Director of human resources jobs in Delaware

**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** + Effectively handle employee related issues with confidentiality and fairness while mentoring leaders on the handling of disciplinary issues + Partner with leadership to assess, design and facilitate leadership development programs that support their growth and success + Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Champion the crew committees which are passionate about overall welfare onboard **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 2 years' experience working within a Human Resources operation; Depth of experience in at least one HR functional Areas: Learning and Development, Organizational Development, Compensation & Benefits, Employee Relations, Compliance, and/or Workforce Planning & Administration + Minimum of 1 year in a leadership and/or Operations role + Proven understanding and experience of Employee Relations and/or Performance Management concepts and practices **Preferred Qualifications:** **How You Will Stand Out** + Shipboard Experience **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:** 1250070BR **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.

SAP HR Technical Lead (Success Factors) Hybrid Remote - periodic travel to Newark, DE Must reside or be willing to relocate to TX, IL, NJ, OH, DE, MD, PA, VA, NC, GA, FL Your role in our success: The SAP SuccessFactors Technical Lead owns the end to end architecture, configuration, integration, and operations of the SuccessFactors platform across all modules-Employee Central, Recruiting, Onboarding, Performance & Goals, Compensation, Succession & Development, Learning, Time Tracking/EC Time, Benefit Focus, Workforce Analytics & Planning (WFA/WFP), and Employee Central Payroll. This role supervises technical/configuration teams, governs platform standards, and partners with HR and IT stakeholders to deliver scalable, secure, and compliant HXM solutions that improve employee experience and business outcomes. What you'll be working on: Platform Architecture & Roadmap Define the target architecture for SuccessFactors across modules and instances (Dev/Test/Prod), including configuration governance, RBP model, data privacy, and release strategy. Establish platform standards (naming, MDF object strategy, picklists, translations, workflows, business rules) and own the interface catalog and data contracts across HR processes. Module Ownership (All Modules) Employee Central (EC): Data models, business rules, workflows, event reasons, Time Off/Timesheet, position/org management, and localization. Recruiting & Onboarding: Templates, candidate pipelines, forms, offer approvals, e‑signature, provisioning; onboarding data flows to EC. PM/GM & Compensation: Goal/PM templates, calibration, comp/merit/bonus cycle setup and eligibility rules. Succession & Development: Talent search, talent pools, career worksheets, CDP. Learning (LMS): Item/curricula structures, assignment profiles, content standards (SCORM/AICC/xAPI), vendor integrations. WFA/WFP & People Analytics (Stories/Canvas): Semantic models, metrics packs, stories, security, and data refresh schedules. Employee Central Payroll (ECP): Core HR ↔ payroll replication, schemas/rules oversight with partner teams, off‑cycle processing alignment. Integration & Extensions Lead integrations using SAP Integration Suite (CPI), Integration Center, OData v2/v4, SFAPI (SOAP), Intelligent Services/Business Events, and SFTP. Architect identity and access with IAS/IPS, SSO (SAML/OAuth2), and align with enterprise identity governance. Orchestrate third‑party integrations (background checks, benefits, ATS/CRM, learning content, time/leave, finance) and S/4HANA/ERP HCM connectivity. Apply secure patterns (masking, encryption, mTLS, token‑based auth) and robust error handling, retries, and monitoring. Data Quality, Security & Compliance Govern data integrity and lineage across modules; define validation and reconciliation controls. Enforce RBP/permission roles and DLP/PII safeguards aligned to GDPR/CCPA and industry standards. Oversee data migration (EC and module cutovers), audit readiness, and retention policies. Release, Testing & Operations Own biannual release impact assessments, regression test planning, and enablement with HR and IT. Implement test automation and CI/CD where feasible; manage Configuration Transport (Manage Configuration Transport/CTC) and instance promotions. Establish monitoring/alerting (e.g., SAP Cloud ALM), SLA reporting, and L2/L3 incident/problem management. Leadership, Delivery & Financials Supervise, mentor, and upskill internal and partner teams; conduct design reviews and technical workshops with cross‑functional stakeholders. Drive project planning and budgeting; manage vendor/partner delivery quality. Communicate technical concepts to non‑technical stakeholders and translate business needs into scalable designs. Where you'll be working... Hybrid Remote with periodic travel to Newark, DE (typically ~2 weeks per month, may fluctuate due to business needs) Who you are: Education: Bachelor's degree in computer science, Information Systems, or related field. Work Experience: 7+ years in SAP HCM/SuccessFactors with 3+ years as a platform or technical lead; 2+ full lifecycle SF implementations across multiple modules including EC. Licensure/Certification: SAP SuccessFactors Associate certifications in EC and at least one talent module required; Professional/Specialist level and ECP preferred. PMP/Scrum Master a plus. (Mirrors certification line style of the sample.) Driver's License (type): Regular Driver's License (if applicable for occasional travel). Deep expertise across all SuccessFactors modules with hands‑on configuration leadership in EC plus at least three talent modules and ECP. Strong practical knowledge of OData/SFAPI, Integration Center, CPI, IAS/IPS, MDF, RBP, Business Rules, Workflows, Picklists/Translations, and People Analytics. Proven experience with global HR processes (hire‑to‑retire), multi‑country localizations, and complex org/position management. Solid understanding of S/4HANA/ERP HCM integration points; familiarity with payroll/time schemas/rules (with partner teams). Excellent analytical, troubleshooting, and stakeholder communication skills; ability to lead through influence. What's in it for you? Joining the CUC team will get you: Competitive base salary Fantastic opportunities for career growth Cooperative, supportive and empowered team atmosphere Annual bonus and salary increase opportunities Monthly recognition events Endless wellness initiatives and community events Robust and customizable benefit packages-choose what works best with your life. Options include generous 401k, medical, dental and life insurance, tuition reimbursement, compensated volunteer hours and MORE! Paid time off, holidays and a separate bank of sick time! Chesapeake Utilities Corporation is an equal opportunity employer committed to creating a diverse workforce and a culture that promotes a sense of belonging for all employees. We consider all qualified applicants without regard to race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability or veteran status, among other factors. Applicants with a disability that need assistance applying for a position may email ****************.

