815 Vp Of Hr jobs in the United States

About The National Capital Region

The National Capital Region (NCR) encompasses: Washington, DC; Montgomery and Prince George's Counties in Maryland; Arlington, Fairfax, Loudoun, and Prince William Counties in Virginia; and the incorporated cities of Alexandria, Falls Church, Fairfax, and Manassas in Virginia. It includes a population of approximately 6 million people and includes both growing and aging patient populations.

The NCR system of care is anchored by inpatient care at Suburban Hospital and Sibley Memorial Hospital, which provide increasingly complex care while continuing to actively manage the transition of care delivery from an inpatient setting to ambulatory, home-based and other post-acute settings. Strategic objectives for the region include elevating safety and clinical quality, expanding access to services, and integrating structures, processes, and functions across and within the region. The overarching goal is to synergize community care excellence with the exceptional subspecialty medicine and discovery of Johns Hopkins Medicine.

Sibley Memorial Hospital

Sibley Memorial Hospital, in northwest Washington, D.C., has a distinguished history of serving the community since its founding in 1890, as a not-for-profit, full-service, community hospital. Joining Johns Hopkins Medicine in 2010, Sibley offers medical, surgical, intensive care, obstetric, oncology, orthopedic and skilled nursing inpatient services, and a 24-hour emergency department. Sibley's campus is also home to Grand Oaks, an assisted living residence; a medical building with physician offices; and ambulatory surgery and imaging centers.

In September of 2016, Sibley opened a new $242 Million patient tower including all private beds and the Johns Hopkins Kimmel Cancer Center at Sibley on the tower's first level. The new Center dramatically expands cancer center services available at Sibley. The Center serves to meld the clinical expertise and clinical research that is The Kimmel Cancer Center with the compassion, service and community-oriented approach that patients have received for decades from talented Sibley clinicians and team members. In October 2019, a 72,000 square-foot proton therapy center opened. It is the first multi-room proton beam therapy center in the area, performs with more advanced technology than others in the region and is one of only 40 such centers in the country.

Suburban Hospital

Suburban Hospital is a community-based, not-for-profit hospital serving Montgomery County and the surrounding area since 1943. The hospital was originally built to meet the needs of a growing population and expected clinical service demands from World War II. In 1950, the hospital was bought by the community from the federal government. In 2009, Suburban Hospital became a member of Johns Hopkins Medicine. As a 240-bed hospital on a 10-acre core campus, the institution includes medical/surgical adult beds, intensive care beds, a pediatric emergency department, inpatient psychiatric beds, and a very active adult emergency department. In 2019, Suburban opened a new four-story, clinical tower, nearly doubling the size of the hospital. In addition, a state-of-the-art surgical suite with co-location of Cath Labs were constructed and opened with the new clinical tower.

Clinically, the hospital is strategically positioned to provide complex surgeries and procedures in a community setting. To this end, Suburban serves the community with an open heart surgery program which is part of Johns Hopkins Cardiothoracic Surgery. Suburban is also the designated trauma center for Montgomery County (Level II). The hospital is a primary stroke center that can perform thrombectomies and it is a STEMI center with its interventional cardiovascular program.

POSITION SUMMARY

The Vice President, Human Resources is responsible for planning, directing, managing and guiding the overall programs for Human Resources at National Capital Region (NCR). This key executive will enhance the culture and values of the workforce by developing mechanisms to meet team member needs and facilitate an environment of continuous learning and development. The Vice President will ensure Human Resources practices and programs are within federal and state regulations. He/she works senior management team to plan strategically for the future. In addition, this person will collaborate with Central Human Resources in creating, implementing, and evaluating recruitment, compensation, benefits, wellness practices, and OD&T programs/services that recruit, develop, and retain the best talent.

REPORTING RELATIONSHIPS

The National Capital Region (NCR) Vice President, Human Resources has a dual reporting relationship to the President of NCR and to the Senior Vice President, Human Resources of JHM/JHHSC. Collaborates with: Central HR SMEs (Compensation & Benefits, HR Technology, HR Operations, Talent Acquisition, Workforce Planning, and DEI). Supervisory responsibility for HR staff at the local entity.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Leadership

