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Job Description

HIGHLIGHTS ...

• PAID TRAINING! (Elite level sales training is provided)
• NO COLD CALLING! (We provide WARM leads to call back and close)
• 6-FIGURE EARNING POTENTIAL (for On-Track production and earnings)

Our fast-paced growing insurance agency is seeking a sales experienced, passionate, self-driven, sales person to sell Home & Auto policies ! As a full-time insurance sales producer you will help individuals and families secure their tomorrows.

Benefits

• Hands on Training
• Mon-Fri Schedule
• Career Growth Opportunities
• PAID Training
• NO COLD CALLING
• HIGH INCOME POTENTIAL

Responsibilities

Your job duties will include

• Make outbound calls to connect with new business clients via telephone
• Explain policy coverage and customize their policy to their personal needs
• Meet new business production goals and objectives as established
• Manage appointment calendar, calls, and emails

Requirements

• PRIOR SALES EXPERIENCE IS REQUIRED!!
• Possess a genuine willingness to learn, be coach-able, and work under pressure!
• Be a great self-starter with a sense of urgency
• Be a fantastic presenter
• Strong communication skills, both oral and written
• Be capable of handling customer rejection
• Must be skilled at typing (60+ wpm)
• Must enjoy talking with people and be confident on the phone
• Must be 18 or older (background check will be performed)
• Have no felonies
• Must have reliable transportation
• Preferably live in or near South Arlington 76017
• Bilingual is beneficial (not required, but helpful)
• Must complete the online Assessment to be considered.
• NOT a remote position
• M-F 10:00a - 6:30p

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Hotel Saint Vincent, managed by MML Hospitality, seeks a Director of Human Resources to guide the employee experience and culture at a New Orleans landmark. You will own hiring, onboarding, engagement, and policy compliance, reporting to the General Manager and sitting on the executive committee.

The role emphasizes boutique branding, design-forward standards, and a people-first approach to hospitality, with a focus on talent pipelines and complex labor regulations.

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New Communities, Inc. (NCI) seeks a Director of Human Resources to join the Executive Leadership Team in Maine. This strategic, hands-on leader will shape HR strategy, oversee all HR operations, and drive recruitment, retention, regulatory compliance, and data-driven insights with Paylocity HRIS.

The role reports to the President & CEO, guiding a high-performing team and delivering value to 350+ staff across Maine. This is a mission-driven, impact-focused opportunity in a respected nonprofit.

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VOI is seeking a Head of Fleet Management (UK&I) to lead ~150 people across warehouses and field operations, reporting to the General Manager. This senior, hands-on role involves steering strategy, budget planning and cross-functional delivery to keep vehicles, facilities and equipment available and cost-efficient.

You will drive P&L performance, collaborate with UK&I leadership, recruit and develop leaders, and ensure a safe, scalable fleet operation as the business grows across multiple cities.

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Concordia Group is seeking an experienced, hands‑on, bi‑lingual Senior HR Manager to oversee all aspects of human resources practices and processes across the organization. The Senior HR Manager will serve as the primary resource for employee‑related matters and partner closely with leadership and managers to build a high‑performing, engaged, and positive workplace culture.

This position requires an HR professional with strong experience in the construction or telecommunications industries, who can balance strategic HR leadership with day‑to‑day execution supporting a 250 employee population. The ideal candidate will have demonstrated expertise in employee relations, compliance, performance management, compensation, benefits, talent management, management training, and HR process improvement.

The Senior HR Manager will be a trusted advisor to company leadership and field and corporate managers, helping ensure that HR practices support Concordia Group's continued growth while maintaining consistency, fairness, and compliance.

Pay Range:$120,000 – 130,000 annually plus bonus

Factors, such as but not limited to, geographical location, relevant experience, education, and skill level may impact the pay for this position

Benefits:

• 401K – with company match up to 6%
• Healthcare: Medical, Dental, Vision
• Company paid life insurance
• Short- and long-term disability benefits
• Vacation pay and sick pay
• Minimum of 10 paid holidays
• 1 floating holiday per year
• Endless opportunities for growth!

Key Responsibilities

HR Strategy & Leadership

• Develop and implement HR strategies and initiatives aligned with Concordia Group's overall business objectives.
• Develop and monitor HR strategies, systems, policies, procedures, and processes across the organization.
• Support current and future business needs through effective workforce planning, talent development, employee engagement, and retention.
• Promote Concordia Group's corporate values and foster a positive, inclusive, and high-performance culture.
• Provide HR metrics and reporting to management to support data-driven decision-making.

Employee Relations

• Serve as a trusted advisor to employees and managers on workplace issues, policies, and HR practices.
• Lead employee investigations, including gathering information, conducting interviews, documenting findings, preparing conclusions, and recommending appropriate actions.
• Address employee grievances, interpersonal conflicts, and workplace concerns in a fair, consistent, and timely manner.
• Provide guidance to managers regarding performance issues, disciplinary actions, and terminations.
• Partner with management to improve working relationships, employee engagement, and retention.
• Experience with employee injury cases and related employee‑relations matters is highly desirable.

Performance Management & Management Development

• Lead and improve the company's performance review process.
• Implement and manage automated performance management systems.
• Develop training modules and resources to help managers effectively conduct performance reviews and manage employee performance.
• Design and implement management training programs, particularly in environments where formal management‑development processes are being established.
• Identify organizational training needs and develop, implement, and monitor training programs.

Recruiting, Onboarding & Talent Management

• Oversee the hiring, onboarding, training, development, and retention processes in partnership with the recruiting team.
• Support recruiting strategies that meet the needs of a growing telecommunications/general contracting workforce.
• Develop practices that improve employee retention, engagement, and career development.
• Support workforce planning for construction, field, warehouse, engineering, and corporate functions.

