People Operations

• Act as a trusted advisor to ESBP Partners and business leaders, ensuring HR strategies support business needs.
• Provide operational and analytical support to the ESBPs with quantitative and qualitative data in support of strategic ES programs and initiatives.
• Monitor and interpret trends and metrics around employee satisfaction, attrition and turnover, etc.
• Use HR analytic tools to make data-driven business decisions.
• Proactively understand what analysis needs to be done to provide a narrative to leaders on their overall org health and propose relevant ES activities.
• Support digital transformation efforts through use of AI, Agents, UAT and continuous improvement of our processes.
• Partner with ESBPs, Centers of Excellence (COEs) and global partners to help deliver seamless human resources processes, programs and insights across the organization.
• Partner with the ESBPs and the business units they directly support to deliver on the organization's talent strategy. Initiatives include employee retention, talent assessment, succession planning, compensation (equity, bonus, merit), mobility, change management, and other talent related initiatives.
• Serve as a project lead for ES programs, responsible for tracking project objectives, timelines, and communication plans by prioritizing responsibilities, and tracking and measuring to successful completion, sometimes organizing other members of the ESPC team to achieve objectives.
• Partner with leadership to drive organizational effectiveness and a high-performance culture.
• Partner to support the business through transformation and change. Executes on continued reshaping, growth, acquisition, reorganization, etc.
• Work directly with people leaders and employees to coach and enable on a variety of ES topics and programs, resolve issues, etc.
• Creates tools, templates and resources for consistent service delivery at scale.
• Partner with ES Operations team on knowledge transfer and resolving root cause service delivery issues that impact the employee and manager experience.
• Lead initiatives in partnership with COEs and PS&O peers to identify bodies of work that can be better done at scale through automation or revised processes and/or make recommendations when it is appropriate to align with different teams.

Lead Employee Success Consultant

• Lead, coach, and develop the People Business Partner team, setting clear expectations, priorities, and service standards.
• Build, refine, and operationalize the PBP model, including core processes, playbooks, tools, templates, and best practices that improve consistency, quality, and scale.
• Establish team operating rhythms for workforce planning, talent reviews, organizational changes, performance cycles, and executive partnership.
• Guide PBPs on complex business, talent, and employee matters while elevating overall capability, judgment, and partnership across the team.
• Partner across the People Team to ensure strong alignment among PBPs, People Operations, Talent Acquisition, Total Rewards, Learning & Experience, and Legal.
• Serve as the strategic People advisor to assigned executives and senior leaders, translating business priorities into practical people strategies and actions.
• Roll up sleeves to directly support executive leaders and client groups as needed, particularly during business-critical moments, leadership transitions, restructures, or gaps in coverage.
• Use strong business acumen, data, and judgment to advise on organizational effectiveness, talent needs, team design, leadership capability, and employee experience.
• Build trusted relationships with leaders and provide direct, thoughtful coaching on performance, leadership, team health, and change.
• Lead workforce planning efforts with leaders and FP&A to align headcount, capabilities, and organizational structure with company strategy and budgets.
• Partner on organization design, role clarity, leveling, job architecture, and position management to support growth, efficiency, and scale.
• Drive talent management processes including performance reviews, talent assessment, succession planning, leadership development, and career growth.
• Partner with leaders to identify organizational risks, capability gaps, retention concerns, and development priorities, and turn those insights into action.
• Support global and evolving business needs, including organizational changes tied to new functions, international growth, or Mexico operations, as applicable.
• Act as a senior escalation point for complex and sensitive employee relations matters, balancing business needs, employee experience, and risk.
• Guide leaders and PBPs on investigations, performance matters, corrective action, leaves, accommodations, policy interpretation, and sensitive employment decisions.
• Ensure People practices and decisions align with company policy and applicable employment laws and are applied thoughtfully and consistently.
• Lead the people side of change initiatives, restructures, leadership transitions, and process improvements with clear communication and sound change management.
• Leverage Workday, people analytics, AI, and automation tools to improve insight, speed, and consistency in HR business partnering work.
• Identify repeatable workflows that can be simplified, standardized, or automated across the PBP model, including reporting, documentation, communications, and knowledge management.
• Define and monitor key people metrics to inform decisions and measure impact across talent, organization, and workforce outcomes.
• Sets and ensures responsible use of AI and automation in HR workflows with guardrails and appropriate attention to privacy, data quality, bias mitigation, and good judgment in alignment with R365 AI guidelines.

Director, People Business Partner

• Build and lead Higgsfield’s global HR function across recruiting, people operations, compensation, compliance, performance management, and employee experience.
• Partner directly with founders and leadership to shape organizational structure, workforce planning, hiring strategy, and long-term talent initiatives.
• Design and implement scalable global HR systems, workflows, and operational processes to support rapid international growth.
• Drive organizational effectiveness initiatives, including team structure, leveling frameworks, performance management, and leadership support.
• Build scalable onboarding, employee development, and retention programs designed for a high-performance environment.
• Serve as a trusted advisor to leadership and employees on organizational effectiveness, employee relations, and scaling challenges.
• Own and evolve the company’s recruiting function, ensuring Higgsfield continues to attract and close exceptional talent across engineering, AI research, product, growth, content operations, G&A, and other critical business functions.
• Develop recruiting infrastructure, hiring processes, and employer branding initiatives that support hiring across highly competitive global talent markets.
• Partner closely with leadership to identify hiring priorities, improve recruiting efficiency, and maintain a high talent bar across all functions.
• Build scalable talent acquisition strategies across multiple geographies and organizational functions.
• Drive compensation, leveling, equity, and performance review processes aligned with company goals and market competitiveness.
• Establish and maintain compliant employment frameworks across the US and international entities, partnering closely with Legal, Finance, and external advisors.
• Oversee global HR operations including employment practices, workforce documentation, policies, reporting, and compliance processes.
• Support relocation, immigration, and international workforce operations where applicable.
• Drive operational excellence across HR systems, reporting, documentation, and workforce planning, with a strong emphasis on automation and scalability.

