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Designs and optimizes HR systems, manages HRIS administration, data integrity, and cross-functional integrations to support enterprise HR operations.
Job Summary
The Manager, HR Systems serves as a trusted advisor and technical expert responsible for the design and optimization of the companyâs HR systems and data integrity. This role is responsible for ensuring reliable data, efficient system operations, and meaningful insights that drive data-informed HR and business decisions across the organization.
Partnering closely with HR, IT, and business leaders, the Manager, HR Systems ensures systems, integrations, and reporting capabilities effectively support enterprise goals and a seamless employee experience.
Duties & Responsibilities
Supervisory Responsibilities: This role does not have formal people leadership responsibilities but may provide guidance, mentorship, or subject matter expertise to others.
Knowledge, Skills & Abilities
Minimum Qualifications
Preferred Qualifications
Other Requirements
Ability to travel up to: 10% of the time
#LI-Remote #LI-MB1
Work Environments
F&G believes in an employee-centric flexible environment, which is why we offer the ability for in-office, hybrid and remote work arrangements. During the hiring process, youâll work with your leader to decide what works best for your role.
F&G complies with federal and state disability laws and makes reasonable accommodations for applicants and candidates with disabilities, unless such accommodation would cause an undue hardship for F&G. If reasonable accommodation is needed to participate in the job application or interview process, please contact talentacquisition@fglife.com.
Join our employee-centric hybrid work environment: F&G Careers
About F&G
Since 1959, Fidelity & Guaranty Life Insurance Company (F&G) has offered annuity and life insurance products to those who are seeking security in retirement and protection during lifeâs unexpected events.
As a national Top Workplace1, an Iowa Top Workplace2 and a proud equal opportunity employer, F&G team members are empowered, collaborative, dynamic and authentic. We believe that by embracing these values, we will continue to build and strengthen the company while continuing to be a great place to work.
1 Top Workplaces USA 2022 â 2023
2 Des Moines Register Top Workplaces 2018 â 2022
Notice for all Applicants who are California residents under the California Privacy Rights Act. Please click here to review the policy.
Recruit and acquire talent for Binance's accelerator program, managing the full hiring pipeline from sourcing to onboarding.
Manages employee lifecycle, relations, and transitions for Remote's global employment compliance platform, supporting hiring, payroll, and workforce management.
Administers benefits and compensation programs across the Americas, managing enrollments, vendor coordination, compliance, and employee inquiries.
KnowBe4 empowers the modern workforce to make smarter security decisions every day. Trusted by more than 70,000 organizations worldwide, KnowBe4 is the pioneer of digital workforce security, securing both AI agents and humans. The KnowBe4 Platform provides attack simulation and training, collaboration security, and agent security powered by AIDA (Artificial Intelligence Defense Agents) and a proprietary Risk Score. The platform leverages 15-years of behavioral data to combat advanced threats including social engineering, prompt injection, and shadow AI. By securing humans and agents, KnowBe4 leads the industry in workforce trust and defense.
Remote positions open to the US only.
A detail-oriented and proactive Total Rewards Analyst who supports benefits and compensation programs across our Americas region. Based in the United States, this role partners closely with our broader global Total Rewards team to ensure employees across the US, Canada, and Latin America receive accurate, timely, and compliant benefits and compensation support. This position requires flexibility to work across time zones to effectively collaborate with Americas stakeholders and the broader global Total Rewards function.
This employee combines strong analytical skills with a service-oriented mindset, is comfortable navigating multi-country benefits complexity, and can manage competing priorities in a fast-paced, global environment.
Benefits Administration
Compensation Support
The compensation for this position ranges from $95,000 - $115,000, which will vary depending on how well an applicantâs skills and experience align with the job description listed above.
Application deadline: 11/10/2026. This is our good-faith estimate of the date the application window is anticipated to close. KnowBe4 reviews applications on a rolling basis and reserves the right to close the application window early if a qualified candidate for the position is identified.
Our Fantastic Benefits
We offer company-wide bonuses based on monthly sales targets, employee referral bonuses, adoption assistance, tuition reimbursement, certification reimbursement, and certification completion bonuses - all in a modern, high-tech, and fun work environment. For more details about our benefits in each office location, please visit www.knowbe4.com/careers/benefits.
Note: An applicant assessment and background check may be part of your hiring procedure.
Individuals seeking employment at KnowBe4 are considered without prejudice to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation or any other characteristic protected under applicable federal, state, or local law. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please visit www.knowbe4.com/careers/request-accommodation.
No recruitment agencies, please.
Develops and implements scientifically-driven talent acquisition strategies and hiring processes to improve recruitment efficiency and candidate selection.
HR Generalist manages full-cycle recruitment, employee relations, performance management, onboarding, and benefits administration across the organization.
