Forge Our Leadership Playbook: Design and build a world-class arsenal of training materials that are as innovative and disruptive as we are.

Launch the Leadership Academy: Roll out a dynamic, high-impact training program that shapes every level of leadership, from new team leads to our executive team.

Be the Coach in the Arena: Provide powerful, one-on-one coaching that unlocks the full potential of our leaders and helps them navigate the battlefield of a fast-growing scale-up.

Prove the Impact: Use data to measure what's working, what's not, and constantly iterate to ensure our 'Get Shit Done' culture only gets stronger.

You'll have the space and tools to succeed, including:

Great, international colleagues who share your mindset

Hybrid setup: after 3 months in-office, work 2 days remote, 3 days in-office weekly

We support growth with bunq Academy and €1500 annual learning budget

A MacBook so you can Get Shit Done with us

Delicious lunches from our fabulous in-house chefs with vegan and vegetarian options

An optional pension plan with monthly contribution from bunq

Private health insurance, just in case

Monthly contribution to your phone and internet bills

Friday drinks and other celebrations - bunq style

If you're a Master of Your Craft with a deep knowledge of what truly effective training looks like, and a Natural-Born Coach and a feedback Jedi, skilled at delivering live training that captivates and inspires, then join us in this rebellion.

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You will lead and develop a Talent team consisting of a Talent Acquisition Manager and an L&D Specialist. You will work in close partnership with the Chief People & Culture, the People & Culture Leads team, People Partners, Chiefs, and Country Managers to drive continuous improvement, transformation, and operational excellence across all Talent domains.

Strong stakeholder management, a strategic mindset, and the ability to translate vision into action will be key to success in this role. The position sits within the People & Culture team and plays a critical role in building a future-ready organization that lives and breathes Tony's mission.

Key responsibilities:

• Shape Tony's global Talent strategy: Co-create and drive our end-to-end Talent strategy in close partnership with the Chief People & Culture and senior leaders, ensuring strong alignment with Tony's business priorities and long-term ambitions.
• Lead Talent transformation: Own and manage the global Talent budget, lead cross-company talent projects, and drive continuous improvement, transformation, and process optimization across the People & Culture landscape.
• Build future-ready talent: Design and deliver Tony's full Talent Management approach, including the Growth Cycle, Talent Forums, succession planning, retention, and career development,creating consistent yet flexible frameworks that work globally and locally.
• Develop inspiring leaders: Set and execute the leadership development strategy, designing scalable programs that embed Tony's values, leadership principles, and DEI ambitions while supporting leadership growth and transitions at all levels.
• Design impactful learning journeys: Shape and deliver Tony's global Learning & Development strategy, build scalable learning solutions, oversee our LMS, and co-create onboarding and team development programs that enable individual growth and high-performing teams.
• Own global Talent Acquisition: Lead the global Talent Acquisition strategy and end-to-end processes, including hiring, employer branding, early careers, contractor management, and talent technologies,ensuring inclusive, efficient, and values-aligned practices.
• Champion Diversity, Equity & Inclusion: Drive Tony's DE&I agenda across all talent areas, embedding equity and inclusion into hiring, learning, leadership, and talent processes, while partnering closely with senior stakeholders on long-term cultural change.
• Lead and grow the team: Lead, develop, and inspire a high-impact team, fostering a culture of ownership, learning, collaboration, and continuous improvement.
• Be a trusted thought partner: Act as a strategic advisor to Chiefs, People Partners, and Country Leadership teams, and lead Talent and P&C forums using strong data, insights, and storytelling to support decision-making across Tony's.

Requirements:

• 10+ years of experience across HR disciplines (Talent Management, Talent Acquisition, Learning & Development, HR Business Partnering), ideally in scaling, international organizations.
• Proven people management experience, leading and developing teams with clarity, care, and ambition,aligning team delivery with broader business and people strategy.
• Strong project and change management expertise, with a track record of leading transformation initiatives and process optimization that deliver sustainable impact.
• Deep expertise in leadership development and talent practices, including growth cycles, learning journeys, talent forums, and succession planning.
• Experienced in global ways of working, collaborating across countries and cultures while balancing global frameworks with strong local execution.
• Strategic and systems thinker who sees the bigger organizational picture and understands how talent, culture, and business performance are deeply interconnected.
• Combination of strategic leadership with strong execution power.
• Trusted partner to senior leaders, People Partners, and cross-functional stakeholders, building credibility through strong stakeholder management.
• Strong facilitation and coaching skills, creating engaging and inclusive environments for learning, reflection, and change.
• Excellent stakeholder management, collaboration, and communication skills in English.
• Ability to make complex ideas accessible and tailor your message to different audiences and contexts.
• Flexibility to work in a hybrid environment, with a minimum of 3 days per week in the Amsterdam office.
• Belief in Tony's purpose and values: outspoken, in it together, entrepreneurial, raise the bar, and makes you smile.

Benefits:

• Opportunity to be part of something extraordinary by making real impact in the world.
• Training programs, regular feedback cycles, coaching, and a generous L&D budget.
• Luxurious vega-lunch, company bonus, minimum of 28 holidays, inspirational team updates, unforgettable events, and unlimited chocolate.
• Salary between 90k-112k on a yearly basis, including holiday pay.

If you're ready to take the chocolate industry to new heights with us, we'd love to hear from you! Please send your direct application, no agencies.

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As part of this role, you will collaborate with a dynamic, geographically distributed policy team on a variety of projects, including analysing policy proposals, drafting submissions to requests for public comment, planning and executing policy campaigns in Australia, and providing policy advice to technical colleagues. This is a foundational hire , you will be building Anthropic's policy presence in Australia from the ground up, aligned with the opening of our office in Sydney. This role will also advance our work in the broader region.

In this role, you will:

• Conduct comprehensive mapping of key Australian AI policy stakeholders and build strategic relationships with government officials, think tank researchers, and civil society leaders across federal and state/territory levels

• Brief a diverse set of policy and research actors looking to better understand AI safety and AI policy opportunities in the Australian context

• Convene diverse stakeholders and speak at policy events such as research announcements, discussion panels, or workshops on AI safety topics

• Analyse emerging legislation and develop Anthropic's engagement strategy, including preparing substantive policy submissions and response documents

• Support senior colleagues in external engagements by preparing meeting briefs and taking action on follow-up requests

• Develop new programming and generate opportunities for Anthropic to regularly engage with Australian policymakers, think tanks, and non-profit organisations

• Collaborate with policy and technical teams to translate Anthropic research into concrete policy proposals, stakeholder education, and thought leadership opportunities tailored to the Australian regulatory environment

• Develop and amplify public submissions, responses to requests for information (RFI), and policy memos written by Anthropic to drive positive change in AI policy

• Partner with non-profit organisations and academic researchers to publish discussion papers and policy memos on how to enable responsible AI research and development

• Develop and execute a convening strategy, including workshops or panels that position Anthropic as a thought leader in AI safety and governance in Australia

You may be a good fit if you:

• Have 10+ years of professional experience in government, technology, legal, and/or other policy-relevant environments

• Have a track record of effective, information-rich advocacy with Australian government authorities at the federal and/or state level

• Have experience analysing legislation and engaging in regulatory processes

• Are energised by agency , you will be the first policy hire in Australia and will be building the operation from scratch

• Enjoy drafting and executing complex policy campaigns that move the needle

• Thrive when engaging with policymakers, civil society, and think tanks to translate complex technical topics into accessible and relevant information

• Excel at translating high-level vision into executable operational plans

• Have demonstrated an ability to quickly get up to speed on complex technical areas and policy dynamics

• Are deeply curious about frontier technological research and are eager to work closely with technical colleagues to translate new discoveries into policy outcomes

Preferred qualifications include:

• AI/technology industry experience (heavily preferred)

• Experience working with international companies or organisations

• Academic or think tank background in AI policy or related fields

• Experience in both government and private sector roles

• Familiarity with intelligence and security cooperation frameworks

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This role sits at the intersection of portfolio management, brand strategy, and executive communications. You'll own internal communications for your portfolio of teams, serving as their embedded communications expert while maintaining tight partnerships with their leadership.