Compensation & Benefits

• Conduct compensation research and market analysis.
• Develop and maintain competitive salary ranges while ensuring internal equity across construction, warehouse, engineering, and corporate positions.
• Oversee benefit enrollment and administration.
• Manage and provide final review of benefit analysis and recommendations.
• Partner with leadership and benefit providers to evaluate and improve benefit programs.

HR Policies, Compliance & Risk Management

• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Develop and maintain HR policies, procedures, SOPs, and employee documentation.
• Create and streamline standardized offer letter templates and employment agreements, including restrictive covenant provisions where appropriate.
• Oversee required HR compliance reporting, including EEO-1, 401(k) Summary Plan reporting, Form 5500, nondiscrimination testing, and other applicable filings.
• Stay current on employment legislation, regulatory changes, and HR best practices and communicate relevant changes to leadership.
• Ensure consistent application of HR policies across multiple locations and employee groups.

Team Leadership

• Lead, develop, and support the HR team, including HR Generalists, Payroll Specialists, Recruiters, and other HR personnel.
• Experience managing a team of six or more HR professionals is preferred.
• Establish clear expectations, processes, and accountability within the HR function.

Multi-Location Support

• Travel quarterly to Concordia Group's other office locations, including Denver, Kansas City, Pittsburgh, and Las Vegas, to support employees and management and ensure consistency in HR practices.

Required Qualifications

• Proven experience as an HR Manager or HR leader, preferably within the telecommunications or construction industries supporting a workforce of 250.
• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Bilingual English/Spanish
• In-depth knowledge of federal and state employment laws and HR best practices.
• Demonstrated experience handling complex employee‑relations matters and workplace investigations. Experience handling employee injury and workers' compensation‑related employee‑relations matters
• Experience with performance management and automated performance review systems.
• Demonstrated experience developing and implementing management training programs.
• Strong compensation‑management experience, including market research, salary-range development, and internal equity analysis.
• Experience overseeing benefit programs and benefit analysis.
• Experience developing HR policies, SOPs, employment documents, and offer letter templates.
• Experience with HR compliance reporting, including EEO-1, 401(k), Form 5500, nondiscrimination testing, and related requirements.
• Demonstrated experience leading and developing an HR team and a geographically dispersed, field-based workforce
• Strong knowledge of HR metrics and the ability to translate HR data into actionable business recommendations.
• Excellent communication, interpersonal, organizational, and problem‑solving skills.
• Ability to exercise sound judgment, maintain confidentiality, and handle sensitive employee matters professionally.
• Willingness and ability to travel quarterly to other Concordia Group locations.

Concordia Wireless is a division of Concordia Group. Concordia Wireless. is a drug and alcohol free workplace including marijuana. Concordia Wireless is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

#INDHP

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Delaware Nation Industries seeks a Senior Advisor to support the Office of Policy Planning and Resource (R/PPR) in the Bureau of Public Diplomacy. The role focuses on studying PD workforce needs, developing human capital strategies, and coordinating with HR offices and senior leadership to advance U.S.

foreign policy goals. Candidates should bring extensive leadership experience, strategic planning expertise, and a track record of implementing PD initiatives in overseas and domestic settings.

