We are currently seeking an experienced professional to join our team in the role of Associate Director, Workforce Planning Manager.

As a key member of our Human Resources department, you will be responsible for leading the development and implementation of workforce planning strategies across the GBGF region.

Key Responsibilities:

• Own GBGF strategic HC plan in line with business strategy and location principles
• Ensure execution of workforce plans in line with strategy
• Drive accuracy for headcount forecast and aligned $s

Workforce Management:

• Ownership and management of a bottom-up, role-based plan for permanent and non-permanent roles, aligned to funded projects & priorities
• Accountable for ensuring the GBGF workforce moves towards agreed targets in line with workforce KPIs
• Work closely with Ops Managers to ensure they are well engaged and informed of workforce priorities
• Closely manage contingent workforce to ensure in line with GCIO policy e.g. tenure

Workforce Insourcing:

• Implement and refine scaled hiring approach for the GBGF / persona led hiring
• Responsible for educating and bringing GBGF hiring managers on the journey
• Execute actions as per workforce insourcing plan

Tooling Strategy & Execution:

• Embed strategic tooling within GBGF, providing inputs/ feedback toward strategic FSA
• Drive consistent tooling in line with strategy and move away from adhoc tooling

Requirements:

• Proven track record of leadership in workforce management roles within a complex, global organisation
• Strong understanding of workforce management E2E lifecycle and recruitment processes
• Demonstrable experience in managing significant resource plans
• Ability to manage and mitigate operational risk effectively
• Develops and maintains long term relationships with highly critical stakeholders internally and externally
• Strong analytical and problem-solving skills, with the ability to synthesise complex information and make data-driven decisions to drive business outcomes
• Experience of managing within a complex matrix environment
• Understanding of the HSBC Group and its strategy, structures and processes
• Knowledge of the external environment - regulatory, political, competitor and market

Benefits:

• You'll achieve more when you join HSBC
• HSBC is an equal opportunity employer committed to building a culture where all employees are valued, respected and opinions count
• We take pride in providing a workplace that fosters continuous professional development, flexible working and, opportunities to grow within an inclusive and diverse environment

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As a Principal People Business Partner, you will serve as a critical strategic partner, owning the comprehensive people agenda for your assigned executive client group. You will lead a high-performing team of People Business Partners, integrating deep business acumen with sophisticated people analytics to drive transformational change and ensure we attract, develop, and retain world-class talent.

This is a role for a proven leader who thrives in complexity, has zero ego, anticipates future organizational needs, and translates strategic business objectives into proactive, impactful people initiatives. We are redefining the impact that a People Business Partner team can drive.

Responsibilities

Executive People Strategy & Leadership

• Architect and own the end-to-end People Strategy for your executive client group, ensuring direct alignment with their goals, strategic imperatives, and long-range business plans.
• Serve as a trusted advisor and strategic thought partner to your executive team, challenging perspectives and providing proactive insights on organizational effectiveness, talent implications of strategic decisions, and future workforce needs.
• Lead, mentor, and develop a team of high-performing People Business Partners, fostering a culture of strategic partnership and analytical rigor, ensuring consistent delivery of high-impact people solutions.
• Drive organizational design and transformation initiatives, directly impacting operational efficiency, cross-functional collaboration, and strategic agility.

Organizational Impact & Transformation

• Design, implement, and lead large-scale change management initiatives that support critical business transformations, acquisition integrations, or significant strategic pivots, ensuring successful adoption and sustained impact.
• Design and deploy complex workforce planning models that anticipate future talent needs, skill gaps, and organizational structures required for sustained hyper-growth, including leadership bench growth.
• Champion and embed a high-performance culture, designing and implementing leadership development programs, executive coaching frameworks, and performance management philosophies that cultivate a strong leadership pipeline and enhance organizational capability.

Strategic Talent Leadership & Analytics

• Leverage advanced people analytics and business intelligence to identify systemic organizational challenges, predict future talent trends, and drive data-driven decision-making at the executive level.
• Proactively forecast and strategically identify critical future talent needs, skill requirements, and potential gaps by deeply integrating with business strategy, product roadmaps, and long-range planning, establishing robust talent pipelines.
• Design, implement, and continuously evolve executive and critical talent development strategies, including bench planning, high-potential programs, and bespoke leadership development initiatives to build organizational capability and ensure a ready supply of future leaders.

