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A leading law firm in Boston is seeking a Director of Lateral Partner Recruitment and Integration to advance its strategic growth by identifying and integrating high-performing lateral partners. The role involves managing the entire lifecycle of lateral hiring, developing proactive recruitment strategies, and collaborating across departments to enhance the onboarding experience for new partners. Ideal candidates will have at least 8 years of experience in legal recruitment, a strong educational background, and exceptional interpersonal and analytical skills. This position promises a dynamic work environment centered on collaboration and excellence.
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A large healthcare organization is seeking an HR Manager to oversee all HR functions for its downstate workforce. This hands-on role involves full-cycle recruiting, onboarding, employee relations, and HR communications. Based in the Brooklyn office, the HR Manager will ensure compliance and consistency while partnering with the corporate HR team. The ideal candidate will have a strong background in HR, operating independently and managing sensitive matters discreetly.
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Founding Recruiter

About Us

At FurtherAI, we are building next-generation AI agents for the insurance industry, a trillion-dollar sector ripe for change. Backed by over $30M from leading investors (Andreessen Horowitz, YC, Nexus, South Park Commons, Converge) and experiencing 10x revenue growth this year, we’re poised for rapid expansion. Our team comes from Apple, Microsoft, Google, Amazon, and multiple YC-backed startups, united by a passion for transforming one of the world’s most foundational industries.

We’re looking for an exceptional Founding Recruiter to drive our hiring efforts and help lay the groundwork for our company’s ambitious growth.

Non-Negotiables

• Proven experience at a startup, preferably with a successful trajectory.

• Demonstrated hunger for growth and career advancement.

• Full commitment to 5 days a week onsite in San Francisco.

Why Join Us

• Rocketship Growth: We’re post-product-market-fit and scaling rapidly. This is a unique opportunity to ride the growth curve from the ground floor.

• Elite Team: Work alongside world-class engineers, operators, and founders with deep industry and technical knowledge.

• Massive Market Impact: Insurance is truly the backbone of global commerce. Your work will directly shape its future.

• Founder’s Mindset: High ownership, autonomy, and the rare chance to architect recruiting from the ground up.

What You’ll Do

• Own the full-cycle recruiting process, source, engage, and close high-caliber engineers, operators, and product leaders.

• Partner with founders to forecast hiring needs and define scalable processes.

• Design and iterate on recruiting funnels, metrics, and candidate experiences.

• Represent FurtherAI’s vision and culture to candidates and the talent market.

• Build strong connections within technical and entrepreneurial communities.

• Establish and document best practices, interview rubrics, and onboarding for our recruiting function.

What We’re Looking For

• 3–5 years of full-cycle recruiting experience. Ideally, at a high-growth startup.

• You know how to grind, hustle, and source relentlessly.

• Proven ability to hire technical (especially engineering) talent; you can relate to technical candidates and earn their trust.

• Experience filling both technical and operational roles.

• High-ownership mentality and excitement for early-stage company building.

• Strong communication and closing skills; able to champion company culture.

• Hungry, ambitious, and excited to grow within the organization.

If you’re looking to help build something transformative, thrive in high-growth environments, and want to shape foundational company talent strategies, you’ll love it here.

Ready to help build a generational company? Apply now.

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HockeyStack is an Applied AI company on a mission to automate sales, marketing, and customer success for B2B companies. We build the most complete and accurate picture of the B2B buyer by integrating with every tool your team uses, partnering with third‑party data providers, and deploying custom AI research agents. We use this data to power applications that automate high‑value, high‑complexity workflows across the go‑to‑market and revenue teams. Our core products include:

• Marketing Intelligence – instantly answers questions like “What led to that sudden drop in pipeline?”

• Account Intelligence – surfaces next‑best actions to help reps move target accounts toward conversion

Since launching in January 2023, we’ve come through Y Combinator, raised a $26M Series A led by Bessemer. We’re growing 3× year‑over‑year, have hit multimillion ARR, and process over 60 TB of GTM data monthly. Based at our San Francisco HQ, we move fast and hire people who are ready to win.

HR Manager
Brooklyn, NY
$90K–$150K DOE

Summary

A large, established healthcare organization is seeking an HR Manager to oversee all day‑to‑day human resources functions for its downstate workforce. This is a highly hands‑on, department‑of‑one role responsible for full‑cycle recruiting, onboarding, employee relations, and HR communications. The position is based in the Brooklyn office and partners closely with a centralized corporate HR team to ensure consistency and compliance across locations.

Responsibilities

• Own full‑cycle recruitment: draft and post roles, screen candidates, conduct interviews, and complete reference checks
• Manage onboarding and offboarding processes for downstate employees
• Serve as primary HR contact for employee relations matters, including performance management, discipline, accommodations, and terminations
• Lead the interactive process for employee accommodations and leave‑related matters
• Drive internal HR communications, policy updates, and office‑wide messaging
• Support training coordination and ensure inclusion of remote and distributed employees
• Partner with centralized HR leadership to maintain standardized processes, documentation, and compliance
• Conduct exit interviews and provide feedback to leadership as needed

Requirements

• Prior experience in HR with demonstrated responsibility for recruiting, onboarding, and/or employee relations
• Comfortable operating independently in a department‑of‑one environment
• Strong discretion, sound judgment, and ability to manage sensitive matters professionally
• Highly organized with the ability to follow and build structured processes
• We value confidentiality. All inquiries and applications will be handled discreetly.

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A pioneering AI startup in San Francisco seeks a Founding Recruiter to drive its hiring efforts. This role entails full-cycle recruiting to source and close high-caliber engineers and operators. Ideal candidates should have 3–5 years of experience, particularly within high-growth startups, and possess strong communication skills. Join an elite team in shaping the future of the insurance industry and enjoy a unique opportunity for growth and impact.
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A fast-growing tech company in San Francisco is seeking a Senior GTM & Business Recruiter to lead the recruiting process for business roles. In this role, you will collaborate with various teams to find top talent and ensure a smooth candidate experience. The ideal candidate should have 5 to 9+ years of recruiting experience in dynamic environments. This position offers a salary between $140,000 and $180,000 USD annually, depending on qualifications and experience.
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A mid-sized financial institution in Boston is seeking a Senior Human Resources Manager to drive talent acquisition, employee engagement, and performance management initiatives. The role involves managing direct reports and overseeing all stages of the talent lifecycle. The candidate should have 12+ years of HR experience and a strong focus on strategic management. This position offers a hybrid work schedule and a competitive salary package ranging from $119k to $195k annually.
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General Description: Manage large and complex clients as the day-to-day contact. Activities include new and renewal marketing, fielding questions and requests, strategic planning and coverage review.

