Career Opportunities

The Director, Talent Management serves as a critical business partner to the CEO, Executive Leadership Team (ELT), and firm leaders. This role leads performance management and talent lifecycle activities for Managing Directors (MDs) and MD+ populations, ensuring alignment with firm strategy, business objectives, and a consistent experience across segments. This leader will drive the evolution of Riveron’s talent processes—bringing rigor, insight, and high-touch partnership to elevate performance, development, and succession across the organization. Reporting directly to the Senior Director of Resource Management, the Director, Talent Management will navigate highly confidential and complex people matters with exceptional judgment, emotional intelligence, and business acumen. What You'll Do Business Partnership • Serve as a trusted advisor and strategic partner to the CEO, segment leaders, and the ELT. • Proactively identify opportunities for process improvement and enhance leadership effectiveness within a fast-paced, professional services environment. • Provide objective guidance on decisions grounded in data, performance insights, and an understanding of firm culture, values, and DE&I priorities. Performance Management (MD/MD+ Focus) • Lead and continually enhance a best-in-class performance management function dedicated to the MD and MD+ population. • Serve as a deeply engaged, senior-level resource who ensures year-round visibility, coaching, maintenance, and support around MD performance. • Partner closely with Finance to source, validate, and share quantitative performance metrics regularly and on demand. • Deliver clear analyses and insights to leadership that enable accurate tracking, real-time feedback, early identification of issues, and recognition of strong performance with the MD/MD+ community. • Collaborate with the CEO and ELT to set expectations, communicate progress, and manage performance cycles end-to-end. • Act as a performance advocate, supporting leaders and MDs to drive growth, development, and overall success. • Evaluate and update MD performance profiles, metrics, and weightings to align with firm strategy and evolving business needs. • Partner with HRBPs and Compensation to design, communicate, and execute all performance-related processes (scorecard creation, data feeds, check-ins, year-end reviews, calibration sessions, etc.). Scorecard Leadership • Own and drive the complete MD/MD+ scorecard lifecycle, ensuring clarity, accountability, and alignment across segments. • Collaborate with the ELT and segment leaders on scorecard inputs, priority areas, and weightings—ensuring consistency and a firmwide perspective. • Serve as the central coordination point and provide ongoing visibility into performance (aligning with Finance on data inputs), which allows for dialogue with the MDs and leadership on where intervention/engagement is needed. • Facilitate ELT discussions, performance readouts, and feedback loops to maintain visibility into progress and areas of intervention. MD Integration & Talent Insights • Establish a consistent, standardized approach to MD integration and talent evaluation across all segments. • Provide independent, objective insight into MD performance—recognizing that data is informative but not always definitive. • Support leadership in understanding top and bottom performers, contextualizing results, and ensuring fair, productive dialogue about talent decisions. Succession & Election Cycle Support • Partner with segment leaders and the ELT to assess succession scenarios, evaluate MD+ pipeline strength, and identify future leadership candidates. • Develop plans to accelerate readiness for key roles (account, channel, market, etc.) and ensure long-term bench strength for the firm. Who You Are Expertise & Leadership • High emotional intelligence with a presence that conveys credibility, trust, and sound judgment. • Deep understanding of professional services, client delivery models, and performance dynamics in a consulting environment. • Strong business and financial acumen with the ability to interpret metrics and guide talent strategy accordingly. • Experience partnering with senior executives and influencing at all levels of the organization. Skills & Attributes • Exceptional discretion with sensitive, confidential information. • Operationally strong with the ability to design, implement, and optimize talent processes that scale. • Skilled at prioritization, negotiation, and managing multiple, competing business needs. • Thinks strategically and operates with a high level of ownership. • A natural coach and mentor with the ability to challenge constructively and supportively. Reporting Structure • Reports to the Senior Director, Resource Management. • Manages one direct report. • Regular interaction with the CEO and Executive Leadership Team. About Riveron: At Riveron, we partner with clients—from global multinationals to high-growth private entities—to solve complex finance challenges, guided by our DELTA values: Drive, Excellence, Leadership, Teamwork, and Accountability. Our entrepreneurial culture thrives on collaboration, diverse perspectives, and delivering exceptional outcomes. We are committed to fostering growth, both for our clients and our people, through mentorship, integrity, and a client-centric approach. This inclusive environment offers flexibility, progressive benefits, and meaningful opportunities for impactful work that supports well-being in and out of the office. Check us out on social media: LinkedIn Glassdoor Instagram Facebook Riveron Consulting is an Equal Opportunity Employer and believes that we are stronger together through our diversity. