Human Resources Business Partner jobs at B. Braun Medical

The Senior HR Business Partner (HRBP) provides strategic HR leadership to Insulet's CTO organization, supporting the development and execution of HR strategies that enable business success. This is an opportunity to continue building HR excellence across our teams. The CTO organization is at the heart of Insulet's innovation engine-responsible for advancing our technology platforms, driving product development, and delivering scalable solutions that support global growth and operational excellence. This means partnering with the HRBP team, Centers of Excellence (COEs), and CTO leaders to foster a culture of engagement, talent development, growth, and technical capability. The ideal candidate will bring a consultative mindset, strong business acumen, and a passion for enabling high-performing technical teams. RESPONSIBILITIES * In partnership with HRBPs and COEs, develop and execute an HR strategic plan aligned with corporate and CTO-specific goals, focusing on areas such as organizational design, talent acquisition, performance management, training and development, succession planning, culture and engagement, recognition, and retention. * Collaborate with Talent Acquisition to build strategic recruitment plans that attract and retain top-tier technical talent. * Partner with Learning and Development to identify and implement training initiatives that support technical capability building and leadership development. * Provide proactive guidance to CTO leaders on workforce planning, change management, talent reviews, and succession planning. * Facilitate performance and talent calibration discussions with leadership teams. * Lead or contribute to HR projects and process improvement initiatives to enhance policies, procedures, and practices. * Offer performance management support to people managers, including coaching, career development, and performance improvement planning. * Manage employee relations issues with professionalism and discretion; conduct thorough and objective investigations as needed. * Promote and reinforce company culture and core values through leadership alignment and employee programs. * Maintain confidentiality and manage sensitive information with integrity. * Identify compliance and risk management issues and ensure appropriate mitigation strategies are in place. * Support and/or lead other projects, programs, or duties as required. EDUCATION AND EXPERIENCE Minimum Requirements: * Bachelor's degree and a minimum of 8 years of progressive HR experience. * Strong working knowledge of HR disciplines including recruitment, organizational effectiveness, employee relations, performance management, training and development, compensation, and employment law. PREFERRED SKILLS AND COMPETENCIES * Exceptional interpersonal and communication skills (oral and written). * Demonstrated ability to build consultative partnerships with technical leaders. * Results-oriented, resourceful self-starter with strong time management and execution skills. * Experience supporting engineering, R&D, or technical employee populations. * Strong organizational and analytical skills with attention to detail and process. * Ability to prioritize and multitask in a dynamic, fast-paced environment. * Skilled in conflict resolution, negotiation, and coaching. * Flexible, adaptable, and resilient in the face of change. * Highly customer-focused and team-oriented. * Ability to work independently with minimal supervision. PHYSICAL REQUIREMENTS * Some travel may be required, approximately 5-10%. NOTE: This position is eligible for hybrid working arrangements and requires on-site work from an Insulet office. #LI-Hybrid Additional Information: Compensation & Benefits: For U.S.-based positions only, the annual base salary range for this role is $135,225.00 - $202,837.50 This position may also be eligible for incentive compensation. We offer a comprehensive benefits package, including: * Medical, dental, and vision insurance * 401(k) with company match * Paid time off (PTO) * And additional employee wellness programs Application Details: This job posting will remain open until the position is filled. To apply, please visit the Insulet Careers site and submit your application online. Actual pay depends on skills, experience, and education. Insulet Corporation (NASDAQ: PODD), headquartered in Massachusetts, is an innovative medical device company dedicated to simplifying life for people with diabetes and other conditions through its Omnipod product platform. The Omnipod Insulin Management System provides a unique alternative to traditional insulin delivery methods. With its simple, wearable design, the tubeless disposable Pod provides up to three days of non-stop insulin delivery, without the need to see or handle a needle. Insulet's flagship innovation, the Omnipod 5 Automated Insulin Delivery System, integrates with a continuous glucose monitor to manage blood sugar with no multiple daily injections, zero fingersticks, and can be controlled by a compatible personal smartphone in the U.S. or by the Omnipod 5 Controller. Insulet also leverages the unique design of its Pod by tailoring its Omnipod technology platform for the delivery of non-insulin subcutaneous drugs across other therapeutic areas. For more information, please visit insulet.com and omnipod.com. We are looking for highly motivated, performance-driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it! At Insulet Corporation all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. (Know Your Rights)

The Senior HR Business Partner (HRBP) provides strategic HR leadership to Insulet's CTO organization, supporting the development and execution of HR strategies that enable business success. This is an opportunity to continue building HR excellence across our teams. The CTO organization is at the heart of Insulet's innovation engine-responsible for advancing our technology platforms, driving product development, and delivering scalable solutions that support global growth and operational excellence. This means partnering with the HRBP team, Centers of Excellence (COEs), and CTO leaders to foster a culture of engagement, talent development, growth, and technical capability. The ideal candidate will bring a consultative mindset, strong business acumen, and a passion for enabling high-performing technical teams. RESPONSIBILITIES In partnership with HRBPs and COEs, develop and execute an HR strategic plan aligned with corporate and CTO-specific goals, focusing on areas such as organizational design, talent acquisition, performance management, training and development, succession planning, culture and engagement, recognition, and retention. Collaborate with Talent Acquisition to build strategic recruitment plans that attract and retain top-tier technical talent. Partner with Learning and Development to identify and implement training initiatives that support technical capability building and leadership development. Provide proactive guidance to CTO leaders on workforce planning, change management, talent reviews, and succession planning. Facilitate performance and talent calibration discussions with leadership teams. Lead or contribute to HR projects and process improvement initiatives to enhance policies, procedures, and practices. Offer performance management support to people managers, including coaching, career development, and performance improvement planning. Manage employee relations issues with professionalism and discretion; conduct thorough and objective investigations as needed. Promote and reinforce company culture and core values through leadership alignment and employee programs. Maintain confidentiality and manage sensitive information with integrity. Identify compliance and risk management issues and ensure appropriate mitigation strategies are in place. Support and/or lead other projects, programs, or duties as . EDUCATION AND EXPERIENCE Minimum Requirements: Bachelor's degree and a minimum of 8 years of progressive HR experience. Strong working knowledge of HR disciplines including recruitment, organizational effectiveness, employee relations, performance management, training and development, compensation, and employment law. PREFERRED SKILLS AND COMPETENCIES Exceptional interpersonal and communication skills (oral and written). Demonstrated ability to build consultative partnerships with technical leaders. Results-oriented, resourceful self-starter with strong time management and execution skills. Experience supporting engineering, R&D, or technical employee populations. Strong organizational and analytical skills with attention to detail and process. Ability to prioritize and multitask in a dynamic, fast-paced environment. Skilled in conflict resolution, negotiation, and coaching. Flexible, adaptable, and resilient in the face of change. Highly customer-focused and team-oriented. Ability to work independently with minimal supervision. PHYSICAL REQUIREMENTS Some travel may be , approximately 5-10%. NOTE: This position is eligible for hybrid working arrangements and requires on-site work from an Insulet office. #LI-Hybrid Additional Information: Compensation & Benefits: For U.S.-based positions only, the annual base salary range for this role is $135,225.00 - $202,837.50 This position may also be eligible for incentive compensation. We offer a comprehensive benefits package, including: • Medical, dental, and vision insurance • 401(k) with company match • Paid time off (PTO) • And additional employee wellness programs Application Details: This job posting will remain open until the position is filled. To apply, please visit the Insulet Careers site and submit your application online. Actual pay depends on skills, experience, and education. Insulet Corporation (NASDAQ: PODD), headquartered in Massachusetts, is an innovative medical device company dedicated to simplifying life for people with diabetes and other conditions through its Omnipod product platform. The Omnipod Insulin Management System provides a unique alternative to traditional insulin delivery methods. With its simple, wearable design, the tubeless disposable Pod provides up to three days of non-stop insulin delivery, without the need to see or handle a needle. Insulet's flagship innovation, the Omnipod 5 Automated Insulin Delivery System, integrates with a continuous glucose monitor to manage blood sugar with no multiple daily injections, zero fingersticks, and can be controlled by a compatible personal smartphone in the U.S. or by the Omnipod 5 Controller. Insulet also leverages the unique design of its Pod by tailoring its Omnipod technology platform for the delivery of non-insulin subcutaneous drugs across other therapeutic areas. For more information, please visit insulet.com and omnipod.com. We are looking for highly motivated, performance-driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it! At Insulet Corporation all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. (Know Your Rights)