Responsible for providing excellent customer service and leadership to accounts.

Responsibilities

• Manage a complex book of business with various funding methods, advanced contract features and structure that requires a higher level of experience, technical expertise and customization.
• Manage client renewals. Negotiate terms and conditions with carriers on behalf of clients.
• Lead client meetings regarding renewals and utilization reports.
• Articulates client strategic plans based on OMNI solutions.
• Champion client cross-selling initiatives and develop customer accounts.
• Lead client interests in internal USI Technical Resources where appropriate.
• Represent client interests during internal USI account strategy meetings.
• Frequent in-person attendance at client meetings. Ability to provide guidance and performance information, with and without the Benefits Producer.
• Participate in peer review as both a participant and reviewer of standard and complex deliverables.
• Technical expert for clients and internal team members on all Compliance topics. Including, but not limited to, ERISA, COBRA, FMLA, 5500s and Health Care Reform.
• Communicate and integrate the USI OMNI Solutions into client management.
• Develop employee communications for renewal changes, enrollment procedures, miscellaneous benefit changes.
• Resolution support and oversight for employee issues such as contract clarification, enrollment and billing.
• Develop and deliver periodic training content to other service team members.
• Ownership for multiple initiatives and special projects to support the service team.
• Build and maintain strong relationships with carriers, vendors, and clients.

Knowledge, Skills and Abilities

• 6+ years of experience in employee benefits industry or related marketplace. College degree preferred.
• Expert understanding of Employee Benefits.
• Must hold life and disability insurance or obtain it within 4 months following date of employment.
• Able to carry out complex tasks with many concrete and abstract variables.
• Able to define problems and generate potential solutions.
• Keep informed about industry information, technology and trends.

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Why USI?
With approximately $3 billion in revenue and over 10,500 associates across approximately 200 offices nationwide, USI is one of the largest insurance brokerage and consulting firms in the world. At USI, we have created one of the most dynamic personal and professional development cultures in the industry. We invest heavily in our associates, and we take pride in celebrating their growth and success through our one-of-a-kind employee reward and recognition programs.

Unrivaled Resources and Support
What truly distinguishes USI as a premier insurance brokerage and consulting firm is theUSI ONE Advantage® , a game-changing value proposition that delivers to clients a robust set of risk management and benefit solutions with bottom-line financial impact. USI ONE® represents Omni, Network, Enterprise—the three key elements that set USI apart from the competition. Through USI ONE, we develop strategic, timely, and effective risk management and benefit programs in terms that are easy to understand, and we demonstrate how the solutions can have a positive economic impact.

Industry-Leading Programs, Rewards, and Recognition
In addition to competitive pay, incentives, and benefits, USI recognizes associates through our Summit Awards program, rewarding excellence in those who build our brand each day. USI offersemployee programs that recognize outstanding achievement and help our associates lead healthy, productive lives. We turn care into action with our award-winning wellness program, college scholarships for associates' children, and financial help in times of need.

Deep Community Engagement
We are committed to giving back to our local communities and supporting a culture of environmental sustainability. From sharing our time, talent, and resources to support local non-profit organizations, animal shelters, and environmental beautification and restoration projects – to partnering with eco-conscious vendors and taking steps to reduce our own environmental footprint – we’re workingtogether as ONE to build a better future.

Committed to a Diverse and Inclusive Workplace
Our award-winningI’m With U diversity and inclusion program educates our associates to help them better understand and serve our clients, prospects, fellow team members, and local communities through curated education and training resources, employee support programs, and community outreach initiatives to build a more diverse, equitable, and inclusive culture.

Nationally Recognized as a Top Insurance Employer

• Recognized as one of Insurance Business America’s Top Insurance Employers eight consecutive years ).
• Named to Business Insurance’s annual list of the Best Places to Work in Insurance six years in a row ).
• Named to Fortune’s Best Workplaces in Financial Services & Insurance list for the last two years ).
• Certified as a Great Place To Work two years in a row ).

USI is committed to providing a full-suite of competitive benefits for our growing population and its diverse needs. We offer a wide range of health, welfare and financial benefits including medical, wellness, dental and vision, 401(k), flexible spending and health savings accounts, short and long-term disability, life insurance and other unique employer-sponsored and voluntary programs. USI also offers a generous paid time off policy, paid family leave benefit as well as paid holiday time .

Actual salary is dependent on skill set and experience, with an opportunity for a monthly incentive bonus, commissions, and equity program. USI is committed to providing a full-suite of competitive benefits for our growing population and its diverse needs. We offer a wide range of health, welfare, and financial benefits, including medical, wellness, dental and vision, 401(k), flexible spending and health savings accounts, short and long-term disability, life insurance, and other unique employer-sponsored and voluntary programs. USI also offers paid family leave benefits as well as paid holiday time. $150,000- $175,000

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A leading technology firm in Redwood City, CA, is seeking a Fullstack Application Developer to join the SCM Cloud Application Development team. The role involves developing scalable, cloud-based applications and collaborating with product managers to design new features. The ideal candidate is a passionate and innovative developer ready to take on challenges. This position offers the opportunity to work in a transformative environment with top industry talent and contribute to the next generation of AI-assisted applications.
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Position Summary

The Senior Human Resources Manager/Talent Business Partner provides guidance, counsel, and support to all levels and Bank functions on matters relating to our ability to attract, develop, and retain talent to meet the Bank’s present and future needs. Specific areas of focus are Talent Acquisition, Employee Engagement, Performance and Employee Relations to support the achievement of the Bank’s strategic objectives. This role will infuse inclusion and opportunity in functional business practices, both of which are essential to optimize individual and organizational performance.

The broad scope of this role is comprehensive, with responsibility for and influence on all stages of the Talent life cycle from employer branding and initial candidacy through separation of employment for a highly qualified and committed workforce. This role offers involvement and ownership in a wide variety of projects and initiatives and exposure to many facets of our mid‑sized business. We seek a digitally fluent professional who can leverage systems and tools to meet the business needs of our HR team, internal and external stakeholders.

This hands‑on role plays an integral role in the delivery of critical HR services at the Bank as a strategic business partner. As a player/coach, you will manage the performance and professional development of up to 2 direct reports. Core responsibilities position this role as a strategic driver of employee experience, not just a program administrator.