CMiC is the leading provider of complete, integrated and advanced enterprise level software solutions for construction and capital projects. For nearly four decades, CMiC has partnered with the largest and most technologically progressive AEC firms and capital project owners in North America, gaining detailed insight into the unique business needs of the industry. From that experience, CMiC has created CMiC Open Enterprise v10, the most advanced construction and capital project software solution ever developed. Combining an incredibly flexible technological infrastructure with a philosophy of total integration, CMiC Open Enterprise v10 lowers costs, improves productivity and increases interoperability.
Job Overview:
We are searching for a seasoned HR Generalist & Talent Acquisition Specialist with 2-6 years of experience. Candidates with more experience are also welcome to apply! This role blends full-cycle talent acquisition with broad HR generalist responsibilities and will be one of the key faces in the company with the ability to develop strong working relationships with various stakeholders. The successful candidate will own recruitment from requisition through offer, while also performing work in Employee Relations, Performance Management, Onboarding, Benefit Administration, and other day-to-day HR tasks. The position reports directly to the HR Manager.
Please note this role is a hybrid role, requiring at least 2 days in office per week. The successful candidate must be able to be in office on Tuesdays and Wednesdays
Important Information:
Role Evolution:
This role is designed to grow over the first year. For the first eight months, the focus will be on Onboarding and Talent Acquisition â full-cycle recruitment, onboarding delivery, and building out sourcing and hiring processes. From there, the role will expand into Employee Lifecycle Management, taking on greater ownership of performance management, promotions, transfers, and other lifecycle changes, alongside the broader HR Generalist responsibilities outlined below.
Job Duties:
Talent Acquisition
Onboarding
Employee Relations & Performance Management
HR Administration & Culture
Maintaining HR records and updating employee personnel file accordingly
Benefit Administration
Support in-person social activities and corporate events, including health and wellness initiatives
Work with the Learning & Development team on training initiatives
Work closely and provide support to various stakeholders i.e. Other HR team members, Admin department, Employees, Managers, and Senior Leadership Team
Provide suggestions on policy and process improvements
Other related HR duties
At least 2 â 6 years of relevant experience in an HR role, with demonstrated experience in full-cycle recruitment/talent acquisition
Bachelorâs Degree in a relevant field of study
Completed HR coursework
Hands-on experience with an Applicant Tracking System (ATS) and candidate sourcing tools (e.g., LinkedIn Recruiter, Boolean search)
Strong candidate assessment, interviewing, and negotiation skills
Ability to come into the office at least 2 times per week
Excellent communication skills
Understanding of Canadian legislation
Good organization and time management skills
Ability to manage multiple open requisitions and competing priorities
Ability to work independently and as part of a team
Competitive benefits Package (including Health & Dental benefits)
Paid vacation and personal days
Townhall meetings where all employees are encouraged to participate in open discussions
Located on York Universityâs campus, easily accessible by transit (TTC, GO, etc.), walking distance to shopping and restaurants
Outdoor lunch space, including picnic tables
An active Social Events Committee (past events include annual seasonal parties, pool and bowling tournaments, karaoke nights, Game nights, BBQâs, and more)
Health and Wellness webinars
RRSP Matching Program after 2 years of employment
Experience in a rapidly growing, socially responsible corporation
CMiC is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, CMiC will provide accommodation to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.
HR Generalist and Talent Acquisition Specialist manages full-cycle recruitment, employee onboarding, relations, benefits administration, and performance management across the organization.
CMiC is the leading provider of complete, integrated and advanced enterprise level software solutions for construction and capital projects. For nearly four decades, CMiC has partnered with the largest and most technologically progressive AEC firms and capital project owners in North America, gaining detailed insight into the unique business needs of the industry. From that experience, CMiC has created CMiC Open Enterprise v10, the most advanced construction and capital project software solution ever developed. Combining an incredibly flexible technological infrastructure with a philosophy of total integration, CMiC Open Enterprise v10 lowers costs, improves productivity and increases interoperability.
Job Overview:
We are searching for a seasoned HR Generalist & Talent Acquisition Specialist with 2-6 years of experience. Candidates with more experience are also welcome to apply! This role blends full-cycle talent acquisition with broad HR generalist responsibilities and will be one of the key faces in the company with the ability to develop strong working relationships with various stakeholders. The successful candidate will own recruitment from requisition through offer, while also performing work in Employee Relations, Performance Management, Onboarding, Benefit Administration, and other day-to-day HR tasks. The position reports directly to the HR Manager.
Please note this role is a hybrid role, requiring at least 2 days in office per week. The successful candidate must be able to be in office on Tuesdays and Wednesdays
Important Information:
Role Evolution:
This role is designed to grow over the first year. For the first eight months, the focus will be on Onboarding and Talent Acquisition â full-cycle recruitment, onboarding delivery, and building out sourcing and hiring processes. From there, the role will expand into Employee Lifecycle Management, taking on greater ownership of performance management, promotions, transfers, and other lifecycle changes, alongside the broader HR Generalist responsibilities outlined below.
