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About Nudge

At Nudge, our mission is to develop the best technology for interfacing with the brain to improve people's lives. We're starting with an approach that we believe can help the most people the fastest, and also allow us to learn as much about the brain as possible: developing a non‑invasive, ultrasound‑based device that can stimulate and image the brain at high resolution and depth. This is a vertically integrated effort building cutting‑edge hardware, software, and research capabilities to create products that can benefit millions — and eventually billions — of people.

To succeed, we need to assemble world‑class teams across everything we do. We hire people who are exceptional at their craft, believe hard things are worth doing, and execute relentlessly — people who expect the highest levels of both rigor and integrity from each other.

About the role

As finance lead at Nudge, you will:

• Own day-to-day finance operations across purchasing, procurement, vendor management, accounting workflows, and spend processes

• Manage the purchasing process, including purchase requests, approvals, vendor coordination, order tracking, and issue resolution

• Partner with teams across engineering, research, operations, and workplace to make sure critical equipment, materials, services, and supplies are purchased accurately and on time

• Build and improve the systems, tools, and controls that support purchasing, approvals, expense management, vendor onboarding, and financial operations generally

• Maintain accurate records across invoices, purchase orders, contracts, vendor information, budgets, and spend documentation

• Help ensure spend is well‑managed, properly approved, and visible to the right stakeholders

• Identify bottlenecks in purchasing and finance workflows and implement practical improvements that help the company move faster

• Support tax, treasury, audits, insurance, and other finance‑related processes as needed

About you

We are looking for someone with at least 10 years of industry experience. Regardless of career level, you should have:

• Experience in finance operations, procurement, and purchasing in a fast‑moving startup

• Strong understanding of purchasing workflows, vendor management, approvals, invoices, and spend controls

• Hands‑on experience with accounting operations, AP, reconciliations, close support, and financial documentation

• Strong organizational skills and attention to detail

• Comfort working cross‑functionally with technical, research, and operations teams

• Good judgment around spend, prioritization, approvals, and when to **escalate** issues

• Comfort switching between process‑building and hands‑on execution

• Excellent written and verbal communication skills

• High integrity and strong professional judgment

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Drive the Future of Aerospace Engineering as aStress Analysis Engineer

Location: Savannah, GA |Schedule: 1st Shift, 6:30am to 3:30pm |Pay Rate: $95.24 per hour

PDS Tech Commercial is partnering with a leading aerospace industry innovator to find an experienced Stress Analysis Engineer ready to take on technically challenging programs and make a meaningful impact on the next generation of aircraft.

About the Role

As a Stress Analysis Engineer, you’ll lead engineering projects involving complex structural challenges where conventional solutions may not be enough. You’ll apply advanced engineering principles, independent judgment, and deep expertise in aircraft structural analysis to solve critical problems, influence technical direction, and help deliver safe, efficient, high-performance aerospace products.

This is an opportunity for a seasoned engineering professional to serve as a technical authority while contributing to innovative aerospace programs.

What You’ll Do

• Lead entire engineering projects of major complexity within established scope, requirements, cost, and schedule.
• Perform advanced stress analysis on aircraft primary structures, applying sound engineering judgment to complex structural problems.
• Conduct and support fatigue analysis of aircraft structures.
• Develop, evaluate, and interpret Finite Element Models (FEM) to support structural analysis and engineering decisions.
• Make authoritative technical decisions and recommendations with significant impact on engineering activities and program outcomes.
• Apply advanced technical principles, theories, and concepts based on broad expertise and specialized knowledge.
• Lead the development of innovative engineering principles, methods, and ideas.
• Independently identify and implement improved methods and procedures to optimize technical performance, cost, and schedule.
• Work under consultative direction while exercising substantial independent judgment to accomplish project objectives.
• Develop engineering standards, methodologies, and guides for diverse technical activities.
• Conceive and plan investigations in areas where engineering precedents may not exist, particularly for critical program challenges.
• Collaborate with cross-functional engineering and program teams to resolve complex technical issues.
• Support Material Review Board (MRB) activities and other engineering functions as needed.
• Perform other duties as assigned.

Required Qualifications

• Bachelor’s degree in Engineering or a related curriculum applicable to the position, or an equivalent combination of education and experience sufficient to successfully perform the essential functions of the role.
• Minimum 10 years of experience in stress analysis on aircraft primary structures.
• Demonstrated experience with fatigue analysis on aircraft structures.
• Strong experience with Finite Element Modeling (FEM).
• Ability to independently analyze complex engineering problems and make sound technical decisions.
• Advanced technical expertise in structural analysis and aerospace engineering principles.
• For the applicable engineering grade, approximately 13 years of specific technical-discipline experience or 15 years of broad engineering experience across several technical disciplines with a Bachelor’s degree, as applicable to the position.

Preferred Qualifications

• Advanced degree in Engineering or a related applicable discipline.
• Experience with CATIA V5.
• Experience supporting MRB activities.
• Experience developing engineering standards, methodologies, and technical guidance.
• Experience leading complex aerospace engineering projects from investigation through resolution.
• Demonstrated ability to develop innovative solutions where established engineering precedents may be limited.

Ready to Make an Impact?

If you’re an accomplished Stress Engineer with extensive aircraft structural analysis experience and you’re ready to tackle some of aerospace engineering’s most challenging problems.

Pay Details

Pay Rate: $95.24 per hour

Benefits

• medical
• dental
• vision
• life insurance
• short-term disability
• additional voluntary benefits
• EAP program
• commuter benefits
• 401K plan
• Paid Sick Leave
• Holiday pay

Our benefit offerings provide employees the flexibility to choose the type of coverage that meets their individual needs.