Why Join the Agilent Global Talent Management Center of Excellence? Agilent's Global Talent Management Center of Excellence is our talent innovation engine. We are committed to fueling business growth through smart, data-powered talent strategies and solutions that build future-ready capabilities, strengthen leadership pipelines, boost performance, and foster continuous development. Being a member of our team is an opportunity to design and execute strategic talent management initiatives that enable the Agilent team to deliver on business goals. Your contributions will ensure that Agilent is a place where talent thrives and extraordinary careers are grown. If you're passionate about translating business strategies into impactful talent solutions, come and shape the future with us in the Global Talent Management Center of Excellence. Position Summary We are seeking a focused and collaborative Global HR Talent Partner who thrives in a global, matrixed environment and is passionate about aligning talent strategies with business goals. The ideal candidate will bring a proactive mindset, strong facilitation skills, and a deep understanding of business partnering and talent development to drive impactful outcomes across our Commercial, Agilent CrossLab Group (ACG), and Transformation organizations. As a Global HR Talent Partner, you'll be instrumental in helping bring Agilent's Talent Philosophy to life and will play a key role in designing and embedding our talent and development strategies. This role is a connector between strategy and execution, forming a vital partnership between HR Business Partners and the Global Talent Management COE. You'll support and drive adoption and consistent implementation of talent initiatives across the Commercial, Agilent CrossLab Group (ACG), and Transformation organizations, while also directly contributing to enterprise-wide best practices that elevate talent outcomes across Agilent. Key responsibilities Talent Partner * Create a connected talent landscape - acting as a trusted partner and key liaison to HRBPs to identify and scope talent-related opportunities: establishing critical two-way flow of information between Business and COE. * Shape, develop and implement talent strategies aligned with Business priorities and global frameworks: focusing talent initiatives for maximum value and impact. * Support and enable HRBPs to coach business leaders to foster a strong talent culture based on Agilent values, leadership expectations and behaviors: embedding Agilent's Talent Philosophy. * Lead or participate in global initiatives and contribute to the evolution of talent management practices Enterprise-wide: delivering consistency and scale. * Facilitate and / or deliver engaging and effective training, workshops, and learning experiences to embed talent practices and learnings (both to supported Business Groups and broader audiences). * Analyze data and insights to identify talent trends, risks and opportunities - collaborating with HRBPs & COEs to create action plans and ensure continuous improvement. * Drive accountability and measurable improvement by reference to appropriate success metrics. Succession Planning & Career Development * Strengthen succession planning and talent pipeline development for the Business Groups you support, including advancement of effective senior leader (AVP+) development plans, in partnership with HRBPs. * Support the implementation of career frameworks and internal mobility. * Drive cross-functional collaboration and knowledge sharing amongst Talent Partners, HR Business Partners and COEs to enhance talent efforts. Qualifications Education: * Bachelor's or Master's degree in HR, Business Administration, Psychology, or related field. * Certifications such as SHRM, CIPD, or equivalent preferred. Experience: * 5+ years' experience in HR Business Partner and talent management role(s) focused on succession & development, ideally within a global or matrixed organization. * Hands-on experience with talent tools, succession planning, and performance management systems. Core Competencies: * Strong interpersonal and influencing skills, including communication and stakeholder management * Proven ability to design and embed performance frameworks, partnering with HRBPs COEs and leaders as appropriate to ensure effective prioritization through alignment with enterprise strategy and employee growth. * Ability to confidently deliver and embed talent messages, clearly articulating target outcomes and impact. * Comfortable analyzing talent and performance data to identify insights and inform action - including ability to harness data-driven dashboards or reports to address key talent topics e.g. readiness, attrition, pipeline. * Agile facilitation style to suit diverse audiences and learning needs. * Business acumen and strategic thinking. * Change management and organizational development. * Proactive problem solver with a commitment to continuous improvement. * Collaborative team player with a positive attitude. * Digital literacy and familiarity with HCM systems. Additional Details This job has a full time weekly schedule. Applications for this job will be accepted until at least October 24, 2025 or until the job is no longer posted. The full-time equivalent pay range for this position is $109,600.00 - $171,250.00/yr plus eligibility for bonus, stock and benefits. Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: ************************************* Agilent Technologies, Inc. is an Equal Employment Opportunity and merit-based employer that values individuals of all backgrounds at all levels. All individuals, regardless of personal characteristics, are encouraged to apply. All qualified applicants will receive consideration for employment without regard to sex, pregnancy, race, religion or religious creed, color, gender, gender identity, gender expression, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military or veteran status, protected veteran status, or any other basis protected by federal, state, local law, ordinance, or regulation and will not be discriminated against on these bases. Agilent Technologies, Inc., is committed to creating and maintaining an inclusive in the workplace where everyone is welcome, and strives to support candidates with disabilities. If you have a disability and need assistance with any part of the application or interview process or have questions about workplace accessibility, please email job_******************* or contact ***************. For more information about equal employment opportunity protections, please visit ********************************* Travel Required: Occasional Shift: Day Duration: No End Date Job Function: HR

**Time Type:** Full time **Remote Type:** **Job Family Group:** Human Resources The Director, Human Resources is responsible for ensuring the effective performance of all facets of HR for BBG's Corporate Function teams or market sales and operations teams. A Corporate HR Director will focus on working in partnership with HR centers of expertise ("COE") colleagues and key stakeholders to help shape, develop and deliver HR plans and solutions to meet the needs and priorities of BBGs' Strategic Priorities. A Market HR Director will be key to transforming the culture and serve as the business partner for the EVP and executive team for the business. The HR Director will consult with business leaders on strategic direction and critical priorities aligning people implications. This role will be a leader who builds an inclusive culture and drive a diverse talent pipeline. **:** **Job Responsibilities:** + Serve as a strategic thought partner and source of credible sound advice and counsel to all Senior Leadership (inclusive of the Executive Leadership Team (ELT) and Commercial Leadership Team (CLT) for Corporate HR). + Ensure the effective performance of all facets of HR by providing coaching, guidance, strategic partnership, and support. + Partner with the relevant leader and their teams to achieve business related goals and objectives. Add value by identifying HR-related opportunities to maximize business performance. + Champions the commitment to Diversity, Equity, and Inclusion in partnership with COE and key stakeholders while ensuring effective implementation of company initiatives and associate engagement. + Work closely with senior stakeholders to improve associate engagement, build morale, increase productivity and retention. + Develop a deep understanding of the business' performance drivers and metrics in order to deliver efficient and effective programs and solutions that will enhance business performance. + Provide guidance and input on talent, organization effectiveness, workforce planning and succession planning. + Provides human resources policy guidance and interpretation, maintains in-depth knowledge of legal requirements, and ensures compliance with state and federal regulations. + Manages and resolves complex associate relation issues. Conducts effective, thorough and objective investigations when necessary. + Maximizes the use of Workday system for performance management, succession, and development planning. + Conducts exit interviews for senior leaders, monitors company turnover trends and communicates critical feedback to leaders as needed. + Other duties, as assigned by the jobholder's supervisor, may also be required. **Minimum Qualifications:** + Bachelor's Degree required preferably in Human Resources, Business Management, or correlated discipline + Minimum of 10 years of progressive Human Resources experience. Preferably in a corporate, hospitality or CPG focused environment. + Ability to collaborate, partner and influence client stakeholder strategies as needed. - Demonstrate commercially focused and client service acumen in providing HR services. + Thorough knowledge of HR practices and procedures as well as considerable knowledge of Federal, State and Local laws and regulations pertaining to Human Resources matters + Demonstratable ability to work in a modern Human Capital Management system platforms and leverage data to achieve business results + Ability to work effectively under time constraints and deadlines + Strong influencing and communication skills, ability to provide clear and meaningful instructions, guidance, and counseling to stakeholders **Physical Requirements:** + While performing the duties of this job, the employee is regularly required to, stand, sit; talk, hear, and use hands and fingers to operate a computer and telephone **Competencies:** + Requires conceptual thinking to understand complex issues and their implications, where sufficient information may not be available. _This job description is only a summary of the typical functions of this position, not an exhaustive or comprehensive list of all possible job responsibilities, tasks and duties. Responsibilities, tasks, and duties of individual jobholders may vary from the above description._ - Breakthru Beverage Group is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information and other legally protected characteristics. The EEO is the Law poster is available here (*********************************************************************************************** . If you need a reasonable accommodation because of a disability for any part of the employment process, please call ************** and let us know the nature of your request and your contact information.