This role will have a hybrid work schedule in our Boston office in accordance with the Bank’s Hybrid Work Program. More time will be expected in the office to support onboarding initially.

Anticipated Pay Range

The anticipated base pay range for this role is $119k – $195k. This role is based in Boston with weekly in‑office expectations. The base pay posted represents the annual base pay range or hourly wage range that we expect to offer for this job opportunity. The actual base salary offer will depend on a variety of factors including relevant experience, required skills and other relevant factors. The range noted here is not indicative of all positions in the job grade within which this position falls.

All Bank full‑time positions are eligible to participate in our annual incentive program and our robust total rewards offerings, in addition to the base pay.

For more information, visit Careers – FHLBank Boston.

Specific Responsibilities

Holistic Talent Acquisition

• Oversee strategic staffing and recruitment activities, including employer branding, outreach, assessment techniques, and leveraging analytics to support the Bank’s business objectives.
• Lead the full lifecycle talent acquisition process in partnership with hiring managers, covering sourcing, screening, interviewing, selection, and hiring, with a focus on inclusion and opportunity.
• Manage the Bank’s applicant tracking system (ATS), data integrity, reporting, and stakeholder communications, own technology decisions and process workflows.
• Analyze recruitment, turnover, and workforce trends; develop recommendations and metrics for enhancing talent attraction, development, and retention.
• Oversee recruitment budgets and external resources (e.g., agencies, events, advertising), recommend and implement process improvements for efficiency, compliance and business results.
• Deliver effective onboarding for new hires and temporary workers, including pre‑hire tasks, orientation, and stakeholder feedback.
• Manage and coordinate the Bank’s Summer Internship program and lead or support pilot recruiting and pipeline initiatives.
• Represent the Bank at events and outreach activities to attract qualified applicants.
• Ensure that all recruitment procedures, processes, materials, records and reports meet legal, regulatory, and internal compliance and are implemented and documented appropriately either directly or through the supervision of direct reports.
• Support the Bank’s Workforce & Succession Planning efforts, as directed.

Talent Engagement

• Identify and execute programs that foster a positive work culture, including recognition systems, feedback loops, and wellbeing initiatives.
• Use surveys, pulse checks, and additional tools to assess employee sentiment and identify areas of strength and for improvement.
• Collaborate with HR and Bank leaders to ensure engagement efforts support organizational objectives and drive performance.
• Champion transparent, consistent messaging around engagement initiatives and organizational changes to build trust and move the needle.
• Promote and model inclusive practices that enhance belonging and engagement across the Bank.

Performance & Employee Relations

• Manage the Bank’s performance activities, communications and reporting, including our tool (Workday) and enhancements to meet business needs.
• Build and maintain effective relationships with all Bank colleagues and be seen as a trusted resource and consultative partner within the Bank.
• Design, implement, and administer employee relations programs and proactive strategies, partnering with HR staff and legal counsel as needed.
• Coach managers and employees on performance improvement, development needs, and employee relations matters.
• Counsel on various employee relations matters and ensure compliance with policies, laws, and regulations; conduct investigations as required.
• Track and analyze employee relations trends, developing tailored solutions or organizational strategies to address issues.

HR Operations

• Models consultative HR behaviors in alignment with Bank Competency models. Demonstrates digital fluency regarding areas within the scope of this role with an eye for the user/employee experience, process efficiency, maximizing automation and minimizing business risk.
• Serve as the primary contact for workplace accommodations and flexibility requests, collaborating on leave management and maintaining accurate records, compliance and communications.
• Periodic testing to support Workday Releases or other relevant HR tech.
• Responsible as part of Human Resources management to ensure that role‑specific internal controls are adequate, documented and performed correctly and attests to adequacy as Sarbanes‑Oxley sub‑certifier and during annual Risk Assessment process. Identifies, develops and implements procedures, policies or other steps to mitigate risks.
• Oversee the compilation of annual EEO‑1 report and other required, requested or regulatory reports.
• Manages direct report(s) and maintains customary authority of a manager including responsibilities such as staffing and work assignments, performance evaluation, development and total reward recommendations.
• Serves as Human Resources representative on various FHLBank System or Bank‑wide projects or committees as assigned.
• Other duties, as assigned.

Qualifications

Knowledge/Skills

• A consummate team player and results‑focused contributor who actively promotes a collaborative approach to accomplishing the task at hand.
• Possess strong business acumen. Develops and applies understanding of financial and other key drivers of the Bank’s performance.
• Ability to effectively identify the right actions to drive change within the organization, with independence over time.
• Possess an intellectual curiosity regarding how things work and pursues the development of knowledge /awareness that leads to generating ideas and solving problems.
• Broad and in‑depth knowledge of applicable laws and regulations governing employment and employee relations.
• A highly developed competency to influence colleagues and decision‑makers is a must.
• Ability to translate and communicate complex issues and/or data clearly and concisely and communicate in writing or verbally to all organizational levels as well as internally and externally with credibility and influence.
• Excellent problem‑solving and decision‑making skills.
• Excellent people and project management skills.

Education

• Undergraduate degree or directly related equivalent work experience required. Relevant professional certification(s) strongly desired.

Experience

• 12+ years of progressively responsible experience and knowledge in human resources, with passion for strategic Talent Acquisition and Talent Management, as outlined in the responsibilities. Success in this type of role within a mid‑sized business is strongly preferred.
• Demonstrated experience working with management and senior leadership in understanding and developing solutions to complex employment and employee relations required.
• 5+ years’ experience supervising/managing HR talent required.
• Must have successfully developed convincing business cases to include: defining the opportunity, researching options and making specific recommendations.
• Current or recent experience with HRIS systems and role‑specific tools, such as Applicant Tracking Systems, is expected. Experience using Workday is strongly preferred.
• Demonstrated project management experience within HR or recent role.
• Demonstrated success in collaboratively solving challenges of a broad nature.
• Experience in developing/maintaining effective processes and procedures.
• Prior experience developing and managing budgets is required.

As an Equal Opportunity Employer, we strongly encourage applicants from every ethnicity, color, religion, gender, age, national origin, disability, veteran or parental status and sexual orientation.

Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

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Director of Lateral Partner Recruitment and Integration Boston MA

Job ID: 20668

The Director of Lateral Partner Recruitment and Integration plays a pivotal role in advancing our clients’ strategic growth by identifying, attracting, and successfully integrating high-performing lateral partners and groups who align with the firm’s values, client service standards, and long-term business goals. This individual partners closely with the firm’s leadership, practice group chairs, and business professionals to drive a best-in-class recruitment and integration experience that strengthens the firm’s culture of collaboration, innovation, and inclusion.

This role requires a deep understanding of the legal markets in Boston, New York and Washington, D.C., and a demonstrated ability to execute senior-level lateral hiring in a manner that reinforces the firm’s commitment to practical solutions, inclusive culture and strong relationship building.

Working as a peer to the Director of Associate Recruitment and Integration, the Director of Lateral Partner Legal Recruitment and Integration will work collaboratively across the Legal Talent, Business Development, and Practice Group teams to ensure a well-coordinated, professional and seamless candidate experience, reflecting the firm’s emphasis on teamwork, thoughtful decision making and the development of long-term, successful professional relationships.

Key Responsibilities

Strategic Recruitment

• Execute on a proactive strategy for lateral partner and group recruitment that supports the firm’s growth priorities and practice strengths, including real estate, corporate, litigation, private client and trust, and other core areas.
• Build and maintain strong relationships with legal search professionals, prospective partners, and other market influencers to enhance the firm’s visibility and reputation as an employer of choice.
• Partner with firm leadership to assess and report on market trends, identify talent gaps, and assess strategic opportunities for expansion.
• Manage the full lifecycle of lateral hiring, including candidate sourcing, evaluation, due diligence, offer development and socialization, and onboarding and integration coordination.

Evaluation & Due Diligence

• Conduct rigorous candidate assessments, analyzing business plans, financial data, client relationships, and cultural fit in collaboration with firm management.
• Oversee the due diligence process, ensuring confidentiality and accuracy in all communications and documentation.
• Prepare and present comprehensive candidate profiles and recommendations to the Managing Directors, Executive Committee, practice group co-chairs and other stakeholders.

Integration & Retention

• Lead the firm’s lateral partner integration program, ensuring new partners are welcomed, supported, and positioned for long-term success.
• Collaborate across departments — including Business Development, Client Value, Finance, Marketing, IT, and HR — to coordinate seamless onboarding and client transition support.
• Design individualized integration plans, track key milestones, and measure outcomes related to client engagement, collaboration, and financial performance.
• Continuously evaluate and refine integration processes to promote engagement, retention, and productivity.

Data & Reporting

• Maintain accurate recruitment and integration metrics, reports, and analytics to inform decision-making and track progress toward firm goals.
• Monitor legal industry hiring trends, compensation data, and competitor activity to keep the firm’s strategies aligned with market conditions.
• Provide leadership with actionable insights and recommendations for continuous improvement.

Operations

• Negotiate search firm agreements and manage search firm relationships in collaboration with Director of Associate Recruitment and Integration.
• Collaborate with Director of Associate Recruitment and Integration to develop and manage Legal Recruitment budget.
• Contribute to a team culture that focuses on positive collaboration, continuous improvement and innovation.

Qualifications

• Bachelor’s degree required; JD or advanced degree strongly preferred.
• Minimum of eight (8) years of experience in lateral partner recruiting or executive search within a law firm or legal industry setting.
• Demonstrated success leading partner-level recruiting and integration initiatives at an AmLaw 200 or comparably sophisticated firm.
• Deep understanding of recruiting best practices, law firm economics, practice management, industry trends and client development dynamics.
• Exceptional interpersonal, communication, analytical and negotiation skills, with the ability to influence and build trust across all levels.
• Strategic mindset combined with a hands-on, collegial approach consistent with the firm’s culture.
• Proactive, outgoing and client-service oriented personality with growth mindset, professional, positive demeanor and work style.
• Commitment to professionalism, confidentiality, and the firm’s values of collaboration, inclusion, and excellence.

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About Us

Hippocratic AI has developed the only safe, safety-focused Large Language Model (LLM) for healthcare, resulting in the only autonomous patient-facing clinical agents in the industry. We are delivering abundance for the first time in healthcare by bringing deep clinical expertise to every human. No other technology has the potential to have this level of global impact on health. Come join the most capitalized healthcare AI company with the most deployed customers and the broadest platform of applications. Our highly mission-oriented team, coupled with innovative partners like the Cleveland Clinic, Baylor Scott & White, Northwestern, Wellspan, HCA, and Oschner, is building the most transformative company in healthcare in history.

Why Join Our Team

• Reinvent healthcare with AI that puts safety first. We’re building the world’s first healthcare-only, safety-focused LLM — a breakthrough platform designed to transform patient outcomes at a global scale. This is category creation.

• Work with the people shaping the future. Hippocratic AI was co-founded by CEO Munjal Shah and a team of physicians, hospital leaders, AI pioneers, and researchers from institutions like El Camino Health, Johns Hopkins, Washington University in St. Louis, Stanford, Google, Meta, Microsoft, and NVIDIA.

• Backed by the world’s leading healthcare and AI investors. We recently raised a $126M Series C at a $3.5B valuation, led by Avenir Growth, bringing total funding to $404M with participation from CapitalG, General Catalyst, a16z, Kleiner Perkins, Premji Invest, UHS, Cincinnati Children’s, WellSpan Health, John Doerr, Rick Klausner, and others.

• Build alongside the best in healthcare and AI. Join experts who’ve spent their careers improving care, advancing science, and building world-changing technologies — ensuring our platform is powerful, trusted, and truly transformative

About the Role

As the Global Payroll Manager, you will hold end-to-end ownership for the company’s payroll operations, optimizing processes to strategically support Hippocratic AI’s next phase of growth. This role requires extensive cross-functional collaboration with HR, Accounting, and Legal to ensure timely, accurate, and compliant payruns and regulatory filings across all jurisdictions. Over the long term, you will be responsible for building and leading a high-performance payroll operations team to scale with the global business.

What You'll Do

Payroll Processing & Compliance:

• Own end-to-end payroll process for exempt and hourly employees across all global entities.

• Own payroll setup for new hires and ensure all employee changes (comp, deductions, benefits, garnishments, tax elections, etc.) are processed accurately and on time.

• Partner with the India Accounting team to ensure accurate and timely payroll administration for India-based employees, including support on local compliance requirements.

• Manage payroll administration through Employer of Record (EOR) providers across global jurisdictions and support payroll readiness for expansion into new countries/states.

