Director of human resources jobs in Albany, NY - 67 jobs

Your new company A growing leader in renewable energy and heavy civil construction, committed to building sustainable solutions for communities. The organization fosters a collaborative culture where safety, respect, and innovation are at the forefront, offering opportunities for professional growth and impact. They are looking for an HR Leader to join their team in Fulton County, NY! Your new role As the senior HR leader, you will shape the people strategy for a dynamic business. This role partners closely with executives to drive culture, talent development, and organizational effectiveness. You'll oversee key areas such as workforce planning, employee engagement, compliance, and leadership development, ensuring the company attracts and retains top talent. What you will need to succeed • Bachelor's degree in HR, Business, or related field • Extensive HR leadership experience, ideally at an executive level • Strong knowledge of employment laws and compliance • Exceptional communication and relationship-building skills • Ability to lead change and foster a high-performance culture • Proficiency with HR systems and data-driven decision-making What you will get in return A strategic seat at the table in a growing organization, competitive compensation, and the chance to influence company-wide initiatives. You'll join a team that values integrity, collaboration, and continuous improvement. What you need to do now If you're interested in this role, click 'apply now' to forward an up-to-date copy of your CV, or call us now. If this job isn't quite right for you but you are looking for a new position, please contact us for a confidential discussion on your career.

The New York Independent System Operator (NYISO) manages the efficient flow of electricity on more than 11,000 circuit-miles of high-voltage transmission lines, dispatching power from hundreds of generating units across the state. The New York Independent System Operator (NYISO) applies cutting-edge technology to operating a reliable electricity system, managing competitive markets for wholesale electricity, and planning for the Empire State's energy future. The NYISO's Human Resources department invites applications for a full-time Manager, Human Resources. This position serves as the organizational leader of Talent Acquisition and Immigration, while also serving as a business partner and advocate for an assigned group of employees. As the functional leader of Talent Acquisition and Immigration, this individual will provide strategic direction and tactical implementation of organization-wide hiring programs, immigration workflows, and talent strategies. This role ensures the organization attracts, selects, and retains a high performing workforce through the use of best practices. This individual is also responsible for federal, state and local regulatory compliance, including oversight of employment-based immigration requirements. As the business partner, the manager will lead organization-wide processes to attract, retain, develop, and motivate a talented and diverse workforce, with a specific focus on staffing and workforce planning for their assigned groups. The individual will work collaboratively with leadership from those teams to identify needs and take ownership for providing solutions. This will involve work primarily focused around staffing, on boarding, performance management, employee relations, employee engagement, employee learning and development and reward and recognition. This role will model team leadership and management, innovation, strategic vision, empowerment, teamwork, accountability, communication, adaptability, problem solving, decision making, and ethics and integrity. ESSENTIAL DUTIES and RESPONSIBILITIES include the following. Leads, executes and administers human resource processes including employment, on-boarding, training, organizational design and development, performance management, employee and labor relations, compensation benefits and reward and recognition, and leads the deployment of all programs developed by the human resources department. Serves as the functional leader for the Talent Acquisition area, providing organizational direction, expertise, and oversight of recruitment strategies, processes, and tools. Manages the Talent Acquisition team, ensuring consistent, equitable, and compliant execution of hiring and immigration practices Oversees all employment-based immigration activities, partnering with the Immigration Specialist and both internal and external counsel to ensure timely case management, employee communication, and adherence to federal requirements for sponsorships, visa processing, and documentation. Leads the collaboration with management to ensure understanding and compliance with Human Resources Policies and Procedures. Audits and administers processes to ensure compliance with federal, state and local laws and regulatory requirements including EEO, ADA, FMLA, USDOL, AAP, FLSA and NYSDHR. Designs, develops, and recommends policies and procedures to meet changing organizational needs. Proactively identifies employee relations issues and leads the strategy to ensure resolution in a timely and efficient manner. Leads employee committees with respect to mentoring, Diversity, Equity and Inclusion and professional development Advises and counsels Vice Presidents, Directors, Senior Managers, Managers, and employees on all human resource policies and procedures. Collaborates with HR Team for process improvements and for conflict and problem resolution. Develops and delivers employee communications including training on topics such as performance management, succession planning and effective recruiting. Manages internal programs including but not limited to annual internship and co-op programs. Leads and oversees full-cycle staffing efforts across the organization. Leads collaboration efforts with management staff to identify key employees and develop career and/or succession plans. Partners with management on the development of performance evaluations, succession plans and performance improvement plans as required. Is a participant and contributor at management team meetings. Drives organizational change and develops and administers management focus groups for input regarding changes in policies, processes and procedures. Coaches Managers and Supervisors.in execution of human resources processes and practices. Is aware of the organizational climate and proactively makes suggestions and recommendations to improve the organization. Recruits, interviews, and selects employees to fill vacant positions in collaboration with the HR Team and management. Monitors the success of implementation of new policies and programs and provides feedback to management. Conducts employee exit interviews, supplies data and analyzes trending and/or metrics regarding terminations. Other duties may be assigned. SUPERVISORY RESPONSIBILITIES Manages and directs the work of experienced Human Resources professionals. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE Bachelor's Degree (B.S.) in Human Resources, Business or equivalent; Master's degree (M.A./M.B.A.) desirable; ten years human resources experience and/or training; or equivalent combination of education and experience. PHR or SPHR Certification preferred. LEADERSHIP & MANAGEMENT SKILLS Excellent project management skills are essential for all aspects of this assignment. Highly developed leadership, communication, negotiation, strategic thinking, consensus building and decision-making skills are essential. The ability to maintain a high degree of confidentiality is essential due to the sensitive nature of the data with which the position deals, and mandates in ISO Agreements. LANGUAGE SKILLS Ability to read, analyze and interpret complex documents. Ability to respond effectively to the most sensitive inquiries or complaints. Ability to write business documents and policies using business writing techniques or style. Ability to make effective and persuasive speeches and presentations on controversial or complex topics to employees at all levels of the organization including the senior leadership team.. PHYSICAL DEMANDS 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. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand, walk, sit and use hands to perform routine office tasks. The employee is occasionally required to reach with hands and arms. The employee must occasionally lift and/or move up to 10 pounds. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The ability to travel to various locations, mostly in the continental US, to represent the NYISO and/or provide training sessions, and speak in public forums on behalf of the NYISO. At the NYISO, we realize the importance of balancing the availability of remote work with the inherent value of bringing people together to attain success in the areas of maximum collaboration, relationship building and growth, teamwork, innovation and problem solving, as well as professional development and mentoring. In this role, you will be required to work onsite from our Rensselaer, NY location several days per workweek, with the option to work remotely on the remaining days. You will also be expected to respond to all business needs that may require any increase to the regular onsite requirements. The NYISO takes pride in recruiting, developing and retaining highly talented individuals. In addition to competitive salaries, we offer a comprehensive benefits package and innovative reward programs. All offers of employment will be made contingent upon the successful completion of a drug screening and background check. The NYISO is an Equal Opportunity Employer and as such, does not discriminate in its hiring or employment practices. #LI-Onsite Salary Range$114,500-$198,500 USD

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Summary The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands 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. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Skills & Requirements Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands 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. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