Ready to be pushed beyond what you think you're capable of? At Coinbase, our mission is to increase economic freedom in the world. It's a massive, ambitious opportunity that demands the best of us, every day, as we build the emerging onchain platform - and with it, the future global financial system. To achieve our mission, we're seeking a very specific candidate. We want someone who is passionate about our mission and who believes in the power of crypto and blockchain technology to update the financial system. We want someone who is eager to leave their mark on the world, who relishes the pressure and privilege of working with high caliber colleagues, and who actively seeks feedback to keep leveling up. We want someone who will run towards, not away from, solving the company's hardest problems. Our ******************************** is intense and isn't for everyone. But if you want to build the future alongside others who excel in their disciplines and expect the same from you, there's no better place to be. While many roles at Coinbase are remote-first, we are not remote-only. In-person participation is required throughout the year. Team and company-wide offsites are held multiple times annually to foster collaboration, connection, and alignment. Attendance is expected and fully supported. The HR Business Partner will support one or more functional teams playing a vital role in ensuring the functions they partner with are thriving and executing people programs at scale -- and, most importantly, translating business strategy into people & org strategy over time. As a key member of our People team, you will work closely with functional leaders on engagement, org health, performance management, employee development, diversity, policy, etc. You'll provide proactive guidance and counsel and will have the opportunity to improve and impact every employee's experience at Coinbase. Using data, combined with sound judgment and creativity, you'll directly influence the growth & scale of our organization. We're looking for an innovative person to help us continue to build a best in class team. *What you'll be doing (ie. job duties):* * Work with relevant stakeholders to help spearhead people programs and strategies that enhance our culture -- including performance management, compensation, talent development & feedback, employee engagement & retention, and internal communications. * Partner with functional leaders on org design, planning, and relevant people strategies at scale. * Regularly provide coaching/guidance on skill & professional development, career pathing and leveling, change management, and sensitive people situations. * Identify and advise leaders on the development needs of their teams and functions. * Approach people matters with an eye toward compliance and reducing risks; help build and apply HR policies and manage global employee relations issues. * Analyze trends & use data to develop people's insights and influence change. * Build excellent working relationships across the business and our People Team COEs. *What we look for in you (ie. job requirements):*** * Minimum of 7 years of relevant experience as a HR professional, chief of staff, or consultant. * Solid mindset and ability to create, improve, and execute on people processes and programs with efficient execution. * Proven stakeholder management skills with capability to navigate nuanced and elevated situations with poise and good judgment - separating signal from noise. * Data driven decision making experience or examples of analytical thinking patterns * Demonstrated skills in clear communication and escalation methods. * Comfortability with stepping into feedback conversations throughout all levels of the organization. * Ability to thrive in a fast-paced environment with ever-changing priorities. * Motivation to problem solve in an ambiguous environment. * Reputation for integrity, confidentiality, dedicated work ethic, and desire for ownership & accountability. P72558 *Pay Transparency Notice:* Depending on your work location, the target annual salary for this position can range as detailed below. Full time offers from Coinbase also include bonus eligibility + equity eligibility**+ benefits (including medical, dental, vision and 401(k)). Pay Range: $176,035-$207,100 USD Please be advised that each candidate may submit a maximum of four applications within any 30-day period. We encourage you to carefully evaluate how your skills and interests align with Coinbase's roles before applying. Commitment to Equal Opportunity Coinbase is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sex, gender expression or identity, sexual orientation or any other basis protected by applicable law. Coinbase will also consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state and local law. For US applicants, you may view the *********************************************** in certain locations, as required by law. Coinbase is also committed to providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please contact us at accommodations*********************************** *Global Data Privacy Notice for Job Candidates and Applicants* Depending on your location, the General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA) may regulate the way we manage the data of job applicants. Our full notice outlining how data will be processed as part of the application procedure for applicable locations is available ********************************************************** By submitting your application, you are agreeing to our use and processing of your data as required. *AI Disclosure* For select roles, Coinbase is piloting an AI tool based on machine learning technologies to conduct initial screening interviews to qualified applicants. The tool simulates realistic interview scenarios and engages in dynamic conversation. A human recruiter will review your interview responses, provided in the form of a voice recording and/or transcript, to assess them against the qualifications and characteristics outlined in the job description. For select roles, Coinbase is also piloting an AI interview intelligence platform to transcribe and summarize interview notes, allowing our interviewers to fully focus on you as the candidate. *The above pilots are for testing purposes and Coinbase will not use AI to make decisions impacting employment*. To request a reasonable accommodation due to disability, please contact accommodations[at]coinbase.com

Plant HR Manager - Food & Beverage Manufacturing We're looking for an experienced Plant HR Manager to lead HR at a high-volume food manufacturing site. This role is perfect for someone with strong union experience who can guide teams through transformation, build trust, and drive a positive culture. What You'll Do: Lead a team of 5 HR professionals Support plant transformation while ensuring HR consistency and compliance Partner with union leaders and plant management to maintain strong labor relations Strengthen communication, accountability, and engagement across the workforce Deliver clear HR metrics and insights to plant and corporate leadership Support LEAN and continuous improvement initiatives What You'll Bring: 5+ years of HR leadership in a unionized CPG or food manufacturing plant Proven success working with unions and managing labor relations Ability to stabilize, develop, and motivate teams during change Confident reporting HR results to senior leadership LEAN/CI background preferred Bachelors Degree