• Ensure compliance with all applicable wage and hour regulations, payroll tax registration and filing requirements across relevant U.S. jurisdictions, and maintain complete payroll records aligned with legal and tax obligations.

• Develop, implement, and maintain robust payroll, time-off, leave, and workers’ compensation procedures and guidelines; monitor compliance and ensure operational accuracy.

• Drive payroll controls and documentation; serve as the payroll compliance owner (including SOX-ready controls, where applicable).

Audits, Reporting & Controls

• Perform pre- and post-payroll audits, prepare reconciliations, and conduct payroll variance analysis each cycle to proactively identify and resolve discrepancies.

• Own monthly/quarterly/annual payroll reconciliations and reporting, including:

  • W-2 and 1099 preparation

  • Quarterly/annual amendments

  • 401(k) testing and reconciliations

  • Payroll tax filings and reporting

• Manage incentive and equity payroll processing (ISOs, NQSOs), ensuring accurate withholding, reporting, and tax-related submissions, including estimated tax obligations when applicable.

• Liaise with auditors and coordinate payroll tax, benefits, and compliance audits; ensure documentation readiness and issue resolution.

Financial Reporting & Close

• Partner with Accounting to support month-end close processes, including creating and maintaining payroll and benefits journal entries, accruals, and reconciliation of payroll registers to the general ledger in accordance with GAAP.

• Prepare post-payroll reports and reconcile bank deposits and payroll funding, identifying discrepancies and resolving issues in a timely manner.

• Provide leadership with reporting and insights related to payroll forecasting, cash needs, and benefits requirements.

Process Improvement & Cross-Functional Partnership

• Collaborate closely with People, Finance, Legal, and internal stakeholders to ensure a seamless employee experience, resolve payroll issues quickly, and maintain data integrity across systems.

• Continuously improve payroll operations in a fast-paced environment by building scalable workflows, documenting processes, and strengthening internal controls to support future audits and growth.

What You Bring

Must Have:

• Bachelor’s degree (or equivalent practical experience) with 10+ years of progressive payroll experience, including ownership of U.S. payroll in a high-growth technology company; global payroll exposure strongly preferred.

• Deep knowledge of U.S. payroll, wage and hour compliance, and employment tax regulations, including federal and multi-state requirements (registrations, filings, and remittances).

• Experience operating in complex multi-state and multi-country environments, including managing payroll through Employer of Record (EOR) partners and supporting expansion into new jurisdictions.

• Working knowledge of payroll accounting principles, including journal entries, accruals, and payroll-to-GL reconciliations; close partnership with Accounting required (GAAP familiarity preferred).

• Experience administering equity and incentive payroll (RSUs, ISOs, NQSOs) and related payroll tax reporting and withholding.

• Hands‑on experience with modern payroll and HRIS systems such as Rippling (preferred), ADP, Workday, or similar; ability to troubleshoot and improve workflows across integrated systems.

• Demonstrated ability to operate with high ownership in a fast‑paced environment — able to prioritize competing deliverables, manage deadlines, and drive issues to resolution.

• Strong communication and stakeholder management skills, with the ability to partner effectively across People, Finance, Legal, external vendors, and employees.

• Excellent analytical and problem‑solving capabilities, sound judgment, and exceptional attention to detail and accuracy.

Join us and help build the future of safe, life‑changing AI in healthcare. There’s never been a more exciting moment to make an impact.

***Be aware of recruitment scams impersonating Hippocratic AI. All recruiting communication will come from hippocraticai.com email addresses. We will never request payment or sensitive personal information during the hiring process.

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POSITION TITLE

Chief Human Resources Officer

POSITION SUMMARY

The Chief Human Resources Officer (CHRO) provides strategic leadership, direction, and oversight for all aspects of human resources in the Hudson School District and oversees the Transportation Department. This role ensures the effective recruitment, onboarding, support, development, and retention of high-quality employees; fosters a positive, equitable, and legally compliant work environment; and aligns human resources systems with the District’s mission, values, and strategic goals. The CHRO serves as a key advisor to the Superintendent and leadership teams on workforce planning, organizational culture, employee relations, compensation, labor matters, and HR operations.

ESSENTIAL QUALIFICATIONS

• Law Degree or Master’s degree in Educational Administration, Human Resources or related field
• Demonstrated experience in educational administration or human resources leadership.
• 5+ years of experience in comparable human resources position preferred.

ESSENTIAL DUTIES & RESPONSIBILITIES

• Develop and implement a comprehensive recruitment strategy to attract high-quality certified, support, and administrative staff aligned with District needs and workforce goals.
• Oversee hiring processes, including applicant screening, interviews, reference checks, and selection recommendations to the Superintendent.
• Lead the District’s onboarding system to ensure all new employees experience a welcoming, coherent, and supportive transition into District culture, expectations, and required training.
• Design and maintain retention strategies that strengthen staff engagement, support, morale, and long‑term commitment to the District.
• Manage compensation and classification systems, ensuring internal equity, external competitiveness, and annual implementation of salary schedules and market comparables.
• Conduct salary and benefits analyses, prepare compensation recommendations, and collaborate with the Finance Office to ensure accuracy and legal compliance.
• Oversee all employee records, digital HR systems, licensure verification, and required documentation in accordance with state and federal regulations.
• Advise the Superintendent, Board, and District leaders on HR matters including workforce planning, staffing patterns, organizational structure, and personnel policy.
• Administer employee relations, including conflict resolution, coaching, corrective action, performance concerns, and compliance with negotiated agreements and District policies.
• Interpret employee handbooks, Board policies, collective bargaining agreements, and employment law for staff and administrators.
• Oversee substitute processes, including recruitment, onboarding, assignment procedures, and daily operational effectiveness.
• Lead development, revision, and maintenance of all job descriptions to ensure role clarity, consistency, and alignment with District goals and legal requirements.
• Review staffing needs with principals and administrators and support recommendations for assignments, transfers, promotions, and separations.
• Provide leadership in employee benefits administration, including communication, enrollment processes, leave programs (FMLA, ADA, workers’ compensation), and coordination with payroll.
• Maintain accurate licensure, credentialing, and background check processes, ensuring District-wide compliance with DPI, state, and federal mandates.
• Direct the development and implementation of HR policies and procedures, ensuring alignment with legislative changes and best practices.
• Oversee mandatory and voluntary professional development related to HR topics, including workplace expectations, compliance training, and supervisor support.
• Collaborate with colleges, universities, and professional organizations to support student teachers, interns, and future educator pipelines.
• Provide research, data analysis, and reporting related to wages, staffing, turnover, employee engagement, and organizational effectiveness.
• Support the Superintendent’s leadership team by contributing to District-wide communication, planning, and collaboration efforts.
• Maintain confidentiality, professionalism, and ethical practice in all personnel matters and interactions.
  Serve as a liaison to legal counsel, DPI, and external agencies regarding personnel and employment matters.
• Represent the District at local, regional, and state HR associations to stay current with emerging trends and labor market conditions.
• Oversee and support the Transportation department and related contracted entities.
• Review and revise Board policy to ensure legal and practice compliance.
• Process all public records requests as the Superintendent’s records custodian designee.
• Perform other related duties as assigned by the Superintendent.