The Director of Human Resources exercises the powers and duties of a Personnel Officer as provided for in the New York State Civil Service Law; Responsibilities of the Director of Human Resources fall within the areas of Civil Service administration, labor relations, benefits administration, and responsibility for the operations of the Livingston County Human Resources Department. Work is performed in the office and in the field. The individual works under the direction of the County Administrator and exercises supervision over the staff of the Livingston County Human Resources Department. The individual performs the typical work activities set forth below and performs other related duties as assigned. TYPICAL WORK ACTIVITIES: Administers the provisions of the New York State Civil Service Law and Civil Service Rules for Livingston County, as well as all municipalities, school districts, public libraries, and special districts within Livingston County; Prepares and administers rules for County officers and employees subject to the approval of the County Administrator and as otherwise provided by law; Assists the County Administrator with collective bargaining negotiations, as well as analyzing, responding to, and resolving grievances under existing collective bargaining agreements; Administrates and coordinates all benefits programs and plans for current County employees and eligible retired County employees, as appropriate; Assists department heads with handling and resolving employee complaints and grievances under existing collective bargaining agreements, and other personnel related matters including but not limited to employee performance issues and corrective action; Conducts employment investigations regarding discrimination and harassment complaints and other employment matters as directed by the County Administrator or the Board of Supervisors; Provides certification for payrolls in compliance with federal and state law, rules, and regulations; Oversees the County's unemployment program, including but not limited to ensuring timely and appropriate responses to unemployment claims and assisting with unemployment appeals; RECRUITMENT BROCHURE CAN BE FOUND HERE: ************************************************************************ FULL JOB SPECIFICATION CAN BE FOUND HERE: ************************************************************************

We are seeking an experienced HR Professional to join our team! DeCrescente Distributing Company is the premier beverage distributor in the Capital Region, located in Mechanicville, NY. Check us out Health Benefits (Medical, Dental and vision) after 30 days 401(k) with Generous Company Match FREE Onsite Wellness Center for Medical Care and Physical Therapy FREE Onsite Fitness Center with Round the Clock Access Employee Purchase Discount Program Generous Paid Time Off (Including your birthday!) Holidays (Including a Super Bowl Holiday!) Family Oriented Activities and Events Job Summary: The Human Resource Manager is responsible for delivering a variety of human resource functions inclusive of recruiting, hiring, benefits administration, employee development and coaching, policy development, and compliance. The HR Manager provides services to employees and supports management objectives. As an integral member of the HR Department, the HR Manager must analyze existing systems and identify and communicate ways of developing and implementing new systems as needed to the Director of Human Resources. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. All employees are held accountable for practicing and promoting a safe and healthy work environment. Essential Functions: Business Lends compliance expertise and assistance to the Director of HR with regard to all applicable State and Federal Laws affecting employees' compensation, employment status, and benefits. Serves as the primary contact for employees on a day-to-day basis regarding a wide variety of HR topics including policy/procedure, employee benefits, and employee satisfaction/employee relations. Works with the Director of HR to coordinate and execute HR projects and annual tasks (open enrollment, focus groups, TMR, etc.) Works with managers and employees to resolve labor relations concerns, consulting the Director of HR, legal counsel and other senior staff as needed. Serves as a resource for managers and executives regarding performance management, HR compliance, and procedural requirements. Works with the Director of HR to coordinate and oversee injury and illness reporting, modified duty programming, and other Worker's Compensation and Disability related items. Assists in the oversight of benefits administration (employee enrollments, bill payment, bill reconciliation, carrier connections, etc.) Manages Unemployment Insurance claims by tracking charges, providing timely responses, and requesting/attending hearings when warranted. Coordinates reporting for departmental Key Performance Indicators and other HR data as requested. Reviews and edits disciplinary documentation; attend disciplinary/termination meetings as necessary. People Works directly with employees in relation to human resource activities including understanding policies, procedures, employee benefits and other key HR areas. Acts as a primary resource for employee issues, concerns, and benefit needs Acts as a management resource by coaching and developing managers regarding employee development and performance management Provides daily guidance and assistance to other members of the HR Team when needed Attends required meetings Performs employee investigations as needed Self-Organization Ensures that employee documentation is complete and compliant. Participates in Human Resource related associations Participates/engages in personal Human Resource development Required Skills: Bachelor's Degree or higher in Human Resources/Business 7-10 years of HR experience PHR or SPHR preferred Strong HR Generalist background Strong working knowledge of HRIS systems and reporting MS Office expert Strong problem-solving ability Work Shift Requirements: Ability to work additional hours as needed Use and maintenance of company-issued laptop and cell phone Must speak to supervisor to notify him/her any time prior to the beginning of work shift when calling in sick. Voice mail or e-mail messages are not acceptable replacements Environment & Physical Demands Work safely and follow all OSHA regulations and company safety policies and procedures For all on-the-job injuries or accidents, must notify Safety Officer, supervisor, and Human Resources immediately (no later than 1 hour) Ability to lift a minimum of 30 lbs Ability to sit or stand for extended periods.