Responsibilities:

• Own the internal communications strategy for Policy, becoming an expert in their work and a trusted member of their leadership team
• Partner closely with function leaders and executives to understand priorities, help them communicate change, and ensure their teams feel connected to the broader mission
• Cultivate and manage channels for disseminating timely information from teams
• Design and implement strategies to boost signal and reduce noise so employees know what's important and what it means for them
• Use qualitative and quantitative research to propose creative strategies and tactics that align with company goals and will resonate with our employee audience
• Weave our brand across different internal touchpoints, working across teams to uplift stories that connect our daily work to our mission and identify cultural moments that reinforce our values
• Exhibit operational excellence to help plan and execute internal fora like all-hands
• Partner closely with the broader internal communications team to ensure updates are being accurately and consistently cascaded via all our existing channels and live forums.

You may be a good fit if you:

• Have worked in journalism, political campaigns, external communications, or government affairs,somewhere you learned to make complex, high-stakes material clear under pressure
• Are an exceptional writer with a particular talent for distilling complex decisions and cross-functional projects into simple, compelling narratives
• Have 10+ years of proven experience executing and leading in fast-changing, complex, and international organisations
• Thrive on deep partnership with leadership teams and can truly embed yourself in business functions
• Have a keen eye for organisational culture and can recognise authentic moments worth amplifying while helping teams navigate cultural evolution
• Are comfortable navigating organisational dynamics and can build strong working relationships with executives

The annual compensation range for this role is $255,000-$320,000 USD.

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You will provide end-to-end HRBP support across our growing and evolving Gen AI business unit, including directly driving org health initiatives, influencing org structure to effectively scale the team, and developing and implementing creative solutions as the team navigates new markets.

Establish yourself as a trusted advisor and a knowledgeable, reliable, and empathetic partner for our employees and leaders across the Enterprise team.

Coach and advise leaders on best people practices and uplevel manager skill sets.

Lead project management for all people programs for the Enterprise organization, including org planning, onboarding, performance cycles, engagement surveys, and career development efforts.

Drive organization and order for people data and use it to provide insights and recommendations to leaders.

Work in a hybrid work environment (3 days/week) at our San Francisco Headquarters or New York office.

Ideal candidates will have 5+ years of experience working in HR with progression and growth in scope, with 3+ years of experience in an HR Business Partner role at a fast-paced, high-growth company.

Demonstrated experience engaging with executive-level leadership on org-wide initiatives, and ability to partner and build relationships with senior leadership.

Strong ability to relate to, empathize with, and quickly build trust with people from diverse backgrounds.

Proven ability to thrive in a fast-paced, iterative environment and embrace changes in focus and direction as needed.

A passion for building scalable processes in a creative, thoughtful, and organized way.

Experience supporting a global workforce across various job functions.

Nice to haves: Strong knowledge of Google Sheets/Excel and demonstrated ability to influence decisions with data.

Experience in Consulting or in an Operations and Strategy role at a fast-paced company.

Compensation packages at Scale for eligible roles include base salary, equity, and benefits. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position, determined by work location and additional factors, including job-related skills, experience, interview performance, and relevant education or training.

Scale employees in eligible roles are also granted equity-based compensation, subject to Board of Director approval. Your recruiter can share more about the specific salary range for your preferred location during the hiring process, and confirm whether the hired role will be eligible for equity grant.

You’ll also receive benefits including, but not limited to: Comprehensive health, dental and vision coverage, retirement benefits, a learning and development stipend, and generous PTO. Additionally, this role may be eligible for additional benefits such as a commuter stipend.

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At Gusto, we're on a mission to grow the small business economy. We handle the hard stuff , payroll, health insurance, 401(k)s, and HR , so owners can focus on their craft and their customers.

With teams in Denver, San Francisco, and New York, we support more than 400,000 small businesses nationwide and are building a workplace that reflects the people we serve.

All full-time employees receive competitive base pay, benefits, and equity (RSUs) , because everyone who helps build Gusto should share in its success. Offer amounts are determined by role, level, and location. Learn more about our Total Rewards philosophy.

AI is a fundamental part of how work gets done at Gusto. We expect all team members to actively engage with AI tools relevant to their role and grow their fluency as the technology evolves. AI experience requirements vary by role and will be assessed during the interview process.

About the Role:

Gusto is looking for a builder to take on the role of Head of AI-Native Talent Systems as we rethink how people grow in an AI-native company. This role is about designing the systems that shape growth day to day. Not courses. Not programs. The actual mechanics of work. Onboarding, feedback, performance reviews, promotion decisions, and leadership expectations should all help people get better by default, without needing special events or extra effort.

You will be responsible for building new architecture and tearing down what no longer serves us. AI will be a core part of how you do this, not as a concept, but as a practical tool for reflection, coaching, skill building, and clarity. The goal is simple but hard: make growth obvious, continuous, and hard to avoid.

This is a role for someone who wants to build something durable, test it in the real world, and keep improving it. If it works, others will copy it. If it doesn’t, you’ll learn fast and fix it.

About the Team:

The Talent Development team sits within the Gustie Engagement Team, with a shared purpose: to help Gusties write the best chapters of their careers. We do this by designing the conditions that create clarity, connection, and commitment across the employee journey, not through programs, but through how work actually happens.

Here’s what you’ll do day-to-day:

• Own the Gustie growth system at Gusto, from onboarding through executive leadership, with AI embedded at its core

• Redesign moments like feedback, performance reviews, and promotion decisions so AI actively helps people reflect, learn, and improve in real time

• Treat AI as a design partner in growth, deciding deliberately where it should lead, where it should support, and where humans stay firmly in charge

• Build development directly into the flow of work, with AI reducing friction, surfacing insights, and prompting better decisions

• Prototype, test, and ship AI-enabled changes that meaningfully improve how people grow here

• Define new AI-native standards for leadership development, coaching, and skill building

• Create feedback loops and signals, powered by AI, that make growth, readiness, and leadership effectiveness visible as the company evolves

• Continuously revisit what belongs in code, what belongs in judgment, and how the boundary should shift over time

Here’s what we're looking for:

• You’ve built something that changed how people actually worked. It might have been called talent, product, systems, or something else entirely, but it moved behavior, not just decks.

• You believe the walls are hollow and you don’t assume systems are fixed just because they look finished. You get impatient with patchwork solutions and prefer fixing the system instead.

• You’re comfortable starting without a playbook and writing one as you go.

• You already use AI as part of how you think and work, not as a talking point or side project.

• You can hold a long-term point of view while shipping fast and putting real things into the world.

• You have strong opinions about what good looks like, and you’re willing to change them when reality disagrees.

• You care deeply about how people grow, especially when things are changing quickly or breaking in interesting ways.

People who fit this role often have 10–12 years of relevant experience, but we care far more about what you’ve built than how your resume is labeled.

What does success look like?

A year into this role, growth at Gusto is no longer something people are asked to manage on top of their jobs. It is something the company’s systems quietly and consistently do. The everyday work of the company generates signal by default. Decisions, docs, code, customer interactions, feedback, and leadership moments all leave usable traces. Those signals are captured and interpreted as work happens, then reflected back in ways that help people see patterns, progress, and gaps without needing to reconstruct the past or advocate for themselves.

Growth becomes legible. Learning is no longer organized around classes, curricula, or moments on a calendar. Instead, it exists as an always-on environment woven into how work gets done. People can quickly see examples of strong judgment, understand what “good” looks like in context, and explore how similar problems have been solved before.

AI makes this possible at scale by synthesizing real examples, answering questions in the moment, connecting people to relevant expertise, and turning individual insight into shared capability.

Over time, development feels less like an intervention and more like a natural byproduct of doing the work. People pull what they need when they need it. Leaders spend less time explaining expectations and more time reinforcing them.

The system improves with use, because every interaction adds clarity rather than noise. Importantly, the system has a point of view. It creates gentle pressure in the right places and removes friction in the wrong ones. It makes certain behaviors easier, others harder, and does so through design rather than persuasion.