GNYAS: Where national expertise meets community-focused care. Greater New York Anesthesia Services (GNYAS) is a practice specializing in anesthesia services. It's supported by a strategic partnership between Mount Sinai Health System and US Anesthesia Partners, bringing together the best of academic excellence and private practice expertise. We came together to deliver high-quality anesthesia care to patients across New York City and surrounding areas while supporting hospitals, practices and ASCs with comprehensive, stable solutions. US Anesthesia Partners is the highest-quality single-specialty anesthesia practice in the United States, with over 6,000 employees distributed across 12 states. Our clinical and non-clinical staff support each other as they work toward a common vision: Empowering people to advance exceptional care. POSITION SUMMARY: The HR Business Partner (HRBP) is an individual contributor responsible for assisting the HR Director/Sr HR Director to align business objectives with employees and management in designated practice including but not limited to process improvement, program facilitation (e.g. LOA), retention efforts, onboarding and training. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy with a demonstrated commitment to USAP values and Leadership Principles in all interactions in performing all job duties. Job Highlights ESSENTIAL DUTIES AND RESPONSIBILITIES: (The ideal candidate must be able to complete all physical requirements of the job with or without a reasonable accommodation) * Coordinates HR efforts between departments including recruiting, training, employee feedback, and personnel changes. * Serves as resource for data collection, report writing, metrics tracking, etc. * Is an emerging leader of employee relations issues. * Supports HR leaders with various ad hoc projects, both local and enterprise wide. * Supports integration work as directed. * Assists with processing employee actions in Workday. * Supports onboarding of new hires within platform to include, but not limited to, orientation, documentation processing, I9/WD compliance processes and offer package implementation. * Assists employees with leaves and accommodations in addition to other benefit related transactions and activities. * Addresses employee concerns through interaction with employees and leadership. * Assists in the preparation and communication of HR Metrics * Maintains compliance with federal and state regulations concerning employment to include proper record maintenance. * Assists in responding to unemployment claims and/or employment verifications as needed. * Facilitates and/or provides training (including orientation) to the workforce. Assists with employee exits. * Performs other job duties as assigned. Qualifications Minimum Qualifications/Experience: * Bachelor's degree in Human Resource Management or related HR discipline required. * Digital Agility: Ability to operate, navigate and understand process flows within systems along with how they inter-relate. * Collaboration: Thrives in a matrixed environment and excels working both in teams and independently. Ability to build and sustain relationships. * Communication: Strong written, verbal, presenting and interpersonal communications skills * Able to work in a matrixed environment and excels working both in teams and independently. Ability to build and sustain relationships. * Emerging Business Acumen: Eager to learn the healthcare industry, proactively seeks understanding of practice operations. * Critical Thinking: Exhibits ability to effectively analyze basic information and formulate recommendations. * The highest ethical and professional standards * Ability to maintain strictest confidentiality. * Well organized, capable of juggling multiple projects and accustomed to tight deadlines. * Ability to travel up to 10% and as needed. Most travel will be local to the platform. Preferred * HR Certification * Workday experience * Healthcare experience Working conditions and physical requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. * Requires prolonged sitting, some bending, stooping and stretching. * Must possess sufficient eye-hand coordination/manual dexterity to operate a keyboard, photocopier, telephone, and other office equipment. * Required normal range of hearing and eyesight to record, prepare, and communicate appropriate reports and evaluations. * Requires dexterity to type at least 35 wpm. * Work performed is in office and/or home environment. * Involves frequent contact with professional staff. * Work may be stressful at times. * Interaction with others is frequent and often disruptive. REMOTE/HYBRID JOB DESCRIPTION ADDENDUM REMOTE/HYBRID STATUS: The ability to work remotely is contingent upon success of arrangement in Company's sole discretion. The USAP HR Leadership Team will approve positions for remote/hybrid work. Any change in role, employee qualifications, policy violations, or significant performance decline will require a review of the remote arrangement and could result in a change in status and reconsideration of the remote work arrangement. CHANGING BUSINESS CONDITIONS: The Company reserves the right to terminate or modify the remote work arrangement at any time in its sole discretion. EMPLOYMENT IMPLICATIONS OF REMOTE ARRANGEMENT: The remote employee's duties, responsibilities, conditions of employment, rate of compensation, and benefits will be unaffected by the remote work arrangement, unless notified otherwise. All work hours and PTO will continue to conform to the Company's established policies and procedures. Company-established disciplinary procedures and Code of Conduct policies will remain in force and are not affected by the employee working from a remote location. WORKPLACE SAFETY: The remote employee agrees to maintain a safe work environment, to comply with applicable safety rules and standards, and to allow an authorized Company representative to inspect the Remote Location as needed. WORKERS' COMPENSATION: Workers' Compensation coverage is an insurance benefit that is available to all employees who are injured within the course and scope of their employment. All employees are required to immediately report to HR any injuries sustained while working remotely. TIMEKEEPING FOR NON-EXEMPT EMPLOYEES: All non-exempt employees approved for a remote working arrangement under this policy must accurately and fully record and report all hours worked in accordance with the Company's normal timekeeping policies and expectations. While employees will be paid for all hours worked in accordance with applicable federal and state laws, employees are not authorized to work any overtime hours without the express permission of their manager. Employees must also continue to take rest and meal breaks in accordance with applicable law and existing Company policies. All approved overtime will be paid; however, employees who fail to accurately record hours worked will be disciplined. REIMBURSABLE AND NON-REIMBURSABLE EXPENSES: Where required by law, the Company will reimburse employees for all reasonable and necessary expenditures incurred by the employee in direct consequence of the discharge of their duties, or of their obedience to the directions of the Company. In general, the reimbursement status of employees' expenses will be determined by the Company's Reimbursable Expense Policy. Additionally, the Company reserves the right to use a preferred provider for any services or equipment that is provided as part of the remote working arrangement. Employees will not be reimbursed for equipment or services that they purchase on their own without prior approval, unless otherwise required by law. The Company must pre-approve all reimbursable expenses under this policy. In addition, unless otherwise excused under applicable state or local law, all expenses for remote office maintenance should be documented with receipts, regardless of amount. DATA PROTECTION/PRIVACY: The employee agrees to comply with the Company's Electronics Communications Security policy and any other related privacy and data security policies. Consistent with this policy, employees must only use electronic communication equipment that meets all the Company's security requirements while working remotely or equipment that meets Company-mandated security standards. Employees agree to provide a secure location for computing equipment that accesses, stores, or transmits company data and will not use, or allow others to use, such equipment, if provided by the Company, for purposes other than Company business. Employees are responsible for safeguarding all forms of Company information while working remotely.