Job Duties:
Talent Acquisition
Onboarding
Employee Relations & Performance Management
HR Administration & Culture
Maintaining HR records and updating employee personnel file accordingly
Benefit Administration
Support in-person social activities and corporate events, including health and wellness initiatives
Work with the Learning & Development team on training initiatives
Work closely and provide support to various stakeholders i.e. Other HR team members, Admin department, Employees, Managers, and Senior Leadership Team
Provide suggestions on policy and process improvements
Other related HR duties
At least 2 â 6 years of relevant experience in an HR role, with demonstrated experience in full-cycle recruitment/talent acquisition
Bachelorâs Degree in a relevant field of study
Completed HR coursework
Hands-on experience with an Applicant Tracking System (ATS) and candidate sourcing tools (e.g., LinkedIn Recruiter, Boolean search)
Strong candidate assessment, interviewing, and negotiation skills
Ability to come into the office at least 2 times per week
Excellent communication skills
Understanding of Canadian legislation
Good organization and time management skills
Ability to manage multiple open requisitions and competing priorities
Ability to work independently and as part of a team
Competitive benefits Package (including Health & Dental benefits)
Paid vacation and personal days
Townhall meetings where all employees are encouraged to participate in open discussions
Located on York Universityâs campus, easily accessible by transit (TTC, GO, etc.), walking distance to shopping and restaurants
Outdoor lunch space, including picnic tables
An active Social Events Committee (past events include annual seasonal parties, pool and bowling tournaments, karaoke nights, Game nights, BBQâs, and more)
Health and Wellness webinars
RRSP Matching Program after 2 years of employment
Experience in a rapidly growing, socially responsible corporation
CMiC is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, CMiC will provide accommodation to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.
HR Generalist and Talent Acquisition Specialist managing full-cycle recruitment, onboarding, employee relations, and benefits administration with growth into broader HR lifecycle management.
CMiC is the leading provider of complete, integrated and advanced enterprise level software solutions for construction and capital projects. For nearly four decades, CMiC has partnered with the largest and most technologically progressive AEC firms and capital project owners in North America, gaining detailed insight into the unique business needs of the industry. From that experience, CMiC has created CMiC Open Enterprise v10, the most advanced construction and capital project software solution ever developed. Combining an incredibly flexible technological infrastructure with a philosophy of total integration, CMiC Open Enterprise v10 lowers costs, improves productivity and increases interoperability.
Job Overview:
We are searching for a seasoned HR Generalist & Talent Acquisition Specialist with 2-6 years of experience. Candidates with more experience are also welcome to apply! This role blends full-cycle talent acquisition with broad HR generalist responsibilities and will be one of the key faces in the company with the ability to develop strong working relationships with various stakeholders. The successful candidate will own recruitment from requisition through offer, while also performing work in Employee Relations, Performance Management, Onboarding, Benefit Administration, and other day-to-day HR tasks. The position reports directly to the HR Manager.
Please note this role is a hybrid role, requiring at least 2 days in office per week. The successful candidate must be able to be in office on Tuesdays and Wednesdays
Important Information:
Role Evolution:
This role is designed to grow over the first year. For the first eight months, the focus will be on Onboarding and Talent Acquisition â full-cycle recruitment, onboarding delivery, and building out sourcing and hiring processes. From there, the role will expand into Employee Lifecycle Management, taking on greater ownership of performance management, promotions, transfers, and other lifecycle changes, alongside the broader HR Generalist responsibilities outlined below.
Job Duties:
Talent Acquisition
Onboarding
Employee Relations & Performance Management
HR Administration & Culture
Maintaining HR records and updating employee personnel file accordingly
Benefit Administration
Support in-person social activities and corporate events, including health and wellness initiatives
Work with the Learning & Development team on training initiatives
Work closely and provide support to various stakeholders i.e. Other HR team members, Admin department, Employees, Managers, and Senior Leadership Team
Provide suggestions on policy and process improvements
Other related HR duties
At least 2 â 6 years of relevant experience in an HR role, with demonstrated experience in full-cycle recruitment/talent acquisition
Bachelorâs Degree in a relevant field of study
Completed HR coursework
Hands-on experience with an Applicant Tracking System (ATS) and candidate sourcing tools (e.g., LinkedIn Recruiter, Boolean search)
Strong candidate assessment, interviewing, and negotiation skills
Ability to come into the office at least 2 times per week
Excellent communication skills
Understanding of Canadian legislation
Good organization and time management skills
Ability to manage multiple open requisitions and competing priorities
Ability to work independently and as part of a team
Competitive benefits Package (including Health & Dental benefits)
Paid vacation and personal days
Townhall meetings where all employees are encouraged to participate in open discussions
Located on York Universityâs campus, easily accessible by transit (TTC, GO, etc.), walking distance to shopping and restaurants
Outdoor lunch space, including picnic tables
An active Social Events Committee (past events include annual seasonal parties, pool and bowling tournaments, karaoke nights, Game nights, BBQâs, and more)
Health and Wellness webinars
RRSP Matching Program after 2 years of employment
Experience in a rapidly growing, socially responsible corporation
CMiC is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, CMiC will provide accommodation to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.