As a leader in advancing New York's energy transition, the New York State Energy Research and Development Authority (NYSERDA) has remained a credible, objective and trusted partner in our State's energy planning as well as deploying new and innovative technologies to expand New York's economy. NYSERDA has worked for the past 50 years to protect the environment and help New Yorkers increase energy efficiency, lower energy costs and reduce reliance on fossil fuels. NYSERDA engages with stakeholders including residents, business owners, developers, community leaders, local government officials, universities, utilities, investors, entrepreneurs, and more, to develop, invest, and foster conditions that: Attract the private sector capital investment needed to expand New York's clean energy economy. Overcome barriers to using clean energy at a large-scale in New York. Enable New York's communities and residents to benefit equitably in the clean energy transition. Job Overview The Sr. HR Office Manager/ Office Manager II serves as the operational "air traffic controller" for the HR function, coordinating schedules, meetings, communications, documentation, and administrative workflows so the HR Governance & Leadership Development and HR Operations & Experience teams run smoothly, predictably, and on time. This role blends HR knowledge with high-end project coordination and administrative execution, ensuring HR operations, governance, and leadership development workflows move from request to completion with speed and accuracy. The Sr. HR Office Manager/ Office Manager II anticipates conflicts, tracks next steps through closure, maintains strong documentation discipline, and ensures the right information, materials, and people are in the right place at the right time. This position has extensive interaction with IT, Contracts/Procurement, Communications, Facilities, and Finance, and is trusted with sensitive information requiring discretion and sound judgment. Primary Responsibilities General responsibilities: Cadence, Scheduling, and Team Coordination Monitor and maintain HR team schedules (hybrid schedules, out-of-office coverage, key deadlines) to ensure continuity of support and predictable execution. Coordinate meetings end-to-end (scheduling, room/Teams logistics, agendas/pre-reads, attendee coordination) across both HR departments and cross-functional partners. Take meeting minutes/notes and distribute clear decisions, owners, due dates, and follow-ups; communicate reminders and ensure next steps close on time. Support Directors in monitoring and maintaining OKRs and team performance metrics, including cadence tracking, status rollups, and follow-through against commitments. Provide high-trust "managing up" support to HR leaders by anticipating needs, preparing materials, surfacing risks early, proactively closing loops, and ensuring leaders have what they need ahead of deadlines and meetings. Presentations, Drafting, and HR Communications Develop and format executive-ready PowerPoint presentations; compile inputs, build drafts, manage versions, and prepare final materials. Draft and coordinate HR communications (employee notices, program updates, reminders, event communications), ensuring alignment with HR leadership and Communications as needed. Maintain trackers for commitments, action items, approvals, and key deliverables; escalate risks and slippage proactively. HR Documentation, Governance, and Knowledge Management Support development, updates, and maintenance of Job Descriptions, HR policies, procedures, SOPs, templates, and other HR documentation across both departments. Coordinate review cycles, incorporate edits, and route documents for required stakeholder review/approval; maintain approvals and version control. Maintain "source of truth" storage, naming conventions, permissions, and file structure for HR documentation and shared work products. Perform all managerial and supervisory responsibilities with respect, fairness, consistency, and inclusion. HR Records, Personnel Files, Retention, and Compliance: Create and manage employee personnel files (digital and/or paper) with confidentiality and consistent file architecture. Manage governance, employee relations and leadership development data bases as first point of contact in scheduling and data entry. Manage document retention practices and disposition processes in alignment with policy and regulatory requirements. Maintain compliance bulletin boards and required federal/state/local postings; support audit readiness by ensuring documentation is accurate and retrievable. HRIS Reporting, Data Updates, and Org Maintenance Run recurring and ad hoc HRIS reports (e.g., headcount, turnover, org changes, onboarding status, participation tracking, compliance-related reporting support). Support HRIS data updates and data integrity (timely corrections, exception tracking, validation support). Maintain and update org charts and support organizational data; coordinate validation cycles with leaders as needed. Provide onboarding scheduling coordination (orientation schedule, stakeholder meetings, required sessions, 30/60/90-day check-in scheduling support). Support Contracts, Budgets, Purchasing, and Expenses Support HR contracts, purchasing requests, vendor coordination, invoice tracking, and budget monitoring (as assigned). Support expense and related approval processes (routing, documentation, reconciliation support, follow-ups with approvers). Events, Recognition, and Culture Touchpoints Coordinate company events and recognition activities (planning logistics, calendars/invites, vendor coordination, communications drafts, day-of support). Coordinate HR team celebrations and culture touchpoints (birthdays, anniversaries, milestones) and support broader employee experience logistics as assigned. Emergency Communications and Operational Readiness Support emergency communication alerts and readiness processes in coordination with designated partners (Facilities/Security/IT/Communications), including distribution lists and templates as assigned. Minimum Qualifications For the Sr. Office Manager title (Salary: $70,720-$96,764) High School diploma with 7 years of progressively responsible experience in HR administration, HR Operations, office management, executive coordination, or similar in a high accountability environment including 2 years in a supervisory role. For the Office Manager II title (Salary: $67,119-$96,764) High School diploma with 6 years of progressively responsible experience in HR administration, HR Operations office management, executive coordination, or similar in a high accountability environment including at least 1 year in a supervisory role. Strong working knowledge of HR practices and confidentiality requirements across core HR processes. Significant experience managing up (supporting senior leaders with proactive planning, prioritization, follow-through, and anticipatory execution in a fast-moving environment). Advanced proficiency in Microsoft 365, including PowerPoint (executive-ready decks) and Excel (tracking, reporting, reconciliations; pivots/filters as needed). Demonstrated strength in professional drafting (memos, templates, SOPs, communications, meeting notes) with high attention to detail and tone. HRIS experience running reports and supporting accurate data updates (ADP experience helpful). Strong project coordination and administrative execution capability, tracking tasks, managing dependencies, driving follow-through, and maintaining high-quality documentation. Exceptional organization, responsiveness, and customer service orientation; able to manage competing priorities across multiple leaders and deadlines. Must be in-office at least 3 days each week with full-time presence in office for the initial 3-6 months. Preferred Qualifications For Sr. Office Manager(Salary: $70,720-$96,764) An Associate degree with 6 years of progressively responsible experience in HR administration, HR Operations, office management, executive coordination, or similar in a high accountability environment including 2 years in a supervisory role. For Office Manager II(Salary: $67,119-$96,764) An Associate degree with 5 years of progressively responsible experience in HR administration, HR Operations, office management, executive coordination, or similar in a high accountability environment including 1 year in a supervisory role. HR certification (SHRM/HRCI) The ability to support full-time on-site presence highly desired. Accounting and/or Finance experience, including comfort with budget tracking, invoice review, reconciliations, and/or partnering closely with Finance teams. Experience supporting governance functions (policies, committee support, approvals tracking, audit readiness) and/or leadership development operations (training schedules, participation tracking). Experience supporting contracts/procurement workflows and budget/invoice tracking in partnership with Finance. Experience working in a broader Corporate Operations support capacity with responsibilities for, or tight coordination with, IT, Contracts/Procurement, Communications, Facilities, Finance, and HR, including managing dependencies, routing approvals, and ensuring cross-functional follow-through. Demonstrated ability to operate as a high-volume workflow coordinator across multiple leaders, anticipating conflicts, prioritizing rapidly, and driving action tracking through closure (air traffic control" style execution). Please submit two files, one for your cover letter and another for a resume. Please apply by the priority application date of 01/30/2026 to receive full consideration. Please note that during the application process, you may be prompted to opt-in to Artificial Intelligence (“AI”) scoring. This is an automatic request in the ADP system but is not a feature that is used by NYSERDA in its recruiting and hiring process. Your response will have no impact on your application to NYSERDA. For further information on our hiring policies, employment opportunities for people with disabilities and EEO please click on this link and scroll down to the Policies section. [INDASF]

GlobalFoundries is a leading full-service semiconductor foundry providing a unique combination of design, development, and fabrication services to some of the world's most inspired technology companies. With a global manufacturing footprint spanning three continents, GlobalFoundries makes possible the technologies and systems that transform industries and give customers the power to shape their markets. For more information, visit ********** Summary of Role: HR Business Partners provide HR strategic and generalist support to one or more organizations in a Company. Typically performs one or more of the following in capacity of either an individual contributor (as directed and/or independently), or as a manager: • Works closely with senior management within specific business units or regions to develop and implement predominately medium to long-term HR solutions aligned to business strategy • Implements corporate policy at the business unit or division level. • Facilitates organization and leadership development efforts, employee engagement, working with employees and managers to address root causes of human resources issues using systemic approaches. • Administers talent management and succession planning activities within client organization. • Assists senior management in the development of solutions through cultural and process perspective. • Viewed as a strategic business partner, change agent, brand ambassador, advisor, and member of the line management staff. • Performs all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs • Works and collaborates other projects and/or assignments as needed See description for career level for general proficiency levels pertaining to Job Complexity, Accountability, Relationship Focus, and Knowledge, Skills & Abilities. These proficiency levels apply to all career levels. Some requirements may vary locally. Essential Responsibilities: High-Performance Culture: Develop and implement strategies to foster a high-performance culture that aligns with the company's goals and values. Inspirational Leadership: Inspire, motivate, and influence others to achieve organizational objectives, with a particular focus on leadership development Communication & Interpersonal Skills: Leverage exceptional communication abilities, including active listening, to build trust and establish strong rapport. Goal Achievement and Vision: Demonstrate creativity in identifying strategic organizational opportunities, meticulously planning, organizing, and ensuring successful completion of initiatives. Learning and Continuous Improvement: Foster a culture of continuous learning and improvement through the implementation of comprehensive training programs, development initiatives, mentoring, and performance management. Employee Relations: Cultivate and sustain positive employee relations by collaborating with leaders to address employee concerns, facilitate conflict resolution, and ensure a fair and inclusive workplace. Organizational Effectiveness: Collaborate with leadership to enhance organizational effectiveness through strategic workforce planning, talent management, and change management initiatives HR Policies and Compliance: Ensure adherence to HR policies, labor laws, and regulations. Provide expert guidance and support to managers and employees on HR-related matters Performance Management: Oversee the performance management process, including goal setting, performance reviews, and development plans. Employee Engagement: Lead initiatives to foster a sense of belonging and enhance the employee experience, thereby improving job satisfaction, retention, and overall workplace morale Other Responsibilities: Perform all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs. Required Qualifications: Bachelor's degree in Human Resources, or a related field. Minimum of 4 years of experience in a Human Resources role, preferably in a manufacturing or semiconductor environment. A high degree of emotional intelligence and personal accountability Ability to comprehend, interpret, and apply applicable laws, guidelines, regulations, and policies Excellent communication, interpersonal, analytical, and problem-solving skills. Exhibit excellent time management skills with a track record of completing projects and tasks within deadlines. Ability to thrive in fast-paced, dynamic environments while managing multiple priorities. Ability to work collaboratively and cross-functionally with diverse populations Proven track record of creating and driving HR initiatives that support business objectives Proficient with Microsoft Office Suite Preferred Qualifications: Proficiency in data metrics and analytics (particularly excel) with ability to analyze data and recommend actions Adaptability, resilience, and effective management in the face of ambiguity Strategic-thinking Project and change management experience Ability to guide and mentor using an influencing and collaborative approach SHRM or HRCI Certification Expected Salary Range $66,800.00 - $138,300.00 The exact Salary will be determined based on qualifications, experience and location. If you need a reasonable accommodation for any part of the employment process, please contact us by email at usaccommodations@gf.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address. An offer with GlobalFoundries is conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations. GlobalFoundries is fully committed to equal opportunity in the workplace and believes that cultural diversity within the company enhances its business potential. GlobalFoundries goal of excellence in business necessitates the attraction and retention of highly qualified people. Artificial barriers and stereotypic biases detract from this objective and may be illegally discriminatory. All policies and processes which pertain to employees including recruitment, selection, training, utilization, promotion, compensation, benefits, extracurricular programs, and termination are created and implemented without regard to age, ethnicity, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic or category specified by local, state or federal law