Come join our team and become part of what the Boston Globe has recognized as one of the Top 100 Women-Led Businesses in Massachusetts 2018 - 2025! Saving lives through organ and tissue donation is the mission uniting our employees and drives the work we do. New England Donor Services (NEDS) coordinates organ and tissue donation in Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, the eastern counties of Vermont and Bermuda. Responsible for one of the largest of the 55 Organ Procurement Organizations (OPOs) that make up the nation's donation system, NEDS works with over 200 hospitals and serves nearly 15 million people in our region, screening nearly 55,000 potential donor referrals annually. With approximately $140M in operating revenues, NEDS employs 378 clinical and non-clinical staff members throughout New England and across the country. Our vision is to be a leader in the development and implementation of strategies to increase the life-saving and life-enhancing gifts of organ and tissue donation through effective relationships with our clinical partners, donor families and the communities we serve. Job Description This is a hybrid position, a combination of remote and 2-3 days weekly in the Waltham, MA office. Want to use your strategic HR skills in a mission-driven environment? Join our dynamic team of HR professionals as we provide strategic support of the innovative and life-saving operations of organ and tissue donation in New England. The HR Business Partner creates strong relationships throughout the organization to support and execute the strategic goals and initiatives that drive the organization's culture, operational and growth goals. Why NEDS? Make a difference every day by supporting and developing teams that save and heal lives through organ and tissue donation. What will you do? Provide strategic HR guidance in employee engagement, benefits, employee relations, training, compensation and workforce planning. Advise business leaders on forecasting workforce needs to improve productivity and alignment to New England Donor Services mission and strategic goals. Continually assess the culture of the business unit, including through engagement survey results and stay interviews, and how that culture impacts clinical and business outcomes. Coaches leaders to positively influence the workplace environment and culture through programs and engagement initiatives. Advise managers and employees with NEDS HR Policies and Procedures, applicable federal, state and local employment laws and regulations in New England and multiple other states. Collaborate with Employee Learning and Advancement to facilitate leadership development for managers, including leadership coaching, succession planning and development planning. Use analytics to translate information into business decisions to drive outcomes. Through current knowledge of HR trends and technology, innovate processes and programs to drive engagement and increase efficiency and effectiveness. Qualifications Strong knowledge of Federal, State, and local laws (particularly in the New England states) and regulations related to the Human Resources function such as FLSA, ADA, Civil Rights Act of 1964 and FMLA. Solid understanding of HR compliance, policies and government reporting regulations affecting HR. Knowledge in a number of HR disciplines, with a heavy emphasis in employee relations, coaching and benefits. Excellent verbal, written, interpersonal and organizational skills. Demonstrated ability to be a flexible team player with a "can-do" attitude and a desire to learn new skills. Ability to develop and foster trusted working relationships with all levels within the organization. Ability to work occasional weekend and nights to support our 24/7/365 operations. Education and Experience: Bachelor's degree required Human Resources experience in a health care setting is highly preferred. 3-5 years of progressive HR business partner experience, strong emphasis in employee relations, benefits administration and compensation programs. Certificates, Licenses, Registrations: PHR, SPHR, SHRM-SCP or other HR certification preferred. Additional Information HIRING ALERT: NEDS is actively taking precautions to protect our community, staff and partners during this time of medical emergency due to COVID-19. In order to be employed at NEDS, you must be vaccinated and boosted for COVID-19. When you join New England Donor Services you can expect competitive salaries and a great benefit package. Benefits include a generous paid time off program, BCBS Health and Dental Insurance, Healthcare Reimbursement Account, 2x Annual Salary Life Insurance, Pet Insurance, Flexible Spending Account (FSA), Short-Term and Long-Term Disability Coverage, 403(b) Retirement Contribution, Tuition Reimbursement, Employee Assistance Program and Discounts through Working Advantage. New England Donor Services is an equal opportunity employer and welcomes candidates from all backgrounds to apply to meet the needs of the communities we serve. Hear from some of our employees at ********************

Axsome Therapeutics is a biopharmaceutical company leading a new era in the treatment of central nervous system (CNS) conditions. We deliver scientific breakthroughs by identifying critical gaps in care and develop differentiated products with a focus on novel mechanisms of action that enable meaningful advancements in patient outcomes. Our industry-leading neuroscience portfolio includes FDA-approved treatments for major depressive disorder, excessive daytime sleepiness associated with narcolepsy and obstructive sleep apnea, and migraine, and multiple late-stage development programs addressing a broad range of serious neurological and psychiatric conditions that impact over 150 million people in the United States. Together, we are on a mission to solve some of the brain's biggest problems so patients and their loved ones can flourish. For more information, please visit us at ************** and follow us on LinkedIn and X. About This Role Axsome Therapeutics is seeking a Human Resources Business Partner to support our growing teams and leaders throughout various stages of the employee lifecycle. This role will play a crucial role in aligning HR strategies with business objectives, fostering employee development, providing guidance and coaching to managers and enhancing employee development and engagement. This position will serve as a strategic partner across departments and will help to implement HR programs, policies and processes consistently and fairly. This role is based at Axsome's HQ in New York City with an on-site requirement of at least three days per week. We are unable to consider candidates who are looking for fully remote roles. Job Responsibilities and Duties include, but are not limited to, the following: * Act as a strategic partner for managers and team members, providing daily guidance and coaching on HR-related topics and issues * Facilitate and drive current HR processes within recruitment, onboarding, offboarding, performance management, policy and procedure development, employee engagement and career development, etc. while continuously looking for ways to improve and optimize the employee experience * Conduct meetings with assigned departments/managers to understand needs, concerns and feedback within individual teams * Provide HR policy guidance and interpretation to ensure consistent application of company policies * Provide day-to-day performance management guidance to managers (e.g., coaching, counseling, career development, disciplinary actions, etc.) * Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations as needed. * Administer Leave of Absence requests and serve as point of contact for LOA related questions * Work closely with the HR team to develop and implement various HR programs and initiatives, including performance reviews, trainings, handbook review, benefits, surveys, employee events and L&D Opportunities * Maintain in-depth knowledge of legal requirements related to day-to-day management of team members and partner with the legal department as needed/required Requirements / Qualifications * Bachelor's degree and at least 3+ years of relevant HR experience required * Strong understanding of multiple HR disciplines such as recruitment, performance management, compensation, headcount planning, career development, benefits and leave administration, etc. * Prior HRBP experience in the biotech/pharma/life science industries with a strong preference for candidates who supported field sales teams * Must be able to work on site Monday, Tuesday & Thursday Experience, Knowledge and Skills * Experience working in a fast-paced, startup environment highly preferred * General knowledge of relevant employment law, personnel policies & procedures best practice * Strong communication skills with the ability to interact and build relationships at all levels of the organization * Extremely organized, detail-oriented, collaborative, and curious * Ability to act with integrity, professionalism, and confidentiality * Excellent time management and organizational skills with a strong sense of urgency * Ability to work through organizational growth and supporting teams through change * Experience implementing new HR systems preferred but not required Salary and Benefits The anticipated salary range for this role is $115,000 - $135,000. We encourage candidates of all levels to apply as there may be flexibility on final job title and responsibilities. The salary offer will be based on a variety of factors, including experience, qualifications, internal equity and location. Axsome offers a competitive employment package that includes an annual bonus, significant equity and a generous benefits package. Axsome is committed to equal employment opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, gender, sex, age, religion, creed, national origin, sexual orientation, gender identity, ancestry, citizenship, marital status, physical or mental disability, medical condition, veteran status, genetic information, or any other characteristic protected by federal, state, or local law. Axsome Therapeutics does not accept unsolicited resumes from recruiters or third-party recruitment agencies and will not pay placement fees for unsolicited candidates that are sent to hiring managers, the HR team or other Axsome team members. Only approved vendors who have been explicitly asked to support a specific search will receive access to our Applicant Tracking System to submit candidates for consideration.