Manages people operations including recruiting, onboarding, benefits, and HR processes for a fintech startup.
Manages high-volume driver recruiting and onboarding for an Amazon DSP operator, coordinating candidates through application review, screening, interviews, and background checks.
APPLICATION INSTRUCTIONS: If youâve already completed the 20four7VA Recruiting Processâincluding the Final Interviewâor have previously been contracted by a 20four7VA Client, please make sure to apply via the 20four7VA Team Portal for faster processing. Use any valid email address to log in.
If youâve just logged in to the Team Portal, please proceed to review the Independent Contractor Opportunity outlined below.
đĄ Quick Tip: Upload your resume firstâthis will automatically populate most of the fields in the application form. Let the magic happen!
If youâre interested in this opportunity, click APPLY TO POSITION to proceed.
\*\*\******************************************************************
20four7VA is seeking offshore independent contractors to deliver remote services to clients worldwide, with a primary focus on developed markets such as the United States, the United Kingdom, Canada, and Australia.
An Amazon DSP operator is seeking a full-time Recruiting & Driver Onboarding Virtual Assistant to support hiring for a temporary second location in Edgewood, Maryland. This position is expected to support the business through the approximately 16-week peak season, with hours potentially reduced following year-end based on hiring needs.
The immediate priority is recruiting and onboarding drivers for the new location. The VA will support the hiring process from candidate coordination and interviews through drug screening, background checks, and onboarding.
The ideal candidate has strong high-volume recruiting, onboarding, and logistics experience and is comfortable managing multiple candidates through a structured hiring process. The client is looking to begin as soon as possible ahead of the new locationâs launch.
The objective of each engagement is to assist the client in improving business efficiency, enhancing service delivery, or supporting operational functions through high-quality, task-specific services rendered by a qualified contractor.
Contractors will be required to provide services that align with the following client tasks:
Each engagement is based on a defined scope of work and is governed by an independent contractor agreement. Services must be performed professionally, with adherence to any timelines, guidelines, and deliverables agreed upon in writing.
The Contractor must demonstrate proficiency in the following, depending on the Clientâs requirements:
Note: The Company will make reasonable efforts to align the Assigned VAâs schedule with the Clientâs preferred hours as set forth above. However, availability may vary based on time zones, capacity, and the contracted hours set in this SOW. Any changes must be mutually agreed to in writing through a revised SOW.
Manages employee benefits programs, policies, and administration to support workforce engagement and retention.
Recruits specialized domain experts globally to build teams for an AI infrastructure company.
Talent Acquisition Partner owns full-cycle recruiting for a fintech startup, sourcing technical talent, managing candidate pipelines, and optimizing hiring processes using LinkedIn Recruiter and ATS tools.
Weâre on a mission to modernize insurance, making it simpler, more accessible, and customer-first. The insurance industry is a $1T market that has remained largely untouched by the digital revolution, and PolicyMe is here changing that. As a remote-first, Toronto-based startup with big ambitions, weâre looking for a Talent Acquisition Partner to help us build the future of insurance in Canada and beyond.
Joining a small, collaborative People & Culture team, youâll combine hands-on recruiting with creativity, problem-solving, and continuous improvement while partnering with leaders across the organization. Youâll hire exceptional people to PolicyMe through innovative sourcing strategies, meaningful candidate relationships, while strengthening our recruiting processes, systems, and employer brand.
At PolicyMe, we are Canadaâs leading digital insurance solution, offering straightforward and affordable financial protection for families from coast to coast. Our product suite includes Life Insurance, Critical Illness Insurance, and Health & Dental Insurance, all tailored to Canadiansâ evolving needs. We also offer B2B2C solutions, partnering with organizations to provide seamless digital insurance options. Founded by a team of insurance experts and technology entrepreneurs, PolicyMe is committed to making insurance simpler and more accessible. Since our launch in 2018, we have grown exponentially, selling over $10 billion in insurance coverage to Canadians.
We are proud of the team weâve built and are excited for those that are yet to join us. We operate with a remote-first culture, attracting top talent from across Canada. If youâre looking for a fast-paced, collaborative environment, working alongside incredibly ambitious yet humble humans, we may be the right place for you! To learn more, visit www.policyme.com.
We thank all applicants for their interest, however, only those selected for an interview will be contacted.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Talent acquisition partner who owns full-cycle recruiting, sources technical candidates through multiple channels, and optimizes hiring processes and employer branding for a fintech startup.
Weâre on a mission to modernize insurance, making it simpler, more accessible, and customer-first. The insurance industry is a $1T market that has remained largely untouched by the digital revolution, and PolicyMe is here changing that. As a remote-first, Toronto-based startup with big ambitions, weâre looking for a Talent Acquisition Partner to help us build the future of insurance in Canada and beyond.