Plant HR Manager - Saratoga Springs, NY $96,000 to $137,180 plus bonus We're looking for a people-first HR leader with a strong operations mindset to step into a critical Plant Human Resources Manager role at our client's Saratoga Springs manufacturing facility. This is a high-impact opportunity for a dynamic individual who can balance strategic thinking with hands-on HR execution in a fast-paced, team-oriented environment. If you're passionate about creating a safe, compliant, and engaging work environment - and you enjoy solving people puzzles while wearing steel-toed shoes - we want to hear from you. What You'll Do As the Plant HR Manager, you'll serve as the on-site HR lead, supporting both leadership and employees in a 24/7 production environment. Key responsibilities include: Ensuring a safe and secure workplace by leading safety initiatives and compliance programs. Overseeing recruitment, onboarding, employee relations, and labor management (including union interaction if applicable). Championing training, development, and succession planning for plant personnel. Leading performance management, disciplinary processes, and employee engagement efforts. Administering compensation, benefits, and policy interpretation in alignment with corporate standards. Driving compliance with state and federal employment laws, including ADA, EEOC, and OSHA. Supporting or leading collective bargaining, grievance resolution, and positive union relations (if applicable). Being a trusted advisor and cultural ambassador for the plant - with a seat at the table and boots on the ground. What We're Looking For The ideal candidate is an approachable, solutions-oriented HR professional with a firm grasp on compliance, labor relations, and business partnership in a manufacturing setting. Requirements: Bachelor's degree in HR, Business, or related field (or equivalent experience). At least 2+ years of experience in HR roles, preferably within a plant or industrial environment. Experience with employee/labor relations and collective bargaining is a big plus. Strong understanding of HR law, compliance, and safety programs. Proficient with HR systems and comfortable leveraging data for decision-making. A confident communicator who can navigate between the plant floor and the leadership team with ease. Must be able to handle sensitive information with absolute confidentiality. What's in it for You? A high-impact role where your work directly influences plant culture, performance, and employee satisfaction. A chance to grow in a company that values safety, quality, and people. Competitive compensation, benefits, and potential relocation assistance. Work/life balance - with the understanding that sometimes, manufacturing runs on weekends too. A supportive team that's serious about their work, but not afraid to have a little fun along the way.

Job DescriptionBenefits: 401(k) 401(k) matching Dental insurance Health insurance Paid time off Vision insurance Open Door Mission Glens Falls, NY Full-Time, Exempt Reports to: Executive Director About Open Door Mission Open Door Mission is a 501(c)(3), non-profit organization dedicated to serving people at their point of need, cultivating personal growth and community sustainability. Open Door Mission serves individuals who are homeless and low-income and models its Christian faith by providing practical solutions to physical, spiritual, and relational brokenness. Open Door Mission operates a homeless shelter, food pantry, addiction recovery programs, and community outreach services. Position Summary The Manager of Administration and Human Resources will work closely with the Executive Director in managing and completing finance, human resources, and general administrative tasks for the Open Door Mission. Key Responsibilities Maintain accurate QuickBooks records, including accounts payable/receivable, payroll, deposits, reconciliations, and general ledger. Coordinate with outsourced CFO to ensure all accounting functions are efficiently processed. Prepare financial reports, board summaries, and required government forms. Oversee HR functions: onboarding, recruiting, benefits administration, compliance, and employee recordkeeping. Manage insurance coverage, Simple IRA plan, and required staff trainings. Support the Executive Director and CFO with administrative and financial tasks. Qualifications Proficiency in QuickBooks and Microsoft Office (especially Excel). Strong accounting, organizational, and multitasking skills with attention to detail. Excellent written and verbal communication; able to work independently and collaboratively. Demonstrated integrity, confidentiality, and professionalism. Mature Christian with a ministry mindset, compassionate toward others, and aligned with The Open Door Missions faith-based values and mission. Additional Requirements Comfortable working in a dynamic, faith-driven, and service-oriented environment. Demonstrates a genuine passion for serving the needy and marginalized within our community. Able to engage effectively with individuals from diverse backgrounds and life circumstances. Strong analytical skills with exceptional attention to detail. Upholds the highest standards of integrity and ethics. Builds positive relationships across various business cultures and collaborates well with team members. Highly organized in managing time, tasks, and records. Proactive problem-solver with a solution-oriented mindset. Compensation Salary range is $50,000 - $60,000 annual. Benefits include PTO, and virtual medical, dental, vision which are paid for in full by employer. Additional benefits include life and IRA with company match. How to Apply Please submit your CV/resume, to Andrea Baxter, Chief Operating Officer with Capital CFO+, ************************. The Open Door Mission (ODM) is a non-denominational Christian ministry located in Glens Falls, NY. The right candidate will meet our Qualifications for Employment and Statement of Faith. Equal Opportunity Employer It is the policy of The Open Door to grant equal opportunities for employment to all qualified persons without regard to age, race, color, national origin, military, gender, genetic characteristic, marital status, unemployment, domestic violence, or any other grounds prohibited by law. Every effort is made to select individuals who are best suited to the position based on qualifications, education (when applicable), ability, work record, experience and fit. It is our intent and desire to provide equal opportunities in employment, promotion, training, wages, benefits, and all the privileges, and terms and conditions of employment. This commitment applies to all individuals employed by and involved in the operations of The Open Door and its associated ministries and prohibits unlawful discrimination by any Open Door staff member. Consistent with this policy of nondiscrimination, The Open Door will provide reasonable accommodation to a qualified individual with a disability in accordance with the Americans with Disabilities Act. In order to carry out the stated purposes of The Open Door, it is the policy of The Open Door to recruit and hire (in a regular category) only applicants who have made a personal commitment to Jesus Christ and accepted Him as their Lord and Savior, as indicated on and consistent with our Statement of Faith and General Application form. As a religious, charitable, non-profit organization 501 (c)(3), The Open Door has an organizational exemption within Title VII, Civil Rights Act of 1964, as amended, as it relates to discrimination because of religious formation and purpose. We further reserve and will exercise the right to discriminate or designate certain positions when a bona fide occupational qualification exists. All employment decisions will be made in compliance with applicable labor laws.

