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Partner with Talent Management to develop and deliver a variety of strategic projects related to people strategy, including performance management, leadership development, and HR technology. Minimum of 7 years of experience in HR, ideally with at least 4 years in a people strategy, consulting or employee-experience related role.
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You will have the opportunity to create meaningful experiences that deliver on the ever-evolving needs of our customers, and your work will impact millions of people around the world. You’ll lead architecture, design, implementation and deployment of large-scale critical and complex financial applications, owning all aspects of solutions end-to-end, through full stack software development.
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The Head of People Business Partnerships & Employee Relations will report directly to the CPO and will directly manage a select group of senior PBPs while leading the entire PBP organization at Lyft. They will also work closely and collaboratively with Talent Acquisition, Total Rewards, People Systems & Operations, People Analytics, DEIB, and Team Member Experience leads.
$212,000 - $265,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Oversee People Operations, including compensation and benefits, employee relations, retention and workplace experience. Continuously improve people operations processes and systems for efficiency and scalability.
$220,000 - $260,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Project Overview: As part of a team with a mission to power People Ops to deliver exceptional customer service to Googlers & Candidates, you will assume ownership and end to end responsibility over risk & compliance initiatives for the vendor portfolio.
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Synthesize people analytics and workforce data to gain insights, measure progress, identify issues and make data-driven decisions to course-correct as needed. The Sr. Manager, People Strategy will lead and oversee a variety of strategic projects within the People Team. This role will be responsible for designing, planning, and implementing strategic initiatives that drive performance and engagement, as well as transform our employee experience.
$120,000 - $160,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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The Doordash People Application team is looking for an Automation Engineer with demonstrated experience and knowledge in robotic process automation (RPA) to improve both our talent acquisition and employee experience.
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This is a fully remote position that reports directly to the Senior Manager, People. 4+ years as a People/HR BP, preferably with experience at fast-growing health-tech or health-adjacent companies.
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This role involves managing various HQ projects, including recruitment, payroll, onboarding, and terminations, as well as overseeing the HRIS, ADP Workforce Now. We seek someone who is detail-oriented and enthusiastic about supporting people to contribute to our dynamic and dedicated team.
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Reporting to the Director of People Business Partners & Programs, you will spearhead partnerships with our Marketing and Revenue teams, serving as a trusted advisor to key stakeholders such as the Chief Marketing Officer and Chief Revenue Officer.
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You will be a strategic partner advising and coaching on all aspects of People business partnering with priority focus on organizational design, proactive talent planning, function-specific learning and development, performance and development processes, and application of company-wide People practices to meet employee experience goals.
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We’re a remote team that’s looking for smart and driven people who care deeply about the LGBTQ+ community to help us grow and scale HER to millions more queer folks across the world. HER helps lesbian, bisexual and queer people meet each other.
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Ability to closely align People strategy to present business priorities – particularly as the organization progresses through new stages of scale and growth. Memfault is searching for an exceptional Director of People to lead and execute an HR strategy that cultivates engagement, productivity, and happiness across our rapidly-scaling, high-performing global team.
$250ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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PEOPLE WITH DISABILITIES FOUNDATION (PWDF) is a small nonprofit in San Francisco that focuses on equal access for clients with psychiatric, developmental or neurological disabilities. Most importantly, candidates must be committed to providing advocacy for people with primarily but not exclusively mental and/or developmental disabilities (DD) and/or neurological impairments and must be willing to work enthusiastically toward achieving PWDF’s mission.
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Own People analytics, including the collection and analysis of data from a variety of sources, identification of key metrics and actionable trends and patterns, and delivery of recommendations for programs and activities to improve upon the findings.
$250ExpandApply NowActive JobUpdated 3 days ago
Title: people Company: Loft Orbital in San Francisco, Fredericksburg, Virginia
FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.