Critical Qualifications

• 15+ years of progressive HR leadership experience, with deep experience directly partnering with executives and driving tangible people strategies.
• Demonstrated success in architecting, implementing, and scaling people strategies that directly contributed to significant business growth, transformation, and financial impact in a fast-paced, high-growth, and complex environment.
• Proven experience building, leading, developing, and inspiring high-performing People Business Partner teams.
• Exceptional executive presence, influencing skills, and the ability to navigate complex organizational dynamics with leaders.
• Deep expertise in organizational development, change leadership, strategic workforce planning, executive talent management, and advanced people analytics.
• Strong financial acumen and a keen understanding of the commercial and P&L implications of people decisions, with the ability to articulate value propositions in business terms.
• Strategic systems thinker with the ability to operate at a 50,000-foot level while understanding the critical tactical levers necessary for flawless execution.
• Outstanding communication and conflict resolution skills.
• U.S. Person status is required due to access to export-controlled data.

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This role blends strategy and execution, requiring both hands-on recruiting expertise and organizational leadership. You will be responsible for:

• Building and executing comprehensive hiring strategies to scale high-performing teams in a fast-paced, hypergrowth environment
• Leading and developing a high-performing recruiting team
• Personally driving senior and executive-level searches
• Partnering closely with Operations, IT, Supply Chain, and Data Center leadership to forecast hiring needs, optimize recruiting performance, and deliver top-tier talent

To succeed in this role, you will need:

• 10+ years of Operations and IT recruiting experience, including 5+ years in a recruiting leadership role
• Proven track record of hiring senior professional, director, and executive-level Operations and IT leaders
• Experience scaling recruiting operations in a high-growth, high-volume environment (500+ hires per year)
• Experience leading recruiting organizations with 25+ direct and/or indirect reports
• Demonstrated success recruiting for Supply Chain, Data Center, Infrastructure, and IT functions
• Deep knowledge of Operations and IT organizational structures, technologies, and role requirements
• Expertise using sourcing platforms such as LinkedIn Recruiter, GitHub, and Gem
• Advanced proficiency with ATS platforms (e.g., Greenhouse)
• Experience leveraging recruiting analytics to improve time-to-fill, pipeline conversion, and quality of hire
• Experience forecasting hiring needs and workforce planning in partnership with business leaders
• Demonstrated ability to influence and advise executive-level stakeholders
• Strong negotiation and offer-closing performance in competitive talent markets
• Experience supporting international recruiting and global hiring initiatives

Preferred qualifications include experience recruiting within cloud, infrastructure technology, or data center environments, implementing sourcing automation and ATS enhancements, and partnering with international teams to scale global hiring operations.

At CoreWeave, we value candidates who bring diversified experiences to our teams. If you're curious about market intelligence, talent trends, and how data can continuously improve recruiting performance, and you're an expert in executive recruiting, operational talent strategy, and building high-performing recruiting teams, we'd love to talk.

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As a Program Manager, you will be responsible for managing talent allocations week over week, working with the Group Engagement Director and Business Leadership to ensure programs are planned to achieve successful completion, including coming in on time and on budget. You will also coordinate internal teams, ensure high-quality delivery, and manage back to the overarching strategy of the engagement.

To be successful in this role, you will need to have a proactive, hands-on mentality, excellent written and verbal communication skills, and stellar time management and organizational skills. You will also need to be thick-skinned, persistent, and diplomatic, able to handle challenges with optimism and a solutions-oriented mindset.

The ideal candidate will have 3+ years of experience in a creative agency or similar communications environment, with a strong understanding of advertising, marketing, media, production, and agency finance. Familiarity with the lifecycle of integrated campaigns across broadcast, digital, experiential, and/or social is also required. Experience supporting or leading calls with cross-functional agency teams and interfacing directly with clients is necessary.

Preferred qualifications include experience directly managing timelines and deliverables for creative and production workstreams, exposure to or direct experience with production processes, and acted as a producer or account executive in an agency environment with client-facing experience.