REPORTS TO

Superintendent

SUPERVISES

Assistant Director of Human Resources, Transportation Department

PHYSICAL REQUIREMENTS

This work regularly requires sitting, standing, walking, speaking, hearing and occasionally requires pushing, pulling, lifting, and operating machines; work has standard vision requirements; vocal communication is required for expressing or exchanging ideas by means of the spoken word; hearing is required to perceive information at normal spoken word levels and to receive detailed information through oral communications and/or to make fine distinctions in sound; work requires preparing and analyzing written or computer data, and observing general surroundings and activities; work is generally in a moderately noisy location (e.g. school offices/classrooms/passageways). Shall complete a physical examination as required by Wisconsin Statute 118.25.

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A healthcare support organization is seeking a Human Resources Director to provide strategic HR leadership. This role involves shaping an engaged workforce, overseeing talent acquisition, and ensuring compliance with relevant employment laws. Candidates must have 7-10 years of progressive HR experience and strong leadership skills. The anticipated salary range is between $100,000 and $130,000, with a flexible remote work option.
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A school district in Wisconsin seeks a Chief Human Resources Officer to provide strategic leadership in HR. Responsibilities include managing recruitment processes, onboarding, and employee relations. The ideal candidate will have a Law Degree or a Master’s in related fields and at least 5 years of HR leadership experience. This is an opportunity to shape the District's workforce and culture effectively, ensuring legal compliance and supporting the development of high-quality staff.
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A leading retail real estate company based in Chicago, IL is seeking a Senior Operations Manager to oversee property maintenance and operations at a vibrant retail center. The candidate will ensure compliance with safety standards, develop strong relationships with tenants, and manage capital plans. Candidates must have strong project management skills and at least 5 years of experience in property or construction management. The position offers a competitive salary and comprehensive benefits package.
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A leading AI solutions company in San Francisco is seeking a Solutions Engineer to drive product innovation for the insurance industry. The role involves designing insurance solutions powered by AI, collaborating with major insurance providers, and helping to bridge AI technology with client needs. Ideal candidates have 3+ years of relevant experience and a strong technical background, particularly in AI/ML. This is an opportunity to be part of a rapidly growing company with ownership over transformative projects.
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The Employment Law Alliance (ELA) is the world’s largest network of labor, employment, and immigration lawyers, with member firms in over 100 countries throughout the world and in all 50 U.S. states. Our mission is to deliver seamless, world‑class legal services to multi‑jurisdictional employers through collaboration, shared expertise, and our unparalleled global reach.

The Director of Business Development (BD) will be a strategic and hands‑on leader responsible for driving growth across the ELA. This individual will design and implement initiatives to expand business opportunities both internally (among member firms) and externally (with network clients and prospects) through referral‑generating strategies, innovative branding, and marketing. Given that the ELA is a global organization, this individual must be able to manage and implement multiple initiatives across numerous time zones ensuring execution and alignment with strategic goals.

This position requires both strategic vision and executional capability — someone who can conceptualize large‑scale growth initiatives while personally managing campaigns, systems, and partner relationships. This individual must be highly organized, proactive and a self‑starter, and be able to react promptly and manage reactive requests alongside longer‑term projects.

Key Responsibilities

1. Strategic Business Development Leadership

Develop and execute a multi‑year business development strategy aligned with the ELA’s mission and growth objectives. Help set and monitor progress in achieving growth objectives. Identify new business opportunities and initiatives to expand referral activity and increase the visibility of member firms. Partner with the CEO and the Board to define KPIs, metrics, and reporting structures.

2. Internal Growth and Referral Activation

Develop and implement strategy to increase both intra‑ and inter‑regional referrals among ELA member firms, and drive member firms to collaborate and expand multi‑jurisdictional opportunities. Identify untapped synergies among firms, practice groups, and regions to create new referral pipelines. Look for opportunities to generate business outside of employment law by working with the ELA’s specialty groups and the international capabilities of member firms. Develop systems to track and measure intra‑network business generation.

3. External Marketing, Branding, and Outreach

Oversee global branding, marketing, and thought leadership campaigns to elevate the ELA’s reputation as the premier global employment law network. Lead all internal marketing and business development initiatives, ensuring integration across web, email, social media, events, podcasts, and webinars. Lead and collaborate with internal staff to align ELA initiatives with each firm’s positioning, geographic reach, and client base. Evaluate what outside events and industry groups the ELA should participate in to maximize branding and referrals, and how to maximize such participation.

4. Events and Client Engagement

Develop and execute client‑facing events (virtual and in‑person) to generate awareness and foster new client relationships. Support the ELA’s annual meetings and regional events, ensuring that sessions promote existing BD initiatives and drive tangible business outcomes. Create business development toolkits for member firms to use during events and client meetings.

5. Data, Analytics, and Performance Tracking

Manage systems and processes for tracking referrals, marketing ROI, and client engagement metrics across the network. Produce quarterly BD performance dashboards and growth reports for leadership and members. Oversee implementation and optimization of the ELA’s integrated business development platform, ensuring seamless coordination across CRM, email marketing, analytics, and reporting tools. Ensure accurate data capture and utilization to support proactive outreach and data‑driven decision‑making.

Qualifications

• 10+ years of experience in business development, marketing, or client growth roles within a professional services or legal environment (global law firm or legal network preferred).
• Proven ability to drive measurable business growth through referrals, partnerships, and strategic marketing.
• Strong understanding of global law firm operations and cross‑border collaboration.
• Demonstrated success in building trusted relationships with senior partners and C‑level clients.
• Hands‑on proficiency with CRM, analytics, and marketing automation tools — preferably an integrated platform such as Microsoft or Salesforce (CRM, Campaigns, Analytics, Projects, and Desk).
• Exceptional communication, presentation, and interpersonal skills.
• High professional standards.
• Entrepreneurial mindset — strategic, yet pragmatic, with a willingness to roll up sleeves and deliver results directly.
• Ability to travel internationally as required.