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**JLL empowers you to shape a brighter way**.Our people at JLL are shaping the future of real estate for a better world by combining world class services, advisory and technology for our clients. We are committed to hiring the best, most talented people and empowering them to thrive, grow meaningful careers and to find a place where they belong. Whether you’ve got deep experience in commercial real estate, skilled trades or technology, or you’re looking to apply your relevant experience to a new industry, join our team as we help shape a brighter way forward.**Director of Talent Acquisition:**We are seeking a strategic Director of Talent Acquisiton to lead talent acquisition initiatives across our high-growth account in Canada and the United States.This leadership role will drive organizational talent strategy, oversee high-volume recruitment operations, and serve as a strategic business partner to senior leadership. The position requires a results-driven leader who can scale recruitment processes, optimize team performance, and align talent acquisition with strategic business objectives in a fast-paced, dynamic environment. This role can be based in the following locations: Atlanta, GA | Chicago, IL | Dallas, TX | Austin, TX | Houston TX | Milwaukee, WI and is required to be on-site 3 days a week in a JLL office. **STRATEGIC RESPONSIBILITIES*** Partner with account leaders to develop and execute talent strategies that support organizational growth and account-specific objectives* Lead comprehensive workforce planning initiatives, anticipating future talent needs and building proactive recruitment strategies for critical roles* Drive enterprise-wide recruiting metrics and analytics, providing executive-level reporting on talent acquisition performance, market trends, and competitive intelligence* Establish and optimize scalable recruitment processes capable of handling high volume placements while maintaining quality and candidate experience standards* Build and mentor high-performing recruiting teams, implementing best practices for sourcing, screening, and candidate assessment across multiple markets **OPERATIONAL EXCELLENCE*** Oversee full-cycle recruitment for senior-level and high-volume positions, managing complex hiring processes from strategy development through onboarding* Develop and maintain executive-level relationships with key stakeholders, serving as trusted advisor on talent market conditions and recruitment strategy* Create comprehensive talent pipeline strategies, building warm candidate pools for critical functions and hard-to-fill roles* Implement advanced sourcing methodologies including executive search, competitive intelligence, and strategic networking to identify top-tier candidates* Design and execute recruitment marketing strategies to enhance employer brand and attract passive candidates in competitive markets **QUALIFICATIONS*** Bachelor's degree required; MBA or advanced degree preferred* 8+ years of progressive recruiting leadership experience with proven track record in high-volume environments (1000+ placements annually)* 5+ years in senior leadership roles with direct reports and P&L responsibility for recruiting operations* Demonstrated expertise in strategic workforce planning and executive-level stakeholder management* Advanced proficiency in ATS platforms (Workday strongly preferred), recruitment analytics, and HR technology stack* Executive search or retained search experience highly valued **LEADERSHIP COMPETENCIES*** Proven ability to drive results in ambiguous, fast-paced environments while maintaining operational excellence* Strategic mindset with strong business acumen and ability to translate business objectives into talent strategies* Exceptional executive presence and communication skills, comfortable presenting to C-suite and board-level audiences* Advanced analytical capabilities with experience in workforce analytics, market intelligence, and predictive modeling* Change management expertise with track record of scaling recruiting operations and implementing process improvements* Strong emotional intelligence and relationship-building capabilities across all organizational levels This position does not provide visa sponsorship. Candidates must be authorized to work in the United States without sponsorship. **Expected compensation for this position:** 120,000.00 – 150,000.00 USD per year *Final compensation packages are determined by various considerations including but not limited to candidate qualifications, location, market conditions, and internal considerations.* **Location:**On-site –Atlanta, GA, Austin, TX, Chicago, IL, Dallas, TX, Houston, TX, Milwaukee, WI If this job description resonates with you, we encourage you to apply, even if you don’t meet all the requirements. We’re interested in getting to know you and what you bring to the table!**Personalized benefits that support personal well-being and growth:** JLL recognizes the impact that the workplace can have on your wellness, so we offer a supportive culture and comprehensive benefits package that prioritizes mental, physical and emotional health. Some of these benefits include:* 401(k) plan with matching company contributions* Comprehensive Medical, Dental & Vision Care* Paid parental leave at 100% of salary* Paid Time Off and Company Holidays* Early access to earned wages through Daily Pay At JLL, we harness the power of artificial intelligence (AI) to efficiently accelerate meaningful connections between candidates and opportunities. Using AI capabilities, we analyze your application for relevant skills, experiences, and qualifications to generate valuable insights about how your unique profile aligns with the specific requirements of the role you're pursuing.***JLL Privacy Notice***Jones Lang LaSalle (JLL), together with its subsidiaries and affiliates, is a leading global provider of real estate and investment management services. We take our responsibility to protect the personal information provided to us seriously. Generally the personal information we collect from you are for the purposes of processing in connection with JLL’s recruitment process. We endeavour to keep your personal information secure with appropriate level of security and keep for as long as we need it for legitimate business or legal reasons. We will then delete it safely and securely.For more information about how JLL processes your personal data, please view our Candidate Privacy Statement.For additional details please see our career site pages for each country.For candidates in the United States, please see a full copy of our Equal Employment Opportunity policy here.Jones Lang LaSalle (“JLL”) is an Equal Opportunity Employer and is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process – including the online application and/or overall selection process – you may email us at This email is only to request an accommodation. Please direct any other general recruiting inquiries to our Contact Us page > I want to work for JLL.Pursuant to the Arizona Civil Rights Act, criminal convictions are not an absolute bar to employment.Pursuant to Illinois Law, applicants are not obligated to disclose sealed or expunged records of conviction or arrest.Pursuant to Columbia, SC ordinance, this position is subject to a background check for any convictions directly related to its duties and responsibilities. Only job-related convictions will be considered and will not automatically disqualify the candidate.**California Residents only**If you are a California resident as defined in the California Consumer Privacy Act (CCPA) please view our Supplemental Privacy Statement which describes your rights and disclosures about your personal information. If you are viewing this on a mobile device you may want to view the CCPA version on a larger device.Pursuant to the Los Angeles Fair Chance Initiative for Hiring Ordinance, JLL will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.Accepting applications on an ongoing basis until candidate identified.
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Four Sea Group in San Francisco, CA is seeking an experienced HR Business Partner to align HR initiatives with strategic goals, foster inclusive culture, and drive leadership development within the OWBC team.

You will advise leadership on HR policies, workforce planning, DEI, compensation management; partner across organization to improve engagement and performance; handle confidential information with integrity.

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Lynchburg Beacon of Hope is seeking an Executive Director to guide the organization into its next growth chapter, ensuring mission impact and financial sustainability. The ED will lead programs, staff, fundraising efforts, and stakeholder engagement across the Lynchburg region and beyond, aligned with the FY27–FY31 strategic plan.

The role requires strategic and hands-on leadership, collaboration with partners and schools, and a commitment to access to education and workforce development for

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Spokane, United States | Posted on 10/05/2026

We’re building a team of people who want more than an average job.

Panamera is hiring appointment setters to talk with homeowners and book free painting estimates. No selling experience needed, we will train you. Just bring energy, work ethic, and the ability to talk to people.

Most reps land between $1,500-$3,000 weekly , with top performers pushing $5K+ .

If you want a team that’s competitive, fast-paced, and actually pays for performance, this is it.

What We’re Looking For:

• Driven, coachable people who want to win
• Comfortable talking to homeowners face-to-face
• Motivated to improve, earn more, and level up

Why Join Panamera:

• Commissions that stack to $1500-$3000 quickly
• Hands-on training from day one
• Tight-knit team with3 different advancement paths

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COMPANY PROFILE:

Our client is a large, internationally recognized law firm with deep roots in technology and venture capital work, built over decades of representing emerging companies from formation through exit. The firm maintains a substantial corporate and M&A practice alongside well-regarded private equity, intellectual property, cybersecurity and privacy, securities, and litigation groups. It is known for a collaborative, entrepreneurial culture and for strong internal support for attorney development, wellbeing, and an inclusive workplace, and it is regularly recognized by outside organizations for those efforts.

