Director of human resources jobs in Colonie, NY

Job Title: Director of Human Resources, Employee Relations, and Training & Development Department: Human Resources Employment Type: Full-Time Reports To: Chief Human Resources Officer FLSA Status: Exempt (Salaried) Schedule: M-F, 7:30 a.m.-5:00 p.m. Salary Range: $125,000-$175,000 About Us: For over 30 years, Carver Companies has been a leading provider of construction materials, marine transportation, and infrastructure services across the East Coast. With operations in New York, South Carolina, and Canada, our fundamental belief has been to provide unparalleled service to all while maintaining our values of honesty and integrity both on land and sea. Strategic HR Leadership • Develop and execute an HR strategy that aligns with Carver Companies' business objectives across all U.S. and Canadian operations. • Serve as a strategic advisor to senior leadership on workforce planning, organizational development, and talent management. • Proactively identify and implement HR initiatives that support company growth, operational excellence, and employee engagement. • Use HR metrics and employee feedback to inform decisions on culture, retention, training, and organizational effectiveness. Employee Relations, Culture, and Engagement • Serve as a senior-level resource for complex employee relations matters, providing guidance to leaders on investigations, corrective action, performance improvement, and conflict resolution. • Oversee and as needed, conduct thorough, timely, and well-documented investigations into employee concerns, policy violations, and workplace issues, ensuring fairness, consistency, and legal compliance. • Coach managers and supervisors on effective people leadership, including feedback conversations, progressive discipline, performance documentation, and respectful workplace behaviors. • Partner with leadership to shape and reinforce a culture of trust, accountability, safety, and inclusion across all locations. • Design and implement engagement strategies and action plans, including pulse surveys, focus groups, and follow-up initiatives to improve morale, retention, and communication. • Serve as an escalation point for sensitive matters, helping to balance employee needs with operational and legal requirements. Talent, Learning, and Development • Oversee recruitment strategies to attract and retain top talent, with a focus on industrial and skilled labor markets. • Develop and manage a comprehensive training and development framework for all levels of the organization, including front-line employees, supervisors, and leaders. • Build and maintain an annual training calendar that includes onboarding, safety, compliance, technical skills, and leadership development programs. • Partner with operations and safety teams to ensure robust onboarding and ongoing training programs for field, shop, marine, and office-based employees. • Design and/or deliver training modules on key HR topics (e.g., harassment prevention, respectful workplace, performance management, coaching skills, conflict resolution, progressive discipline). • Lead performance management and employee development programs that foster growth, accountability, and leadership readiness, including goal setting, evaluations, and development plans. • Develop workforce development programs and pipelines, including partnerships with trade schools, unions (if applicable), and local educational institutions across all regions. • Drive diversity, equity, and inclusion (DEI) initiatives, including awareness training and inclusive leadership practices, to promote an inclusive and supportive workplace. Compliance and Risk Management • Ensure compliance with federal, state, provincial, and local employment laws and regulations in the U.S. and Canada. • Develop, update, and communicate HR policies and procedures that support legal compliance and industry best practices. • Partner with operations leadership to promote a culture of workplace safety and compliance, including training, corrective actions, and continuous improvement. • Mitigate risk by ensuring appropriate documentation, consistent application of