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Loan IQ SDK Senior Lead Developer

The Loan IQ SDK Senior Lead Developer (Applications Development Technology Senior Lead Analyst - C14) is a senior level position responsible for establishing and implementing new or revised application systems and programs in coordination with the Technology Team. The overall objective of this role is to lead applications systems analysis and programming activities.

Responsibilities

• Lead integration of functions to meet goals, deploy new products, and enhance processes
• Analyze complex business processes, system processes, and industry standards to define and develop solutions to high level problems
• Provide expertise in advanced knowledge of applications programming and plan assignments involving large budgets, cross‑functional projects, or multiple projects
• Develop application methodologies and standards for program analysis, design, coding, testing, debugging, and implementation
• Utilize advanced knowledge of supported main system flows and comprehensive knowledge of multiple areas to achieve technology goals
• Consult with end users to identify system function specifications and incorporate into overall system design
• Allocate work, and act as an advisor/coach for developers, analysts, and new team members
• Influence and negotiate with senior leaders and communicate with external parties
• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm’s reputation and safeguarding Citigroup, its clients, and assets by driving compliance with applicable laws, rules and regulations, adhering to policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency

Qualifications

• 10+ years of relevant experience in Loan IQ SDK and API development
• Hands‑on development role with expectation to code daily
• Experience in implementing projects
• Experience in systems analysis and programming of software applications
• Demonstrated subject‑matter expert in Loan IQ Applications Development
• Demonstrated knowledge of client core business functions
• Demonstrated leadership, project management, and development skills
• Relationship and consensus building skills
• Experience with REST, JMS, SOAP, and microservices architecture
• Experience with Spring Boot, Swagger, Tomcat and JSON/XML processing
• Experience with messaging platforms (e.g., Kafka, TIBCO, IBM MQ)
• Strong knowledge of SQL
• Familiarity with Windows and Linux environments; ability to write shell and batch scripts
• Solid understanding of Java concepts including threading, collections, exception handling, JDBC, OOP/OOD, GoF design patterns, and file I/O
• Experience with CI/CD tools and processes

Education

• Bachelor’s degree/University degree or equivalent experience
• Master’s degree preferred

Applicants must be authorized to work in the U.S. for this position; Citi will not sponsor applicants for U.S. work authorization. The candidate must be located within commuting distance or be willing to relocate to the area.

Location: Jersey City, New Jersey, United States. Salary range: $176,720.00 – $265,080.00.

Citi is an equal‑opportunity employer. Qualified candidates will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by law.

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We are actively looking for exceptionally talented individuals who are collaborative, confident and motivated to provide a first-class experience to clients within J.P. Morgan’s U.S. Private Bank. If you have an entrepreneurial mindset and are looking to constantly challenge yourself, J.P. Morgan is the place for you. You will be working alongside a team of talented colleagues from other markets, businesses and functions to provide you with the opportunity to take your career to the next level.

As a Private Banker in the U.S. Private Bank, you are responsible for advising families on building, preserving and managing their wealth. You will use your knowledge of investments, financial planning, credit and banking to both advise current clients on all aspects of their balance sheet and generate new client acquisition. You will be part of a local team and supported by an institutional platform that has the resources, specialists and intellectual capital to help you advise clients on achieving their desired goals.

Job Responsibilities

• Manage and maintain relationships with clients by earning trust, thoroughly understanding client needs, providing targeted advice, developing thoughtful solutions and delivering an exceptional client experience
• Generate business results and acquire new assets, both from existing client base and new client acquisition
• Advise clients on their overall balance sheet, including asset allocation, investment management, wealth planning, credit and banking needs
• Partner with internal specialists to provide interdisciplinary expertise to clients when needed
• Connect your clients across all lines of business of J.P. Morgan Chase & Co.
• Ensure that proposed solutions fulfill clients' needs and objectives in the short, medium and long term through a holistic goals based planning approach
• Strictly adhere to all risk and control policies, regulatory guidelines and security measures

Required Qualifications, Capabilities, and Skills

• Six plus years of work experience in Private Banking or Financial Services
• Bachelor’s Degree required
• Series 7, 66 and Insurance licenses required for position; unlicensed candidates considered, but required to obtain licenses within 90 days of start date
• Proven sales success and strong business acumen
• Strong community presence with an established network
• Experience or demonstrated understanding of investments, wealth planning, credit and banking concepts
• Focuses on the client experience and works tirelessly on the client’s behalf

Preferred Qualifications, Capabilities, and Skills

• MBA, JD, CFA, or CFP preferred
• Proactive, takes initiative, and uses critical thinking to solve problems
• Dynamic and credible professional who communicates with clarity and has exceptional presentation skills
• Demonstrates strong organizational skills and applies a disciplined and organized approach throughout their business
• Experience with and in-depth knowledge of the equity and fixed income markets and alternative investments, including Hedge Funds, Private Equity and Real Estate

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Physiol in Waltham, MA is seeking a Head of HR - R&D and Finance to serve as the strategic HR partner to the CTO, CFO, and their leadership teams. You will shape talent strategy and embed the people agenda across the organization.

Key duties include workforce planning, senior-level hiring, succession planning, performance reviews, and close collaboration with Total Rewards on compensation. You will coach leaders, drive HR initiatives, and advance enterprise-wide people programs in a fast-paced

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ABM is seeking a Senior Director of Financial Planning & Analysis to lead enterprise budgeting, forecasting, performance management, and strategic decision support in a Fortune 500 environment across multiple locations.

