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Partners with R&D leaders on talent strategy, manager coaching, performance management, compensation, organizational health, and people programs.
We are seeking an experienced HR Business Partner, R&D to partner with managers across Engineering, Product, Design, and Customer Support to strengthen manager capability, build high-performing teams, and drive business and talent outcomes.
This hands-on role focuses on manager coaching, performance management, compensation planning, organizational health, and people program execution. As a trusted advisor, you will help managers navigate complex people decisions, improve team performance, and build the capabilities required to achieve business objectives. You will diagnose organizational challenges, identify opportunities and translate them into practical, high-impact people solutions. You will also help shape the future of HR business partnering by leveraging AI and agentic workflows to improve decision quality, expand HRBP leverage, enhance manager support, and deliver scalable people solutions.
This role is designed for a highly accountable HRBP who thrives in a high-velocity environment, takes ownership of outcomes, has strong bias for action, proactively solves problems, and continuously improves how work gets done. The ideal candidate combines the judgment of a trusted advisor, the execution rigor of an operator, and the mindset of a builder.
#LI-Hybrid
The minimum and maximum base salaries for this role are posted below; additionally, the role is eligible for bonus potential, equity and benefits. The range displayed reflects the minimum and maximum target for new hire salaries for the role based on U.S. location. Within the range, the salary offered will be determined by work location and additional factors, including job-related skills, experience, and relevant education or training.
US Pay Range
$148,400—$222,600 USD
Rubrik (RBRK), the Security and AI Operations Company, leads at the intersection of data protection, cyber resilience, and enterprise AI acceleration. Rubrik Security Cloud delivers complete cyber resilience by securing, monitoring, and recovering data, identities, and workloads across clouds. Rubrik Agent Cloud accelerates trusted AI agent deployments at scale by monitoring and auditing agentic actions, enforcing real-time guardrails, fine-tuning for accuracy and undoing agentic mistakes.
Linkedin | X (formerly Twitter) | Instagram |Â Rubrik.com
At Rubrik, we are dedicated to fostering a culture where people from all backgrounds are valued, feel they belong, and believe they can succeed. Our commitment to inclusion is at the heart of our mission to secure the world’s data.
Our goal is to hire and promote the best talent, regardless of background. We continually review our hiring practices to ensure fairness and strive to create an environment where every employee has equal access to opportunities for growth and excellence. We believe in empowering everyone to bring their authentic selves to work and achieve their fullest potential.
Our Company: We are committed to building a merit-based organization that offers equal access to growth and success for all employees globally. Your potential is limitless here.
Our Culture: We strive to create an inclusive atmosphere where individuals from all backgrounds feel a strong sense of belonging, can thrive, and do their best work. Your contributions help us innovate and break boundaries.
Our Communities: We are dedicated to expanding our engagement with the communities we operate in, creating opportunities for underrepresented talent and driving greater innovation for our clients. Your impact extends beyond Rubrik, contributing to safer and stronger communities.
Rubrik is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, protected veteran status, or any other status protected by applicable law. Rubrik provides equal employment opportunities to employees and applicants in all terms and conditions of employment, including recruiting, hiring, promotion, compensation, training, leave, and termination.
Rubrik provides reasonable accommodations to qualified applicants and employees with disabilities in accordance with applicable law. If you need an accommodation to participate in the application process or to perform your job, please contact hr@rubrik.com. Accommodations may include changes to the application process, documents in an alternate format, a sign language interpreter, or specialized equipment.
EEO IS THE LAW
NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS
Sources and engages technical candidates, supports interviews, and helps senior recruiters move hiring processes forward.
About Fortanix:
In today’s world, where data spreads across various clouds and devices, traditional security measures aren’t enough. Businesses need a dynamic approach to defend against constant cyber threats and ensure agile data security. Fortanix leads the way in data-centric cybersecurity for hybrid multicloud environments, using advanced cryptography, encryption, and confidential AI solutions.
As data breaches become more frequent and traditional defenses fall short, we focus on data exposure management to keep your information safe. Our unified data security platform addresses vulnerabilities in hybrid multicloud environments, defends against threats, and makes it easier to discover, assess, and fix data exposure risks. Whether implementing a Zero Trust model or preparing for the post-quantum computing era, we help businesses worldwide protect their most sensitive data, wherever it is.
Our commitment to solving the world’s toughest data security challenges has earned Fortanix multiple Cybersecurity Excellence and Innovation Awards, as well as recognition from industry giants such as NVIDIA, Microsoft, Intel, ServiceNow, and Snowflake.
Our team includes industry leaders and cryptography experts, creating a culture of trust, innovation and collaboration where every voice is valued. Recognized as a Great Place to Work, we’re looking for passionate individuals to help us shape the future of data security and work towards a safer digital future.
Why work with us?
We’re seeking passionate people to work with us to change the very idea of how people use cloud computing. We take pride in making Fortanix a great place to work. Coworkers recognize that great ideas can come from anyone, and everyone is encouraged to jump in, contribute, and ask questions.  In tackling the hardest problems, we believe that working together will produce better solutions.
Overview of the role:
We’re looking for a curious and motivated Associate Technical Recruiter to join our global Talent Acquisition team.
You’ll work closely with senior recruiters in the US and India to help identify and engage technical talent around the world, support candidates through the interview process, and help keep our hiring processes moving efficiently.
This is a great opportunity for someone early in their recruiting career who enjoys sourcing, wants to become a strong technical recruiter, and is excited to learn how to recruit for highly specialized roles across software engineering, cloud infrastructure, cybersecurity, and AI.
What You’ll Do
What We’re Looking For
Nice to Have
Why Join Us?
You’ll gain hands-on experience recruiting for sophisticated technology at the intersection of cybersecurity, cloud, data security, and AI, while working with candidates and hiring teams around the world.
You’ll learn alongside experienced recruiters and technical leaders, with the opportunity to take on increasingly complex searches and grow into an independent Technical Recruiter.
Success in this Role
What we offer:
Fortanix is an equal opportunity employer that celebrates diversity and is committed to creating an inclusive workplace with equal opportunity for all applicants and teammates. Our goal is to recruit the most talented people from a diverse candidate pool regardless of race, color, religion, age, gender, gender identity, sexual orientation or any other status. If you’re interested in working in a fast growing, exciting working environment – we encourage you to apply!
Partners with EMEA managers and People teams on employee relations, compliance, workforce practices, and employee representation, especially in France.
About the Team
OpenAI’s People team aims to hire, engage, and retain world-class talent to safely build and deploy universally beneficial Artificial General Intelligence (AGI). The HR team, a vital subset of the People team, supports a diverse group of scientists, engineers, and business professionals, with expertise spanning employee relations, immigration, compensation and benefits, learning and development, project management, and more.
About the Role
We’re seeking an HR Business Partner to support our growing teams across EMEA, with a particular focus on France. This role will help build scalable, locally compliant people practices and support strong employee relations as we grow.