policies, and timely escalation of high-risk issues to the CHRO and Legal. HR Operations and Process Improvement • Lead and mentor the HR team across multiple locations, fostering a culture of collaboration, service, and accountability. • Evaluate and enhance HR systems, processes, and technologies to improve efficiency, data accuracy, and decision-making. • Oversee administration of compensation and benefits programs to remain competitive within the industrial sector, while aligning with company budgets and pay practices. • Standardize core HR processes (onboarding, offboarding, performance management, investigations, corrective actions, and training documentation) across locations. Cross-Functional Collaboration • Partner with senior leadership and operational teams to address workforce needs and align HR strategies with business goals. • Collaborate with Safety, Operations, Finance, and Legal to support organizational initiatives and drive company-wide engagement and compliance. • Work closely with site leadership teams to understand local dynamics and tailor employee relations, training, and development support accordingly. Qualifications: • Education: Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field; a Master's degree or HR certification (e.g., SHRM-SCP, SPHR) is preferred. • Experience: o 8-10 years of progressive HR leadership experience, including 3-5 years managing HR teams in industrial, construction, manufacturing, maritime, or related sectors. o Demonstrated experience leading complex employee relations matters, including investigations, conflict resolution, and performance management. o Proven track record in designing, implementing, and measuring training and development programs for diverse employee populations and leaders. • Leadership: Proven ability to lead multi-site HR teams, influence senior leaders, and align HR initiatives with business strategy. • Strategic Thinking: Experience developing and executing HR strategies that drive business performance, culture, and employee engagement. • Compliance Knowledge: Deep understanding of employment laws and regulatory compliance in the U.S.; familiarity with Canadian employment standards and practices is strongly preferred. • Communication: Strong interpersonal, facilitation, and communication skills, with the ability to engage and influence stakeholders across regions and levels. • Travel: Willingness and ability to travel domestically and internationally to support Carver operations; a valid passport is required. Physical Requirements: • Ability to perform occasional physical counts of assets, including lifting and moving items up to 25 lbs. • Ability to work at a desk or computer for extended periods. • Occasional travel may be required. Additional Requirements: • Must be authorized to work in the United States. • Consideration for employment in this role is contingent upon the successful completion of all pre-employment requirements, including a background check, drug screen, and driving record review (if applicable). Work Environment: • Work is primarily performed in a professional office setting with moderate noise levels and controlled temperatures. • Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. • Standard business hours with extended hours as needed. What We Offer: • Paid Time Off • Comprehensive Medical, Dental, and Vision Insurance • Additional Coverage Through AFLAC • Company-Paid Holidays • 401(k) with an 8% Match • Short-Term and Long-Term Disability • Group Life Insurance • Employee Assistance Fund • Emergency Service Worker Bonus • Employee Referral Bonus • 15% Carhartt Discount for all employees - NY only Employee and Compliance Information Carver Companies is an equal opportunity employer and does not discriminate based on race, color, religion, sex, national origin, disability, age, sexual orientation, gender identity, or any other protected status under federal, state, or local laws. Disclaimer This job description is intended to describe the general nature and level of work performed. It is not an exhaustive list of all duties, responsibilities, and qualifications required of employees assigned to this position.