Standards become clear not because they are stated repeatedly, but because the environment reinforces them.

At that point, this work no longer resembles traditional Talent Development or Performance Management. It looks like core infrastructure for a company that expects to keep changing, and expects its people to keep pace not through heroics, but through design.

Our cash compensation amount for this role is $150,000 /year to $180,000 /year in Denver & most major metro locations, and $177,000/year to $210,000 /year for San Francisco & New York. Final offer amounts are determined by multiple factors including candidate location, experience and expertise and may vary from the amounts listed above.

Gusto has physical office spaces in Denver, San Francisco, and New York City. Employees who are based in those locations will be expected to work from the office on designated days approximately 2-3 days per week (or more depending on role). The same office expectations apply to all Symmetry roles, Gusto's subsidiary, whose physical office is in Scottsdale.

Note: The San Francisco office expectations encompass both the San Francisco and San Jose metro areas. When approved to work from a location other than a Gusto office, a secure, reliable, and consistent internet connection is required. This includes non-office days for hybrid employees.

Our customers come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because it's the right thing to do, but because it makes our company stronger. If you share our values and our enthusiasm for small businesses, you will find a home at Gusto.

Gusto is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based

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Key responsibilities include:

• Driving revenue success by owning and exceeding monthly, quarterly, and annual sales targets
• Developing and implementing strategic plans for team development and revenue attainment
• Building trust-based relationships with employees, customers, partners, and cross-functional teams
• Leading with value by enabling your team to understand the commercial and business goals of your customers and how they relate to our value proposition

The ideal candidate will have:

• 3+ years of experience as a high-growth Data/AI/Infrastructure leader with experience leading a sales team to new heights
• Experience translating a highly technical product to business value for the C-suite
• A track record of success executing against personal and team goals while always striving to uplevel your and your team's skills
• Proven leadership ability to influence, develop, and empower employees to achieve personal objectives with a team-first mindset
• Excellent written and verbal communication skills as well as experience communicating with and presenting to the C-Suite

Benefits include comprehensive benefits and perks that meet the needs of all employees.

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At Duolingo, you'll join a team that cares about educating our users, experimenting with big ideas, making fact-based decisions, and finding innovative solutions to complex problems.

We're seeking a Head of Duolingo Academy to design the strategy, build and deliver high-impact learning experiences for our leaders (with an initial emphasis on managers of managers), and scale a cohesive capability-building system that strengthens leader impact across the company.

This high-visibility role partners closely with People leadership and senior executives to translate company priorities and values into practical, measurable learning that grows with Duolingo.

You will:

• Define the vision, strategy, and operating model for Duolingo Academy, starting with leadership development (managers of managers) and expanding into adjacent capability areas over time.

• Design, deliver, and iterate on a portfolio of leadership programs, frameworks (e.g., toolkits, guides, rubrics), and learning journeys (e.g., live, virtual, asynchronous) aligned to business priorities and Duolingo's values, and ensuring consistency and a high-quality learning experience at scale.

• Design and oversee coaching, expert-led, and cohort-based learning programs (e.g., executive coaching, internal/external experts, communities of practice) to deepen leader capability and support individualized development.

• Establish clear success metrics and measurement practices (e.g., participant NPS, outcome metrics), review data and feedback regularly, and continuously improve programs based on impact.

• Partner with and serve as a trusted advisor to People leadership, function heads, and cross-functional stakeholders to align Duolingo Academy with talent strategies (e.g., performance, career ladders) and company priorities.

• Leverage Duolingo's existing leadership offerings and integrate complementary learning pathways to create a cohesive, end-to-end leader development experience.

• Pilot, scale, and communicate Duolingo Academy programs and outcomes to executives, and refine the roadmap and resourcing plan as Duolingo Academy proves impact and evolves with the organization.

You have:

• Extensive experience designing and delivering leadership development or capability-building programs, with a strong grasp of adult learning, program design principles and the science of teaching.

• A background as a successful leader and operator (ideally in Engineering, Product or Design) in addition to leadership coaching and development (not traditional L&D).

• Demonstrated ability to assess leadership needs, translate them into practical and sticky learning experiences, and facilitate engaging sessions for senior audiences.

• A track record of building scalable learning systems and content (frameworks, toolkits, assets) and measuring impact using data and feedback.

• Exceptional communication and stakeholder management skills, with the ability to influence and partner with senior leaders across functions in dynamic, high-growth environments.

• Comfort operating with ambiguity, simplifying the complex, and shipping high-quality work on tight timelines with a hands-on builder’s mindset.

• The ability to work from or relocate to Pittsburgh, PA or New York, NY.

Exceptional candidates will have:

• Experience establishing a flagship, company-wide learning program and scaling it from V1 to a durable, high-impact function.

• Expertise connecting leadership development to broader capability building (e.g., manager effectiveness, decision-making, communication, AI fluency).

• Familiarity integrating leadership programs with performance systems and career ladder enablement to manage organizational change at scale.

We post a multi-level salary range for all of our roles. This is not inclusive of the rest of our awesome portfolio that includes equity compensation and world-class benefits. Our salary ranges are the same for all US locations. Your recruiter can share more details about the range for a specific level during the hiring process.

The actual salary within the range is determined by many factors including but not limited to, skills, experience, education, and internal equity.

Salary Range: $228,000-$342,000 USD

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Key responsibilities include:

• Defining and owning Duolingo's internal communications strategy, principles, and annual priorities;
• Leading planning and execution for cross-company forums and moments, including message development, presenter preparation, FAQs, and follow-ups;
• Partnering with senior leaders on company change communications, building clear cascades and manager toolkits that drive understanding and consistency;
• Establishing internal communication standards and guidance on channels, including templates, norms, and employee guardrails for public/social communication;
• Creating measurement for internal comms effectiveness, analysing reach, clarity, and engagement to identify improvements and inform leadership;
• Building and leading a high-performing internal comms capability, setting operating rhythms, defining workflows with People/Chief of Staff teams, and managing vendors or contractors as needed;
• Preparing executives and spokespersons for internal moments with talking points, decks review for message clarity, and coaching;
• Partnering with onboarding teams to ensure new hires understand how we communicate and where to find information;
• Anticipating issues and coordinating with Comms, Legal, People, and IT to ensure timely, accurate, and trusted internal updates.

We're looking for someone with 10+ years of experience in communications, with significant experience leading internal/employee communications at a fast-paced, product-led or tech company. You should have a proven track record building or transforming internal comms strategies, systems, and standards at scale, with clear measurement of impact.

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The impact you will have:

• Solve real business needs at a large scale by applying your software engineering skills
• Ensure consistent delivery against milestones and strong alignment with the field working 'two-in-a-box' with product leadership
• Evolve organisational structure to align with long-term initiatives, build strong '5 ingredient' teams with good comms architecture
• Manage technical debt, including long-term technical architecture decisions and balance product roadmap
• Leading and participating in technical, product, and design discussions
• Building, managing, and operating a highly scalable service in the cloud
• Growing leaders on the team by providing coaching, mentorship, and growth opportunities
• Partnering with other engineering and product leaders on planning, prioritisation, and staffing
• Creating a culture of excellence on the team while leading with empathy

What we look for:

• 15+ years of industry experience building and supporting large-scale distributed systems
• Building, growing, and managing high-performance teams
• Ability to attract and hire engineers who meet the Databricks hiring principles
• Existing experience building and running cloud platforms

*or- demonstrated ability to quickly learn new concepts in the SaaS space (e.g. technical background and fast learner)

• Experience working cross-functionality with product management and directly with customers; ability to deeply understand product and customer personas
• BS in Computer Science or Masters or PhD

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Key requirements for this role include 5+ years experience working in database systems, data processing or related domains, experience building highly available cloud services on AWS, GCP or Azure, building, growing and managing high performance teams, experience defining and meeting SLOs for highly available systems, ability to attract and hire engineers who meet the Databricks hiring standards, and comfort working cross-functionality with product management and partners to build products that drive user growth.