Global Head of People

• Own and coordinate the onboarding experience for new hires, including systems access, equipment, documentation, and first-week logistics
• Ensure employees feel supported, informed, and set up for success from day one
• Manage offboarding processes with accuracy, empathy, and operational rigor
• Partner cross-functionally to ensure secure and compliant employee transitions
• Help maintain compliance with federal and state employment requirements
• Support documentation management, I-9 verification, and audit readiness processes
• Maintain employee data accuracy across HR and People systems
• Help improve operational workflows and process documentation across the People function
• Partner with recruiters and hiring managers to coordinate interviews and support candidate communications
• Help deliver a thoughtful and organized candidate experience
• Support employee engagement initiatives, internal events, team communications, and offsites
• Assist with day-to-day People Operations support across the organization
• Coordinate employee equipment, software access, and People-related vendor operations
• Support invoice tracking, renewals, and operational logistics
• Help maintain organization and operational consistency across People programs and processes

People Operations Associate

• Partner with Commercial leadership to shape organizational design and talent strategy for business goals.
• Coach leaders with actionable feedback on performance and accountability.
• Drive talent decisions (hiring, promotions, exits) with high standards.
• Operate across the employee lifecycle from recruiting to performance management.
• Lead performance and feedback processes ensuring accountability.
• Diagnose and implement solutions for organizational friction.
• Engage with frontline teams to evolve leadership or structure as necessary.
• Build operating rhythms (OKRs, talent reviews) to improve execution.

Senior People Business Partner, Commercial

• You will be the main point of contact for all HR matters in your perimeter and will implement the best HR solutions, in line with the People Strategy and Company objectives.
• Provide expertise, operational support and advice to managers in managing their teams, enhancing people management practices and leadership effectiveness through continuous feedback and coaching
• Run HR process such as Performance Reviews, People Reviews, Compensation Reviews, Learning & Development plan definition
• Support Employees in their development and handle the full employees lifecycle, championing equal opportunity and fair policy application for all employees
• Monitor well-being and identify actions to always further improve it
• Contribute to C&B analysis for your perimeter, guaranteeing equity and fairness in the decisions
• Work on various Local and Global HR projects
• Foster collaboration and best practices sharing within the People team

People Business Partner – Americas

• Transform Analytics into Impact: Move beyond dashboards to deliver actionable recommendations and predictive insights, that influence talent strategies and business outcomes
• Lead End-to End Solutions: Gather, refine and prioritize business and user requirements; manage the full lifecycle of HR analytics solutions to ensure timely, high-quality delivery
• Champion Listening & Engagement: Oversee team member listening programs and partner with HR and business leaders to drive meaningful action
• Monitor & Optimize: Track product performance, analyze usage metrics, and proactively recommend enhancements based on stakeholder feedback and competitive insights
• Bridge Data and Strategy: Translate complex data into compelling narratives that resonate with HR leaders and business stakeholders, bridging technical analytics with human-centered strategy
• Ethics & Data Governance: Champion ethical data use, privacy and governance in all people analytics initiatives

Manager, People Analytics – Insights

• Lead and manage quarterly Oracle HCM Cloud releases
• Ensure timely review of Oracle documentation and plan for upcoming features
• Maintain system stability, performance, and data integrity
• Conduct thorough UAT with a focus on user experience and performance
• Deliver a modern, intuitive, AI-enabled user experience

Mgr People Systems

• Partner with business leaders as a Change subject matter expert and trusted advisor
• Lead and run change projects, partnering with Business Leaders, Program and Project managers
• Understands the impact of changes; identify & manage change risks & issues and anticipate points of resistance
• Mitigate or address the concerns, escalating issues in a timely manner
• Conduct readiness assessments, evaluate results and present findings in a logical and easy-to-understand manner
• Oversee development of actionable and targeted change management plans – including communication plan, stakeholder analysis, communications and training plans
• Define and measure success metrics and monitor change progress with a particular focus on adoption
• Influence business leaders and key stakeholders, to help them think about change from a people focused prospective
• Work with business stakeholders, change champions/agents to prepare affected business areas and colleagues for transition to new ways of working

Change Manager – Organizational Design, People Change

• Execute and support employee lifecycle processes across the U.S. and Costa Rica workforce
• Manage day-to-day lifecycle administration including onboarding, offboarding, and employee documentation
• Administer and support benefits and leave programs while ensuring alignment with local regulations
• Support payroll accuracy by ensuring timely and accurate employee data updates
• Identify operational inefficiencies and support process improvements

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