Reporting to the President and serving on the University's executive and cabinet team, the VP-HR is responsible for leading and directing all of the human resources functions in support of the university's mission and with the intent of ensuring that Excelsior's faculty and staff are positioned to excel in delivering on that mission. The VP-HR acts in accordance with relevant institutional policies and practices, and laws, regulations, and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The VP-HR is responsible for setting strategic direction in the areas of talent acquisition, talent management, performance management, employee relations, compliance, payroll and HRIS, training and development and compensation and benefits. Consistent with the mission of the institution, the VP-HR promotes a culture of respect, innovation and performance, as well as diversity, equity and inclusion throughout the organization, particularly regarding the aspects of human resource management. ESSENTIAL DUTIES AND RESPONSIBILITIES includes the following: Other duties may be assigned. Supervisory Responsibilities: * Leads a team of human resources professionals in the functions of talent acquisition, HRIS & compensation, training & development, payroll, benefits, compliance and employee relations. * Recruits, interviews, hires, and trains leadership-level HR staff. * Oversees the high-level daily workflow of the department. * Provides constructive and timely performance feedback and coaching, as well as formal annual evaluations. Duties/Responsibilities: * Team/Institutional Leadership * Collaborates with executive leadership to define the organization's long-term mission, goals and strategic imperatives; identifies ways to support this mission and strategic plan through talent management. * As a member of the President's Cabinet, participate in university strategy setting, goal setting and achievement, handling high-level matters that come up, etc. * Serves as a trusted advisor to the President on matters related to human capital including workforce planning, leadership development, culture and risk management. * Signs contractual agreements as an officer of the university. * Attend daily and weekly Cabinet and Executive Council meetings. * Participate in other governance groups and meetings, such as ERP systems governance, Retirement Plan Committee, etc. * Set strategic direction for and lead Human Resources team. * Oversees the human resources team to ensure that it provides full service to the college for its talent management priorities and day-to-day key functions, including, but not limited to, payroll, benefits, compensation, talent acquisition, employee relations, training, performance management, people-related data analytics, HR systems administration, compliance, policy development and enforcement and leaves administration. * Identifies key performance indicators for the university human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics. * Provides guidance and leadership to the human resource team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. * Oversees the Human Resources unit budget and ensures expenses comply with organizational policies and stay within budget parameters. * Participates in the university's budget planning, forecasting and operational processes. * Participates in professional development and networking conferences and events. * Provides continuous improvement of the efficiency and effectiveness of the Office of Human Resources. * Assists with university communications as needed. * Completes reports as needed - including for the Board of Trustees, external agencies and other key constituencies. * Assists with partnership, mergers and acquisitions activities, including due diligence work, with a particular focus on HR-related matters. * Talent Management * Works with the CFO and Fiscal office to manage the Personnel budget for the university. * Oversees Talent Acquisition work, including leading senior-level searches; ensures that the university it attracting, selecting and effectively onboarding qualified and exceptional talent. * Works with leadership to ensure optimal organizational structures and leads reorganization efforts as needed. * Assists with immigration-related matters. * Oversees Employee Training and Development, including ensuring that there are appropriate training opportunities available to all employees. * Handles employee performance issues and works with managers to make termination decisions. * Reviews requests for promotions, title changes, salary changes and related matters. * Oversees the administration of and follow-up actions related to employee engagement and similar surveys. * Assists with talent acquisition, as well as other HR-related actions, related to the university opening new sites/offices, as well as working with mergers and acquisitions. * Compensation, Benefits and HRIS * Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. * Ensures that the bi-weekly payroll is completed accurately and on time. * Handles annual benefits insurance renewal negotiations and plan design decisions. * Chairs the Retirement Plan Committee. * Assists with Accommodations and Leaves of Absence as needed - ensures that appropriate support is provided to employees. * Ensures that the HRIS is properly maintained and updated as needed to ensure full and appropriate functionality. * Ensures that the university's Education Assistance program is appropriately managed. * Oversees annual salary review process. * Handles executive compensation tasks, including compensation surveys and salary recommendations. * Employee Relations * Works with managers to ensure appropriate and legal handling of personnel matters. * Facilitates conflict resolution, coaching, and counseling of staff. * Establishes and maintains credibility with management and employees as a role model, communicator, and listener. * Ensures effective employee relations that balance employee and leadership support and strives for positive and productive outcomes; handles more complex issues that arise. * Ensures that employee complaints are investigated thoroughly and that the appropriate follow up and actions are taken. * Policies and Compliance * Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. * Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. * Oversees the development and updating of employment-related policies and procedures. * Ensures that the university and its leaders operate in an ethical manner that complies with university policies and relevant laws and regulations. * Handles legal matters to the extent possible; works with General Counsel and outside counsel as needed. * University Administration * Participates in leadership of emergency and contingency planning for the College. * Serves on, oversees, or chairs College committees, as designated. * Approves various invoices and other documents as needed. * Oversees development of the holiday schedule each year. * Oversees the Rewards and Recognition program and plays major role in annual Charter Day celebration. * Chairs the Crisis Prevention and Response Group. * Assists in managing the on-site Café. * Assists with university and community events. * Performs other duties, projects and tasks as assigned. 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. Required Skills/Abilities: * Excellent verbal and written communication skills. * Excellent interpersonal and conflict resolution skills. * Excellent organizational skills and attention to detail. * Strong analytical and problem-solving skills. * Strong supervisory and leadership skills. * Thorough knowledge of employment-related laws and regulations. * Knowledge of and experience with varied human resource information systems. * Proficient with Microsoft Office Suite or related software. Education and Experience: * Bachelor's degree in human resources, Business Administration, or related field required; Masters or law degree highly preferred. * At least ten years of human resource management experience required, with strategic, talent management, and/or business development. Work Location: This position is based in the university's main Albany, NY location. The hiring salary range for this position is $190,000.00 - $225,000.00. The hiring salary range above represents the University's good faith estimate at the time of posting

