5,445 Head Of Hr 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.

Powered by JazzHR

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Salary range : $125,000 - $128,000/year DOE + 100% employer paid benefits

POSITION SUMMARY:

We are seeking a dynamic and visionary Head of HR to lead our efforts in creating an inclusive and supportive work environment where every team member feels valued and empowered. In this pivotal role, you will drive initiatives that foster community and meaningful engagement. Your leadership will shape policies, programs, and practices that promote trust, collaboration, and commitment to achieving the museums mission and goals. If you are committed to making a positive impact and have a proven track record in HR leadership, we invite you to join us and be a catalyst for change. This is a hybrid position, requiring 3 days in Sausalito, CA.

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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.

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, offboarding, 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 to $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.

Powered by JazzHR

5q0Xi5Vz5Y

About Us

Diligent is the AI leader in governance, risk and compliance (GRC) SaaS solutions, helping more than 1 million users and 700,000 board members to clarify risk and elevate governance. The Diligent One Platform gives practitioners, the C-Suite and the board a consolidated view of their entire GRC practice so they can more effectively manage risk, build greater resilience and make better decisions, faster.

At Diligent, we're building the future with people who think boldly and move fast. Whether you're designing systems that leverage large language models or part of a team reimaging workflows with AI, you'll help us unlock entirely new ways of working and thinking. Curiosity is in our DNA, we look for individuals willing to ask the big questions and experiment fearlessly - those who embrace change not as a challenge, but as an opportunity. The future belongs to those who keep learning, and we are building it together. At Diligent, you're not just building the future - you're an agent of positive change, joining a global community on a mission to make an impact.

Learn more at diligent.com or follow us on LinkedIn and Facebook

Position Overview

As the Head of Business Partnering for the Americas region, you will be responsible for leading a team of HR business partners to deliver strategic and operational HR support to our thriving and geographically dispersed workforce, across functions and locations. This role requires a forward-thinking leader with a deep understanding of the HR landscape, exceptional interpersonal skills, operational rigor and a proven track record in driving organizational change. This role will also serve as the primary Global HR Business Partner for at least two of our executive leadership team members and possess a desire to partner directly as well as a skillset that supports fulfilling a player/coach role.

Our in-office policy requires a minimum of 50% attendance each month fostering collaboration and team connection in person, while still offering the flexibility to work from home

Role and Responsibilities

• Strategic Leadership:
  • Develop and implement HR strategies that align with the overall business objectives and support the growth and development of the Americas region
  • Collaborate with senior executives to understand business needs and develop aligned HR strategies
  • Act as a trusted advisor to business leaders on talent management, workforce planning, and employee relations
  • Identify and implement HR initiatives that directly contribute to business goals and performance metrics
  • Partner with business and HR leaders to explore the impact of AI on workforce capabilities, organizational design, and future skills planning
• Team Management:
  • Lead, mentor, and develop a team of HR business partners, ensuring they are equipped to provide exceptional HR support to their respective business units
  • Lead a team of HR Business Partners, providing coaching and guidance on HR practices and policies
  • Project management and oversight skills ensuring execution of deliverables required through individual and group efforts
  • Enabling HR teams to adapt to digital transformation, including the adoption of AI tools in people processes such as talent management, learning, and analytics
• Talent Management & Engagement:
  • Oversee talent acquisition, development, and retention strategies to ensure the organization attracts and retains top talent
  • Foster a positive and inclusive work environment through initiatives that promote employee engagement, well-being, and productivity
  • Partner with line managers to optimize performance management processes and employee development
  • In partnership with the global head of talent acquisition, lead the development and execution of talent acquisition strategies to attract top talent for the region and business areas that are within the relevant remit
  • In partnership with the leader of talent programs, oversee talent development programs, including leadership training and succession planning efforts for the region and business areas that are within the relevant remit
  • Lead and support organizational change initiatives, ensuring smooth transitions and minimal disruption to the workforce
• Compliance:
  • Ensure HR policies and practices comply with local regulations across the US, Canada and Mexico
• Data Analysis and Insights:
  • Analyze workforce data and trends to identify areas for improvement and inform strategic decisions
  • Utilize HR metrics to measure the effectiveness of HR initiatives and demonstrate business impact
• Stakeholder Collaboration:
  • Partner with senior leadership and key stakeholders to provide HR insights and solutions that drive business success

Professional Qualifications

• Minimum of 12 years of progressive HR experience, with at least 6 years in a leadership role
• Proven experience in HR business partnering within a large, complex organization
• Strong knowledge of HR practices, labor laws, and employment regulations
• Understanding of how emerging technologies like AI are shaping the future of work, with the demonstrated ability to translate this into action for furthering org talent and capability strategies
• Exceptional leadership, communication, and interpersonal skills
• Ability to think strategically and execute operationally
• Experience with talent management, employee engagement, and change management
• Demonstrated ability to work effectively in a fast-paced, dynamic environment
• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred

Personal Characteristics

• Embodies Diligent values: drive client impact, clarify risk elevate governance, and be diligent
• Demonstrated leadership skills, with direct responsibility for managing and developing leaders; demonstrated history of delivering high quality results as leader of leaders
• A leader who deeply understands the metrics of an engaged workforce and can report on those to the C-Level, inspiring change when needed throughout the organization
• Demonstrated capability to establish meaningful relationships with internal customers, hold leaders accountable, manage customer expectations and escalations effectively
• Demonstrated ability to maintain relationships and alignment with other internal teams and stakeholders, especially in other support functions
• Outstanding interpersonal skills with strong communication skills both verbal and written
• Intellectually curious and able to think deeply and qualitatively about business problems, breaking down issues and presenting solutions
• Collaborative with a track record of building strong internal and external relationships
• Entrepreneurial with a high level of energy and unrelenting drive to succeed and win
• Exceptional at driving and adjusting an operating model with tools, process, people, and automation to improve our internal customers' experience and our own efficiency at scale

U.S pay range

$200,000-$250,000 USD

What Diligent Offers You

• Creativity is ingrained in our culture. We are innovative collaborators by nature. We thrive in exploring how things can be differently both in our internal processes and to help our clients
• We care about our people. Diligent offers a flexible work environment, global days of service, comprehensive health benefits, meeting free days, generous time off policy and wellness programs to name a few
• We have teams all over the world . We may be headquartered in New York City, but we have office hubs in Washington D.C., Vancouver, London, Galway, Budapest, Munich, Bengaluru, Singapore, and Sydney.
• Diversity is important to us. Growing, maintaining and promoting a diverse team is a top priority for us. We foster and encourage diversity through our Employee Resource Groups and provide access to resources and education to support the education of our team, facilitate dialogue, and foster understanding.

Diligent created the modern governance movement. Our world-changing idea is to empower leaders with the technology, insights and connections they need to drive greater impact and accountability - to lead with purpose. Our employees are passionate, smart, and creative people who not only want to help build the software company of the future, but who want to make the world a more sustainable, equitable and better place.

Headquartered in New York, Diligent has offices in Washington D.C., London, Galway, Budapest, Vancouver, Bengaluru, Munich, Singapore and Sydney. To foster strong collaboration and connection, this role will follow a hybrid work model. If you are within a commuting distance to one of our Diligent office locations, you will be expected to work onsite at least 50% of the time. We believe that in-person engagement helps drive innovation, teamwork, and a strong sense of community.

We are a drug free workplace. Diligent is proud to be an equal opportunity employer. We do not discriminate based on race, color, religious creed, sex, national origin, ancestry, citizenship status, pregnancy, childbirth, physical disability, mental disability, age, military status, protected veteran status, marital status, registered domestic partner or civil union status, gender (including sex stereotyping and gender identity or expression), medical condition (including, but not limited to, cancer related or HIV/AIDS related), genetic information, or sexual orientation in accordance with applicable federal, state and local laws. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also Diligent's EEO Policy and Know Your Rights. We are committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at

To all recruitment agencies: Diligent does not accept unsolicited agency resumes. Please do not forward resumes to our jobs alias, Diligent employees or any other organization location. Diligent is not responsible for any fees related to unsolicited resumes.

Position Summary

This role will oversee the global HR systems portfolio with Workday as the core enterprise platform, and lead digital transformation efforts that simplify processes, improve employee experience, and deliver data-driven insights.

• Set and execute the HR technology vision aligned to business and people strategies.

• Define and lead a multi-year roadmap for HR Technology and digital transformation aligned with business and people strategies.

• Develop and execute a comprehensive HR systems strategy built for scale through collaboration with HR and Digital & Technology stakeholders.

• Drive digital enablement agenda across HR, leveraging leading technologies. Use analytics, AI, and automation to unlock insights and drive innovation.

• Act as a thought leader in HR digital transformation, advising on new technologies, tools, and platforms that drive measurable business outcomes.

• Partner with senior HR and business leadership to design and implement next generation employee experiences and workforce solutions.

• Develop and manage a high performing team with goals aligned to enable the HR vision.

• Collaborate with the HR team to evaluate existing processes and proactivelyidentify opportunities for digital transformation and automation.

• Serve as the enterprise owner of all HR technology,ensuring operational excellence, scalability and strategic value creation.

• Develop metrics to gauge the effectiveness of HR technologies and processes.

• Ensure data security, system compliance, and strong governance.

• Manage vendor relationships and drive ROI from tech investments.

You are

A strategic and execution-oriented leader who will drive the future of HR technology. A change leader, capable of shaping the digital future of HR.