You will partner with the CFO team, business unit leaders, Investor Relations, and Accounting to translate financial performance into actionable guidance, drive margin expansion, optimize cash flow, and enable data-driven decisions at the boardroom and field levels.

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Senior VP of Finance - Northern New Jersey

A well-established, multi-generational global manufacturing company is seeking a hands‑on Senior Vice President of Finance to lead finance, accounting, HR, and IT operations across an international organization.

Reporting directly to ownership, this executive will oversee all day‑to‑day financial operations, including treasury, cost accounting, global consolidations, banking relationships, inventory management, forecasting, and strategic financial planning for a high-volume, high‑SKU manufacturing environment.

$275K-$350K base + performance bonus

Key Highlights

• Highly visible leadership role reporting directly to ownership
• Oversight of global finance operations across multiple countries
• Broad operational exposure across finance, HR, and IT
• Stable, 75‑year‑old manufacturing organization with strong growth trajectory
• Full‑time, on‑site role in Northern New Jersey

What They’re Looking For

• 15+ years of progressive finance leadership experience
• Strong manufacturing finance background required
• Expertise in cost accounting, inventory, treasury, and global consolidations
• Experience supporting international manufacturing operations
• Proven ability in managing banking relationships, audits, and external partners
• Hands‑on leadership style with strong operational and strategic acumen
• CPA and/or MBA strongly preferred

Ideal candidates will come from high‑volume, asset‑intensive manufacturing environments and have experience driving operational performance, improving margins, and leading large‑scale finance functions.

If interested, message Kelly Lucey at directly for additional details.

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## Talent Acquisition Partner (Product, Data, & Engineering)Applylocations: Remote, United Statestime type: Full timeposted on: Posted Yesterdayjob requisition id: JR Stord is The Consumer Experience Company, powering seamless checkout through delivery for today's leading brands. Stord is rapidly growing and is on track to double our revenue in the next 18 months. To meet and exceed this target, Stord is strategically scaling teams across the entire company, and seeking energetic experts to help us achieve our mission.By combining comprehensive commerce-enablement technology with high-volume fulfillment services, Stord provides brands a platform to compete with retail giants. Stord manages over $10 billion of commerce annually through its fulfillment, warehousing, transportation, and operator-built software suite including OMS, Pre- and Post-Purchase, and WMS platforms. Stord is leveling the playing field for all brands to deliver the best consumer experience at scale.With Stord, brands can increase cart conversion, improve unit economics, and drive sustained customer loyalty. Stord’s end-to-end commerce solutions combine best-in-class omnichannel fulfillment and shipping with leading technology to ensure fast shipping, reliable delivery promises, easy access to more channels, and improved margins on every order.Hundreds of leading DTC and B2B companies like AG1, True Classic, Native, Seed Health, quip, goodr, Sundays for Dogs, and more trust Stord to deliver industry-leading consumer experiences on every order. Stord is headquartered in Atlanta with facilities across the United States, Canada, and Europe. Stord is backed by top-tier investors including Kleiner Perkins, Franklin Templeton, Founders Fund, Strike Capital, Baillie Gifford, and Salesforce Ventures.We are looking for a talented and driven Talent Acquisition Partner to join our growing People team. In this role, you will own full-cycle recruiting for some of Stord's most competitive and highest-impact hires: Data Engineers & Data Scientists, AI Engineers, Product Managers, and Software Engineers. You'll act as a true hybrid of technical and product recruiter — equally comfortable evaluating a candidate's system design chops as you are assessing product sense and roadmap thinking. You'll partner directly with engineering and product leadership to understand hiring needs, build sourcing strategies for hard-to-find skillsets, and deliver an exceptional candidate experience from first outreach through offer. This is a high-visibility role within our R&D organization, where your ability to identify, engage, and close top technical and product talent will directly shape the teams building the next generation of software at Stord.## What You'll Do:* **Full-Cycle Recruiting:** Own the end-to-end recruiting process for technical and product roles — intake, sourcing, screening, interview coordination, offer negotiation, and close.* **Strategic Sourcing:** Build and execute creative sourcing strategies (LinkedIn Recruiter, Boolean/X-ray search, GitHub, niche communities, referrals) to identify passive candidates for hard-to-fill roles like AI Engineers and Data Scientists.* **Stakeholder Partnership:** Partner closely with hiring managers across Engineering, Data, AI, and Product to define role requirements, calibrate candidate profiles, and build hiring plans that scale with the business.* **Candidate Experience:** Act as a brand ambassador for Stord, delivering a thoughtful, transparent, and fast-moving experience for every candidate, regardless of outcome.* **Technical & Product Assessment:** Develop enough fluency in engineering, data, and product domains to accurately screen for technical depth, product sense, and role fit — asking sharp, informed questions in early-stage conversations.* **Pipeline & Market Insight:** Track pipeline health, conversion metrics, and time-to-fill; bring market intelligence (compensation trends, competitor movement, talent availability) back to hiring teams.* **Process Improvement:** Continuously refine interview processes, scorecards, and workflows to reduce time-to-hire while maintaining a high talent bar.* **Cross-Team Collaboration:** Work with People Ops, Compensation, and other TA Partners to ensure consistent, equitable, and compliant hiring practices across the org.## What You'll Need:* 4+ years of full-cycle recruiting experience, with a strong focus on technical and/or product hiring* Demonstrated success recruiting for roles such as Software Engineers, Data Engineers, Data Scientists, AI/ML Engineers, or Product Managers* Strong sourcing skills, including advanced Boolean/X-ray search and passive candidate outreach* Ability to credibly engage technical and product stakeholders, translating role requirements into effective sourcing and screening strategies* Excellent communication and relationship-building skills, with a track record of strong candidate and hiring manager satisfaction* Experience managing a high-volume, multi-req pipeline in a fast-paced, high-growth environment* Proficiency with an ATS (e.g., Workday, Greenhouse, Lever) and recruiting tools (LinkedIn Recruiter, sourcing extensions, etc.)* Data-driven approach to recruiting, with comfort tracking and reporting on pipeline metrics## Bonus Points* Previous in-house recruiting experience at a high-growth startup or scale-up* Experience recruiting for AI/ML or applied data science teams specifically* Background or working knowledge of software engineering, data infrastructure, or product management concepts* Experience partnering with Engineering and Product leadership on headcount planning* Previous logistics, supply chain, or commerce/e-commerce industry experience* Experience building out employer branding or talent marketing initiatives**We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Stord participates in E-verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.**
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Hybrid