The Senior HR Business Partner (HRBP) provides strategic HR leadership to Insulet's CTO organization, supporting the development and execution of HR strategies that enable business success. This is an opportunity to continue building HR excellence across our teams. The CTO organization is at the heart of Insulet's innovation engine-responsible for advancing our technology platforms, driving product development, and delivering scalable solutions that support global growth and operational excellence. This means partnering with the HRBP team, Centers of Excellence (COEs), and CTO leaders to foster a culture of engagement, talent development, growth, and technical capability. The ideal candidate will bring a consultative mindset, strong business acumen, and a passion for enabling high-performing technical teams. RESPONSIBILITIES In partnership with HRBPs and COEs, develop and execute an HR strategic plan aligned with corporate and CTO-specific goals, focusing on areas such as organizational design, talent acquisition, performance management, training and development, succession planning, culture and engagement, recognition, and retention. Collaborate with Talent Acquisition to build strategic recruitment plans that attract and retain top-tier technical talent. Partner with Learning and Development to identify and implement training initiatives that support technical capability building and leadership development. Provide proactive guidance to CTO leaders on workforce planning, change management, talent reviews, and succession planning. Facilitate performance and talent calibration discussions with leadership teams. Lead or contribute to HR projects and process improvement initiatives to enhance policies, procedures, and practices. Offer performance management support to people managers, including coaching, career development, and performance improvement planning. Manage employee relations issues with professionalism and discretion; conduct thorough and objective investigations as needed. Promote and reinforce company culture and core values through leadership alignment and employee programs. Maintain confidentiality and manage sensitive information with integrity. Identify compliance and risk management issues and ensure appropriate mitigation strategies are in place. Support and/or lead other projects, programs, or duties as required. EDUCATION AND EXPERIENCE Minimum Requirements: Bachelor's degree and a minimum of 8 years of progressive HR experience. Strong working knowledge of HR disciplines including recruitment, organizational effectiveness, employee relations, performance management, training and development, compensation, and employment law. PREFERRED SKILLS AND COMPETENCIES Exceptional interpersonal and communication skills (oral and written). Demonstrated ability to build consultative partnerships with technical leaders. Results-oriented, resourceful self-starter with strong time management and execution skills. Experience supporting engineering, R&D, or technical employee populations. Strong organizational and analytical skills with attention to detail and process. Ability to prioritize and multitask in a dynamic, fast-paced environment. Skilled in conflict resolution, negotiation, and coaching. Flexible, adaptable, and resilient in the face of change. Highly customer-focused and team-oriented. Ability to work independently with minimal supervision. PHYSICAL REQUIREMENTS Some travel may be required, approximately 5-10%. NOTE: This position is eligible for hybrid working arrangements and requires on-site work from an Insulet office. #LI-Hybrid Additional Information: Compensation & Benefits: For U.S.-based positions only, the annual base salary range for this role is $135,225.00 - $202,837.50 This position may also be eligible for incentive compensation. We offer a comprehensive benefits package, including: • Medical, dental, and vision insurance • 401(k) with company match • Paid time off (PTO) • And additional employee wellness programs Application Details: This job posting will remain open until the position is filled. To apply, please visit the Insulet Careers site and submit your application online. Actual pay depends on skills, experience, and education. Insulet Corporation (NASDAQ: PODD), headquartered in Massachusetts, is an innovative medical device company dedicated to simplifying life for people with diabetes and other conditions through its Omnipod product platform. The Omnipod Insulin Management System provides a unique alternative to traditional insulin delivery methods. With its simple, wearable design, the tubeless disposable Pod provides up to three days of non-stop insulin delivery, without the need to see or handle a needle. Insulet's flagship innovation, the Omnipod 5 Automated Insulin Delivery System, integrates with a continuous glucose monitor to manage blood sugar with no multiple daily injections, zero fingersticks, and can be controlled by a compatible personal smartphone in the U.S. or by the Omnipod 5 Controller. Insulet also leverages the unique design of its Pod by tailoring its Omnipod technology platform for the delivery of non-insulin subcutaneous drugs across other therapeutic areas. For more information, please visit insulet.com and omnipod.com. We are looking for highly motivated, performance-driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it! At Insulet Corporation all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. (Know Your Rights)

Human Resources Business Partner _Hybrid_ Our HRBPs provide a broad range of strategic HR services to leaders within the business area(s) they support. Our HRBPs work in partnership with executives to address operational, talent, and talent life cycle-related issues, including change management, organizational development, culture, workforce planning, talent growth, development, and coaching. HRBPs proactively translate the group's business strategies into HR solutions that best enable the team to meet its strategic objectives. HRBPs are extended members of executive and senior leadership and are close advisors to the leadership team. HRBPs work with operational leaders to ensure positive caregiver experiences for the client groups they support. ((May partner with Caregiver Relations and HR Consultants to address employee and labor relations in their areas of accountability including mitigation labor risks as well as ongoing maintenance/adherence to local contracts where they exist.)) Possess a deep understanding of the business model, diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. This role leads programs and initiatives, champions the organization's culture, and develops practical local solutions to achieve business objectives. HRBPs are also responsible for coaching leaders to enhance their people-leadership capabilities. A key requirement of this role is the ability to use analytical tools to inform business decisions. In addition, our HRBPs ensure the quality of HR service delivery through effective collaboration with our HR operational services (shared services) and centers of expertise (COE) specialist teams. In this role, you will be expected to work on site three days a week. Providence caregivers are not simply valued - they're invaluable. Join our team at Providence Human Resources and thrive in our culture of patient-focused, whole-person care built on understanding, commitment, and mutual respect. Your voice matters here, because we know that to inspire and retain the best people, we must empower them. Required Qualifications: + 5 years experience in Human Resources Preferred Qualifications: + Bachelor's Degree in Business Administration, HR Management, or related field. + Upon hire: Senior Human Resource Professional Why Join Providence? Our best-in-class benefits are uniquely designed to support you and your family in staying well, growing professionally, and achieving financial security. We take care of you, so you can focus on delivering our Mission of caring for everyone, especially the most vulnerable in our communities. Accepting a new position at another facility that is part of the Providence family of organizations may change your current benefits. Changes in benefits, including paid time-off, happen for various reasons. These reasons can include changes of Legal Employer, FTE, Union, location, time-off plan policies, availability of health and welfare benefit plan offerings, and other various reasons. About Providence At Providence, our strength lies in Our Promise of "Know me, care for me, ease my way." Working at our family of organizations means that regardless of your role, we'll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable. Posted are the minimum and the maximum wage rates on the wage range for this position. The successful candidate's placement on the wage range for this position will be determined based upon relevant job experience and other applicable factors. These amounts are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities. Providence offers a comprehensive benefits package including a retirement 401(k) Savings Plan with employer matching, health care benefits (medical, dental, vision), life insurance, disability insurance, time off benefits (paid parental leave, vacations, holidays, health issues), voluntary benefits, well-being resources and much more. Learn more at providence.jobs/benefits. Applicants in the Unincorporated County of Los Angeles: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Unincorporated Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. About the Team Providence Shared Services is a service line within Providence that provides a variety of functional and system support services for our family of organizations across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. We are focused on supporting our Mission by delivering a robust foundation of services and sharing of specialized expertise. Providence is proud to be an Equal Opportunity Employer. We are committed to the principle that every workforce member has the right to work in surroundings that are free from all forms of unlawful discrimination and harassment on the basis of race, color, gender, disability, veteran, military status, religion, age, creed, national origin, sexual identity or expression, sexual orientation, marital status, genetic information, or any other basis prohibited by local, state, or federal law. We believe diversity makes us stronger, so we are dedicated to shaping an inclusive workforce, learning from each other, and creating equal opportunities for advancement. Requsition ID: 402567 Company: Providence Jobs Job Category: HR Generalist Job Function: Human Resources Job Schedule: Full time Job Shift: Day Career Track: Business Professional Department: 4002 SS HR FIELD HR CENTRAL Address: OR Portland 9205 SW Barnes Rd Work Location: Providence St Vincent Medical Ctr-Portland Workplace Type: Hybrid Pay Range: $48.27 - $76.22 The amounts listed are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