Join our dynamic team as a Program/Project Manager and lead transformative projects that shape the future of our industry! This is a unique opportunity to leverage your strategic vision and leadership skills to drive impactful initiatives and foster innovation. At our company, you'll find unparalleled career growth and mobility, empowering you to reach new heights in your professional journey. Collaborate with a talented team in a supportive environment that values creativity and excellence. Be part of a forward-thinking organization that offers competitive benefits and a culture of continuous learning and development. As a Program/Project Manager within JPMorganChase, you will be a key driver in transforming strategic plans into tangible programs and projects, delivering impactful results across various business units. You will leverage your deep knowledge and expertise in project management to navigate complex issues, make informed decisions, and ensure the successful execution of programs. Your role will involve significant cross-functional collaboration, data analysis, and conflict management to align operations initiatives with business strategy. You will also be responsible for building and leading diverse teams, delegating tasks effectively, and fostering an environment of continuous learning and growth. Your ability to think strategically, adapt to change, and deliver excellent customer service will be crucial in this role. Job responsibilities Lead the transformation of strategic plans into high-impact programs and projects, utilizing your expertise in project management and strategic thinking to deliver results across various business units. Oversee the execution of programs, ensuring alignment with business strategy, effective risk mitigation, and timely delivery of commitments. Utilize data analytics to monitor program progress, make informed decisions, and direct necessary adjustments to ensure the successful delivery of program commitments. Build, lead, and manage diverse teams, fostering an environment of continuous learning and growth, and effectively delegating tasks to ensure efficient and effective achievement of objectives. Engage with senior management and stakeholders, providing regular updates on program progress, and collaborating to resolve any arising issues. Create executive-level presentations and documentation to effectively communicate program status, strategies, and outcomes to senior leadership. Required qualifications, capabilities, and skills Proven ability to lead and manage complex programs or projects, delivering results across various business units, typically demonstrated through 7+ years of relevant experience. Demonstrated proficiency in data analytics, with the ability to interpret models, make inferences from data, and provide continuous insight for program execution. Proven experience in conflict management, with the ability to identify conflicts, facilitate discussions, and create win-win solutions using collaboration or negotiation strategies. Advanced computer literacy, with the ability to effectively use technology to perform tasks, solve problems, and communicate in a professional setting. Proficiency in strategic thinking, with the ability to use data to understand issues and opportunities, evaluate potential scenarios, and collaborate on strategy and priority development. Knowledge of Agile processes and proficiency in JIRA/Confluence to manage and track project progress efficiently. Preferred qualifications, capabilities, and skills Integrate artificial intelligence solutions to enhance project outcomes and drive data-driven decision-making. Implement automation to streamline project workflows and increase operational efficiency. Foster a culture of innovation by encouraging creative problem-solving and the adoption of new technologies. Mentor team members to support their professional growth and enhance project management capabilities.

Job Description Primary Purpose The IT Applications Manager - HR shall help provide leadership management to the HR and Production (Kronos) area. This position will provide subject matter expertise and act as the business unit consultant pertaining to technology and support the business in its charge to develop and maintain computing capabilities and services that meet the needs of the organization. This position will be responsible for all Enterprise Resource Management (ERP) aspects of the HR and Production (Kronos) area including supervision of information technology application employees, recommendations for technical acquisitions and development of guidelines, standards and procedures. The IT Applications Manager - HR is tasked with helping define the strategic planning, tactical and operational decision making to fulfill the mission of the IT department. Major Duties & Responsibilities Proactively make recommendations to business managers in respect to technology (HR, Production). Responsible for managing Mountaire staff, suppliers and service companies associated to a defined list of applications. Maintain adequate domain knowledge of the business strategies to ensure maximum value realization. Provide support to IT Leadership in program operations including, budget/forecasting, financial reconciliation, vendor management and procurement. Holistic project monitoring, controls, team integration and corrective action as needed. Ensure the application of project management best practices and company software development lifecycle (SDLC) standards are appropriate. Configure and support any third-party application as needed. Qualifications Bachelor's Degree in Computer Science, Information Systems or other technology-related field(s). 5+ years managing Technology teams. 5+ years managing the support and operations of business applications. 3+ years managing people. Project management skills. Leadership skills. Software development lifecycle (SDLC) experience a plus. Must possess initiative and drive. Have broad relevant technical knowledge with good management expertise. Excellent communication skills, both written and verbal.

Description We are seeking an HR Systems Manager to join our team in Selbyville, Delaware. As an HR Systems Manager, your primary role will be to manage and optimize our Human Resources systems and processes. You will also participate in project management for key HR initiatives, maintain the organization's design and structure, and formulate strategies for internal HR procedures and policies. Responsibilities: - Oversee key Human Resources initiatives, including the Oracle HCM platform, annual compensation, total rewards programs, and policy creation and maintenance. - Formulate strategies to optimize internal Human Resources standard operating procedures, policies, and practices. - Maintain and provide suggestions on the organizational design and structure. - Lead innovative and collaborative business solutions, and provide direction and support to your team. - Develop reporting and analysis recommendations to measure program effectiveness, planning, and decision making. - Maintain and audit records of activities, ensuring compliance with HR governance. - Use data to develop short and long-term objectives for the Human Resources department. - Manage the HR SharePoint and HR analytics, ensuring accurate and timely reporting. - Collaborate with Accounting to maintain an accurate staffing budget and annual budget process. - Research and benchmark compensation practices to maintain a competitive position. Requirements The ideal HR Systems Manager will have a Bachelors degree in Human Resources, Business Administration or related field. Other requirements for the HR Systems Manager role include and are not limited to: · 10-15 years of human resources systems experience · SPHR, CCP certifications preferred · Proficient in Microsoft Office · Oracle preferred · Excellent communication skills For more information on this HR Systems Manager position and other full-time accounting and finance opportunities, please contact us at 302.985.5183 and reference JO#00800-0013121812. Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles. Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app (https://www.roberthalf.com/us/en/mobile-app) and get 1-tap apply, notifications of AI-matched jobs, and much more. All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information. © 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use (https://www.roberthalf.com/us/en/terms) .