The Head of Global Talent Acquisition will lead the global recruiting strategy, operating model, and team responsible for attracting, assessing, and hiring talent across regions. This leader will strengthen recruiting standards, develop a high-performing TA team, and build a scalable, data-driven function that supports operations, manufacturing, engineering, technical, professional, and leadership hiring.

The role requires a hands‑on talent acquisition leader who can partner closely with senior business and HR leaders, provide visibility into pipeline health and hiring performance, and personally manage select senior executive searches.

Principal Responsibilities

Lead & Develop a World-Class Team:

• Lead, develop, and continue to strengthen a high-performing global talent acquisition team of approximately 20, with four direct reports: an APAC recruiting leader, an EMEA recruiting leader, and two Americas-based leaders.
• Shape the talent acquisition operating model, processes, and standards to ensure consistent global execution, while coaching recruiters to serve as trusted talent advisors and build a team culture that attracts, develops, and retains top recruiting talent.
• Set a high bar for sourcing, candidate experience, and execution, and build the bench for the future.

Global Talent Acquisition Strategy:

• Own and advance Ralliant’s talent acquisition strategy to attract and hire the best talent, with speed and rigor, everywhere they operate, supported by scalable sourcing channels, modern and AI-enabled tooling, and a metrics-driven operating model.
• Partner with Talent Planning to bring the talent acquisition lens to strategic workforce planning, translating future capability needs into proactive pipelines so the organization is positioned to win for critical and hard‑to‑fill roles.
• Partner with Communications to define and amplify Ralliant’s employer brand and value proposition in the market.

Stakeholder Partnership:

• Run a disciplined account‑management model in partnership with senior business leaders and the Heads of HR.
• Provide clear, real‑time visibility into active searches, pipeline health, and the recruiting metrics that matter, including time‑to‑fill and quality of hire.
• Hold both the function and the hiring leaders accountable to agreed service levels and a rigorous hiring process, and serve as a trusted, integrated voice on talent market trends in executive forums.

Executive Recruiting & Talent:

• Partner closely with the broader talent team and their external search partners on executive recruiting and personally own a select portfolio of their most senior and sensitive searches end‑to‑end, from research through interview debriefs and finalist recommendations.
• Ensure the approach to executive talent is integrated with succession and pipeline strategy and manage the external search‑firm relationships in partnership with the Head of Talent.

Additional Preferred Attributes:

• Experience operating in a matrixed, global organization.
• Experience managing executive search‑firm and vendor relationships and service levels.
• Executive recruiting experience, including personally leading senior and C‑suite searches.
• Hands‑on experience with Oracle ATS and AI‑enabled talent platforms such as Eightfold.
• Handle confidential information and sensitive searches with discretion, integrity, and excellent judgement.
• Strong work ethic, a low ego, and a commitment to continuous improvement.

Ralliant Corporation Overview

Ralliant, originally part of Fortive, now stands as a bold, independent public company driving innovation at the forefront of precision technology. With a global footprint and a legacy of excellence, we empower engineers to bring next‑generation breakthroughs to life — faster, smarter, and more reliably. Our high‑performance instruments, sensors, and subsystems fuel mission‑critical advancements across industries, enabling real‑world impact where it matters most. At Ralliant we’re building the future, together with those driven to push boundaries, solve complex problems, and leave a lasting mark on the world.

We Are an Equal Opportunity Employer. Ralliant Corporation and all Ralliant Companies are proud to be equal opportunity employers. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity or expression, or other characteristics protected by law. Ralliant and all Ralliant Companies are also committed to providing reasonable accommodations for applicants with disabilities. Individuals who need a reasonable accommodation because of a disability for any part of the employment application process, please contact us at

Bonus or Equity

This position is also eligible for bonus and equity as part of the total compensation package.

Pay Range

The salary range for this position (in local currency) is

Is this role subject to ITAR?