Company:AHI agilon health, inc.Job Posting Location:Remote - USAJob Title: VP, Human Resources - HR Business Partners and Talent ManagementJob Description: The Vice President of Human Resources - Talent Solutions is a key strategic leader responsible for shaping and executing enterprise-wide HR strategies across Human Resources Business Partner functions, Talent Management, Enterprise HR Strategy, and HR Data & Analytics. This role drives organizational performance by aligning people strategies with business objectives, fostering a culture of inclusion and excellence, and leveraging data insights to inform strategic workforce decisions. This leader will join a high-performing, mission-driven HR team committed to delivering exceptional partnership to the business and upholding the highest standards of professionalism, ethics, and integrity. Essential Duties & Responsibilities HR Business Partner Leadership - 40% Serve as a strategic advisor to senior leadership on organizational design, change management, workforce planning, and leadership effectiveness. Build trusted relationships with business units to ensure HR strategies and programs are aligned with operational and strategic goals. Oversee employee relations, conflict resolution, and performance management processes to support a positive, equitable, and high-performing workplace. Champion initiatives that advance employee experience, inclusion, culture, and overall organizational health. Talent Management - 45% Design and lead enterprise talent development strategies, including leadership development, succession planning, high-potential programs, and career progression frameworks. Oversee the performance management lifecycle, ensuring systems and processes support meaningful goal-setting, continuous feedback, and accountability. Develop and execute strategies to retain high-performing and mission-critical talent through learning, development, mentorship, and recognition programs. Promote a culture of learning by overseeing the creation and delivery of training, development resources, and capability-building programs. Culture, Engagement & Inclusion 10% Partner with Culture/Communications teams to design engagement strategies, listening mechanisms, and action planning. Oversee or collaborate on enterprise Inclusion strategy and lead initiatives that strengthen agilon's mission-driven, values-aligned culture and employee experience. HR Data & Analytics - 5% Leverage HR metrics and analytics to monitor workforce trends, including engagement, turnover, talent mobility, and hiring effectiveness. Partner with data and analytics teams to design and enhance dashboards and reporting capabilities for key HR and business KPIs (e.g., time-to-hire, retention, diversity representation). Present insights and data-driven recommendations to senior leadership to inform strategic planning, resource allocation, and organizational priorities. Required Qualifications: 15+ years of progressive experience in HR, Talent Management, or Employee Experience roles. Proven expertise in HR business partnering, talent acquisition, talent management, and HR analytics. Strong understanding of Artificial Intelligence tools, HR systems, and data visualization tools (e.g., Workday or similar platforms). Exceptional leadership and communication skills, with the ability to influence and collaborate across all levels of the organization. Strategic thinker with a data-driven mindset and the ability to translate insights into actionable HR strategies. Knowledge of employment laws, regulations, and compliance requirements. Education: Bachelor's degree in Human Resources, Business, Organizational Psychology, or related field. Master's degree in Industrial/Organizational Psychology, HR, OD, or related field is preferred. SHRM-SCP certification is preferred. Knowledge, Skills and Abilities: Deep understanding of talent management practices and organizational development. Familiarity with modern employee engagement strategies and onboarding best practices Strong leadership and people development skills. Excellent written and verbal communication skills. High level of project and program management capability. Analytical skills with the ability to interpret data and translate it into actionable insights. Skilled in change management and process improvement. Ability to influence and partner with stakeholders across all levels of the organization. Ability to design and implement scalable, sustainable talent programs. Ability to balance strategic thinking with hands-on execution. Location: Remote - MDPay Range: $183,600.00 - $229,500.00 Salary range shown is a guideline. Individual compensation packages can vary based on factors unique to each candidate, such as skill set, experience, and qualifications.

Schweiger Dermatology Group is one of the leading dermatology practices in the country with over 570 healthcare providers and over 170 offices in New York, New Jersey, Pennsylvania, Connecticut, Florida, Illinois, Missouri, Minnesota, and California. Schweiger Dermatology Group provides medical, cosmetic, and surgical dermatology services with over 1.5 million patient visits annually. Our mission is to create the Ultimate Patient Experience and a great working environment for our providers, support staff and all team members. Schweiger Dermatology Group has been included in the Inc. 5000 Fastest Growing Private Companies in America list for seven consecutive years. Schweiger Dermatology Group has also received Great Place to Work certification. To learn more, click here. Schweiger Dermatology Group's Ultimate Employee Experience: * Multiple office locations, find an opportunity near your home * Positive work environment with the tools to need to do your job and grow * Full time employees (30+ hours per week) are eligible for: * Medical (TeleHeath included), HSA/FSA, Dental, Vision on 1st of the month after hire date * 401K after 30 days of employment * Your birthday is an additional personal holiday * Company Sponsored Short Term Disability * Pre-tax savings available for public transit commuters * Part-time employees (less than 30 hours) are eligible for: * Dental and Vision on 1st of the month after date of hire * 401K after 30 days of employment * Employee discounts on Schweiger Dermatology Group skin care products & cosmetic services Job Summary: The HRBP serves as a strategic partner to business leaders, providing guidance on HR-related issues and driving HR initiatives that align with business objectives. Schedule: Full Time, Monday - Friday - must be available 9:00am - 5:00pm PST Travel: While primarily a remote position, additionally, this position may require on-site support as well as in-person team meetings. Mileage and travel accommodations are eligible for reimbursement in accordance with company policy. Essential Functions: * Develop and maintain strong working relationships with Ops leaders to understand their objectives and challenges and provide strategic HR guidance and support. * Drive talent management initiatives, including workforce planning, talent acquisition, and succession planning. * Provide coaching and support to managers on a wide range of employee relations issues, including performance concerns, disciplinary actions, and conflict resolution. * Collaborate with HR Centers of Excellence (COEs) to deliver HR programs and initiatives, such as talent acquisition, compensation and benefits, learning and development, and diversity and inclusion. * Facilitate all HR functions for support area(s) including but not limited to onboarding and offboarding of staff and providers. * Oversee and manage HR Generalist(s) that support HRBP regions. * Analyze HR data and trends to identify areas for improvement and recommend solutions to enhance organizational effectiveness. * Serve as a change agent by proactively identifying areas for HR process improvement and driving the implementation of change initiatives. * Ensure compliance with all applicable HR laws and regulations, as well as company policies and procedures. * Act as a liaison between employees and management, ensuring effective communication and resolution of employee concerns. * Lead HR projects as assigned, demonstrating project management skills and the ability to deliver results on time and within budget. * Support M&A efforts with items such as employee meetings, new hire paperwork, and onboarding processes ensuring a smooth transition. * Other duties as assigned by supervisor on an as-needed basis, contributing to the overall success of the HR team and the organization. Qualifications: * Bachelor's degree required; Master's degree preferred. * 5+ years of progressive HR experience, with at least 2 years in a business partner or similar role. * Certification from national recognized institution preferred (PHR/SHRM-CP). * Strong knowledge of HR laws and regulations. * Excellent communication and interpersonal skills. * Ability to work effectively in a fast-paced, dynamic environment. * Working knowledge of HIPAA & OSHA compliance. * 3+ years of recent California labor laws experience Salary Range $85,000 - $90,000 Schweiger Dermatology Group, is an equal opportunity employer and does not discriminate in its hiring process with applicants, whether internal or external, because of race, creed, color, age, national origin, ancestry, religion, gender, sexual orientation, gender identity, disability, genetic information, veteran status, military status, application for military service or any other class per local, state or federal law. Schweiger Dermatology Group does not require vaccination for COVID-19 in order to be considered for employment; however, some state guidelines may require that we keep record of your vaccination status on file.