Massachusetts Candidates Only

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Equal Opportunity Employer/Veterans/Disabled

Military connected talent encouraged to apply

To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to

The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable:

• The California Fair Chance Act
• Los Angeles City Fair Chance Ordinance
• Los Angeles County Fair Chance Ordinance for Employers
• San Francisco Fair Chance Ordinance

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Astemo, Ltd. seeks a senior finance leader to direct all Finance & Accounting activities for the manufacturing site, ensuring financial integrity, IFRS compliance, and alignment with site objectives. The role partners with the Plant Head and leadership team on budgeting, cash flow, and performance management.

You will oversee cost accounting, fixed assets, inventory, and internal controls, while driving capital and working capital initiatives and contributing to strategic business opportunities.

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Responsibilities

MaxLinear is seeking a Senior Director of Sales to lead and develop the Strategic Account Organization in creating and implementing the sales plan, developing relationships with customers, and driving opportunities and revenue growth. You will develop your team and work with our business units and executives to execute and drive growth. In this role, you will focus on the following:

• Create and execute the sales strategy to achieve revenue and profitability
• Develop, Identify, and close new customer opportunities
• Partner with marketing to plan and coordinate product launches including positioning, pricing, training, product promotions, support, and competitive response
• Monitor competitive and market activity, provide feedback and recommendations to the business units and executive team
• Provide timely and accurate customer demand forecast
• Recruit, hire, and develop your sales team

Qualifications

• Experience leading and managing direct sales
• Demonstrated ability to identify, manage, and close opportunities
• Successful experience leading, managing, and developing teams
• Proven ability to recruit and hire key talent
• Outstanding interpersonal skills as well as written and verbal communication skills
• Experience in our target markets including broadband, WiFi, wireless, and enterprise customers
• Bachelor’s degree in related engineering field + 14 years of experience, or MS + 12 years of experience

Compensation and Benefits

MaxLinear has a Total Compensation philosophy which includes base salary and annual discretionary bonus eligibility and many positions also include stock-based compensation.

MaxLinear's good faith estimate starting base salary range is: $213,000to $260,000Annually

We offer competitive benefits designed to support employee health, welfare, and retirement and some highlights are:

• health care benefits
• 401k savings plan
• Employee Stock Purchase Plan (ESPP)
• paid time off

The actual starting base salary will be determined by the match to certain role-related criteria such as educational degree(s) or equivalent, relevant work experience, skillset needed for the role, and geographic location; this is not an all-inclusive list as some roles may require unique skills or experience.

Qualified applicants will receive consideration for employment without regard to, and will not be discriminated against based on race, sex, religion, national origin, sexual orientation, gender identity, disability, or protected veteran status.

Company Overview

MaxLinear is a global, NASDAQ-traded company (MXL) where the entrepreneurial spirit is alive and well. We are a fabless system-on-chip product company, striving to improve the world’s communication networks for everyone through our highly integrated radio-frequency (RF), analog, digital, and mixed-signal semiconductor solutions for access and connectivity, wired and wireless infrastructure, and industrial and multi-market applications.

We hire the best people in the industry and engage them in some of the most exciting opportunities that connect the world we live in today. Our growth has come from innovative, bold approaches to solving some of the world’s most challenging communication technology problems in the most efficient and effective manner.

MaxLinear began by developing the world’s first high-performance TV tuner chip using standard CMOS process technology. Others said we couldn’t achieve the extremely high-performance requirements using CMOS, but we proved them wrong and achieved enduring global market leadership with our designs. Since then, we’ve developed a full line of products that drive 4G and 5G infrastructure; enable data center, metro and long-haul optical interconnects; bring 10Gbit to the home; power the IoT revolution; and enable robust and reliable communication in harsh industrial environments. Over the years, we’ve expanded through organic growth and through several acquisitions that have perfectly complemented our existing portfolio and enabled us to deliver complete end-to-end solutions in our target markets. One such example was the acquisition of Intel’s Home Gateway Platform Division that added Wi-Fi, Ethernet, and Broadband Gateway Processor SoC technology to our connected home portfolio creating a complete and scalable platform of connectivity and access solutions to fully address our customers’ needs.

Our headquarters are in Carlsbad, near San Diego, California. We also have major design centers in Irvine and San Jose, California; Valencia, Spain; Bangalore, India; Munich, Germany; Israel; and Singapore.

We have approximately 1,200 employees, a substantial majority of whom have engineering degrees and include masters and Ph.D. graduates from many of the premiere universities around the world. Our employees thrive on innovation, outstanding execution, outside-the-box thinking, nimbleness, and collaboration. Together, we form a high-energy business team that is focused on building the best and most innovative products on the market.

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Citi in New York seeks a Lead Finance Officer (FX) to provide management with analysis and insight into financial results in coordination with the broader Finance team.

You will report to the Rates & Currencies Lead Finance Officer and drive balance sheet management, capital planning, and forward-looking analytics for the FX business, partnering with global teams to enhance financial processes and senior management decision-making.

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Eastern Bank in Boston, MA is seeking a Corporate Tax Director to lead the tax provision, compliance, planning and research. This role collaborates with external accountants and tax authorities to ensure accurate, timely reporting and governance of tax processes.

You will manage the tax department staff, oversee ASC 740 provisions, and review tax-credit investments. A CPA and a strong background in corporate taxation are essential for success in this position.

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Verdant Specialty Solutions is seeking a Director of Planning in Houston, TX to lead enterprise planning and profitability management, partnering with the CEO and ELT to shape the financial outlook and strategic decisions.

You will own the consolidated forecast, AOP, and long-range strategic planning, coordinating across Finance, Commercial, Operations, Supply Chain, Product Management, Procurement, and Controlling to align around a single view of business performance and growth opportunities.

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Nautilus-Solar-Energy seeks a Director of FP&A to drive strategic financial planning, analysis, and decision support across our community solar and other activities. This role partners with Operations, Asset Management, Community Solar, Development, Capital Markets, and Executive Leadership to deliver insights that enable growth, profitability, and capital efficiency.

