Human Resources Manager jobs at Ascendo Resources

HR Project Coordinator Company: STRIVE Real Estate STRIVE is seeking a highly organized and proactive HR Project Coordinator to support the rapid growth of our Texas brokerage team. This role is ideal for a detail-driven, people-focused professional who thrives in a fast-paced environment and can take ownership of recruiting, onboarding, HR coordination, and internal employee experience initiatives. The Position The HR Project Coordinator is a central member of the team responsible for ensuring a seamless candidate experience, maintaining organized recruiting operations, supporting employee lifecycle processes, and upholding STRIVE's culture of excellence. This individual will balance hands-on recruiting coordination, HR administration, relationship management, and ongoing process improvement. The ideal candidate excels at communication, maintains strict attention to detail, and brings a service-oriented, solution-driven mindset to every task. They must be comfortable interacting with senior leadership, managing confidential information, and working independently with minimal supervision. This is a high-visibility role with direct impact on STRIVE's talent pipeline, employee experience, and long-term organizational growth. Responsibilities: Recruiting & Talent Coordination • Coordinate full-cycle recruiting workflows, including job postings, resume review, initial screenings, interview scheduling, and communication • Maintain multi-year candidate pipelines and master recruiting spreadsheets with accuracy and confidentiality • Serve as the first point of contact for candidates, ensuring a polished and professional experience • Draft job descriptions, update postings, and prepare offer letters • Conduct preliminary interviews (in-person and virtual) and assess candidate fit • Report recruiting status and pipeline updates during leadership meetings • Manage job listing accounts (LinkedIn, Handshake, Indeed, and others) University Relations • Act as STRIVE's primary contact for universities, student groups, and faculty • Coordinate all logistics for career fairs, campus recruiting events, and presentations • Build and maintain relationships with Real Estate and Finance Clubs • Manage STRIVE's annual university recruiting calendar and participation strategy HR Operations & Employee Experience • Support onboarding by entering new hire information, preparing documents, and overseeing compliance steps • Assist with internal HR documentation and personnel files • Coordinate internal celebrations including promotions, birthdays, milestones, and company awards • Research, fact-find, and prepare materials for meetings and HR initiatives • Assist with payroll coordination (ADP, 1099s, W-2s) Administrative & Operational Support • Field and respond to incoming communications through LinkedIn, Handshake, and email • Schedule meetings, calls, events, and manage calendar conflicts with proactive follow-up • Coordinate handoffs to appropriate departments and ensure smooth internal workflows • Oversee office supply ordering, computer procurement, and inventory needs • Manage company insurance policy updates and renewals • Attend and support major company events as needed Requirements • Bachelor's degree • 5+ years of executive-level coordination, HR support, or recruiting experience • Proven customer service and conflict-resolution skills • Experience supporting general HR functions (5+ years preferred) • Proficiency in Microsoft Excel and Word • Advanced experience with both Mac and PC environments • Excellent written and verbal communication skills • Ability to coordinate events, group activities, and internal engagement initiatives • Experience with budgeting and expense management • High integrity, professionalism, and ability to handle confidential information • Strong organizational skills with the ability to manage multiple priorities at once • Positive, proactive, “can-do” attitude with a solutions-focused mindset

Title: HR Associate Duration: 6 Months Job Type: Temporary Assignment Work Type: Hybrid Shift: 8:30 AM - 5.00 PM (core business hours) Payrate:$ 27.50 - 27.50/hr. Overview: TekWissen is a global workforce management provider headquartered in Ann Arbor, Michigan that offers strategic talent solutions to our clients world-wide. Our client is a top manufacturer of roofing and waterproofing solutions in North America, operating 30 locations throughout the U.S. They offer a range of products for both commercial and residential roofing, along with pavement coatings. Job Description: Summary The HR Shared Services Associate serves as the liaison to employees and managers in a call center environment and/or business location(s). Acts as an HR Generalist in a primary point of contact role for employees to support, respond, handle, answer, and action issues/questions regarding policies, procedures, and HR systems. Will support centralization projects about process redesign along with program and policy improvements. Essential Duties and Responsibilities: Employee and Manager Support: Handling a high volume of inbound calls on the HRXpert phone line, creating cases in HRConnect for each call, and resolving inquiries in a timely manner. Issue Resolution: Researching and resolving diverse HR issues to ensure accurate information and appropriate support are provided. HR Life Cycle Support: Guiding employees through various HR processes, including onboarding, leave management, job changes and offboarding. Service Excellence: Delivering exceptional customer service, ensuring inquiries are addressed promptly and effectively. Compliance Assurance: Ensuring adherence to company policies and governmental regulations, including I9 and eVerify requirements. Data Quality: WorkDay data entry and transactions for various employee lifecycle events (hires, job changes, compensation, etc.). Supporting Open Enrollment and Leave of Absence activities. Collaboration: Ability to work effectively across various shared service teams (IT, HR, Payroll, Legal, etc) Timely Escalations: Escalating customer dissatisfaction when necessary to the right HR Specialist. Required Qualifications: Bachelor's Degree in Human Resources or related field. Minimum of 1 year of HR experience, preferably various areas of HR such as Onboarding and Offboarding process management, HRIS, Benefits, & LOAs, supporting multi-site or remote clients. Experience working in shared services environments and with HR technologies. Excellent verbal and written communication skills. Ability to partner across the company and with executive leadership. Strong presentation and delivery skills. Ability to take initiative and solve business problems. Adept at handling multiple competing priorities and duties in a fast-paced, results-driven, rapidly changing environment - with minimal daily oversight. Fluent in Spanish is a plus Under This Roof, We Also Value Experience with ADP products, Workday/HRIS systems, and SAP. Experience with case management systems like Neocase, ServiceNow, Salesforce HR, or Oracle products. Strong problem-solving and analytical skills. Excellent customer service orientation and attention to detail. Proficiency in MS Office or Google products. Ability to manage a high-volume and fluctuating workload. Preferred Requirements Proficiency in Google Suite (including Gmail, Drive, Docs, Meet, Sheets, Slides, and Calendar) is highly preferred. Bilingual fluency in Spanish and English is highly preferred. The ideal candidate will be proactive, willing to assume additional responsibilities, open to learning new tasks, capable of rapid integration, and require minimal supervision. Essential Requirements Demonstrated customer service skills and professional phone etiquette. Upholding strict confidentiality. Experience with I9 form processing. Knowledge of records retention protocols. A willingness to assist with administrative tasks, including filing and organization. Exceptional written and verbal communication abilities. Resourcefulness and intellectual curiosity. High energy and motivation. TekWissen Group is an equal opportunity employer supporting workforce diversity.

Adecco Creative is partnering with a major NYC Fashion house to recruit for an Employee Relations Manager role. This position will be contract and a hybrid schedule in Midtown Manhattan. Those with strong experience in employee investigations are encouraged to apply. Primary Purpose: The Manager, Employee Relations is responsible for managing and executing ER processes, products and services aligned with Human Resources mission and objectives. This role provides consulting to business partners and supports the successful resolution of ER issues working in close partnership with the ER team, HR Partners, and cross-functional colleagues in legal, asset protection and the business. The successful individual will leverage their proficiency in Employee Relations to: Sensitively and skillfully manage resolution of employee relations (ER) issues: Manage complex and escalated investigations (e.g., harassment, discrimination, retaliation, hostile work environment, Code of Conduct, and complex performance/policy violations). Partner with Legal/Compliance on high-risk matters and remediation plans. Partner to execute involuntary terminations Creating preventative action plans by proactively spotting issues Resolve employee complaints Support responses to natural disasters, emergencies and critical incidents Coaching People Managers on ER skills and management of ER issues as require Support the successful resolution of ER investigations: Ensure investigations are conducted timely, thoroughly, and objectively with clear documentation, findings, and action recommendations Conduct fact finding, including in-person or virtual interviews of parties involved Provide written investigative reports, summaries and outline corrective action Contribute to formal responses to outside agencies Follow-up with stakeholders and decision makers on remedial action and preventative efforts Engage in interactive process under ADA and associated federal, state, and local laws Own end-to-end ADA/ADAAA (and applicable state/local) reasonable accommodation cases, including the interactive process, documentation review, and determination. Advise HRBPs and managers on job modifications, leave interactions (e.g., FMLA), undue hardship assessments, and return-to-work plans. Compliance and reporting Manage and maintain all tracking, documentation and reporting. Monitor new / updated federal / state / local guidelines and regulations Participate in policy review and updates The accomplished individual will possess: Knowledge of employee relations, ADA, accommodations, and legal guidelines and compliance regulations Investigation skills Aptitude in producing reports and summaries with strong written and verbal communication; crisp, defensible documentation Coaching and counseling skills Strong communication, collaboration and customer focus Ability to manage multiple priorities; project management proficiency Critical thinking, judgement and ability to work through ambiguity Proficiency in use of HRIS systems and Microsoft Excel, Word, PowerPoint, Outlook and Internet Available to work flexible hours to meet the needs of the retail clients across various time zones (including handling critical calls if needed when stores are open weeknights and weekends) The accomplished individual will possess bachelor's degree with 5+ years' experience in human resources, employee relations, or investigative field, corporate and retail industry experience preferred and have the ability for 10% Travel.

