About QC Servion QC Servion is the centralized hub for human resources, change management, program management, sales &amp; marketing, safety, administration, legal, and accounting services across the QC Ecosystem. We provide comprehensive operational support that empowers our companies to focus on growth, innovation, and excellence, while ensuring employees thrive in safe, engaging, and well-managed environments. The entities in our ecosystem include DLB Associates, Galtra Solutions, AI2IO, Fluid2Chip, CEQEL Critical Commissioning, and 2AI-DC Integrators. Collectively, we deliver services across the data center industry. Position: Recruiter Position Location: Remote - work virtually from anywhere in the United States Salary QC Servion recognizes salary ranges from job boards do not necessarily reflect our pay ranges. In many instances we out-compete those ranges for well-qualified candidates. Job Summary The Recruiter plays a critical role in driving full-cycle recruiting and proactive talent sourcing across a diverse portfolio of technical, project-based, field, operational, and corporate roles. This may include mechanical and electrical engineers, designers, commissioning professionals, field technicians, project and program professionals, and corporate/shared-services functions. As a key member of the HR team, the Recruiter partners closely with hiring managers and cross-functional stakeholders to understand role requirements, business priorities, and talent market dynamics. This position is responsible for developing strong candidate pipelines, advising hiring teams, delivering a high-quality candidate experience, and driving efficient, data-informed hiring decisions. The ideal candidate is an experienced recruiting professional who thrives in a fast-paced, high-growth environment and can move comfortably between highly technical searches and broader corporate hiring needs. This person should be proactive, resourceful, organized, and capable of independently managing a high-volume workload while maintaining strong relationships with candidates and hiring teams. Essential Functions Talent Acquisition &amp; Recruiting (95%) <ul><li>Own and manage full-cycle recruitment for approximately 15&#x2013;30 active requisitions, ensuring consistent pipeline activity and timely movement of candidates through each stage.</li><li>Lead requisition intake and calibration discussions with hiring managers to understand position requirements, candidate profiles, business priorities, and interview expectations.</li><li>Proactively source and engage qualified talent using LinkedIn, job boards, referrals, internal databases, specialized sourcing channels, and targeted outreach strategies.</li><li>Recruit across technical, field-based, project, operational, and corporate functions, adapting sourcing and screening approaches based on the needs of each search.</li><li>Screen and evaluate candidates for technical qualifications, experience, career alignment, communication skills, and overall position fit.</li><li>Build strong partnerships with hiring managers through regular communication and recurring hiring syncs focused on priorities, pipeline health, market feedback, and interview outcomes.</li><li>Manage high-volume candidate and stakeholder communication with a focus on responsiveness, professionalism, and engagement.</li><li>Coordinate interviews and help maintain process momentum by minimizing scheduling delays and communication gaps.</li><li>Own interviewer feedback collection and follow-up, driving accountability and timely hiring decisions.</li><li>Lead the offer process from verbal offer through formal documentation and acceptance, ensuring clear communication and a positive candidate experience.</li><li>Maintain accurate and current information within the ATS to provide visibility into pipeline health, recruiting activity, and hiring progress.</li><li>Use recruiting data and market insights to identify pipeline challenges, recommend adjustments, and improve hiring outcomes.</li><li>Maintain consistent candidate engagement throughout the hiring lifecycle, including searches that require longer decision timelines.</li><li>Leverage AI, automation, and emerging technologies to improve sourcing, screening, communication, and administrative workflows. </li></ul>Human Resources Support (5%) <ul><li>Provide general HR, research, and administrative support based on team and business priorities.</li><li>Assist with employee engagement initiatives and HR projects as needed.