In addition to traditional FP&A responsibilities, the Director will lead AI and analytics initiatives, transforming forecasting,

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Peregrine Technologies in San Francisco seeks a GTM Finance Lead to partner with Sales, Marketing, Customer Success, and Deployment. You will own analysis linking pipeline to bookings, ARR, and revenue, driving growth planning and costing across public-sector and commercial segments.

Reporting to the VP of Finance, you will build the GTM model, define ARR metrics, partner with Revenue Operations, and deliver cadences that drive accountability and early risk visibility.

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Everestsearchpartners seeks a Director of Finance to own financial performance across all operating branches in the Bay Area. This build-and-own role involves designing reporting, controls, forecasting, and leading the full accounting engine with direct management of the finance team.

You will drive cash flow optimization, manage banking relationships, and oversee Medicare/Medi-Cal compliance while delivering regular performance forecasts to ownership. California travel may be required.

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Veem Inc. is seeking a senior leader to head Risk, Payments, shaping the strategy for risk management, fraud prevention, and compliance as our products scale globally. You will collaborate with Product, Engineering, Operations, Legal, and Data to implement scalable controls and secure payment experiences.

The role requires setting direction, building robust risk frameworks, and guiding teams across geographies to ensure compliant, smooth operations in a growing fintech environment.

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Description

General Purpose of the job:

The Director of FP&A will serve as a key business partner to SHINE management supporting the Manufacturing, R&D, Commercial and G&A departments within the medical product group within the organization. The Director of FP&A encompasses a broad range of responsibilities and will help the business develop, implement and maintain key processes, including the budget, monthly/quarterly forecasts, and will support analysis & reporting of monthly/quarterly operating results. This role is responsible for driving financial planning, forecasting, performance analysis, and decision support across a highly regulated, capital-intensive environment with time-sensitive products.

This position is based in Massachusetts and requires presence on-site three days per week. The base salary range for this position is $200,000-$230,000 per year plus a comprehensive compensation package. Our salary ranges are determined by role, level, and location.

Duties and Responsibilities:

Specific duties and responsibilities include, but are not limited to:

• Lead annual budgeting, long-range planning (LRP), and rolling forecast processes across R&D, Manufacturing, Quality, and Commercial functions
• Analyze revenue forecasts considering dose yields, isotope availability, shelf-life constraints, reimbursement dynamics, and market access factors
• Prepare monthly management reporting packages with clear insights, risks, and recommendations
• Present financial results and forecasts to executive leadership and cross-functional stakeholders
• Develop KPIs and dashboards aligned with operational and strategic objectives
• Enhance FP&A tools, models, and reporting systems
• Improve forecast accuracy, data integrity, and financial transparency
• Mentor and develop FP&A team members as the organization scales
• Oversee capital expenditure (Capex) tracking and cost reporting.
• Prepare and review internal financial reports, account reconciliations, and support audits.
• Partner with Finance to ensure operational performance reporting to leadership.

Leadership & Collaboration

• Lead, mentor, and develop the FP&A team.
• Partner with operations, commercial, and corporate teams to drive process improvements and implement new systems.
• Ensure compliance with internal controls, company policies, and regulatory requirements.

Requirements

• Bachelor’s degree in Accounting, Finance, or related field (CPA or advanced degree preferred).
• 8+ years of progressive FP&A experience (manufacturing or pharma experience preferred).
• Strong financial modeling, forecasting and analytical skills
• Proven leadership and team management skills.
• Strong analytical, organizational, and communication abilities.
• Experience with ERP systems and advanced Excel skills.
• Ability to work cross-functionally and drive strategic initiatives.

Working Conditions and Physical Effort:

• Ability to remain in a stationary position (e.g., standing or sitting) for extended periods.
• Ability to move within facility environments
• Ability to handle standard equipment and materials weighing up to 50 pounds with or without reasonable accommodation.
• Although flexible work hours may be available, shift-work schedules may be required, and extended hours will sometimes be necessary to complete required work assignment.

Employees must be able to perform the essential functions of the position satisfactorily. If requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of this job, absent undue hardship.

SHINE Technologies is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

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About Us

Fieldguide is establishing a new state of trust for global commerce and capital markets through automating and streamlining the work of advisory, audit, and tax practitioners at the world's largest CPA firms. Put simply, we build software for the people who enable trust between businesses.

We're based in San Francisco, CA, but built as a remote-first company that enables you to do your best work from anywhere. We're backed by top investors including Goldman Sachs, Bessemer Venture Partners, 8VC, and Y Combinator.

We value diversity, in backgrounds and in experiences. We need people from all backgrounds and walks of life to help build the future of audit and advisory. Fieldguide's team is inclusive, driven, humble, and supportive. We are deliberate and self-reflective about the kind of team and culture we are building, seeking teammates who are not only strong in their own aptitudes but care deeply about supporting each other's growth.

As a growth stage startup employee, you'll have the opportunity to build the future of business trust. We make audit practitioners' lives easier by eliminating up to 50% of their work and giving them better work-life balance. If you share our values and enthusiasm for building a great culture and product, you will find a home at Fieldguide.

About the Role

Internal audit is being asked to do more with less. According to the IIA's 2026 North American Pulse of Internal Audit, the share of functions reporting budget cuts rose from 11% to 19% in a single year, while the share reporting increases fell from 34% to 23%, and staff cuts climbed from 11% to 18%. The audit universe keeps growing. The team does not.

As Staff Product Manager for Internal Audit, you will own the strategy for how Fieldguide wins this market and the roadmap that gets us there.

What You'll Do

• Shape product strategy for Fieldguide's corporate internal audit line, from market entry through to a sequenced roadmap


• Build enterprise-grade AI agents that increase efficiency, quality, and practitioner experience across each stage of the audit lifecycle from planning and risk assessment to audit execution and reporting.