Condominium Associates began managing condominium and homeowner associations in the Tampa Bay area in 1982 and presently have offices in Pasco, Pinellas, Sarasota and Hillsborough counties. We are a full-service association management company providing services in the areas of facilities management, financial management and administration. Job Summary: Join our dynamic team as an On-Site Association Manager! We're on the lookout for a licensed community association manager (LCAM) in sunny Florida to lead the charge in managing single associations, master associations, or those with multiple sub-associations. This isn't just a job; it's an invitation to be at the forefront of creating thriving communities. Responsibilities: In this impactful role, you will manage a single association, master association, or master association with multiple sub-associations, making a tangible difference in their day-to-day operations. Our collaborative environment will have you work closely with board members, fostering professional relationships and contributing to the long-term planning for the association. No day will be the same as you will have diverse responsibilities from attending and facilitating meetings to coordinating security matters, your role will be varied and engaging. Take on supervisory responsibilities, ensuring the efficient functioning of on-site maintenance and personnel. Bring your innovative ideas to the table, actively suggesting improvements and organizational tools that can enhance efficiency. Be ready for professional growth as you attend management company training classes, meetings, and seminars, continually expanding your knowledge and skills. You will be making a community impact while being a driving force in enforcing restrictions, regulations, and contributing to the overall well-being of the community. And so much more! Requirements Qualifications: Working knowledge of statutes for assigned Condominium or Homeowner Association type. Excellent written and verbal communication skills, with the ability to articulate complex ideas. Proven ability to multitask and manage priorities efficiently in a dynamic environment. Strong initiative, problem-solving skills, and a proactive approach to continuous improvement. Project management and leadership skills, especially supervising on-site personnel. Proficient in Microsoft Office Applications and tech-savvy in leveraging tools for administrative efficiency. Education and Experience: LCAM Certification in accordance with Florida state laws 2-3 years of relevant experience in community association management. Physical Requirements: Prolonged periods sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. Equal Opportunity Employment We are an equal opportunity employer committed to fostering a diverse and inclusive workplace. We celebrate the unique backgrounds, perspectives, and talents of all employees, creating an environment where everyone feels valued, respected, and empowered. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, marital status, veteran status, disability status, or any other characteristic protected by applicable laws and regulations. We comply with all federal, state, and local laws governing nondiscrimination in employment. In addition, we offer competitive salaries commensurate with experience, a comprehensive benefits package including health, dental, and retirement options, professional development opportunities, and a collaborative work environment.

The Vice President of HR Operations at Harbor Global serves as a strategic enterprise leader responsible for building, optimizing, and scaling a global HR operations ecosystem that supports a complex, fast-moving professional services organization. This role oversees the full spectrum of HR operations including global payroll, HRIS, total rewards, talent processes, international compliance, workforce analytics, and employee service delivery -ensuring all systems, programs, and processes are efficient, integrated, and aligned with Harbor Global's strategic priorities. The VP partners closely with the CHRO and executive leadership team to translate global business strategy into operational plans, drive data-driven decision making, enhance the worldwide employee experience, and lead continuous improvement and automation across all regions. As a transformational global leader, the VP champions operational rigor, cross-functional alignment, and innovation to deliver a scalable HR foundation that accelerates organizational performance across Harbor Global's professional services footprint. This is a fully remote position that can be worked from the United States or Canada located in the Atlantic, Eastern or Central Time zone. Key Responsibilities: Strategic Leadership & Operational Excellence Lead the design and execution of a global HR operations strategy that supports Harbor Global's professional services business model and long-term growth. Build and maintain a scalable, integrated HR operations infrastructure including systems, processes, global payroll operations, and service delivery models-across all regions. Partner closely with the CHRO and executive leadership to align HR operations with company objectives, workforce planning, and organizational priorities. Drive a global HR operating cadence that brings consistency, accuracy, and efficiency to HR processes and payroll cycles, while respecting regional nuances. Global Systems, Technology & Data Oversee the global HRIS ecosystem, ensuring data integrity, system interoperability, and optimization of technology investments supporting HR, timekeeping, and payroll. Lead the implementation and continuous improvement of HR technologies that enhance employee experience, process automation, and reporting including systems supporting global payroll accuracy and compliance. Develop and own global workforce analytics, dashboards, and insights that support strategic decision making. Total Rewards, Payroll & Compliance Guide the operationalization of global compensation, benefits, mobility, and rewards programs in partnership with Total Rewards leadership, ensuring seamless integration. Ensure global compliance with employment laws, regulations, taxation rules, data privacy, audit requirements, and risk management standards across all operating regions. Oversee HR policy governance, ensuring policies are modern, inclusive, clear, and consistently applied worldwide, including policies impacting payroll administration and time collection. Service Delivery & Employee Experience Build and manage a global HR service delivery model, with an employee centric-approach, that provides timely, accurate, and high-quality full employee lifecycle support to employees and leaders. Drive continuous improvement of HR operations processes, SLAs, and workflows to enhance global consistency and employee trust. Cross-Functional & Global Partnership Collaborate across Finance, IT, Legal, Operations, and regional leadership to ensure cohesive, compliant, and scalable HR and payroll processes. Serve as a strategic advisor to executives on HR operations and global capabilities, risks, and opportunities. Lead, mentor, and develop a high-performing global HR operations and payroll team, fostering a culture of accountability, innovation, and service excellence. Required Qualifications: Bachelor's Degree required 12+ years of progressive HR operations leadership, including significant experience in professional services or similarly complex, client-driven environments; Experience in a PE backed organization highly desired. Demonstrated success leading global HR operations and payroll across multiple countries, regions, and regulatory environments. Proven experience implementing, scaling, and optimizing enterprise-grade HRIS and global payroll systems, implementations and integrations (e.g., Workday). Strong track record of driving transformation, process automation, and operational efficiencies across global HR and payroll functions. Leadership & Strategic Skills Strategic thinker with the ability to translate business goals into operational plans that scale with global growth, including planning for global payroll impacts and workforce cost management. Exceptional leadership skills with experience managing global teams and influencing senior executives across HR, payroll, and finance. Strong financial acumen with deep understanding of labor cost dynamics, payroll budgeting, vendor management, and technology investments. Technical & Analytical Skills Advanced skills in workforce analytics, dashboards, and data-driven decision-making-including labor cost modeling, payroll accuracy metrics, and compliance analytics. Deep knowledge of global employment regulations, payroll compliance frameworks, tax requirements, and risk mitigation practices. Personal Attributes Highly collaborative leader with excellent communication and stakeholder management skills across HR, Finance, and global operations. Comfortable navigating ambiguity and driving structure in a fast-paced, evolving environment with complex payroll and HR requirements. Demonstrates sound judgment, high integrity, and a global mindset aligned with Harbor Global's professional services culture. About Us: Harbor is the preeminent provider of expert services across strategy, legal technology, operations, and intelligence. Our globally integrated team of 800+ strategists, technologists, and specialists navigate alongside our clients - leading law firms, corporations, and their law departments - to provide essential resources and invaluable insights. Anchored in a rich heritage of deep knowledge, steadfast relationships, and mutual respect, our unwavering dedication lies in shaping the future of the legal industry and fostering enduring partnerships within our community and ecosystem. Harbor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, sexual orientation, gender identity, marital status, civil union status, national origin, ancestry, age, parental status, disabled status, veteran status, or any other legally protected classification, in accordance with applicable law.