</li><li>Support documentation and improvement of HR procedures and workflows, identifying opportunities to streamline and automate processes.</li><li>Collaborate with the broader HR team on initiatives that support employee experience and organizational growth. </li></ul>Position Requirements <ul><li>Bachelor&#x2019;s degree in Human Resources, Business, Communications, or a related field with 5+ years of progressive full-cycle recruiting and sourcing experience; equivalent professional experience may be considered in lieu of a degree.</li><li>Demonstrated experience recruiting for engineering, commissioning, and other highly technical roles, with the versatility to shift between technical hiring and corporate/shared-services functions as business needs evolve.</li><li>Proven ability to independently manage a high-volume requisition load from intake and sourcing through interviewing, offer, and close.</li><li>Strong proactive sourcing capabilities using LinkedIn, job boards, referrals, internal databases, and specialized talent channels.</li><li>Experience partnering directly with hiring managers to understand business needs, calibrate candidate profiles, provide market insight, and drive hiring decisions forward.</li><li>Strong written and verbal communication skills with the ability to engage, advise, and influence candidates and hiring stakeholders.</li><li>Strong understanding of recruiting best practices, candidate experience, and broader HR processes.</li><li>Experience managing pipelines and maintaining accurate recruiting data within an applicant tracking system; Rippling ATS experience preferred.</li><li>Proficiency in Microsoft Office Suite, including Excel, Word, Outlook, PowerPoint, and Teams.</li><li>High attention to detail with the ability to manage competing priorities, deadlines, and a high volume of candidate activity.</li><li>Experience leveraging AI, automation, and emerging technologies to improve sourcing, screening, recruiting workflows, and overall efficiency. </li></ul>Physical Demands Duties The following physical demands must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is: <ul><li>Frequently required to remain in a stationary position. </li><li>Frequently moving through home office. </li><li>May occasionally lift up to 20 pounds. </li></ul>Travel Requirements <ul><li>Up to 5%, this may include travel to any or all 50 US states.</li><li>Travel is defined as physically leaving home on behalf of business activities including but not limited to client sites, meetings with other employees, meeting for business development purposes, running errands on behalf of the business, attending industry conferences, etc. </li></ul>Benefits <ul><li>Choice of comprehensive medical plans (including two PPO-style plans and a HDHP w/ HSA option). </li><li>Flex spending accounts (FSA). </li><li>Dental and vision plans. </li><li>Comprehensive medical, dental and vision benefits extended to spouse / domestic partner and dependent children up to age 26. </li><li>401k with company match and self-directed brokerage account option. </li><li>PTO including additional paid time off during the last week of the year. </li><li>Company paid life insurance coverage for employees and their eligible dependents. </li><li>Short and long-term disability, AD&amp;D coverage. </li><li>Professional development opportunities, tuition reimbursement, and professional licensing assistance. </li><li>Paid parental leave after one year of employment. </li></ul>CO, CA, IL, NY, WA, and Washington DC residents only: In accordance with CO, CA, IL, NY, WA, and Washington DC law, the range provided is QC Servion&apos;s reasonable estimate of the base compensation for this role. The actual amount may differ based on non-discriminatory factors such as experience, knowledge, skills, abilities, and location. EEO QC Servion provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities. Notice To Third Party Agencies QC Servion does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Unsolicited resumes include any resume or hiring document sent to QC Servion in the absence of a signed Service Agreement where QC Servion has expressly requested recruitment/staffing services specific to the position at hand. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of QC Servion and QC Servion will have the right to hire that candidate without reservation &#x2013; no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service.