FEATURES AND BENEFITS of our Client

Our client offers a competitive compensation and benefits package based on experience and location. This is a hybrid role based in San Diego, CA, offering flexibility to work both onsite and remotely.

THE ROLE YOU WILL PLAY

• Work with practice group leaders and partners in charge of staffing to manage the work allocation process for associates in the group
• Monitor associate workloads and professional development, helping allocate new matters to ensure an equitable distribution of assignments consistent with client needs and individual professional development goals
• Track, aggregate, and analyze associate metrics, including availability information and utilization rates, partnering with practice group leaders and associates to support productivity goals for individuals and the practice group
• Coordinate with practice group leaders and other supervising partners to identify staffing needs and hiring targets, partnering with the Legal Talent team to ensure hiring efforts support the goals and needs of the group
• Support the associate performance review process, working with practice group leaders and Associate Review Committee members to ensure quality reviews are delivered in a timely fashion
• Help monitor associate evaluations, prepare review delivery scripts, and facilitate the delivery of formal reviews; work with associates to implement feedback received, collaborating with Professional Development team members to provide coaching where necessary
• Meet regularly with practice group leaders to identify high-performing associates and associates who may be having specific challenges, so that appropriate mentoring, training, and other actions can be taken in a timely manner; facilitate frequent feedback between partners and associates
• Partner with Legal Talent and other internal administrative departments to facilitate successful attorney on-boarding and integration, including conducting department orientation for new hires and building robust onboarding schedules; help conduct exit interviews to leverage departing associate feedback to improve the associate experience
• Collaborate with Professional Development and Legal Education team members to develop, enhance, and implement legal and professional skills training programs and initiatives that support associate development
• Collaborate with the firm's Attorney Licensing and Compliance team to ensure associates obtain and maintain their licensure requirements and engage in continuing legal education aligned with development goals
• Collaborate with the firm's Diversity and Inclusion team to champion and implement initiatives and events, promote best practices in commitment to an inclusive culture, and serve as a resource for diverse attorneys
• Collaborate with HR/Wellness teams to promote the wellness of associates

BACKGROUND PROFILE

• Following onboarding, exhibit proficiency in the Microsoft Office suite, iManage, and other firm applications
• Ability to work extended and/or weekend hours, as required
• Ability to travel, as required
• 5+ years of direct experience with staffing and work allocation in a large law firm or professional services organization, or 5+ years of combined law firm professional development and prior law practice experience, preferably in a large law firm environment
• Senior-level candidates should have 7+ years of applicable experience in the field, including 2+ years of exempt/management experience in relevant roles
• JD degree preferred
• Substantial experience in work allocation, talent management, career coaching, professional development, and/or personnel management preferred
• Ability to establish rapport and build relationships and credibility with internal stakeholders
• Excellent interpersonal, oral (listening and speaking), and written communication skills
• Ability to respect and maintain highly sensitive or confidential information
• Excellent people management skills, including serving as a mentor or coach
• Professional demeanor and the ability to use initiative, diplomacy, and tact
• Ability to make independent judgments and decisions based on a set of principles rather than rules
• Ability to communicate effectively and appropriately with multiple constituencies
• Detail-oriented, organized, and driven, with the desire to take ownership of projects and responsibilities while also working collaboratively in a team-oriented environment
• Strong time management skills and the ability to prioritize multiple tasks quickly and efficiently

ABOUT ABA Search

At ABA, we value professionalism, honesty, and hard work. We are positive, innovative thinkers who use creativity to turn challenges into opportunities. We love to learn and continuously seek new ways to deepen our expertise in the Legal and Life Sciences industries. We are passionate about staffing and committed to the success of our clients and candidates. That is what makes us “the name to know in recruitment.”

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About the Role

Our Client is hiring its first dedicated HR professional to own and strengthen core HR operations as the company continues to grow. This is a greenfield opportunity to bring clear ownership and scalable processes to a function currently shared across Operations and the business. The role is hands-on and execution-focused. You will own the day-to-day HR function, with emphasis on employee lifecycle management, compliance, and effective partnership with benefits providers and employment counsel. Building strong operational foundations is the immediate priority. Once fundamentals are in place, there is an appetite to expand into broader people initiatives such as culture, manager enablement, and employee experience. The right person is comfortable operating independently, enjoys bringing order to complexity, and is excited to be the first HR hire with meaningful ownership and room to grow as the company grows.

What You'll Own

• Own the full employee lifecycle: onboarding end to end (equipment, accounts, orientation, first-week experience), role changes, offboarding, and terminations
• Maintain employment documentation and records, including offer letters, employment agreements, and separation materials
• Keep Rippling clean, current, and accurate as the source of truth
• Serve as the primary internal owner for HR processes, including when working with external vendors and outside counsel
• Apply working knowledge of California employment law to guide HR decisions, especially around in-person workplace requirements
• Handle employee transitions, terminations, and severance with consistency, care, and sound judgment
• Serve as the go-to owner for benefits administration (health, retirement) and manage relationships with brokers and providers
• Partner closely with Finance, and sometimes take the lead, on payroll accuracy and compliance
• Build and document HR workflows that scale with the business, introducing structure where processes are currently informal or evolving
• As the function matures, take on broader people programs (performance management, manager enablement, employee experience)

Requirements

Must-Have

• Experience at a venture-backed company with ≥$10M in funding. This experience should ideally be the candidate’s most recent role
• 4–8 years of HR experience. Flexibility for candidates whose early career was in office management or recruiting coordination before moving into HR.
• Prior experience as a first or second HR hire at a Series A or B, venture-backed startup. One-of-one or one-of-two ownership is the signal.
• California employment law fluency, with familiarity with in-person workplace considerations.
• Strong HRIS fluency (Rippling a plus) and ability to keep the system clean as the source of truth.
• Strong understanding of payroll fundamentals, with experience partnering with or leading payroll providers.
• Demonstrated experience handling employee transitions, terminations, and severance in a thoughtful, compliant way.
• Comfortable being the primary HR owner in a fast-moving environment, with the discernment to bring in counsel or partners when the stakes require it.
• Based in the SF Bay Area and willing to work in-person 5 days a week in Dogpatch.