• Responsible for leading initiatives and executing on tactics to achieve annual goals aligned with the strategic focus area of Organizational Culture & Workforce Development. Ensures that a clear plan is established each year to achieve all goals, and holds fellow leaders accountable for their execution.
• Participates as part of both hospitals' executive management teams, in formulating overall strategies, goals and objectives of the institution and develops policies and plans to promote these goals. Functions as an expert consultant to management on a wide variety of human resources issues.
• Actively supports the growth of a culture of safety where team members are empowered to speak up and share concerns as well as provide input to improve processes and outcomes.
• Provides leadership and guidance to hospital executives to foster an inclusive culture and environment.
• Communicates and educates hospital Boards of Trustees with regard to human resources topics, measures, and performance.
• Collaboratively leads innovative efforts to invest in workforce development and serves as requested on hospital and regional committees advancing such initiatives.
• Ensures timely preparation of budgets and submits to the Presidents and CHRO for approval. Monitors expenditures within approved budgets.
• As appropriate, participates in activities to keep abreast of developments in hospital administration and human resources.
• Interacts and collaborates with staff from other Johns Hopkins Medicine functional units in an effort to plan, develop and provide services on an enterprise-wide basis.
• Collaborates with the Central HR SMEs (Compensation & Benefits, HR Technology, HR Operations, Talent Acquisition, Workforce Planning, and DEI) on implementation of programs to ensure alignment and consistency with JHHS HR policies, process and practices.

• Provides oversight of the HR staff who reside in the local entities and provides HR guidance to local employees.

• Works closely with all HR functional areas at JH Medicine.

• Anticipates and responds to the changing needs of a diversified workforce and network affiliates by planning, creating, implementing, and evaluating programs in collaboration with HR central to recruit, develop, and retain quality employees.
• Adapts and helps the organization adapt to new challenges, embrace change, keep all staff informed of all changes and its impact on the organization. Assists in the development of plans to assist employees in managing change.

Communications

• Collaborates with HR colleagues and employee communications on all communications to employees and managers.
• Communicates openly and often both inside and outside, including making speeches and representing NCR and at human resource-related functions for ceremonial and public relations purposes.

Functional Responsibilities

• Collects data and coordinates and collaborates with central Talent Acquisition on long-term and short-term plans for the entity staffing levels and staffing mix.
• Sets budget guidelines to assist Human Resources in preparing well-planned, cost-efficient budgets.
• Interviews, selects orients, trains, and evaluates the staff of the local Human Resources team and takes corrective action as needed. Administers the operations and allocation of resources within Human Resources to support the priorities, mission, vision, and values.
• Leads the strategy and execution of leadership enhancement initiatives and programming. Partners with senior leaders to identify leadership gaps and deliver targeted development solutions that drive cultural transformation and workforce excellence.

Coach-Counsel-Advise-Assist

• Assists in the identification and correction of environmental conditions and work practices that could result in injuries/claims. Responsible for enduring adherence to safe work practices.
• Coordinates investigation of any complaints. In conjunction with HR central/employee relations and legal dept and interprets and ensures compliance with related federal and local laws and regulations.
• Contributes to long and short-term planning and problem solving by chairing or participating on committees, task forces, and cross-functional teams composed of staff, administration, Central Services, Board members, medical staff, community representatives, and external stakeholders, including professional or government agents, as required.
• Advises and counsels executive leadership, administrative staff, managers, and/or employees on complex human resource issues.
• Mediates employee/management complaints or disputes.
• Directs and/or conducts research and provides reports needed for decision-making.
• Provides data analysis and interpretation.
• Organizes, coordinates, and directs special project development and implementation.
• Perform other duties as assigned by the JHM Senior VP CHRO or the President.

MINIMUM EDUCATION AND EXPERIENCE REQUIRED:

• Bachelors required in Human Resources or related field. Master's/MBA preferred.
• A minimum of ten (10) years of progressive leadership, preferably in matrixed healthcare or academic systems, with direct collaboration with centers of excellence.
• Demonstrated experience managing and developing staff.
• Strategic mindset, data-driven decision-making, executive presence, persuasive influencer, strong business acumen, and deep HR technical expertise—including HRIS and employment law.

Knowledge:

• Excellent presentation skills and knowledge and compliance of employment laws such as Civil Rights Act, Equal Pay Act, Fair Labor Standards Act, ERISA, COBRA, ADA, OSHA, FMLA, CFRA, and other state and federal laws covering discrimination and equal opportunity employment and personnel administration theories and practices.
• Extensive knowledge of performance management programs and total rewards systems.
• Extensive knowledge of computer applications related to the analysis of HR data, including spreadsheets, databases, and word processing.
• Extensive knowledge of Human Resources practices, including Employment, EEO/AA, Benefits and Safety, and their relationship to business strategy.
• Thorough knowledge of theories, principles, and practices of program areas related to administrative services for a large, multi-level organization.
• Thorough knowledge of administrative principles and methods, including goal setting, program and budget development, and implementation.
• Current HR best practices in streamlining policies and procedures.