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As a core member of the People Partnering team, you'll provide strategic People partnership to APAC country site leads, advising on organization design, leadership effectiveness, talent planning, and employee experience. You'll also hold end-to-end People Operations and Programs ownership for the Bangkok, Thailand site.

Responsibilities:

• Serve as a core member of the People Partnering team, representing APAC priorities in global People discussions.
• Provide strategic People partnership to APAC country site leads, advising on organization design, leadership effectiveness, talent planning, and employee experience.
• Hold end-to-end People Operations and Programs ownership for the Bangkok, Thailand site.
• Translate global People strategy, policies, and leadership values into effective regional practices.

Leadership Development & Coaching:

• Coach and support managers across APAC.
• Deliver leadership development and manager enablement aligned with EarnIn's leadership values.
• Facilitate group training sessions and leadership forums.
• Own key talent planning initiatives for the Thailand site.

Employee Experience, Data & Compliance:

• Serve as a trusted advisor to employees and managers.
• Use People data and insights to inform decisions and improve engagement.
• Ensure compliance with local labor laws and policies in both Thailand and India.
• Support compensation and benefits administration and partner closely with global People Operations and Total Rewards teams.

Requirements:

• Bachelor's degree or equivalent practical experience.
• 7+ years of People & Culture / HR experience, in a multinational environment.
• Strong working knowledge of labor laws in India and Thailand.
• Proven experience coaching managers and partnering with senior leaders.
• Comfortable operating in a globally distributed, async-first environment.
• Passion for building inclusive, values-aligned workplace cultures.
• Excellent communication and interpersonal skills to build trusting relationships with local leaders.
• Proven ability to work independently and manage multiple priorities.
• Experience with data analysis and People related metrics.
• Passion for creating a positive and inclusive workplace culture.

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You will be responsible for the full lifecycle of leadership development initiatives, from content creation and facilitation to training assignments, upkeep, and metric-driven continuous improvement. This position will require 30% travel.

Key Responsibilities: Assess Leadership Development Needs: Partner with senior manufacturing, operations, and HR leaders across all sites to identify critical leadership skill gaps, define strategic development priorities, and align training initiatives with enterprise-wide objectives. Design & Develop Leadership Programs: Lead the creation and adaptation of foundational and advanced leadership development content, modules, and experiential learning activities specifically tailored for production and manufacturing leaders. This includes defining learning objectives, curriculum, and delivery methods. Program Ownership & Management: Own end-to-end leadership development project plans – from needs analysis and strategic design through delivery, resource allocation, and robust post-training evaluation across all sites. Facilitate & Deliver High-Impact Training: Directly facilitate engaging and effective leadership development programs for diverse cohorts of production and manufacturing leaders, fostering critical thinking and practical application. Establish Foundational Leadership Training: Develop and manage a standardized curriculum to ensure all new and existing production leaders complete essential foundational leadership training, covering core principles, management best practices, and operational leadership. Manage Training Logistics & Administration: Oversee the assignment and tracking of leadership training participation, maintain curriculum up-to-date, manage scheduling across multiple sites, and ensure seamless delivery of all program components. Track Outcomes & Drive Continuous Improvement: Develop and implement metrics to measure the effectiveness and impact of leadership development programs (e.g., leadership effectiveness scores, retention, performance improvements). Utilize data and feedback to continuously refine and optimize content and delivery strategies. Collaborate & Influence: Act as a key liaison between manufacturing leadership, Human Resources, Global L&D, and other stakeholders to ensure alignment, gain buy-in, and seamlessly roll out new leadership development initiatives across the organization. Enable Internal Facilitation Capabilities: Develop and facilitate 'train-the-trainer' programs and provide resources to empower internal subject matter experts or existing L&D professionals to effectively deliver and reinforce leadership development content within their respective sites or functions. Partner & Expand Impact: Engage with external vendors, academic institutions, and industry experts to bring specialized leadership development solutions and best practices into the organization, strengthening our global talent pipeline. Perform other responsibilities as assigned to support the manufacturing leadership development strategy for manufacturing and production.

Requirements: 8+ years of progressive experience in Learning & Development, Organizational Development, or Leadership Development, with a strong focus on program management. Proven experience designing, managing, and delivering leadership development programs from concept to completion for diverse audiences. Strong facilitation skills with demonstrated ability to engage, inspire, and develop leaders at various levels. Exceptional program management and organizational skills, capable of managing multiple complex projects across different sites concurrently. Experience working within or directly supporting a manufacturing, production, or heavy industrial environment is preferred. Demonstrated ability to collaborate effectively and build strong relationships with cross-functional and senior leadership teams. Data-driven mindset with a proven ability to define metrics, analyze training impact, and drive continuous improvement. Eligible to obtain and maintain an active U.S. Secret security clearance.

Preferred Qualifications: Lean Six Sigma. Experience implementing leadership development programs on a multi-site or global scale. Certifications in leadership assessment tools (e.g., 360 feedback, behavioral assessments). Experience with Learning Management Systems (LMS) and learning experience platforms (LXP) for program administration and content delivery.

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This is a strategic, hands-on role for a leader who thrives in fast-moving environments, knows how to cut through noise, and can translate technical topics and business priorities into clear, compelling narratives that resonate across a global organization.

The impact you will have:

• Executive & Founder Communications - Serve as a trusted communications advisor to Databricks' leaders, providing strategic counsel and content development for internal audiences.
• Develop high-impact content, talking points, and presentations for company-wide moments including All Hands, Company Kickoff, and leadership forums.
• Partner closely with leadership to distill complex ideas , technical, strategic, and organizational , into narratives that land with employees at every level.

• Company-Wide Internal Communications - Own Databricks' internal communications strategy: All Hands, Company Kickoff, org announcements, and major company updates.
• Ensure employees always understand where the company is going, why it matters, and how their work connects to our mission.
• Orchestrate messaging across leaders to deliver clarity and consistency at scale.

• Cross-Functional Partnership - Collaborate with across departments to align internal and external narratives, especially around major announcements, product launches, and organizational changes.
• Partner with production teams for live and recorded events such as All Hands, Company Kickoffs, etc.
• Lead change communications for key initiatives, helping employees navigate transitions with clarity and confidence.
• Support our Chief People Officer and Chief Revenue Officer executive

What we look for:

• 10+ years of experience in internal or executive communications, preferably in enterprise software, cloud, or AI.
• Proven track record supporting founders and C-level executives with speechwriting, messaging, and high-stakes internal events.
• Exceptional storytelling skills , able to simplify complex topics and write in a range of executive voices.
• Ability to bring content to life across video, graphics, podcasts, agents, and written content.
• Experience owning large-scale internal programs and content production (All Hands, Kickoffs, videos) for global, distributed teams.
• Comfort operating in high-visibility, fast-moving environments with multiple senior stakeholders.
• Strong project management skills with the ability to juggle competing priorities without dropping the ball.
• Bachelor's degree in Communications, English, Journalism, Marketing, or related field.

Pay Range Transparency Databricks is committed to fair and equitable compensation practices. The pay range(s) for this role is listed below and represents the expected salary range for non-commissionable roles or on-target earnings for commissionable roles. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to job-related skills, depth of experience, relevant certifications and training, and specific work location. Based on the factors above, Databricks anticipates utilizing the full width of the range. The total compensation package for this position may also include eligibility for annual performance bonus, equity, and the benefits listed above.

For more information regarding which range your location is in visit our page here.

Zone 1 Pay Range $263,900-$362,900 USD

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This is a highly visible leadership role responsible for mechanisms, programs, and tooling that improve seller productivity, shorten ramp time, and drive predictable revenue outcomes.

You will work backwards from customer and business needs, partnering closely with executive leadership to raise the bar across the revenue organization.