The essential duties of this position require adherence to U.S. Government export control regulations. Accordingly, candidates must either be U.S. Persons (i.e., U.S. citizens, U.S. lawful permanent residents, or protected individuals as defined by 8 U.S.C. 1324b(a)(3)) or be prepared to collaborate with the company in securing the necessary U.S. government export authorizations. While the company encourages all interested applicants to apply, please be aware that ongoing employment is dependent upon obtaining the appropriate government export authorizations.

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## Talent Acquisition Partner (Product, Data, & Engineering)Applylocations: Remote, United Statestime type: Full timeposted on: Posted Yesterdayjob requisition id: JR Stord is The Consumer Experience Company, powering seamless checkout through delivery for today's leading brands. Stord is rapidly growing and is on track to double our revenue in the next 18 months. To meet and exceed this target, Stord is strategically scaling teams across the entire company, and seeking energetic experts to help us achieve our mission.By combining comprehensive commerce-enablement technology with high-volume fulfillment services, Stord provides brands a platform to compete with retail giants. Stord manages over $10 billion of commerce annually through its fulfillment, warehousing, transportation, and operator-built software suite including OMS, Pre- and Post-Purchase, and WMS platforms. Stord is leveling the playing field for all brands to deliver the best consumer experience at scale.With Stord, brands can increase cart conversion, improve unit economics, and drive sustained customer loyalty. Stord’s end-to-end commerce solutions combine best-in-class omnichannel fulfillment and shipping with leading technology to ensure fast shipping, reliable delivery promises, easy access to more channels, and improved margins on every order.Hundreds of leading DTC and B2B companies like AG1, True Classic, Native, Seed Health, quip, goodr, Sundays for Dogs, and more trust Stord to deliver industry-leading consumer experiences on every order. Stord is headquartered in Atlanta with facilities across the United States, Canada, and Europe. Stord is backed by top-tier investors including Kleiner Perkins, Franklin Templeton, Founders Fund, Strike Capital, Baillie Gifford, and Salesforce Ventures.We are looking for a talented and driven Talent Acquisition Partner to join our growing People team. In this role, you will own full-cycle recruiting for some of Stord's most competitive and highest-impact hires: Data Engineers & Data Scientists, AI Engineers, Product Managers, and Software Engineers. You'll act as a true hybrid of technical and product recruiter — equally comfortable evaluating a candidate's system design chops as you are assessing product sense and roadmap thinking. You'll partner directly with engineering and product leadership to understand hiring needs, build sourcing strategies for hard-to-find skillsets, and deliver an exceptional candidate experience from first outreach through offer. This is a high-visibility role within our R&D organization, where your ability to identify, engage, and close top technical and product talent will directly shape the teams building the next generation of software at Stord.## What You'll Do:* **Full-Cycle Recruiting:** Own the end-to-end recruiting process for technical and product roles — intake, sourcing, screening, interview coordination, offer negotiation, and close.* **Strategic Sourcing:** Build and execute creative sourcing strategies (LinkedIn Recruiter, Boolean/X-ray search, GitHub, niche communities, referrals) to identify passive candidates for hard-to-fill roles like AI Engineers and Data Scientists.* **Stakeholder Partnership:** Partner closely with hiring managers across Engineering, Data, AI, and Product to define role requirements, calibrate candidate profiles, and build hiring plans that scale with the business.* **Candidate Experience:** Act as a brand ambassador for Stord, delivering a thoughtful, transparent, and fast-moving experience for every candidate, regardless of outcome.* **Technical & Product Assessment:** Develop enough fluency in engineering, data, and product domains to accurately screen for technical depth, product sense, and role fit — asking sharp, informed questions in early-stage conversations.* **Pipeline & Market Insight:** Track pipeline health, conversion metrics, and time-to-fill; bring market intelligence (compensation trends, competitor movement, talent availability) back to hiring teams.* **Process Improvement:** Continuously refine interview processes, scorecards, and workflows to reduce time-to-hire while maintaining a high talent bar.* **Cross-Team Collaboration:** Work with People Ops, Compensation, and other TA Partners to ensure consistent, equitable, and compliant hiring practices across the org.## What You'll Need:* 4+ years of full-cycle recruiting experience, with a strong focus on technical and/or product hiring* Demonstrated success recruiting for roles such as Software Engineers, Data Engineers, Data Scientists, AI/ML Engineers, or Product Managers* Strong sourcing skills, including advanced Boolean/X-ray search and passive candidate outreach* Ability to credibly engage technical and product stakeholders, translating role requirements into effective sourcing and screening strategies* Excellent communication and relationship-building skills, with a track record of strong candidate and hiring manager satisfaction* Experience managing a high-volume, multi-req pipeline in a fast-paced, high-growth environment* Proficiency with an ATS (e.g., Workday, Greenhouse, Lever) and recruiting tools (LinkedIn Recruiter, sourcing extensions, etc.)* Data-driven approach to recruiting, with comfort tracking and reporting on pipeline metrics## Bonus Points* Previous in-house recruiting experience at a high-growth startup or scale-up* Experience recruiting for AI/ML or applied data science teams specifically* Background or working knowledge of software engineering, data infrastructure, or product management concepts* Experience partnering with Engineering and Product leadership on headcount planning* Previous logistics, supply chain, or commerce/e-commerce industry experience* Experience building out employer branding or talent marketing initiatives**We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Stord participates in E-verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.**
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Profound is the marketing platform for the age of AI search. The way brands reach people is being rewritten — AI models like ChatGPT, Perplexity, and Google AI Mode are now the answer layer between companies and their customers. We built the platform marketers use to understand, measure, and win in that world: the analytics, intelligence, and agent automation that turn AI search from a threat into a competitive advantage.We went from 0 to a $1B valuation in 18 months. Revenue grew 100x last year. Our customers include Ramp, Figma, Spotify, Nike, Apple, AWS, Reddit, and JPMC. We are backed by Sequoia, Kleiner Perkins, LSVP, and Khosla Ventures — and we are moving fast enough that the people joining now are building the playbook everyone who comes after them will run.We're hiring our first Head of Talent to help us do it again: doubling the team over the next year without diluting the bar. You'll build the systems, pipeline, and performance culture that let us scale fast while getting sharper, not softer, with size.

