Corporate Finance Chartwell’s Corporate Finance practice provides independent, solutions-based advice and investment banking services to shareholders, boards of directors, and management teams to optimize our clients’ objectives. Our professionals have substantial expertise in mergers and acquisitions, capital markets, and strategic alternatives. Our team is recognized throughout the industry for providing high-quality, relationship-based advice to clients, and has executed hundreds of transactions across all industry sectors throughout the U.S. and internationally. Essential Role Activities The Analyst role provides an opportunity for a motivated professional to be a key player in the execution of corporate finance mandates while gaining significant experience from a talented, dedicated staff of professionals. As an Analyst you will: * Play a key role in due diligence, financial modeling, and valuation work across a wide variety of corporate finance engagements ranging from sell-side M\&A, buy-side M\&A, capital raises, and employee stock ownership plan implementations * Participate in the full cycle of transaction execution: + Undertake due diligence with clients, developing detailed financial analyses + Develop company valuations and analyzing various transaction structures + Prepare company presentations, including pitch materials and confidential information presentations * Gain hands-on transaction experience by playing an integral role on deal teams, working side-by-side with senior professionals who will give you broad exposure to a wide range of industries and complex transactions * Be given substantial responsibility to work on multiple engagements with team members across the firm, and opportunities to develop into a senior professional capable of generating and executing their own transactions Basic Qualifications The Analyst role requires a wide variety of strengths and capabilities, and a successful candidate will possess the following characteristics: * Bachelor’s degree (required) * 2-3 years of investment banking, transaction advisory, QoE, valuation, accounting advisory, consulting, corporate development, or other finance related roles (required) * Experience with cash flow modeling, comprehensive understanding of valuation methods, understanding of ESOPs, leverage finance and transaction structuring, and investment banking basics (preferred) * Strong analytical abilities and deep knowledge of accounting and corporate finance theories * Advanced experience in Excel with financial and cash flow modeling * Excellent verbal and written communication skills, including the ability to communicate effectively with clients and develop compelling business presentations in PowerPoint * Acute attention to detail and a dedication to providing high-quality work products * Highly motivated with the ability to learn and problem solve * Strong work ethic, organizational skills, and ability to multitask
The Human Resources Manager serves as the organization's primary human resources leader and trusted advisor to managers and employees. This role is responsible for delivering responsive, practical, and compliant HR support across the employee lifecycle, with a particular emphasis on employee relations, manager coaching, performance management, organizational effectiveness, compliance, and talent management. Working in partnership with the Chief Operating Officer and organizational leaders, the Human Resources Manager independently manages complex people-related matters, develops and improves HR systems and processes, strengthens leadership capability, and fosters a positive workplace culture. The position supervises the HR Coordinator and leverages that role for administrative and transactional support, allowing focus on higher-value HR initiatives, employee relations, problem solving, and organizational development. The ideal candidate is a builder, coach, and problem solver who exercises sound judgment, demonstrates high emotional intelligence, and balances compassion with accountability in a mission-driven nonprofit environment. Position Profile The successful candidate is: Builder Assesses current HR practices and implements practical, sustainable systems and processes that improve consistency, compliance, service delivery, and the employee experience. Trainer and Coach Equips supervisors and organizational leaders to effectively manage performance, communication, documentation, conflict resolution, employee development, corrective action, and performance improvement plans. Employee Relations Professional Provides sound judgment and expert guidance on sensitive employee matters, investigations, conflict resolution, workplace concerns, accommodations, and employment decisions. Problem Solver Identifies patterns, anticipates challenges, improves processes, and develops practical solutions that support organizational effectiveness and employee engagement. Mission-Focused Partner Demonstrates alignment with the organization's mission and values while maintaining professionalism, accountability, empathy, and high-performance expectations. Player-Coach Remains actively involved in complex HR work while supervising the HR Coordinator's day-to-day administrative functions. Establishes priorities, clarifies accountability, monitors deadlines, and ensures successful execution of recurring HR activities and