Responsibilities

• Own the end-to-end field enablement strategy aligned to GTM priorities and long-term business growth
• Establish durable mechanisms for onboarding, certification, and continuous learning
• Partner with CRO, Sales, CX, Marketing, Product, and RevOps leaders to identify capability gaps and close them
• Build scalable playbooks, sales motions, and field-ready content that improves execution in-market
• Define, track, and inspect enablement metrics tied to revenue performance (ramp time, attainment, win rates)
• Operate with a high bar for operational excellence, documentation, and accountability
• Hire, develop, and lead a high-performing enablement team

Requirements

• 10+ years of experience in Field Enablement, Sales Enablement, or GTM leadership roles
• Proven experience operating in fast-growing, ambiguous environments and scaling enablement programs
• Strong executive presence with the ability to influence without authority
• Data-driven operator who uses metrics to inspect performance and drive continuous improvement
• Deep familiarity with modern revenue tech stacks (CRM, enablement, LMS, analytics)
• Ability to think strategically while executing with speed and discipline

Nice to Have

• Experience supporting enterprise or platform-based sales motions
• Familiarity with consumption-based or infrastructure-oriented business models
• Background working in highly technical or developer-adjacent GTM environments

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The focus of this role is reducing friction, increasing clarity, and amplifying leadership impact as the organisation scales. This role sits at the centre of Product and Engineering, supporting leaders through a period of rapid growth and change. You operate as a pragmatic people partner,building scalable practices, taking ownership, and removing obstacles that slow teams down.

Success in this role means turning people priorities into practical, low-friction solutions that help Product and Engineering teams operate effectively and scale with confidence.

Your impact will be felt across various dimensions:

• Strategic Partnership: Serve as a thought partner to Product and Engineering leaders, helping translate business goals into people decisions that improve execution, support growth, and strengthen organisational effectiveness.

• Execute with Impact: Balance strategic thinking with hands-on execution, stepping into the details when needed to ensure people programs land and deliver measurable impact.

• Pattern Recognition & Insights: Leverage data, observations, and experience to identify recurring patterns,surfacing signals proactively and synthesising them into clear actions for leaders.

• Enable Change at Speed: Manage organisational change in a dynamic, fast-paced environment, ensuring seamless transitions, transparency and business continuity.

• Talent Management: Partner with leaders to drive workforce planning activities, enabling consistent and defensible people decisions.

People Risk & Workplace Advisory: Consult on complex people matters, balancing risk, speed, and business practicality.

Cross-functional Delivery: Collaborate effectively with People Team COEs and other stakeholders to deliver scalable, business-aligned people solutions that work in practice, not just on paper.

If you're wondering if you're a good fit, we believe in investing in our people, and value candidates who can bring their own diversified experiences to our teams,even if you aren't a 100% skill or experience match. Here are a few qualities we've found compatible with our team:

• You love to partner with Product and Engineering leaders to solve people challenges, reduce friction, and build practical solutions that help teams scale effectively.

• You're curious about the patterns behind team performance, organisational health, and leadership effectiveness,and how data and insight can drive better people decisions.

• You're an expert in balancing strategic partnership with execution, coaching leaders through change, and delivering scalable people programs in fast-paced, high-growth environments.

Why CoreWeave? At CoreWeave, we work hard, have fun, and move fast! We're in an exciting stage of hyper-growth that you won't want to miss out on. We're not afraid of a little chaos, and we're constantly learning. Our team cares deeply about how we build our product and how we work together, which is represented through our core values:

• Be Curious at Your Core

• Act Like an Owner

• Empower Employees

• Deliver Best-in-Class Client Experiences

• Achieve More Together

We support and encourage an entrepreneurial outlook and independent thinking. We foster an environment that encourages collaboration and enables the development of innovative solutions to complex problems. As we get set for takeoff, the organisation's growth opportunities are constantly expanding. You will be surrounded by some of the best talent in the industry, who will want to learn from you, too.

Come join us!

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As a Global ER Partner, you'll lead complex ER cases, provide expert advice, and develop frameworks that empower our leaders and employees to do their best work. Reporting to the Director HRBP, International and working closely with HRBPs, senior stakeholders, and our Legal team, your contributions will strengthen performance impact and enhance the employee experience.

Responsibilities:

• Lead the management of ER matters end-to-end, including disciplinary matters, grievances, policy investigations
• Advise and support managers on managing long-term leaves of absence and underperformance cases with care and efficiency
• Create and maintain country-specific ER resources, including toolkits, templates, and process guides
• Tracking and logging cases to ensure accurate reporting and compliance with audit requirements
• Partner with HRBPs to identify trends in ER matters, contributing to the design and delivery of business-targeted initiatives such as workshops and training to enhance people management skills
• Collaborate with Legal and external counsel to seek employment-related advice where needed
• Provide expert guidance on organisational changes, including managing risks and people impacts across regions
• Support HRBPs with sensitive and complex matters such as severance, redundancies, and settlement agreements
• Offer mediation and conflict resolution support where required
• Partner with the HR Operations and Legal teams to develop and update Employee Handbooks and policies across regions

Required Experience:

• At least 8+ years total HR / 4+ years specialised ER experience with exposure to complex end-to-end casework in a global business
• Expert-level fluency with current European (UK, Ireland, Netherlands, German, Italian) & US employment laws and practice, wanting to explore employee relations in global contexts and cross-border management best practices
• Knowledge of employment laws and practice in our other global locations (APAC) is preferred
• You can thrive in an outcome-focused environment and are resourceful
• You're a relationship builder. You handle difficult conversations with understanding, diplomacy, and professionalism
• An ability to maintain confidentiality on sensitive matters and build relationships with stakeholders at all levels
• Effective time management to ensure cases are managed in alignment with SLAs
• An ability to work with little supervision and handle responsibilities in a global organization while communicating with stakeholders around the world

Pay Transparency:

This job posting may span more than one career level. In addition to base salary, this job is eligible to receive equity in the form of restricted stock units, and depending on the position offered, it may also be eligible to receive a commission.

Additionally, Reddit offers a wide range of benefits to U.S.-based employees, including medical, dental, and vision insurance, 401(k) program with employer match, generous time off for vacation, and parental leave. To learn more, please visit https://www.redditinc.com/careers/

To provide greater transparency to candidates, we share base salary ranges for all US-based job postings regardless of state. We set standard base pay ranges for all roles based on function, level, and country location, benchmarked against similar stage growth companies.

Final offer amounts are determined by multiple factors including, skills, depth of work experience, and relevant licenses/credentials, and may vary from the amounts listed below.

The base salary range for this position is $180,200-$252,300 USD

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We are seeking a Staff People Partner to join our EMEA team. As a strategic advisor and catalyst for organisational excellence, you will partner closely with senior leaders across Databricks' European footprint.

This role operates at the intersection of business strategy, talent, and transformation, shaping a high-performance, future-ready organisation in the context of rapid growth and AI-driven change.

Responsibilities:

• Act as a trusted strategic partner to senior leaders within the Field Engineering, Professional Services and Field Enablement teams, translating business priorities into forward-looking people strategies that drive performance, scalability, and innovation.

• Lead organisational transformation by designing and enabling structures, capabilities, and ways of working that support hyper-growth and evolving market demands.

• Elevate the talent bar through rigorous talent management, succession planning, and leadership development, ensuring we attract, develop, and retain exceptional talent.

• Champion a high-performance culture grounded in accountability, inclusion, and continuous growth, while enhancing the end-to-end employee experience.

• Coach and challenge leaders to build inclusive, resilient, and future-ready teams, particularly in navigating change driven by AI and new ways of working.

• Drive organisational effectiveness through strategic organisational design, while acting as a senior escalation point for complex employee relations matters, ensuring consistent and risk-aware outcomes.

• Partner across EMEA and globally to deliver a consistent yet locally relevant people experience, balancing global standards with regional nuance.

• Leverage data and insights to inform decision-making, measure impact, and continuously improve people outcomes.

Requirements:

• Proven experience as a senior HR/People Business Partner in a high-growth, complex, and matrixed environment.

• Curiosity and adaptability in the face of emerging trends, particularly the impact of AI on work, skills, and organisations.

• Data-driven mindset with the ability to translate insights into action.

• Strong commercial acumen with the ability to connect people strategy to business outcomes.

• Track record of leading large-scale change and transformation initiatives.