What you’ll do

• Own the talent function end to end: build and run the hiring engine (sourcing pipelines, interview processes, offer strategy) needed to roughly double headcount over the next year without lowering the bar
• Design and implement scalable, data-driven recruiting systems and dashboards that give leadership real-time visibility into pipeline health, time-to-fill, and quality of hire across every function
• Partner directly with the founders and functional leaders to translate headcount plans and growth trajectories into hiring plans, role scorecards, and interview loops that actually predict on-the-job performance
• Codify Profound's hiring bar: structured scorecards, calibrated panels, and debrief rituals, so quality holds as the org scales, not just headcount
• Own employer brand and top-of-funnel: sharpen how candidates experience Profound before they ever apply, from job descriptions to the careers site to referrals and build Profound's reputation as the place ambitious operators go to do the career-defining work of their lives
• Build the recruiting infrastructure for global expansion: optimized ATS for scale, sourcing channels, and compliant interview/offer processes needed to hire as Profound opens new offices and enters new countries, partnering closely with HR/Legal on everything that happens once someone accepts
• Lead, coach, and build out a high-leverage talent team as headcount and hiring complexity grow
• Stay hands-on, personally sourcing and closing candidates for the roles that matter most (leadership hires, P0 seats) rather than only directing from above

Who you are

• You've built and scaled a talent function at a high-growth startup before, ideally through a headcount-doubling stretch, and you have the systems and playbooks to prove it
• Deeply systems and data oriented; you think about hiring as an engineering problem, including pipelines, funnels, conversion rates, and forecasting, not just relationships
• Genuinely energized by high-performance, merit-driven cultures
• Comfortable operating with high agency and ambiguity; you build the plane while flying it
• Sharp, fast-moving, and detail-obsessed; nothing about the candidate or employee experience is beneath you
• Strong opinions, held loosely; you communicate directly and expect the same from others
• Fluent with a modern recruiting and HR stack (ATS, HRIS, sourcing tools); you're comfortable being hands-on, not just strategic
• High agency; you identify what needs to happen, scope it, and execute without waiting to be managed

Location

This is an on-site role based in our Union Square, NYC office, designed for builders who thrive on speed, iteration, and meaningful impact.

For this role, the expected base salary range is $250,000 to $325,000. Profound’s total compensation package is designed to be competitive and includes base salary, equity, and a full range of benefits and perks. Final compensation will depend on factors such as your skills, experience, qualifications, and location, and will be determined during the interview process. Our recruiting team will share more details about the full compensation package and benefits as you move through hiring.