SKILLS AND ABILITIES REQUIRED

• Collaborative Leadership abilities and Organizational Development
• Experience as a Senior HR Leader
• Excellent written and oral communications skills, including public speaking
• Mediation, negotiation and facilitation skills
• Knowledge of employment laws
• Research, statistical and analytical related business skills
• Demonstrate leadership professionalism under diverse and stressful situations
• Facilitate through Influence with the various entities
• Skilled with Coaching, Counseling and Advising

Salary Range: Minimum 0.00/hour - Maximum 0.00/hour. Compensation will be commensurate with equity and experience for roles of similar scope and responsibility.

In cases where the range is displayed as a $0 amount, salary discussions will occur during candidate screening calls, before any subsequent compensation discussion is held between the candidate and any hiring authority.

JHM prioritizes the health and well-being of every employee. Come be healthy at Hopkins

Diversity and Inclusion are Johns Hopkins Medicine Core Values. We are committed to creating a welcoming and inclusive environment, where we embrace and celebrate our differences, where all employees feel valued, contribute to our mission of serving the community, and engage in equitable healthcare delivery and workforce practices.

Johns Hopkins Health System and its affiliates are drug-free workplace employers.

88rising is a pioneering global music and media company recognized for celebrating and empowering Asian talent and culture worldwide. With a dynamic roster of artists and a strong footprint in music, content, and live events, 88rising is redefining entertainment for a global audience.

We are seeking a hands-on HR leader ready to take the next step into an executive role. The Vice President of Human Resources will serve as 88rising's senior people leader, overseeing all aspects of HR while partnering closely with company leadership to scale our organization and nurture our unique creative culture.

This role is ideal for a seasoned Director or Head of HR with 8+ years of progressive experience who is eager to grow into a VP-level position. You will balance strategy and execution, helping us build out HR infrastructure, drive employee engagement, and guide the people strategy for our next stage of growth.

• Strategic HR Leadership: Partner with executive leadership to align HR strategy with 88rising's mission and business objectives.
• Talent Acquisition & Development: Build scalable recruitment practices; attract, retain, and develop top creative and business talent.
• Culture & Engagement: Champion 88rising's culture of creativity, inclusivity, and collaboration. Lead initiatives to improve engagement, transparency, and cross-team communication.
• HR Infrastructure: Implement and optimize HR systems, policies, and processes to support a global hybrid workforce.
• Employee Relations & Compliance: Ensure compliance with CA, U.S., and international labor laws. Partner with legal to manage sensitive employee relations issues with discretion and fairness.
• Compensation & Benefits: Support the design of competitive total rewards programs, including pay, bonuses, and benefits, appropriate to a scaling organization.
• Diversity, Equity, and Inclusion: Develop initiatives that ensure diverse voices are represented and celebrated across the organization.
• Executive Partnership: Act as a trusted advisor to leadership; provide perspective on workforce planning, organizational effectiveness, and change management.

Required

7-8+ years of progressive HR experience, including Director-level or higher leadership.

• Demonstrated success in startup or high-growth environments (building HR functions, scaling teams).
  Strong knowledge of California employment law.
  
  Hands-on approach — comfortable moving between strategic initiatives and day-to-day execution.
• Excellent communication and interpersonal skills; able to build trust and influence across all levels.

Preferred

Background in media, entertainment, or creative industries.

Experience managing hybrid/global teams and contractors.

Familiarity with HR technology platforms and data-driven HR practices.

Passion for creativity, music, and culture.

Entrepreneurial mindset; thrives in a fast-paced, evolving environment.

- Transparent, collaborative, and values employee advocacy.

Our client is seeking a VP of Human Resources to lead HR strategy at their plants in Long Island and New Jersey. This is an exciting opportunity to shape the big-picture people strategy and everyday employee experience. The VP will serve as a strategic partner to the business, ensuring that HR strategy is aligned with the company's global vision. This role will drive meaningful change around growth strategy, process improvements, and digital transformation.

Client Details

Our client is a global leader in premium dairy and dessert products. The VP of HR will report into the President of the Americas and will oversee the full spectrum of HR for employees in Long Island, NY and Union County, NJ.