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability status, protected veteran status, sexual orientation, gender identity or any other characteristic protected by law. Fraud Alert Please beware of fraudulent schemes or impersonations when going through the job application process. A Riveron employee will never recruit via text or extend unsolicited employment offers. Additionally, a Riveron employee will never ask you to exchange money or purchase anything as part of the recruiting process. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Join Our Chick-fil-A Family! At Chick-fil-A Alpine, we believe working here is more than just a job-it's a chance to make a difference. We're looking for someone who has a genuine heart for people and a passion for serving others. Our mission is to Win Hearts Every Day through Operational Excellence and Second-Mile Service- going above and beyond to care for our guests and our community. If you're ready to be part of something bigger, grow in a positive environment, and help us shine a light in our community, we'd love to meet you! Benefits: • Competitive Pay • Access to Scholarships • Free Uniforms • Sundays off • Leadership development • Food Discounts • Food Donations to your organization, event, or extra-curricular activities • Medical, Dental. Vision insurance • 401(k) Contributions  GENERAL DESCRIPTION (PURPOSE): Maximize the store’s opportunity by staffing for both growth & profit. Create a store-specific brand that attracts and retains the area’s top talent. Train talent to represent the best of our brand. Create a Team Member value proposition which ensures full engagement, ensuring sales growth & financial stewardship. Ensure full compliance with all applicable labor laws. QUALIFICATIONS FOR THE POSITION (SKILLS, EXPERIENCE, & EDUCATION): • Highly relational—ability to interact with a variety of people in a variety of circumstances • Ability to effectively manage conflict or other tense/sensitive situations • Demonstrated ability to select, build, and lead successful, productive teams • Strong oral and written communication skills • Ability to appropriately handle confidential information • Systems-minded - Create systems to ensure consisent performance in the midst on any talent transisiton. • Demonstrated ability to identify problems and solve them, both in the short and long term • Driven – Have a passion for results and continuous improvement • Availability to work Saturdays, evenings and holidays • Ability to hear conversations (telephone or in-person), to lift 50 lbs., and to stand on feet for long periods. OUR CORE VALUES: • Leadership – Leaders think others first; S.E.R.V.E., and are out front, in the lead. • Integrity – Doing the right thing, even when no one is watching; model & expect personal responsibility. • Grit – We love overcomers; we set high goals and we win or we learn and try again until we win. • Health – We make both business health and each other’s well-being a priority. • Teamwork- We know we are better together. We assume the best of others, speak graciously of and to others, and seek to resolve conflicts quietly, quickly, and kindly. Operations / Order Fulfillment • 2-5 hours per day supporting both peaks to support shift goals and observe Talent competencies & capacity (individually and collectively). Administration • Job Postings & Interviewing • Uniforms • Applications are reviewed daily • Sending offer letters • Orientations (key policies/first shifts) & On-boarding • Direct Deposit enrollment • I-9 documentation, work permits • Review on company handbook & other company policy • Record keeping of talent related tasks and functions • Weekly review on meal policy compliance • Terminations & off-boarding • Annual, Quarterly & Monthly Goal setting • Evaluations - programs/process & execution • Training program Other duties as assigned: • Manage store calendar - Anniversaries & Performanxce Reviews • Administer Team Member Surveys with goal of 100% participation…review results and make recommendations for improved Retention based on data • Weekly Director meeting - prepare and lead once per monthly on day dedicated to Talent • Administers Benefits program, worker’s compensation/Sedgewick claims, and unemployment claims • Maintain all Serve Safe & Food Handler Certifications KEY METRICS: • Productivity • Retention • Average Wages • OT • Application rate

Join Our Chick-fil-A Family! At Chick-fil-A Alpine, we believe working here is more than just a job-it's a chance to make a difference. We're looking for someone who has a genuine heart for people and a passion for serving others. Our mission is to Win Hearts Every Day through Operational Excellence and Second-Mile Service- going above and beyond to care for our guests and our community. If you're ready to be part of something bigger, grow in a positive environment, and help us shine a light in our community, we'd love to meet you! Benefits: • Competitive Pay • Access to Scholarships • Free Uniforms • Sundays off • Leadership development • Food Discounts • Food Donations to your organization, event, or extra-curricular activities • Medical, Dental. Vision insurance • 401(k) Contributions GENERAL DESCRIPTION (PURPOSE): Maximize the store's opportunity by staffing for both growth & profit.Create a store-specific brand that attracts and retains the area's top talent.Train talent to represent the best of our brand.Create a Team Member value