Realize your potential by joining the leading performance-driven advertising company! As a Director of HR, Global Sales in our New York City office, you'll play a vital role in partnering with Sales Leadership and owning and delivering the strategic HR roadmap for the Sales organization. Reporting to the Head of Global HR Business Partnering, OD & Learning, this individual will be a key member of the global Sales Leadership Team and will have a deep understanding of the business priorities, culture, and people challenges and opportunities faced as well as an understanding of the importance of designing global, scalable, and agile people processes to meet the needs of a dynamic, fast-growing organisation. The role will have line management responsibility for a global team of HR Directors. It will also work in close partnership with the Chief Revenue Officer and Enterprise Sales leadership. This is a player-coach role: while leading the global team, the individual will also be hands-on with key initiatives where their direct involvement is needed to accelerate impact. The role requires flexibility to work across time zones, given the global nature of the Sales organizsation, and a minimum of 3 days per week in the office. The role will have line management responsibility for a global team of HR Directors. How you'll make an impact: * Own and deliver the global HR roadmap for Sales, ensuring alignment with global and functional business priorities while balancing the Sales org's specific needs with company-wide consistency. * Act as a strategic advisor to Sales leadership, providing insights on workforce planning, talent strategies, org design, and change management to drive agility, efficiency, and performance. * Anticipate future needs faced by the global Sales organization given market trends, employee needs and company priorities and proactively offer advice and solutions. * Guide leaders in structuring high-performing teams, ensuring scalable and agile processes that support rapid business growth. * Strengthen leadership capability, embedding global frameworks for talent development, succession planning, and leadership excellence to ensure a strong future talent pipeline. * Track and measure the impact of HR strategies and initiatives within Sales, ensuring they drive meaningful improvements in team performance, leadership effectiveness, employee engagement, and business outcomes. * Leverage AI and workforce analytics to provide real-time insights, drive smarter decision-making, enhance operational efficiency, and measure the impact of HR initiatives. * Champion a culture of high engagement, inclusion, and continuous improvement, ensuring alignment with Taboola's values. To thrive in this role, you'll need: * Deep global experience partnering with leaders to align people strategies with business goals and readiness to take on a strategic HRBP role in Taboola as we continue to scale globally. You can demonstrate how your work has helped teams perform better, improved workforce planning, or led to successful HR initiatives that supported business performance * Past experience leading a high-performing global HRBP team, building trust and alignment across diverse cultures and working practices. You've set clear priorities, developed HRBPs into strategic, commercially-minded partners, and fostered a collaborative, inclusive team culture that delivers impact at scale. * Strong analytical and HR metrics expertise, with the ability to measure the impact of HR strategies in Sales and translate insights into actions that drive team performance, leadership effectiveness, engagement, and business outcomes. * Working knowledge ofd how high-performing teams are structured and have contributed to org design, workforce planning, or process improvements that made teams more efficient and scalable. You recognize the need to balance business agility with global consistency, and understand that HR solutions should work across different business groups, regions and cultures. * High Comfort level with using people data and insights to support decision-making and are eager to further develop AI-driven HR strategies. You can show how you've used analytics to guide leadership decisions, improve HR processes, or measure the business impact of HR initiatives. * Previous experience playing a major role in talent development, performance management and/or succession planning and understand how strong leadership drives business success. You can demonstrate how your work has helped leaders grow, improved team capability, or strengthened talent pipelines. * Experience leading regional or global HR initiatives and are prepared to take on greater leadership responsibility. You understand the role of an HRBP in a progressive, global organisation and can clearly articulate the role of HR in driving business performance. Why Taboola? If you ask Taboolars what they love about working here, they'll tell you that they've been empowered to realize their full potential while growing and learning from and with smart and talented people. They'll also share more about: * Adam Singolda, Taboola Founder and CEO says; "You can copy anything from another business but you can't copy a company's culture. * Well Being: Enjoy comprehensive benefits (health, dental, vision, 401k matching), pre-tax commuter benefits, a fully stocked kitchen, and various gym partnerships * Flexibility: We offer a hybrid work schedule with 3 days in-office with an option to come in more often if desired. * Work with some of the biggest names: Our publisher partners include Yahoo, Conde Nast, Fox Sports, NBCU, ESPN, CBS, and E! Online. Our advertiser clients include Wells Fargo, Honda, Pinterest, Expedia and Honda. Ready to realize your potential? Taboola is an equal opportunity employer and we value diversity in all forms. We are committed to creating an inclusive environment for all employees and believe such an environment is critical for success. Employment is decided on the basis of qualifications, merit, and business need. Learn more about #TaboolaLife on LinkedIn, Facebook, Instagram, X, YouTube, & the Taboola Life Blog. About Taboola Taboola empowers businesses to grow through performance advertising technology that goes beyond search and social and delivers measurable outcomes at scale. Taboola works with thousands of businesses who advertise directly on Realize, Taboola's powerful ad platform, reaching approximately 600M daily active users across some of the best publishers in the world. Publishers like NBC News, Yahoo, and OEMs such as Samsung, Xiaomi and others use Taboola's technology to grow audience and revenue, enabling Realize to offer unique data, specialized algorithms, and unmatched scale. #LI-EL1 #LI-Hybrid The pay offered may vary depending on several factors such as location, job-related knowledge, skills, and experience. We may offer several perks as part of the compensation package that include a discretionary bonus, equity, flexible PTO, medical/dental/vision insurance, a competitive 401(k) match, paid parental leave, and more. Total Compensation Pay Range $220,000-$300,000 USD

Realize your potential by joining the leading performance-driven advertising company! As a Director of HR, Global Sales in our New York City office, you'll play a vital role in partnering with Sales Leadership and owning and delivering the strategic HR roadmap for the Sales organization. Reporting to the Head of Global HR Business Partnering, OD & Learning, this individual will be a key member of the global Sales Leadership Team and will have a deep understanding of the business priorities, culture, and people challenges and opportunities faced as well as an understanding of the importance of designing global, scalable, and agile people processes to meet the needs of a dynamic, fast-growing organisation. The role will have line management responsibility for a global team of HR Directors. It will also work in close partnership with the Chief Revenue Officer and Enterprise Sales leadership. This is a player-coach role: while leading the global team, the individual will also be hands-on with key initiatives where their direct involvement is needed to accelerate impact. The role requires flexibility to work across time zones, given the global nature of the Sales organizsation, and a minimum of 3 days per week in the office. The role will have line management responsibility for a global team of HR Directors. How you'll make an impact: Own and deliver the global HR roadmap for Sales, ensuring alignment with global and functional business priorities while balancing the Sales org's specific needs with company-wide consistency. Act as a strategic advisor to Sales leadership, providing insights on workforce planning, talent strategies, org design, and change management to drive agility, efficiency, and performance. Anticipate future needs faced by the global Sales organization given market trends, employee needs and company priorities and proactively offer advice and solutions. Guide leaders in structuring high-performing teams, ensuring scalable and agile processes that support rapid business growth. Strengthen leadership capability, embedding global frameworks for talent development, succession planning, and leadership excellence to ensure a strong future talent pipeline. Track and measure the impact of HR strategies and initiatives within Sales, ensuring they drive meaningful improvements in team performance, leadership effectiveness, employee engagement, and business outcomes. Leverage AI and workforce analytics to provide real-time insights, drive smarter decision-making, enhance operational efficiency, and measure the impact of HR initiatives. Champion a culture of high engagement, inclusion, and continuous improvement, ensuring alignment with Taboola's values. To thrive in this role, you'll need: Deep global experience partnering with leaders to align people strategies with business goals and readiness to take on a strategic HRBP role in Taboola as we continue to scale globally. You can demonstrate how your work has helped teams perform better, improved workforce planning, or led to successful HR initiatives that supported business performance Past experience leading a high-performing global HRBP team, building trust and alignment across diverse cultures and working practices. You've set clear priorities, developed HRBPs into strategic, commercially-minded partners, and fostered a collaborative, inclusive team culture that delivers impact at scale. Strong analytical and HR metrics expertise, with the ability to measure the impact of HR strategies in Sales and translate insights into actions that drive team performance, leadership effectiveness, engagement, and business outcomes. Working knowledge ofd how high-performing teams are structured and have contributed to org design, workforce planning, or process improvements that made teams more efficient and scalable. You recognize the need to balance business agility with global consistency, and understand that HR solutions should work across different business groups, regions and cultures. High Comfort level with using people data and insights to support decision-making and are eager to further develop AI-driven HR strategies. You can show how you've used analytics to guide leadership decisions, improve HR processes, or measure the business impact of HR initiatives. Previous experience playing a major role in talent development, performance management and/or succession planning and understand how strong leadership drives business success. You can demonstrate how your work has helped leaders grow, improved team capability, or strengthened talent pipelines. Experience leading regional or global HR initiatives and are prepared to take on greater leadership responsibility. You understand the role of an HRBP in a progressive, global organisation and can clearly articulate the role of HR in driving business performance. Why Taboola? If you ask Taboolars what they love about working here, they'll tell you that they've been empowered to realize their full potential while growing and learning from and with smart and talented people. They'll also share more about: Adam Singolda, Taboola Founder and CEO says; “You can copy anything from another business but you can't copy a company's culture. Well Being: Enjoy comprehensive benefits (health, dental, vision, 401k matching), pre-tax commuter benefits, a fully stocked kitchen, and various gym partnerships Flexibility: We offer a hybrid work schedule with 3 days in-office with an option to come in more often if desired. Work with some of the biggest names: Our publisher partners include Yahoo, Conde Nast, Fox Sports, NBCU, ESPN, CBS, and E! Online. Our advertiser clients include Wells Fargo, Honda, Pinterest, Expedia and Honda. Ready to realize your potential? Taboola is an equal opportunity employer and we value diversity in all forms. We are committed to creating an inclusive environment for all employees and believe such an environment is critical for success. Employment is decided on the basis of qualifications, merit, and business need. Learn more about #TaboolaLife on LinkedIn, Facebook, Instagram, X, YouTube, & the Taboola Life Blog. About Taboola Taboola empowers businesses to grow through performance advertising technology that goes beyond search and social and delivers measurable outcomes at scale. Taboola works with thousands of businesses who advertise directly on Realize, Taboola's powerful ad platform, reaching approximately 600M daily active users across some of the best publishers in the world. Publishers like NBC News, Yahoo, and OEMs such as Samsung, Xiaomi and others use Taboola's technology to grow audience and revenue, enabling Realize to offer unique data, specialized algorithms, and unmatched scale. #LI-EL1 #LI-Hybrid The pay offered may vary depending on several factors such as location, job-related knowledge, skills, and experience. We may offer several perks as part of the compensation package that include a discretionary bonus, equity, flexible PTO, medical/dental/vision insurance, a competitive 401(k) match, paid parental leave, and more. Total Compensation Pay Range$220,000-$300,000 USD