This position is full-time on-site between the Long Island and Union County, New Jersey locations. 50% local travel is expected from NY to NJ. This is mandatory as the role partners closely with leaders and employees at both locations. The VP of HR will need to build relationships and ensure consistent visibility and alignment across both locations. The VP of HR will manage a team of HR professionals across the sites, and will drive targeted training and coaching to foster continuous learning and professional growth.

Other major areas of focus include recruitment, engagement, compensation and benefits, succession planning, and digital transformation.

The successful candidate is an experienced HR leader who combines strategic vision with hands-on execution. They will bring a proven track record of driving HR transformation, building high-performing teams, and shaping long-term people strategies. The ideal candidate has hands-on experience with organizational development at a strategic level.

Candidates MUST have prior HR management experience in manufacturing.

Description

• Partner with executive leadership team to shape HR strategy aligned with business goals and global priorities.
• Lead, mentor, and up-skill the HR team to foster high performance.
• Split time between New York and New Jersey locations (approximately 50% travel) to ensure consistent HR support and alignment across sites.
• Drive leadership development, succession planning, employee engagement, and organizational development initiatives.
• Oversee all HR processes such as recruitment, compensation, benefits, payroll, compliance, and digitization.
• Lead HR projects and process improvements.

Profile

• Proven HR leader with 15+ years of experience, including senior leadership in a complex organization.
• HR experience in the manufacturing or food and beverage industry is a must.
• Experience in organizational development, change management, and HR transformation.
• Strong knowledge of HR processes, labor law, compensation, and benefits.
• Ability to build trust and drive results across all levels.
• Business-minded yet people-focused.
• Spanish speaking is preferred.

Job Offer

• Base salary between $200k-$240k depending on candidate's experience.
• Annual bonus.
• Leadership impact, team development, strategic exposure.
• Global exposure.

MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.

Employment in this role may be contingent upon extramural funding and successful performance and may be terminated or reduced in percentage of appointment if such funding is not secured or ceases to be available.

The Talent Management & Org Effectiveness Lead will be responsible for advancing employee engagement, culture, and change management initiatives, partnering with the Talent Management and Organizational Effectiveness Leader and HR colleagues to strengthen MSM's overall talent strategy.

In addition, the Lead will be responsible for the implementation and execution of MSM's performance management process. This role ensures that goal setting, feedback, calibration, and year-end reviews are consistent, equitable, and aligned with institutional priorities.

This role is critical in operationalizing MSM's performance philosophy and building a high-performance, engaging culture.

What You Will Be Doing

Employee Engagement, Culture, and Change Management

Support the design and implementation of employee recognition platform and pulse surveys, including survey design, communications, analysis, and action planning.

Partner and provide change management and tactical support for the TMOE CoE on ERP implementation.

Assist in developing and implementing change management strategies to help leaders and employees navigate organizational change.

Partner with HR Centers of Excellence (Talent Acquisition, Learning & Development) & HRBPs to align performance with engagement and development initiatives.

Collaborate with colleagues to advance MSM's grassroots culture and employee experience efforts.

Performance Management

Drive the end-to-end performance management cycle across MSM (goal setting, mid-year and year-end reviews, calibration, and reporting).

Develop and deliver tools, training, and resources to support managers and employees in setting effective goals, providing constructive feedback, and engaging in productive performance conversations.

Partner with HRBPs, leaders, and the Cornerstone consultant to ensure the performance process is seamless and user-friendly.

Lead the development and implementation of MSM's pay-for-performance strategy, ensuring consistency, equity, and transparency.

Monitor performance data, prepare reports, and provide insights and recommendations to leadership.

General Talent & Organizational Effectiveness

Support HR reporting, analytics, and training requests.

Support MSM leadership succession planning effort

Track and manage projects to ensure timely and successful delivery.

Act as a collaborative, trusted partner across HR and the MSM community

** The above statements describe the general nature and level of work being performed by individuals assigned to this classification. This is not intended to be an exhaustive list of all responsibilities and duties required of personnel so classified .

Minimum Qualifications

Bachelor's degree from a regionally accredited institution or equivalent work experience.

Minimum of 5-7 years of progressive experience in performance management, talent

management, employee engagement, change management, or organizational effectiveness.

Strong proficiency in Excel (reporting/analytics) and PowerPoint.

Strong organizational and relationship-building skills with the ability to prioritize and deliver

results.

Experience facilitating trainings and organizational meetings.