proposition which ensures full engagement, ensuring sales growth & financial stewardship.Ensure full compliance with all applicable labor laws. QUALIFICATIONS FOR THE POSITION (SKILLS, EXPERIENCE, & EDUCATION): • Highly relational-ability to interact with a variety of people in a variety of circumstances • Ability to effectively manage conflict or other tense/sensitive situations • Demonstrated ability to select, build, and lead successful, productive teams • Strong oral and written communication skills • Ability to appropriately handle confidential information • Systems-minded - Create systems to ensure consisent performance in the midst on any talent transisiton. • Demonstrated ability to identify problems and solve them, both in the short and long term • Driven - Have a passion for results and continuous improvement • Availability to work Saturdays, evenings and holidays • Ability to hear conversations (telephone or in-person), to lift 50 lbs., and to stand on feet for long periods. OUR CORE VALUES: • Leadership - Leaders think others first; S.E.R.V.E., and are out front, in the lead. • Integrity - Doing the right thing, even when no one is watching; model & expect personal responsibility. • Grit - We love overcomers; we set high goals and we win or we learn and try again until we win. • Health - We make both business health and each other's well-being a priority. • Teamwork- We know we are better together. We assume the best of others, speak graciously of and to others, and seek to resolve conflicts quietly, quickly, and kindly. Operations / Order Fulfillment • 2-5 hours per day supporting both peaks to support shift goals and observe Talent competencies & capacity (individually and collectively). Administration • Job Postings & Interviewing • Uniforms • Applications are reviewed daily • Sending offer letters • Orientations (key policies/first shifts) & On-boarding • Direct Deposit enrollment • I-9 documentation, work permits • Review on company handbook & other company policy • Record keeping of talent related tasks and functions • Weekly review on meal policy compliance • Terminations & off-boarding • Annual, Quarterly & Monthly Goal setting • Evaluations - programs/process & execution • Training program Other duties as assigned: • Manage store calendar - Anniversaries & Performanxce Reviews • Administer Team Member Surveys with goal of 100% participation...review results and make recommendations for improved Retention based on data • Weekly Director meeting - prepare and lead once per monthly on day dedicated to Talent • Administers Benefits program, worker's compensation/Sedgewick claims, and unemployment claims • Maintain all Serve Safe & Food Handler Certifications KEY METRICS: • Productivity • Retention • Average Wages • OT • Application rate

DIRECTOR OF TALENT Location: Edina, MN (with regional travel as needed) • Remote option available, with compensation adjusted to market. • Strong preference for candidates based in or near one of our current or future hubs: Seattle, Reno, Boise, Corvallis, Salt Lake City, or Minneapolis. Reports to: Controller, Columbia Safety Services Who We Are At Columbia Safety Services, we’re building a family of fire protection companies across the West Coast. Our playbook isn’t about quick flips or short-term gains — it’s about long-term stewardship, strong values, and building companies where people love to work. We believe people are the foundation. When we invest in our employees, they deliver for our customers, who in turn sustain and grow our business. That cycle of trust and value is what sets us apart — and we need a Director of Talent who’s excited to help us scale it. The Opportunity This isn’t a paper-pushing HR job. As our Director of Talent, you’ll design and lead the systems that attract, grow, and keep great people across multiple states and business units. You’ll shape everything from recruiting pipelines to leadership programs, career paths to cultural engagement — all while keeping your sleeves rolled up to make sure it works in real life. If you’ve ever wanted to help build a best-in-class talent function from the ground up, this is that moment. What You’ll Do Build & Grow Talent • Create recruiting strategies that scale, and build pipelines for technicians, project managers, and leaders. • Represent Columbia at career fairs and industry events, putting our brand on the map as an employer of choice. • Partner with managers to write clear job descriptions and hire the right people, fast. Develop & Engage People • Launch apprenticeship, internship, and leadership programs that actually move careers forward. • Define career paths across trades and support roles, so people see a future here. • Oversee performance reviews that are useful, not just check-the-box. • Lead engagement efforts: surveys, recognition programs, cultural events — the fun stuff that makes work feel human. • Collaborate with execs to set competitive pay ranges and bonus structures that attract and retain talent in every market. Shape Culture & Retention • Be a visible champion of our values: Customer Centricity, Effective Communication, Consistency, Initiative, Trustworthiness. • Reinforce a culture that’s positive, engaged, and gritty — people who want to get better every day. • Organize service projects and community involvement that connect our branches to the neighborhoods we serve. Drive Strategy & Operations • Partner on succession planning and organizational design for growth. • Standardize policies across our family of companies while respecting local cultures. • Own onboarding