Are you a passionate HR professional ready to make a direct impact in a dynamic manufacturing environment? We're seeking an innovative **HR Business Partner** to serve as the front-line point of contact for employees across manufacturing, operations, quality, regulatory, R&D, marketing, and more. You'll champion engagement, talent development, employee relations, onboarding/offboarding, HR compliance, and performance management, all while fostering a positive workplace culture and supporting business goals. This role will require onsite presence in Newark, DE. **Key Responsibilities:** + Serve as the primary HR contact for manufacturing and cross-functional teams + Drive employee engagement and build strong relationships throughout the site + Lead employee relations, talent development, onboarding, and offboarding initiatives + Ensure HR compliance and manage site-specific workforce needs + Advise leaders on performance, development, and organizational dynamics + Leverage HR data and technology (Excel, PowerPoint, Oracle) to drive process improvements and business outcomes **Qualifications:** + Minimum 5 years of HR experience, including at least 2 years supporting manufacturing workforce needs + Proven track record in employee relations, performance management, and advising site leaders + HR generalist experience in manufacturing or industrial operations + Proficiency with Excel, PowerPoint, Oracle, and HR technology tools + Bachelor's degree or equivalent experience; coursework in manufacturing or labor relations preferred **So why join Hologic?** We are committed to making Hologic the company where top talent comes to grow. For you to succeed, we want to enable you with the tools and knowledge required and so we provide comprehensive training when you join as well as continued development and training throughout your career. We offer a competitive salary and annual bonus scheme, one of our talent partners can discuss this in more detail with you. The annualized base salary range for this role is $81,900 - $128,100 and is bonus eligible. Final compensation packages will ultimately depend on factors including relevant experience, skillset, knowledge, geography, education, business needs and market demand. Agency and Third-Party Recruiter Notice: Agencies that submit a resume to Hologic must have a current executed Hologic Agency Agreement executed by a member of the Human Resource Department. In addition Agencies may only submit candidates to positions for which they have been invited to do so by a Hologic Recruiter. All resumes must be sent to the Hologic Recruiter under these terms or they will not be considered. As part of our commitment to a fair and accurate evaluation of each candidate's qualifications, we require all applicants to refrain from using AI tools, such as generative AI or automated writing assistance, during any stage of the interview process. Responses influenced by AI may result in disqualification. We appreciate your understanding and cooperation in ensuring a transparent and equitable selection process. Hologic, Inc. is proud to be an Equal Opportunity Employer inclusive of disability and veterans. LI-#DS1 \#onsite

We are seeking a highly skilled Senior HR Advisor to deliver impactful advisory services, enabling People Leaders and colleagues to drive key people priorities. In this role, you will strengthen leadership capabilities, accelerate talent growth, and shape a differentiated colleague experience across the Bank. HR Advisory enables Standard Chartered's people strategy by delivering direct, high-impact support to People Leaders. Through targeted interactions, the team advances a culture of action, ambition, and accountability while ensuring alignment with the Bank's strategic priorities. Key Responsibilities * Deliver proactive HR advisory support across leadership capability, employee development, and continuous performance management. * Collaborate with HR Centres of Excellence and Business/Cluster teams to drive HR initiatives. * Identify recurring people challenges and propose scalable interventions. * Engage directly with high-potential talent and support differentiated career experiences. * Lead the execution of HR programmes aligned with the People Plan. * Support People Leaders in navigating complex employee relations cases in partnership with ER teams. * Champion simple, effective, and scalable HR process implementation across the business. * Leverage data analytics to drive insights and continuous improvement in advisory services. Skills and Experience * Proven HR advisory experience with senior stakeholder engagement. * Expertise in talent management, performance management, and employee relations. * Ability to influence People Leaders and drive meaningful people outcomes. * Strong project execution and organisational change management skills. * Excellent communication, coaching, and facilitation abilities. * Analytical thinking with the ability to derive insights from people data. * Professional certification in HR (desirable). About Standard Chartered We're an international bank, nimble enough to act, big enough for impact. For more than 170 years, we've worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If you're looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents and we can't wait to see the talents you can bring us. Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, you'll see how we value difference and advocate inclusion. Together we: * Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do * Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well * Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term What we offer In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing. * Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations. * Time-off including annual leave, parental/maternity (20 weeks), sabbatical (12 months maximum) and volunteering leave (3 days), along with minimum global standards for annual and public holiday, which is combined to 30 days minimum. * Flexible working options based around home and office locations, with flexible working patterns. * Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills, global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits * A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning. * Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential.

About the Role: We are on the lookout for a Global Human Resources Business Partner to join our Gore Performance Solutions team-an opportunity to make a bold impact by partnering with our global Commercial teams, including Sales, Marketing, Sales Analytics, Sales Operations, and Customer Service. As a strategic HR leader, you'll be at the heart of our growth engine-driving talent strategies that power business success. You'll work shoulder-to-shoulder with global commercial leadership, building trusted partnerships and influencing across levels to shape a high-performing, people-first culture. This role is more than HR-it's about unlocking potential. You'll lead transformative projects that elevate our go-to-market capabilities, champion development initiatives that future-proof our talent, and help us deliver on our brand promise: Together, improving life. We're looking for a creative, energetic, can-do leader who thrives on collaboration, innovation, and making things happen. This position will be located at our facility in Newark, Delaware, with the possibility of a hybrid remote work arrangement, depending upon the responsibilities of the role and business needs. Responsibilities: Translate business/functional strategies into people and organizational priorities; lead the discussion with the business leadership teams in applying and aligning people and organizational priorities with organization vision and execution, to achieve the business goals Collaborate with business leaders to interpret business needs and people priorities; champion, lead, and drive the design and/or integration of the holistic organizational plan (i.e., talent, structure, culture, process) Work closely with the global leadership team and GPS HR Centers of Excellence to develop and deliver on talent initiatives within the business or function Identify the need for change and lead the implementation and adaption to new or changing structures (leadership or organizational), or programs (e.g., training, talent movement) Influence, educate and coach broad leadership regarding team effectiveness, change management, and leadership capabilities Partner with HR Services and Centers of Excellence (compensation, talent management, talent acquisition, etc.) to ensure that HR programs and processes are aligned with the business needs and are well-executed Take on high-impact project work in support of client group/business and/or HR functional needs Learn and model our unique Enterprise culture as a source of competitive advantage Required Qualifications: Bachelor's degree, preferably in HR or relevant discipline (e.g. Psychology) Minimum of 8 years professional experience, including a minimum of 5 years in a role with experience in organizational design and integrated talent management, including talent management/talent development, and/or organization change management in complex business environments Experience working internationally and with commercial teams strongly preferred Experience working with broad leadership in an “influence-without-authority” role Compensation or other HR analytics experience preferred Independent work style, balancing the need for collaboration with minimal supervision Demonstrated ability to think strategically while also building and executing Demonstrated ability to work in and manage ambiguity - working through situations that do not always have an existing solution in place Demonstrated ability to think strategically related to functional plan implementation Ability to establish credibility (garners respect, acts with integrity, keeps commitments); proactive (has a point of view, challenges assumptions, takes initiative); and a trusted thought-partner (builds relationships, delivers results) Ability to travel up to 15%, including some international Hybrid Working Arrangements are permitted for Associates in the continental United States (US) and Canada, with appropriate approval and compliance with Gore's hybrid working policies, from the country in which they are employed. What We Offer: Our success is based on the capability and creativity of our Associates, and we are proud to offer a comprehensive and competitive total rewards program that supports your everyday and helps you build your tomorrow. We provide benefits that offer choice and flexibility and promote overall well-being. And in keeping with our belief that every Associate should share in the collective success of the enterprise; we provide a distinctive Associate Stock Ownership Plan in each country as well as potential opportunities for “profit-sharing”. Learn more at gore.com/careers/benefits We believe in the strength of a diverse and inclusive workplace. With diverse perspectives, ideas and experiences, we uncover new possibilities and make a greater impact in the world. We are proud of Associates for building on our rich history of innovation, upholding our values and supporting an inclusive work environment where we treat each other and our external partners with fairness, dignity and respect. Gore is an equal opportunity employer. We welcome all applications irrespective of race, color, religion, sex, gender, national origin, ancestry, age, status as a qualified individual with a disability, genetic information, pregnancy status, medical condition, marital status, sexual orientation, status as a covered veteran, gender identity and expression, and any other characteristic protected by applicable laws and regulations. Gore is committed to a drug-free workplace. All employment is contingent upon successful completion of drug and background screening. Gore will consider qualified applicants with criminal histories, e.g., arrest and conviction records, in a manner consistent with the requirements of applicable laws. Gore requires all applicants to be eligible to work within the U.S. Gore generally will not sponsor visas unless otherwise noted on the position description. Our Talent Acquisition Team welcomes your questions at gore.com/careers/contact