You will partner closely with regional People leadership, Legal, Employee Relations, and other People COEs to strengthen our approach to employee relations and employee representation in France. This will include building practical governance, manager practices, and operating processes that are compliant and sustainable as we scale.
Beyond France, this role will serve as a trusted HR partner to managers and teams across EMEA. You will combine strong operational execution with thoughtful business judgment to support performance, organizational health, employee relations, and disciplined people practices at scale.
This role reports into the International HRBP Lead, who owns regional organizational design and workforce planning. You will operate as a key regional execution partner to them, translating strategic direction into consistent delivery, elevating manager capability, and proactively surfacing people risks and themes.
If you’re joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are designed for focus and connection, with spaces for both individual work and collaboration.
Your Responsibilities
Lead employee-representative work in France: Partner with Legal, Employee Relations, People Operations, and local stakeholders to own and deliver CSE-related processes, including elections, consultations, employee communications, documentation, governance, and effective ongoing operating rhythms.
Build sustainable employee relations processes: Help establish clear processes for engaging with employee representatives, preparing for required information and consultation processes, maintaining appropriate documentation, and coordinating inputs from relevant business and People stakeholders.
Support managers operating in the French employee relations environment: Equip managers and leaders with practical guidance on working effectively within French employment and employee-representation frameworks, escalating complex matters to Legal or specialist teams as appropriate.
Drive strong day-to-day HR execution: Partner with managers across EMEA to support performance management cycles, feedback conversations, organizational changes, and employee relations matters with consistency and care.
Be the go-to partner for frontline managers: Provide practical, timely guidance on team health, coaching conversations, policy interpretation, performance management, and manager enablement.
Support and operationalize People programs: Help implement and maintain performance, engagement, retention, and employee experience initiatives, ensuring processes are clear, scalable, and well executed across different EMEA jurisdictions.
Triage and resolve employee relations issues: Identify issues early, assess risk, recommend appropriate actions, and partner with Employee Relations, Legal, and other COEs on complex or sensitive matters.
Maintain operational rigor: Track employee relations themes, maintain complete and accurate documentation, coordinate recurring processes, and ensure actions and commitments are followed through.
Collaborate cross-functionally: Work closely with HRBPs, Legal, Employee Relations, People Operations, Total Rewards, and other COEs to provide a consistent and high-quality employee experience across EMEA.
We’re Seeking
Strong HR foundation: Approximately 8+ years of HR experience, including meaningful experience partnering directly with managers in fast-paced, high-growth, or complex international environments as a Senior HR Generalist or HR Business Partner.
French employee relations experience: Practical experience working with French employment practices and employee representative bodies. Direct experience establishing, supporting, or working closely with a CSE, works council, or comparable employee representative structure is highly valued.
Experience with employee representative processes: Familiarity with employee elections, consultation processes, employee representative communications, and the governance and documentation associated with formal employee representation.
Execution-oriented partnership: Comfortable owning detailed, time-sensitive workstreams and coordinating across multiple stakeholders while maintaining sound judgment and strong follow-through.
Strong project management: Able to take complex, multi-stage employee-representative processes and translate them into clear milestones, owners, dependencies, communications, and operating processes.
Manager coaching capability: Able to guide managers through performance conversations, organizational changes, and employee relations issues with clarity and confidence.
Operational strength: Brings structure, organization, and discipline to people processes and can build repeatable practices as the organization scales.
Good judgment under pressure: Balances empathy, employee experience, business needs, and appropriate risk management while handling sensitive matters with discretion.
High integrity: Trusted, fair, principled, and comfortable operating in an environment where confidentiality and sound judgment are essential.
Language capability: Professional fluency in French and English is strongly preferred given the role’s responsibility for supporting employee relations and representative processes in France.
About OpenAI
OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.
We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.
For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.
Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.
To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance.
We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link.
OpenAI Global Applicant Privacy Policy
At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.
Partners with EMEA leaders on employee relations, compliant people practices, employee representation, manager support, and organizational health.
About the Team
OpenAI’s People team aims to hire, engage, and retain world-class talent to safely build and deploy universally beneficial Artificial General Intelligence (AGI). The HR team, a vital subset of the People team, supports a diverse group of scientists, engineers, and business professionals, with expertise spanning employee relations, immigration, compensation and benefits, learning and development, project management, and more.
About the Role
We’re seeking an HR Business Partner to support our growing teams across EMEA, with a particular focus on France. This role will help build scalable, locally compliant people practices and support strong employee relations as we grow.
You will partner closely with regional People leadership, Legal, Employee Relations, and other People COEs to strengthen our approach to employee relations and employee representation in France. This will include building practical governance, manager practices, and operating processes that are compliant and sustainable as we scale.
Beyond France, this role will serve as a trusted HR partner to managers and teams across EMEA. You will combine strong operational execution with thoughtful business judgment to support performance, organizational health, employee relations, and disciplined people practices at scale.
This role reports into the International HRBP Lead, who owns regional organizational design and workforce planning. You will operate as a key regional execution partner to them, translating strategic direction into consistent delivery, elevating manager capability, and proactively surfacing people risks and themes.
If you’re joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are designed for focus and connection, with spaces for both individual work and collaboration.
Your Responsibilities
Lead employee-representative work in France: Partner with Legal, Employee Relations, People Operations, and local stakeholders to own and deliver CSE-related processes, including elections, consultations, employee communications, documentation, governance, and effective ongoing operating rhythms.
Build sustainable employee relations processes: Help establish clear processes for engaging with employee representatives, preparing for required information and consultation processes, maintaining appropriate documentation, and coordinating inputs from relevant business and People stakeholders.
Support managers operating in the French employee relations environment: Equip managers and leaders with practical guidance on working effectively within French employment and employee-representation frameworks, escalating complex matters to Legal or specialist teams as appropriate.
Drive strong day-to-day HR execution: Partner with managers across EMEA to support performance management cycles, feedback conversations, organizational changes, and employee relations matters with consistency and care.
Be the go-to partner for frontline managers: Provide practical, timely guidance on team health, coaching conversations, policy interpretation, performance management, and manager enablement.
Support and operationalize People programs: Help implement and maintain performance, engagement, retention, and employee experience initiatives, ensuring processes are clear, scalable, and well executed across different EMEA jurisdictions.
Triage and resolve employee relations issues: Identify issues early, assess risk, recommend appropriate actions, and partner with Employee Relations, Legal, and other COEs on complex or sensitive matters.
Maintain operational rigor: Track employee relations themes, maintain complete and accurate documentation, coordinate recurring processes, and ensure actions and commitments are followed through.
Collaborate cross-functionally: Work closely with HRBPs, Legal, Employee Relations, People Operations, Total Rewards, and other COEs to provide a consistent and high-quality employee experience across EMEA.
We’re Seeking
Strong HR foundation: Approximately 8+ years of HR experience, including meaningful experience partnering directly with managers in fast-paced, high-growth, or complex international environments as a Senior HR Generalist or HR Business Partner.