Benefits: 401(k) 401(k) matching Dental insurance Health insurance Paid time off Vision insurance Open Door Mission - Glens Falls, NY Full-Time, Exempt Reports to: Executive Director About Open Door MissionOpen Door Mission is a 501(c)(3), non-profit organization dedicated to serving people at their point of need, cultivating personal growth and community sustainability. Open Door Mission serves individuals who are homeless and low-income and models its Christian faith by providing practical solutions to physical, spiritual, and relational brokenness. Open Door Mission operates a homeless shelter, food pantry, addiction recovery programs, and community outreach services. Position Summary The Manager of Administration and Human Resources will work closely with the Executive Director in managing and completing finance, human resources, and general administrative tasks for the Open Door Mission. Key Responsibilities· Maintain accurate QuickBooks records, including accounts payable/receivable, payroll, deposits, reconciliations, and general ledger. · Coordinate with outsourced CFO to ensure all accounting functions are efficiently processed.· Prepare financial reports, board summaries, and required government forms.· Oversee HR functions: onboarding, recruiting, benefits administration, compliance, and employee recordkeeping.· Manage insurance coverage, Simple IRA plan, and required staff trainings.· Support the Executive Director and CFO with administrative and financial tasks. Qualifications· Proficiency in QuickBooks and Microsoft Office (especially Excel).· Strong accounting, organizational, and multitasking skills with attention to detail.· Excellent written and verbal communication; able to work independently and collaboratively.· Demonstrated integrity, confidentiality, and professionalism.· Mature Christian with a ministry mindset, compassionate toward others, and aligned with The Open Door Mission's faith-based values and mission. Additional Requirements · Comfortable working in a dynamic, faith-driven, and service-oriented environment.· Demonstrates a genuine passion for serving the needy and marginalized within our community.· Able to engage effectively with individuals from diverse backgrounds and life circumstances.· Strong analytical skills with exceptional attention to detail.· Upholds the highest standards of integrity and ethics.· Builds positive relationships across various business cultures and collaborates well with team members.· Highly organized in managing time, tasks, and records.· Proactive problem-solver with a solution-oriented mindset. Compensation Salary range is $50,000 - $60,000 annual. Benefits include PTO, and virtual medical, dental, vision which are paid for in full by employer. Additional benefits include life and IRA with company match. How to Apply Please submit your CV/resume, to Andrea Baxter, Chief Operating Officer with Capital CFO+, ************************. The Open Door Mission (ODM) is a non-denominational Christian ministry located in Glens Falls, NY. The right candidate will meet our Qualifications for Employment and Statement of Faith. Equal Opportunity EmployerIt is the policy of The Open Door to grant equal opportunities for employment to all qualified persons without regard to age, race, color, national origin, military, gender, genetic characteristic, marital status, unemployment, domestic violence, or any other grounds prohibited by law. Every effort is made to select individuals who are best suited to the position based on qualifications, education (when applicable), ability, work record, experience and fit. It is our intent and desire to provide equal opportunities in employment, promotion, training, wages, benefits, and all the privileges, and terms and conditions of employment. This commitment applies to all individuals employed by and involved in the operations of The Open Door and its associated ministries and prohibits unlawful discrimination by any Open Door staff member. Consistent with this policy of nondiscrimination, The Open Door will provide reasonable accommodation to a qualified individual with a disability in accordance with the Americans with Disabilities Act. In order to carry out the stated purposes of The Open Door, it is the policy of The Open Door to recruit and hire (in a regular category) only applicants who have made a personal commitment to Jesus Christ and accepted Him as their Lord and Savior, as indicated on and consistent with our Statement of Faith and General Application form. As a religious, charitable, non-profit organization - 501 (c)(3), The Open Door has an organizational exemption within Title VII, Civil Rights Act of 1964, as amended, as it relates to discrimination because of religious formation and purpose. We further reserve and will exercise the right to discriminate or designate certain positions when a bona fide occupational qualification exists. All employment decisions will be made in compliance with applicable labor laws. Compensation: $50,000.00 - $60,000.00 per year We seek to take the burden and over-whelm of your financials and back-end business tasks off your plate; offering you a sense of relief and time to focus your attention on building your business. What Sets Us Apart We are relationship-driven and focused on providing successful solutions for our clients. Transparency and efficiency are key values we hold true to in our work. We support, we lead and we provide. We work in your business, so that you can focus your attention on growing your business. We reduce costs Hiring and training full or part-time staff can be very expensive. Paying for an employee with benefits is costly. Many companies and nonprofits either do not need a full-time position OR need additional help that does not require an additional in-house employee. Working with Capital CFO+ lets you focus your human resources where you need them most. We improve efficiency When you have an expert working on a project, they will be faster, effective, and efficient. Working with Capital CFO+ gives owners and leaders an essential competitive advantage. By outsourcing activities that are routine, administrative, or require specialized skills, you can focus more on core functions and ensure that your company thrives and succeeds. We level the playing field Most small firms simply can't afford to match the in-house support services that larger companies maintain. Capital CFO+ helps small firms act “big” by giving them access to the same economies of scale, efficiency, and expertise that large companies enjoy. Our Mission We are here to be your business partner. From simplifying your finances, to priori-tizing your back-end needs, we listen to your objectives and work to put the pieces of your business together to form a solid foundation and a brand built for success. Explaining your financials so they are straightforward and easy to understand. Being transparent with our work and allowing you to be, too. Being accurate and exact with our reporting and recordkeeping.

Purpose: The Assistant Director of Employment Supports is responsible for establishing, developing, coordinating, implementing and monitoring Employment Services including: Supported Employment Services, Pathway to Employment, Community Prevoc, ETP (Employee Training Program) and Ticket to Work. The Assistant Director will support the Supported Employment Department by routinely providing training, supervision, completing necessary evaluations and promoting person centered support plan implementation at all times. . Leadership Core Competencies: Respectful: Treats everyone with courtesy and compassion recognizing individual uniqueness and needs. Displays honesty, integrity and humility. Makes difficult decisions with empathy. Responsible: Accepts accountability for their own actions and the actions of others. Holds others accountable. Puts the interests of the organization above their personal interests. Is personally invested in the success of the organization. Builds Partnerships: Values and builds a collaborative culture and spirit. Willing to learn from others. Moves others to take action. Pro-actively resolves conflict. Follows through in a timely manner. Anticipates and solves problems promptly with flexibility and creativity. Commits to Service Excellence: Focuses on the needs of the people being supported. Constantly reassesses processes, procedures, principles, searching for improvement opportunity. Improves performance by introducing unique and leading-edge concepts. Encourages good ideas from staff. Defines and puts into action, Best Practices. Sets and achieves high standards of performance. Challenges the status quo. Develops People: Inspires and challenges others to reach their full potential. Celebrates the accomplishments of others. Effectively provides feedback to staff and colleagues, including the timely completion of staff's annual performance evaluations. Recruits and retains exemplary staff. Understands and applies all agency policies. Essential Functions: * Maintain a working knowledge of emergency procedures including incident reporting as outlined by AIM and the primary care provider. * To accompany and coordinate for the transportation as applicable. * Maintain advanced knowledge of all state, federal and Agency policies, procedures and regulations as appropriate (including but not limited to: Medicaid, OPWDD, DOH, Family Care, etc.), and ensure Agency compliance. * Maintain advanced knowledge of HCBS Waiver Program requirements and ensure Agency compliance. * Support the Supported Employment Department to assure quality supports for the people supported and to facilitate growth as appropriate. * Ensure that staff provides quality person centered services in accordance with state and federal regulations and Agency policy through coaching/mentoring/training. * Responsibility for ensuring all required trainings and certifications for staff are routinely completed and maintained. * Develop, implement, evaluate, update and maintain all required Employment Services Documentation. * Develop goals and objectives tailored to enhance each individual's strengths and provide training, support, and resources necessary to maximize their skills. * Provide staff training (formal and informal) to ensure appropriate implementation of Employment Services plans and agency policies and procedures. * Actively participate in the person's circle of support and attend all scheduled meetings. * Operate Agency vehicles in compliance with Agency policies/procedures and traffic laws. * Ensure timely phone contact with the participant or family member and staff to discuss and evaluate service plan to ensure plan is meeting the needs and goals of the individual. * Monitor the implementation, documentation, and provision Employment Services and identify issues and/or improvements. * Attend professional development and routine OPWDD/New York State meetings as needed. * Any activities discussed with your supervisor Requirements Qualifications: * Bachelors Degree in Human Services and one year of experience working in the field of developmental disabilities. * Previous management/supervisory experience. * Proficient knowledge in NYESS System * Maintain CESP (Certified Employment Support Professional) certification * Advanced knowledge of HCBS Waiver Programs. * Flexibility of schedule to meet job duties/individual needs. * Valid NYS Driver's license, acceptable to Agency insurance standards. Physical/Cognitive Requirements: * Excellent verbal and written communication skills. * Demonstrated interest and ability to facilitate the personal outcomes of individuals receiving services and working in a team approach. * Use of computer for extended periods of time. * Ability to maintain confidentiality. * Traveling to multiple sites in the provision/coordination of services. Salary Description $31.00 - $33.00