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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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Support Partner Manager

Location

San Francisco

Employment Type

Full time

Location Type

Hybrid

Department

Compensation

• $234K – $260K • 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

The Support team is central to ensuring that our customers' experience with our products is nothing short of exceptional. We resolve complex issues, provide technical guidance, and support customers in maximizing value and adoption from deploying our products. We work closely with Sales, Technical Success, Product, Engineering and others to deliver the best possible experience to our customers at scale. OpenAI's customers represent a range of diverse backgrounds and maturity, from early-stage startups to established global enterprises. Given OpenAI’s breakneck shipping cadence and growth – and the expectation that it will only accelerate – our ability to architect automation systems and agentic workflows for scale is central to our ability to maintain exceptional support quality in the face of AGI.

About the Role

As a Support Partner Manager (Vendor Manager), you will own the health, performance, and long-term scalability of multiple support partner and vendor relationships. This is a vendor leadership role first and foremost: you will drive commercial and operational accountability (SLAs, QBRs, escalation paths, remediation plans), while also building the operating model that enables support to scale without linear headcount growth.

A core component of this role (approximately 25–30%) is establishing how we do Workforce Management (WFM) across both internal teams and external BPO partners. This is not an intraday scheduling or WFM analyst role. Instead, you will define the frameworks, standards, and systems for forecasting, capacity planning, staffing strategy, and performance-to-plan—then partner with Operations, Data, Systems/Tooling, and vendor leaders to implement and run them.

You’ll collaborate closely with User Operations teams (e.g., Trust & Safety, Fraud & Risk), Systems/Tooling, Data partners, and Product/PM stakeholders as we launch new workflow and launch and scale new programs.

In this role you will drive:

• End-to-end vendor leadership: Own day-to-day oversight, relationship health, and executive-level accountability for multiple support vendors/BPOs.

• Performance management & remediation: Define and manage SLA/KPI performance expectations, run WBRs/QBRs, identify performance gaps, and drive structured turnaround plans with clear owners and timelines.

• Escalation and risk management: Serve as the primary escalation point for vendor issues, including incident response, surge events, quality regressions, and continuity risks; ensure vendors have strong operational controls and playbooks.

• Commercial and operational governance: Partner on contract levers, staffing commitments, service scope changes, and operational cadences; ensure governance mechanisms produce measurable outcomes.

• Workforce Management (WFM) operating model design (25 - 30%):

• Establish the WFM approach across internal and BPO teams (forecasting, capacity planning, staffing assumptions, coverage standards).

• Stand up a consistent planning cadence tied to business drivers (weekly/monthly/quarterly) and ensure partners operate to it.

• Operational reporting and executive narratives: Produce clear, decision-ready reporting on vendor health, capacity risk, and scaling constraints; translate operational signals into recommendations for leadership.

You might thrive in this role if you have:

• 5+ years in vendor/BPO operations management, support operations, or partner performance leadership in a scaled environment.

• Proven ability to run vendor governance: QBRs, SLA/KPI design, escalation paths, remediation plans, and cross-functional stakeholder management.

• Awareness of and some experience with workforce planning approaches—e.g., forecasting frameworks, capacity models, staffing strategies, and performance-to-plan systems. across global, multi-site support operations.

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Location

New York City

Employment Type

Full time

Location Type

Hybrid

Department

OperationsPeople

Synthesia is the world's leading AI video platform for business, used by over 90% of the Fortune 100. Founded in 2017, the company is headquartered in London, with offices and teams across Europe and the US.

As AI continues to shape the way we live and work, Synthesia develops products to enhance visual communication and enterprise skill development, helping people work better and stay at the center of successful organizations.

Following our recent Series E funding round, where we raised $200 million, our valuation stands at $4 billion. Our total funding exceeds $530 million from premier investors including Accel, NVentures (Nvidia's VC arm), Kleiner Perkins, GV, and Evantic Capital, alongside the founders and operators of Stripe, Datadog, Miro, and Webflow.

The Role

As a Senior People Partner – GTM, you'll be a strategic advisor and trusted partner to our global GTM leaders. You'll play a critical role in aligning our people strategy with business objectives, enabling high performance, strong leadership, and an engaged culture as we scale. You'll operate at both strategic and operational levels—driving talent programs, advising on org design, leading change initiatives, and serving as a coach to senior leaders.

This is a high-impact role for someone who thrives in a fast-paced, scaling environment and brings a mix of commercial acumen, HR depth, and the agility to build while executing.

Key Responsibilities

• Strategic Business Partnership: Work closely with leaders across assigned GTM business lines, contributing to the organization's strategy, direction, and design.