• Partner with cross-functional teams including customer success, sales, and marketing to gather feedback, communicate product strategy, and drive the introduction and adoption of product features


• Work directly with Chief Audit Executives, VPs of Internal Audit, and Heads of IT Audit, including onsite, and bring what you learn back into the roadmap

Who You Are

• 10+ years of product management experience


• Experience with internal audit, SOX, risk, or another regulated compliance workflow, either as a practitioner or as a PM who has built software for that market.


• Fluent in the vocabulary of the work: audit universe, entity-level controls, risk and control matrices, walkthroughs, deficiency severity, remediation, external auditor reliance.


• Strong technical fluency: comfortable talking with engineers about LLM and agent architecture, evals, and tradeoffs without needing to write code.


• Able to hold a strategic position under sustained pressure from commercial stakeholders, and to change it when the argument is genuinely good.


• Comfortable working with detail-oriented, skeptical audiences and translating their workflow into product requirements.

More About Fieldguide

Fieldguide is a values-based company. Our values are:

• Fearless: Inspire and break down seemingly impossible walls.


• Fast: Launch fast with excellence, iterate to perfection.


• Lovable: Deliver happiness and 11 star experiences.


• Owners: Execute and run the business with ownership.


• Win-win: Create mutual value and earn trust for life.


• Inclusive: Scale the best ideas with inclusive teams.

Benefits

• Competitive compensation packages with meaningful ownership


• Flexible PTO


• 401k


• Wellness benefits, including a bundle of free therapy sessions


• Technology and Work from Home reimbursement

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Multiplier is building a borderless hiring platform and seeks a Director of Talent Acquisition to lead our global recruiting engine. You will own end-to-end recruitment strategy, operations, and team leadership to fuel rapid growth across departments.

You will partner with executives to forecast needs, define what great looks like, and hire world-class talent aligned with our mission and values.

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Ranked 6X by Inc. 5000 as one of the fastest-growing companies in America, and certified by Great Places to Work , Excel™ specializes in digital advertising and performance marketing, playing a pivotal role in connecting consumers with insurance brands, at scale. We partner with large strategic brands such as insurance carriers, brokers, and agencies, supplying them with high quality prospects looking for their services. This involves owning and operating top-rated insurance websites that we promote via paid search marketing driving the highest-intent consumers looking to acquire an insurance plan to meet their needs.

• Our Vision: Acquiring great customers should be simple.
• Our Mission: Helping insurance brands acquire the right customers at scale.

Our team

At Excel™ we believe remote working is an important way to enable people to achieve their best work while maximizing time efficiency and personal freedom. Our culture is based on team-based performance that is highly aligned but loosely coupled, extreme ownership, growth mindset, curiosity, personal accountability, and we flourish because of the creativity and input from our team members. As an agile and innovative company, we are always looking for our next high performer to help transform the future!

About the role

Excel™ is seeking a strategic and hands-on VP, Head of People to lead the company's people strategy, talent management, organizational effectiveness, and HR operations. Reporting directly to the CEO, the Head of People will serve as a key member of the leadership team, responsible for aligning talent and culture initiatives with business objectives while building a high-performing, scalable organization.

This leader will oversee the full employee lifecycle, including talent acquisition, leadership development, performance management, employee engagement, total rewards, HR operations, and compliance. The ideal candidate combines strong business acumen with operational excellence and a proven ability to scale people programs in a high-growth environment.

Why This Role Matters

People are one of Excel™’s most important competitive advantages. The VP, Head of People will play a critical role in ensuring the company attracts exceptional talent, develops strong leaders, strengthens employee engagement, and builds a culture where high performers can thrive. This leader will help shape the company’s next phase of growth by aligning talent, culture, leadership, and HR operations with measurable business outcomes.

Key responsibilities

Strategic Leadership & Organizational Effectiveness

• Partner with the executive leadership team to develop and execute a people strategy that supports business objectives and long-term growth.
• Serve as a trusted advisor on organizational design, workforce planning, succession planning, and leadership effectiveness.
• Lead organizational change and transformation initiatives that improve performance, scalability, and employee experience.
• Utilize workforce analytics and business insights to drive data-informed decision-making.

Talent Acquisition & Workforce Planning

• Lead recruiting and workforce planning strategies that attract, hire, and retain high-performing talent across the organization.
• Build scalable recruiting, onboarding, succession planning, and talent development programs that strengthen organizational capability and leadership readiness.
• Partner with business leaders to identify staffing needs, talent gaps, bench strength, and future hiring needs.
• Strengthen employer branding and drive continuous improvement in recruiting processes, candidate experience, employee value proposition and overall talent acquisition performance to improve hiring outcomes through data-informed decision-making.

Performance Management, Culture & Accountability

• Lead performance management programs that align individual, team, and company performance with business objectives.
• Foster a high-performance culture built on accountability, collaboration, continuous improvement, measurable results, and alignment with company values.
• Coach leaders and managers on performance conversations, employee development, feedback, recognition, accountability, and talent management best practices.
• Partner with executives and leaders to identify, develop, and retain high-potential employees while strengthening leadership capability across the organization.

Leadership Development & Talent Development

• Design and implement leadership development programs that strengthen management capability and build organizational leadership capacity.
• Equip managers with the tools, skills, and coaching needed to lead high-performing teams and drive business results.
• Support long-term talent development, employee growth, and leadership readiness across the organization.
• Lead and support organizational change initiatives that enhance agility, performance, and continuous improvement.

Employee Experience, Engagement & Employee Relations

• Champion an employee experience that supports engagement, retention, accountability, transparency, innovation, and high performance.
• Lead employee engagement, recognition, reward, and retention strategies that reinforce company values and support organizational commitment.
• Provide leadership and guidance on employee relations matters, workplace investigations, corrective action, conflict resolution, and policy administration.
• Promote collaboration, continuous learning, diverse perspectives, and professional development to support innovation and organizational growth.