Recruiter – AEC / MEP / Engineering

Overview Of Position The People Partner provides human resources support to managers and employees in designated segments in one or more Assurant Lines of businesses (LOB) Focusing on the employee experience, enabling business outcomes, and using data to help make solid business decisions. The People Partner, in partnership with the People Business Partner, provides comprehensive and consistent coaching and counseling services to employees and managers on performance and conduct/behavioral related challenges; answering questions and listening to concerns about the workplace and jobs. The Partner will also work with the Business Partner to assist the LOB in identifying people and talent needs in the organization through the application of talent program and processes. The People Partner may be involved in requests to investigate situations that may require investigation or have a sense of urgency to resolve. Those requests may come from employees, managers, Legal, the People Experience Center etc. In addition, the People Partner will proactively work with People Business Partners, managers &amp; leaders in the People Experience center, providing insights and trends that impact the achievement of business results. The feedback and coaching provided by the People Partner will model and reinforce the learnings of Success in Leading Employees to enable managers to leverage their discretion in judgment to determine the most appropriate course of action while continuing to focus on the employee experience. To this end he or she will promote The Assurant Way in their approach to policies, procedures, and practices to minimize risk to the company. Creating and maintaining strong relationships will be critical to success as the People Partner will serve as a key resource to managers and People Business partners. In this capacity the People Partner may provide training to managers on topics that will enhance engagement or provide greater insights into management of people resources to support business objectives. Relationships with the other COE&#x2019;s in the People Organization such as Talent Acquisition and the People Experience Center, will be vital to the success of this role This role espouses the vision of the People Organization by: <ul><li>Putting people first</li><li>Helping our employees realize their potential</li><li>Empowering our employees to do their best work</li><li>Embedding Diversity Equity and Inclusion in all that we do</li><li>Living The Assurant Commitments in all that we do </li></ul> What will my duties and responsibilities be in this job? The People Partner, focusing on the employee experience, provides proactive and reactive coaching and consultative human resources advice and services to all employees of Assurant in their designated business unit from intake to resolution. This coaching and advice is centered around and leverages the core learnings of Success in Leading Employees (i.e. StAR/StAR-AR, GROW) as they counsel on Performance Development and Performance Improvement situations. They will build and maintain strong working relationships with Managers and with the People Business Partners for their client group. <ul><li>Provides hiring &amp; staffing assistance such as interviewing, assessing and selection to managers as needed. Including effective compensation management and development of job descriptions for needed positions.</li><li>Works with managers in client group in their efforts around Employee Engagement that could include action planning, team meetings and follow-up to ensure closure on plans.</li><li>Provides performance coaching and advice which may include participation in meetings with employees and managers.</li><li>Provides advice on policy interpretation with the focus on advising managers to always use their judgment and discretion. The Partner will leverage the Success in Leading Employees information in their interactions with managers and promote the use of this information to the Managers.</li><li>Provides education and training to managers as needed in areas such as FMLA, Union Avoidance, Wage and Hour, Accommodations etc. Collaboratively makes decisions about training needed by consulting with managers, Legal and/or People Business Partner.</li><li>Performs consultation responsibilities to assist managers &amp; leaders in the termination process whether a reduction in force or a voluntary or involuntary termination including participating in any termination meeting with employees. </li><li>Facilitates the end-to-end process of the reduction in force in consultation with the People Business Partner and Business leadership. This will include the assessment of talent, notification to impacted associates and continued support to those employees after notification. </li><li>Performs more routine inquiries, research or investigation into issues raised by employees, managers, or other sources. </li><li>Participates in additional projects as identified by the People Organization leadership. </li></ul>The People Partner leverages NeoCase/ ERIN, to document and manage the types of situations that come to them from managers and employees. The