Nice-to-Have

• Rippling specifically
• Experience supporting a significant sales team (OTE, accelerators, multipliers, commission complexity)
• Multi-state or international employment exposure
• Experience building or supporting performance management processes
• Prior exposure to broader People Ops work (manager enablement, engagement, culture programs)

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Oso Home Care, Inc. seeks an experienced Infusion Intake & Authorization Manager to lead the daily operations of our Intake and Authorization Departments within our specialty home infusion organization.

This role oversees intake through benefit verification, prior authorization, financial clearance, and patient admission, ensuring accurate, efficient processing and regulatory compliance. The ideal candidate will manage high-volume workflows, collaborate with Pharmacy, Nursing, Reimbursement,

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Fur is a body care brand redefining how we treat our skin and hair, from head to toe. We’re looking for a Fractional People Ops Manager in NYC to blend strategic HR design with hands‑on execution, starting March 2026, on a contract basis at ~10 hours/week.

You will report directly to the CEO and partner with the VP of Finance as the culture and compliance engine—overseeing Talent & Lifecycle, HR Operations with Rippling, and events and engagement.

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About Ampirical

At Ampirical, we're shaping the future of the power grid with precision, innovation, and purpose. Just as the ampere is the foundation of electric current, Ampirical is a core force driving the energy sector forward. We focus on quality, forward-thinking solutions, and empowering our team to grow and thrive.

We don’t just build projects—we build careers. If you’re looking for a place where your contributions matter and your professional development is supported every step of the way, we’d love to meet you. Watch this video to get a glimpse into our culture.

Why Ampirical?

• Salary Range : $120,000 - $150,000 (dependent on experience, education, and qualifications)
• Bonus : Semi-annual, performance-based (12.5% to 25% of salary)
• Day-One Benefits : Medical, Dental, Vision
• 401(k) with 4% match and immediate vesting
• PTO : Starting at 80 hours of vacation & 40 hours of sick time per year + 10 paid holidays
• Flexible Work Schedule : Every other Friday off
• Career Development : Advancement opportunities, tuition reimbursement
• Perks : Gym membership stipend, wellness program, fertility benefits, pet insurance, and more

Your Role: Principal Technical Recruiter

What You’ll Do

The Principal Recruiter is a senior individual contributor within Talent Acquisition who owns recruiting for senior leadership and niche-skill roles across Ampirical. The role develops and executes relationship-driven, network-based sourcing strategies to reach candidates in small, specialized talent pools who are rarely active on the job market, and maintains long-term pipelines of known leaders and specialists for anticipated needs. The Principal Recruiter leads intake, assessment, and offer negotiation for these searches and advises executives, department heads, and business unit leaders on market conditions, compensation positioning, and realistic hiring timelines. The role also mentors Recruiters and Sr. Recruiters and ensures searches adhere to EEOC requirements, company policy, and confidentiality standards.

• Own sourcing strategy for senior leadership and niche-skill hires across the organization, using a relationship-driven, network-based approach to identify and engage individuals in small talent pools who are rarely active on the job market. Apply market mapping, referral networks, association and community engagement, and competitor intelligence to reach them.
• Build and maintain long-term pipelines of known leaders and specialists for anticipated needs, nurturing relationships before a requisition opens. Track market-mapping, outreach, engagement, and referral-source metrics to measure the effectiveness of sourcing and refine strategy.
• Facilitate high-touch intake sessions with senior leaders to define success profiles, must-have vs. nice-to-have competencies, and realistic scope for scarce-skill roles. Lead assessment and selection, evaluating technical depth, leadership capability, and cultural alignment, and advise hiring leaders on candidate readiness and selection risk.
• Present well-vetted candidates with detailed assessments, market context, and compensation positioning; manage sensitive offer negotiations and counteroffers with transparency.
• Act as a trusted advisor to executives, department heads, and business unit leaders; translate leadership and niche talent needs into tailored search strategies and set realistic expectations on timing and market conditions. Provide regular, discreet updates on search progress, market feedback, and pipeline health, and partner with Sr. Recruiters and Total Rewards to align searches with workforce planning and compensation strategy.
• Serve as a visible external ambassador for Ampirical, engaging passive leaders and specialists through personalized, relationship-first outreach; represent Ampirical at industry events, panels, and networking forums; and deliver a high-touch, confidential candidate experience from first contact through onboarding.
• Maintain current knowledge of the power and grid infrastructure talent landscape, including key employers, competitors, and emerging specialists; track compensation, mobility, and competitive movement within small talent pools; and prepare talent maps and candidate briefs, supported by compensation data, for leadership and niche roles.
• Ensure leadership and niche searches adhere to EEOC requirements, company policy, and confidentiality standards; maintain accurate ATS records, including market contacts, referral sources, and touchpoint history; and recommend process improvements to the recruiting team.
• Mentor Recruiters and Sr. Recruiters on networking-based sourcing, executive search techniques, and closing hard-to-fill candidates; support strategic hiring initiatives and succession planning with HR and business leaders; and report on time-to-fill, pipeline conversion, and quality of hire for leadership searches.