compliance requirements. Essential Duties and Responsibilities Employee Relations and Manager Coaching * Serve as the primary resource and advisor for employee relations matters, including conflict resolution, workplace concerns, policy interpretation, performance management, and disciplinary issues. * Conduct workplace investigations and recommend appropriate resolutions and corrective actions. * Coach supervisors and managers on employee relations issues, communication strategies, documentation, performance improvement, accountability, and employment best practices. * Support leaders in handling difficult employee situations in a fair, timely, and legally compliant manner. * Provide guidance on employee accommodations, leave administration, workplace concerns, and sensitive personnel matters. * Identify workplace trends and proactively recommend solutions that strengthen engagement, performance, and organizational effectiveness. Talent Acquisition and Workforce Planning * Manage the talent acquisition process, including recruitment, interviewing, selection, onboarding, and related workflows. * Oversee the Applicant Tracking System and recruitment processes to ensure an effective candidate experience. * Partner with hiring managers to identify staffing needs and define qualifications and competencies for open positions. * Support workforce planning, succession planning, employee retention, and talent development initiatives. Performance Management and Employee Development * Oversee and continuously improve the organization's performance management processes. * Coach supervisors on employee performance, development planning, feedback delivery, performance improvement plans, and corrective action. * Develop and deliver employee and leadership training programs. * Create learning and development initiatives that support employee growth and organizational needs. * Promote a culture of accountability, continuous improvement, and employee engagement. Benefits Administration and Leave Management * Serve as the organization's primary internal resource for employee benefits programs. * Administer employee health, welfare, retirement, and ancillary benefit programs. * Coordinate annual open enrollment activities and employee benefits communications. * Partner with benefits brokers, insurance carriers, and third-party administrators to address employee concerns and ensure effective benefit administration. * Monitor benefits utilization, market trends, and program effectiveness and provide recommendations to leadership. * Oversee employee leave administration and ensure compliance with applicable federal and state regulations. Compliance and Risk Management * Maintain compliance with federal, state, and local employment laws and regulations. * Review, develop, update, and implement HR policies, procedures, and practices. * Ensure proper documentation and record retention standards are maintained. * Monitor legal and regulatory developments and recommend organizational responses as appropriate. * Partner with leadership and external advisors to mitigate employment-related risk. Compensation and HR Operations * Analyze compensation trends and provide recommendations that support recruitment and retention goals. * Support salary administration and compensation review processes. * Oversee HR systems, employee records, reporting, and data integrity. * Evaluate and improve HR procedures, systems, and workflows to increase efficiency and consistency. * Ensure effective onboarding, employee transitions, and offboarding processes. Vendor and Service Provider Management * Serve as the primary liaison with HR-related vendors, including payroll providers, benefits brokers, insurance administrators, background screening providers, HR technology partners, and the organization's Professional Employer Organization (PEO). * Coordinate closely with Finance and Administrative staff to ensure accurate payroll processing, benefits administration, reporting, reconciliations, and compliance activities. * Partner proactively with the PEO to maximize the organization's investment in available services, expertise, and technology solutions, including HR compliance resources, manager tools, training programs, reporting capabilities, employee self-service functionality, and workforce analytics. * Evaluate and implement additional PEO resources and technology features that improve operational efficiency, strengthen compliance, enhance the employee experience, and support organizational goals. * Monitor vendor performance and recommend opportunities to improve service delivery, efficiency, and employee support. * Maintain productive relationships with external partners and leverage their expertise to address complex HR, compliance, benefits, and employment-related issues. Leadership and Supervision * Directly supervise the HR Coordinator. * Delegate and oversee transactional and administrative HR responsibilities. * Establish priorities, monitor workloads, provide training, and support professional development. * Ensure timely completion of recurring HR activities, compliance requirements, reporting obligations, and annual HR initiatives. Other Duties * Perform other duties and special projects as assigned. Supervisory Responsibility * HR Coordinator Required Knowledge, Skills, and Abilities * Strong employee relations, investigation, conflict