Partner will use multiple tools (Workday, Peakon, ERIN, etc.) to mine data for their client groups and use the analytics to drive performance in the organization. In addition, the Partner will recommend updates and suggestions to the content in the Knowledgebase and in the analytics that will improve the content available to them and to the managers. The People Partner will develop and maintain relationships with members of the People Experience Center team to expedite and ensure that employee and manager concerns or requests which have been escalated are responded to in a timely, consistent, and accurate manner as well as documented appropriately What are the requirements needed for this position? <ul><li>Bachelor&#x2019;s degree in a related area with a minimum of 1 year of experience in an HR professional role or a minimum of 4 years&#x2019; experience in an HR professional role or managing people. Experience must include coaching and advising all levels of employees in areas such as performance, organizational change, employee engagement, working relationships. </li><li>Knowledge of employment law at the federal and state level (FMLA, ADA, FLSA, Title VII, EEO and other applicable employment related laws) </li></ul> What other skills/experience would be helpful to have? <ul><li>Strong analytical and problem-solving skills desired.</li><li>Certification as PHR, SPHR or SHRM CP or SCP preferred</li><li>Experience in handling employee related investigations and writing report summaries</li><li>Minimum of 1 year HR support for a workforce of a minimum of 250 employees. </li></ul>#AssurantProudMS Pay Range $74,600.00 - $124,700.00 If no application deadline is provided, this role may be a pipeline requisition, and we&apos;ll continue to collect applications on an ongoing basis, or there is no requirement for this information in the location where the role is posted. Any posted pay range considers a wide range of compensation factors, including candidate background, experience, and work location, while also allowing for salary growth within the position. Helping People Thrive in a Connected World Connect with us. Bring us your best work and your brightest ideas. And we&#x2019;ll bring you a place where you can thrive. Learn more at jobs.assurant.com. What&#x2019;s the culture like at Assurant? Our unique culture is a big reason why talented people choose Assurant. Named a Best/Great Place to Work in 14 countries and awarded the Fortune America&#x2019;s Most Innovative Companies recognition, we bring together top talent around the world. Although we have a wide variety of skills and experiences, we share common characteristics that are uniquely Assurant. A passion for service. An ability to innovate in practical ways. And a willingness to take chances. We call our culture The Assurant Way. Company Overview Assurant is a leading global business services company that supports, protects, and connects major consumer purchases. A Fortune 500 company with a presence in 21 countries, Assurant supports the advancement of the connected world by partnering with the world&#x2019;s leading brands to develop innovative solutions and deliver an enhanced customer experience through mobile device solutions, extended service contracts, vehicle protection services, renters insurance, lender-placed insurance products, and other specialty products. AI and Biometric Usage Assurant supports the responsible use of Artificial Intelligence (AI), but we want to know the real you. Visit our AI Usage Guidelines page to understand what we expect from applicants regarding their use of AI during the application process. Since we would like to know the real you, we require that all of our virtual interviews be conducted on video. Employment is contingent upon completion of a required identity verification process, which may include biometric technology, where permitted by applicable law and subject to applicable notice and consent requirements. See our Privacy Notice to learn about Assurant&#x2019;s privacy practices, including our use of AI-enabled technology, automated decision making, and biometric information. Equal Opportunity Statement Assurant is an Equal Employment Opportunity employer and does not use or consider race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by federal, state, or local law in employment decisions. Job Scam Alert Please be aware that during Assurant&apos;s application process, we will never ask for personal information such as your Social Security number, bank account details, or passwords. Learn more about what to look out for and how to report a scam here.

People Partner