What You Bring

Education : Bachelors degree in Human Resources, Business, or another related field
Experience : 8+ years of recruiting experience, including senior leadership and niche-skill hiring (10+ years in lieu of a four-year degree)
Skills :

• Deep, current knowledge of the power and grid infrastructure talent landscape, including key employers, competitors, and emerging specialists.
• Demonstrated ability to run relationship-driven, network-based searches for passive candidates in small talent pools using market mapping, referral networks, and competitor intelligence.
• Proficiency with applicant tracking systems (ATS) and sourcing tools, including maintaining relationship and touchpoint history for small talent pools.
• Working knowledge of EEOC and OFCCP requirements as they apply to recruiting, and the ability to maintain confidentiality on sensitive searches.
• Ability to evaluate technical depth, leadership capability, and cultural alignment for senior and niche candidates, and to manage sensitive offer negotiations and counteroffers.
• Ability to analyze compensation, mobility, time-to-fill, pipeline conversion, and quality-of-hire data and to present talent maps, candidate briefs, and search recommendations to senior leadership.

Ampirical is an Equal Opportunity Employer, meaning we do not discriminate based on the following characteristics in our hiring and employment practices: Age, sex, color, race, creed, national origin, religion or religious attire, marital status, pregnancy (child birth or related medical conditions), citizenship status or amnesty, ancestry, sexual orientation, gender, gender identity, gender expression, transgender status, physical or mental disability, military or veteran status, genetic information, sickle-cell trait, status as a tobacco user or non-user, or any other classification protected by federal, state, or local law.

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Smithfield Foods is seeking a Senior Manager, Compensation. You will lead the Compensation Team, shape market pricing, job evaluations, salary structures, and analytics.

You’ll partner with HR, Finance, and business leaders to deliver data-driven compensation solutions and drive equitable pay practices across the organization. The role emphasizes strategic leadership, governance, and ongoing process improvement, with a focus on attracting and retaining top talent globally.

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Bond, Schoeneck & King PLLC of Syracuse, NY is seeking an associate to support its litigation and labor/employment practice. The role emphasizes collaboration within a team-driven culture and opportunities for professional growth.

Ideal candidates hold a New York Bar admission, a JD from an accredited law school, and 2–5 years of relevant experience with strong writing and time-management skills. Excellent client service and teamwork are essential assets for success.

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Company Overview:

ADT has been in the business of helping save lives since 1874. As the #1 smart home security provider in the U.S., we help protect and connect families, businesses and larger commercial customer every day. Our continuous innovation, advanced technology and strategic partnerships deliver products and services that help protect life and valuables, whether at home, your business or on the go. And as times change, so do we.Above all, our mission is clear: we help save lives for a living. Looking for a career where you can make a real impact? Join our team today and put purpose behind your paycheck. #WeAreADT

Check out more about life at ADT here.

What you should know about our team:

At ADT, our Sales team is at the heart of everything we do. We’re not just selling security systems, we’re helping protect what matters most. Whether it’s a family home or a small business, our sales professionals are trusted advisors who bring peace of mind to customers across the country.

What you will do:

As a Resale Sales Representative, you are not starting from scratch; you are reactivating interest and rebuilding trust with customers who already know ADT. That’s a powerful head start! These customers represent one of ADT’s strategic growth opportunities, and you will be at the forefront of re-introducing modern solutions that better meet this customer segment’s needs. You will:

• Re-engage previous customers, not cold-calling strangers. That means shorter sales cycles, higher conversion rates, and real potential to build lasting relationships.
• Provide personalized solutions that combine security, automation, and life safety features, all tailored to their space and lifestyle.

• Deliver compelling sales presentations and proposals to prospects, emphasizing the unique benefits and advantages of our products and services compared to competitors.
• Conduct post-installation follow-ups with customers to confirm that commitments were fulfilled and to generate referrals.
• Cultivate new business opportunities: identify and generate new sales leads to maximize outreach.

What you need to be successful:

We’re looking for self-motivated, tech-savvy individuals who are passionate about helping others and driven to succeed. If you thrive on connection, enjoy solving problems, and want to make a real impact while growing your career, you’ll fit right in.

• High school diploma or equivalent.
• Willing to travel within a designated territory using your own vehicle (mileage reimbursed).
• Valid driver’s license and clean driving record required; additional licensing may be needed based on location.
• Comfortable using technology to stay organized, efficient, and accountable in a fast-paced sales environment.
• Self-motivated and results-driven, with an entrepreneurial mindset; you thrive on uncovering new leads and closing deals that deliver real value.
• Strong communicator and natural relationship builder, able to consult with customers, understand their needs, and guide them to the right solution.
• Adaptable and flexible; you excel in dynamic environments and enjoy learning new systems and approaches.
• Consumer sales experience is preferred but not required.

How ADT invests in you:

Compensation:

Unlimited earning potential with uncapped commissions. Based upon performance, new sales advisors can expect to earn $105,000, while experienced sales advisors can earn over $150,000.

Additional Pay:

We equip you with specialized training and the tools you need to meet your financial goals. For your first 8 weeks of training, you’ll earn up to $4,000.

Benefits:

• Medical, dental, and vision insurance
• 401(k) with company match
• Tuition reimbursement
• Mileage reimbursement
• Short- and long-term disability, life insurance, and well-being programs
• Paid time off
• Culture of professional development and career growth opportunities
• Flexible work schedule to accommodate you and your customers’ needs
• Click here to view our full benefit offerings

Why you’ll love working here:

• We boldly shape the future , embracing change, taking smart risks, and continuously improving to create the best experiences.
• We lead by taking ownership , empowering you to make decisions, solve problems proactively, and support each other with empathy.
• We elevate to serve a greater purpose , going above and beyond to earn trust, celebrate wins, and value every perspective.
• We unite and win together , fostering teamwork, breaking down silos, and achieving shared goals through inclusivity and collaboration.