Key Attributes

• Strategic thinker and doer: Equally comfortable defining vision and executing tactics.
• Connector mindset: Builds relationships that lead to collaboration and referrals.
• Innovative marketer: Embraces technology and creative campaigns to build visibility.
• Analytical: Uses data to inform decisions and measure success.
• Collaborative leader: Thrives in a matrixed, relationship‑driven global environment.

Compensation and Benefits

Competitive salary commensurate with experience. Benefits include health coverage, paid time off, and travel opportunities for ELA global meetings and events. Salary range is $150,000 to $175,000 with bonus opportunity based on performance.

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Commissioning Senior Manager - Electrical

Fleet Data Centers designs, builds, commissions, and operates mega-scale data center campuses. Fleet provides its customers with flexibility and predictability to meet their upside demand forecasts, addressing a key need in the market as traditional leased models are struggling to keep pace with the demand for new Cloud and AI infrastructure. Fleet is led by a team of industry veterans that have already made a lasting imprint on the evolution of global digital infrastructure and are committed and uniquely capable of upleveling data center development scale and operations in the face of rising demand. Fleet is well positioned to bring in-house design, engineering, commissioning, and operational capabilities to collaborate with customers on tailored solutions for campuses of 500MW+. This unique model enables Fleet to provide the world’s largest and most sophisticated customers with a seamless extension of their own data center fleets with constant access to design innovation. Fleet is headquartered in Denver, Colorado, with satellite offices in Seattle, WA and Arlington, VA.

Position Overview

Electrical Commissioning Senior Manager leads the end-to-end commissioning lifecycle for all electrical systems in mission-critical and supporting facilities, ensuring these are installed, tested, verified, and handed over to operations to meet performance, reliability, and safety requirements. This role integrates design intent with field execution, orchestrates multi-disciplinary teams, manages risk, and delivers auditable commissioning evidence that enables on-time, on-budget, and right-first-time facility readiness.

The successful candidate will need to possess a strong understanding of electrical distribution systems, medium-voltage and low-voltage switchgear and transformers, UPS systems, generators, automatic transfer switches (ATS), static transfer switches (STS), power distribution units (PDUs), remote power panels (RPPs), grounding systems, electrical protection schemes, SCADA systems, Electrical Power Monitoring Systems (EPMS), fire alarm/life safety systems, and administration and logistics buildings. In addition, they will need to lead multi-disciplinary teams under tight deadlines and high-pressure conditions, while maintaining accurate commissioning records and turnover packages shared with Fleet leadership. This person will attend all commissioning meetings, track schedule adherence, issue closure rates, and system performance metrics.

Job Responsibilities

The successful candidate will have experience and practical expertise in the following:

Planning & Coordination

• Review Basis of Design (BoD), drawings, specifications, and submittals for commissioning requirements and testability.
• Review and collaborate on sequences of operation (SOO) with design and controls teams; ensure sensor placement, access, and valving support for commissioning and future operations.
• Development and/or assist with the development and upkeep of the Commissioning Plan (scope, phasing, staffing, RASIC, tools, documentation control, quality gates).
• Define electrical commissioning schedule aligned with construction and IST milestones; identify long-lead equipment and factory witness tests.
• Develop and/or assist with the development of Level 1, Level 2, and Level 3 commissioning checklists.
• Develop and/or assist in the development of Level 4 and Level 5 commissioning test scripts.

Commissioning Operations & Execution

• Be responsible for commissioning team communications and updates, including leading or co-leading meetings.
• Oversee and/or lead Site Acceptance, Installation, and Pre-energization inspections, checklists, required documentation (i.e., torque reports, megger reports, continuity reports, NETA reports) provided by contractors and vendors and issue resolution.
• Perform technical review and validate the required documentation (i.e., torque reports, megger reports, continuity reports, NETA reports) for completion, accuracy, and acceptance.
• Oversee and/or lead first time energization, pre-functional checklists (PFCs), start-up acceptance testing (SAT), and functional test scripts (FTs) for electrical equipment and systems across all modes (normal, degraded, failover, emergency, maintenance bypass, recovery), including required documentation provided by contractors and vendors and issue resolution.
• Oversee vendor/OEM Level – 3 start-ups; verify conformance to submittals and sequences of operation (SOO).
• Validate SCADA/EPMS point-to-point, alarm priorities, trending, graphics, and historian; ensure controls narratives are executable and traceable.
• Oversee and/or lead the plan and execution load bank testing, breaker coordination checks, metering verifications, and performance testing to prove capacity and stability.
• Drive Integrated Systems Testing (IST) readiness and execution with electrical and life safety teams, ensuring responses and interlocks perform per design intent.
• Ensure project commissioning schedules are being met.
• Regularly required to stand, walk, use hands and fingers, handle or feel objects, tools, or controls; reach with hands and arms; stoop, kneel, crouch, or crawl; talk, hear, and smell. Frequently required to sit, climb, and balance. Specific vision abilities required by this job include close vision, distance vision, basic color differentiation and the ability to adjust focus. Regularly lift and/or move up to 25 pounds.

Documentation & Turnover

• Maintain a controlled repository within the Commissioning Platform for commissioning artifacts: SAI, Installation, PFCs, SATs, FPTs, IST results, issues logs, RFIs, redlines, and sign-offs.
• Review and/or produce consolidated Commissioning Reports with executive summaries, data visuals, narratives, and appendices.
• Assist with assembling Turnover Packages: final SOO, as-builts, TAB report, final Short Circuit and Coordination Study (SCCS), final Arc Flash Study, O&M manuals, warranties, spare parts lists, PM matrices, and training materials.
• Oversee and coordinate operator training and verify knowledge transfer (sign-in records and demonstration or assessment).
• Serve as the primary point of contact for electrical commissioning scope; build trusted relationships with clients, GC/CMs, sub-contractors, vendors, and operations.
• Communicate progress, challenges, and solutions to leadership and cross-functional stakeholders; lead regular meetings and readiness reviews.
• Collaborate closely with pre-construction, design, construction, and operations teams to ensure seamless transition from construction to steady-state operations.