Compensation, Benefits & Total Rewards

• Lead competitive compensation, benefits, and total rewards programs that attract, retain, and motivate top talent.
• Partner with leadership to design and administer performance-based incentive and bonus programs aligned with business objectives and company performance.
• Oversee compensation planning, salary benchmarking, pay practices, benefits administration, and internal equity considerations.
• Evaluate and enhance benefits programs to support employee well-being while aligning with organizational goals and cost management priorities.

HR Operations, Compliance & People Analytics

• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Oversee HR systems, reporting, people analytics, policy administration, process improvement, and HR governance practices.
• Continuously improve HR programs, processes, and operational efficiencies to enhance scalability, employee experience, and organizational effectiveness.
• Develop scalable HR infrastructure and risk management practices that support business growth while maintaining compliance and operational excellence.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field; advanced degree preferred.
• 10+ years of progressive Human Resources experience, including experience leading HR or People functions within high-growth, performance-driven organizations.
• SHRM-SCP, SPHR, SHRM-CP, or PHR certification strongly preferred.
• Strong knowledge of employment law, employee relations, talent and performance management, compensation, benefits, HR operations, and HR best practices.
• Proven success developing talent acquisition, leadership development, performance management, compensation, and employee engagement strategies that support measurable business outcomes.
• Strong business acumen with the ability to leverage workforce analytics, financial insights, organizational data, and business metrics to influence executive decision-making.
• Strong communication, relationship-building, and change management skills.
• Experience within digital marketing, lead generation, technology, SaaS, or professional services organizations preferred.
• Experience supporting remote and multi-state workforces preferred.
• Located in Florida - Miami area a plus.
• Strategic Leadership
• Executive Presence
• Talent Development
• Organizational Effectiveness
• Business Partnership

Success Measures

Within the first 12 months, the VP, Head of People will:

• Strengthen talent acquisition, leadership development, and succession planning capabilities.
• Improve employee engagement, retention, and organizational performance.
• Implement scalable people programs and processes that support continued business growth.
• Enhance people analytics and workforce reporting to support strategic decision-making.
• Ensure HR operations, compliance, and infrastructure effectively support organizational success.

Reporting relationships

• Reports to: Chief Executive Officer
• Potential Direct reports:
• Talent Acquisition
• HR Generalist/Business Partner/People Ops Partner
• Learning & Development (as applicable)
• Office Administration (as applicable)

Compensation mix

• Fixed base salary
• Transactional Bonus
• Company-sponsored benefits
• Health insurance
• Vision insurance
• Life insurance
• Short term disability insurance
• Long term disability insurance
• 401(k) plan
• Paid time off
• Parental leave

Some benefits may vary depending on applicability/availability.

• Holidays, vacation, and personal paid time-off
• Work-life flexible while committed to growth
• The entire company is remote/work from home
• Company provided computer hardware/software
• Unlimited growth and development opportunities

Next steps

If you are interested in this opportunity, want to grow with a company that is invested in you and the future, apply now to be considered for this position! It is highly recommended you read our culture memo at before applying to ensure you could be a good cultural fit.

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As a Senior Commissioning and Start-Up, Manager, you will join a collaborative team delivering CSU services to clients who leads the critical transition of a fabrication facility (fab) from construction to full-scale manufacturing operations. The Commissioning Manager is accountable for the planning, coordination, and execution of commissioning and system start-up activities for the base build of a semiconductor fabrication facility. This role ensures all systems and infrastructure meet design intent, operational requirements, and readiness criteria for tool installation and production.

From project inception, the Commissioning Manager partners closely with Project Controls and Construction to integrate commissioning logic into the master schedule, aligning construction sequencing with system start-up and phased turnover requirements.

• Collaborate: Actively seeks out others’ opinions and input and is open-minded to their views. Challenges others appropriately and is also open to being challenged on their own views.
• Communicate: Is effective at adapting their communication style appropriately to their audience, providing context and using the right tone and level of information.
• Customer Focus: Prioritizes the customer needs and puts these at the forefront of all interactions. Ensures that others within their team maintain this same approach.
• Deliver: Demonstrates making well thought out, timely decisions and prioritization that leads to successful outcomes. Includes the right people at the right time.
• Problem Solve: Accurately assesses a situation to find the best solution or way of working in order to resolve the issues. Is focused on creating a long term fix rather than a short-term solution.
• Role Model: Contributes to the Bechtel culture by inspiring and motivating others through their positive approach and attitude. Comes to work determined to do a good job, for themselves and for their team. #LI-AA1

Major Responsibilities

• Commissioning Strategy & Planning
• Develop commissioning execution strategy, sequences, and system turnover plans
• Define and integrate commissioning scope within overall project execution and schedule
• Establish phased cleanroom readiness strategies to support progressive tool installation
• Scheduling & Integration
• Collaborate with project scheduling to ensure alignment between construction, pre-commissioning, and start-up activities
• Identify and manage system interdependencies impacting commissioning and start-up sequences
• Drive readiness milestones and turnover gates tied to construction completion and system availability
• Execution & Start-Up
• Lead system commissioning, start-up, and performance verification activities
• Oversee development and execution of test plans, procedures, and validation protocols
• Manage troubleshooting and resolution of system deficiencies, including turndown and stability challenges under initial load conditions
• Interface with client stakeholders to ensure alignment on commissioning objectives and acceptance criteria
• Ensure effective communication of status, risks, and mitigation plans to project leadership
• Drive system completion, documentation, and turnover to operations
• Ensure operational readiness for manufacturing and integration of process tools
• Support ramp-up activities and stabilization of facility systems
• Scoping project drawings
• Complete the RASCI Matrix
• Supports reviews of performance curves, metrics, trackers, and feedback to show trends, and use in improvements.

Education and Experience Requirements

• Degree bachelor’s degree in Mechanical, Electrical, or Chemical Engineering, or Construction Management.
• Minimum of 15 years in engineering or 20 years of experience in high-tech construction, cleanroom environments, or mission-critical facility commissioning.