and offboarding processes that leave lasting impressions. • Keep the handbook fresh, not stale. • Track the metrics that matter: turnover, time-to-fill, engagement, retention. • Help lead our Leadership Development Program across the platform. What You Bring • 8+ years in HR, Talent Acquisition, or Org Development (with at least 3 years in leadership). • Experience building talent programs in a growing, multi-site business. • Knowledge of recruiting, workforce planning, engagement, and compliance across states. • Strong communication chops — you build trust at every level. • Comfort in a hands-on, entrepreneurial environment where the playbook is still being written. • Bonus if you’ve worked in fire protection, construction, skilled trades, or service industries (but not required). Why You’ll Love It Here • You’ll help shape the future of a company that’s expanding across the West Coast. • You’ll be in a seat where your work directly impacts people’s lives, not just policies. • You’ll join a culture where values aren’t just posters on the wall — they’re how we run the business. • And you’ll do it all in a role with competitive pay, great benefits, and real growth potential. Compensation & Benefits • Salary: $70,000 – $90,000, depending on location, experience, and qualifications. • Bonus: Target 20% of base pay, tied to MBOs. • Benefits: • Medical, dental, and vision insurance for you and your family. • 401(k) with employer match. • Generous PTO and paid holidays. • Company-paid life & disability insurance, with options to add more. • Employee assistance program (EAP) and ongoing training opportunities. Ready to Build Something That Lasts? If you’re looking for a role where you can make a real difference, shape culture, and help people build careers they’re proud of, we’d love to talk.

A company is looking for a Senior Director of Talent Optimization & AI. Key Responsibilities Lead AI-driven talent strategy and oversee the roadmap for AI deployment across the People lifecycle Transform Strategic Talent Acquisition into a predictive, AI-powered engine that anticipates talent needs Build enterprise capabilities in predictive analytics and optimize talent processes for operational excellence Required Qualifications 10+ years of People / Talent leadership experience in high-growth or complex environments Proven success in transforming talent acquisition using AI and intelligence platforms Deep experience with Workday for recruiting and HRIS, including optimization of relevant suites Strong understanding of ethical and responsible AI, compliance, and governance Demonstrated ability to build and lead teams while influencing executives with a P&L mindset

About Reejig Reejig is the Work Operating System for the AI powered enterprise. We give companies a complete, validated view of their work by mapping every role, task, skill, and workflow. With this intelligence, we redesign how work should flow, surface where automation creates the highest leverage, and recommend the right AI agents for the enterprise. Every change is measured and tied to real operational and workforce impact. Inside Reejig, we build the same future we sell. We are developing our own AI powered workforce that supports our teams and our customers. This is a place for builders who want to help define how work will operate in the AI era. The Role This is not a traditional recruiting role. This is a role for someone who can design the full talent engine for a company preparing for hyper-scale. This position is based in New York, working closely with the founders and cross-functional teams across global delivery regions. Responsibilities • Partner directly with the CEO to architect a high bar hiring system built for speed • Source, assess, and close exceptional operators across every function • Design AI powered sourcing, screening, and evaluation workflows • Build and maintain a consistent interview process that protects The Reejig Code • Develop talent intelligence systems to target people who have built start ups and delivered under pressure • Build our team for hyper-scale, ensuring every hire raises the standard • Design and implement a world class onboarding experience that ensures new hires hit full performance rapidly • Own every stage of recruiting and onboarding with full accountability for outcomes Your focus is simple: Build the team and the system that will carry us into the next stage of growth. What Success Looks Like • A predictable, fast, high quality hiring engine • Critical roles filled with exceptional people who raise the bar • A measurable increase in hiring velocity and accuracy • A world class onboarding system that gets every employee performing at pace • Strong operational trust with the CEO through clarity and delivery • A talent function that becomes a competitive advantage Minimum Requirements • Evidence of hiring in demanding start up or scale environments • Proven track record hiring elite operators across functions • Clear and direct communication • AI fluency and the ability to use AI across sourcing, screening, and onboarding • Strong judgement under pressure • Positive, disciplined attitude with zero tolerance for drama or excuses Why This Matters Reejig is at a point of real inflection. We are building a company that will reshape how organisations operate in the AI era. The people who join now are not stepping into a role, they are stepping into a chance to build something with scale and long term impact. If you want work that changes your career and creates meaningful equity upside, this is the moment.