Do you have HEART? We are looking for individuals who can embrace our mission to purposely brighten and enrich the lives of those we serve with HEART; Hospitality, Excellence, Appreciation, Respect & Teamwork. In this role you will be responsible for overseeing the Human Resources function at a community. This position handles issues such as, but not limited to, recruiting, new hire orientation, benefits administration, payroll and maintains files. This position reports to the Executive Director and may be required to supervise other staff positions. Job Description Pay range: $80,000-$90,000 per year *Pay range is flexible with consideration of experience and HR expertise* Maintain personnel files. Conduct new hire orientation and administer benefits. Assist in answering employee questions or concerns. Ensure that payroll is accurately prepared and reported to the corporate office at the designated time. Process/file workers compensation claims. Respect and maintain confidentiality of the office, the records, and restricted information. Understand roll in the safety and disaster plan. Recommend procedures to reduce absenteeism and turnover. Oversee performance review program to ensure effectiveness, compliance, and equity within organization. Approve and monitor employee counseling, disciplinary actions, and performance improvement plans. Suggest and implement training opportunities. Participate in the Manager On-Duty program. Attend various community events. Qualifications Level of Formal Education: An Associate's Degree (A.A) or equivalent from two-year college or technical school; or one to two years related experience and/or training; or equivalent combination of education and experience Area of Study: Human Resources, Psychology or Business preferred Years of Experience: 2+ years Type of Experience: Human Resources Language Skills: Acceptable fluency in English in order to perform job duties and speak, read, write, and communicate with all others. Technical Competencies: Must be proficient with Outlook, Word, Excel & PowerPoint Skills and Ability: Ability to make independent decisions when circumstances warrant such action. Ability to communicate effectively with all levels of management, employees and outside contacts. Strong organizational skills. Personal Attributes: Strong attention to detail Driving Requirements Does this job require the ability and license to drive an automobile? Yes Additional Information Senior Lifestyle offers a comprehensive benefits plan to eligible team members including health, dental, vision, retirement benefits, short-term disability, long-term disability, and paid time off. All Senior Lifestyle positions are eligible to use DailyPay, an application that allows you to access your earned but unpaid wages before your next payday. Senior Lifestyle requires that all employees provide proof of COVID-19 vaccination unless exempt due to medical, religious, or personal beliefs. Government requirements or exclusions may apply.

The Regional Human Resources Director provides strategic guidance and support to leadership in designated geographic regions regarding best practices on key HR functions including employee relations, affirmative action, employment law compliance, performance management, policy implementation, compensation, succession planning, change management, retention, talent development and conflict resolution. Leads and delivers high quality HR services to all levels of employees. This is a remote position with travel to clinics. Candidates should reside in the Salt Lake City, UT, Denver, CO or Phoenix, AZ area. Essential Duties and Responsibilities include the following. Other duties and tasks may be assigned. Objectively and effectively manage and investigate highly sensitive and complex employee relations issues and provide recommendations for resolution to Leadership. Align HR strategy with business goals; perform as internal consultant to leaders on organizational effectiveness and emerging HR initiatives. Serve as a seasoned change agent with proven ability to drive and influence strong and seasoned business leaders and implement improvements. Build strong working relationships with leadership, management and employees through proactive, thorough and timely response and resolution to all employee relations concerns. Collaborate with and engage with HR subject matter experts including Compensation, Training, Recruiting to execute on strategic plans for assigned business areas. Facilitate meetings, develop and present training programs on HR Related topics as needed. Oversee the performance management process and provide managers with appropriate guidance on documentation, coaching, and performance improvement plans. Provide policy guidance and interpretation of state specific and Federal labor law. Uphold management goals of corporation by leading staff in team concepts and promoting a team effort. Maintain effective personnel management and employee relations, including evaluating the performance of all personnel; approving and submitting all hours worked and counseling and disciplining employees. May recruit, train, develop, and supervise personnel.

The Regional Human Resources Director provides strategic guidance and support to leadership in designated geographic regions regarding best practices on key HR functions including employee relations, affirmative action, employment law compliance, performance management, policy implementation, compensation, succession planning, change management, retention, talent development and conflict resolution. Leads and delivers high quality HR services to all levels of employees. This is a remote position with travel to clinics. Candidates should reside in the Salt Lake City, UT, Denver, CO or Phoenix, AZ area. Essential Duties and Responsibilities include the following. Other duties and tasks may be assigned. Objectively and effectively manage and investigate highly sensitive and complex employee relations issues and provide recommendations for resolution to Leadership. Align HR strategy with business goals; perform as internal consultant to leaders on organizational effectiveness and emerging HR initiatives. Serve as a seasoned change agent with proven ability to drive and influence strong and seasoned business leaders and implement improvements. Build strong working relationships with leadership, management and employees through proactive, thorough and timely response and resolution to all employee relations concerns. Collaborate with and engage with HR subject matter experts including Compensation, Training, Recruiting to execute on strategic plans for assigned business areas. Facilitate meetings, develop and present training programs on HR Related topics as needed. Oversee the performance management process and provide managers with appropriate guidance on documentation, coaching, and performance improvement plans. Provide policy guidance and interpretation of state specific and Federal labor law. Uphold management goals of corporation by leading staff in team concepts and promoting a team effort. Maintain effective personnel management and employee relations, including evaluating the performance of all personnel; approving and submitting all hours worked and counseling and disciplining employees. May recruit, train, develop, and supervise personnel.

The Regional Human Resources Director provides strategic guidance and support to leadership in designated geographic regions regarding best practices on key HR functions including employee relations, affirmative action, employment law compliance, performance management, policy implementation, compensation, succession planning, change management, retention, talent development and conflict resolution. Leads and delivers high quality HR services to all levels of employees. This is a remote position with travel to clinics. Candidates should reside in the Salt Lake City, UT, Denver, CO or Phoenix, AZ area. Essential Duties and Responsibilities include the following. Other duties and tasks may be assigned. Objectively and effectively manage and investigate highly sensitive and complex employee relations issues and provide recommendations for resolution to Leadership. Align HR strategy with business goals; perform as internal consultant to leaders on organizational effectiveness and emerging HR initiatives. Serve as a seasoned change agent with proven ability to drive and influence strong and seasoned business leaders and implement improvements. Build strong working relationships with leadership, management and employees through proactive, thorough and timely response and resolution to all employee relations concerns. Collaborate with and engage with HR subject matter experts including Compensation, Training, Recruiting to execute on strategic plans for assigned business areas. Facilitate meetings, develop and present training programs on HR Related topics as needed. Oversee the performance management process and provide managers with appropriate guidance on documentation, coaching, and performance improvement plans. Provide policy guidance and interpretation of state specific and Federal labor law. Uphold management goals of corporation by leading staff in team concepts and promoting a team effort. Maintain effective personnel management and employee relations, including evaluating the performance of all personnel; approving and submitting all hours worked and counseling and disciplining employees. May recruit, train, develop, and supervise personnel.

We're growing - and we're looking for a Talent Acquisition Manager who will help us build the exceptional teams that bring our mission to life. Vericel, a leader in advanced cell therapies for sports medicine and severe burn care, is seeking a strategic and hands-on Talent Acquisition Manager to strengthen our ability to attract and retain top talent. This individual will play a critical role in shaping Vericel's hiring strategy, advancing our employer brand, directly filling positions, and equipping hiring managers with the skills and tools to make great hiring decisions. You'll be both a strategic partner and a roll-up-your-sleeves recruiter who drives results, builds scalable talent programs, and helps Vericel continue to grow its exceptional team and culture. This position is in-office from Monday - Thursday at our Burlington, MA location, with flexibility to work remotely on Fridays. Key Responsibilities Talent Strategy & Execution Partner with business and functional leaders, as well as respective HR Business Partners, to understand workforce needs and build proactive recruiting strategies aligned with Vericel's growth plans. Directly responsible for full cycle recruiting from entry through leadership positions across technical, manufacturing, quality, commercial and corporate functions. Develop and maintain strong pipelines of mission-driven candidates who align with Vericel's values and patient-focused purpose. Employer Branding & Candidate Experience Strengthen Vericel's reputation as an employer of choice by developing and executing an employer branding strategy that reflects our purpose, culture, and scientific excellence. Design and execute creative sourcing strategies to attract top talent aligned with Vericel's mission and values. Build and enhance Vericel's employer brand by showcasing our people, culture, and impact through social media, career events, and digital storytelling. Ensure a seamless and engaging candidate experience from first touch through onboarding. Manager Enablement & Hiring Excellence Design and deliver training programs that equip hiring managers and hiring teams with the skills to conduct effective interviews and make evidence-based hiring decisions. Develop and maintain practical hiring tools, templates, and interview guides that standardize best practices across the organization. Coach leaders on competency-based interviewing and candidate evaluation techniques to strengthen selection quality. Leverage recruiting technology and analytics to track progress, share insights, and continuously improve hiring outcomes. Create and manage dashboards to track recruiting metrics, such as time-to-fill, pipeline, and hiring manager satisfaction. Build innovative tools and processes that simplify hiring and enhance collaboration between HR, hiring teams, and leadership. ________________________________________ Qualifications High sense of urgency, strong follow-through, and a passion for delivering exceptional results Strong consultative and relationship-building skills with hiring managers and candidates Experience managing a high volume of requisitions and meeting aggressive hiring goals Bachelor's degree with 5+ years of progressive recruiting experience Proven success hiring for critical and specialized roles in a fast-paced, growth-oriented environment (biotech, pharma, or life sciences preferred) Demonstrated ability to build and execute employer branding initiatives Experience designing and delivering interview and selection training for managers Strong proficiency with ATS systems and recruiting analytics tools Excellent communication, relationship-building, and influencing skills Strong bias for action, accountability, and continuous improvement The annual salary range Vericel reasonably and in good faith expects to pay for this position at the time of this posting is $125,000 - $150,000. This position is eligible for bonus and equity. The actual salary offered will be determined based on factors such as the candidate's qualifications, experience, and skills. In accordance with Massachusetts law, Vericel provides the pay range that it reasonably and in good faith expects to pay for a particular and specific employment position at the time of posting or offer. This range is subject to change based on business needs, market conditions, and individual qualifications. Employees and applicants may request the pay range for their position or for a position to which they are applying. Retaliation for making such a request is strictly prohibited. All applicants will receive consideration for employment without regard to their race, color, religion, sex, national origin, sexual orientation, gender identity, or protected veteran status and will receive consideration for employment and will not be discriminated against on the basis of disability. Vericel Corporation is an Equal Opportunity/Affirmative Action Employer. Vericel Corporation is VEVRAA federal contractor and desires priority referrals of protected veterans for job openings at all locations within the state.