Job DescriptionDescription: We're Hiring: HR Generalist Employment Type: Full-time | On-site About the Role: We're looking for a skilled and bilingual Human Resources Business Partner (HRBP) to join our team in New Castle, DE. This role is ideal for an HR professional who combines payroll expertise, labor law knowledge, and workplace safety awareness (OSHA) with a passion for employee experience. As our HRBP, you'll play a key role in supporting HR operations, advising leadership, and ensuring compliance with U.S. and state labor regulations - all while building trust with a diverse workforce. ? Key Responsibilities: Manage end-to-end bi-weekly payroll processing with accuracy and confidentiality Ensure compliance with federal and Delaware state labor laws, including wage and hour regulations Provide bilingual (English/Spanish) support to employees and supervisors Handle employee relations, performance management support, and HR policy guidance Maintain up-to-date HRIS and payroll records, supporting audits and reporting as needed Oversee and support OSHA compliance, injury reporting, and safety-related HR processes Partner with leadership to align HR practices with operational goals Assist with onboarding, benefits administration, and internal communications Requirements: Required Qualifications: Fluent in English and Spanish (written and verbal) - required 3+ years of HR experience, including payroll processing and HR compliance Solid understanding of U.S. labor law and OSHA standards Familiarity with payroll systems (e.g., ADP, Paychex, Gusto) and HRIS platforms Strong communication, problem-solving, and interpersonal skills Ability to manage sensitive information with discretion and professionalism High school diploma or equivalent required; Associate's or Bachelor's degree preferred

THIS ROLE IS HYBRID (3 DAYS/WEEK) REPORTING OUT OF: BUFFALO NY, BRIDGEPORT CT, or WILMINGTON DE. MUST BE WITHIN A COMMUTABLE DISTANCE OR WILLING TO RELOCATEOverview: Leads and executes audits across the Institutional Client Services, Wealth, & HR domains. Responsible for overseeing and executing annual risk assessments, continuous auditing, and remediation plan validations. Communicate audit progress and findings to Bank management and oversee Auditors (as applicable) on assigned audit activities. Primary Responsibilities: Lead and participate in audits from planning to reporting and produce quality deliverables in accordance with the Division's methodology and professional standards while ensuring timely completion. Plan and execute other assurance activities (including continuous auditing, product delivery assessments, validation procedures, investigations, and retrospective reviews) utilizing modernized assurance methodologies, tools, and approaches and in accordance with the Division's methodology. Write audit findings that clearly identify risk and root cause. Communicate findings to Bank management in a timely fashion. Partner with stakeholders, business management and Risk Management establishing strong working relationships while maintaining independence. Embrace innovative change and help the team adapt to change. Effectively incorporate data analytics and other automation techniques into all phases of audits and other activities. Maintain knowledge in the assigned subject matter discipline. Coach, develop and oversee work of Auditors and new hires, including executing review and supervision. Embrace and exemplify the culture of engagement and belonging . Contribute to the achievement of Division priorities. Understand and adhere to the Company's risk and regulatory standards, policies, and controls in accordance with the Company's Risk Appetite. Identify risk-related issues needing escalation to management. Promote an environment that supports belonging and reflects the M&T Bank brand. Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable. Complete other related duties as assigned. Scope of Responsibilities: This position leads and executes assurance activities, maintains relationships, and communicates with Bank management, and oversees Auditors. The position ensures activities are in conformance with professional auditing standards. The jobholder reports to an Audit (Senior) Manager. Supervisory/Managerial Responsibilities:Education and Experience Required: Bachelor's degree and a minimum of 5 years' relevant work experience, or in lieu of a degree, a combined minimum of 9 years' higher education and/or work experience, including a minimum of 5 years' relevant work experience Minimum of 1 year's leadership experience Experience with internal audit methodology Solid understanding of internal control concepts Experience evaluating adequacy of the controls Strong leadership skills Experience coaching and developing others Proven analytical skills Proven critical thinking skills Excellent verbal and written communication skills Experience presenting sensitive and complex findings to business management and influencing change Proven ability to handle multiple projects at the same time Education and Experience Preferred: Bachelor's degree in Accounting, Business, Finance, Technology, Cybersecurity, Mathematics, Statistics, or related technical field MBA or Master's Degree in an appropriate field Related certifications (CIA, CPA, CISA, CAMS, cloud certification, or similar) Financial services industry experience M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $93,614.36 - $156,023.93 Annual (USD). The successful candidate's particular combination of knowledge, skills, and experience will inform their specific compensation.LocationWilmington, Delaware, United States of America