• Contribute to the People Strategy for the GTM organisation: Deep understanding of the business and their needs, in order to influence the People agenda and drive fit-for-purpose initiatives that drive results.

• Provide insights: Use data-driven insights to advise leadership on workforce trends, engagement, talent gaps, and organizational health.

• Support organizational change: Guide leaders through change management, helping to shape organizational structure, culture, and processes.

• Employee relations: Oversee and manage complex ER cases within the GTM org.

• Leadership Coaching: Act as a coach and thought partner to GTM leaders, helping them build high-performing, resilient teams.

• Talent Development: Collaborate on talent reviews, succession planning, and career development strategies to grow internal capability.

• Employee engagement: Drive action planning and initiatives aimed at improving employee engagement, satisfaction, and retention.

• Workforce planning: Collaborate with the finance team and business leaders to anticipate future workforce needs.

• People Operations Collaboration: Work with the wider People team and Cross-functional teams to ensure a seamless employee experience.

People Team Initiatives:

Lead and drive cross-functional People Team priority projects throughout the year, ensuring alignment with business goals and timely execution

What We're Looking For

• 6+ years’ experience in a strategic HRBP / People Partner role within a high-growth B2B SaaS or tech environment.

• Strong experience supporting Commercial / GTM teams (Sales, Marketing, Customer Success).

• Proven ability to influence senior leaders and executives, and to drive organizational and cultural change.

• Strong expertise in org design, talent, performance, and employee relations, with a proven ability to independently resolve complex ER cases at scale.

• Highly data-driven, with the ability to translate insights into action.

• Strategic and hands-on, comfortable operating at both enterprise and execution levels.

• Excellent stakeholder management, communication, and coaching skills.

• Experience working in a global or multi-region organization is a plus.

Please note that this is a hybrid position of 3 days/week in our NYC office.

We’re committed to creating an inclusive and diverse environment where everyone can thrive. We welcome applicants from all backgrounds and experiences.

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The Role

As a Senior People Partner – GTM, you’ll be a strategic advisor and trusted partner to our global GTM leaders. You’ll play a critical role in aligning our people strategy with business objectives, enabling high performance, strong leadership, and an engaged culture as we scale. You’ll operate at both strategic and operational levels—driving talent programs, advising on org design, leading change initiatives, and serving as a coach to senior leaders.

Key Responsibilities

• Strategic Business Partnership: Work closely with leaders across assigned GTM business lines, contributing to the organization’s strategy, direction, and design.

• Contribute to the People Strategy for the GTM organisation: Deep understanding of the business and their needs, in order to influence the People agenda and drive fit-for-purpose initiatives that drive results.

• Provide insights: Use data-driven insights to advise leadership on workforce trends, engagement, talent gaps, and organizational health.

• Support organizational change: Guide leaders through change management, helping to shape organizational structure, culture, and processes.

• Employee relations: Oversee and manage complex ER cases within the GTM org.

• Leadership Coaching: Act as a coach and thought partner to GTM leaders, helping them build high-performing, resilient teams.

• Talent Development: Collaborate on talent reviews, succession planning, and career development strategies to grow internal capability.

• Employee engagement: Drive action planning and initiatives aimed at improving employee engagement, satisfaction, and retention.

• Workforce planning: Collaborate with the finance team and business leaders to anticipate future workforce needs.

• People Operations Collaboration: Work with the wider People team and Cross-functional teams to ensure a seamless employee experience.

What We're Looking For

• 6+ years’ experience in a strategic HRBP / People Partner role within a high-growth B2B SaaS or tech environment.

• Strong experience supporting Commercial / GTM teams (Sales, Marketing, Customer Success).

• Proven ability to influence senior leaders and executives, and to drive organizational and cultural change.

• Strong expertise in org design, talent, performance, and employee relations, with a proven ability to independently resolve complex ER cases at scale.

• Highly data-driven, with the ability to translate insights into action.

• Strategic and hands-on, comfortable operating at both enterprise and execution levels.

• Excellent stakeholder management, communication, and coaching skills.

• Experience working in a global or multi-region organization is a plus.

• Familiarity with EU employment law and Employer of Record (EOR) is a plus.

Please note that this is a hybrid position of 3 days/week in our London office.

We’re committed to creating an inclusive and diverse environment where everyone can thrive. We welcome applicants from all backgrounds and experiences.

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