resolution, and problem-solving skills. * Exceptional judgment and discretion in handling sensitive and confidential matters. * Demonstrated ability to influence, advise, and coach leaders through complex people challenges. * High emotional intelligence and ability to build trusted relationships across all levels of the organization. * Strong decision-making and critical-thinking skills. * Excellent organizational, project management, and time-management abilities. * Ability to manage multiple priorities while meeting deadlines. * Strong written, verbal, and interpersonal communication skills. * Commitment to continuous improvement and process development. * Ability to work effectively with individuals from diverse backgrounds and experiences. * Experience maintaining confidentiality and professionalism in all interactions. * Proficiency in HRIS systems, applicant tracking systems, performance management platforms, and employee engagement tools. * Proficiency with Microsoft Office applications, including Word, Excel, Outlook, and Teams. Education and Experience * Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred; equivalent education and experience will be considered. * Minimum of 5 years of progressively responsible human resources experience , including employee relations, manager coaching, performance management, compliance, and HR operations. * Experience independently managing complex employee relations matters and workplace investigations preferred. * Previous supervisory experience preferred. * Experience in a nonprofit or mission-driven organization preferred. * SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. * Bilingual English/Spanish proficiency preferred. Physical and Environmental Requirements * Regularly required to sit, stand, walk, communicate, hear, reach, bend, and use hands and fingers to operate a computer, telephone, and other office equipment. * Specific vision abilities include close vision required for computer and document work. * Occasional light to moderate lifting may be required. * Regular, predictable attendance is required. * Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position. About Urban Ventures Urban Ventures is a faith-based, nonprofit organization with the mission to educate children, strengthen their families, and build a healthy community. We partner with families in some of the most under-resourced neighborhoods of south Minneapolis with one overarching goal: to send every youth to college or some form of post-secondary education. Urban Ventures is committed to providing a workplace which promotes diversity and inclusion.
Location: Remote in the US, must work CST Type: 1 year contract with potential for extension Compensation Range: $55-$60/hr W2 Our client is looking for a Marketing Content Strategist and Writer to join their team for a year long contract. This role leads content strategy and copy development across digital marketing channels, creating compelling, customer-focused content that drives engagement, consideration, and business growth. The Strategist partners with Marketing, Product, UX, SEO, Analytics, Creative, and Compliance teams to develop and optimize content experiences across product pages, marketing web pages, thought leadership programs, virtual events, and integrated campaigns. Responsibilities: * Develop and execute content strategies that support business goals, customer needs, and digital marketing objectives. * Write and oversee high-impact marketing copy for product pages, campaign landing pages, thought leadership content, client stories, email campaigns, virtual events, and multimedia assets. * Serve as a copywriting leader, ensuring content is clear, persuasive, on-brand, and optimized for engagement, SEO, and conversion. * Collaborate with cross-functional teams to deliver cohesive content experiences across digital channels and customer touchpoints. * Establish and maintain voice, tone, messaging, editorial standards, and content governance best practices. Qualifications: * 10 years' experience in content strategy, content marketing, copywriting, digital marketing, or related field. * Exceptional copywriting, editing, and storytelling skills. * Portfolio that includes digital content. * Expertise in digital content strategy, product marketing, and web content development. * Strong understanding of SEO, customer journey mapping, and content performance optimization. * Proven ability to influence stakeholders and lead cross-functional content initiatives. * Data-driven approach to measuring and improving content impact. JOBID: JN -102026-165253 #PL Equal Opportunity Employer: Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National Origin, Age, Genetic Information, Disability, Protected Veteran Status, or any other legally protected group status. At Cella, a randstad digital company, we welcome people of all abilities and want to ensure that our hiring and interview process meets the needs of all applicants. If you require a reasonable accommodation to make your application or interview experience a great one, please contact HRsupport@randstadusa.com. Pay offered to a successful candidate will be based on several factors including the candidate's education, work experience, work location, specific job duties, certifications, etc. In addition, Cella by randstad digital offers a comprehensive benefits package, including: medical, prescription, dental, vision, AD\&D, and life insurance offerings, short-term disability, and a 401K plan (all benefits are based on eligibility). This posting is open for thirty (30) days. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