Required Knowledge and Skills

• Proven leadership in commissioning large-scale semiconductors or high-tech manufacturing facilities
• Deep technical knowledge of Fab systems, including HVAC, process utilities, electrical, and controls
• Strong understanding of semiconductor industry standards and commissioning practices
• Expertise in integrated scheduling, system completion, and startup planning
• Excellent communication and stakeholder engagement skills for coordination with engineering, operations, and client teams.
• Proven leadership and supervisory skills with a focus on mentorship and accountability.
• Knowledge of ASHRAE Guidelines and Standards.
• Identifies owner’s goals, needs, and expectations for building operation and function; identifies the Commissioning (CSU) responsibilities.
• Leadership or Supervisory experience, ideally leading a Construction Automation Team on a Bechtel jobsite.
• Understand and have knowledge of Clean Rooms.

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Heron Power Inc. is seeking a Head of People Operations, the first dedicated HR hire, to build the people operations foundation as the company scales from R&D into manufacturing.

You will own HR operations, payroll administration, benefits, compliance, employee relations, and manager support, while implementing systems and policies to support a growing hourly workforce. This is a hands-on, high-impact role.

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NAACP Legal Defense Fund, Inc. is seeking a Head of People and Culture in New York, NY.

The role leads all HR functions, aligns people strategy with the organization's mission, and partners with senior leadership to attract, develop, and retain top talent in a high-impact civil rights environment. Responsibilities include setting strategic HR plans, improving employee experience, ensuring compliance, and leveraging data analytics to guide decisions.

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Director of Human Resources# Director of Human ResourcesCeres FL - Sarasota, FL 34240## OverviewPosition TypeFull Time RegularCategoryCorporate## Description**Job Title:** Director, Human Resources **Location:** Sarasota, FL (in office, 5 days a week) **Reports to:** CEO **Compensation Range:** $190,000 - $240,000 annually (depending on location, experience, skills, and qualifications) **Other Compensation**: Eligible for discretionary executive bonus. Benefits: Comprehensive package including medical, dental, vision, 401(k) with company match, paid time off, and travel opportunities.**The Ceres Commitment**Ceres Environmental Services is a leader in crisis management, rapid response, and disaster recovery, committed to rebuilding stronger, safer communities. Founded in 1976, Ceres has secured more than $3.4 billion in government-funded contracts, reflecting decades of trust in bringing hope during times of need.We specialize in emergency response, environmental services, planning, and consulting, including debris removal, blue roofs, logistics, debris management, demolition, recycling, forest management, and coastal and marine restoration. As a licensed general contractor, we offer unparalleled expertise to restore stability where it’s needed most.**Driven by Purpose, Powered by People**At Ceres, we believe you’re more than just an employee; you’re part of a team with a purpose and a meaningful mission. Whether in management, field operations, or behind the scenes, every team member plays a vital role in restoring hope, helping communities recover and rebuild.We value initiative, respect diversity, and give our people the freedom to lead. We offer competitive pay, travel opportunities, and a culture built on resilience and teamwork. If you show up with compassion, share the commitment, react with urgency, and deliver solutions, you’ll fit right in. We don’t just respond to challenges; we rise to them.**What We Are Looking For**We’re hiring a Director, Human Resources who is the senior-most HR position at Ceres and a key member of the senior leadership team. Working directly with and aligned to the CEO, this strategic leader serves as the subject matter expert who sets the vision and direction for the Human Resources function across the entire Ceres family of companies. This role contributes to Ceres’ productivity and competitive advantage through proficient, forward-looking administration of all HR operations.This is a people-leadership role that oversees HR across multiple states, countries and entities. Success in the first 12 months means establishing trusted partnerships with the CEO and executive team, standardizing and strengthening HR policies and compliance across all entities, and delivering an integrated approach to talent, compensation, and total rewards that supports Ceres’ mission of helping communities recover and rebuild.**What You Will Do*** Serve as the senior-most human resources leader and strategic advisor to the CEO and executive leadership team, shaping people strategy that advances the Ceres family of companies’ mission and growth.* Provide HR leadership across all Ceres entities and locations—including offices in California, Florida, Minnesota, and Texas, as well as international operations ensuring a consistent, unified approach.* Lead, mentor, and develop a geographically distributed HR team across multiple states.* Develop, update, and enforce company policies, procedures, handbooks, employment agreements, and independent contractor contracts, ensuring consistent application across all entities.* Ensure compliance with all federal, state, and local employment laws, with particular attention to Department of Labor regulations for federal contractors, workers’ compensation, and federal civil rights requirements.* Direct compensation, benefits, and total rewards strategy, including the analysis, maintenance, and oversight of all employee benefit programs.* Partner with the leadership team on talent management, workforce planning, organizational development, and succession planning.* Advise and counsel management on employee relations, labor relations, and complex HR matters, exercising sound judgment, discretion, and integrity.* Develop HR financial strategies by forecasting requirements, anticipating trends and variances, and aligning resources with organizational goals.* Champion Ceres’ values and culture, maintain accurate and efficient human resource records and systems, and apply technology to business-critical HR initiatives.**Required Qualifications*** Bachelor’s degree in Human Resources, Business Administration, or a related field.* 15+ years of progressive global HR leadership experience with proven expertise across compensation, benefits, employee relations, labor relations, and organizational development.* Demonstrated track record as a trusted advisor to senior executives on talent management, compensation, and total rewards.* Working knowledge of federal contractor requirements, DOL regulations, workers’ compensation, and federal civil rights laws.* Excellent interpersonal, negotiation, and communication skills, both oral and written.* Ability to travel up to 25% and to self-deploy to project locations or Ceres sites as business demands.**Preferred Qualifications*** Advanced degree (e.g., MBA or master’s in HR) and/or senior HR certification (SPHR or SHRM-SCP).* Experience in the disaster response, construction, mining, demolition, or defense industries.* Experience as an executive business partner supporting C-suite leadership across a multi-entity organization.* Proficiency leveraging HR technology and systems to drive strategic, business-critical initiatives.**What to Expect**This is a high-impact, high-visibility executive role supporting a fast-paced, mission-driven organization that responds to disasters when communities need help most. You can expect to partner daily with the CEO and senior leaders, balancing strategic priorities with hands-on problem solving across a diverse, multi-entity, multi-state and global workforce. The role requires sound judgment, flexibility, and the instinct to self-deploy to project sites or Ceres locations as operational demands arise, with travel of up to 25%. During active disaster-response events the pace can accelerate quickly, calling for urgency, resilience, and a collaborative, solutions-oriented mindset.**Physical Requirements and Environment**Ceres provides reasonable accommodations to qualified individuals with disabilities and to applicants with sincerely held religious beliefs, as required by law. The physical requirements listed below reflect the essential functions of this role. If you need accommodation to perform these functions, please inform us during the application process.* Ability to travel up to 25%, including to project locations and Ceres sites, sometimes on short notice.* Prolonged periods of sitting at a desk and working on a computer, with specific vision abilities including close vision and the ability to adjust focus.* Commitment to following safety standards and protocols.**Why Join Ceres?**At Ceres, you won’t just have a job, you’ll have a mission. Your work will directly impact the speed and strength of community recovery after disasters.**We offer:** • A collaborative, mission-driven culture. • Opportunities for professional growth and advancement. • The chance to make a lasting difference for communities across the U.S.Ceres Environmental is proud to be an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration without regard to age, race, color, sex, sexual orientation, gender identity, national origin, religion, disability status, or protected veteran status.**E-Verify: We comply with Federal law by verifying employment eligibility.**
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The Director of Human Resources serves as a strategic business partner to firm leadership, responsible for developing and executing human capital strategies that support organizational growth, employee engagement, and business objectives. This role oversees all aspects of human resources, including talent acquisition, employee relations, compensation and benefits, performance management, compliance, learning and development, and culture initiatives. The Director of Human Resources fosters an inclusive, collaborative workplace while ensuring adherence to employment laws and best practices. This position reports to the Co-CEOs.