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Join our grand opening team for our newest location in Manhattan opening in March 2026 on Bryant Park at 5th Avenue!Compensation: Hourly: $34.62/hr *The offered salary or salary range is based on several factors, including, but not limited to, overall experience, relevant experience, education level, certifications, applicable skills and expertise, and location of the position.” Position Overview:Reporting into the store based Area HR Manager, the Human Resources Assistant Manager will be responsible for providing training and support for HR functions including but not limited to training Store Managers, HR Associates and Coordinators, payroll, timecard enforcement and maintenance of personnel files.Job Description: Partner with Area Human Resources Manager on employee relations issues and staffing objectives Process various reports and focus on the administrative tasks associated with HR recording, policy and procedure Process liaison for employee relations questions and concerns, leaves of absence, paid time off, workers compensation, etc. Assist with interviews, investigations, disciplinary actions, and provides HR support at the store level Collaborates with other functional groups including store managers, human resources, training and payroll Provides training for Store Managers and Human Resources Coordinators including but not limited to HR processes and procedures, employment laws, recruiting, etc. Advises Area Manager and Store Managers on workforce planning Supports in recruiting for the store by developing and maintaining professional relationships with external sources to generate applicant flow including learning institutions, government agencies, independent organizations including nonprofit agencies, and other employment sources Utilizes recruiting tools and employs talent acquisition strategies to source external candidates by conducting on-site recruiting events, holding job fairs, and shopping the competition to find potential talent Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying the department of new hire start date Assist with all recruitment efforts including setting up and participating in on-site and external job fairs Support in the posting and updating of open positions on internal and external job boards Partners with Store Manager to manage and control monthly personnel costs Partners with Stores HR group to solve company issues Assist with special projects as assigned by management Supports and manages support for multiple locations Qualifications: Bachelors Degree Minimum of two (2) years human resources or related experience. Experience in retail preferred Strong PC knowledge which include MS Excel, Word Experience with applicant tracking systems and Hume Resources Systems (Workday strongly preferred) Excellent Customer Service skills Ability to maintain confidentiality Must possess excellent written and verbal communication skills Knowledge of HR policies and practices, employment law, recruitment and employment practices, Equal Employment Opportunity regulations and guidelines Ability to work a flexible schedule that meets the business needs, including evenings and weekends Travel may be required (10-25%) Benefits: Medical, dental, and vision coverage 401k plan - 100% match on the first 3% you contribute, 50% on the next 2% you contribute Paid parental leave Fertility benefits, including IVF Life insurance Short-term and long-term disability insurance HSA/FSA options Employee Assistance Program Vacation & Personal Time Off Sick & Wellness Time Off 30% Employee Merchandise Discount Employee Referral Bonus Commuter benefits The Company is committed to equal pay initiatives and will not ask candidates for their current or past salary. As an Equal Opportunity Employer, Fast Retailing does not discriminate against applicants or employees because of race, color, creed, religion, sex, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other status or condition protected by applicable federal, state or local law.

People Inc. is looking for a Lead Human Resources Business Partner to help support our growing Product Development technology team. The ideal candidate will be a strategic thought leader and a hands-on problem solver who can effectively partner with business leaders to drive organizational success. This role requires someone who is not only an expert in HR but also a proactive and adaptable professional who can navigate complex challenges and ambiguity with confidence. The HRBP team partners with leadership to drive organizational effectiveness, implement change management strategies, and improve employee engagement. We work closely with various teams to shape performance management, talent retention strategies, and career development initiatives. Our goal is to foster a supportive and high-performance culture across the organization. Strategic Partnership & Planning: You'll act as a strategic advisor to business leaders, aligning HR initiatives and policies with organizational goals. This includes planning and prioritizing to effectively anticipate the needs of various stakeholders. You'll need to use your ability to make sense of complex, and sometimes contradictory, information to solve problems and drive results. Problem-Solving & Innovation: You'll use your expertise to solve complex issues, uncovering the root cause of problems and evaluating different solutions. We're looking for someone who comes up with new and better ideas, introducing fresh perspectives to old problems. You'll need to be action oriented, taking the lead on new challenges and seizing opportunities. Organizational Effectiveness: You'll maneuver comfortably through complex organizational dynamics, policies, and processes. You'll optimize work processes, finding the most efficient ways to get things done, and constantly seek ways to improve them. Your ability to manage ambiguity through being resourceful will be key, as you'll often have to operate effectively even when the way forward isn't clear. Accountability & Trust: You'll be responsible for ensuring accountability across the board, holding yourself and others accountable to meet commitments. A crucial part of this role is instilling trust in your partners by being honest, authentic, and following through on your commitments. Employee Relations & Development: You'll handle a variety of employee relations issues, demonstrating situational adaptability and a strong ability to understand different situations and adjust your approach accordingly. You'll also need to have self-awareness, strong ability to be resourceful and seek feedback to grow from every experience. The Role's Minimum Qualifications and Job Requirements: Education: Bachelor's degree or equivalent training/experience Experience: Minimum of 5 years in an HRBP role with experience supporting senior business leaders and multiple client groups. Prior experience in the digital, media, technology or the start-up space is highly preferred. Specific Knowledge, Skills, Certifications and Abilities: Strong HR procedure, best practice, and legal knowledge. Ability to successfully influence sustainable change Excellent consulting skills Must be a strong negotiator who can constructively position a positive POV Must have a strong business acumen Strong verbal and written communication skills High degree of ingenuity and creativity, with a past track record of developing innovative solutions that matter Must be resourceful especially in moments that may be ambiguous Experience with Workday is highly preferred. Ability to manage multiple projects and shift priorities as customer needs change Ability and desire to take on new and unfamiliar tasks and assignments Ability to work on teams as well as independently Good judgment skills Must be an effective problem solver Ability to deliver results in a consultative and collaborative manner % Travel Required ( Approximate ): It is the policy of People Inc. to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, the Company will provide reasonable accommodations for qualified individuals with disabilities. Accommodation requests can be made by emailing *************. The Company participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: ********************************** Pay Range Salary: New York: $100,000.00 - $120,000.00 The pay range above represents the anticipated low and high end of the pay range for this position and may change in the future. Actual pay may vary and may be above or below the range based on various factors including but not limited to work location, experience, and performance. The range listed is just one component of People Inc's total compensation package for employees. Other compensation may include annual bonuses, and short- and long-term incentives. In addition, People Inc. provides to employees (and their eligible family members) a variety of benefits, including medical, dental, vision, prescription drug coverage, unlimited paid time off (PTO), adoption or surrogate assistance, donation matching, tuition reimbursement, basic life insurance, basic accidental death & dismemberment, supplemental life insurance, supplemental accident insurance, commuter benefits, short term and long term disability, health savings and flexible spending accounts, family care benefits, a generous 401K savings plan with a company match program, 10-12 paid holidays annually, and generous paid parental leave (birthing and non-birthing parents), all of which may vary depending on the specific nature of your employment with People Inc. and your work location. We also offer voluntary benefits such as pet insurance, accident, critical and hospital indemnity health insurance coverage, life and disability insurance. #NMG#