A Human Resources Business Partner (HRBP) understands business objectives, is inquisitive and consultative, and uses their skills to solve problems with people-oriented strategies. The HRBP is fully immersed in, aligned with, and supports one or more areas of business and is part of the Human Resources team. The areas of business include: Lodging (hotels), Residential (multi-family housing), Commercial and Corporate. An HRBP works toward collaborative, proactive and well-rounded solutions that acknowledge and support the employee experience, leadership and expectations and goals. In this position you will be required to work onsite in our downtown Minneapolis offices. Key Responsibilities Culture management: identify and drive toward the intended culture and ensure that decisions align with the organizational culture. Support, without favoritism, both employees and people leaders. Identify opportunities and solve for principal cause in areas including performance and talent management, coaching for success and corrective action, and succession planning. HR knowledge: utilize HR knowledge to identify and minimize risk, assess, coach and develop leaders as people leaders, and conduct thorough and thoughtful investigations. Responsible for communications, tasks, and recommendations associated with labor relations; formal complaints and investigations; and ensuring consistent application of compliance requirements including federal, state and local laws. Employee focus: understand that employees are the face of the organization and that a positive employee experience contributes to positive results. Actively support and promote the importance of health and well-being in the workplace. Listen to and learn from employees to support CSM being a known employer of choice in attraction, retention and engagement. Data analysis: understand what quality data is and use it to make decisions and help others ask the right questions to get the right answers. Analyze workforce, operational and financial data as well as trends to provide strategic recommendations in support of top performance. Organization design: collaborate with leaders to determine optimal organizational structures, staffing and best practices for success. Ensure there are clear expectations and accountability to both what is expected and how it is done to uphold both performance and CSM’s Values. Change management: help to accelerate change in the organization to meet business imperatives. Focus on the people side of change, which involves preparing, supporting and equipping people to adopt and adapt to changes in business processes, organizational structures, and more. As the primary HR point of contact for employees and leaders, the HRBP serves as the liaison between the businesses they support and HR Centers of Excellence (CoEs). HRBPs have knowledge of, and partnership with, HR CoEs including Payroll, HRIS, Benefits, Compensation, and People Development and Engagement. They are involved with Talent Acquisition, supporting strategy and execution of interviewing, compensation recommendations, hiring, onboarding and retention. The HRBP position is intimately connected to the business and its overall performance and is incented with a performance-bonus based on business results and individual performance. An HRBP is responsible for the improvement of key people strategies such as engagement, retention and recruiting, and for the reduction of risks such as people, legal and financial. Additional Requirements * Is resourceful, effectively using external and internal resources * Is a continuous learner for self-development as well as employer and employee trends and topics * Has strong facilitation and written and verbal communication skills * Uses professional maturity to be able to influence at all levels including providing critical feedback, resolving conflict and diffusing situations * Leads with ethics, integrity, sensitivity and confidentiality * Finds opportunities for continuous improvement * Prioritizes and reprioritizes work load while balancing competing responsibilities * Promotes collaboration and a positive, professional work environment * Able to think big and execute details EDUCATION : Bachelors degree in Human Resources or related field EXPERIENCE : 3+ years of Human Resources, Operations or Leadership experience Travel : Up to 25% Rate : $90,000 USD - $105,000 USD per year, plus bonus CSM Corporation offers a comprehensive benefits package to all regular full-time employees, designed to support the health, well-being, and financial security of our employees. Our benefits include medical, dental and vision insurance plans, company-paid life insurance and short term disability coverage, company-paid long term disability coverage for eligible employees, 401(k) plan with company match, tuition reimbursement, voluntary benefits (critical illness, hospital indemnity, accident insurance, pet insurance, identity theft), time-off, scholarship program, generous hotel discounts and more! For benefits offered to regular part-time or on-call employees, please email benefits@csmcorp.net.