Key Responsibilities

Human Resources Leadership

• Lead and oversee the Human Resources function, ensuring alignment with the firm’s strategic goals, values, and business priorities.
• Serve as a trusted advisor to executive leadership on workforce planning, organizational design, talent strategy, employee relations, and employment risk.
• Develop and implement HR policies, programs, and initiatives that support organizational effectiveness and consistent employee experience.
• Manage, mentor, and develop the HR team while overseeing departmental priorities, performance, budgeting, and resource allocation.

Talent Acquisition and Workforce Planning

• Develop and execute recruiting and workforce strategies that attract, select, and retain high-performing talent.
• Partner with leaders to assess current and future staffing needs, succession priorities, and organizational capabilities.
• Enhance onboarding, internal mobility, retention, and talent management programs to support employee success and business continuity.
• Establish scalable and equitable best practices across the full recruiting lifecycle.

Employee Relations and Culture

• Foster a positive, inclusive, respectful, and high-performing workplace culture.
• Provide guidance on performance concerns, conflict resolution, workplace investigations, disciplinary actions, and separations.
• Develop programs that strengthen engagement, recognition, morale, collaboration, and the overall employee experience.
• Partner with firm leadership and employee committees to advance culture and belonging priorities.

Compensation and Performance Management

• Oversee compensation philosophy, market analysis, salary administration, job evaluation, job classification, and equitable pay practices.
• Lead firmwide performance management processes, including goal setting and annual and mid-year review cycles.
• Partner with leaders on performance calibration, succession planning, employee development, and performance improvement strategies.
• Develop compensation, reward, and recognition programs that reinforce organizational values, performance, engagement, and retention.
• Use market data, internal equity analysis, and workforce trends to provide compensation and performance recommendations to executive leadership.

Benefits Administration

• Lead the design, administration, and ongoing evaluation of employee benefit programs, including medical, dental, vision, life, disability, retirement, wellness, and voluntary benefits.
• Oversee annual benefit renewals, plan design analysis, benchmarking, open enrollment, employee communications, and implementation of benefit changes.
• Manage benefit brokers, consultants, carriers, third-party administrators, and other vendors, including contract reviews, service expectations, issue resolution, and cost management.
• Ensure timely and accurate benefit enrollment, eligibility administration, payroll deductions, invoice reconciliation, employee status changes, and coordination with payroll and HRIS processes.
• Oversee leave and accommodation administration, including coordination of company programs and applicable federal, state, and local requirements.
• Monitor benefit plan compliance and required notices, filings, audits, and documentation in partnership with internal stakeholders and external advisors.
• Advise employees and leaders on complex benefit matters while ensuring responsive, confidential, and consistent support.

Learning and Organizational Development

• Design and implement leadership development, professional development, and firmwide training initiatives.
• Support career development, succession planning, and capability-building programs across the organization.
• Assess organizational learning needs and measure program effectiveness to ensure alignment with business priorities.

Compliance and Risk Management

• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Oversee HR policies, procedures, audits, required reporting, and employment-related documentation.
• Manage workplace investigations and advise leaders on risk mitigation and consistent policy application.
• Maintain appropriate standards of confidentiality, integrity, and professional judgment.

HR Operations, Analytics, and Strategic Planning

• Oversee HR systems, data governance, workflows, and operational processes to support accuracy, efficiency, and scalability.
• Analyze workforce metrics and organizational trends related to recruiting, turnover, engagement, compensation, performance, and retention.
• Provide data-informed recommendations to leadership and identify opportunities to improve HR programs and service delivery.
• Lead or support organizational change initiatives and other strategic projects as assigned.
• Utilize Meketa-approved technology (including AI), software, and related tools as part of daily work activities to improve quality and efficiency, support decision-making, and enhance deliverables, consistent with company policies and role requirements.