• Deep expertise across core people disciplines (organisation design, talent, performance, employee relations, rewards).

• Skilled at influencing and coaching senior stakeholders with credibility and impact.

• Passion for building inclusive, high-performing cultures and exceptional employee experiences.

Benefits:

At Databricks, we strive to provide comprehensive benefits and perks that meet the needs of all of our employees.

Our Commitment to Diversity and Inclusion:

At Databricks, we are committed to fostering a diverse and inclusive culture where everyone can excel.

Compliance:

If access to export-controlled technology or source code is required for performance of job duties, it is within Employer's discretion whether to apply for a U.S. government license for such positions, and Employer may decline to proceed with an applicant on this basis alone.

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Responsibilities include: Serving as the primary HR point of contact for assigned departments, developing strong relationships with business leaders and teams. Understanding team objectives and workforce challenges to anticipate needs and proactively provide solutions. Advising and coaching managers on organisational design, workforce planning, team effectiveness, and leadership development. Partnering with leaders to identify and address engagement drivers within teams. Supporting retention and development strategies that align with Saronic's mission and growth. Facilitating feedback loops through listening sessions, surveys, and action planning. Guiding teams through goal setting, performance review cycles, and continuous feedback practices. Supporting succession planning and career development conversations. Coaching managers through employee relations matters with a focus on growth and accountability. Maintaining working knowledge of relevant federal and state labour laws, especially those applicable to the defence sector. Ensuring accurate documentation, consistency, and compliance in partnership with HR Operations. Contributing to company-wide HR initiatives, including policy development, compensation reviews, and organisational change. Collaborating on developing tools, processes, and communications that enhance manager capability and employee experience. Using HRIS tools and data insights to inform decisions and influence strategies.

Qualifications include: Bachelor's degree in Human Resources, Business Administration, or a related field. 5+ years of progressive HR experience, including at least 2 years in a consultative or partner role. Strong business acumen and ability to connect HR strategy to operational goals. Deep understanding of employee relations, performance management, and organisational development. Skilled communicator with strong coaching, influencing, and interpersonal skills. Comfort working in a dynamic environment with evolving priorities. Experience in startup or high-growth settings is a plus. Proficiency in HR systems and Microsoft Office Suite.

Physical demands include: Prolonged periods of sitting at a desk and working on a computer. Occasional standing and walking within the office. Manual dexterity to operate a computer keyboard, mouse, and other office equipment. Visual acuity to read screens, documents, and reports. Occasional reaching, bending, or stooping to access file drawers, cabinets, or office supplies. Lifting and carrying items up to 20 pounds occasionally (e.g., office supplies, packages).

Additional information includes: Benefits such as medical insurance, dental and vision insurance, time off, parental leave, competitive salary, retirement plan, stock options, and life and disability insurance. Free lunch benefit and unlimited free drinks and snacks in the office.

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You'll get:

• Access to LinkedIn Learning, Harvard Business Review, and MLT-hosted sessions to grow your skills and expand your network
• Team retreats, employee recognition, and Employee Affinity Groups (EAGs) that celebrate our wins and deepen community
• Opportunities to connect through virtual socials, fireside chats, and coffee chats
• Use of AI-driven tools and cutting-edge technology to bring bold ideas to life
• Work Together Wednesdays dedicated to team collaboration, brainstorming, and alignment

We know that recharging your energy and maintaining well-being are essential to bringing your best self to work and life. That's why we create space for rest and focus throughout your week and year.

You'll get:

• 15+ days of paid time off annually, plus 10 paid holidays
• Early wrap-ups on Summer Fridays so you can enjoy more daylight and downtime
• Focus Fridays dedicated to deep work, self-reflection, and personal development
• Wellness sessions with colleagues to build mental health resilience and manage stress

We trust you to manage your work schedule and location to optimize productivity while maintaining a healthy personal and professional life. Prioritizing your well-being supports sustainable performance and engagement.

You'll get:

• Hybrid or remote roles designed to give you the flexibility needed to do your best work
• In-person collaboration opportunities, such as retreats, local gatherings, and flexible modern workspaces that reduce isolation and build community
• High-quality shared workspaces designed to foster collaboration, creativity, and connection
• Seamless digital tools and platforms designed to keep you connected, focused, and supported regardless of location
• Wellness resources designed to support your mental, physical, and emotional well-being

At MLT, we believe that when our people thrive, our impact grows. Explore our benefits overview to see how we support your physical, mental, and financial well-being so you can bring your best self to work and beyond.

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Key responsibilities include:

• Operational & Financial Management: Foster a welcoming and engaged community, ensure high levels of resident satisfaction, respond promptly and professionally to resident inquiries, complaints, and requests, implement strategies to enhance neighbour retention and long-term occupancy, and organise community initiatives that strengthen engagement and create a sense of belonging.

• Resident Experience & Community Building: Foster a welcoming and engaged community, ensure high levels of resident satisfaction, respond promptly and professionally to resident inquiries, complaints, and requests, implement strategies to enhance neighbour retention and long-term occupancy, and organise community initiatives that strengthen engagement and create a sense of belonging.

• Leadership & Team Development: Recruit, train, and lead a high-performing team dedicated to exceptional service, set clear goals, performance metrics, and accountability measures for the team, and cultivate a culture of ownership, urgency, and high standards across the team.

• Market Positioning & Strategy: Stay ahead of market trends, competitor activity, and customer needs, develop and implement strategies to drive occupancy, revenue growth, and brand positioning, and work closely with marketing and leasing teams to refine campaigns and drive demand.

Ideal background includes 5+ years of experience in property management, proven expertise in the hospitality industry, strong leadership and team management experience, deep understanding of customer service, property operations, and financial management, excellent communication and problem-solving skills, experience working with expatriates, corporate clients, and a diverse resident base, and ability to thrive in a fast-paced, high-growth environment.

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We believe the future of law will be built by 'AI-Native Law Firms' - firms that are managed, scaled, and optimized by intelligent systems rather than manual processes and endless administrative work.

Our technology augments the capabilities of attorneys across every stage of a case - from intake and document review to strategy and settlement - so they can focus on what truly matters: achieving the best outcomes for their clients.

This is an opportunity to join a fast-growing, mission-driven company during a pivotal stage. You will have a significant voice in shaping our People strategy and culture while partnering closely with senior leadership.

Strategic People Leadership

• Build and provide guidance to the People function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally

• Function as a strategic business advisor to executive and senior management regarding key organizational and management issues

• Develop and implement comprehensive People strategy that effectively communicates and supports the company’s mission and strategic vision that is scalable domestically and globally

Performance, Compensation & Growth

• Lead performance management from strategy through execution

• Develop career frameworks, leveling guides, and manager enablement programs aligned with company goals

• Partner with leadership on compensation philosophy, equity strategy, and benchmarking tools

Employee Experience & Growth

• Fosters a high-performance, inclusive company culture that is grounded in accountability, transparency and operational excellence

• Own employee relations, partnering closely with managers on coaching, development, and conflict resolution

• Develop and implement comprehensive compensation and benefit plans that are competitive which attract and retain top talent

People Operations & Compliance

• Manage the development and implementation of policies, procedures and programs to support people operations that maximize efficiency and effectiveness

• Ensure all People functions are compliant with relevant laws, regulations and best practices in partnership with legal

• Ensure People function is scalable, data-driven, and highly effective

What We're Looking For

• 15+ years of HR experience, with at least five years of leadership experience and people management

• A strategic leader who has created or significantly scaled People functions at fast-growth startups

• A thoughtful operator who balances empathy with strong business judgment and handles sensitive matters with discretion

• An influential communicator who builds credibility and trust across all levels of the organization

• A systems thinker passionate about delivering exceptional employee experiences backed by operational rigor

• Experienced with modern People tools such as Pave, TriNet, or related platforms

• Hands-on, resourceful, and eager to roll up your sleeves and build from zero to one

You'll Thrive In This Role If You

• Have successfully led complex HR initiatives independently and thrive in ambiguous, fast-changing environments

• Bring clarity, steadiness, and thoughtful planning to periods of rapid growth

• Are energized by designing scalable systems and processes in high-velocity settings

• See yourself as a strategic business partner, not just a functional People leader

• Want to leave a lasting impact on company culture and the foundational People infrastructure during a highly formative stage

Additional Information

Benefits: Competitive Salary & Equity, 401(k) Program with Employer Matching, Health, Dental, Vision and Life Insurance, Short Term and Long Term Disability, Commuter Benefits, Autonomous Work Environment, Office Setup Reimbursement, Flexible Time Off (FTO) + Holidays, Quarterly Team Gatherings, In office Perks

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This role sits within the Training and Workforce Transformation team, supporting the Customer & Agent Solutions organization. Acting as an embedded learning partner, this position works closely with senior leaders to proactively consult, diagnose needs, and design learning strategies that directly support business ambitions.