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.

ESSENTIAL FUNCTIONS HR Strategy and Leadership: Develop and execute HR strategies aligned with the organization's goals and objectives. Provide strategic guidance to senior leadership on HR matters, including talent acquisition, employee development, performance management, compensation, benefits and employee relations. Act as a trusted advisor to the executive team, offering insights and recommendations on HR-related issues and opportunities. Lead, mentor, and develop the HR team, fostering a collaborative and high-performance culture. Talent Acquisition and Management: Develop and implement effective recruitment strategies to attract and hire skilled professionals and hourly employees across the organization. Collaborate with hiring managers to define job requirements, interview processes, and candidate selection criteria. Oversee the onboarding process for new hires, ensuring a smooth transition and integration into the company culture. Create and implement talent management programs, including succession planning, career development, and performance management systems. Employee Relations and Engagement: Manage multiple Collective Bargaining Agreements within each region. Develop labor relations strategies that support the overall business and financial needs of the organization. Develop and maintain policies and procedures that promote a positive and inclusive work environment. Oversee employee relations matters, including investigations, conflict resolution, and disciplinary actions. Foster employee engagement initiatives, such as employee recognition programs, surveys, and feedback mechanisms. Ensure compliance with labor laws, regulations, and industry standards, providing guidance and support to managers and employees. Compensation and Benefits: Collaborate with senior leadership to develop and administer competitive compensation and benefits programs. Conduct regular market analysis to ensure the organization's pay and benefits offerings remain competitive. Manage and oversee the administration of employee benefits, including health insurance, life insurance, DBL and Defined Benefit and Defined Contribution retirement plans. HR Metrics and Reporting: Develop and implement HR metrics and analytics to track key HR performance indicators. Prepare regular reports on HR metrics, analyzing trends and identifying areas for improvement. Provide insights and recommendations to senior leadership based on HR data analysis. REQUIREMENTS Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred. Proven experience as an HR leader in heavy manufacturing or industrial settings. In-depth knowledge of labor laws, regulations, and best practices in the manufacturing industry. Experience in leading a unionized workforce strongly desired. COMPETENCIES Strong strategic thinking and business acumen, with the ability to align HR strategies with organizational goals. Demonstrated experience in talent acquisition, employee development, performance management, and employee relations. Excellent leadership and interpersonal skills, with the ability to influence and build relationships at all levels of the organization. Exceptional communication skills, both written and verbal. Strong analytical and problem-solving abilities. WORK ENVIRONMENT The VP of HR spends 90% of the time in an office environment developing HR strategies, developing staff, staying connected with the executive and mill leadership teams, attending meetings, on calls, recruiting top talent, succession planning, defining HR metrics and reporting, etc. The other 10% of the time is spent in the mill environment or traveling to other Twin Rivers locations.