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at https://www.jnj.com Job Function: Environmental Health, Safety (EH&S) and Facilities Services (FS) Job Sub Function: Facilities Management & Planning Job Category: Professional All Job Posting Locations: Cincinnati, Ohio, United States of America, Horsham, Pennsylvania, United States of America, Jacksonville, Florida, United States of America, La Jolla, California, United States of America, Malvern, Pennsylvania, United States of America, New Brunswick, New Jersey, United States of America, Raritan, New Jersey, United States of America, Spring House, Pennsylvania, United States of America, Titusville, New Jersey, United States of America Job Description: We are searching for the best talent for Talent Capabilities Lead to join our Engineering & Property Services team located in New Brunswick, NJ, Titusville, NJ, Raritan, NJ, Spring House, PA, Malvern, PA, Horsham, PA, La Jolla, CA, Jacksonville, FL, or Cincinnati, OH. The Talent Capabilities Lead will own the design and delivery of capability-building programs across technical and professional (soft) skills for the Engineering & Property Services organization. You will partner with E&PS leaders, HR business partners, and subject-matter experts to build a roadmap that ensures J&J attracts, develops, and retains best-in-class talent. This is a leadership role focused on program management, data-informed decision-making, and building scalable learning experiences in a complex, matrixed environment. Key Responsibilities: • Develop and maintain a 12-24 month talent capability roadmap aligned to business priorities, workforce planning, and strategic initiatives. Long term tracking, updates and maintenance will be required. • Design and deliver capability programs for technical skills (e.g., mechanical, electrical, HVAC, automation, reliability engineering, construction management) and soft skills (e.g., leadership, coaching, stakeholder management, collaboration), leveraging internal resources such as J&J Learn. • Partner with E&PS leaders, HRBPs, and external vendors to identify capability gaps and prioritize interventions. • Run end-to-end program lifecycle: needs analysis, curriculum design, vendor selection, delivery, evaluation, and continuous improvement. • Build scalable learning solutions (blended learning: virtual, in-person, microlearning, on-the-job training, mentorship). • Implement metrics and dashboards to measure program effectiveness, adoption, and talent retention impact. • Support skills and capabilities frameworks, role profiles, and career ladders for technical and professional tracks. • Run pilot programs and scale validated approaches across sites and regions. • Act as an internal consultant: influence stakeholders, communicate progress, and champion a culture of development and continuous learning. • Act as a Change agent for end users by collecting VOC, feedback, and suggestions and implementing improvement opportunities as well as appropriate change and communications plans. Qualifications: Education: • Bachelor's degree is required. Degrees in Human Resources, Organizational Development, Engineering, Education, Business, or related field are preferred. Experience and Skills: Required: • 5 years experience in learning & development, technical training, talent development, or related HR function - ideally supporting engineering, manufacturing, or facilities teams. • Demonstrated experience in program delivery and stakeholder management. Preferred: • Exposure to engineering or facilities operations environments. • Experience with competency frameworks, assessment design, or apprenticeship/mentorship programs. • Familiarity with data visualization (Power BI/ Tableau) and basic analytics. Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act. Johnson & Johnson is committed to providing an interview process that is inclusive of our applicants' needs. If you are an individual with a disability and would like to request an accommodation, external applicants please contact us via https://www.jnj.com/contact-us/careers .Internal employees contact AskGS to be directed to your accommodation resource. Required Skills: Preferred Skills: Analytics Dashboards, Collaborating, Data-Driven Decision Making, Facility Management, Facility Management Software, Fact-Based Decision Making, Performance Measurement, Process Improvements, Resource Allocation, Risk Management, Security Program Development, Subject Matter Experts (SME) Collaboration, Technical Credibility, Vendor Management, Vendor Selection, Workplace Accessibility The anticipated base pay range for this position is : $102,000.00 - $177,100.00 Additional Description for Pay Transparency: Subject to the terms of their respective plans, employees are eligible to participate in the Company's consolidated retirement plan (pension) and savings plan (401(k)). Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits: Vacation -120 hours per calendar year Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado -48 hours per calendar year; for employees who reside in the State of Washington -56 hours per calendar year Holiday pay, including Floating Holidays -13 days per calendar year Work, Personal and Family Time - up to 40 hours per calendar year Parental Leave - 480 hours within one year of the birth/adoption/foster care of a child Bereavement Leave - 240 hours for an immediate family member: 40 hours for an extended family member per calendar year Caregiver Leave - 80 hours in a 52-week rolling period10 days Volunteer Leave - 32 hours per calendar year Military Spouse Time-Off - 80 hours per calendar year For additional general information on Company benefits, please go to: - https://www.careers.jnj.com/employee-benefits