Joining a small, collaborative People & Culture team, youâll combine hands-on recruiting with creativity, problem-solving, and continuous improvement while partnering with leaders across the organization. Youâll hire exceptional people to PolicyMe through innovative sourcing strategies, meaningful candidate relationships, while strengthening our recruiting processes, systems, and employer brand.
At PolicyMe, we are Canadaâs leading digital insurance solution, offering straightforward and affordable financial protection for families from coast to coast. Our product suite includes Life Insurance, Critical Illness Insurance, and Health & Dental Insurance, all tailored to Canadiansâ evolving needs. We also offer B2B2C solutions, partnering with organizations to provide seamless digital insurance options. Founded by a team of insurance experts and technology entrepreneurs, PolicyMe is committed to making insurance simpler and more accessible. Since our launch in 2018, we have grown exponentially, selling over $10 billion in insurance coverage to Canadians.
We are proud of the team weâve built and are excited for those that are yet to join us. We operate with a remote-first culture, attracting top talent from across Canada. If youâre looking for a fast-paced, collaborative environment, working alongside incredibly ambitious yet humble humans, we may be the right place for you! To learn more, visit www.policyme.com.
We thank all applicants for their interest, however, only those selected for an interview will be contacted.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Manages recruiting systems, tools, and processes to support talent acquisition operations.
People Business Partner supports UK leadership teams on workforce planning, employee relations, engagement surveys, and HR programs across technology and product departments.
Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.
Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, weâve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.
Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.
In 2023, Silverfin became part of the Visma Group, joining one of Europeâs leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.
Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.
Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), weâre a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.
Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and weâre looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.
Youâll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, youâll also be the go-to point of contact for HR-related questions from across the UK business more broadly â in practice the role carries a somewhat more generalist flavour than the title suggests, even though thatâs not the intention behind it.
Youâll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though youâll stay aligned to these topics as they intersect with your day-to-day partnering.
Alongside your day-to-day partnering, youâll partner on a number of projects:
Helping organise our Leadership Days.
Organising AI impact workshops with departments across the business, to help support our AI transformation.
Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs â helping teams through those changes with attentiveness and clarity.
Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.
Youâll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As youâll be the only HR presence in the UK day-to-day, youâll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.
Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.
Change & Transformation Support:
Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.
Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the companyâs success.
Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.
Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end â running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.
DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.
HR Generalist & Employee Relations Support:
As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. Youâll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.
Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.
Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.
Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.
Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellenâs maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. Weâll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel â not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.
Experience and Qualifications
Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.
Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.
Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.
Comfortable using HR data to inform decisions and support conversations with stakeholders.
Experienced in working in an international context, with a working knowledge of UK employment practices.
Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.
Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.
Available for a 12-month assignment starting early January 2027 through end of January 2028.
Skills and knowledge
Solid coaching and advisory skills to support and develop people managers.
Good grasp of change management, and comfortable partnering with stakeholders on this.
Comfortable working with HR data and turning it into useful insights.
Exceptional communication and influencing skills.
Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.
Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.
High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.
Solid problem-solving skills to work through people issues with capability and attentiveness.
Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.
Attitude and personality-related traits
Hands-on and pragmatic, comfortable rolling up your sleeves.
Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.
Communicative, and quick to build trust and credibility with managers and teams.
Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.
Adaptability and steadiness â comfortable stepping into an ongoing role and juggling multiple priorities from day one.
Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.
Be part of something bigger - Join a growing SaaS company thatâs now proudly part of Visma, Europeâs leader in mission-critical cloud software.
A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.
Grow with us-Â Take advantage of career development opportunities and a personal training allowance to support your growth.
Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).
Fair compensation- Receive a competitive rewards package with benefits tailored to your role.
Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.
ÂŁ63,750 - ÂŁ86,250 a year
Please note:
Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.
At Silverfin, weâre an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. Weâre committed to elevating talent by creating an environment where we can all thrive together.
We have a unique culture with our values ââas the backbone:
Who we are - Authentically human
How we think - With a growth mindset
How we act - Bravely, Â side by side
How we win - By doing what we love
At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.
At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.
We want you to reach your full potential. To get you there, we donât want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
People Business Partner supports UK teams across engineering, product, and technology on workforce planning, employee relations, engagement surveys, and HR initiatives.
Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.
Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, weâve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.
Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.
In 2023, Silverfin became part of the Visma Group, joining one of Europeâs leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.
Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.
Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), weâre a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.
Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and weâre looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.
Youâll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, youâll also be the go-to point of contact for HR-related questions from across the UK business more broadly â in practice the role carries a somewhat more generalist flavour than the title suggests, even though thatâs not the intention behind it.
Youâll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though youâll stay aligned to these topics as they intersect with your day-to-day partnering.
Alongside your day-to-day partnering, youâll partner on a number of projects:
Helping organise our Leadership Days.