Job Description Director of HR Technology Pay Rate: $81/hour Schedule: Monday-Friday, 8:00 AM-5:00 PM Dean's Professional Services is actively seeking an experienced Director of HR Technology to lead the optimization and strategic advancement of enterprise HR technology platforms. This critical leadership role will focus on system optimization, process improvement, analytics, and driving innovation-particularly in support of an upcoming ERP migration project. This position reports directly to the VP, ISD Business Solutions and plays a pivotal role in advancing organizational efficiency and workforce technology strategy. Key Responsibilities Oversee the development, implementation, communication, and promotion of IT and HR strategic plans Build and execute short- and long-term strategies aligned with HR, Operations, and enterprise technology goals Continuously monitor HR technology trends to inform strategy and innovation Serve as solution segment owner for HR and workforce-related technology in partnership with IT leadership Apply deep understanding of HR priorities to align technology solutions with business strategy Lead optimization of HR technology platforms to drive performance and operational efficiency Manage HR technology systems, including maintenance, reporting, auditing, and process streamlining Establish quality benchmarks and performance measurement tools for departmental operations Oversee day-to-day departmental operations and resolve user issues Provide high-level customer support and guidance on complex problem resolution Develop and manage annual operating and capital budgets Recruit, train, mentor, and evaluate a team of highly skilled IT professionals Lead training and development initiatives for department personnel Manage vendor relationships and participate in contract negotiations Oversee project movement through architectural design and approval processes Identify technology gaps and lead solution development Facilitate development of custom solutions where existing functionality is insufficient Actively engage in leadership councils, including HR Directors' Council Foster team performance through regular meetings, goal setting, and performance feedback Provide leadership in conflict resolution and policy compliance Ensure compliance with all Memorial Hermann policies, quality standards, and patient safety expectations Promote professional development through education, mentorship, and skills competency initiatives Qualifications Minimum of 10 years of experience in Information Technology, with at least 5 years focused on HR/Workforce technology Minimum of 5 years of leadership and people management experience Proven ability to lead high-performing, cross-functional teams Strong relationship-building skills across IT, HR, and Operations leadership Demonstrated consultative, project management, planning, and organizational skills Proven success in delivering complex initiatives and enterprise projects Expertise in process improvement and capacity planning Excellent verbal, written, and presentation communication skills Self-directed professional with exceptional customer service orientation Strong technical knowledge of HR systems and workforce technologies Direct experience digitizing HR processes and implementing HR technology solutions Required: Experience administering Cloud-based HCM systems Preferred: Experience with LMS, ATS, Time & Attendance, Ticketing, and Workflow systems Why Join Us Comprehensive benefits package including healthcare, dental, vision, and