Job Description The Team The Talent Marketing team at General Motors is where storytelling, strategy, and data come together to attract the people who will redefine mobility. We act as the marketing engine for Talent Acquisition—building high-impact campaigns across our careers website, paid media, social, events, and other channels that connect the right talent with the right opportunities at GM. From crafting compelling employer brand narratives to optimizing full-funnel recruitment campaigns, we turn insights into action to elevate every candidate touchpoint. The Role The Talent Media Lead oversees our paid media strategies and manages our job board platforms to optimize performance in attracting and converting external talent across job boards, social media, and other career channels/platforms. The position enables talent acquisition partners with a pipeline of engaged talent who are interested in General Motors and strengthens our positioning as a global employer of choice.   Responsibilities • Leads GM’s career paid media channels, strategies, and activations from intake, launch and analysis of performance across activation channels.  • Manages relationships with vendors as it relates to paid media and advertising activations, as well as recruiter/sourcer seats on channels such as Dice, BuiltIn,Indeed, etc.  • Works in close partnership with GTA Operations and Talent Digital Marketing Lead to ensure job feeds, source codes and other necessary processes are functioning properly to aggregate open positions and report on organic and paid ROI.  • Manages paid media budget including forecast and reviewing historical trends.  • Analyzes, monitors, and reports on actionable insights and key performance indicators to assess performance and engagement for paid media campaigns.  • Researches and presents new lead generation opportunities to optimize paid media strategy.  • Adept in talent marketing trends and shares current and emerging opportunities, trends, and best practices with stakeholders.  • Creates and maintains campaign flights to offer real-time management of what active campaigns are currently running. • Uses workforce and talent insight resources to understand industry trends to prepare and launch campaigns to best reach needed talent pools.  Job Board Strategy • Manages our portfolio of job board partnerships including performance measurement, vendor communication, profile upkeep and capitalization of content opportunities. • Manages job board performance, including monthly reports and syncs insights to greater talent acquisition activities. • Continuously evaluates existing partnerships and explores other potential opportunities in the marketplace. • Works closely with Talent Content Strategist to ensure job board profiles and content opportunities are optimized. Qualifications • 5+ years of experience in recruitment marketingor marketing related field.  • Bachelor’s degree in marketing, advertising, or related field preferred.  • Experience with incrementality testing, Multi-touch attribution, and MMM (Marketing Mix Modeling) preferred. • Experience with career sites, XML job feeds or other recruitment programs preferred.  • Hands-on experience with LinkedIn Campaign Manager, Google Performance Max, Meta Ads Manager, Google Analytics preferred. • Experience with data analytics, performance dashboards and reporting. • Strong social and communications skills (verbal and written) with excellent organizational skills, time management and priority setting.  • Reviewing megatrends across competitors and tech companies to elevate strategies. Compensation The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. • The salary range for this role is $85,100 – $135,900. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. • Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. • Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more. GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc). This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate. About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. Why Join Us We believe we all must make a choice every day – individually and collectively – to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. Benefits Overview From day one, we're looking out for your well-being–at work and at home–so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources (https://search-careers.gm.com/en/working-at-gm/total-rewards) . Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire (https://search-careers.gm.com/en/how-we-hire) . Accommodations General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email (Careers.Accommodations@GM.com) us or call us at 800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying. We are leading the change to make our world better, safer and more equitable for all through our actions and how we behave. Learn more about: Our Company (https://search-careers.gm.com/en/working-at-gm/) Our Culture How we hire​​​​​​​ (https://search-careers.gm.com/en/how-we-hire/) Our diverse team of employees bring their collective passion for engineering, technology and design to deliver on our vision of a world with Zero Crashes, Zero Emissions and Zero Congestion. We are looking for adventure-seekers and imaginative thought leaders to help us transform mobility. Explore our global locations (https://search-careers.gm.com/en/locations/) We are determined to lead change for the world through technology, ingenuity and harnessing the creativity of our diverse team. Join us to help lead the change that will make our world better, safer and more equitable for all by becoming a member of GM’s Talent Community (beamery.com) (https://flows.beamery.com/generalmotors/talcom) . As a part of our Talent Community, you will receive updates about GM, open roles, career insights and more. Please note that filling out the form below will not add you to our Talent Community automatically; you will need to use the link above. If you are seeking to apply to a specific role, we encourage you to click “Apply Now” on the job posting of interest. The policy of General Motors is to extend opportunities to qualified applicants and employees on an equal basis regardless of an individual's age, race, color, sex, religion, national origin, disability, sexual orientation, gender identity/expression or veteran status. Additionally, General Motors is committed to being an Equal Employment Opportunity Employer and offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us at Careers.Accommodations@GM.com .In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