French employee relations experience: Practical experience working with French employment practices and employee representative bodies. Direct experience establishing, supporting, or working closely with a CSE, works council, or comparable employee representative structure is highly valued.
Experience with employee representative processes: Familiarity with employee elections, consultation processes, employee representative communications, and the governance and documentation associated with formal employee representation.
Execution-oriented partnership: Comfortable owning detailed, time-sensitive workstreams and coordinating across multiple stakeholders while maintaining sound judgment and strong follow-through.
Strong project management: Able to take complex, multi-stage employee-representative processes and translate them into clear milestones, owners, dependencies, communications, and operating processes.
Manager coaching capability: Able to guide managers through performance conversations, organizational changes, and employee relations issues with clarity and confidence.
Operational strength: Brings structure, organization, and discipline to people processes and can build repeatable practices as the organization scales.
Good judgment under pressure: Balances empathy, employee experience, business needs, and appropriate risk management while handling sensitive matters with discretion.
High integrity: Trusted, fair, principled, and comfortable operating in an environment where confidentiality and sound judgment are essential.
Language capability: Professional fluency in French and English is strongly preferred given the role’s responsibility for supporting employee relations and representative processes in France.
About OpenAI
OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.
We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.
For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.
Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.
To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance.
We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link.
OpenAI Global Applicant Privacy Policy
At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.
Schedules interviews and coordinates candidate logistics for the talent acquisition team to streamline hiring processes.
About Avalere Health
United by one profound purpose: to reach EVERY PATIENT POSSIBLE. At Avalere Health, we ensure every patient is identified, treated, supported, and cared for. Equally. Our Advisory, Medical, and Marketing teams come together – powerfully and intentionally – to forge unconventional connections, building a future where healthcare is not a barrier and no patient is left behind.
Achieving our mission starts with providing enriching, purpose-driven careers for our team that empower them to make a tangible impact on patient lives. We are committed to creating a culture where our employees are empowered to bring their whole selves to work and tap into the power of diverse backgrounds and skillsets to play a part in making a difference for every patient, everywhere.
Our flexible approach to working allows our global teams to decide where they want to work, whether in-office or at home based on team and client need. Major city hubs in London, Manchester, Washington, D.C., and New York, and smaller offices globally, serve as collaboration hubs allowing our teams to come together when it matters. Homeworkers are equally supported, with dedicated social opportunities and resources.
Our inclusive culture is at the heart of everything we do. We proudly support our employees in bringing their whole selves to work with our six Employee Network Groups – Diverse Ability, Family, Gender, LGBTQ+, Mental Health, and Race/Ethnicity. These groups provide opportunities to promote diversity, equity, and inclusion and to connect, learn, and socialise through regular meetings and programs of activity. We are an accredited Fertility Friendly employer with our Fertility Policy, enhanced parental leave, and culture of flexibility ensuring every employee feels supported across their family planning journey and can work in a way that suits their family’s needs.
We are deeply invested in supporting professional growth for our employees through day-to-day career experiences, access to thousands of on-demand training sessions, regular career conversations, and the opportunity for global, cross-capability career moves.
We take pride in being part of the Disability Confident Scheme. This helps make sure you can be interviewed fairly if you have a disability, long term health condition, or are neurodiverse. If you’d like to apply and need adjustments made, you can let us know in your application.
As a Talent Acquisition Scheduler, you’ll play a critical role in delivering a seamless and engaging experience for both candidates and hiring teams. Working closely with Talent Acquisition Partners, hiring managers, and interview teams, you’ll coordinate interviews across multiple time zones and business functions, ensuring every stage of the hiring process runs smoothly. Your organisation, attention to detail, and commitment to exceptional service will help us attract and secure top talent while creating a positive candidate experience.
$25 - $30 an hour
What we can offer
You will receive a 401K plan with an employer match contribution up to 4% (immediately vested), as well as life insurance, disability coverage, and medical, dental, and vision plans for peace of mind. Enjoy flexible working arrangements, including hybrid and remote work, along with the option to work from anywhere across the globe two weeks each year. We provide 20 vacation days plus one personal well-being day, recognise 9 public holidays, along with gifted end-of-year holidays and an early Summer Friday finish in June, July, and August.
Access free counselling through our employee assistance program and personalized health support. Our enhanced maternity, paternity, family leave, and fertility policies provide support across every stage of your family-planning journey. You can also benefit from continuous opportunities to professionally develop with on-demand training, support, and global mobility opportunities across the business.
We encourage all applicants to read our candidate privacy noticebefore applying to Avalere Health.
We may use AI tools to support elements of the hiring process, such as reviewing applications, analyzing CV/resumes, assessing responses, or transcribing interviews. These tools assist our Talent team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please review our candidate privacy policy.
Strategic HR business partner who supports senior tech and product leaders on organizational design, talent strategy, performance management, and workforce planning.
We offer a hybrid work environment. Most US-based positions can alsobeperformed remotely (any exceptions will be noted in the Minimum Qualifications below.)
Our Mission:
To actively connect people to their next great opportunity.
Who We Are:
ZipRecruiter is a leading online employment marketplace. Powered by AI-driven smart matching technology, the company actively connects millions of all-sized businesses and job seekers through innovative mobile, web, and email services, as well as through partnerships with the best job boards on the web. ZipRecruiter has the #1 rated job search app on iOS & Android.
Summary:
ZipRecruiter is seeking a People Business Partner III to support our Tech and Product organizations. This is an individual contributor role operating at a manager level in scope, influence, and ownership. In this role, you will serve as a strategic partner to senior leaders, helping shape and execute people strategies that drive business outcomes. You will operate with a high degree of autonomy, bringing a clear point of view and influencing decisions across organizational design, performance, and talent. The ideal candidate is a strong operator and advisor who can navigate ambiguity, challenge thinking, and translate business priorities into effective, scalable people solutions. You are comfortable working at both the strategic and executional levels, while maintaining a focus on impact, accountability, and continuous improvement.
You are willing to invite, receive, and act on constructive feedback. You ask thoughtful, sometimes challenging questions to uncover root issues and drive better outcomes. You demonstrate curiosity about the business and bring a proactive approach to identifying opportunities and risks. You value diverse perspectives and operate effectively in a highly collaborative environment.
This role reports to the Sr. Manager, People Business Partner (PBP) for Tech & Product.
Key Focuses:
Role Requirements:
Minimum Qualifications:
Preferred Qualifications:
As part of our team you’ll enjoy:
#LI-Remote
The US base pay for this full-time position is $130,000-$185,000 USD.
Depending on the position offered, equity, bonuses, commission, or other forms of compensation may also be provided as part of a total compensation package, in addition to a full range of medical, financial, and other benefits.
ZipRecruiter is proud to be an equal opportunity employer and provides equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or genetics.