Shift Hours: 3:30PM - 12:30AM The HR Generalist will investigate and resolve employee relations issues, such as payroll, time and attendance, employee conflict and onboarding, as well as serve as an all-around advocate for team members. This position will serve as a subject matter expert of the company's benefit plans and will be able to support and assist employees in selection and administration of benefits. The HR Generalist will support the Retention teams and Employment teams. Schedule: 3:30PM-12:30AM. Duties/Activities Required by Job Provides support for hourly and salaried employees with most employee issues including discipline, investigations, and policy guidance. Conduct roundtable meeting to gather feedback and take appropriate actions. Supports the Management team in policy interpretation and guidance on team building and performance improvement. Answers questions as the subject matter expert with benefits, leave, medical billing and coverage questions. Supports the Employment Manager and process by taking a lead role in recruitment and hiring events. Supports the Retention team through assisting with new hire issues, guiding and following up on the production floor, and being a resource to answer questions. Educations/Experience Requirements Bachelors Degree 3 - 5 years of experience in a supervisory role PHR Certification #LI-SA1 #INDDE

The Human Resources Generalist plays a pivotal role in supporting the HR functions at the credit union, with a strong focus on benefits management and administration as well as talent acquisition. This position ensures the effective delivery of employee benefits programs, drives recruitment strategies to attract top talent, and supports a variety of HR initiatives that foster a positive and compliant workplace culture. The Human Resources Generalist will also provide consultation and support on HR policies and procedures and general human resources concerns. The selected individual will also assist with payroll, as well as the on- and off-boarding process for employees. Essential Functions Administers all credit union benefit programs including life, health, disability, 401(k) retirement savings, tuition reimbursement. Oversees benefit enrollment, changes, and terminations, audits and reconciles monthly billings for accuracy and processes payments. Works in coordination with HR Team to administer all leaves, including FMLA, Military Leave, Workers Compensation, Unpaid Leave, Short-term and Long-term disability programs; preparing all FMLA and disability paperwork; work with employees, managers, vendors and insurance carriers on claims and requests for accommodation under the Americans with Disabilities Act (ADA). Provides excellent service to employees and ensures they know their responsibilities related to leave application, certification, and reporting. Serve as the primary point of contact for employee benefits inquiries, claims resolution, and vendor coordination. Conduct benefits orientations and open enrollment sessions. Ensure compliance with federal and state regulations (e.g., COBRA, HIPAA, ACA). Analyze benefits utilization and recommend enhancements to improve employee satisfaction and cost-effectiveness. Work in collaboration with VP of HR and Training to coordinate and communicate with brokers and vendors concerning administration and design of plans. Manage full-cycle recruitment for all departments, including job postings, screening, interviewing, and onboarding. Partner with hiring managers to develop job descriptions and recruitment strategies tailored to departmental needs. Maintain applicant tracking systems and recruitment metrics. Build talent pipelines through networking, career fairs, and partnerships with local institutions. Champion diversity, equity, and inclusion in hiring practices. Completes miscellaneous research on reports, and employee surveys, and drafts memos as requested. Assist with annual performance review process. Track reviews, input data for merit increase. Completes unemployment claim forms and attends unemployment hearings for employees who have separated from the credit union. Oversee bonding, I9 verification, and NMLS systems, overseeing enrollments, transfers and renewal process. Creates positive working relationships with employees, credit union leadership and HR and Training Team. Delivers exceptional service, models credit union values, and promotes a respectful and cooperative work environment. Responsible for managing risks specific to related job functions with an expectation to make and support risk-informed decisions and remain diligent in identifying emerging risks that could jeopardize the success of the Credit Union. Any other duties as assigned. Requirements Bachelor's Degree in Human Resources Management preferred, or related discipline, or equivalent combination of education and professional level human resources experience is required. Minimum of eight (8) years of professional human resources experience in more than one HR functional area or program. Knowledge of state and federal laws pertaining to employment and benefits. Broad based knowledge of all functional areas of human resource management. Must be technology savvy and have the ability to learn new software applications quickly. Proficient in the use of HRIS systems and MS Office software. Ability to analyze complex and sensitive issues and situations, identify alternative solutions, and implement effective course of actions. Ability to analyze work processes and make recommendations for process improvement. Ability to adapt to changes in the work environment, manage multiple projects and perform efficiently in a fast-paced environment. Attention to detail and ability to ensure important details in process are not overlooked or missed. Excellent verbal and written communication skills. Ability to present information effectively to all levels of the organization. Ability to build collaborative relationships with stakeholders across the organization. Ability to provide exceptional services in a high-volume work environment. Physical Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle or feel, reach with hands and arms, and talk or hear. The employee is occasionally required to stand, walk, bend, kneel, and reach above or at shoulder level. The employee must occasionally lift/push/pull and/or carry up to 10 pounds.

Connecting clients to markets - and talent to opportunity. With 4,500+ employees and over 300,000 commercial, institutional, payments, and retail clients, we operate from more than 70 offices spread across six continents. As a Fortune 100, Nasdaq-listed provider, we connect clients to the global markets - focusing on innovation, human connection, and providing world-class products and services to all types of investors. Whether you want to forge a career connecting our retail clients to potential trading opportunities, or ingrain yourself in the world of institutional investing, StoneX Group is made up of four business segments that offer endless potential for progression and growth. Business Segment Overview: Corporate: Engage in a deep variety of business-critical activities that keep our company running efficiently. From strategic marketing and financial management to human resources and operational oversight, you'll have the opportunity to optimize processes and implement game-changing policies. Responsibilities Job Purpose This role is responsible for: Acting as a liaison between StoneX Group HR and deploying HR on the ground including supporting onboarding, offboarding, maintaining employee records, employee relations, training and development, performance management and reward. Working closely with the global/ regional and country HRBPs and local managers to deliver the HR service in alignment with business goals. Coaching and developing managers and instilling best practice. Advising managers and employees in relation to HR policies, procedures and queries, ensuring such matters are dealt with promptly, reliably and consistently. Helping to drive change, alignment and synergies across the European entities. Working closely with the Reward CoE and Head of HR EMEA to delivery regulatory HR compliance (i.e. REM Policy, Regulatory Reward Reporting, pay transparency). Key Responsibilities Acting as the key HR contact for employees and the management team, providing generalist HR advice and support. Evolving and embedding people/HR frameworks and processes, improving how we attract, develop, reward and retain talent. Supporting local leaders management to develop, deploy and maintain a pay and career framework, with associated technical and non-technical competencies and compensation packages. Supporting local leadership to define, implement and manage consistent annual review processes, to enable a clearer link between pay and team/individual performance. Leading on employee relations issues and processes e.g., performance/capability; conduct/disciplinary; absence management; restructuring and redundancy, with support from the wider StoneX HR team. Assisting with distribution of HR communications to managers and employees, as required. Contributing to local or global HR initiatives and projects, as required. Qualifications To land this role you will need: Previous experience in similar role and/or industry. Understanding of how to implement and execute business change. Strong technical HR and employment law knowledge, with demonstrable experience of resolving employee relations issues. Excellent written and verbal communication skills at all levels, particularly to large business teams and geographically distant areas. Strong Microsoft Word, Excel and PowerPoint skills. Strong organisation and time management skills, with excellent attention to detail. Ability to quickly establish and maintain trust, credibility and build strong relationships. Solutions-focused attitude and the ability to work on own initiative, as well as part of a team. What makes you stand out: Hands-on experience of providing advisory HR generalist support, preferably within the Financial Services sector Experience of coaching and developing line managers. Involvement in implementing performance, talent and pay frameworks. Involvement in driving and executing change, with demonstrable experience of influencing internal stakeholders. Ability to think and act strategically, as well as recognising when to act tactically. Ability to analyse and apply data to solutions which drive business value. HR degree or equivalent would be an advantage. Knowledge of/familiarity with at least one HRIS system (preferably Oracle) and experience of inputting and extracting data/reports. Working environment: Hybrid Fixed-Term Contract 18 months #LI-Hybrid #LI-AS1