Please note the appropriate Tier indicated in the vacancy title and ensure that you are holding the applicable contract as defined below. Tier 1: UNDP/ UNCDF/ UNV staff holding permanent (PA) and fixed term (FTA) appointments (defined as “internal” candidates) Tier 2: UNDP/ UNCDF/ UNV staff holding temporary appointments (TA) and personnel on regular PSA contracts Tier 3: All other contract types from UNDP/UNCDF/UNV and other agencies, and other external candidates The position in this vacancy announcement may be considered for possible relocation to another location, which is yet to be determined. Background General Assembly Resolution 2186 (XXI) decided to “bring into operations the United Nations Capital Development Fund as an organ of the General Assembly which shall function as an autonomous organization of the United Nations. The UN Capital Development Fund (UNCDF) assists developing countries, especially least developing countries, in the development of their economies by supplementing existing sources of capital assistance by means of grants, loans, and guarantees. UNCDFs vision is to help mobilize and catalyze an increase of capital flows for SDG impactful investments to Member States to address the most pressing development challenges facing vulnerable communities in these countries and thereby contribute to sustainable economic growth and equitable prosperity. UNCDF utilizes its unique capability in the UN system to deploy grants, loans and guarantees to crowd-in finance for the scaling of development impact. UNCDF focuses on where the needs are greatest, a deliberate focus and capability rooted in UNCDF's unique investment mandate to support the achievement of the 2030 Agenda for Sustainable Development and the realization of the Doha Programme of Action for the least developed countries, 2022-2031. As per its Strategic Framework, UNCDF works to deploy its functions as a hybrid development organization and development finance institution. UNCDF responds to Member States requests for assistance by providing targeted technical and financial advisory services on investments for development outcomes, designing bespoke financial structuring solutions, undertaking financial derisking of investments, and enhancing investment readiness of SDG aligned projects in partnership with private sector, UNOs, International and Local Finance Institutions, Development Finance Institutions as well as Foundations and Philanthropy, among others. UNCDF works to develop local financial systems, new markets and mobilize and crowd in capital from public and private sources. UNCDF is driven by a partnership mindset which enables it to deploy its different capital capabilities in highly tailored and responsive ways in order to mobilize investments flows from other sources, in particular from the private sector. By structuring transactions which are highly impactful, but also recognize the need for multiplying the impact of its own capital, UNCDF seeks to position itself as a preferred partner for different stakeholders. UNCDF's work is focused on six priority areas, including: Sub-national and local infrastructure financing Women owned enterprise financing Nature and climate financing Energy and decarbonization finance Sustainable food systems financing Inclusive digital finance UNCDF's Management Services hold the responsibility for the strategic planning, managerial leadership, oversight and quality control of an integrated platform of operational services ensuring timely, effective and efficient delivery according to corporate performance standards and in compliance with the UN Regulations and Rules and UNDP´s accountability framework. Duties and Responsibilities Reporting to the Chief Operations Officer, the Chief, Human Resources supports UNCDF in achieving its mandate, business plan and staff performance objectives by partnering with senior and line management to define UNCDF's strategic HR requirements, and by designing/implementing services and initiatives to attract, develop, motivate, and retain staff and personnel with the best talents to match UNCDF's needs. The Chief, Human Resources operates within the framework of UNDP's human resources policies and systems and is the organization's principal interlocutor with UNDP's Office of Human Resources (OHR) in New York and Copenhagen. Additionally, the Chief, Human Resources advises on and contributes to a variety of initiatives related to PSA management. UNCDF adopts a portfolio approach to accommodate changing business needs and leverage linkages cross interventions to achieve its strategic goals. This is a recognition of interconnected nature of development risks and crises that the world is facing and that call for assembling of multidisciplinary teams for an integrated & systemic response. Therefore, UNCDF personnel are expected to work across issues, units, functions, teams and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration. 1. Leads strategic HR planning, workforce management and policy advisory services for UNCDF: Assess organizational HR needs and develop with senior management and line management targeted HR strategies and interventions to achieve business objectives. Oversee workforce analysis and planning activities to align staffing with organizational needs. In close partnership and collaboration with corporate units develop corporate HR plans, policies, and strategic initiatives. Provide HR technical and strategic advice and guidance on HR policy application and interpretation to UNCDF management, staff in HQs, regional offices and field units. Recommend solutions to highly complex and exceptional cases. Assess the effectiveness of UNCDF HR division's operations against corporate performance indicators, plans and results. Recommend corrective measures to ensure achievement of goals. Assess impact of corporate HR policies on staffing and business operations and provide feedback to corporate unit partners and clients to support policy formulation and benchmarking. In partnership with senior management, define and lead the implementation of change management strategies as required, based on corporate policy; 2. Lead Human Resources business management: Lead and manage the planning and execution of corporate directed programmes, e,g, performance and career management, follow up actions to Engagement and Inclusion Survey results and scorecards. Exercise delegated authority to approve exceptions as applicable and report to senior management on cases requiring escalation and make recommendations to senior management and/or OHR for approval of policy exceptions of precedent setting nature. Advise and manage UNCDF classification of posts within the established delegated authority. Maintain UNCDF's approved staffing structure and manage staffing table, including regular updates and generation of reports (Quantum, PowerBi, Unall etc.) Coordinate and oversee the UNCDF recruitment, selection and placement of international and local talent including PSAs, ensure timely HR actions (e.g. contract extensions, separations, etc.) considering organizational priorities, e.g, gender balance, geographical distribution, competencies, etc.; Coordinate with UNDP Global Shared Services Centre (GSSC) and Bureau for Management Services (BMS) Office of Human Resources (OHR) to ensure implementation of recruitment, selection, placement, reassignment, and separation decisions for UNCDF personnel. Manage UNCDF administration of benefits, entitlements and payroll of locally recruited staff in accordance with UNDP policies and procedures' Manage and coordinate nominations for various UNCDF committees and panels, for final decisions by senior management. 3. Lead capacity development, performance management, learning & knowledge management and career development: Oversee performance management reporting, monitoring, and compliance in UNCDF. Lead and manage the design, development, and implementation of UNCDF Talent Reviews and capacity development for UNCDF staff/personnel. Lead and manage the development and implementation of an organizational learning strategy and annual learning plans within the context of UNCDF strategic framework, UNCDF capacity development and learning strategy, and UNCDF HR strategy. Promote a dynamic learning culture and knowledge sharing new approaches, thinking and techniques to capacity development and earning across UNCDF. Provide guidance and advice on new approaches in support of professional development of UNCDF staff and enhancement of organizational performance, and/or modification of existing ones, based on best practices. Build external and internal partnerships and keep abreast of new developments, approaches and best practices in and outside the UN system in the areas of learning, career development and performance management. 4. Leadership and management of the Human Resources division Promotes management excellence and the adoption of best practices in people management. Provide strategic guidance and oversee the performance of the Division to ensure quality, timeliness and adherence to policies and procedures and the accountability framework. Establish the Division's annual work plans and set objectives, performance measurements, standards and expected results in collaboration and discussion with the Division's team. Supervise and assess work in progress to ensure delivery of results according to performance standards, overall objectives and accountability framework. Provide intellectual leadership and technical guidance, and timely take decisions to meet objectives. Promote teamwork to facilitate harmonization, links, collaboration and synergy in order to ensure that staff members are provided with sufficient information, guidance and support to perform and deliver results according to organizational and professional standards of efficiency, accountability and integrity. Manage and supervise the work of the HR team with the primary objective of providing efficient and effective HR services to the organization. The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization. Supervisory/Managerial Responsibilities: Oversees 2 P2s (HR Analysts) and 2 GSs (HR Associates) Competencies Core Competencies - UNDP Core Competencies can be found here. Achieve Results - LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact Think Innovatively - LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems Learn Continuously - LEVEL 3: Create and act on opportunities to expand horizons, diversify experiences Adapt with Agility - LEVEL 3: Proactively initiate and champion change, manage multiple competing demands Act with Determination - LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results Engage and Partner - LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration Enable Diversity and Inclusion - LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity People Management UNDP People Management Competencies can be found in the dedicated site. Cross-Functional & Technical competencies: Business direction and strategy - System Thinking: Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact other parts of the system Business Management - Portfolio Management: Ability to select, prioritise and control the organization's programmes and projects in line with its strategic objectives and capacity Ability to balance the implementation of change initiatives with regular activities for optimal return on investment. Knowledge and understanding of key principles of project, programme, and portfolio management HR - People strategy and planning - Human resources strategic planning: Ability to develop integrated HR strategies, governance structures, policies and procedures HR - People strategy and planning - Organizational design and development: Knowledge of the organisational design and development theory (i.e. enabling organization's performance through the design of structures, frameworks, systems, policies and metrics, as well as building and developing its culture, capability, values, behaviours, and relationships); understanding of macro trends that impact the design of organizations (e.g. sustainability, geopolitical, demographic, technology); knowledge of organisational design and development diagnostic tools; ability to 'scenario plan' for longer term organization design and development; ability to manage the development of capability/competency frameworks and maps HR - People strategy and planning - Workforce planning: Knowledge of theories, mechanisms and tools to analyse the current workforce, determine future workforce needs, as they align to the needs of the business, identify the gap between the present capabilities in the workforce and the organization's needs, and design and implement talent acquisition and development solutions so that an organization can have the required capacity to accomplish its mission, goals, and strategic plan HR - Talent acquisition - Talent Sourcing and outreach: Knowledge of and ability to develop and implement strategies, mechanisms and platforms to ensure effective outreach to the relevant segments of the labour market, active and passive candidates internally and externally Talent Sourcing and outreach - L&D planning: Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment" Required Skills and Experience Education: An Advanced University degree (master's degree or equivalent) in Social Sciences, Business Administration, Human Resources Management, Organizational/Industrial Psychology, Organizational Development, related discipline, is required. Or A first-level university degree (bachelor's degree) in any of the areas mentioned above, in combination with two additional years of relevant experience may be considered in lieu of the advanced degree. Experience: A minimum of ten (10) years (with master's degree) or twelve (12) years (with bachelor's degree) of relevant experience in human resources management, mainly at a managerial level, preferably within the UN system or in other international organizations. Knowledge of underlying theory of HR, over a broad range of HR disciplines, and practical experience in applying this knowledge in strategic interventions and client advice is required. Demonstrated effectiveness in using competency-based tools and processes in the core HR functions of recruitment and selection, performance management, staff development and career management are required. Strong knowledge and experience in the use of information systems to monitor and manage HR activities and outputs is desired. Knowledge of current organizational change management approaches and practical experience in their application is desired. Demonstrated experience in delivering solutions for complex and unique cases is desired. Demonstrated ability to oversee recruitment of national and international personnel is an asset. Proven experience in leading and managing the development and implementation of organizational learning strategies is desired. Language: Fluency in English is required. Working knowledge of French language is an asset. Equal opportunity As an equal opportunity employer, UNDP values diversity as an expression of the multiplicity of nations and cultures where we operate and, as such, we encourage qualified applicants from all backgrounds to apply for roles in the organization. Our employment decisions are based on merit and suitability for the role, without discrimination. UNDP is also committed to creating an inclusive workplace where all personnel are empowered to contribute to our mission, are valued, can thrive, and benefit from career opportunities that are open to all. Sexual harassment, exploitation, and abuse of authority UNDP does not tolerate harassment, sexual harassment, exploitation, discrimination and abuse of authority. All selected candidates, therefore, undergo relevant checks and are expected to adhere to the respective standards and principles. Probation For all new UNDP fixed term appointments (FTA), including for staff members being transferred or seconded to UNDP under the Inter-Organization Agreement concerning Transfer, Secondment or Loan of Staff, on an appointment of more than one year, continuation of the appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period. Right to select multiple candidates UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements. Scam alert UNDP does not charge a fee at any stage of its recruitment process. For further information, please see ************************

Are you a systems-minded leader with a precision-driven approach to HR and safety management? We're seeking a Director of Human Resources & EHS to architect and lead integrated HR and Environmental, Health & Safety strategies across our U.S. and Mexico operations. This role is ideal for someone who thrives in operational structure, ensures compliance, and builds robust programs that scale with growth. Based in our San Antonio office, this director will join the senior leadership team and serve as a strategic partner in shaping a culture of excellence, accountability, and safety. --- What You'll Do: Strategic Leadership & Systems Integration · Develop and operationalize HR and EHS strategies aligned with business objectives, regulations, ISO 14001, and ISO 45001 standards. · Build unified policies that accommodate both U.S. and Mexican legal frameworks while respecting cultural distinctions. · Lead strategic workforce planning, organizational development, and change management efforts. Human Resources Oversight · Direct HR functions across both countries: recruitment, compensation, benefits, compliance, payroll, training, and employee engagement. · Drive continuous improvement in HR processes through KPIs, audits, and feedback loops. · Lead cross-border compliance efforts, including labor law adherence, investigations, and agency inspections (e.g., STPS, IMSS). EHS Leadership · Design and deploy risk-based safety programs and environmental strategies that meet OSHA, EPA, and STPS standards. · Champion zero-incident culture through proactive training, inspections, audits, and corrective action systems. · Lead emergency preparedness, industrial safety, and environmental risk mitigation initiatives across facilities. --- What You Bring: · Bachelor's degree in HR, Business, or related field (Master's preferred). · 10+ years of progressive HR/EHS leadership, with 3+ years in a bi-national or international setting. · Expert knowledge of U.S. and Mexico labor and safety regulations. · Strong background in regulated environments such as manufacturing, warehousing, or logistics. · Bilingual (English/Spanish) strongly preferred. · Proven success in building scalable systems and high-performance teams. --- Ideal Profile: This position requires a detail-oriented, process-driven, and analytical leader who thrives in complex environments and excels in compliance, systems management, and cross-functional leadership. You enjoy solving intricate regulatory puzzles, building robust safety frameworks, and aligning people strategies with measurable business outcomes. --- Benefits: · Competitive salary based on experience · Comprehensive health, dental & vision insurance · 401(k) with company match · Paid time off (PTO) & holidays --- Apply now if you're ready to bring rigor, structure, and operational discipline to an organization driving growth and excellence across borders.