Qualifications

Education and Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; master’s degree preferred.
• At least 10 years of progressive Human Resources experience, including significant leadership responsibility.
• Demonstrated experience overseeing multiple HR disciplines, including employee relations, talent acquisition, compensation, benefits, compliance, performance management, and organizational development.
• Experience in professional services, consulting, financial services, investment management, or a similarly complex environment preferred.
• SHRM-SCP, SPHR, or a comparable senior-level HR certification strongly preferred.

Skills and Competencies

• Strong business acumen, strategic thinking, and organizational judgment.
• Exceptional leadership, written communication, verbal communication, and interpersonal skills.
• Proven ability to influence executive leaders, build trust, and navigate sensitive or complex matters.
• Deep knowledge of employment laws, HR best practices, and compliance requirements.
• Strong analytical, problem-solving, decision-making, and change management capabilities.
• Excellent organizational and project management skills, with the ability to prioritize and delegate effectively.
• High degree of integrity, professionalism, discretion, and confidentiality.
• Proficiency with HRIS and talent management platforms, workforce reporting tools, and Microsoft Office applications.

About Meketa Investment Group

Meketa Investment Group is an employee-owned full-service investment consulting and advisory firm. We work with some of the nation’s largest and most sophisticated institutional investors including public and private plan sponsors. We have a staff of over 250 employees among our five U.S. office locations and London.

Meketa recognizes that our workforce is a reflection of our company, and we operate in an inclusive environment where employees have the opportunity to grow and advance. We believe our employees can best serve our clients in an atmosphere where individuals are treated fairly, where professional growth is developed and encouraged, and where a healthy balance between work and home life is respected and preserved. To support employees, Meketa offers a competitive compensation structure, a wide range of benefits from core insurance benefits to time-based benefits, as well as flexible schedules and support for continuing education.

Meketa is an Equal Employment Opportunity and Affimative Action Employer.

If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact us.

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Senior Director of Human Resources

Orlando Health Winnie Palmer Hospital for Women and Babies

83 West Miller Street, Orlando, FL 32806

Orlando Health Winnie Palmer Hospital for Women and Babies

Located on the downtown Orlando Health campus, Orlando Health Winnie Palmer Hospital for Women and Babies, part of the Orlando Health Women’s Institute, provides specialized care that covers all facets of women’s health, from comprehensive gynecological services and minimally invasive surgeries to general obstetrics and high‑risk pregnancies and births. One of the nation’s largest‑volume and most experienced obstetrical centers, we welcome nearly 14,000 babies each year. Our 350‑bed hospital includes 142 neonatal intensive care unit (NICU) beds, one of the largest NICUs in the nation. Our hospital is nationally recognized for excellence, with Magnet® designation for high‑quality nursing care from the American Nurses Credentialing Center since 2013, Level IV Maternal Levels of Care Verification from the American College of Obstetricians and Gynecologists and The Joint Commission, Advanced Certification in Perinatal Care from The Joint Commission, a national ranking in Neonatology from U.S. News & World Report, and Top Teaching Hospital honors from The Leapfrog Group.

Orlando Health Winnie Palmer is part of the Orlando Health system of care, which includes award‑winning hospitals and ERs, specialty institutes, urgent care centers, primary care practices and outpatient facilities that span Florida’s east to west coasts, Central Alabama and Puerto Rico. Collectively, our dedicated team members honor our over 100‑year legacy by providing professional and compassionate care to the patients, families and communities we serve.

Orlando Health is committed to providing you with benefits that go beyond the expected, with career‑growing FREE education programs and well‑being services to support you and your family through every stage of life. We begin your benefits on day one and offer flexibility wherever possible, so that you can be present for your passions. “Orlando Health Is Your Best Place to Work” is not just something we say, it’s our promise to you.

Position Summary

The Senior Director of Human Resources provides strategic leadership to Winnie Palmer Hospital operational and HR teams, driving initiatives that attract, develop, and retain top talent. This role partners with regional and system leaders to implement engagement and retention strategies that support business outcomes and organizational growth.

Essential Functions

• Advise site operations, clinical teams, and corporate leadership on strategic HR initiatives aligned with business goals.
• Lead retention strategies to enhance team member engagement and reduce turnover.
• Manage talent pipelines and succession planning to support internal mobility and leadership development.
• Oversee performance management processes to drive individual and site‑level success.
• Partner with Talent Development to implement training programs that build skills and leadership capabilities.
• Monitor and assess the effectiveness of site and regional HR initiatives.
• Direct employee relations strategy to mitigate risk and foster a positive work environment.
• Execute full‑cycle HR initiatives in collaboration with Talent Acquisition, Compensation, Benefits, and other HR functions.
• Develop department goals aligned with site and regional HR objectives.
• Lead workforce planning and development efforts to support organizational growth.
• Manage department budget and financial responsibilities.
• Support team member integration during mergers, acquisitions, and affiliations.
• Promote a culture aligned with Orlando Health’s mission and values.
• Ensure fair and consistent application of policies and procedures.
• Lead workforce communications to support engagement and transparency.
• Collaborate with system leadership to address workforce trends and optimize strategy.
• Drive change management initiatives to ensure successful implementation of strategic goals.
• Design and implement recognition programs to celebrate achievements and foster a positive culture.
• Attract, onboard, develop, and engage HR talent, ensuring team needs are met.
• Serve as executive champion for initiatives that promote a “Best Place to Work” culture.

Qualifications

Education

• Bachelor’s degree required.
• Master’s degree preferred.

Certifications

• PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.

Experience:

• Minimum of 10 (ten) years progressive Human Resources experience.
• Minimum of 5 (five) years in Human Resources leadership roles.
• Healthcare or service industry experience preferred.
• Broad expertise across HR disciplines including employee relations, talent acquisition, engagement, compensation, benefits, communications, and organizational developmen

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