in the Pacific Northwest, Guardian Real Estate Services is a leading multifamily management, development, and investment firm. Defined by our deep commitment to the communities in which we invest, Guardian continues to advocate for housing across the entire spectrum.

Our corporate office is located downtown Portland in the beautiful Park Avenue West building. We offer a friendly and professional environment in which to work plus the potential of part time remote capability.

Our Human Resources department utilizes the ADP Workforce Now/Comprehensive Services platform for HRIS, Benefits and Payroll. Experience with ADP Applicant Tracking System (ATS) is extremely desirable for this role.

Compensation: $58,000/year and up, depending on experience.

Schedule: 40 hours per week, Monday - Friday. Daily schedule will be decided upon hire. Opportunity for flex- schedule (on-site and remote)

Benefits: Medical/Vision/Prescription Insurance, Dental Insurance, Medical/Dependent Care FSA, Life/AD&D Insurance, Employer-matched 401-K, Vacation, Sick Time, Paid Holidays, Commuter/Parking FSA, Employee Assistance Program.

Primary responsibilities for this Hybrid position include:

Recruitment: 60%

• Working with hiring managers and managing multiple positions in our Applicant Tracking system (ATS).
• In conjunction with hiring manager-establish hiring criteria for open positions.
• Manage ATS, reviewing open positions, Assisting hiring managers in assigned portfolio/regions while in filling open jobs in a timely manner
• Working with HR team, design and implement a strategic recruitment plan.
• Assist with routing jobs through the approval process and ensure all necessary approvals are collected prior to posting.
• Support a positive candidate experience by assisting Hiring Managers with the routing of candidates through the recruitment process, ensuring candidate flow is continually moving forward.
• Facilitate pre-employment screenings, approve background checks within established guidelines, send adverse action notifications, when applicable, and keep hiring managers informed of status.
• Support and execute recruiting strategy to fill jobs in a timely manner, in accordance with established guidelines and standards to ensure the best talent is placed in the right position.
• Generate and distribute offer packets.
• Generate reports as needed on talent acquisition metrics, including but not limited to, time-to-fill and candidate workflow.
• Create and maintain working relationships with local universities and colleges to aid in recruiting. Attend industry job fairs.
• Provide guidance on acceptable hiring practices to hiring managers.
• Create positive candidate experiences throughout recruitment, onboarding and offboarding processes.
• Coordinate with staffing agencies on the placement of temporary employees when deemed necessary.
• Maintain a positive relationship with all staff to ensure excellent internal customer service.

Human Resource Specialist: 40%

• HR responsibilities extend to co-managing benefits and special HR projects.
• Limited payroll support only when payroll specialist is away
• Record Keeping: Maintain and update employee records
• Perform tasks such as filing, processing paperwork, and preparing reports
• Ensure compliance with relevant HR laws and regulations for each assigned state.
• Provide support to employees and assist with resolving employee relation issues and conducting exit interviews

Demonstrated knowledge and Skills

• Demonstrated knowledge of candidate sourcing vehicles and direct sourcing techniques.
• Proficient knowledge of state, federal and local laws.
• Demonstrated high level of skill in both verbal and written communication.
• Ability to accurately perform multiple tasks in a complex and fast-paced operating environment while maintaining a strong attention to detail.
• Demonstrated proficiency in the use of Microsoft Office.
• Proficient in the use of applicant tracking systems.
• Must be collaborative, proactive, flexible, responsible and resourceful.
• Ability to effectively communicate with all levels of the organization.
• Ability to maintain high level of confidentiality.
• Strong customer service orientation

Guardian - Company Description

Guardian is a developer, owner, and operator of multifamily properties, providing innovative real estate solutions dedicated to community and housing for all. Based in the Pacific Northwest, our customer-focused team is committed to supporting and lifting the communities we serve. Since 2002, Guardian has developed or acquired 11,000 multifamily units and 350,000 square feet of commercial space. With more than 400 team members, our management portfolio consists of 125 communities across four states.