Privacy Notice: For information about ZipRecruiter’s collection and processing of job applicant personal data for this job, please see our Privacy Notice at: https://www.ziprecruiter.com/careers/job-applicant-privacy-notice
ZipRecruiter is proud to be an equal opportunity employer and provides equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or genetics.
Privacy Notice: For information about ZipRecruiter’s collection and processing of job applicant personal data for this job, please see our Privacy Notice at: https://www.ziprecruiter.com/careers/job-applicant-privacy-notice
Owns full lifecycle recruiting across 15-20 concurrent requisitions while advising hiring managers on role strategy, candidate experience, and hiring process design.
Location: Irvine, CA
Work Structure: Hybrid — 4 days per week in office, 1 day remote
Our client is a growing portfolio of highly successful consumer lifestyle brands known for high-quality products, authentic storytelling, and strong connections with their respective consumer communities.
The organization operates across multiple brands within the consumer products and lifestyle space and has built a culture centered around integrity, entrepreneurship, collaboration, and excellence.
As the portfolio continues to grow, the team is seeking a talented and passionate Talent Acquisition Partner who enjoys working in a fast-paced, brand-driven environment and wants to play an influential role in how the organization attracts and hires talent.
The Talent Acquisition Partner will own full life cycle recruiting across a portfolio of consumer brands.
This is an individual contributor role, not a people management position. The Talent Acquisition Partner will typically manage approximately 15–20 open requisitions at a time while serving as a trusted advisor to hiring managers and functional leaders.
This role goes well beyond requisition management. The ideal candidate will help shape role strategy, scope, leveling, market positioning, and interview processes before sourcing begins while delivering a highly polished candidate and stakeholder experience throughout the search.
Own full life cycle recruiting, including intake, sourcing strategy, candidate experience, interview process management, offer negotiation, and close, across approximately 15–20 concurrent requisitions.
Act as a strategic talent advisor to hiring managers and business leaders, helping shape job scope, leveling, market positioning, and interview process design.
Deliver a high-touch candidate experience across all searches while managing competing stakeholder expectations with discretion and professionalism.
Leverage market intelligence, talent insights, and recruiting data — including time-to-fill, pipeline health, offer acceptance, and source effectiveness — to drive smarter and faster hiring decisions.
Maintain accurate and current requisition, candidate, and recruiting activity reporting.
Build and maintain networks of passive talent and industry relationships for hard-to-fill and specialized searches.
Partner closely with Talent Acquisition and Human Resources on offer strategy, leveling consistency, and internal equity.
Contribute to strategic and stretch initiatives such
as employer branding, sourcing strategy, recruiting analytics, and interview process design as the role evolves.
### REQUIREMENTS & QUALIFICATIONS
Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
5+ years of full life cycle recruiting experience, including experience recruiting across cross-functional or specialized roles.
Demonstrated success operating as a strategic partner to hiring managers rather than solely as a requisition processor.
Proven ability to manage a high-touch requisition load of 10+ concurrent roles without sacrificing candidate experience.
Strong command of recruiting and hiring data with the ability to translate metrics into actionable recommendations for leadership.
Experience within consumer products, apparel, retail, lifestyle, or another fast-paced, brand-driven environment strongly preferred.
Excellent stakeholder management, negotiation, communication, and influencing skills across all levels of an organization.
Proficiency with an applicant tracking system and standard productivity tools.
Self-directed and comfortable operating with ambiguity within a growing, multi-brand organization.
Curious and proactive about AI-enabled tools and emerging technologies, with the judgment to leverage them appropriately to improve productivity, insights, and recruiting processes.
This position is based in Irvine, California and follows a hybrid schedule requiring four days per week in the office, with the opportunity to work remotely one day per week.
$90,000 - $110,000 a year
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Manages full-lifecycle recruiting across 15-20 concurrent requisitions while advising hiring managers on role strategy, candidate experience, and talent acquisition.
Location: Irvine, CA
Work Structure: Hybrid — 4 days per week in office, 1 day remote
Our client is a growing portfolio of highly successful consumer lifestyle brands known for high-quality products, authentic storytelling, and strong connections with their respective consumer communities.
The organization operates across multiple brands within the consumer products and lifestyle space and has built a culture centered around integrity, entrepreneurship, collaboration, and excellence.
As the portfolio continues to grow, the team is seeking a talented and passionate Talent Acquisition Partner who enjoys working in a fast-paced, brand-driven environment and wants to play an influential role in how the organization attracts and hires talent.
The Talent Acquisition Partner will own full life cycle recruiting across a portfolio of consumer brands.
This is an individual contributor role, not a people management position. The Talent Acquisition Partner will typically manage approximately 15–20 open requisitions at a time while serving as a trusted advisor to hiring managers and functional leaders.
This role goes well beyond requisition management. The ideal candidate will help shape role strategy, scope, leveling, market positioning, and interview processes before sourcing begins while delivering a highly polished candidate and stakeholder experience throughout the search.
Own full life cycle recruiting, including intake, sourcing strategy, candidate experience, interview process management, offer negotiation, and close, across approximately 15–20 concurrent requisitions.
Act as a strategic talent advisor to hiring managers and business leaders, helping shape job scope, leveling, market positioning, and interview process design.
Deliver a high-touch candidate experience across all searches while managing competing stakeholder expectations with discretion and professionalism.
Leverage market intelligence, talent insights, and recruiting data — including time-to-fill, pipeline health, offer acceptance, and source effectiveness — to drive smarter and faster hiring decisions.
Maintain accurate and current requisition, candidate, and recruiting activity reporting.
Build and maintain networks of passive talent and industry relationships for hard-to-fill and specialized searches.
Partner closely with Talent Acquisition and Human Resources on offer strategy, leveling consistency, and internal equity.
Contribute to strategic and stretch initiatives such
as employer branding, sourcing strategy, recruiting analytics, and interview process design as the role evolves.
### REQUIREMENTS & QUALIFICATIONS
Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
5+ years of full life cycle recruiting experience, including experience recruiting across cross-functional or specialized roles.
Demonstrated success operating as a strategic partner to hiring managers rather than solely as a requisition processor.
Proven ability to manage a high-touch requisition load of 10+ concurrent roles without sacrificing candidate experience.
Strong command of recruiting and hiring data with the ability to translate metrics into actionable recommendations for leadership.
Experience within consumer products, apparel, retail, lifestyle, or another fast-paced, brand-driven environment strongly preferred.
Excellent stakeholder management, negotiation, communication, and influencing skills across all levels of an organization.
Proficiency with an applicant tracking system and standard productivity tools.
Self-directed and comfortable operating with ambiguity within a growing, multi-brand organization.
Curious and proactive about AI-enabled tools and emerging technologies, with the judgment to leverage them appropriately to improve productivity, insights, and recruiting processes.
This position is based in Irvine, California and follows a hybrid schedule requiring four days per week in the office, with the opportunity to work remotely one day per week.