Job DescriptionSalary: Are you a systems-minded leader with a precision-driven approach to HR and safety management? Were seeking a Director of Human Resources & EHS to architect and lead integrated HR and Environmental, Health & Safety strategies across our U.S. and Mexico operations. This role is ideal for someone who thrives in operational structure, ensures compliance, and builds robust programs that scale with growth. Based in our San Antonio office, this director will join the senior leadership team and serve as a strategic partner in shaping a culture of excellence, accountability, and safety. --- What Youll Do: Strategic Leadership & Systems Integration Develop and operationalize HR and EHS strategies aligned with business objectives, regulations, ISO 14001, and ISO 45001 standards. Build unified policies that accommodate both U.S. and Mexican legal frameworks while respecting cultural distinctions. Lead strategic workforce planning, organizational development, and change management efforts. Human Resources Oversight Direct HR functions across both countries: recruitment, compensation, benefits, compliance, payroll, training, and employee engagement. Drive continuous improvement in HR processes through KPIs, audits, and feedback loops. Lead cross-border compliance efforts, including labor law adherence, investigations, and agency inspections (e.g., STPS, IMSS). EHS Leadership Design and deploy risk-based safety programs and environmental strategies that meet OSHA, EPA, and STPS standards. Champion zero-incident culture through proactive training, inspections, audits, and corrective action systems. Lead emergency preparedness, industrial safety, and environmental risk mitigation initiatives across facilities. --- What You Bring: Bachelors degree in HR, Business, or related field (Masters preferred). 10+ years of progressive HR/EHS leadership, with 3+ years in a bi-national or international setting. Expert knowledge of U.S. and Mexico labor and safety regulations. Strong background in regulated environments such as manufacturing, warehousing, or logistics. Bilingual (English/Spanish) strongly preferred. Proven success in building scalable systems and high-performance teams. --- Ideal Profile: This position requires a detail-oriented, process-driven, and analytical leader who thrives in complex environments and excels in compliance, systems management, and cross-functional leadership. You enjoy solving intricate regulatory puzzles, building robust safety frameworks, and aligning people strategies with measurable business outcomes. --- Benefits: Competitive salary based on experience Comprehensive health, dental & vision insurance 401(k) with company match Paid time off (PTO) & holidays --- Apply now if youre ready to bring rigor, structure, and operational discipline to an organization driving growth and excellence across borders.

HR Growth Opportunity- HR Director in the Northeast New Jersey area. Perhaps you or a colleague? Strong rapidly growing Co. needs well rounded, detail oriented HR team leader to take them next level. Successful candidate will be able to manage small team, have financial skills to shop benefits, recruiting skills and have varied HR experience. Please note that we are in development stages with two other companies with HR Leadership Opportunities - so, if you are looking for HR Opportunity I would like to speak with you! Respectfully, Stefan Levy -President - Management Search ******************************* ************************** ************

Salary: $66,500 - 70,000 For over 60 years, Abilities First has been a trusted provider of education, vocation, residential and support programs in the Hudson Valley serving over 1400 people with intellectual and developmental disabilities and their families. Committed to inclusion, Abilities First seeks to break down the barriers between people with and without disabilities, envisioning a world where all people are recognized and valued for their Abilities First. Abilities First recognizes the value of diverse experiences, identities, and backgrounds, and does not discriminate in hiring. We are inclusive, welcoming, and supportive of people of varying abilities, races, ethnicities, religions, socio-economic status, gender, and gender identities. Abilities First is proud to be an equal opportunity employer. POSITION SUMMARY The Human Resources Manager will support strategies that contribute to organizational success in selecting, engaging and developing employees, improving performance, and enhancing the experiences of the people we serve. The HR Manager is responsible for communicating with staff regarding workplace concerns, conducting investigations where warranted, and supporting program administrators with employee relations. This position will advise on policies, regulations, federal and state laws, union interactions, and disciplinary matters. POSITION STANDARDS Will act as the primary point of contact with staff regarding any workplace concerns they may have, performing intake of any reports and returning to program or performing investigation. Conducts complete investigations related to allegations that fall under Human Resources, such as discrimination and sexual harassment. Informs management of HR investigation outcome, assists them with disciplinary measures as needed. Advises administrators on disciplinary measures as needed related to employee performance deficiencies and misconduct. Submits Corrective Action Plan follow up to Quality Assurance after incident closure. May assist in training management staff on various policies and procedures, i.e., leaves of absence, disciplinary actions, etc. May attend departmental meetings to familiarize staff with various policies and procedures. Acts as the HR representative to various department staff/liaison committee meetings to facilitate effective interpersonal communication among employees and management. Maintains working relationship with union officers and adheres to terms of labor contract, ensuring compliance with departments by implementing policies concerning wages, hours and working conditions. Advises management on contract to assist with compliance. Will assist with employee development efforts across the agency. Assist management staff with performance management and guidance for completing performance evaluations. Provide direction to Recruiters, increase recruitment efficiencies, and develop practices in support of employee retention and positive employee experience. Provide guidance to Recruiters with job analysis and assessment, ensuring hiring practices include RJP's and ensure job descriptions are reviewed and updated regularly. May prepare reports and analyze data as directed. Represents Abilities First, Inc. in a positive and professional manner. Performs appropriate job-related activities as required by the immediate supervisor or as circumstances warrant. Ensures that all communication is handled appropriately and confidentially. Demonstrates proficiency in all goals and skillsets required, on which performance will be evaluated. Ensures all training and certifications required are current, and seeks further support and training where needed. Follows all agency policy and procedures and demonstrates continuous regard to personal safety and the safety of others. This is a full-time position eligible for these benefits: Vacation, sick, personal, and holiday time off Health, Dental, and Vision Insurance options Retirement savings options with 403(b) plan Employer paid life insurance Tuition reimbursement On Demand Payment - access your earnings as early as the next day Discounts with Verizon, AT&T, Royal Carting, etc. And More! Requirements Bachelor's degree in business or related field; in lieu of degree, a combination of experience and education may be deemed acceptable by the Director. Minimum 3 years' experience working in Human Resources; experience must include workplace investigations and delivery of administrative actions. Supervisory experience preferred. Requires excellent verbal and written communication skills. Requires excellent analytical, organizational and computer skills, with the ability to work with strict confidentiality. PHR / SHRM-CP preferred. Current, valid, NYS driver's license deemed acceptable by agency insurance carrier; reliable transportation to visit agency locations as needed.

The Global Director of Human Resources provides critical strategic leadership by developing, executing, and managing organization-wide human resources initiatives in the areas of workforce planning, talent management, performance management, training and development, employee relations and engagement. This position serves as a true business partner to provide human capital expertise and leadership to achieve operational excellence. This includes enterprise risk mitigation, organizational culture change initiatives, and continuous improvement activities. Supervisory Responsibilities: * This position has matrixed responsibility for HR teams across the Motion Control Technologies business, within the Hydraulics Segment of Helios Technologies, with local Managing Directors. Direct responsibility for regional Safety Manager. Duties/Responsibilities: * Management and oversight of the Human Resources function to ensure that all programs and initiatives are integrated and effective in supporting the overall mission, goals, and strategy of the Motion Control Technologies business within the Hydraulics Segment. * Directly participate in the planning and decision-making as a member of the Senior Leadership Team, and providing broad leadership and coordination to the business * Serve as internal consultant and strategic advisor to the Senior Leadership Team on people and culture development * Align our talent strategy to be an employer of choice within our industry * Establish a plan of management succession that corresponds to the strategy and objectives of the business * Provide oversight for safety culture and practices within the Motion Control Technologies business. * Provide organizational leadership around culture assessment and development, introducing and managing organizational change and development initiatives * Build a robust recruitment strategy that is aligned with our Core Values and drives towards current and future talent needs * Provides support on compensation and benefits, ensuring regulatory compliance, equity, and competitive salary levels necessary to attract and retain qualified staff in conjunction with the Helios Technologies framework * Directs, with support of Helios' Talent Development Team, the development of training and organizational development programs through staff or external consultants that address personal, professional, and organizational needs of employees and departments, supporting equitable opportunities for continuous learning * Provide coaching/advising of senior leaders on team development and key organizational and management issues by offering a unified approach and corresponding tools for executive and senior leaders to evaluate, design and align their structures to build high-performing teams * Function as Human Resources lead in due diligent practices in support of the M&A initiatives * Responsible for budgeting departmental needs * Other duties as assigned