In the event a position is commission-based, compensation is solely based on the individual’s sales volume. This applies only to commission roles.

Los Angeles Applicants: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

Philadelphia Applicants: Background checks will be conducted during the employment process. Any information will be reviewed through an individualized assessment in accordance with the Philadelphia Fair Criminal Record Screening Standards Ordinance.

ADT is an Equal Employment Opportunity (EEO) Employer. We celebrate diversity and are committed to building an inclusive team that represents a variety of backgrounds, perspectives, and skills. ADT strives to ensure every employee and applicant feels valued. Visit us at jobs.adt.com/diversity to learn more.

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At HVAC RNTL, we move fast-delivering commercial HVAC rental solutions when and where they're needed most. From one-ton spot coolers to large-scale chillers and cooling towers, our team responds with speed and precision, whether it's a planned project or a 24/7 emergency.

If you're wired for problem-solving and thrive in a fast-paced environment, you'll fit right in. Our people set us apart—and with locations across the U.S., there's room to grow, take on big challenges, and make an immediate impact.

Remote / Travel / HQ Irving, TX

At HVAC RNTL, we're looking for an experienced HVAC sales manager who loves developing people, solving technical problems, working with customers, and growing a business.

This isn't a role where you'll spend your days managing people through reports and dashboards.

We want someone who wants to get into the field.

You'll travel with your sales team, walk jobs, meet customers, help think through complex temporary HVAC applications, develop territories, coach people, and help us decide where we should invest and grow next.

And you'll need to know HVAC.

Our Applied customers rely on us for more than equipment. They expect us to understand their systems, ask the right questions, anticipate challenges, and bring together the right equipment, people, and expertise to develop a solution that works.

You don't need to personally engineer every project or have every answer. But you should be comfortable talking about chillers, boilers, air handlers, pumps, airflow, water flow, temperature, pressure, power, controls, temporary distribution, and how these pieces interact in a temporary HVAC application.

If you've spent your career around commercial HVAC, that should feel natural.

What You'll Be Doing

Build and Develop a Great Sales Team

• Lead and develop a geographically dispersed team of Applied HVAC sales professionals.
• Spend significant time in the field coaching through customer visits, ride-alongs, job walks, and opportunity planning.
• Recruit great people and help them build successful careers here.
• Set clear expectations and hold people accountable.
• Coach people who are struggling and help high performers continue growing.
• Make the difficult people decisions that come with being a manager when necessary.
• Identify and develop the next generation of leaders.
• Build a team where people share knowledge, support one another, and enjoy winning together.

Help Your Team Solve Technical HVAC Problems

• Work alongside representatives on complex temporary heating and cooling applications.
• Help the team understand the customer's complete system and the problem we're trying to solve.
• Ask the questions that help us get scope right before equipment arrives onsite.
• Recognize when additional technical, operational, engineering, or safety resources need to be involved.
• Help continually raise the technical capability of the sales organization.

Grow the Business

• Own revenue growth and commercial performance across your markets.
• Establish budgets, forecasts, territory plans, and growth expectations.
• Help representatives develop their territories and customer relationships.
• Identify new geographies, verticals, customers, and applications where HVAC RNTL can win.
• Support major projects and strategic opportunities.
• Help leadership understand where fleet and resources should be invested based on what you're seeing in the market.

Stay Close to Customers

• Build relationships with contractors, engineers, facility leaders, end users, and strategic partners.
• Be in front of customers with your team.
• Help navigate technically complex projects and difficult customer situations.
• Encourage the team to solve the customer's problem rather than simply rent them a piece of equipment.
• Make it easy for customers to do business with us.

How We Lead

Our four Core Values are central to what we're building.

Prioritize People Know your team. Invest in them. Coach them. Challenge them. Help them grow. Hold people accountable while remembering there is always a person behind the number.

Own the Customer Experience Don't pass problems around. Take ownership, bring the right people together, communicate, follow through, and make it right.

Build Better Together Applied HVAC is a team sport. Sales, Operations, Service, technical resources, vendors, and customers all bring something to the table. We expect our leaders to collaborate, share expertise, and make the whole team better.

Deliver Results Move with urgency. Make decisions. Close loops. Keep commitments. Find solutions and get things done.

What We're Looking For

We're looking for someone who has actually lived in the HVAC world.

You should bring strong commercial HVAC knowledge along with a proven history of leading people. Ideally, you've worked in HVAC rental, applied equipment, mechanical contracting, commercial service, or another technical HVAC environment.

You should also have experience doing the real work of management-hiring people, developing them, promoting strong performers, addressing poor performance, making difficult personnel decisions, setting budgets, forecasting the business, and being accountable for your team's results.

Just as importantly, we're looking for someone who is professional, collaborative, curious, technically credible, comfortable with customers, and genuinely enjoys helping other people succeed.

Why HVAC RNTL?

We're not trying to become another big-box rental company.

We're building a focused HVAC organization where talented people have the ability to think, make decisions, solve problems, and take care of customers.

We believe accountability matters. Results matter. Technical excellence matters.

We want our managers spending time with customers and sales teams—coaching, teaching, solving problems, developing markets, and building relationships—not creating activity simply so another KPI can turn green.

We're part of the broader Meriton ecosystem, giving our teams access to capabilities and relationships beyond rental while still allowing us to operate with the speed, ownership, and entrepreneurial mindset our customers value.

If you're an experienced HVAC sales manager who misses being close to customers, enjoys developing people, understands the technical side of the business, and wants an opportunity to help build something— we'd like to talk with you.