You have

• 15+ years of HR systems or digital transformation experience

• Partnered with executives to define and implement short- and long-term functional strategies

• Applies commercial acumen and industry insight to influence enterprise decisions and deliver measurable impact

• Deep Workday expertise across multiple modules (HCM, Comp, Talent, Recruiting, etc.) and other leading technologies

• Proven leadership in large-scale implementations, optimization efforts, and change management

• Strong understanding of HR processes, data governance, and enterprise systems integration

• Experience leading cross-functional teams and engaging with senior executives

• Bachelors degree required, masters preferred

• Workday certifications a plus

Reporting Relationships

As our Head of HR Systems and Digital Enablement, you will report to our Head of Corporate Functions Technology, who reports to our Chief Digital and Technology Officer.

Location

• The primary location for this position is Stamford, CT, Hudson Yards, NYC or Holmdel, NJ.

Travel

• 25% Travel required for this position

Salary Range:

$174,760.00 - $287,102.50

The salary range reflected above is a good faith estimate of base pay for the primary location of the position. The salary for this position ultimately will be determined based on the education, experience, knowledge, and abilities of the successful candidate. In addition to salary, this role may also be eligible for annual, sales, or other incentive compensation.

Our Promise

At Guardian, youll have the support and flexibility to achieve your professional and personal goals. Through skill-building, leadership development and philanthropic opportunities, we provide opportunities to build communities and grow your career, surrounded by diverse colleagues with high ethical standards.

Inspire Well-Being

As part of Guardians Purpose to inspire well-being we are committed to offering contemporary, supportive, flexible, and inclusive benefits and resources to our colleagues. Explore our company benefits at . Benefits apply to full-time eligible employees. Interns are not eligible for most Company benefits.

Equal Employment Opportunity

Guardian is an equal opportunity employer. All qualified applicants will be considered for employment without regard to age, race, color, creed, religion, sex, affectional or sexual orientation, national origin, ancestry, marital status, disability, military or veteran status, or any other classification protected by applicable law.

Accommodations

Guardian is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. Guardian also provides reasonable accommodations to qualified job applicants (and employees) to accommodate the individual's known limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would create an undue hardship. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact .

Current Guardian Colleagues: Please apply through the internal Jobs Hub in Workday.

Every day, Guardian helps our 29 million customers realize their dreams through a range of insurance and financial products and services. Our Purpose, to inspire well-being, guides our dedication to the colleagues, consumers, and communities we serve. We know that people count, and we go above and beyond to prepare them for the life they want to live, focusing on their overall well-being mind, body, and wallet. As one of the largest mutual insurance companies, we put our customers first. Behind every bright future is a GuardianTM. Learn more about Guardian at guardianlife.com .

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Job Description

Job Description

Company: Chick-fil-A Hollywood / Western & Sierra Vista

• Owner/Operator Jeremiah Cillpam is a purpose-driven leader known for his deep commitment to inclusivity, employee development, and community engagement
  
• Jeremiah fosters a values-based culture where people come first
  
• Chick-fil-A is the fastest growing Quick Service Restaurant in the nation
  
• Chick-fil-A has the highest customer satisfaction scores for 10 consecutive years
  
• Chick-fil-A is on Forbes Lists for: Best Customer Service (2025), Customer Experience All Stars (2024), America's Dream Employers (2025), Best Brands For Social Impact (2023), Best Employers for Women (2023), America's Best Large Employers (2023), The Halo 100 (2022)
  
• Chick-fil-A has awarded $191 million in team member scholarships since 1973, with $26 million total awarded to 14,000+ winners in 2024
  

Value and Appreciate Employees

• Health Insurance
  
• Life Insurance
• Paid Vacation and Sick Leave
  
• 401(k) (after 1 year of employment)
  
• Tuition Discounts at Over 100 Colleges
  
• Never work on Sundays
  
• Excellent Career Advancement Opportunities
  
• Quarterly Clothing Stipend
  

Opportunity

Join Chick-fil-A Hollywood, a leader in hospitality and customer satisfaction, and make an impact on the future of our team! As the Head of Talent (HR Manager), you will oversee HR functions across two fast-paced locations, helping to create a workplace that values people, compliance, and growth. You will play a key role in shaping our talent strategies, from recruitment to retention, while ensuring that our team culture remains strong, inclusive, and aligned with Chick-fil-A's values.

Your Impact

• Oversee all HR functions including recruitment, onboarding, compliance, and employee relations
  
• Develop and implement people systems that align with business strategy
  
• Partner with leadership to elevate talent acquisition, training, and retention
  
• Ensure compliance with California labor laws, ACA regulations, and OSHA requirements
  
• Monitor employee benefits, insurance, and retirement plans with third-party administrators
  
• Serve as a strategic advisor to the Executive Team on legal, HR, and cultural matters
  

Background Profile

• Bachelor's degree in Human Resources or related field (required)
  
• 3+ years of experience in an HR Generalist or Manager role (required)
  
• Strong knowledge of Los Angeles HR and labor compliance (required)
  
• SHRM or PHR certification (highly preferred)
  
• Fluent in Spanish (preferred)
  
• Excellent organizational, coaching, and leadership skills
  
• Open availability and on-site presence
  

Apply today and join the Chick-fil-A Hollywood family!