$90,000 - $110,000 a year
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Talent Acquisition Partner manages end-to-end recruitment, partners with hiring managers on strategy, and drives AI-enabled hiring processes to attract top talent.
HEY THERE!
We are Mercedes-Benz.io. Our mission is to ignite and build digital solutions for Mercedes-Benz by bringing together a tribe of digital enthusiasts who drive the digital future of mobility.
We believe flexibility and collaboration go hand in hand. With offices in Lisbon and Braga, we offer a flexible hybrid setup, with an average of one day per week in the office. This allows for meaningful in-person collaboration while maintaining the flexibility to work in a way that best supports you and your team.
We do not care about your shoes, as long as you bring the right attitude. At Mercedes-Benz.io we walk the talk and make things happen. We do not digitise for the sake of being digital, but to create real value. We reflect, challenge the status quo, and stand up for each other. This is why we hire people who want to make an impact.
ABOUT THE TEAM
Talent Acquisition sits at the heart of Mercedes-Benz.io’s reinvention journey. As MB.io evolves into an AI-native organization, the team helps build the workforce of the future by attracting, identifying, and enabling the capabilities needed for our next chapter, while supporting both external hiring and internal talent mobility.
IN THIS ROLE YOU WILL
Partner closely with hiring managers and business leaders to understand hiring needs, define recruitment strategies, and align on interview and assessment criteria.
Manage end-to-end recruitment processes, including sourcing, screening, interviewing, candidate relationship management, and offer coordination, while delivering a positive and inclusive candidate experience.
Identify current and future capability needs across the business, particularly in AI, software engineering, product, and digital domains, helping shape workforce and hiring strategies.
Drive Talent Acquisition as an AI-enabled discipline by leveraging automation, AI-powered talent intelligence, and analytics to improve candidate quality, hiring speed, and overall recruitment outcomes.
Support internal mobility, reskilling, and talent transformation initiatives, helping employees transition into future-focused opportunities and career paths.
Strengthen Mercedes-Benz.io’s position as a leading technology employer through employer branding, partnerships, community engagement, career events, and future-skills initiatives.
TO SUCCEED YOU NEED
Proven experience in Talent Acquisition, ideally within a software, product, digital, or automotive IT environment.
Hands-on experience managing full-cycle recruitment processes for product and engineering roles, alongside selected non-technical positions.
Experience recruiting technical talent, including software engineering, data, cloud, or AI-related profiles. Experience hiring for AI-native or emerging technology domains is highly valued.
Demonstrated curiosity and hands-on experience using AI tools to enhance sourcing, candidate engagement, research, and recruitment effectiveness.
Proficiency in recruitment tools and platforms, including Applicant Tracking Systems, sourcing platforms, technical assessment tools, and LinkedIn Recruiter.
Strong stakeholder management skills, with the ability to advise hiring managers, foster collaboration, and influence hiring outcomes.
Excellent communication skills in English, both written and spoken, with the ability to build strong relationships with candidates and stakeholders.
A strong interest in workforce transformation, future skills, and how AI and emerging technologies are shaping the future of talent acquisition.
YOU WILL BE HAPPY WITH
Flexible hybrid work model
Open source software
No top‑down hierarchy. We trust in your self‑organization
Colleagues who are smart, driven, and collaborative
An open‑minded and informal culture backed by a global brand
Health insurance and life insurance
Proactive self‑development through international trainings and conferences
Brand Connection perks
Much more cool stuff
THIS IS WHAT OUR PROCESS LOOKS LIKE
Screening Call with our recruiter
Technical Interview
Final Interview
Offer
WHAT YOU’LL NEED TO KNOW ABOUT US
Mercedes-Benz.io develops software and technology for the digital platforms of Mercedes-Benz. Our main products are the Mercedes-Benz Website worldwide, the e-commerce platform, digital services and aftersales solutions.
We have a fantastic team with people from all over the world. We encourage frequent collaboration and pairing across disciplines. English is the main working language.
Mercedes-Benz.io is an equal opportunities employer. We believe that diverse experiences and a broad collective perspective lead to a better company culture and better products.
Please send your resumé in English and PDF.
Senior HR Business Partner provides strategic people and culture support to engineering, product, and marketing leadership, advising on organizational growth, workforce planning, and change management.
Warning: Fraudulent Job Adverts Beware of fraudulent activities claiming to represent Insurify. We are not associated with any entities soliciting personal information or payment. The safety of our job seekers is a top priority, and we actively work to prevent such incidents. Insurify will never request sensitive information or payment during the hiring process. Be cautious of text-only interviews, interviews conducted through Microsoft Teams, or suspicious offer letters. Why us?
Insurify is one of America’s fastest-growing MIT FinTech startups and has been recognized as one of Inc. 5,000’s fastest-growing private companies in America in 2025, 2024, 2023, 2022 and 2021, Forbes Fintech 50 List for 2023, 2022, and 2021, Forbes Next Billion Dollar Startups of 2022 global and Top 100 InsurTech company. We’re changing the way millions of people compare, buy and manage insurance with artificial intelligence, technology, and superior product design.
Our company vision is to be recognized as the preeminent and most trusted digital agent for insurance comparison, purchase, and management. Our team is critical to achieving our vision and fostering the right culture is essential to our team’s success.
Join us if you like
How you will make an impact
We’re looking for a Senior HR Business Partner to support our Engineering, Product, Marketing, SEO/Content teams. As a senior member of the People & Culture team, you are a trusted advisor and strategic partner to leadership across these functions, in a fast-paced, digital environment.
Success in this role requires a deep understanding of how technical teams operate, and the ability to turn business challenges into clear, practical solutions that can scale. You will be accountable for P&C delivery globally for these functions working with team members in Cambridge, MA and Sofia, Bulgaria. You will be based in our Cambridge office, working onsite at least 3 days each week.
In this role, you will:
This is a hybrid position that requires candidates to be able to come into our Cambridge, MA office.
Who you are
Benefits
Insurify is committed to offering a fair, competitive, and transparent compensation program that supports our mission to attract, retain, and motivate top talent. Our compensation philosophy is guided by several factors including a candidate’s relevant experience, education/training, job-related skills, and location.
In addition to the base salary our total compensation package includes health coverage, retirement contributions, and additional wellbeing benefits. Some positions may be eligible for company equity.
Below is the base compensation range candidates working out Cambridge, MA:
$130,000-$160,000
We are proud to be an Equal Employment Opportunity and Affirmative Action employer.
Senior HR professional who partners with business leaders to develop people strategies, manage employee relations cases, and drive organizational effectiveness using data-driven insights.
Today, Assystem is among the top three independent nuclear engineering firms worldwide. With over 60 years of experience in highly regulated sectors, the group supports public and industrial stakeholders in the execution of complex and strategic infrastructure projects, subject to high safety and security requirements.
Assystem mobilizes 8,000 experts in 13 countries and intervenes across the entire project lifecycle, in engineering, project management and digital solutions.