Join a Mission-Driven HR Team that Changes Lives At The Arc Lexington, our employees are the heart of everything we do-and our HR team is here to support them every step of the way. We are seeking an experienced, compassionate, and strategic Assistant Director of Human Resources to lead our recruitment strategy, drive data-informed decision-making, and help create a supportive workplace for all. This is a rare opportunity to blend people leadership with analytics expertise in a role that supports nearly 1,600 employees across a high-impact, values-driven organization. What You'll Do Lead Recruitment with Purpose Oversee Lexington's hiring strategies to attract and retain top talent. Partner with the Recruitment Manager to create strong pipelines and promote inclusive hiring. Ensure alignment with workforce goals and Lexington's culture of care. Use Data to Drive Decisions Build dashboards and analyze key HR metrics, such as recruitment, turnover, cost-per-hire, benefits use, etc. Translate data into clear, actionable strategies for senior leadership. Collaborate across HR, Benefits, and HRIS teams to ensure accuracy and insights. Supporting a Positive Workplace Culture Handle employee relations concerns with fairness, confidentiality, and compassion. Serve as a resource for managers on complex HR matters. Promote consistency and legal compliance across all staff interactions. Being a Trusted HR Partner Support the Director of HR and represent the department on strategic initiatives. Mentor HR team members and foster cross-functional collaboration. Model the Nurturing Environment culture that makes Lexington a great place to work. What We're Looking For Qualified applicants will have a bachelor's degree in human resources, Business, or a related field. 3-5 years of progressive HR experience with a focus on recruitment and employee relations. 2+ years in a supervisory or team lead role. Hands-on experience using HR data and tools to support planning. A strong understanding of recruitment strategy, talent pipelines, and HR systems. Proficiency in Excel and HR platforms (HRIS, ATS). Excellent communication, analytical, and problem-solving skills. A collaborative, calm, people-first leadership style. SHRM-CP, PHR, or similar certifications are preferred. Why work at The Arc Lexington? The Arc Lexington always strives to be the best possible employer. This means going to great lengths to ensure it is a great place to work, a place where employees feel valued, nurtured, and respected. Employees find fulfilling, meaningful careers at The Arc Lexington and enjoy being part of our family. The Arc Lexington employees have repeatedly voted us for several awards: 2013 - Albany Times Union Top Workplace Award 2014 - Voted #1 Large Workplace in the Capital District 2014 - Albany Times Union Top Workplace Award 2017 - Best Company to Work For in New York State 2022 - Albany Times Union Top Workplace Award & Times Union Meaningfulness Award We hope you will join us in making a difference! Apply Today! The Arc Lexington provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, national origin, age, physical or mental disability, genetic information, predisposition or carrier status, marital status, military or veteran status or any other status protected by applicable laws ("each a "Protected Characteristic"). This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

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 Agency's 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 agency's policy on confidentiality both within the Agency and community and adhere to all Agency and program policies and procedures EDUCATION and/or EXPERIENCE 1. Bachelor's 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 Driver's 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. Compensation: $74,780.16 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.

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.

Job Details Albany, NY $70000.00 - $75000.00 Salary/year Description The Sidney Albert Albany Jewish Community Center provides a nurturing environment where individuals and families can grow and develop in mind, body and spirit. We serve the spectrum of family life, from infants through seniors, through programs related to education, physical fitness, and communal life. Our core values are rooted in Jewish principles, and we welcome members of the community at large, regardless of their faith or background. The Director of HR will oversee all aspects of human resources, including talent acquisition, employee relations, compliance, performance management, and organizational development. This role is both strategic and hands-on, requiring a leader who can drive initiatives while supporting day-to-day HR operations. This position is full time, 40hours/week, and is the sole HR presence for the the Albany JCC supporting an employee base of approximately 140 employees, which grows during summer months. As a member of a collaborative management team, you'll report directly to the Campus Director, and will partner closely with each member of leadership to oversee the daily HR operations, enhance the culture, morale, communication and engagement for employees, and guide the organization with quickly changing compliance and legal requirements. Communication is a key component of this position, with the goals of creating transparent, appropriate free-flowing information across departments, sharing ideas, and creating accountability. The work environment is a warm and welcoming setting where honesty, support and collaboration are essential for success. We need someone who can truly develop rapport with each and every employee, build trust, and reinforce a culture that will increase employee retention and satisfaction. As a leader within a membership driven organization, it is equally important to be an accessible, articulate and professional presence to members, the Board of Directors, and in the community. Qualifications Minimum requirements: • 7 years of HR experience with a minimum of 2-4 years at the management level • 4-year degree preferred. SHRM-CP or SHRM-SCP certification also preferred • Experience managing payroll systems preferred • Expertise in all facets of HR, with an emphasis on employee relations, compliance. FLSA requirements, leave management and employee engagement • Proven experience with the following: - Managing benefits plans in partnership with an outside broker - Developing and delivering HR related training, updating employee handbooks, recruiting, onboarding, writing job descriptions and determining equitable pay structures, and managing employee filing and documentation in compliance with all state and federal regulations - Internal communications and effective messaging • Ability and confidence to lead the HR function independently. • Willingness to represent the organization with attendance and support at events, programs and fundraisers