Husch Blackwell LLP is a full-service litigation and business law firm with multiple locations across the United States, serving clients with domestic and international operations. At Husch Blackwell we believe that diverse, equitable and inclusive teams lead to better outcomes. Husch Blackwell is committed to retaining, recruiting, developing, and promoting talented lawyers and business professionals with diverse backgrounds and experiences. We foster an engaged, diverse, and inclusive team culture of accountability and purpose that makes our Firm and our communities better. Our firm is committed to attracting and retaining professionals who value each other and the service we provide by embracing Teamwork, Collaboration, Client Service, and Innovation. If you are a motivated professional looking for a long-term fit where you can grow in a role, and will be valued and empowered, then we invite you to apply to our Associate Director of Benefits &amp; Payroll position. This position may be filled remotely, or in any of our locations. The Associate Director of Benefits &amp; Payroll serves as a senior subject matter expert for employee benefits, payroll, retirement and well-being programs. Reporting to the Senior Director of HR Operations &amp; Total Rewards, this role provides operational leadership, technical expertise and strategic consultation to support the firm&#x2019;s Total Rewards objectives. The Associate Director is responsible for the effective administration, governance and continuous improvement of assigned programs while ensuring an exceptional employee experience, operational excellence and regulatory compliance. Working closely with leaders across People &amp; Culture, Finance and external partners, this position recommends solutions, leads key initiatives and helps translate organizational priorities into effective programs and services. Essential functions include: Benefits <ul><li>Lead the design, implementation, and ongoing management of all health, welfare, and ancillary benefit programs.</li><li>Serve as a standing member of the firm&#x2019;s Healthcare Committee, contributing to plan oversight, fiduciary governance, and decision-making.</li><li>Partner closely with the firm&#x2019;s brokers, consultants, and vendor partners across all benefit domains, including health and welfare, retirement, and well being.</li><li>Oversee compliance with ERISA, IRS, DOL, HIPAA, ACA, and COBRA requirements, ensuring all plans meet regulatory obligations.</li><li>Manage annual plan renewals, vendor evaluations, and request-for-proposal (RFP) processes, ensuring program competitiveness and fiscal stewardship.</li><li>Direct and participate in annual audits and compliance reviews for health and retirement plans, including collaboration with external auditors and internal accounting.</li><li>Monitor and analyze benefits trends and benchmark data to inform recommendations for plan design and cost optimization.</li><li>Develop and maintain employee communications and educational resources related to benefit programs.</li><li>Monitor benefit program performance and recommend opportunities to improve the employee experience, operational efficiency and program effectiveness. </li></ul>Retirement Programs <ul><li>Oversee the day-to-day management and governance of the firm&#x2019;s employee retirement programs, ensuring efficient administration, operational excellence and regulatory compliance</li><li>Coordinate with recordkeepers, consultants, legal counsel and internal stakeholders to support effective plan administration and governance.</li><li>Manage relationships with external retirement service providers, including establishing service expectations, monitoring performance and identifying opportunities to improve participant service and administrative efficiency.</li><li>Partner with Finance regarding the administration and governance of partner retirement programs, ensuring clear coordination of responsibilities between People &amp; Culture and Partner Accounting.</li><li>Support Retirement Committee activities by coordinating meeting materials, reporting, vendor reviews and governance documentation.</li><li>Oversee employee retirement communications and education initiatives to promote understanding and engagement.</li><li>Monitor regulatory and legislative developments affecting retirement plans and recommend operational or administrative changes as appropriate.</li><li>Continuously evaluate retirement administration processes and recommend improvements that enhance efficiency, strengthen controls and improve the participant experience. </li></ul>Well-Being Strategy &amp; Programs <ul><li>Oversee the firm&#x2019;s well-being programs and strategy, addressing physical, emotional, financial, and social well-being dimensions</li><li>Partner with internal teams and external vendors to create inclusive, data-informed initiatives that enhance engagement and overall employee health.</li><li>Ensure alignment of well-being programs with the firm&#x2019;s DEI and total rewards strategies. </li></ul>Payroll <ul><li>Provide operational leadership and subject matter expertise for the firm&#x2019;s payroll function.</li><li>Ensure timely, accurate and compliant multi-state payroll processing.</li><li>Strengthen payroll governance through effective controls, auditing practices and process standardization.</li><li>Partner with HR Technology to optimize payroll systems, integrations and automation.</li><li>Ensure effective coordination between payroll, benefits, retirement and other People &amp; Culture processes.</li><li>In partnership with the HR Compliance team, monitor regulatory developments affecting payroll administration and implement necessary operational changes.