Organising AI impact workshops with departments across the business, to help support our AI transformation.
Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs â helping teams through those changes with attentiveness and clarity.
Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.
Youâll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As youâll be the only HR presence in the UK day-to-day, youâll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.
Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.
Change & Transformation Support:
Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.
Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the companyâs success.
Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.
Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end â running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.
DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.
HR Generalist & Employee Relations Support:
As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. Youâll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.
Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.
Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.
Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.
Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellenâs maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. Weâll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel â not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.
Experience and Qualifications
Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.
Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.
Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.
Comfortable using HR data to inform decisions and support conversations with stakeholders.
Experienced in working in an international context, with a working knowledge of UK employment practices.
Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.
Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.
Available for a 12-month assignment starting early January 2027 through end of January 2028.
Skills and knowledge
Solid coaching and advisory skills to support and develop people managers.
Good grasp of change management, and comfortable partnering with stakeholders on this.
Comfortable working with HR data and turning it into useful insights.
Exceptional communication and influencing skills.
Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.
Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.
High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.
Solid problem-solving skills to work through people issues with capability and attentiveness.
Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.
Attitude and personality-related traits
Hands-on and pragmatic, comfortable rolling up your sleeves.
Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.
Communicative, and quick to build trust and credibility with managers and teams.
Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.
Adaptability and steadiness â comfortable stepping into an ongoing role and juggling multiple priorities from day one.
Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.
Be part of something bigger - Join a growing SaaS company thatâs now proudly part of Visma, Europeâs leader in mission-critical cloud software.
A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.
Grow with us-Â Take advantage of career development opportunities and a personal training allowance to support your growth.
Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).
Fair compensation- Receive a competitive rewards package with benefits tailored to your role.
Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.
ÂŁ63,750 - ÂŁ86,250 a year
Please note:
Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.
At Silverfin, weâre an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. Weâre committed to elevating talent by creating an environment where we can all thrive together.
We have a unique culture with our values ââas the backbone:
Who we are - Authentically human
How we think - With a growth mindset
How we act - Bravely, Â side by side
How we win - By doing what we love
At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.
At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.
We want you to reach your full potential. To get you there, we donât want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
People Business Partner manages HR strategy, employee relations, and talent development for a healthcare technology company.
At Pair Team, weâre an innovative, mission-driven company reimagining how Medicaid and Medicare serves the most underserved populations. As a tech-enabled medical group, we deliver whole-person care - clinical, behavioral, and social - by partnering with organizations deeply connected to the communities we serve.
Weâre building a care model that empowers clinicians and care teams to do what they do best: provide compassionate, high-impact care. At Pair Team, we leverage AI and automation to reduce administrative burden, streamline coordination, and ensure patients receive timely, personalized support.
Our work is powered by a deeply collaborative team of nurses, social workers, community health workers, and medical professionals working alongside product, technology, and operations to close care gaps and improve outcomes for high-need patients.
Weâre one of the largest Enhanced Care Management providers in California and are on track to build the nationâs largest clinically integrated network supporting high-need patients.  Our model has demonstrated real impact, including a 58% reduction in emergency department visits and a 29% reduction in hospital admissions.
At Pair Team, were not just delivering care - weâre building the future of more equitable, community-driven healthcare.
Pair Team is looking for a People Business Partner to help scale the people infrastructure behind a fast-growing, operations-heavy organization. This role will partner closely with Clinical and Operations leaders to strengthen manager effectiveness, organizational design, performance practices, employee relations, and overall team health as we continue to grow. Youâll be a strategic thought partner to leaders while also helping build, improve, and drive key people initiative This is a fully remote position (PST required) reporting to the Manager, People Business Partners.
In this role, youâll have broad exposure across the business and play a key part in strengthening the people programs and infrastructure that support a scaling organization. Youâll help lead and improve core people programs like performance reviews, talent assessments, succession planning, and org design, while also supporting the day-to-day needs of a growing team. A major focus for this role is strengthening the quality of our company infrastructure so our teams can grow with more clarity, consistency, and support.
Pair Team is an Equal Opportunity Employer. At Pair Team, we value diversity and strive to provide an inclusive environment for all applicants and employees. All applicants will be considered without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, marital status, age, disability, political affiliation, military service, genetic information, or any other characteristic covered by federal, state, or local law.
Pair Team participates in E-Verify to verify employment eligibility for new hires.
Any offer of employment at Pair Team is conditioned upon passing a pre-employment background check. Following a conditional job offer, candidates will undergo comprehensive employment background checks, including; criminal history, reference checks, and driving records if a role requires vehicle use.
We do not conduct any TA business outside of our @pairteam.com emails. If youâre ever concerned about spam or fraudulent activity, please reach out to recruiting@pairteam.com.
Note: Please be aware that while we sincerely appreciate your interest, due to the high volume of requests, weâre unable to respond to general position inquiries via email. To apply for a position with us, please submit your application for the role you are interested in. Our team regularly reviews applications and will reach out to candidates whose qualifications align with our current openings listed below. Thank you!