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

Job Description The Human Resources Manager serves as a key member of the leadership team and acts as a champion for Integritus Healthcare's culture and core values and our Standards of Conduct. This role is responsible for implementing employee engagement strategies and overseeing all facility-level human resources functions. Key responsibilities include recruitment and retention, employee relations, payroll and benefits administration, compliance with legal and regulatory requirements, and policy implementation. The position also provides support and guidance on employee engagement, disciplinary actions, and employee relations issues. essential functions. Conducts full-cycle recruiting and coordinates the onboarding process. Administers employee benefits in accordance with Integritus Healthcare guidelines. Prepares and processes weekly payroll accurately and on time. Processes pre-employment information in compliance with facility policies and regulations. Assists in resolving employee relations issues and works with administrators and managers to prevent recurrence. Provides support, guidance, information, and coaching to staff and management. Ensures disciplinary procedures are properly followed and documented, in coordination with administrators and department managers. Maintains employee personnel and medical files in compliance with regulations. Manages performance evaluations, license tracking, physicals, and vaccinations using the HR Tracker system. Reviews all new hire documentation for completeness (e.g., reference checks, employment history, required licenses, CORI checks).

The Human Resources Manager serves as a key member of the leadership team and acts as a champion for Integritus Healthcare's culture and core values and our Standards of Conduct. This role is responsible for implementing employee engagement strategies and overseeing all facility-level human resources functions. Key responsibilities include recruitment and retention, employee relations, payroll and benefits administration, compliance with legal and regulatory requirements, and policy implementation. The position also provides support and guidance on employee engagement, disciplinary actions, and employee relations issues. essential functions. Conducts full-cycle recruiting and coordinates the onboarding process. Administers employee benefits in accordance with Integritus Healthcare guidelines. Prepares and processes weekly payroll accurately and on time. Processes pre-employment information in compliance with facility policies and regulations. Assists in resolving employee relations issues and works with administrators and managers to prevent recurrence. Provides support, guidance, information, and coaching to staff and management. Ensures disciplinary procedures are properly followed and documented, in coordination with administrators and department managers. Maintains employee personnel and medical files in compliance with regulations. Manages performance evaluations, license tracking, physicals, and vaccinations using the HR Tracker system. Reviews all new hire documentation for completeness (e.g., reference checks, employment history, required licenses, CORI checks).