</li><li>Recommend and lead continuous improvement initiatives that improve payroll accuracy, efficiency and service delivery. </li></ul>Leadership &amp; Operational Excellence <ul><li>Provide day-to-day leadership for assigned team members, fostering accountability, collaboration and continuous improvement.</li><li>Coach, develop and support team members to strengthen technical capability and service delivery.</li><li>Establish operational priorities and ensure work is executed accurately, efficiently and consistently.</li><li>Develop, document and continuously improve business processes, standard operating procedures and internal controls.</li><li>Utilize data and operational metrics to identify trends, measure performance and recommend improvements.</li><li>Build strong partnerships across People &amp; Culture, Finance, Information Technology and external vendors to ensure effective delivery of services.</li><li>Lead projects and initiatives that improve operational effectiveness, enhance the employee experience and support organizational priorities. </li></ul>Cross-Functional Partnership <ul><li>Serve as liaison between Benefits, Payroll, Retirement and the Compensation function to ensure alignment across Total Rewards programs.</li><li>Provide subject matter expertise regarding the operational impact of compensation decisions on payroll, benefits and retirement administration.</li><li>Partner with Compensation and Finance to support annual compensation planning, incentive payments and other reward-related initiatives.</li><li>Contribute operational insights and recommendations that support the continued evolution of the firm&#x2019;s Total Rewards programs.</li><li>Collaborate on employee communications that promote a consistent understanding of the firm&#x2019;s Total Rewards offerings. </li></ul>Position Requirements <ul><li>Bachelor&#x2019;s degree in Human Resources, Business Administration, Finance or a related field.</li><li>CEBS, CPP, SHRM-SCP, SPHR or other relevant professional certification preferred.</li><li>Eight to ten years of progressively responsible experience in benefits, payroll and/or Total Rewards.</li><li>Experience in a large law firm or other professional services organization.</li><li>Experience leading teams and cross-functional initiatives.</li><li>Significant experience administering employer-sponsored health and welfare benefit programs; experience supporting executive and partner benefit programs preferred.</li><li>Experience supporting qualified retirement plans and retirement plan governance.</li><li>Demonstrated experience leading complex, multi-state payroll operations.</li><li>Strong knowledge of applicable payroll, benefits and retirement regulations, including ERISA, IRS, DOL, HIPAA, ACA, COBRA, and state-specific wage and hour regulations.</li><li>Proven experience managing broker and vendor relationships, overseeing annual plan audits, and serving on fiduciary committees.</li><li>Broad understanding of compensation principles and their interaction with payroll, benefits and retirement administration.</li><li>Experience with UKG Pro and related HR technology platforms strongly preferred</li><li>Excellent analytical, communication, and project management skills, with the ability to translate complex information into actionable insights.</li><li>Demonstrated ability to lead teams, manage multiple priorities, and maintain confidentiality with sensitive employee and financial data. </li></ul>Compensation And Benefits Employees are entitled to compensation commensurate with skill and experience. The exact compensation will vary based on skills, experience, location, and other factors permitted by law. The expected compensation ranges for this position in various states and jurisdictions are as follows: <ul><li>State of California: $175,000 - $357,000</li><li>State of Colorado: $161,000 - $287,000</li><li>State of Connecticut: $143,000 - $363,000</li><li>State of Illinois: $158,000 - $307,000</li><li>State of Maine: $119,000 - $275,000</li><li>State of Maryland: $170,000 - $257,000</li><li>State of Massachusetts: $175,000 - $357,000</li><li>State of Minnesota: $175,000 - $335,000</li><li>Jersey City, NJ: $190,000 - $345,000</li><li>State of New York: $163,000 - $352,000</li><li>State of Vermont: $173,000 - $332,000</li><li>State of Virginia: $114,000 - $332,000</li><li>State of Washington: $170,000 - $322,000</li><li>Washington, D.C.: $226,000 - $332,000 </li></ul>The above salaries do not include a discretionary bonus, however bonus opportunities are non-guaranteed, and are dependent upon individual and firm performance. Full-time employees receive benefits including: medical and dental coverage; life insurance; short-term and long-term disability insurance; pre-tax flexible spending account for certain medical and dependent care expenses; an employee assistance program; Paid Time Off; paid holidays; participation in a retirement plan program after meeting eligibility requirements; and more. Please include a cover letter and resume when applying. EOE/Minority/Female/Disabled/Vet. Principal Applicants Only.

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