About Us Nourish is on a mission to improve people's health by making it easy to eat well. Nutrition-related chronic disease is the largest and most overlooked crisis in the world. Food can be medicine: working with a Registered Dietitian is one of the most effective interventions available, but As Employer Strategy Director, you will be responsible for building Nourish's employer channel from the ground up. This is a 0→1 role with GM-level ownership, responsible for defining and executing our employer strategy, securing early employer partnerships, and proving out an employer activation model that strengthens Nourish's credibility in the market and supports our growth goals. This is not a traditional quota-carrying enterprise sales role. While you will own employer business development and partnerships end-to-end, success is defined by building a repeatable, high-leverage channel that generates strong employer relationships, market credibility, and contributes to sign ups. This role will report to VP Commercial Strategy and work closely with our Payer, Partnerships, Product, Analytics, Clinical, and Operations teams. This role is full-time and open to NYC-based candidates only (expectation to work in-person 3-4 days per week, with some remote flexibility). Our office is located in Gramercy. Occasional travel is expected (e.g. to conferences, priority employer meetings, etc.). Key Responsibilities: Own and build Nourish's employer strategy from the ground up - define the vision, success metrics, and roadmap for Nourish's employer channel, translating company priorities into a clear strategy and plan that leadership can align around. Serve as the GM for the employer channel - own the employer channel end-to-end - from operating model and prioritization to leadership communication and cross-functional alignment - acting as the accountable owner for results, learnings, and evolution of the function. Establish and lead employer partnerships - build and manage relationships with employer benefit leaders and brokers, developing champions and driving partnerships from first conversation through launch. Shape our employer market positioning and narrative - craft and evolve Nourish's employer-facing value proposition, pitch, and story, tailoring our message to resonate with senior employer stakeholders. Design and prove an employer activation model - lead the development and testing of employer engagement strategies, translating learnings into a repeatable playbook that can scale over time. Build trusted executive relationships - develop deep, long-term relationships with employer leaders and partners, earning credibility as a strategic thought partner and representative of Nourish in the market. Bring the voice of the employer into the company - translate employer insights and market learnings into clear recommendations that inform Nourish's broader commercial, product, and growth strategy. Partner cross-functionally to drive impact - work closely with teams across Payer, Partnerships, Product, Clinical, and Operations to ensure employer initiatives are executed effectively and aligned with company priorities. We'd love to hear from you if: You have ~8-10 years of experience, with a strong mix of strategy work (e.g., management consulting, business operations, GTM strategy) and commercial or partnership experience in healthcare or digital health. You bring employer-facing experience in digital health - either through owning employer partnerships directly or through leading employer-focused commercial or go-to-market strategy - and are excited to build and own a new channel end-to-end. You're energized by 0→1 work and ambiguity, and enjoy stepping into undefined spaces to build structure, momentum, and clarity where none exists. You have a strong commercial mindset and executive presence, with the ability to craft compelling narratives and influence VP- and C-suite stakeholders. You're a strategic thinker who values speed and learning, comfortable testing ideas, iterating based on signal, and evolving your approach over time. You're operationally excellent, able to manage a high volume of moving pieces and competing priorities with strong attention to detail, while still maintaining momentum and clarity in a fast-paced environment. You're highly collaborative and cross-functional, able to work effectively across partnerships, growth, product, clinical, and operations teams to drive impact. More Information Mission & Vision & Success Nourish Clinical Philosophy Values Why Nourish Exists Team Compensation & Benefits How We Work Please note that you must be legally authorized to work in the U.S. for this position.

We're looking for a Director of Talent Acquisition to lead Ridgeline's high-performing talent acquisition function. You'll manage a team driving recruiting strategy, operational excellence, and a best-in-class candidate experience. This is a highly visible leadership role partnering closely with executives and hiring managers across the company to scale our teams thoughtfully and effectively. At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions, not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture. If this excites you, we'd love to meet you. You must be work authorized in the United States without the need for employer sponsorship. What You'll Do: Lead, coach, and develop a growing team of recruiters and recruiting support staff. Design and execute Ridgeline's talent acquisition strategy globally to meet hiring goals across all functions. Partner with senior leadership to understand business priorities, workforce plans, and evolving talent needs. Optimize recruiting operations, leveraging data and technology to improve efficiency, consistency, and equity in hiring. Be a critical stakeholder in implementation and ongoing administration of Workday Recruiting. Champion diversity, equity, and inclusion by embedding inclusive hiring practices and ensuring diverse candidate pipelines. Refine and enhance employer branding, partnering with Marketing and People teams to elevate Ridgeline's presence in key talent markets. Analyze and report on key recruiting metrics, providing insights and recommendations to drive continuous improvement. Manage vendor relationships and evaluate tools, systems, and partners that support recruiting excellence. Be on point to recruit executive level or high profile roles as needed. What We Look For: 12+ years of recruiting experience including recruiting internationally 4+ years experience in people management or recruiting leadership role Proven success leading high-performing recruiting teams in a fast-paced, high-growth environment (preferably in tech or SaaS) Familiarity with Google Workspace, Slack, and ATS tools like Greenhouse and Workday Excellent communication, influencing, and stakeholder management skills Deep commitment to building inclusive, equitable hiring processes Willingness to learn and leverage AI tools like ChatGPT to streamline tasks and communication Strategic thinker who can operate both at a 10,000-foot view and in the details when needed An aptitude for problem solving Ability to communicate effectively Serious interest in having fun at work About Ridgeline Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry. Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before. With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a “Best Workplace for Innovators,” by The Software Report as a “Top 100 Software Company,” and by Forbes as one of “America's Best Startup Employers.” Ridgeline is proud to be a community-minded, discrimination-free equal opportunity workplace. Ridgeline processes the information you submit in connection with your application in accordance with the Ridgeline Applicant Privacy Statement. Please review the Ridgeline Applicant Privacy Statement in full to understand our privacy practices and contact us with any questions: ************************************************************ Compensation and Benefits The typical starting salary range for new hires in this role is listed below. In select locations (including, the San Francisco Bay Area, CA, and the New York City Metro Area), an alternate range may apply as specified below. The typical starting salary range for this role in the select locations listed above is: $200,000 - $235,000. Final compensation amounts are determined by multiple factors, including candidate experience and expertise, and may vary from the amount listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary, 100% of Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits. #LI-Hybrid