Employment practices will not be influenced or affected by an applicant's or employee's race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship.

Salary ranges listed are dependent upon a candidate's qualifications, experience, internal equity, and the budgeted amount for the specific role and location.

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Lutheran Church Extension Fund (LCEF) seeks a District Vice President for Missouri to strengthen relationships with LCMS districts, congregations, schools and church workers, delivering lending, investment, ministry and real estate solutions. You will reside in the Greater St.

Louis area, travel regularly, and lead strategic district initiatives while aligning resources with priorities in a mission-driven, Christ-centered environment.

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Location: St. Louis, MO

Job Id: 276

# of Openings: 1

Who We Are

Lutheran Church Extension Fund (LCEF) is a trusted financial institution dedicated to starting, sustaining and strengthening Lutheran Church—Missouri Synod (LCMS) ministries. Since 1978, LCEF has provided financial resources, strategic guidance and innovative solutions to help congregations, schools, organizations and church workers achieve their goals. When you join our team, you’re not just building a career—you’re using your talents and applying your professional expertise to serve a higher purpose in a values-driven organization.

Why This Role Matters

The Assistant Vice President, District Solutions plays a key role in strengthening relationships between LCEF and the districts, congregations, schools, and church workers we serve. In this role, you will partner with District Vice Presidents and ministry partners to identify needs, provide solutions, and help advance opportunities that support ministry growth.

As a trusted partner and resource to districts and ministries, you will help connect organizations with financial, investment, ministry, and real estate solutions that support their mission. If you enjoy building meaningful relationships, solving challenges, and using your expertise to serve a Christ-centered mission, we invite you to consider this opportunity.

Geographic Territory

In this role, you will be based in the Greater St. Louis Area and support multiple LCMS districts and LCEF ministry partners across various regions of the country.

You must reside in the greater St. Louis metropolitan area at the time of employment and maintain a residence in the area throughout your employment. Due to the nature of this role and the regular business travel required, you must also live within reasonable proximity of and have reliable access to St. Louis Lambert International Airport.

What You’ll Do

As AVP, District Solutions, you will:

• Partner with District Vice Presidents to build and maintain relationships with congregations, schools, Recognized Service Organizations (RSOs), church workers, and district leaders.
• Initiate outreach and relationship-building activities to support account servicing, engagement, and compliance requirements while maintaining a high standard of customer care and professionalism.
• Assist with the development and execution of district plans that promote LCEF resources, new investment opportunities, lending solutions, and ministry partnerships.
• Support lending activities by assisting with loan documentation, submissions, maturities, annual credit reviews, and other lending-related processes in collaboration with internal teams.
• Collaborate with teams across LCEF, including lending, investments, ministry solutions, real estate solutions, operations, and administration, to support ministry partner needs.
• Build and maintain relationships with district leadership, boards, committees, congregations, and other ministry stakeholders.
• Participate in district events, conferences, workshops, meetings, and LCEF-sponsored activities to strengthen relationships and promote awareness of LCEF resources.
• Assist with budget planning, goal development, and measurement of district initiatives.
• Travel regularly to support ministry partners and LCEF events, including regional and national travel.

What You’ll Need

• Bachelor’s degree in business administration/management, finance, marketing, or related field.
• Three years of progressive responsibility and experience working in a financial institution or financial environment.
• Experience in business development, identifying opportunities and providing solutions.
• Active member of an LCMS congregation.
• Understanding of, and ability to verbalize, the mission of the church and LCEF.
• Reside within the Greater St. Louis, Missouri area and be located within reasonable proximity and convenient access to St. Louis Lambert International Airport.
• Willingness to travel both regionally and nationally up to 75%, including weekends and evenings. Comfortable travelling by both air and vehicle.
• Skilled at partnering with others to engage in problem-solving with the ability to clearly, concisely and accurately articulate issues/concerns and recommend solutions.
• Knowledge of financial principles, including accounting practices, financial statements (such as balance sheets, income statements, and cash flow statements), and key financial ratios relevant to commercial lending.
• Critical thinking and reasoning skills. Ability to assess, evaluate and provide sound judgment in carrying out duties. Understands business implications of decisions.
• Exceptional verbal and written communication skills with a demonstrated ability to conduct presentations and facilitate meetings. Ability to provide clear direction and feedback and can communicate effectively with various audiences including clergy and lay leadership.
• Ability to establish, cultivate and maintain effective interpersonal relationships. Collaborative and team mindset that establishes favorable relationships with both LCEF and District staff.
• Willingness to consider new ideas and approaches, as well as input from others. Shows sincere interest in collaboration and understanding other points of view. Works effectively with others toward common goals.
• Strong self-organization and self-management skills. Proven capability of managing multiple priorities effectively and efficiently with ability to perform under tight deadlines. Excellent attention to detail and follow-through.
• Results-driven, highly motivated, self-starter who is proactive, innovative and creative.
• Ability to exercise discretion and judgment in confidential matters.
• Working knowledge of Microsoft Office products, Salesforce or similar CRM, and collaborative business tools. Ability to learn, understand, and apply new technologies.
• Seeks self-development opportunities. Cooperates and participates fully in the coaching process, and actively seeks continuous learning to improve personal and team performance.
• Ability to effectively plan, develop and manage a budget.
• Ability to obtain state-mandated licenses within first 60 days of employment.

What We Offer

• Wellness resources for spiritual growth, physical health and social connection.
• Comprehensive compensation package, including the opportunity to participate in our Employee Incentive Program.
• Generous time off, including dedicated time off between Christmas and New Year’s Day.
• Health insurance with 100% of premiums covered by LCEF, retirement benefits (pension and 403(b) employer match), paid parental leave, and so much more.

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