Axsome Therapeutics is a biopharmaceutical company leading a new era in the treatment of central nervous system (CNS) conditions. We deliver scientific breakthroughs by identifying critical gaps in care and develop differentiated products with a focus on novel mechanisms of action that enable meaningful advancements in patient outcomes. Our industry-leading neuroscience portfolio includes FDA-approved treatments for major depressive disorder, excessive daytime sleepiness associated with narcolepsy and obstructive sleep apnea, and migraine, and multiple late-stage development programs addressing a broad range of serious neurological and psychiatric conditions that impact over 150 million people in the United States. Together, we are on a mission to solve some of the brain's biggest problems so patients and their loved ones can flourish. For more information, please visit us at ************** and follow us on LinkedIn and X. About This Role Axsome Therapeutics is seeking a Human Resources Business Partner to support our growing teams and leaders throughout various stages of the employee lifecycle. This role will play a crucial role in aligning HR strategies with business objectives, fostering employee development, providing guidance and coaching to managers and enhancing employee development and engagement. This position will serve as a strategic partner across departments and will help to implement HR programs, policies and processes consistently and fairly. This role is based at Axsome's HQ in New York City with an on-site requirement of at least three days per week. We are unable to consider candidates who are looking for fully remote roles. Job Responsibilities and Duties include, but are not limited to, the following: Act as a strategic partner for managers and team members, providing daily guidance and coaching on HR-related topics and issues Facilitate and drive current HR processes within recruitment, onboarding, offboarding, performance management, policy and procedure development, employee engagement and career development, etc. while continuously looking for ways to improve and optimize the employee experience Conduct meetings with assigned departments/managers to understand needs, concerns and feedback within individual teams Provide HR policy guidance and interpretation to ensure consistent application of company policies Provide day-to-day performance management guidance to managers (e.g., coaching, counseling, career development, disciplinary actions, etc.) Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations as needed. Administer Leave of Absence requests and serve as point of contact for LOA related questions Work closely with the HR team to develop and implement various HR programs and initiatives, including performance reviews, trainings, handbook review, benefits, surveys, employee events and L&D Opportunities Maintain in-depth knowledge of legal requirements related to day-to-day management of team members and partner with the legal department as needed/required Requirements / Qualifications Bachelor's degree and at least 3+ years of relevant HR experience required Strong understanding of multiple HR disciplines such as recruitment, performance management, compensation, headcount planning, career development, benefits and leave administration, etc. Prior HRBP experience in the biotech/pharma/life science industries with a strong preference for candidates who supported field sales teams Must be able to work on site Monday, Tuesday & Thursday Experience, Knowledge and Skills Experience working in a fast-paced, startup environment highly preferred General knowledge of relevant employment law, personnel policies & procedures best practice Strong communication skills with the ability to interact and build relationships at all levels of the organization Extremely organized, detail-oriented, collaborative, and curious Ability to act with integrity, professionalism, and confidentiality Excellent time management and organizational skills with a strong sense of urgency Ability to work through organizational growth and supporting teams through change Experience implementing new HR systems preferred but not required Salary and Benefits The anticipated salary range for this role is $115,000 - $135,000. We encourage candidates of all levels to apply as there may be flexibility on final job title and responsibilities. The salary offer will be based on a variety of factors, including experience, qualifications, internal equity and location. Axsome offers a competitive employment package that includes an annual bonus, significant equity and a generous benefits package. Axsome is committed to equal employment opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, gender, sex, age, religion, creed, national origin, sexual orientation, gender identity, ancestry, citizenship, marital status, physical or mental disability, medical condition, veteran status, genetic information, or any other characteristic protected by federal, state, or local law. Axsome Therapeutics does not accept unsolicited resumes from recruiters or third-party recruitment agencies and will not pay placement fees for unsolicited candidates that are sent to hiring managers, the HR team or other Axsome team members. Only approved vendors who have been explicitly asked to support a specific search will receive access to our Applicant Tracking System to submit candidates for consideration.