The Guardian Experience - Our People

Property Management is our strength. People have always been our passion. We are proud to have been recognized through employee surveys as a Top Workplace employer in 2022 and 2023. Our team is, and has always been, actively engaged in superior real estate management and enhancing the communities in which we live and work. The company is also an active contributor to a variety of housing and education causes, and in 2023, Guardian was named the Top Philanthropic organization for medium-size companies in its headquarters region. In this economy, companies come and go. As a third-generation, family owned firm, Guardian's growth and stability has evolved the company into a leading Pacific Northwest real estate management and investment firm.

Guardian Offers

In addition to competitive salaries, 401(k), Vacation, Sick Time, and paid Holidays, we offer a culture in which individuals work and participate in collaborative team environments and are encouraged to continue to grow both professionally and personally.

AAP/EEO Statement

This institution is an equal opportunity provider and employer.

If you wish to file a Civil Rights program complaint of discrimination, complete the USDA Program Discrimination Complaint Form, found online at or at any USDA office, or call ( to request the form. You may also write a letter containing all of the information requested in the form. Send your completed complaint form or letter to us by mail at U.S. Department of Agriculture, Director, Office of Adjudication, 1400 Independence Avenue, S.W., Washington, D.C. 20250-9410, or by fax at ( .

Job Description

Job Description

Company Description

High Security Made Simple

Hirsch stands as a global leader in physical security, offering a comprehensive range of physical access control, video intelligence, and analytic-driven security solutions. Our mission is to empower a secure, connected world through digital innovation. Trusted worldwide by an elite group of partners and innovative customers across diverse vertical markets — ranging from airports to seaports, critical infrastructure to government agencies, hospitals to schools, and startups to corporations — we secure the people and places that underpin our daily lives.

With a strong international presence and a commitment to technological advancement, we are at the forefront of shaping the future with cutting-edge innovation. At Hirsch, every individual and action holds significance. We believe that our success lies in having the best people in exciting, aligned, and empowered roles with clear missions, goals, and measurable outcomes.

Hirsch Values

Authenticity, Innovation, and Trust in Technology

Authenticity: We use clear language to make technology accessible to everyone, from experts to beginners. We are straightforward and easy to understand.

Innovation: We inspire others to think, engage, and create by telling stories that highlight our role as technology futurists. We build for today's world while anticipating tomorrow's needs.

Trust: With over 44 years of industry experience, we are a global leader in physical security and digital identity solutions. We are accessible and audience-focused.

What Sets Us Apart:

Community: Our workplace satisfaction is significantly enhanced by collaborating with exceptional individuals. We seek people who are passionate about their work, enjoy problem-solving, and take joy in the process.

Innovation: Our forward-thinking team of visionaries addresses current challenges with creative insights, fosters transparent communication, and inspires both our team members and business associates.

Accountability: Our team embodies the highest standards of integrity and professionalism, taking full responsibility for our actions and viewing every experience as an opportunity for learning and growth.

Impact: Our employees shape a brighter future through pioneering technology and contribute to an improved workplace by offering feedback, knowing their voices are genuinely valued.

Authenticity: We demystify complex technology, ensuring accessibility for everyone. Our nurturing environment allows team members to be themselves, feel safe, and know their thoughts and viewpoints hold significant weight.

Talent: We recruit industry-leading professionals and foster continuous growth through training opportunities. Our team members apply their talents and expertise, finding genuine satisfaction and intellectual engagement in their roles.

Fun: Enjoyment and laughter are key ingredients in our work culture. We seek team members who find joy in their tasks, share a zest for problem-solving, and take delight in the journey to solutions.

Position Summary

The Director of Human Resources & Talent Acquisition will be responsible for leading the full spectrum of human resources and recruiting activities for North America. This includes driving regional talent strategies, optimizing HR operations, and supporting a culture of excellence, innovation, and inclusion. The Director will play a key role in aligning HR programs with business needs, ensuring legal compliance, and developing initiatives that support employee growth and engagement. This position requires a hands-on leader with strong operational expertise and the ability to partner cross-functionally across the organization. This summary provides a high-level overview and is not an exhaustive list of responsibilities.