The People Business Partner is a senior HR professional responsible for delivering pragmatic, high-quality people solutions across the full employee lifecycle. Acting as a trusted advisor to senior leaders, you will translate business priorities, people data and insight into clear, actionable people plans that enable performance, engagement and organisational effectiveness.
This is a broad generalist role operating within a complex, matrixed and fast-paced environment. You will work confidently and independently at senior level, building credibility quickly and using sound judgement, commercial insight and data to influence decisions, challenge constructively and drive measurable outcomes.
You will also manage your own Employee Relations caseload, providing pragmatic advice across a range of employee matters and applying UK employment law appropriately and commercially.
Based on a hybrid working model with regular presence required in our London office ( minimum 2 days per week), the role also involves travel to other Assystem sites.
Key areas of responsibility
You will work closely with the Business Unit Director (dotted line to the Senior People Manager) and collaborate with the wider People Team to deliver a consistent, high-quality HR service.
Your Profile
Experience within an international environment and French language capability would be advantageous.
Why Join the Community of Switchers?
Join one of the top three largest nuclear engineering companies globally and be a part of a dynamic team driving energy transition. At Assystem, we offer a multicultural environment, career progression opportunities, and the chance to work on industry-leading projects that make a real difference in the world.
Please be aware that many roles at Assystem are subject to both security and export control restrictions.
These restrictions mean that factors such as your nationality, any nationalities you may have previously held, and your place of birth can restrict the roles you are eligible to perform within the organisation.
All applicants must as a minimum achieve Baseline Personnel Security Standard. Many roles also require higher levels of National Security Vetting where applicants must typically have 5 to 10 years of continuous residency in the UK depending on the vetting level required for the role, to allow for meaningful security vetting checks.
NOTICE TO CANDIDATES ON RECRUITMENT FRAUD - We are committed to safeguarding candidates from fraudulent activity associated with our recruitment process. Please note that we will never offer specialist CV writing services, request payment or ask for sensitive personal information during the recruitment process.
We are committed to equal treatment of candidates and promote, as well as foster all forms of diversity within our company. We believe that bringing together people with different backgrounds and perspectives is essential for creating innovative and impactful solutions. Skills, talent, and our people’s ability to dare are the only things that matter !. Bring your unique contributions and help us shape the future.
Senior HR business partner advises senior leaders on people strategy, manages employee relations cases, and drives organizational effectiveness across a complex matrixed environment.
Today, Assystem is among the top three independent nuclear engineering firms worldwide. With over 60 years of experience in highly regulated sectors, the group supports public and industrial stakeholders in the execution of complex and strategic infrastructure projects, subject to high safety and security requirements.
Assystem mobilizes 8,000 experts in 13 countries and intervenes across the entire project lifecycle, in engineering, project management and digital solutions.
The People Business Partner is a senior HR professional responsible for delivering pragmatic, high-quality people solutions across the full employee lifecycle. Acting as a trusted advisor to senior leaders, you will translate business priorities, people data and insight into clear, actionable people plans that enable performance, engagement and organisational effectiveness.
This is a broad generalist role operating within a complex, matrixed and fast-paced environment. You will work confidently and independently at senior level, building credibility quickly and using sound judgement, commercial insight and data to influence decisions, challenge constructively and drive measurable outcomes.
You will also manage your own Employee Relations caseload, providing pragmatic advice across a range of employee matters and applying UK employment law appropriately and commercially.
Based on a hybrid working model with regular presence required in our London office ( minimum 2 days per week), the role also involves travel to other Assystem sites.
Key areas of responsibility
You will work closely with the Business Unit Director (dotted line to the Senior People Manager) and collaborate with the wider People Team to deliver a consistent, high-quality HR service.
Your Profile
Experience within an international environment and French language capability would be advantageous.
Why Join the Community of Switchers?
Join one of the top three largest nuclear engineering companies globally and be a part of a dynamic team driving energy transition. At Assystem, we offer a multicultural environment, career progression opportunities, and the chance to work on industry-leading projects that make a real difference in the world.
Please be aware that many roles at Assystem are subject to both security and export control restrictions.
These restrictions mean that factors such as your nationality, any nationalities you may have previously held, and your place of birth can restrict the roles you are eligible to perform within the organisation.
All applicants must as a minimum achieve Baseline Personnel Security Standard. Many roles also require higher levels of National Security Vetting where applicants must typically have 5 to 10 years of continuous residency in the UK depending on the vetting level required for the role, to allow for meaningful security vetting checks.
NOTICE TO CANDIDATES ON RECRUITMENT FRAUD - We are committed to safeguarding candidates from fraudulent activity associated with our recruitment process. Please note that we will never offer specialist CV writing services, request payment or ask for sensitive personal information during the recruitment process.
We are committed to equal treatment of candidates and promote, as well as foster all forms of diversity within our company. We believe that bringing together people with different backgrounds and perspectives is essential for creating innovative and impactful solutions. Skills, talent, and our people’s ability to dare are the only things that matter !. Bring your unique contributions and help us shape the future.
HR Generalist manages full-cycle recruitment, employee relations, performance management, onboarding, and benefits administration across the organization.
CMiC is the leading provider of complete, integrated and advanced enterprise level software solutions for construction and capital projects. For nearly four decades, CMiC has partnered with the largest and most technologically progressive AEC firms and capital project owners in North America, gaining detailed insight into the unique business needs of the industry. From that experience, CMiC has created CMiC Open Enterprise v10, the most advanced construction and capital project software solution ever developed. Combining an incredibly flexible technological infrastructure with a philosophy of total integration, CMiC Open Enterprise v10 lowers costs, improves productivity and increases interoperability.
Job Overview:
We are searching for a seasoned HR Generalist & Talent Acquisition Specialist with 2-6 years of experience. Candidates with more experience are also welcome to apply! This role blends full-cycle talent acquisition with broad HR generalist responsibilities and will be one of the key faces in the company with the ability to develop strong working relationships with various stakeholders. The successful candidate will own recruitment from requisition through offer, while also performing work in Employee Relations, Performance Management, Onboarding, Benefit Administration, and other day-to-day HR tasks. The position reports directly to the HR Manager.
Please note this role is a hybrid role, requiring at least 2 days in office per week. The successful candidate must be able to be in office on Tuesdays and Wednesdays
Important Information:
Role Evolution:
This role is designed to grow over the first year. For the first eight months, the focus will be on Onboarding and Talent Acquisition — full-cycle recruitment, onboarding delivery, and building out sourcing and hiring processes. From there, the role will expand into Employee Lifecycle Management, taking on greater ownership of performance management, promotions, transfers, and other lifecycle changes, alongside the broader HR Generalist responsibilities outlined below.