Identifies and engages exceptional software engineering talent through creative sourcing strategies, talent mapping, and unconventional recruitment methods for critical technical roles.
Assured is on a mission to modernize insurance. Claims processing (i.e. should we pay this claim?), while often overlooked, is the foundation of the entire industry. Itâs currently highly manual, involving phone calls, faxes, and gut instinct, costing tens of billions of dollars a year. We can do better.
At Assured, we provide large insurers with the software solutions they need to win in a modern, technology-driven world. From self-service claim-filing software to backend fraud detection, weâre the engine that powers claims processing for some of the largest insurers in the world.
The challenges we face are deep and diverse, from creating digital experiences that provide comfort and clarity to claimants at their most stressed and vulnerable to orchestrating large-scale ML-driven decision-making on billions of dollars of claims payments, life at Assured is dynamic, collaborative, and rewarding.
Great engineering teams arenât built by waiting for exceptional talent to apply â theyâre built by finding it.
As a Contract Technical Sourcer, youâll spend 90 days identifying and engaging exceptional software engineering talent. Youâll partner with recruiters and hiring leaders to understand what great looks like, translate hiring needs into creative sourcing strategies, and build high-quality pipelines for critical Staff+ engineering roles. This contract has the potential to extend based on business needs and performance.
The best sourcers donât simply run the same searches as everyone else â they experiment, follow signals, uncover overlooked talent, and find outstanding engineers in unexpected places. They genuinely love the hunt. Thatâs the energy and creativity weâre looking for in this role.
đŻ Where is the best engineering talent hiding? Build thoughtful sourcing strategies that reach beyond obvious titles, companies, and keyword combinations to uncover exceptional backend, full-stack, and systems engineers.
đ How do we find people others overlook? Use creative search techniques, talent mapping, market research, open-source contributions, technical communities, referrals, conference talks, and unconventional signals to identify high-potential engineering talent.
𧩠What does âgreatâ look like for each search? Partner with recruiters and hiring managers to understand the role, define the target technical profile (languages, systems experience, scale, domain), and turn an intake conversation into a focused sourcing plan.
đŹ How do we earn an engineerâs attention? Craft personalized, technically credible outreach that connects a candidateâs specific systems experience and career motivations with the opportunity â not a generic âexciting opportunityâ template.
đ How can we continuously improve our searches? Use response rates, conversion data, market feedback, and pipeline quality to refine sourcing strategies and focus effort where it has the greatest impact.
đ€ How can technology make sourcing smarter? Use AI tools such as Claude, Codex, and similar platforms to accelerate technical research, generate new search ideas, personalize outreach, and improve efficiency without sacrificing judgment or the human touch.
đ€ How do we build strong, diverse pipelines quickly? Proactively identify engineering talent across different backgrounds, company sizes, industries, and career paths while maintaining a high technical bar.
đ Build high-quality pipelines for Staff+ engineering roles, helping the team connect with exceptional engineers who may not be actively looking.
đ Design creative searches using LinkedIn Recruiter, Boolean techniques, GitHub, technical blogs and conference speaker lists, web research, talent intelligence, and unconventional sourcing channels.
đ§ Bring curiosity and original thinking to every search, testing new hypotheses instead of relying on the standard recruiting playbook â including tracing engineers through open-source projects, engineering blog posts, and technical communities rather than title-matching alone.
đŹ Engage candidates with thoughtful, personalized outreach that clearly communicates why the opportunity is technically and professionally relevant to them.
đ€ Partner closely with recruiters and hiring managers to calibrate profiles, share market insights on the engineering talent landscape, and adjust sourcing strategies as searches evolve.
đ Track sourcing activity, candidate engagement, pipeline progress, and search effectiveness to understand what is working and where to iterate.
đ Maintain accurate, timely candidate information and activity in Ashby or a similar applicant tracking system.
đ Help us hire the best of the best by combining speed, creativity, persistence, and exceptional technical candidate judgment.
đ”ïž Love the hunt. You genuinely enjoy sourcing. Finding the right engineer â especially someone others might miss â is the part of recruiting that energizes you most.
đĄ Search creatively. You think beyond job titles and familiar company lists. You use adjacent tech stacks, GitHub activity, career patterns, technical communities, conference speaker rosters, and other signals to uncover great engineering talent.
đŻ Recognize exceptional technical talent. You can read a technical background thoughtfully, identify transferable systems experience, and distinguish between candidates who match keywords and engineers who could truly excel at a Staff+ level â even without a deep engineering background yourself, you know how to research and calibrate.
âïž Know how to engage engineers. You write concise, personalized, technically credible outreach that feels human, earns attention, and starts meaningful conversations with a notoriously hard-to-reach audience.
đ Experiment and adapt. You treat sourcing as an iterative process, learn from the market, and quickly change direction when a search strategy isnât producing the right results.