Responsibilities and Duties

· Strategic HR Planning – Translate business goals into actionable HR strategies tailored to regional needs. Serve as a strategic partner to local leadership teams, ensuring talent initiatives support long-term organizational success.

· Talent Acquisition & Hiring Strategy – Oversee end-to-end recruitment processes, including workforce forecasting, sourcing strategy, and hiring experience. Drive continuous improvement in talent attraction and employer brand visibility in the Americas.

· Employee Experience & Culture Building – Champion programs that promote a positive and inclusive workplace culture. Lead initiatives that increase employee morale, team collaboration, and engagement across departments.

· Total Rewards Management – Manage the administration of compensation, benefits, and recognition programs that are market-competitive and aligned with internal standards.

· Leadership Enablement & Talent Growth – Partner with functional leaders to identify high-potential talent and implement leadership development pathways and succession planning.

· Policy, Compliance & Employment Practices – Maintain knowledge of local labor laws and regulations. Ensure HR policies and procedures are compliant, communicated, and consistently applied.

· HR Infrastructure & Systems – Lead efforts to streamline HR processes, maximize use of HRIS tools, and implement data-driven practices for tracking KPIs, headcount, and retention metrics.

· Performance Management & Retention – Support managers in administering effective performance feedback systems, growth plans, and retention strategies that align with company values and goals.

· Cross-Functional Partnership – Collaborate with finance, operations, legal, and other departments to ensure HR programs are seamlessly integrated into broader business initiatives.

Requirements

· Bachelor’s degree in Human Resources, Business Administration, or related field; master’s degree or HR certification (SPHR, SHRM-SCP) preferred.

· Minimum of 10 years’ experience in HR leadership roles, including regional responsibility for both generalist and talent acquisition functions.

· Background in technology, manufacturing, security services, or enterprise B2B environments is highly desirable.

· Demonstrated success in leading high-impact recruiting strategies, workforce planning, and employee lifecycle management.

· Strong understanding of compensation structures, benefits administration, and employee retention programs.

· In-depth knowledge of U.S. employment law, with familiarity in managing HR compliance across multiple states.

· Must be able to communicate effectively, and influence decisions using HR metrics and insights.

· Track record of implementing HR technologies and driving operational improvements in growing or transforming organizations.

· Experience managing HR teams and mentoring HR professionals at varying career levels.

Benefits

Pay & Compensation

At Hirsch, we believe in rewarding our team members fairly and transparently. Your base salary is a critical component of our comprehensive compensation package, designed to reflect your skills, experience, and performance. We provide a structured salary range that allows for growth and advancement as you progress in your role. Our compensation philosophy ensures that your contributions are recognized and rewarded, promoting both your professional development and personal well-being.

Base Salary Range: $140,000-$160,000

Total compensation package includes:

● Competitive Base Pay

● Fidelity 401(k) + Company Match

● 10 Company Paid Holidays

● 6 Days of Sick Pay

● Competitive Paid Time Off

● Medical, Dental, & Vision Insurance

● FSA/HSA

● Fun Employee and Family Events

● Employee Wellness Program

● Supplemental Life Insurance, AD&D Insurance, and Dependent Care plans

● A range of discounted products and free services

Hirsch encourages candidates who believe they might be overqualified or outside the expected range to apply, as most positions allow room for up-leveling for an extraordinary candidate. Employment offers are subject to a confidential pre-employment background check.

Equal Opportunity Employer

Hirsch is an equal opportunity employer and is committed to providing equal employment opportunities to all qualified individuals regardless of race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, genetic information, marital status, veteran status, or any other characteristic protected by applicable law. We value diversity and inclusivity, believing that a diverse workforce enriches our company culture and enhances our ability to serve our customers effectively. Our hiring decisions are based solely on qualifications, skills, and experience relevant to the positions available. We strive to create a work environment that promotes fairness, respect, and equal opportunities for all employees. Hirsch does not tolerate any form of discrimination or harassment and is committed to maintaining a workplace free from such behavior. If you require any reasonable accommodation, please inform our HR department, and we will make every effort to accommodate your needs. As an equal opportunity employer, we are dedicated to the principles of affirmative action and take proactive measures to ensure equal opportunity in employment. We are proud of our diverse workforce and remain committed to fostering an inclusive environment that celebrates the unique perspectives and talents of everyone.