Arcadis is the world's leading company delivering sustainable design, engineering, and consultancy solutions for natural and built assets. We are more than 36,000 people, in over 70 countries, dedicated to improving quality of life. Everyone has an important role to play. With the power of many curious minds, together we can solve the world’s most complex challenges and deliver more impact together. Role description: Arcadis has an opening for a Recruitment Manager to join our Talent Acquisition team in North America and Canada for the Resilience recruitment team. You will own the recruitment process and will have a consultant’s mindset and the agility to work with different areas of the business. This role will support our Resilience Group throughout the US and Canada, as well as managing, directing and developing a team of experienced recruiters. Reporting to the Global TA Director, you will take direction, and be responsible for driving TA strategy in-country. This role provides a great opportunity to be a critical member of a high-performing team that is responsible for fueling the growth of Arcadis’s Resilience business area. The recruiter will act as a consultant to our managers, optimize the recruiting funnel, and architect a recruiting approach that allows for greater scalability. You will be a part of the North American recruiting team and utilizing creative sourcing strategies and techniques to attract key talent. The is a people-facing role that allows you to be the face of Arcadis to our amazing candidates as well as maintain professional and courteous communication to foster long-term relationships. This role will consistently maintain a requisition workload, as well as managing a team. The ideal candidate for this role will be able to build and maintain strong relationships with candidates and hiring teams while maintaining close attention to detail as needs and requirements change. Arcadis is a fast-paced environment, so the ability to meet deadlines while providing consultation to hiring teams is critical to success. Excel skills and system acumen are also key skills needed for this role, as you will work within an Applicant Tracking System (ATS) day to day. This role is part of a Global TA team, and as such we will expect a mindset of continuous improvement, international awareness, process development and ultimately best in class delivery. Role accountabilities: • Recruiting for a variety of positions including engineers, project managers, and other specialist roles as needed • Conducting intake calls with hiring managers to understand the position requirements; advising on job descriptions to ensure they accurately portray the positions. • Manage communication with candidates, including introductory phone screening, interview preparation, process overview, setting expectations, post-offer discussions, closing, and offer letter review. • Consistently develop and maintain a pro-active pipeline of potential candidates for future opportunities in various engineering and environment disciplines. • Maintaining accurate and concise records concerning all phases of the recruitment process including any compliance required. • Management, support and development of a team of recruiters to maximize delivery process improvement. Qualifications & Experience: • Minimum of 7 years of experience as a recruiter for engineering positions • Experience managing a remote team of TA professionals • Bachelor’s degree or relevant work experience • Proficiency in Microsoft Office Suite • Experience using recruiting technology tools (Experience using Oracle products). Why Arcadis? We can only achieve our goals when everyone is empowered to be their best. We believe everyone's contribution matters. It’s why we are pioneering a skills-based approach, where you can harness your unique experience and expertise to carve your career path and maximize the impact we can make together. You’ll do meaningful work, and no matter what role, you’ll be helping to deliver sustainable solutions for a more prosperous planet. Make your mark, on your career, your colleagues, your clients, your life and the world around you. Together, we can create a lasting legacy. Join Arcadis. Create a Legacy. Our Commitment to Equality, Diversity, Inclusion & Belonging We want you to be able to bring your best self to work every day which is why we take equality and inclusion seriously and hold ourselves to account for our actions. Our ambition is to be an employer of choice and provide a great place to work for all our people. We are an equal opportunity and affirmative action employer. Women, minorities, people with disabilities and veterans are strongly encouraged to apply. We are dedicated to a policy of non-discrimination in employment on any basis including race, creed, color, religion, national origin, sex, age, disability, marital status, sexual orientation, gender identity, citizenship status, disability, veteran status, or any other basis prohibited by law. Arcadis offers benefits for full time and part time positions. These benefits include medical, dental, and vision, EAP, 401K, STD, LTD, AD&D, life insurance, paid parental leave, reward & recognition program and optional benefits including wellbeing benefits, adoption assistance and tuition reimbursement. We offer nine paid holidays and 15 days PTO that accrue per year.