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## Director of Compensation & BenefitsApplylocations: Lexington, SCtime type: Full timeposted on: Posted Todayjob requisition id: R As the Director of Compensation & Benefits, you will be responsible for the overall design, planning, implementation, communication, and administration of the Company's compensation and benefits programs. You will also ensure that such programs support the organization's strategic objectives, meet associates’ needs, comply with applicable laws and regulations, and are cost-effective. Benefit programs include comprehensive health and welfare plans, voluntary plans, and retirement program(s). Lastly, you will serve on the Administrative Steering Committee (ASC) that oversees the Company’s benefits. To excel in this role, you must have financial acumen and the ability to carefully analyze data and make sound recommendations that are both based on data and support the Company’s unique culture.Oversee the Compensation and Benefits Department. Direct the Compensation function which includes the development and maintenance of job descriptions, performance of job evaluations, Fair Labor Standards Act (FLSA) compliance, recommendations for and support of compensation programs, and completion of compensation surveys and analysis. Direct the Benefits function which includes the development, maintenance, and administration of all health and welfare plans, retirement programs, leave pay, and other benefits. Ensure compliance with laws and regulations such as Consolidated Omnibus Budget Reconciliation Act (COBRA), Health Insurance Portability and Accountability Act (HIPAA), Family Medical Leave Act (FMLA), Non Qualified Medical Child Support (NQMCS) Orders, Affordable Care Act (ACA), etc. Evaluate compensation and benefits programs on a periodic basis to ensure they meet Company and associate needs and develop and implement new programs as required. Serve as a Committee Member and in the role of Secretary for the Administrative Steering Committee (ASC). Oversee certain portions of the Company’s Human Capital Management System, including the benefits, compensation, and leave modules. Guide the selection process for consultants, insurance carriers, and other benefits and compensation program vendors. Responsible for providing data and guidance to Finance on the overall corporate benefits budget, as well as preparing the budget for the Compensation and Benefits Department. The position approves invoices for payment in area of responsibility. Interact with all levels of associates as internal customers. Frequently interact with department directors and officers of the Company, including senior leadership. Manage and develop the key vendor relationships in area of responsibility.Candidates must possess at least ten years of management experience in employee benefits and compensation, including prior service as a plan fiduciary for retirement plans as well as health and welfare plans. They should have managed teams comprised of both professional and clerical staff and have prior experience with Human Capital Management Systems, preferably Workday, especially with benefits, leave, and compensation administration modules and systems.A Bachelor's Degree in Human Resources, Business Administration, or a related field is required, and a Master's Degree in Business Administration, Human Resources, or a related field is preferred.Preferred qualifications include at least five years of benefits and compensation management experience within a large organization, with additional preference given to candidates from the transportation or trucking industry. Broad human resources experience as a generalist or specialist, such as employee relations, recruiting, benefits, compensation, or organizational development, is highly valued. Prior experience in benefits and compensation roles across multiple industries is also desirable.Candidates are required to hold one of the following certifications: Senior Professional in Human Resources (SPHR), SHRM Senior Certified Professional (SHRM-SCP), Certified Employee Benefits Specialist (CEBS), Certified Compensation Professional (CCP), or Certified Benefits Professional (CBP).**Work Shift**First Shift with Southeastern Freight Lines is more than just a job — it becomes a part of who you are.**Family founded in Columbia, South Carolina in 1950, Southeastern Freight Lines is a privately held, industry leading provider of LTL (Less Than Truckload) services throughout the Southeast. Our expertise of combining quality service and award-winning logistics has led to the growth of Southeastern generating over 1.7 billion in annual revenue, with over 10 million shipments per year. This would not be possible without our esteemed team of over 8,800 professionals — the true backbone of our company.At Southeastern, we are doing much more than providing shipping services. We are pioneering a new generation of logistics professionals, cherishing wisdom from the generation that brought us success, giving back to our communities, and living our culture. We prioritize serving others first, valuing each other completely, and always doing the right thing.Southeastern Freight Lines provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, pregnancy, genetics, protected veteran status, military status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
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Stord is the consumer experience company powering seamless checkout through delivery. We are hiring a Talent Acquisition Partner to own full-cycle recruiting for data, engineering, AI, product, and software roles across the org.

You will partner with engineering and product leadership to craft sourcing strategies, assess candidates, and deliver an exceptional candidate experience in a fast-growing environment.

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NVIDIA Gruppe in Santa Clara is seeking a Solutions Architect to join their AI Software Segment SA team. The role involves developing cutting-edge enterprise AI solutions and collaborating closely with customers to implement NVIDIA's AI models.

Applicants should have a strong foundation in AI frameworks like PyTorch or TensorFlow, proficiency in Python, and experience with distributed computing tools. The role offers a competitive salary range between 152,000 USD - 241,500 USD, along with equity and benefits.

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Group 1 Automotive in the United States is seeking a Talent Acquisition Partner to lead market-focused, full-cycle hiring. You will partner with store leadership to modernize hiring practices and deliver a high-touch recruitment experience for leaders and candidates.

The role requires strong change-management, data-driven decision making, and the ability to manage multiple markets. Hybrid schedule with 4 days in office and 1 day remote; travel up to 50% of the time.

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About Us

Group 1 Automotive, Inc. (NYSE: GPI) is a Fortune 250 leader in global automotive retail, operating more than 250 dealerships and collision centers across the United States and United Kingdom. As the 4th largest dealership group in the U.S., Group 1 delivers a fully integrated automotive experience, including vehicle sales, financing, aftersales service, and digital retail solutions. As the automotive industry continues to evolve, Group 1 is investing in the people, technology, and operational excellence needed to shape what comes next. Our work is grounded in a simple belief, that a better experience for customers starts with an exemplary experience for employees. At Group 1, our commitment is to keep finding smarter ways to serve our customers and support one another. We believe great careers are built in environments where people are trusted, challenged, and given room to grow. If you share our core values of integrity, transparency, professionalism, teamwork, and respect, you can get more with Group 1. More opportunity. More support. More ways to build a career that moves you forward.

Overview

The Talent Acquisition Partner is a market-embedded, full-cycle hiring strategistresponsible for leading talent acquisition efforts in their assigned market. This role is a true business partnershipfocused on modernizing hiring practices, influencing adoption of new processes, and delivering a high-touch, white-glove recruitment experience to both hiring leaders and candidates.

Serving as the face of Talent Acquisition in-market, this person will drive execution, influence store leadership, and elevate hiring outcomes through consistent process adoption, proactive sourcing, talent pipeline strategies, data-backed decision making, and ongoing partnership. This role requires strong change management capability, problem solving, and the confidence to hold stakeholders accountable to best practices in a rapidly evolving TA function.

Responsibilities

• Serve as the dedicated TA partner for a defined market/region, with varying business needs, adoption levels, and hiring maturity. This is a high-volume role.