The role combines deep instructional design expertise with strong business acumen, positioning the professional as a trusted advisor who translates organizational needs into impactful learning programs that drive measurable behavior, skill, and performance change.

What You'll Do

• Serve as a strategic learning partner to senior leaders, providing consultation, needs analysis, and learning strategies aligned with business goals
• Design, develop, recommend, and measure advanced learning solutions focused on leadership, management, and team development
• Conduct comprehensive needs assessments to enhance employee performance and overall team effectiveness
• Collaborate closely with business stakeholders throughout the design process, ensuring strong partnership and alignment
• Design and recommend curricula, programs, and learning solutions that reflect the realities and dynamics of the business environment
• Lead the delivery and implementation of professional leadership and development programs, ensuring effective execution and adoption
• Apply contemporary instructional techniques such as collaboration-based learning, communities of practice, social learning, curation, and expert-led sessions
• Leverage existing and emerging technologies to enhance instructional environments and learning experiences
• Establish robust evaluation standards and measure learning solutions against defined business and performance outcomes
• Maintain accountability for the effectiveness, impact, and business results of learning designs
• Continuously grow expertise in instructional design and organizational development through ongoing self-development
• May lead and guide a team responsible for delivering learning solutions tied to tangible business outcomes

Requirements

Experience

• 7+ years of total professional experience
• Minimum of 7 years of formal instructional design experience, with a strong focus on leadership and management development
• At least 5 years of experience in organizational development related to leadership and professional development
• Experience with emerging learning modalities
• Project management experience preferred
• Bachelor’s degree required (Instructional Design, Organizational Development, Learning Design and Development, or related field)

Skills & Capabilities

• Advanced executive presentation and stakeholder engagement skills
• Intermediate to advanced project management capabilities
• Strong interpersonal skills and ability to build trusted relationships with senior leaders
• Strong written communication skills
• Results-driven mindset with accountability for outcomes

Tools & Technologies

• Intermediate experience with learning design software
• Advanced proficiency in PowerPoint

Benefits

This position comes with a competitive compensation and benefits package:

1. Competitive salary and performance-based bonuses
2. Comprehensive benefits package
3. Career development and training opportunities
4. Flexible work arrangements (remote and/or office-based)
5. Dynamic and inclusive work culture within a globally renowned group
6. Private Health Insurance
7. Pension Plan
8. Paid Time Off
9. Training & Development

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Role Overview and Purpose

The Senior Manager, Learning, Talent & Development is responsible for overseeing the design, implementation and governance of learning strategies and programmes that build enterprise capability and enable sustainable business growth.

This role is accountable for developing organisational capability aligned to UK & Ireland business strategy and Enterprise-wide priorities, ensuring ABM has the leadership, skills and future-ready capability required to drive performance, client satisfaction and expansion into new markets.

Key Responsibilities

• Lead the development and execution of an inclusive and accessible L&D strategy aligned to UK&I business objectives, culture, values and Enterprise-wide priorities, embedding DEI principles within leadership and capability development.
• Conduct regular organisational learning needs assessments to identify current and future skill gaps, aligning learning plans to strategic growth priorities and workforce capability planning.
• Develop and maintain enterprise capability frameworks aligned to strategic priorities, enabling structured career pathways, skills-based development pathways, and succession pipeline strength.
• Use data, insights, and learning analytics (dashboards, ROI/ROE frameworks) to drive decision-making, evaluate programme effectiveness, and inform continuous improvement.
• Design and deliver high-quality learning solutions across leadership, technical, compliance and behavioural development, ensuring scalable, innovative and engaging approaches that support organisational performance.
• Partner with operational and commercial leaders to design capability solutions that enhance service quality, client satisfaction, contract retention and overall business performance.
• Lead, develop and performance-manage the in-house L&D team, providing coaching, clear governance and prioritisation to ensure high-quality, strategically aligned delivery.
• Oversee implementation and optimisation of learning technologies (e.g., LMS), ensuring they enhance learner experience and align to the agreed L&D operating model.
• Implement recommendations from the L&D review, embedding appropriate governance, operating standards and processes to ensure consistent, effective, and enterprise-aligned delivery across the organisation.
• Embed development pathways into talent acquisition, performance management, succession planning and leadership assessment processes, ensuring alignment across the end-to-end employee lifecycle.
• Manage L&D budgets, vendor relationship, and procurement to ensure cost-effective, high-quality solutions that deliver measurable business value.
• Monitor compliance training requirements and ensure all mandatory programmes meet regulatory and contractual standards.
• Provide regular reporting to senior leadership on L&D progress, outcomes and strategic impact, acting as a trusted advisor on enterprise capability development.

Required Skills and Experience

• Relevant professional qualifications in Learning & Development (e.g., CIPD, ATD)
• Proven experience designing and delivering strategic L&D initiatives that drive measurable business outcomes.
• Strong background in leadership development, talent management integration and digital learning technologies.
• Demonstrated experience establishing governance frameworks and operating models within a Centre of Excellence structure.
• Excellent leadership, communication and stakeholder influencing skills, with credibility at senior leadership level.
• Strong project and programme management capability, able to prioritise multiple strategic initiatives simultaneously.
• Proficiency in learning management systems and digital learning tools.
• Strong analytical capability, with the ability to translate insight into commercial and organisational impact.
• Strategic thinker with the ability to align capability development to enterprise priorities and long-term workforce needs.
• Adaptable and effective in navigating a dynamic and evolving business environment.

Benefits

We're proud to offer a great range of benefits including:

• 24/7 GP: Both you and your immediate family can speak to a UK-based GP from the comfort of your own home
• Mental Health support and Life Event Counseling
• Get Fit Programme
• Financial and legal support
• Cycle to work scheme
• Access Perks at Work, our innovative employee app where you can find:

• Perks: discounts, gift cards, cashback, and exclusive offers
• Life: Search for resources and tools on topics ranging from family and life to health, money and work
• Support: Online chat or telephone service for urgent support in a crisis

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Responsibilities

• Serve as a trusted advisor to business leaders on talent strategy, team development, and organisational effectiveness.
• Align HR initiatives with business goals, offering best practices and external insights.
• Support change management and leadership development efforts.
• Promote a positive work environment through proactive employee relations support.
• Guide conflict resolution and conduct investigations as needed.
• Drive employee engagement initiatives and provide coaching to managers and team members.
• Manage the annual performance review process and support goal-setting and feedback discussions.
• Coach leaders on addressing performance concerns and development planning.
• Assist with compensation planning and benefits administration, including open enrollment and leave management.
• Respond to employee inquiries and partner with Corporate Benefits for issue resolution.
• Ensure compliance with local labor laws and internal policies.
• Assist in the development and communication of HR policies and procedures.
• Maintain HRIS (Workday) data integrity and generate reports for audits and planning.
• Process job and personal changes and support payroll with attendance and data requests.
• Facilitate new hire orientation and offboarding processes.
• Ensure accurate and timely maintenance of personnel files and HR documentation.
• Partner with Corporate HR teams (Benefits, Training, Legal, Immigration) to support employee needs.
• Maintain internal HR resources, policies, and documentation (e.g., Confluence)

Requirements

• Must have experience in policy development and maintenance communication rollout.
• Proven track record of positively influencing teams and their leaders.
• Comfortable working in a dynamic, and constantly changing environment.
• Must have exceptional people skills and be able to interact with employees at all levels, as well as vendors and suppliers, in a professional and straightforward manner.
• Must be highly collaborative and able to work in a team-based environment.
• Expert Excel, PowerPoint, and HRIS system skills.
• Knowledge of employment law and HR best practices.
• Requires strong organisational and time management skills, close attention to detail and be able to effectively handle multiple priorities.
• Able to evaluate situations, identify options, and implement effective solutions quickly and efficiently.
• Must possess a thorough knowledge of administrative and office procedures.
• Must have excellent verbal and written communications skills and be able to communicate effectively across all levels of the organisation.
• Must be an effective listener, able to maintain focus extract necessary information and validate understanding of the information.
• Must have solid business acumen and understanding of a variety of functional areas within the business.
• Must be able to balance needs of people within the framework of business needs of company.