Job Duties:
Talent Acquisition
Onboarding
Employee Relations & Performance Management
HR Administration & Culture
Maintaining HR records and updating employee personnel file accordingly
Benefit Administration
Support in-person social activities and corporate events, including health and wellness initiatives
Work with the Learning & Development team on training initiatives
Work closely and provide support to various stakeholders i.e. Other HR team members, Admin department, Employees, Managers, and Senior Leadership Team
Provide suggestions on policy and process improvements
Other related HR duties
At least 2 – 6 years of relevant experience in an HR role, with demonstrated experience in full-cycle recruitment/talent acquisition
Bachelor’s Degree in a relevant field of study
Completed HR coursework
Hands-on experience with an Applicant Tracking System (ATS) and candidate sourcing tools (e.g., LinkedIn Recruiter, Boolean search)
Strong candidate assessment, interviewing, and negotiation skills
Ability to come into the office at least 2 times per week
Excellent communication skills
Understanding of Canadian legislation
Good organization and time management skills
Ability to manage multiple open requisitions and competing priorities
Ability to work independently and as part of a team
Competitive benefits Package (including Health & Dental benefits)
Paid vacation and personal days
Townhall meetings where all employees are encouraged to participate in open discussions
Located on York University’s campus, easily accessible by transit (TTC, GO, etc.), walking distance to shopping and restaurants
Outdoor lunch space, including picnic tables
An active Social Events Committee (past events include annual seasonal parties, pool and bowling tournaments, karaoke nights, Game nights, BBQ’s, and more)
Health and Wellness webinars
RRSP Matching Program after 2 years of employment
Experience in a rapidly growing, socially responsible corporation
CMiC is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, CMiC will provide accommodation to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.
HR Generalist and Talent Acquisition Specialist manages full-cycle recruitment, employee onboarding, relations, benefits administration, and performance management across the organization.
CMiC is the leading provider of complete, integrated and advanced enterprise level software solutions for construction and capital projects. For nearly four decades, CMiC has partnered with the largest and most technologically progressive AEC firms and capital project owners in North America, gaining detailed insight into the unique business needs of the industry. From that experience, CMiC has created CMiC Open Enterprise v10, the most advanced construction and capital project software solution ever developed. Combining an incredibly flexible technological infrastructure with a philosophy of total integration, CMiC Open Enterprise v10 lowers costs, improves productivity and increases interoperability.
Job Overview:
We are searching for a seasoned HR Generalist & Talent Acquisition Specialist with 2-6 years of experience. Candidates with more experience are also welcome to apply! This role blends full-cycle talent acquisition with broad HR generalist responsibilities and will be one of the key faces in the company with the ability to develop strong working relationships with various stakeholders. The successful candidate will own recruitment from requisition through offer, while also performing work in Employee Relations, Performance Management, Onboarding, Benefit Administration, and other day-to-day HR tasks. The position reports directly to the HR Manager.
Please note this role is a hybrid role, requiring at least 2 days in office per week. The successful candidate must be able to be in office on Tuesdays and Wednesdays
Important Information:
Role Evolution:
This role is designed to grow over the first year. For the first eight months, the focus will be on Onboarding and Talent Acquisition — full-cycle recruitment, onboarding delivery, and building out sourcing and hiring processes. From there, the role will expand into Employee Lifecycle Management, taking on greater ownership of performance management, promotions, transfers, and other lifecycle changes, alongside the broader HR Generalist responsibilities outlined below.
Job Duties:
Talent Acquisition
Onboarding
Employee Relations & Performance Management
HR Administration & Culture
Maintaining HR records and updating employee personnel file accordingly
Benefit Administration
Support in-person social activities and corporate events, including health and wellness initiatives
Work with the Learning & Development team on training initiatives
Work closely and provide support to various stakeholders i.e. Other HR team members, Admin department, Employees, Managers, and Senior Leadership Team
Provide suggestions on policy and process improvements
Other related HR duties
At least 2 – 6 years of relevant experience in an HR role, with demonstrated experience in full-cycle recruitment/talent acquisition
Bachelor’s Degree in a relevant field of study
Completed HR coursework
Hands-on experience with an Applicant Tracking System (ATS) and candidate sourcing tools (e.g., LinkedIn Recruiter, Boolean search)
Strong candidate assessment, interviewing, and negotiation skills
Ability to come into the office at least 2 times per week
Excellent communication skills
Understanding of Canadian legislation
Good organization and time management skills
Ability to manage multiple open requisitions and competing priorities
Ability to work independently and as part of a team
Competitive benefits Package (including Health & Dental benefits)
Paid vacation and personal days
Townhall meetings where all employees are encouraged to participate in open discussions
Located on York University’s campus, easily accessible by transit (TTC, GO, etc.), walking distance to shopping and restaurants
Outdoor lunch space, including picnic tables
An active Social Events Committee (past events include annual seasonal parties, pool and bowling tournaments, karaoke nights, Game nights, BBQ’s, and more)
Health and Wellness webinars
RRSP Matching Program after 2 years of employment
Experience in a rapidly growing, socially responsible corporation
CMiC is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, CMiC will provide accommodation to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.
HR Generalist and Talent Acquisition Specialist managing full-cycle recruitment, onboarding, employee relations, and benefits administration with growth into broader HR lifecycle management.
CMiC is the leading provider of complete, integrated and advanced enterprise level software solutions for construction and capital projects. For nearly four decades, CMiC has partnered with the largest and most technologically progressive AEC firms and capital project owners in North America, gaining detailed insight into the unique business needs of the industry. From that experience, CMiC has created CMiC Open Enterprise v10, the most advanced construction and capital project software solution ever developed. Combining an incredibly flexible technological infrastructure with a philosophy of total integration, CMiC Open Enterprise v10 lowers costs, improves productivity and increases interoperability.
Job Overview:
We are searching for a seasoned HR Generalist & Talent Acquisition Specialist with 2-6 years of experience. Candidates with more experience are also welcome to apply! This role blends full-cycle talent acquisition with broad HR generalist responsibilities and will be one of the key faces in the company with the ability to develop strong working relationships with various stakeholders. The successful candidate will own recruitment from requisition through offer, while also performing work in Employee Relations, Performance Management, Onboarding, Benefit Administration, and other day-to-day HR tasks. The position reports directly to the HR Manager.
Please note this role is a hybrid role, requiring at least 2 days in office per week. The successful candidate must be able to be in office on Tuesdays and Wednesdays
Important Information:
Role Evolution:
This role is designed to grow over the first year. For the first eight months, the focus will be on Onboarding and Talent Acquisition — full-cycle recruitment, onboarding delivery, and building out sourcing and hiring processes. From there, the role will expand into Employee Lifecycle Management, taking on greater ownership of performance management, promotions, transfers, and other lifecycle changes, alongside the broader HR Generalist responsibilities outlined below.