• Individual contributor role that performs self-driven, able to create complex market hiring strategies


• Lead process adoption and change management by building relationships with Market leadership and act as a strategic advisor. Influence hiring behavior through data discussions, talent insights, and performance metrics that guide how and who we hire


• Own the end-to-end hiring process from intake to pre-boarding handoff to HR Shared Services. Deliver a consistently high-standard candidate experience reflective of our employer brand


• Build and maintain pipelines for high-impact roles; reduce reliance on inbound applicants. Leverage multi-channel sourcing with passive talent, referrals, community partnerships, events, local schools/trade programs, etc.


• Provide bi-weekly and monthly business reviews with store and district leaders to align hiring strategy with operational goals. Review market hiring metrics, funnel performance, and aging roles to consult store leaders on action plans and bottlenecks


• Meet or exceed department Key Performance Indicators like but not limited to; time to fill, applicant cycle time, funnel metrics, requisition fill rates, etc

Qualifications

• 5+ years of experiencein full-cycle high volume recruiting. Ability to manage 50+ requisitions at a time through strong time management and recruitment skills


• Travel required up to 50% of the time


• Hybrid work schedule: 4 days in office, 1 day work from home


• Advanced sourcing: Boolean, talent mapping, passive outreach, competitive market research, etc


• Strength in building pipelines through colleges, technical schools and military installations


• Experience supporting multiple markets or 20+ locations across a multi-location organization strongly preferred


• Strong relationship management skills with demonstrated success driving hiring process change, influencing leaders, and creating adoption in environments with varying readiness.


• Must be able to leverage recruiting metrics and data trends to influence hiring strategy and stakeholder decisions


• Proficiency with ATS, CRM, sourcing platforms, pipeline tools, and reporting dashboards

What We Offer

• Compensation: $95,000.00 - $105,000.00/year, depending on experience


• Full benefits package including medical, dental, vision, 401(k), and career development support

Equal Opportunity Employer

We are an Equal Opportunity Employer and do not discriminate based on race, color, religion, sex, national origin, age, disability, or any other protected status. Employment may be contingent upon successful completion of a background check and/or drug screening.

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Profound, the marketing platform for AI search, is hiring its first Head of Talent to double the team over the next year while maintaining high hiring standards. You’ll build systems, pipelines, and a performance culture to scale rapidly across functions and geographies.

Based in Union Square, NYC, this on-site role offers a base salary range of $250,000–$325,000 plus equity and a full benefits package. You’ll collaborate with founders and leaders to design hiring processes that predict

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Provectus IT, Inc. in the US seeks a contract Recruiter to scale our Forward Deployed Engineers and Executives. You will own full-cycle recruiting for AI/ML and software roles, build direct pipelines, and partner with leaders to define profiles and sourcing strategies.

This role centers on community-building and fast delivery across the US, including events, universities, and professional networks, while upholding Provectus values of Obsession, Ownership, Transparency, and Partnership.

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Manager, Executive Compensation job at American Airlines. Fort Worth, TX.

Intro

Are you ready to explore a world of possibilities, both at work and during your time off? Join our American Airlines family, and you’ll travel the world, grow your expertise and become the best version of you. As you embark on a new journey, you’ll tackle challenges with flexibility and grace, learning new skills and advancing your career while having the time of your life. Feel free to enrich both your personal and work life and hop on board!

Why you'll love this job

This role will oversee the planning, implementation, and governance of American Airlines’ compensation programs and policies for executives, management, and support staff.

This role will be a key contributor to the transformation of our total rewards strategy and will work closely with our People Centers of Excellences (COE), People Business Partners, Compensation experts, and Payroll teams to ensure the successful execution of compensation programs and Total Rewards initiatives.

What you'll do

This list is intended to reflect the current job but there may be additional essential functions (and certainly non-essential job functions) that are not referenced. Management will modify the job or require other tasks be performed whenever it is deemed appropriate to do so, observing, of course, any legal obligations including any collective bargaining obligations.

• Manages and influences the annual strategy for compensation planning including compensation budget, market adjustments, variable compensation plans, and related enterprise-wide communications
• Be a thought leader in transforming and evolving our compensation strategy and team member experience
• Effectively influence, drive consensus, and thoughtfully advance initiatives that support our team members and business needs that are in alignment with our pay philosophy
• Develops education and presentation material on Compensation programs and policy information to executives, managers, COE leaders and colleagues
• Reviews effectiveness of compensation policies and guidelines throughout the organization and proactively identifies areas of opportunity to evolve and adjust where needed
• Provides support and facilitates coordination with COEs and other stakeholders on policy, procedures, and pay strategy to ensure programs and processes meet required quality standards while achieving project objectives
• Administers projects change process, formulating contingency plans to address schedule revisions, risks, decisions, and scope
• Leads the end-to-end strategy, design, and execution of the annual performance and pay process collaboratively with COEs
• Develops, coaches, and mentors compensation team members on best practices, performance conversations, and professional development, both with formal reports and informally across other compensation verticals
• Manages other total rewards programs in collaboration with necessary stakeholders as needed

All you'll need for success

Minimum Qualifications – Education & Prior Job Experience

• BS/BA degree in Finance, Business, Human Resources or a related discipline
• 8 years of experience in Compensation, Finance, or related field
• 5 years financial modeling experience
• Project management experience required
• Credibility with leadership at all levels – frontline and management

Preferred Qualifications – Education & Prior Job Experience

• Previous experience in SuccessFactors preferred

Skills, Licenses, and Certifications

• Must be able to think globally and strategically and have strong execution skills
• Advanced Microsoft Excel skills
• Familiar with compensation regulations
• Strong organization, planning and communication skills
• Analytical and detail oriented
• Solution-oriented thinker