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You'll be part of a team that values initiative and collaboration. Get involved early and take advantage of the many opportunities available.

Lydia initially joined Honda as a contractor supporting the Co-op Program. She later moved into campus recruiting and now serves as a University Relations Specialist. She's proud to have been named the 2025 Ohio State Engineering Career Services Recruiter of the Year and to have led logistics for the 2023 Baja SAE Ohio event.

Her growth has been supported through Mentoring Matters, the Honda Young Professionals – Ohio BRG, and the Ohio Chamber Young Professionals group.

_Lydia, Talent Acquisition_

Start Your Honda Design & Engineering Story

Creativity thrives when you're trusted to find your own way. Alexander's rotations at Honda gave him hands-on experience in design, fabrication, and testing across multiple manufacturing sites. The flexibility to explore creative solutions and the support of strong mentors helped him build a solid foundation for his full-time role.

In his current position, Alexander has contributed to equipment improvements at the Marysville Auto Plant and now helps develop Honda's ATV and SxS products. He values the teamwork, innovation, and the personal growth Honda encourages.

_Alexander, Powersports & Products_

Start Your Honda Corporate Operations Story

Be curious, collaborative, and open to learning. Honda offers endless opportunities to grow and make an impact. Kristine's journey with Honda began after graduating from The Ohio State University, when she joined Honda Engineering North America as a Die and Mold parts buyer. That first role sparked a career of continuous growth across Purchasing, Trade Compliance, IT, and Planning & Management.

Today, Kristine serves as Director of HR Operations, leading initiatives that drive alignment, streamline processes, and foster collaboration. She's proud to have contributed to new model launches, major IT implementations, and large-scale organizational transformations that strengthened Honda's operations.

_Kristine, Talent & Technology Services_

Start Your Honda Manufacturing Story

Find the team where your skills make a difference and grow from there. Ernest's co-op experience at Honda gave him early insight into the company's philosophy and helped him navigate the corporate world with confidence. That foundation made his transition to full-time seamless.

In his full-time role, Ernest has led initiatives to streamline work and built hands-on experience in the Forming and Weld departments. He's completed Honda's leadership development program, mentored new associates, and contributed to cross-functional projects that sharpened his technical and strategic skills.

_Ernest, Plant Safety_

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Location

San Francisco

Employment Type

Full time

Location Type

Hybrid

Department

People

Compensation

• San Francisco $216K – $240K • Offers Equity

The base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. If the role is non-exempt, overtime pay will be provided consistent with applicable laws. In addition to the salary range listed above, total compensation also includes generous equity, performance-related bonus(es) for eligible employees, and the following benefits.

• Medical, dental, and vision insurance for you and your family, with employer contributions to Health Savings Accounts

• Pre-tax accounts for Health FSA, Dependent Care FSA, and commuter expenses (parking and transit)

• 401(k) retirement plan with employer match

• Paid parental leave (up to 24 weeks for birth parents and 20 weeks for non-birthing parents), plus paid medical and caregiver leave (up to 8 weeks)

• Paid time off: flexible PTO for exempt employees and up to 15 days annually for non-exempt employees

• 13+ paid company holidays, and multiple paid coordinated company office closures throughout the year for focus and recharge, plus paid sick or safe time (1 hour per 30 hours worked, or more, as required by applicable state or local law)

• Mental health and wellness support

• Employer-paid basic life and disability coverage

• Annual learning and development stipend to fuel your professional growth

• Daily meals in our offices, and meal delivery credits as eligible

• Relocation support for eligible employees

• Additional taxable fringe benefits, such as charitable donation matching and wellness stipends, may also be provided.

More details about our benefits are available to candidates during the hiring process.

This role is at-will and OpenAI reserves the right to modify base pay and other compensation components at any time based on individual performance, team or company results, or market conditions.

About the Team

OpenAI’s mission is to build safe artificial general intelligence (AGI) that benefits all of humanity. Achieving this requires bringing the world’s most exceptional talent under one roof to push the boundaries of what’s possible.

Our Research Recruiting team plays a critical role in this effort. We are an embedded part of the research organization, working side by side with our research staff to deeply understand evolving priorities, build trust, and strategically shape the future of OpenAI’s talent.

About the Role

You will own and execute long-term talent strategies to identify, engage, and recruit many of the world’s leading and emerging AI researchers, research engineers, and technical scientists working at the frontier of machine learning. This is not a traditional execution-focused recruiting role.

You will operate as a strategic partner to OpenAI’s research staff, helping define hiring priorities, shape search strategy, influence candidate evaluation, and guide hiring decisions that directly impact the direction and quality of our frontier-model research and fulfillment of our mission.

In this role, you will:

• Partner directly with research and technical staff to define hiring priorities, shape search strategies, and anticipate future talent needs as technical roadmaps evolve.

• Proactively identify and cultivate exceptional AI/ML research talent across industry, academia, and emerging labs, often before formal hiring needs exist.

• Use market insights and candidate signals to influence hiring decisions, leveling, and compensation strategy for highly specialized research roles.

• Serve as a trusted advisor throughout candidate evaluation and closing — helping leaders calibrate for research excellence, long-term potential, and organizational fit.

• Collaborate closely with your sourcing partner to execute complex, high-impact searches in ambiguous or rapidly evolving technical domains.

You might thrive in this role if you:

• Significant experience recruiting within highly technical or specialized environments.

• Deep interest in AI research and a desire to engage directly with global research communities.

• Experience recruiting within highly technical or specialized environments such as ML/AI, distributed systems, infrastructure, scientific computing, or quantitative research.

• Track record of leading complex, ambiguous technical searches from early talent mapping through close.

• Experience navigating high-stakes negotiations with senior technical or research candidates.

• Comfort operating in fast-moving environments where hiring priorities and role definitions may evolve over time.

Workplace & Location

This role is based in our San Francisco office and we aren’t considering remote applications at this time. We use a hybrid work model of 3 days in the office with optional work from home on Thursdays and Fridays. We also offer relocation assistance to new employees.

Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks, three in-house prepared meals daily, outdoor space for working and socializing, wellness rooms, private bike storage, and more.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

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What you'll do

• Act as a strategic consultant to South Asia People Partners and business leaders, diagnosing talent challenges and co-developing impactful solutions aligned with our global talent strategy.
• Drive the deployment and execution of key global and enterprise talent initiatives within South Asia, ensuring clarity, consistency, and excellence in delivery.

What you need

• 10+ years of progressive experience in Talent Management, Organizational Development, HR Business Partnering, or related fields.

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What you'll do

You will be a trusted consultant to our People Experience (PE) partners and the business leaders at EA. Through conferences, research, networking, and ongoing development opportunities, we stay at the forefront of market trends and marry our knowledge of market practice with the needs of our business to create compelling compensation programs that attract, engage, reward, and retain EA's talent.

What you need

• Be the primary consultant for the assigned business unit(s), with teams located globally
• Establish and nurture consultative and collaborative relationships with PE partners, business leaders, and team members to educate managers and employees on compensation programs.
• Provide creative compensation recommendations and solutions aligned with EA's business strategy, compensation philosophy, and culture.

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