đ€ Use technology thoughtfully. Youâre excited to use AI tools such as Claude, Codex, or similar platforms to make your technical research and outreach more creative, efficient, and effective.
đ€ Partner well with others. You communicate clearly, welcome feedback, and build strong working relationships with recruiters and hiring managers â including engineering leaders who expect precision and technical fluency.
đ Bring experience with modern recruiting tools. Experience with LinkedIn Recruiter and Ashby is a plus, but curiosity, resourcefulness, and sourcing craft matter most. Great tools can accelerate a search. Great sourcers know where â and how â to look, including on GitHub, technical forums, and engineering communities.
A Note About Benefits
This is a 90-day, 1099 independent contractor engagement and is not eligible for employee benefits or equity. There may be an opportunity to extend the contract or transition into a full-time position based on business needs and performance, but neither is guaranteed.
If this engagement results in an eligible full-time position, the benefits outlined below would apply in accordance with the terms of the applicable plans and company policies.
Benefits:
đ€ Competitive Compensation: Competitive salary and equity packages for all employees
đ„ Healthcare Plan: Platinum medical, dental, and vision
đĄïž Free life insurance: Including long-term disability & short-term disability
đ Unlimited PTO: Uncapped vacation days & paid holidays
đ¶ Family Leave: Maternity & paternity
đ 401(k) Contribution: Assured contributes 3% of your income, even if you donât contribute
đ WFH Benefits: Lunch on us 2x/week, monthly phone stipend & other home office perks
đȘ Health FSAs & HSAs: Pre-tax accounts for out-of-pocket medical expenses
đ€ Team events & Offsites: Weâre remote, but we regularly get together
**We have been made aware of individuals falsely posing as recruiters from Assured Insurance Technologies Inc. Please note that we only contact candidates from official @ assured.claims email addresses and all interviews are conducted through verified company channels. If you are unsure whether a message is legitimate, please contact us directly at recruiting-ops@assured.claims before sharing any personal information**
Our Commitment:
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation.
People Business Partner manages HR strategy, employee relations, and organizational development to support Pair Team's healthcare mission and team growth.
At Pair Team, weâre an innovative, mission-driven company reimagining how Medicaid and Medicare serves the most underserved populations. As a tech-enabled medical group, we deliver whole-person care - clinical, behavioral, and social - by partnering with organizations deeply connected to the communities we serve.
Weâre building a care model that empowers clinicians and care teams to do what they do best: provide compassionate, high-impact care. At Pair Team, we leverage AI and automation to reduce administrative burden, streamline coordination, and ensure patients receive timely, personalized support.
Our work is powered by a deeply collaborative team of nurses, social workers, community health workers, and medical professionals working alongside product, technology, and operations to close care gaps and improve outcomes for high-need patients.
Weâre one of the largest Enhanced Care Management providers in California and are on track to build the nationâs largest clinically integrated network supporting high-need patients.  Our model has demonstrated real impact, including a 58% reduction in emergency department visits and a 29% reduction in hospital admissions.
At Pair Team, were not just delivering care - weâre building the future of more equitable, community-driven healthcare.
Pair Team is looking for a People Business Partner to help scale the people infrastructure behind a fast-growing, operations-heavy organization. This role will partner closely with Clinical and Operations leaders to strengthen manager effectiveness, organizational design, performance practices, employee relations, and overall team health as we continue to grow. Youâll be a strategic thought partner to leaders while also helping build, improve, and drive key people initiative This is a fully remote position (PST required) reporting to the Manager, People Business Partners.
In this role, youâll have broad exposure across the business and play a key part in strengthening the people programs and infrastructure that support a scaling organization. Youâll help lead and improve core people programs like performance reviews, talent assessments, succession planning, and org design, while also supporting the day-to-day needs of a growing team. A major focus for this role is strengthening the quality of our company infrastructure so our teams can grow with more clarity, consistency, and support.
Pair Team is an Equal Opportunity Employer. At Pair Team, we value diversity and strive to provide an inclusive environment for all applicants and employees. All applicants will be considered without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, marital status, age, disability, political affiliation, military service, genetic information, or any other characteristic covered by federal, state, or local law.
Pair Team participates in E-Verify to verify employment eligibility for new hires.
Any offer of employment at Pair Team is conditioned upon passing a pre-employment background check. Following a conditional job offer, candidates will undergo comprehensive employment background checks, including; criminal history, reference checks, and driving records if a role requires vehicle use.
We do not conduct any TA business outside of our @pairteam.com emails. If youâre ever concerned about spam or fraudulent activity, please reach out to recruiting@pairteam.com.
Note: Please be aware that while we sincerely appreciate your interest, due to the high volume of requests, weâre unable to respond to general position inquiries via email. To apply for a position with us, please submit your application for the role you are interested in. Our team regularly reviews applications and will reach out to candidates whose qualifications align with our current openings listed below. Thank you!