At Stewart, we know that success begins with great people. As a Stewart employee, you'll be joining a company that was named a 2024-2025 Best Company to Work For by U.S. News & World Report, and a 2025 Top Workplace by USA Today. We are committed to helping you own, develop, and nurture your career. We invest in your career journey because we understand that as you grow, so does our company. And our priority is smart growth - by attaining the best people, investing in tools and resources that enable success, and creating a better home for all. You will be part of an inclusive work environment that reflects the customers we serve. You'll be empowered to use your unique experiences, passion and skills to help our company and the communities we serve constantly evolve and improve. Together, we can achieve our vision of becoming the premier title and real estate services company. Stewart is a global real estate services company, providing title insurance, settlement, underwriting, and lender services through our family of companies. To learn more about Stewart, visit stewart.com/about. More information can be found on stewart.com. Get title industry information and insights at stewart.com/insights. Follow Stewart on Facebook @StewartTitleCo, on Instagram @StewartTitleCo and on LinkedIn @StewartTitle Job Description Job Summary Focused on aligning overall business objectives with organizational and talent strategies, acting as a trusted advisor to leaders and employees by driving business initiatives, identifying talent needs, enabling development, and aligning HR practices to support long-term organizational growth. Acts as liaison across all functional areas within HR and designated business units and/or departments to strategically align business objectives with talent strategy. This position will report to the Senior Talent Business Leader and align to a hybrid schedule in the Houston Home Office. Job Responsibilities Acts as a strategic partner to designated business units and/or departments to develop and implement the people strategy and workforce objectives; identify issues, predict outcomes, and evaluate the results of solutions Implements change initiatives, talent planning and development, and other HR strategies to achieve organization goals and objectives Creates alignment between talent, people and organizational development strategy and objectives by utilizing data from key trends, engagement surveys, people relations analysis, talent planning and learning evaluations Identifies key trends and takeaways from engagement survey data, facilitates results sharing and action planning, and maintains and on-going pulse on progress Intentionally engages leadership and management on strategy to attract, retain, and motivate talent; educates business leaders on compensation philosophy and strategizes compensation alignment within business unit /department Maintains an in-depth understanding of business operations and alignment with business strategy with consideration for operational and financial impacts Acts as an escalation point for people relations matters and/or investigations; proficient in federal and state laws, regulations, and requirements Applies working knowledge of business and best practices gained through understanding of key business drivers and recognition of how own area integrates within organization Ensures accountable decisions are taken at the right level in the organization, and individuals making decisions are suitably informed about the level of legal risk on all legal related matters Applies excellent verbal and written communication skills, as well as influencing skills, to effectively partner with business leaders and employees Applies strong analytical skills to interpret data and make informed decisions Solves moderately complex to complex problems and analyzes possible solutions using technical experience, judgement and precedent Explains complex and/or sensitive information in a straightforward manner Performs a range of assignments and may lead or manage complex projects Individual contributor working with limited oversight Performs all other duties as assigned by management Education Bachelor's degree in relevant field preferred Experience Typically requires 3+ years of related work experience Equal Employment Opportunity Employer Stewart is committed to ensuring that its online application process provides an equal employment opportunity to all job seekers, including individuals with disabilities. If you have a disability and need assistance or an accommodation in the application process, please contact us by email at *******************. Benefits Stewart offers eligible employees a competitive benefits package that includes, but is not limited to a variety of health and wellness insurance options and programs, paid time off, 401(k) with company match, employee stock purchase program, and employee discounts.

Witherite Law Group (WLG) is a personal injury law firm specializing in motor vehicle accidents. Our vision is to improve the life of each person we serve. Whether it is for our employees, our clients, or our community, WLG puts people first, provides unmatched expertise, and displays integrity in every situation. Our attorneys and staff are committed to helping injured clients get the care and service they deserve. We take care of the complex legal work so that our clients can focus on recovery and getting their lives back. We are determined to help our clients get the settlement they deserve, and we will be by our client's side every step of the way. This firm is a Top 100 Places to Work recipient and a National Top Workplace honoree. We are proud of these achievements and honored to be among this prestigious list of companies. Our culture is special. But you can't just take our word for it...apply today and join the WLG family. Position Summary: The Director of HR Operations is responsible for leading the firm's HR service delivery, ensuring consistent, compliant, and high-quality execution of HR processes across all offices. This role provides direct leadership to the HR Business Partner team and oversight of payroll operations, driving excellence in employee experience, operational efficiency, and policy adherence. The Director partners closely with firm leadership and the HR executive team to align HR operations with strategic business objectives and to build a culture of accountability, service, and continuous improvement. Key Responsibilities: * Provide strategic and operational leadership to the HR Business Partner team, ensuring consistent and proactive support across all business units and locations. * Oversee the payroll function, ensuring timely and accurate processing, compliance with wage and hour laws, and coordination with Accounting. * Develop, document, and refine HR operational processes including onboarding, offboarding, employee status changes, leave management, and policy application. * Ensure firmwide compliance with federal, state, and local employment regulations, including auditing, reporting, and record retention requirements. * Serve as an escalation point for complex employee relations and performance management issues, partnering with leaders to resolve matters with fairness and consistency. * Partner with the CHRO on workforce planning, organizational design, and policy development to support evolving firm needs. * Implement operational metrics to monitor HR service quality, payroll accuracy, and employee experience. * Drive process improvement initiatives that enhance accuracy, efficiency, and consistency across the HR function. * Build strong partnerships with HR leaders to ensure seamless HR service delivery. * Represent HR Operations in leadership strategy, contributing operational insight to firm-wide initiatives and strategic planning. Qualifications * Master's degree required in Human Resources Management, Business Administration, Organizational Development, or a related field. * Professional certification (SHRM-SCP, SPHR, or equivalent) required. * 10+ years of progressive HR experience, including at least 5 years in a leadership role overseeing HR operations, payroll, or HR Business Partner functions. * Demonstrated success managing HR teams in multi-office or professional services environments. * Advanced understanding of employment laws, payroll processes, and HR compliance requirements. * Exceptional communication, relationship-building, and stakeholder management skills. * Proven ability to lead through change, streamline operations, and elevate HR service standards. Physical Requirements: * Office environment with normal business hours necessary to satisfactorily perform job functions. * Stationary Position - Must be able to remain in a stationary position up to 50% of the time. * Move or Traverse - This position needs to occasionally move about inside the office to access file cabinets, meeting rooms, office machinery, etc. May occasionally ascends/descends the stairs to get to other floors, cafeteria and parking area. * Dexterity - constantly operates a computer and other office machinery such as a copy machine/printer. * Move, Transport, Position, Put, Install, Remove - Occasionally moves supplies weighing up to 10 pounds for various presentation and event needs. * Communicate, Detect, Converse with, Discern, Convey, Express oneself, Exchange information - The ability to communicate information and ideas so others will understand. Must be able to exchange accurate information in these situations. * Detect, Determine, Perceive, Identify, Recognize, Judge, Observe, Inspect, Estimate, Assess - The ability to observe details at close range (within a few feet of the observer). Benefits and Perks: * Medical, dental, vision * Company paid Life and AD&D Insurance * Company Paid STD (with no waiting period) and LTD Insurance * Option to purchase additional Life and AD&D Insurance * Voluntary Critical Illness, Accident, and Hospital Indemnity Coverage * 401(k) with company contributions * Paid Time Off * 10 Company Holidays * Tuition Reimbursement Please note that this is intended to outline the primary duties of the role and is not intended to be an exhaustive list. The job description is subject to change with or without prior notice, and that a reasonable accommodation may be requested to perform the essential functions of the job. WLG and its affiliated companies provide equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. WLG and its affiliated companies participate in E-Verify. For additional information please review the E-Verify Participation Poster and Right to Work Poster from the Department of Homeland Security.