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at https://www.jnj.com Job Function: Human Resources Job Sub Function: Talent Management Job Category: Professional All Job Posting Locations: New Brunswick, New Jersey, United States of America, Orlando, Florida, United States of America Job Description: We are searching for the best talent for a Director of Executive Development located in New Brunswick, NJ or Orlando, FL. The Director – Executive Development is a pivotal role responsible for advancing the readiness of high-potential Directors and Vice Presidents for critical enterprise roles. As the strategic right hand to the Global Head of Executive Development, this leader translates enterprise leadership-development priorities into comprehensive, future-ready solutions that integrate experiences, education, and exposure. The Director owns the end-to-end accelerated development portfolio—designing and delivering high-quality programs, capability-building experiences, and executive accelerators—and ensures offerings form a cohesive pathway that strengthens leader readiness and confidence in the leadership pipeline. This role brings deep expertise in executive development, AI-enabled rapid prototyping, experience design, and insight-driven iteration, and serves as a collaborative, team-first integrator across Executive Talent Development and Talent Management to align development solutions with leadership expectations and talent processes. Key Responsibilities • Translate leadership-development priorities into actionable, high-impact development experiences for high-potential Directors and Vice Presidents. • Design and deliver integrated learning experiences, applied practice opportunities, and exposure-based components that strengthen leaders’ enterprise capability. • Own and manage the end-to-end accelerated development portfolio, ensuring offerings are cohesive, high-quality, and aligned to readiness needs. • Apply rapid prototyping, iterative testing, and AI-enabled tools to design, refine, and scale development solutions. • Integrate data, leader insights, and external benchmarks to continuously evolve program quality and portfolio effectiveness. • Partner with senior leaders, HR, and Talent Management to ensure development offerings reinforce leadership expectations and strengthen confidence in successor readiness. • Collaborate across Executive Talent Development to ensure alignment, seamless handoffs, and consistent standards across the executive-development ecosystem. • Deliver executive development sessions with strong facilitation, communication, and executive presence. • Ensure flawless execution of programs with disciplined attention to quality, sequencing, and participant experience. • Build and maintain feedback loops, dashboards, and AI-supported analytics to evaluate program impact and drive continuous improvement. Required Qualifications • Bachelor’s degree in organizational psychology, Instructional Design, Human Resources, Business Administration, Leadership Development, or related field. • 10+ years of experience in Leadership Development, talent management, and/or executive coaching • Demonstrated expertise in executive development design, applied capability building, and experience architecture. • Proven ability to design and deliver comprehensive development solutions for high-potential leaders. • Strong portfolio-management capability, integrating multiple offerings into a cohesive pathway. • Mastery of MVP-style rapid prototyping, iterative design, and insight-driven refinement. • Advanced AI fluency—uses AI tools to accelerate design, generate content, personalize experiences, support analytics, and enhance operational efficiency. • Exceptional communication, influence, and change-management capabilities, able to create alignment and engagement across senior audiences. • Strong inclusive leadership behaviors: team-first orientation, high trust, collaboration, transparency, and accountability. • Ability to synthesize data and insights into actionable recommendations and experience enhancements. • High learning agility, proactive ownership mindset, adaptability, and comfort operating in complex, fast-moving environments. Preferred Qualifications • Experience collaborating with external thought leaders, institutions, or executive-education partners. • Experience supporting executive transitions, onboarding, or coaching engagements. • Background in global, multi-industry, or highly matrixed environments. Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act. Johnson & Johnson is committed to providing an interview process that is inclusive of our applicants’ needs. If you are an individual with a disability and would like to request an accommodation, please contact us via https://www.jnj.com/contact-us/careers or contact AskGS to be directed to your accommodation resource. #LI-Hybrid Required Skills: Preferred Skills: Advanced Analytics, Consulting, Cultural Communications, Employee Development Planning, HR Strategic Management, Human Resources Consulting, Mentorship, People Performance Management, Process Improvements, Relationship Building, Skills Management, Succession Planning, Tactical Planning, Talent Management, Technical Credibility The anticipated base pay range for this position is : $150,000.00 - $258,750.00 Additional Description for Pay Transparency: Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)). This position is eligible to participate in the Company’s long-term incentive program. Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits: Vacation –120 hours per calendar year Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year Holiday pay, including Floating Holidays –13 days per calendar year Work, Personal and Family Time - up to 40 hours per calendar year Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year Caregiver Leave – 80 hours in a 52-week rolling period10 days Volunteer Leave – 32 hours per calendar year Military Spouse Time-Off – 80 hours per calendar year For additional general information on Company benefits, please go to: - https://www.careers.jnj.com/employee-benefits