People Inc. is looking for a Lead Human Resources Business Partner to help support our growing Product Development technology team. The ideal candidate will be a strategic thought leader and a hands-on problem solver who can effectively partner with business leaders to drive organizational success. This role requires someone who is not only an expert in HR but also a proactive and adaptable professional who can navigate complex challenges and ambiguity with confidence. The HRBP team partners with leadership to drive organizational effectiveness, implement change management strategies, and improve employee engagement. We work closely with various teams to shape performance management, talent retention strategies, and career development initiatives. Our goal is to foster a supportive and high-performance culture across the organization. Strategic Partnership & Planning: You'll act as a strategic advisor to business leaders, aligning HR initiatives and policies with organizational goals. This includes planning and prioritizing to effectively anticipate the needs of various stakeholders. You'll need to use your ability to make sense of complex, and sometimes contradictory, information to solve problems and drive results. Problem-Solving & Innovation: You'll use your expertise to solve complex issues, uncovering the root cause of problems and evaluating different solutions. We're looking for someone who comes up with new and better ideas, introducing fresh perspectives to old problems. You'll need to be action oriented, taking the lead on new challenges and seizing opportunities. Organizational Effectiveness: You'll maneuver comfortably through complex organizational dynamics, policies, and processes. You'll optimize work processes, finding the most efficient ways to get things done, and constantly seek ways to improve them. Your ability to manage ambiguity through being resourceful will be key, as you'll often have to operate effectively even when the way forward isn't clear. Accountability & Trust: You'll be responsible for ensuring accountability across the board, holding yourself and others accountable to meet commitments. A crucial part of this role is instilling trust in your partners by being honest, authentic, and following through on your commitments. Employee Relations & Development: You'll handle a variety of employee relations issues, demonstrating situational adaptability and a strong ability to understand different situations and adjust your approach accordingly. You'll also need to have self-awareness, strong ability to be resourceful and seek feedback to grow from every experience. The Role's Minimum Qualifications and Job Requirements: Education: Bachelor's degree or equivalent training/experience Experience: Minimum of 5 years in an HRBP role with experience supporting senior business leaders and multiple client groups. Prior experience in the digital, media, technology or the start-up space is highly preferred. Specific Knowledge, Skills, Certifications and Abilities: Strong HR procedure, best practice, and legal knowledge. Ability to successfully influence sustainable change Excellent consulting skills Must be a strong negotiator who can constructively position a positive POV Must have a strong business acumen Strong verbal and written communication skills High degree of ingenuity and creativity, with a past track record of developing innovative solutions that matter Must be resourceful especially in moments that may be ambiguous Experience with Workday is highly preferred. Ability to manage multiple projects and shift priorities as customer needs change Ability and desire to take on new and unfamiliar tasks and assignments Ability to work on teams as well as independently Good judgment skills Must be an effective problem solver Ability to deliver results in a consultative and collaborative manner % Travel Required ( Approximate ): It is the policy of People Inc. to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, the Company will provide reasonable accommodations for qualified individuals with disabilities. Accommodation requests can be made by emailing *************. The Company participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: ********************************** Pay Range Salary: New York: $100,000.00 - $120,000.00 The pay range above represents the anticipated low and high end of the pay range for this position and may change in the future. Actual pay may vary and may be above or below the range based on various factors including but not limited to work location, experience, and performance. The range listed is just one component of People Inc's total compensation package for employees. Other compensation may include annual bonuses, and short- and long-term incentives. In addition, People Inc. provides to employees (and their eligible family members) a variety of benefits, including medical, dental, vision, prescription drug coverage, unlimited paid time off (PTO), adoption or surrogate assistance, donation matching, tuition reimbursement, basic life insurance, basic accidental death & dismemberment, supplemental life insurance, supplemental accident insurance, commuter benefits, short term and long term disability, health savings and flexible spending accounts, family care benefits, a generous 401K savings plan with a company match program, 10-12 paid holidays annually, and generous paid parental leave (birthing and non-birthing parents), all of which may vary depending on the specific nature of your employment with People Inc. and your work location. We also offer voluntary benefits such as pet insurance, accident, critical and hospital indemnity health insurance coverage, life and disability insurance. #NMG#

Benefits: 401(k) matching Dental insurance Paid time off Training & development Vision insurance Wellness resources Job Title: Director of Human Resources Department: Administration Status: Full Time Classification: Exempt Work Weeks/Year: 52 Reports To: Executive Director Grade Scale: Exempt Salary: Base $2,876.16 per pay period L.E.A.P.s HR Director will serve as the head of the Human Resources function and as a key business partner and peer to the management team in leading and creating initiatives, systems, and best practices to recruit, develop, and train a diverse and high-performing workforce and who will build an organizational culture that supports advancement of our mission and strategic plans. It is the understanding and expectation of this organization that all employees will take the opportunity to contribute to the overall success and mission of the agency above and beyond the basic requirements of their job. ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to the following: (The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position) Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 1. Annually reviews, makes recommendations, and revises Agencys policies, procedures, and practices on personnel matters. Communicates changes in Agency personnel policies and procedures and ensures proper compliance is followed. 2. Maintains knowledge of industry trends and employment legislation and ensures Agency compliance. Consults with legal counsel as necessary. 3. Recommends, evaluates, and participates in Staff Development for the Agency. 4. Administers or oversees the administration of human resources programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management, productivity, recognition, and morale; occupational health and safety; and training and development. 5. Assists executive management in the annual review, preparation and administration of Agency Strategic Plan, Succession Plan, and Wage and Salary Programs. 6. Works directly with Program Directors and department managers to assist them in carrying out their responsibilities on personnel matters. 7. HRIS implementation or maintenance to meet and support Agency personnel information needs. 8. Compile and coordinate or oversee required program reporting and submittal of reports per specified guidelines and timeframes. 9. Supervision and professional development of HR Manager and Onboarding Coordinator. 10. Oversees hiring, training, discipline, and termination of employees; planning, assigning, and directing work; addressing complaints, and resolving issues in coordination with the Program Directors, HR Manager, Onboarding Coordinator and Supervisors. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions REQUIRED SKILLS/ABILITIES: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. 1. Demonstrated knowledge of labor relations laws, principles, and practices 2. Ability to adapt to the needs of the agency and employees 3. Superior verbal/written skills and presentation skills. Good punctuation, spelling, grammar and attention to detail a must. Strong interpersonal skills essential. 4. Strong analytical and problem-solving skills 5. Strong supervisory and leadership skills 6. Strong technology background and adept with multiple platforms and systems, especially as relates to maintaining HR functions (employment, tracking, personnel management) 7. Demonstrated ability to work effectively under pressure and meet established deadlines 8. Ability to prioritize tasks 9. Proficient with Microsoft Office Suite or related software 10. Excellent interpersonal and negotiation skills 11. Adhere to the agencys policy on confidentiality both within the Agency and community and adhere to all Agency and program policies and procedures EDUCATION and/or EXPERIENCE 1. Bachelors degree or equivalent of four to ten years related experience and/or training or equivalent combination of education and experience. 2. HRCI/SHRM accreditation 3. Valid NYS Drivers License which meets agency standards PHYSICAL REQUIREMENTS 1. Sedentary work. The person in this position may occasionally exert up to 10 pounds of force to grasp, lift, carry, push, pull, or otherwise move objects 2. This position may require the person to frequently move about their assigned office and/or other L.E.A.P. centers 3. This position performs the essential functions in an indoor office setting This is not intended to be all inclusive. The employee will perform other reasonably related business duties as assigned by the Executive Director. L.E.A.P. reserves the right to revise or change job duties or responsibilities as the need arises. This job description does not constitute a written or implied contract of employment. The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.