We're looking for an Office and HR Manager to be the operational backbone of our Miami office. In this fast-paced, startup-style environment, you'll own office operations, support senior leadership, and run key REEF's mission is to connect the world to your block. We transform underutilized urban spaces into neighborhood hubs that connect people to locally curated goods, services, and experiences. Together we are leveraging the power of proximity to keep our communities moving forward in a sustainable and thoughtful way. We operate in a fast-paced, constantly evolving, startup-style environment across North America, the UK, and Europe. Position Overview The Office and HR Manager will play a pivotal role in keeping our Miami office running smoothly while supporting leadership and key teams across HR, operations, and finance. This role is ideal for someone who thrives in a startup environment: fast-paced, challenging, and full of significant growth opportunities. You'll be building and improving the systems that keep everything moving in a context of constant change-from shifting priorities and new projects to evolving team structures. You'll be the operational backbone of the office: creating structure, keeping people and information flowing, and making sure the basics are flawless so the team can focus on high-impact work. Key Responsibilities Office Operations - Ensure the smooth day-to-day running of the office and a professional, welcoming environment. Oversee office operations and ensure a well-maintained, organized, and efficient workplace. Manage office supplies, equipment, IT / facility-related matters, and general upkeep. Act as the primary point of contact for building management, vendors, suppliers, and service providers. Coordinate meeting rooms, visitors, and occasional office moves or reconfigurations as the business evolves. Implement and oversee basic health and safety protocols within the office. Ensure a welcoming and professional atmosphere for visitors, partners, and team members. Executive & Team Support - Enable leaders and teams to work efficiently by coordinating calendars, travel, and daily logistics. Support senior leadership with scheduling, complex travel (often multi-country, multi-time zone), and expense reports. Coordinate internal and external meetings across time zones with investors, advisors, lawyers, and partners. Prepare and polish documents, slide decks, and simple reports for internal and external stakeholders. Help organize workshops, team offsites, and high-priority working sessions in a rapidly changing environment. Admin Operations - Keep critical administrative workflows organized and moving. Support finance with invoice processing, document collection, approvals tracking, and simple reconciliations. Maintain clean, structured digital and physical folders for audits, tax reviews, and legal matters. Coordinate execution of contracts, NDAs, and other legal documents with internal stakeholders and external counsel. HR & People Operations - Deliver a smooth employee experience around onboarding, offboarding, and people processes. Coordinate onboarding and offboarding in Miami (access, equipment, welcome packs) in partnership with HR and IT. Maintain accurate employee lists, contact information, and distribution lists as the organization grows and restructures. Help coordinate trainings, compliance-related tasks, and internal announcements. Be a friendly, trusted point of contact for day-to-day questions about the office and basic HR processes. What You Should Bring Ability to multitask, prioritize, and manage time effectively in a fast-paced, challenging environment. Strong organizational skills and attention to detail-you naturally bring order to moving parts. Excellent communication, interpersonal, and problem-solving skills; comfortable interacting with senior leadership and external partners. Proficiency with Microsoft Office Suite and/or Google Workspace; experience with tools like Slack, DocuSign, and basic project management software is a plus. High level of discretion and confidentiality in handling sensitive information (financial, legal, and HR). Proactive, resourceful, and self-motivated, with a strong “I'll figure it out” mindset and desire for significant growth. Willingness to work long hours with a shifting schedule when needed to support key deadlines and initiatives. What We'll Provide Competitive pay Medical Dental Vision Life and Disability 401(k) Paid Time Off (PTO)

Job DescriptionSalary: Were looking for an Office and HR Manager to be the operational backbone of our Miami office. In this fast-paced, startup-style environment, youll own office operations, support senior leadership, and run key About REEF REEFs mission is to connect the world to your block. We transform underutilized urban spaces into neighborhood hubs that connect people to locally curated goods, services, and experiences. Together we are leveraging the power of proximity to keep our communities moving forward in a sustainable and thoughtful way. We operate in a fast-paced, constantly evolving, startup-style environment across North America, the UK, and Europe. Position Overview The Office and HR Manager will play a pivotal role in keeping our Miami office running smoothly while supporting leadership and key teams across HR, operations, and finance. This role is ideal for someone who thrives in a startup environment: fast-paced, challenging, and full of significant growth opportunities. Youll be building and improving the systems that keep everything moving in a context of constant changefrom shifting priorities and new projects to evolving team structures. Youll be the operational backbone of the office: creating structure, keeping people and information flowing, and making sure the basics are flawless so the team can focus on high-impact work. Key Responsibilities Office Operations Ensure the smooth day-to-day running of the office and a professional, welcoming environment. Oversee office operations and ensure a well-maintained, organized, and efficient workplace. Manage office supplies, equipment, IT / facility-related matters, and general upkeep. Act as the primary point of contact for building management, vendors, suppliers, and service providers. Coordinate meeting rooms, visitors, and occasional office moves or reconfigurations as the business evolves. Implement and oversee basic health and safety protocols within the office. Ensure a welcoming and professional atmosphere for visitors, partners, and team members. Executive & Team Support Enable leaders and teams to work efficiently by coordinating calendars, travel, and daily logistics. Support senior leadership with scheduling, complex travel (often multi-country, multitime zone), and expense reports. Coordinate internal and external meetings across time zones with investors, advisors, lawyers, and partners. Prepare and polish documents, slide decks, and simple reports for internal and external stakeholders. Help organize workshops, team offsites, and high-priority working sessions in a rapidly changing environment. Admin Operations Keep critical administrative workflows organized and moving. Support finance with invoice processing, document collection, approvals tracking, and simple reconciliations. Maintain clean, structured digital and physical folders for audits, tax reviews, and legal matters. Coordinate execution of contracts, NDAs, and other legal documents with internal stakeholders and external counsel. HR & People Operations Deliver a smooth employee experience around onboarding, offboarding, and people processes. Coordinate onboarding and offboarding in Miami (access, equipment, welcome packs) in partnership with HR and IT. Maintain accurate employee lists, contact information, and distribution lists as the organization grows and restructures. Help coordinate trainings, compliance-related tasks, and internal announcements. Be a friendly, trusted point of contact for day-to-day questions about the office and basic HR processes. What You Should Bring Ability to multitask, prioritize, and manage time effectively in a fast-paced, challenging environment. Strong organizational skills and attention to detailyou naturally bring order to moving parts. Excellent communication, interpersonal, and problem-solving skills; comfortable interacting with senior leadership and external partners. Proficiency with Microsoft Office Suite and/or Google Workspace; experience with tools like Slack, DocuSign, and basic project management software is a plus. High level of discretion and confidentiality in handling sensitive information (financial, legal, and HR). Proactive, resourceful, and self-motivated, with a strong Ill figure it out mindset and desire for significant growth. Willingness to work long hours with a shifting schedule when needed to support key deadlines and initiatives. What Well Provide Competitive pay Medical Dental Vision Life and Disability 401(k) Paid Time Off (PTO)

Houston, TX - 100% On-Site 1 Year Contract As an Employee Relations (ER) Professional, you will play a key role in upholding our Vision, Values, and Commitments (VV&Cs) and maintaining a fair and respectful work environment for all company colleagues. ER Professionals conduct thorough investigations into workplace issues, resolve escalated employee concerns, and provide expert guidance on ER matters to both leaders and staff. While you will primarily manage ER activities within your assigned geographic region, your expertise may also be called upon to support and coordinate efforts cross-regionally. Responsibilities Manage complex employment-related investigations, end-to-end, including conducting intake meetings, background research, investigative interviews, report-writing, corrective actions, and debrief meetings, across company project and office locations. Investigate complaints involving violations of Company policy, including allegations of discrimination, harassment, retaliation, bullying, and other inappropriate behavior. Coach and advise all levels of management through employee relations matters (e.G., interpersonal conflicts, communication of employment decisions, advice on policy application, performance management, mental health concerns, workforce reductions, etc.). Partner closely with global cross-functional partners within the ER Communities of Expertise, Legal, Human Resources, Ethics and Compliance, Security, Industrial/Labor Relations, and business units. Facilitate ER training for managers and supervisors and participate in projects led by the ER team. Partner closely with the ER Communities of Expertise colleagues to leverage ER data to proactively identify opportunities to enhance the employee experience. Deliver workforce reduction processes as initiated by Project HR and Project Management. Other duties as required. Required 8+ years HR Investigations Proven track record of conducting workplace investigations that will withstand legal scrutiny. Strong understanding of employment law, compliance, and ER best practices. Experience presenting findings and recommendations to all levels of leadership, including those with dissenting opinions. High level of discretion and ethical judgment. Proficiency in electronic case management applications. Able to work effectively across geographical and cultural boundaries. Able to demonstrate a high degree of empathy balanced against an ability to provide direct feedback and engage in difficult and sensitive conversations. Proficiency in analyzing ER data to generate comprehensive reports, identify trends, and derive actionable insights for business and project leaders. Education Bachelor's degree (or international equivalent)