Overview Incyte is a biopharmaceutical company focused on the discovery, development, and commercialization of novel medicines to meet serious unmet medical needs in oncology and inflammation and autoimmunity. Incyte is committed to the rigorous pursuit of research and development excellence to improve the lives of patients, make a difference in health care, and build sustainable value. The Company strives to discover and develop first-in-class and best-in-class medicines-advancing a diverse portfolio of large and small molecules. The Director of Employee Relations will serve as the company's primary leader for all employee relations matters in the U. S. This individual contributor role will manage workplace investigations, policy interpretation, and employee relations practices while partnering closely with Legal, Compliance, and HR Business Partners. The Director will also design and implement exit survey practices and reporting to provide actionable insights on culture and retention. Key Responsibilities Investigations & Case Management · Conduct and oversee all U. S. workplace investigations, including harassment, discrimination, retaliation, misconduct, and code of conduct violations. · Ensure investigations are conducted promptly, thoroughly, and consistently, balancing fairness, compliance, and business needs. · Partner with Legal and Compliance to address issues with potential legal, regulatory, or reputational implications. Policy & Guidance · Interpret and apply company policies, procedures, and employment law to guide managers and HRBPs on complex ER issues. · Recommend updates to policies to align with best practices and evolving legal requirements. Partnership & Support · Serve as a trusted advisor to HR Business Partners and business leaders on employee relations matters. · Provide coaching and tools to managers on handling performance, conduct, and conflict issues. Exit Survey & Reporting · Develop and launch exit survey processes to capture employee feedback at departure. · Analyze and report exit data, identifying trends and insights to inform retention and culture strategies. Metrics & Insights · Track and report on ER case trends, risks, and outcomes to leadership. · Provide insights that support continuous improvement of workplace culture and compliance. Qualifications · Bachelor's degree in Human Resources, Business, Law, or related field · 8+ years of progressive HR or employee relations experience, including direct responsibility for workplace investigations. · Deep knowledge of U. S. employment law and compliance requirements. · Demonstrated ability to manage sensitive, complex issues with discretion, judgment, and integrity. · Excellent communication and influencing skills with ability to partner across Legal, Compliance, and HR. · Strong analytical skills; experience with survey design and data reporting a plus. Disclaimer: The above statements are intended to describe the general nature and level of work performed by employees assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and qualifications. Management reserves the right to change or modify such duties as required. Incyte Corporation is committed to creating a diverse environment and is proud to be an equal opportunity employer. We Respect Your Privacy Learn more at: *********** incyte. com/privacy-policy The Incyte hiring organization processes your personal data to manage your job application in order to enter into an employment relationship with you if you are the successful candidate. During the process, you may be asked to respond to questions that will screen out your application if you do not meet certain objective criteria required by the job. You can learn more about this process here. You may have the right to access, delete, restrict, edit, move, or object to the use of your personal data. You may also have a right to report concerns to the authority responsible for data privacy in the country where the position is based or where you live or work. You can learn more about Incyte's data protection practices here. By accessing this link you can learn about the types of personal data we collect, how we use it, whether collection and processing is optional, sources of the personal data we process, how it is shared, where it is stored or transferred to, how long we keep it, and contact information for Incyte, Incyte's data protection officer, and your supervisory authority (if applicable). Please contact privacy@incyte. com if you have any questions or concerns or would like to exercise your rights.

Are you a passionate HR professional ready to make a direct impact in a dynamic manufacturing environment? We're seeking an innovative HR Business Partner to serve as the front-line point of contact for employees across manufacturing, operations, quality, regulatory, R&D, marketing, and more. You'll champion engagement, talent development, employee relations, onboarding/offboarding, HR compliance, and performance management, all while fostering a positive workplace culture and supporting business goals. This role will require onsite presence in Newark, DE. Key Responsibilities: Serve as the primary HR contact for manufacturing and cross-functional teams Drive employee engagement and build strong relationships throughout the site Lead employee relations, talent development, onboarding, and offboarding initiatives Ensure HR compliance and manage site-specific workforce needs Advise leaders on performance, development, and organizational dynamics Leverage HR data and technology (Excel, PowerPoint, Oracle) to drive process improvements and business outcomes Qualifications: Minimum 5 years of HR experience, including at least 2 years supporting manufacturing workforce needs Proven track record in employee relations, performance management, and advising site leaders HR generalist experience in manufacturing or industrial operations Proficiency with Excel, PowerPoint, Oracle, and HR technology tools Bachelor's degree or equivalent experience; coursework in manufacturing or labor relations preferred So why join Hologic? We are committed to making Hologic the company where top talent comes to grow. For you to succeed, we want to enable you with the tools and knowledge required and so we provide comprehensive training when you join as well as continued development and training throughout your career. We offer a competitive salary and annual bonus scheme, one of our talent partners can discuss this in more detail with you. The annualized base salary range for this role is $81,900 - $128,100 and is bonus eligible. Final compensation packages will ultimately depend on factors including relevant experience, skillset, knowledge, geography, education, business needs and market demand. Agency and Third-Party Recruiter Notice: Agencies that submit a resume to Hologic must have a current executed Hologic Agency Agreement executed by a member of the Human Resource Department. In addition Agencies may only submit candidates to positions for which they have been invited to do so by a Hologic Recruiter. All resumes must be sent to the Hologic Recruiter under these terms or they will not be considered. As part of our commitment to a fair and accurate evaluation of each candidate's qualifications, we require all applicants to refrain from using AI tools, such as generative AI or automated writing assistance, during any stage of the interview process. Responses influenced by AI may result in disqualification. We appreciate your understanding and cooperation in ensuring a transparent and equitable selection process. Hologic, Inc. is proud to be an Equal Opportunity Employer inclusive of disability and veterans. LI-#DS1 #onsite