What you'll get

Feel free to take advantage of all that American Airlines has to offer:

• Travel Perks: Ready to explore the world? You, your family and your friends can reach 365 destinations on more than 6,800 daily flights across our global network.
• Health Benefits: On day one, you’ll have access to your health, dental, prescription and vision benefits to help you stay well. And that’s just the start, we also offer virtual doctor visits, flexible spending accounts and more.
• Wellness Programs: We want you to be the best version of yourself – that’s why our wellness programs provide you with all the right tools, resources and support you need.
• 401(k) Program: Available upon hire and, depending on the workgroup, employer contributions to your 401(k) program are available after one year.
• Additional Benefits: Other great benefits include our Employee Assistance Program, pet insurance and discounts on hotels, cars, cruises and more.

Feel free to be yourself at American

From the team members we hire to the customers we serve, inclusion and diversity are the foundation of the dynamic workforce at American Airlines. Our 20+ Employee Business Resource Groups are focused on connecting our team members to our customers, suppliers, communities and shareholders, helping team members reach their full potential and creating an inclusive work environment to meet and exceed the needs of our diverse world.

Are you ready to feel a tremendous sense of pride and satisfaction as you do your part to keep the largest airline in the world running smoothly as we care for people on life’s journey? Feel free to be yourself at American.

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Raycon, Inc. is seeking a Director of People in New York, NY. This role will own the entire people function for ~50 employees, including recruiting, onboarding, culture, and career development.

You’ll partner with the CEO and department heads to build robust processes and dashboards that support scalable growth. The position offers a base salary with discretionary bonus, in a hybrid work setup with in-office collaboration and remote flexibility.

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National Jewish Health is seeking a Director of Regional Development in a hybrid role based in Sherman Oaks, CA. The position leads regional philanthropy, grows donor relationships, and secures transformational gifts to advance patient care, research and education.

The role manages a team, travels as needed and serves as a representative of the institution to donors and community leaders across California.

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Overview

The Talent Acquisition Partner is a market-embedded, full-cycle hiring strategist responsible for leading talent acquisition efforts in their assigned market. This role is a true business partnership focused on modernizing hiring practices, influencing adoption of new processes, and delivering a high-touch, white-glove recruitment experience to both hiring leaders and candidates.

Serving as the face of Talent Acquisition in-market, this person will drive execution, influence store leadership, and elevate hiring outcomes through consistent process adoption, proactive sourcing, talent pipeline strategies, data-backed decision making, and ongoing partnership. This role requires strong change management capability, problem solving, and the confidence to hold stakeholders accountable to best practices in a rapidly evolving TA function.

Responsibilities

• Serve as the dedicated TA partner for a defined market/region, with varying business needs, adoption levels, and hiring maturity. This is a high volume role
• Individual contributor role that performs self-driven, able to create complex market hiring strategies
• Lead process adoption and change management by building relationships with Market leadership and act as a strategic advisor. Influence hiring behavior through data discussions, talent insights, and performance metrics that guide how and who we hire
• Own the end-to-end hiring process from intake to pre-boarding handoff to HR Shared Services. Deliver a consistently high-standard candidate experience reflective of our employer brand
• Build and maintain pipelines for high-impact roles; reduce reliance on inbound applicants. Leverage multi-channel sourcing with passive talent, referrals, community partnerships, events, local schools/trade programs, etc
• Provide bi-weekly and monthly business reviews with store and district leaders to align hiring strategy with operational goals. Review market hiring metrics, funnel performance, and aging roles to consult store leaders on action plans and bottlenecks
• Meet or exceed department Key Performance Indicators like but not limited to; time to fill, applicant cycle time, funnel metrics, requisition fill rates, etc

Qualifications

• 5+ years of experience in full-cycle high volume recruiting. Ability to manage 50+ requisitions at a time through strong time management and recruitment skills
• Travel required up to 50% of the time
• Hybrid work schedule: 4 days in office, 1 day work from home
• Advanced sourcing: Boolean, talent mapping, passive outreach, competitive market research, etc
• Strength in building pipelines through colleges, technical schools and military installations
• Experience supporting 15+ stores in a market strongly preferred
• Strong relationship management skills with demonstrated success driving hiring process change, influencing leaders, and creating adoption in environments with varying readiness. Must be skilled in data storytelling
• Proficiency with ATS, CRM, sourcing platforms, pipeline tools, and reporting dashboards

What we offer:

• $95,000.00 - $105,000.00/year depending on experience
• Full line up of benefits - Medical, Dental, Vision, 401K and employee discounts

Equal Opportunity Employer

We are an Equal Opportunity Employer and do not discriminate based on race, color, religion, sex, national origin, age, disability, or any other protected status. Employment may be contingent upon successful completion of a background check and/or drug screening.

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American Airlines in Fort Worth, TX is seeking a Manager of Executive Compensation to oversee the planning, implementation, and governance of compensation programs for executives, management, and staff. You will transform our total rewards strategy and work with COEs, Payroll, and compensation experts to ensure successful execution.

The role focuses on annual strategy for compensation planning, guiding pay programs, and leading cross-functional initiatives that align with our pay philosophy and

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