Flexible, dependable, and motivated team player with a strong work ethic.

Preferred Qualifications

7+ years of HR experience, with 3–5 years specifically in performance management, talent

management, employee engagement, or change management

Master's degree in HR, I/O Psychology, Leadership, or MBA from a regionally accredited institution.

Previous consulting experience

Experience with Cornerstone LMS, Workday, or similar performance/learning systems.

Experience designing and implementing organizational development programs in higher education or corporate environments.

Demonstrated executive presence and ability to influence senior leadership.

Closing Date

Open Until Filled

Yes

Special Instructions to Applicants

Employment in this role may be contingent upon extramural funding and successful performance and may be terminated or reduced in percentage of appointment if such funding is not secured or ceases to be available.

Quick Link

EEO Statement Summary

Morehouse School of Medicine is an equal opportunity/equal access/affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and Georgia State laws, regulations, and executive orders regarding non-discrimination and affirmative action. Morehouse School of Medicine does not discriminate on the basis of race, age, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, or gender identity or expression.

Job Duties

All offers of employment are contingent upon successful completion of all pre-employment screenings.

Immunization

Immunization Requirements

It is MSM's Immunization policy that all Prospective Employees are encouraged to provide proof that they are vaccinated against COVID-19 prior to commencement of employment. If employment will commence during Flu Season, MSM requires all individuals to provide proof that they are vaccinated against Seasonal Influenza for the current Flu Season, unless granted an exemption. Failure to provide proof of vaccination for any required vaccines or obtain an exemption from MSM will result in rescission of a candidate's offer of employment or disciplinary action up to and including termination.

Required fields are indicated with an asterisk (*).

• * Describe your experience working with the design and/or implementation of a Learning Management System. Please include the Learning Management applications you have used and your role in the technical and functional roll-out of the system.

(Open Ended Question)

• * Please describe how this position fits in with your professional goals and objectives.

(Open Ended Question)

• * What is your highest level of completed education?
• High School/GED
• Associate's Degree
• Bachelor's Degree
• Master's Degree

• EdD, MD, PhD, DrPH, JD

• * Please provide your salary requirement. Do Not Enter Negotiable, a specified salary range is required. Not providing a salary requirement will result in your application being incomplete and will not be considered.

(Open Ended Question)

Required Documents

• Cover Letter

• Curriculum Vitae or Resume

Optional Documents

• Letter of Reference 1

• Letter of Reference 2

• Letter of Reference 3

• Writing Sample

• Other Document

We're Watts. Together, we're reimagining the future of water.

We feel proud every day about what we do. We're all part of the same crucial mission, no matter what function we support - it's to provide safe, clean water for the world, and to protect our planet's most valuable resource.

What we do:

For 150 years, Watts has built best-in-class products that are trusted by customers in residential and commercial settings across the world. We are at the forefront of innovation, working with cutting-edge technology to provide smart and connected, sustainable water solutions for the future. Watts is a leading brand with a quality reputation — and we have a dynamic future ahead.

The Talent Development and LMS Specialist plays a key role in supporting and delivering enterprise-wide learning initiatives, managing our Learning Management System (Totara), and coordinating with the Talent and Learning team. This role combines technical system administration, instructional content design and creation, and training coordination to deliver high-quality, inclusive learning experiences for a global workforce.

Primary Job Duties and Responsibilities:

LMS Management

• Manage user roles, permissions, and audiences in the LMS (Totara and/or Workday).
• Upload, maintain, and test eLearning content (SCORM and non-compliant).
• Monitor LMS performance; coordinate upgrades, patches, and UAT with vendors and IT.
• Troubleshoot user access, content functionality, and technical issues, making corrections as needed.
• Ensure system compliance with accessibility, data security, and privacy standards.
• Document workflows, procedures, and technical support resources.

Learning Analytics & Reporting

• Build and maintain dashboards and reports on learning activity, compliance, and KPIs.
• Analyze data to identify engagement trends, skill gaps, and program effectiveness.
• Manage survey administration and feedback collection to implement improvements.

Talent & Learning Program Support

• Coordinate training events, workshops, and virtual/in-person sessions.
• Collaborate with instructional designers, SMEs, and HR stakeholders to implement learning pathways, certifications, and development initiatives.
• Provide end-user support, training and guidance on LMS navigation and tools.
• Maintain shared resources, training calendars, and learning documentation for global initiatives.