Job DescriptionBenefits: 401(k) matching Competitive salary Dental insurance Health insurance Paid time off Parental leave Vision insurance Human Resources Manager (Full-Time, In-Office) Schedule: MondayFriday, Full-Time, In-Office Company Overview: Legacy Recovery & Remarketing Services is a leading, third-generation repossession and asset management company serving clients nationwide. We pride ourselves on professionalism, integrity, and a strong commitment to our team culture. As we continue to grow, were seeking an experienced and dedicated Human Resources Manager to join our in-office team. Position Summary: The Human Resources Manager will oversee all HR functions including recruiting, onboarding, compliance, benefits administration, and employee relations. This individual will play a key role in fostering a positive work environment and ensuring alignment with company policies, legal standards, and best practices. Key Responsibilities: Manage day-to-day HR operations and employee inquiries. Lead recruitment efforts: posting jobs, screening candidates, scheduling interviews, and onboarding new hires. Maintain compliance with state and federal employment laws. Administer payroll updates, time-off tracking, and employee benefits. Develop and enforce company policies, handbooks, and performance improvement plans. Support leadership with employee relations, conflict resolution, and performance reviews. Coordinate staff recognition, training programs, and culture initiatives. Maintain organized personnel files and HR systems. Qualifications: 3+ years of experience in Human Resources or Office Management (HR certification a plus). Strong understanding of HR compliance, documentation, and best practices. Excellent communication, organizational, and problem-solving skills. Proficiency with Microsoft Office and HR software systems. Ability to maintain confidentiality and exercise sound judgment. Positive, professional attitude with a commitment to teamwork and fairness. Why Join Our Team: Stable, growing company with a strong reputation in the industry. Supportive leadership and collaborative work environment. Competitive pay, benefits, and opportunities for growth.

Full-time Description Overview of Position: As a vital member of the Windham Mountain Club Human Resources team, the Human Resources Assistant Manager will support various HR functions with a primary focus on recruiting and retention strategies and will proactively develop and execute effective recruitment and retention initiatives. This role will act as a liaison between HR and department managers ensuring HR alignment with organizational goals and facilitating a positive work environment. Job Duties: The list below best represents many tasks you will be asked to perform at some time during your employment here at Windham Mountain Club (WMC). We cannot predict all the challenges that we may face in providing the exceptional experiences our teams and guests expect, so additional duties and responsibilities may be added as needed. Recruitment: Collaborate with the Directors of HR and departmental managers to develop and oversee recruiting strategies for all positions: full-time, part-time, and seasonal. Utilize data and analytics to create specialized recruiting programs, enhance job postings, target external recruitment efforts and applicant screening processes. Maintain a proactive pool of qualified candidates to ensure an adequate pipeline for WMC's growth. Coach hiring managers on effective interviewing techniques and provide resources to bridge gaps in recruiting knowledge. Research and recommend new sources for recruiting talent, including partnerships with local schools and community organizations. Employee Onboarding: Facilitate the onboarding process for new hires, ensuring a seamless transition through well-structured orientation programs and materials. Check in with new employees during their initial weeks to ensure a smooth acclimation and address any concerns. Retention: Analyze employee feedback and turnover data to develop and implement recognition and incentive programs that align with WMC's mission and values. Coordinate employee engagement activities and morale-enhancing initiatives, ensuring alignment with staff interests and company culture. Partner with the marketing team to evaluate employee experience metrics and design recognition programs based on findings. Performance Management: Support the performance evaluation process by assisting managers in setting goals, conducting regular performance conversations (1 on 1s) and completing seasonal performance reviews. Identify training and development needs based on performance assessments to foster employee growth. Training and Talent Development: Assist HR Director in facilitation of training programs. Employee Relations: Serve as a resource for employee inquiries and issues, promoting a supportive and organized workplace. Assist in conflict resolution and disciplinary processes, maintaining a fair and respectful approach. HR Administration: Ensure accurate employee records and HR databases are maintained, ensuring confidentiality and compliance with labor laws. Prepare HR reports and analytics for HR leadership review, contributing to strategic planning. Work Schedule and Conditions: We are in the business of providing exceptional experiences for our team members, their families and guests. Our busy periods are weekends and holidays over the winter season which we are expected to work. You may also expect to be asked to work extra hours or days on occasion, especially during the holidays. Requirements Job Qualifications: Bachelor's in Human Resources or related field required and/or prior relevant work experience. PHR or SPHR preferred Must have proven experience in HR with strong background in recruiting and retention work, preferably in the hospitality industry Must be comfortable interacting with employees, team members and guests in a friendly and helpful manner Must have excellent communication and interpersonal skills, written and verbal, with an emphasis on presentation and coaching skills Strong organizational and multitasking capabilities with the ability to manage and compile data for reporting purposes Knowledge of HR practices, labor laws and experience using HRIS systems (e.g., ADP, Kronos, etc.) Must have strong computer skills, including knowledge of Microsoft Excel, Word and PowerPoint Physical Requirements: Ability to lift and maneuver up to 30 pounds. Ability to sit, stand and walk for up to 8 hours. Ability to work outdoors in various weather conditions. Ability to stand and walk on uneven terrain, including snow and ice covered surfaces. Ability to push, pull, bend, stoop, kneel, and reach regularly. Ability to perform fine motor skills congruent with operating computers and smart phones. Salary Description $70,000 - $80,000 annually