Job Duties:
Talent Acquisition
Onboarding
Employee Relations & Performance Management
HR Administration & Culture
Maintaining HR records and updating employee personnel file accordingly
Benefit Administration
Support in-person social activities and corporate events, including health and wellness initiatives
Work with the Learning & Development team on training initiatives
Work closely and provide support to various stakeholders i.e. Other HR team members, Admin department, Employees, Managers, and Senior Leadership Team
Provide suggestions on policy and process improvements
Other related HR duties
At least 2 – 6 years of relevant experience in an HR role, with demonstrated experience in full-cycle recruitment/talent acquisition
Bachelor’s Degree in a relevant field of study
Completed HR coursework
Hands-on experience with an Applicant Tracking System (ATS) and candidate sourcing tools (e.g., LinkedIn Recruiter, Boolean search)
Strong candidate assessment, interviewing, and negotiation skills
Ability to come into the office at least 2 times per week
Excellent communication skills
Understanding of Canadian legislation
Good organization and time management skills
Ability to manage multiple open requisitions and competing priorities
Ability to work independently and as part of a team
Competitive benefits Package (including Health & Dental benefits)
Paid vacation and personal days
Townhall meetings where all employees are encouraged to participate in open discussions
Located on York University’s campus, easily accessible by transit (TTC, GO, etc.), walking distance to shopping and restaurants
Outdoor lunch space, including picnic tables
An active Social Events Committee (past events include annual seasonal parties, pool and bowling tournaments, karaoke nights, Game nights, BBQ’s, and more)
Health and Wellness webinars
RRSP Matching Program after 2 years of employment
Experience in a rapidly growing, socially responsible corporation
CMiC is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, CMiC will provide accommodation to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.
People Business Partner supports UK leadership teams on workforce planning, employee relations, engagement surveys, and HR programs across technology and product departments.
Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.
Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, we’ve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.
Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.
In 2023, Silverfin became part of the Visma Group, joining one of Europe’s leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.
Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.
Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), we’re a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.
Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and we’re looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.
You’ll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, you’ll also be the go-to point of contact for HR-related questions from across the UK business more broadly – in practice the role carries a somewhat more generalist flavour than the title suggests, even though that’s not the intention behind it.
You’ll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though you’ll stay aligned to these topics as they intersect with your day-to-day partnering.
Alongside your day-to-day partnering, you’ll partner on a number of projects:
Helping organise our Leadership Days.
Organising AI impact workshops with departments across the business, to help support our AI transformation.
Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs – helping teams through those changes with attentiveness and clarity.
Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.
You’ll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As you’ll be the only HR presence in the UK day-to-day, you’ll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.
Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.
Change & Transformation Support:
Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.
Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the company’s success.
Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.
Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end – running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.
DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.
HR Generalist & Employee Relations Support:
As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. You’ll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.
Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.
Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.
Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.
Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellen’s maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. We’ll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel – not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.
Experience and Qualifications
Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.
Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.
Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.
Comfortable using HR data to inform decisions and support conversations with stakeholders.
Experienced in working in an international context, with a working knowledge of UK employment practices.
Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.
Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.
Available for a 12-month assignment starting early January 2027 through end of January 2028.
Skills and knowledge
Solid coaching and advisory skills to support and develop people managers.
Good grasp of change management, and comfortable partnering with stakeholders on this.
Comfortable working with HR data and turning it into useful insights.
Exceptional communication and influencing skills.
Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.
Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.
High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.
Solid problem-solving skills to work through people issues with capability and attentiveness.
Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.
Attitude and personality-related traits
Hands-on and pragmatic, comfortable rolling up your sleeves.
Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.
Communicative, and quick to build trust and credibility with managers and teams.
Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.
Adaptability and steadiness – comfortable stepping into an ongoing role and juggling multiple priorities from day one.
Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.
Be part of something bigger - Join a growing SaaS company that’s now proudly part of Visma, Europe’s leader in mission-critical cloud software.
A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.
Grow with us-Â Take advantage of career development opportunities and a personal training allowance to support your growth.
Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).
Fair compensation- Receive a competitive rewards package with benefits tailored to your role.
Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.
ÂŁ63,750 - ÂŁ86,250 a year
Please note:
Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.
At Silverfin, we’re an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. We’re committed to elevating talent by creating an environment where we can all thrive together.
We have a unique culture with our values ​​as the backbone:
Who we are - Authentically human
How we think - With a growth mindset
How we act - Bravely, Â side by side
How we win - By doing what we love
At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.
At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.
We want you to reach your full potential. To get you there, we don’t want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
People Business Partner supports UK teams across engineering, product, and technology on workforce planning, employee relations, engagement surveys, and HR initiatives.
Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.
Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, we’ve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.
Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.
In 2023, Silverfin became part of the Visma Group, joining one of Europe’s leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.
Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.
Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), we’re a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.
Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and we’re looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.
You’ll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, you’ll also be the go-to point of contact for HR-related questions from across the UK business more broadly – in practice the role carries a somewhat more generalist flavour than the title suggests, even though that’s not the intention behind it.
You’ll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though you’ll stay aligned to these topics as they intersect with your day-to-day partnering.
Alongside your day-to-day partnering, you’ll partner on a number of projects:
Helping organise our Leadership Days.
Organising AI impact workshops with departments across the business, to help support our AI transformation.
Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs – helping teams through those changes with attentiveness and clarity.
Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.
You’ll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As you’ll be the only HR presence in the UK day-to-day, you’ll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.
Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.
Change & Transformation Support:
Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.
Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the company’s success.
Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.
Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end – running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.
DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.
HR Generalist & Employee Relations Support:
As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. You’ll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.
Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.
Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.
Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.
Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellen’s maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. We’ll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel – not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.
Experience and Qualifications
Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.
Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.
Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.
Comfortable using HR data to inform decisions and support conversations with stakeholders.
Experienced in working in an international context, with a working knowledge of UK employment practices.
Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.
Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.
Available for a 12-month assignment starting early January 2027 through end of January 2028.
Skills and knowledge
Solid coaching and advisory skills to support and develop people managers.
Good grasp of change management, and comfortable partnering with stakeholders on this.
Comfortable working with HR data and turning it into useful insights.
Exceptional communication and influencing skills.
Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.
Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.
High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.
Solid problem-solving skills to work through people issues with capability and attentiveness.
Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.
Attitude and personality-related traits
Hands-on and pragmatic, comfortable rolling up your sleeves.
Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.
Communicative, and quick to build trust and credibility with managers and teams.
Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.
Adaptability and steadiness – comfortable stepping into an ongoing role and juggling multiple priorities from day one.
Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.
Be part of something bigger - Join a growing SaaS company that’s now proudly part of Visma, Europe’s leader in mission-critical cloud software.
A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.
Grow with us-Â Take advantage of career development opportunities and a personal training allowance to support your growth.
Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).
Fair compensation- Receive a competitive rewards package with benefits tailored to your role.
Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.
ÂŁ63,750 - ÂŁ86,250 a year
Please note:
Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.
At Silverfin, we’re an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. We’re committed to elevating talent by creating an environment where we can all thrive together.
We have a unique culture with our values ​​as the backbone:
Who we are - Authentically human
How we think - With a growth mindset
How we act - Bravely, Â side by side
How we win - By doing what we love
At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.
At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.
We want you to reach your full potential. To get you there, we don’t want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