Department: Human Resources Reports To: Chief Human Resources Officer (CHRO) Schedule: Part Time, 25 to 30 hours per week FLSA: Exempt Individual Contributor Compensation Range: $34,000 to $38,000 USD About Achievement Centers for Children (ACC) Achievement Centers for Children is a Cleveland area nonprofit that helps children and young adults with disabilities and their families achieve and thrive. We deliver therapy, education, recreation, and family support programs across Northeast Ohio. Our teams partner closely with schools, families, and community organizations to deliver practical support and meaningful outcomes. We value compassion, accountability, inclusion, collaboration, and excellence. Role Summary The HR Partner, Talent Acquisition is the single point of accountability for hiring and first year integration for assigned departments. This role leads the candidate to employee journey from requisition intake through sourcing, structured interviews, offer, pre-boarding, and day one readiness. After acceptance, the HR Partner guides each new hire through a defined first year success plan in partnership with the manager. Success is measured by time to slate, time to accept, offer acceptance, ninety day and one year retention, and hiring manager and new hire satisfaction. Essential Duties and Responsibilities Own requisition intake for assigned departments within two business days and confirm must haves, success profile, interview panel, and decision rules Build and manage a recruiting plan for each role, including source mix, outreach list, posting plan, and first slate target by date Run structured screens and interviews using scorecards and drive timely selection decisions Prepare offers aligned to approved compensation bands and internal equity, documenting approvals for any exceptions, and close candidates with urgency and care Create a First Year Success Plan for every accepted offer and lead manager check ins at day 30, day 60, day 90, month 6, and month 12 Surface and resolve early risk flags (attendance, access, performance, or fit) by convening the manager and HR Operations within 48 hours Coordinate with HR Operations to ensure preboarding completion and day one readiness Maintain accurate and current data in the ATS and HRIS, including status notes, next actions, and dates; publish weekly funnel and first year cohort updates Translate recruiting and retention insights into specific recommendations that improve pass through, aging, acceptance, and early attrition Ongoing Duties and Responsibilities Maintain strict confidentiality of employee and agency information and use sound judgment in all communications Represent ACC with professionalism, courtesy, and accuracy in all interactions Follow all agency policies and procedures, including timekeeping, safety, and appropriate use of systems and equipment Demonstrate integrity, accountability, and respect; build trust and model positive human relations Practice inclusive behaviors and support a culture where all employees feel valued and heard Participate in required training and pursue continuous learning Identify process issues and propose practical improvements that increase speed, quality, or compliance Required Qualifications Education Associate degree required or equivalent experience Bachelor s degree in business, human resources, or related field preferred Experience Three or more years of full cycle recruiting experience with measurable outcomes (speed, quality, offer acceptance) Hands on experience using an applicant tracking system and HRIS for notes, reporting, and workflow management Experience with structured interviewing, scorecards, and basic compensation knowledge Equal Opportunity Employer Achievement Centers for Children is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Job Description Department: Human Resources Reports To: Chief Human Resources Officer (CHRO) Schedule: Part Time, 25 to 30 hours per week FLSA: Exempt Individual Contributor Compensation Range: $34,000 to $38,000 USD About Achievement Centers for Children (ACC) Achievement Centers for Children is a Cleveland area nonprofit that helps children and young adults with disabilities and their families achieve and thrive. We deliver therapy, education, recreation, and family support programs across Northeast Ohio. Our teams partner closely with schools, families, and community organizations to deliver practical support and meaningful outcomes. We value compassion, accountability, inclusion, collaboration, and excellence. Role Summary The HR Partner, Talent Acquisition is the single point of accountability for hiring and first year integration for assigned departments. This role leads the candidate to employee journey from requisition intake through sourcing, structured interviews, offer, pre-boarding, and day one readiness. After acceptance, the HR Partner guides each new hire through a defined first year success plan in partnership with the manager. Success is measured by time to slate, time to accept, offer acceptance, ninety day and one year retention, and hiring manager and new hire satisfaction. Essential Duties and Responsibilities Own requisition intake for assigned departments within two business days and confirm must haves, success profile, interview panel, and decision rules Build and manage a recruiting plan for each role, including source mix, outreach list, posting plan, and first slate target by date Run structured screens and interviews using scorecards and drive timely selection decisions Prepare offers aligned to approved compensation bands and internal equity, documenting approvals for any exceptions, and close candidates with urgency and care Create a First Year Success Plan for every accepted offer and lead manager check ins at day 30, day 60, day 90, month 6, and month 12 Surface and resolve early risk flags (attendance, access, performance, or fit) by convening the manager and HR Operations within 48 hours Coordinate with HR Operations to ensure preboarding completion and day one readiness Maintain accurate and current data in the ATS and HRIS, including status notes, next actions, and dates; publish weekly funnel and first year cohort updates Translate recruiting and retention insights into specific recommendations that improve pass through, aging, acceptance, and early attrition Ongoing Duties and Responsibilities Maintain strict confidentiality of employee and agency information and use sound judgment in all communications Represent ACC with professionalism, courtesy, and accuracy in all interactions Follow all agency policies and procedures, including timekeeping, safety, and appropriate use of systems and equipment Demonstrate integrity, accountability, and respect; build trust and model positive human relations Practice inclusive behaviors and support a culture where all employees feel valued and heard Participate in required training and pursue continuous learning Identify process issues and propose practical improvements that increase speed, quality, or compliance Required Qualifications Education Associate degree required or equivalent experience Bachelor's degree in business, human resources, or related field preferred Experience Three or more years of full cycle recruiting experience with measurable outcomes (speed, quality, offer acceptance) Hands on experience using an applicant tracking system and HRIS for notes, reporting, and workflow management Experience with structured interviewing, scorecards, and basic compensation knowledge Equal Opportunity Employer Achievement Centers for Children is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Are you searching for a company that you'll be with for years? How about a company that offers a variety of opportunities with options that may include remote/work from home positions, management and above, healthcare, IT, human resources, sales, as well as many other options? Since 1984, Medcor has helped companies reduce their healthcare costs and improve the health outcomes of their employees. They do this by offering several different services to their clients. We would love for you to apply to this "Talent Community" so that we can consider you for one of our many amazing opportunities! Please understand that you are not applying for a specific position at Medcor, rather a talent community that we will keep on file and reach out when/if we have an opportunity that matches your desired role with us! Please ensure your resume is up to date with relevant work experience, education, skills & qualifications, as well as certifications. The pay for this position is equivalent to the role in which you'll be considered, and could be a range between $17 per hour to $180,000+ per year. Since we have so many potential opportunities ranging from support personnel to full-time physicians, it would be difficult to identify the exact pay you'll be offered - but we will discuss the pay for your specific position during an interview (if you are chosen for an interview). Additionally, we have full-time, part-time, and PRN roles. Here are some other things to consider: Benefits We don t just advocate for our clients and our patients; we also advocate for ourselves. Our benefits include paid time off, health and dental insurance, 401K with match, education reimbursement and more. To learn more about Medcor s Culture click here . Medcor Philosophy Medcor embraces a set of simple, interconnected practices that everyone can tailor to their own life and work. To preserve our pioneering, entrepreneurial spirit, we impart our values through the ongoing Better@Medcor campaign: encouraging our advocates to make a conscious choice to practice our values, to celebrate and recognize each other via our peer recognition program, and to support one another during tough times. Medcor is a tobacco free and smoke free workplace! EOE/M/F/Vet/Disability We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.

TEN (Transportation Equipment Network) is proud to be the North American leader in transportation equipment and solutions. We're full service and fully loaded with an industry-leading diverse fleet of over 80,000 trailers and a support network of 240 service bays, 118 mobile service trucks, and 430+ skilled mechanics. Equipped with decades of knowledge and experience, incredible customer track records, and a sharp perspective on the future of the industry, TEN offers full-service trailer solutions that keep businesses moving forward. Across North America, our growing team of over 1,000 dedicated professionals are creating exceptional experiences at every step. As a part of our comprehensive offerings, we provide trailer leasing, rental options, sales, and storage solutions. Our proficient technicians, equipped with extensive expertise, perform top-tier service, maintenance, and repairs in our state-of-the-art facilities. Additionally, we also offer 24/7 roadside assistance, guaranteeing prompt support whenever it's required. We believe in rewarding our employees for their exceptional skills and dedication. That's why we offer our employees a range of attractive benefits that set us apart from the rest: Comprehensive Health, Dental, Vision, and numerous additional insurance programs available 401(k) plan with company match Profit-sharing opportunities Paid time off (PTO) and paid holidays Wellness incentives to support a healthy lifestyle Employee recognition and awards programs Tuition Reimbursement The Talent Acquisition Lead is responsible for driving full-cycle recruitment and building a proactive pipeline of top talent for the organization. This role serves as a strategic partner to hiring managers - collaborating to understand workforce needs, shaping sourcing strategies, and ensuring an exceptional candidate experience. As a candidate, you should have a focus on attraction and retention of skilled trades, networking, and developing new channels for talent. Our TEN headquarters is located in Dublin, OH. We are open to hiring remote, but would need to find the right fit! As a Talent Acquisition Lead, you will: Lead the full recruiting lifecycle: role scoping, screening, interviewing, assist with selection, and offer support. Identify and cultivate new pipelines for specialized, technical, and hard-to-fill roles. Develop and execute multi-channel sourcing strategies including networking, industry events, trade schools, career fairs, and community functions. Collaborate with leadership and marketing to strengthen employer brand messaging. Promote TEN as a destination employer in key talent markets. Facilitate alignment meetings, interview planning, and regular process updates. Track and analyze talent acquisition metrics to guide strategy and continuous improvement. To be successful you will need to have the following experience, skills and abilities: Experience with mechanics and/or Transportation industry would be an asset 4+ years of experience in recruiting Able to work in a fast pace, growing company Strategic problem solver with a knack for identifying new talent sources Highly organized and able to manage multiple priorities at once and ensure follow-up on all vacancies. Effective verbal and written communication skills including virtual meeting skills. Passionate about creating a great candidate and hiring manager experience. Please note all prospective employees must pass a pre-employment background check, drug screen, have a valid driver's license, and meet our insurability standards. All applications will be reviewed carefully by our team. Please note that only candidates selected for an interview will be contacted. TEN (Transportation Equipment Network) is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.