Instructional Design & Content Creation

• Design and develop interactive learning assets (e.g., eLearning modules, videos, job aids, microlearning).
• Apply accessibility and inclusive design principles in content creation.
• Recommend and implement new tools, features, and integrations to improve learning experiences.
• Support onboarding, leadership development, and compliance training.

Administrative & Operational Support

• Provide day-to-day support to the Talent Development & Learning team.
• Manage scheduling, logistics, documentation, and communication for programs and events.
• Maintain accurate training records, folders, and file version control.

Required Qualifications

• Minimum of 5 years of progressive HR experience working in Talent, Learning or similar.
• Minimum of 2 years of hands-on experience working in an LMS (Totara/Moodle/Workday preferred).
• Experience with Workday HRIS integrations.
• Familiarity with eLearning standards (SCORM, AICC, xAPI).
• Proficient in authoring tools (Articulate Storyline 360, Camtasia, Vyond).
• Experience supporting learning programs such as onboarding, compliance, and leadership development.
• Excellent communication skills both written and verbal across technical and non-technical audiences.
• Strong attention to detail and organization skills.
• High level of confidentiality.
• Proficient in Microsoft Office Suite (Excel, PowerPoint, Outlook, Word).
• Experience working with global, diverse teams.
• Familiarity with API-based integrations and content plug-ins.
• Strong focus on accessibility and learner-centered design.

Preferred Qualifications

• Strong knowledge of Totara Learn v17 features: audiences, programs, certifications, hierarchies, learning plans, and reporting.

General Applicable Company Competencies

• Commitment to Watts' values of integrity, accountability, continuous improvement and innovation, and transparency.
• Punctuality and dependability.
• Ability to be flexible and adapt to changing work priorities and stressful conditions.
• Adherence to all personnel policies, procedures, and standards of process as implemented by Watts.
• Maintain productive and collaborative relationships with other Watts employees.
• Adherence to Watts' seven
• cultural beliefs: Growth Mindset, Customer-Focused Innovation, Constant Communication, Clear Goals, Collaborate Globally, Be Inclusive, and Take Action.

Working Conditions:

While performing the job duties, you will be working in an office environment. You will be required to work in the office at the North, Andover, MA location three days per week Monday – Wednesday and can work remotely two days per week Thursday and Friday.

Physical Requirements: Specific physical abilities required for this position include, but are not limited to:

• Ability to remain seated/standing at a desk or workstation for extended periods.
• Ability to perform repetitive tasks like typing on a keyboard or using a mouse for extended periods.

• Ability to read documents and communicate clearly and effectively, both orally and in writing, with management, coworkers, and third parties.

• Ability to operate standard office equipment such as computers, printers, phones, and copiers.

• Ability to physically move around the office and occasionally lift and carry light objects, such as office supplies, documents, or small equipment.

The expected salary range for this position is $81,000-92,000 yearly. Actual compensation will be dependent upon individual skills, experience, qualifications, and applicable laws.

Nothing in this job description restricts Watts' right to assign or reassign duties, responsibilities, or change the working hours/conditions for this position at any time. This position is "at will," which means that either the employee or Watts may terminate the employment relationship at any time, with or without notice, and for any lawful reason.

#LHybrid

Watts in it for you:

Please note that the following benefits apply only to permanent roles and do not apply to internship roles.

• Competitive compensation based on your skills, qualifications and experience
• Comprehensive medical and dental coverage, retirement benefits
• Family building benefits, including paid maternity/paternity leave
• 10 paid holidays and Paid Time Off
• Continued professional development opportunities and educational reimbursement
• Additional perks such as fitness reimbursements and employee discount programs
• Learn more about our benefit offerings here:

How we work:

At Watts, our culture is team-oriented and supportive. Employees here genuinely care about the quality of their work, and about each other. Our people are the heart of who we are and contribute to our longevity and continued success.

And this is a place where you can have a big career. No matter your role, there are opportunities for learning and development, and your daily contributions make a meaningful impact on the lives of people who use our products and on the future of water.

Watts is committed to equal employment opportunity. We follow a policy of administering all employment decisions and personnel actions without regard to race, color, religion, creed, sex, pregnancy, national origin, sexual orientation, age, physical or mental disability, genetic disposition or carrier status, marital status, military or veteran status, minorities, or any other category protected under applicable federal, state, or local law. Consistent with the obligations of state and federal law, Watts will make reasonable accommodations for qualified individuals with disabilities. Any employee who needs a reasonable accommodation should contact Human Resources.