Our client, a dynamic Human Resources department, is seeking a highly motivated Senior Talent Acquisition Partner. This role is crucial in attracting and hiring top talent to support our continued growth. While the position offers hybrid flexibility with our Austin, Texas office, significant collaboration with remote teams is expected. You will manage the full recruitment lifecycle, partnering closely with hiring managers to understand their needs, develop effective sourcing strategies, and ensure a seamless candidate experience. This role requires a deep understanding of employer branding, recruitment marketing, and diversity & inclusion initiatives. You will be instrumental in building a robust talent pipeline and fostering strong relationships with potential candidates.

Key Responsibilities:

• Partner with hiring managers to define job requirements and develop effective recruitment plans.
• Develop and implement innovative sourcing strategies to attract passive and active candidates.
• Conduct thorough candidate screening and interviews, assessing skills, experience, and cultural fit.
• Manage the offer process, including negotiation and reference checks.
• Build and maintain a strong pipeline of qualified candidates for current and future hiring needs.
• Leverage various recruitment tools and technologies, including ATS, LinkedIn Recruiter, and social media.
• Contribute to employer branding initiatives and recruitment marketing efforts.
• Ensure a positive and inclusive candidate experience throughout the hiring process.
• Track and analyze recruitment metrics to identify areas for improvement.
• Stay informed about market trends and best practices in talent acquisition.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 5 years of progressive experience in full-cycle recruiting, preferably within a corporate HR or agency setting.
• Proven ability to source, attract, and hire talent across various departments and levels.
• Strong understanding of recruitment best practices, employment laws, and diversity & inclusion principles.
• Experience with Applicant Tracking Systems (ATS) and other recruitment technologies.
• Excellent communication, negotiation, and interpersonal skills.
• Ability to build rapport and influence stakeholders at all levels.
• Strategic thinker with strong analytical and problem-solving skills.
• Experience working in a hybrid environment and managing remote hiring processes.
• PHR or SHRM-CP certification is a plus.

Join our client's team and play a key role in shaping our workforce for the future.

Our client is seeking an experienced Human Resources Business Partner with a focus on Talent Acquisition to support their growing teams. This role offers a hybrid work arrangement, combining remote flexibility with essential in-office collaboration in Salt Lake City, Utah, US .

As an HR Business Partner, you will serve as a strategic partner to business leaders, aligning HR initiatives with organizational goals. Your primary focus will be on talent acquisition, including developing and executing full-cycle recruitment strategies, sourcing top talent, and managing candidate pipelines. You will collaborate with hiring managers to understand their staffing needs, develop effective job descriptions, and ensure a positive candidate experience throughout the recruitment process.

Key responsibilities include conducting in-depth candidate sourcing, screening, and interviewing, as well as managing the offer and onboarding process. You will also contribute to broader HR functions, such as employee relations, performance management, and compensation & benefits, acting as a trusted advisor to both employees and management. Building and maintaining strong relationships with internal stakeholders and external recruitment partners will be crucial. You will also contribute to employer branding initiatives and participate in HR projects and continuous improvement efforts.

The ideal candidate will possess a Bachelor's degree in Human Resources, Business Administration, or a related field. HR certifications (e.g., SHRM-CP, PHR) are highly desirable. A minimum of 5-7 years of progressive experience in Human Resources, with a significant emphasis on talent acquisition and recruitment, is required. Proven experience in full-cycle recruitment, including executive-level searches, is essential. Strong understanding of employment law, HR best practices, and experience with HRIS and applicant tracking systems (ATS) are critical. Excellent communication, negotiation, and interpersonal skills, coupled with strong business acumen and the ability to influence stakeholders, are a must. This role offers an excellent opportunity to make a significant impact on talent strategy and organizational development.