Full-time Description 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.

Job DescriptionBenefits: Paid time off Open Door Mission Glens Falls, NY Part-Time, 20-30 hours per week | Non-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 $22-$23 an hour. Employee is eligible for paid time off. 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.

**_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 (***************************************************************************************************************************

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#

Job Description Join a Mission-Driven HR Team that Changes Lives At The Arc Lexington, our employees are the heart of everything we do-and our HR team is here to support them every step of the way. We are seeking an experienced, compassionate, and strategic Assistant Director of Human Resources to lead our recruitment strategy, drive data-informed decision-making, and help create a supportive workplace for all. This is a rare opportunity to blend people leadership with analytics expertise in a role that supports nearly 1,600 employees across a high-impact, values-driven organization. What You'll Do Lead Recruitment with Purpose Oversee Lexington's hiring strategies to attract and retain top talent. Partner with the Recruitment Manager to create strong pipelines and promote inclusive hiring. Ensure alignment with workforce goals and Lexington's culture of care. Use Data to Drive Decisions Build dashboards and analyze key HR metrics, such as recruitment, turnover, cost-per-hire, benefits use, etc. Translate data into clear, actionable strategies for senior leadership. Collaborate across HR, Benefits, and HRIS teams to ensure accuracy and insights. Supporting a Positive Workplace Culture Handle employee relations concerns with fairness, confidentiality, and compassion. Serve as a resource for managers on complex HR matters. Promote consistency and legal compliance across all staff interactions. Being a Trusted HR Partner Support the Director of HR and represent the department on strategic initiatives. Mentor HR team members and foster cross-functional collaboration. Model the Nurturing Environment culture that makes Lexington a great place to work. What We're Looking For Qualified applicants will have a bachelor's degree in human resources, Business, or a related field. 3-5 years of progressive HR experience with a focus on recruitment and employee relations. 2+ years in a supervisory or team lead role. Hands-on experience using HR data and tools to support planning. A strong understanding of recruitment strategy, talent pipelines, and HR systems. Proficiency in Excel and HR platforms (HRIS, ATS). Excellent communication, analytical, and problem-solving skills. A collaborative, calm, people-first leadership style. SHRM-CP, PHR, or similar certifications are preferred. Why work at The Arc Lexington? The Arc Lexington always strives to be the best possible employer. This means going to great lengths to ensure it is a great place to work, a place where employees feel valued, nurtured, and respected. Employees find fulfilling, meaningful careers at The Arc Lexington and enjoy being part of our family. The Arc Lexington employees have repeatedly voted us for several awards: 2013 - Albany Times Union Top Workplace Award 2014 - Voted #1 Large Workplace in the Capital District 2014 - Albany Times Union Top Workplace Award 2017 - Best Company to Work For in New York State 2022 - Albany Times Union Top Workplace Award & Times Union Meaningfulness Award We hope you will join us in making a difference! Apply Today! The Arc Lexington provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, national origin, age, physical or mental disability, genetic information, predisposition or carrier status, marital status, military or veteran status or any other status protected by applicable laws ("each a "Protected Characteristic"). This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Job Posted by ApplicantPro