Safety & Compliance

• Operate safely in a fast pace, multi-phase construction atmosphere.
• Enforce lockout/tagout (LOTO), hot work permits, confined space, working at heights, and chemical handling protocols.
• Ensure compliance with applicable codes and standards (e.g., ASHRAE guidelines, NFPA where applicable, local/state electrical codes).
• Conduct Job Hazard Analyses (JHAs) and pre-task plans; use proper PPE; lead daily toolbox talks during commissioning peaks.
• Champion safety culture and environmental compliance across all commissioning activities.

Financial & Performance Management

• Manage commissioning budgets, forecasts, and resource allocation to ensure cost-efficient delivery.
• Establish and track KPIs: schedule adherence (% milestones achieved), defect density & closure rate (issues per MW; time-to-close), test coverage (% completed vs planned), performance compliance (% systems meeting OPR/BoD tolerances), handover quality (turnover completeness; operator training satisfaction), and safety outcomes (TRIR, near-miss reporting).
• Drive operational excellence to meet corporate targets and deliver projects on time and within budget.

Education, Professional Certification, and Licenses

• Bachelor's degree in Mechanical Engineering, Electrical Engineering, Architectural Engineering, or a related field
• Graduate of applicable Commissioning Technical school or military with relevant military electrical or technical experience. See below for relevant experience requirements.
• Preferred certifications: ASHRAE BCxP, ACG CxA, NEBB BSC (or equivalent).

Experience

• With BSME or BSEE 8+ years of electrical commissioning experience in mission-critical facilities (data centers, hospitals, labs, pharma, or industrial)
• With graduate of applicable Commissioning Technical school or military with relevant military electrical or technical experience and eight (8) years minimum commissioning or similar work experience.
• Proven track record leading functional testing and IST coordination, with strong SCADA integration and electrical protection familiarity.
• Demonstrates the ability to lead multi-disciplinary teams in high-stakes startup and cutover windows.
• Exceptional organizational, project management, and problem-solving skills, with strong documentation discipline.
• Excellent written and verbal communication and stakeholder management skills; proficiency with project management and commissioning platforms.

Travel and Schedule

• Willingness and ability to travel (25–50%) to project sites as needed; extended hours during startup/functional/IST windows, including weekend/night shifts, and an occasional holiday if required.

Expected Salary Range: $160,000 - $200,000 Salary + Bonus

Fleet Data Centers Employment

Fleet Data Centers employees enjoy competitive compensation and comprehensive benefits, including 100% employer-covered medical, dental, and vision insurance, a 401K program, standard paid holidays, and unlimited PTO.

NOTE: This job description is not intended to be all-inclusive. Employees may perform other related duties to meet the organization's ongoing needs.

Fleet Data Centers is proud to be an Equal Opportunity Employer. Qualified applicants are considered for employment regardless of age, race, color, religion, sex, national origin, sexual orientation, gender identity, disability, or veteran status. If you need assistance applying for any of our open positions, please contact us at

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2930 Livermore Outlets Dr, Livermore, CA 94551, USA

Job Description

Posted Monday 5 January 2026 at 08:00

Clarks is looking for an Assistant Store Manager to join the team!

Our employees are the sole of our company. So, if free shoes and generous employee discounts sound good to you, take the next step today and apply to join one of the largest footwear companies in the world!

Clarks offers a competitive benefits package. We offer:

• Medical, dental and vision plans to all employees working thirty hours or more per week.
• Health savings and flexible spending accounts
• Clarks offers life insurance, supplemental insurance, short term and long-term disability.
• Voluntary insurance benefits (hospital, indemnity, critical illness, and accidental).
• 401k plan with a generous employer match.
• Three weeks of paid vacation and paid sick time
• Tuition reimbursement program for both personal and professional growth and development
• Employee discount on all Clarks products.
• Retail Incentive Programs for meeting or exceeding monthly plans

At Clarks, we recognize that attracting and retaining the best talent is key to our success. Compensating employees appropriately is an important aspect of achieving that goal. Our ranges reflect our good faith effort to pay fairly, commensurate with an ideal candidate’s experience and qualifications, or as required by any state and local wage laws. It is not typical for an individual to be hired at or near the top of the range. Actual pay position within this range will be based on factors including but not limited to candidate’s relevant experience, qualifications, performance, Clarks’ business needs, and internal equity.

The pay range for this role may be modified by Clarks at any time in the future.

Responsibilities

• Partner with store leadership to drive a successful culture of sales and performance
• Support a team selling environment.
• Participate in all areas of store recruitment
• Teach, coach and train all store associates within an established timeframe.
• Assist in creating reachable, yet high goals for yourself and all associates, as well as ensuring total store goals have the staffing levels necessary to achieve them.
• Responsible for all employee relations issues within the store in absence of the Store Manager.
• Participate in the analysis of the P&L.
• Be a leader of change for the associates and champion of company initiatives.
• Ensure the proper merchandising of products per company directive.
• Ensure the safety and security of associates and customers.
• Physical Requirements: Standing for extended periods of time, frequent bending, climbing, moving of ladders, lifting up to 50 lbs.

About Clarks

Clarks, based in Somerset, England, has been at the forefront of innovative shoemaking since its foundation in 1825, when brothers James and Cyrus Clark made a slipper from sheepskin off-cuts. At the time it was ground-breaking: a combination of invention and craftsmanship that has remained at the heart of what the brand does now. In the Clarks archive of more than 22,000 pairs are shoes that have sparked revolutions and defined generations. From the original Clarks Desert Boot, first designed by Nathan Clark and launched in 1950, to the iconic Wallabee, each design has an instantly recognizable signature that makes it unmistakably Clarks.

This season, we’re proud to introduce the Clarks Collective: five incredible activists championing authentic social change. From mental health awareness and LGBTQ+ rights to greater racial equality, these trailblazers are committed to creating a brighter future for us all – bringing to life Clarks’ new global campaign, For the World Ahead. Through spotlighting their stories and supporting their chosen charities and initiatives, we’re ready to lead the way. After all, we’re originators, not imitators. It’s who we are, who we’ve always been. And to change the world of tomorrow, we’re doing things differently today.

Clarks International believes that the principle of equality of opportunity is fundamental to the company's operations. Our long held aim is to provide just and fair treatment for all employees. We will not discriminate on the grounds of sex, age, disability, marital status, colour, race, religion, ethnic origin, sexual orientation or gender reassignment

2930 Livermore Outlets Dr, Livermore, CA 94551, USA

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