Director of human resources jobs in East Hartford, CT

The ideal candidate will be responsible for recruitment efforts, new hire orientation and onboarding, employee termination, payroll and benefits, company policy and procedure adherence. In addition, you will build strong relationships with our company's managers in order to help them with their human resource needs. Responsibilities Oversee full-cycle of recruitment efforts Develop and oversee new hire orientation, onboarding efforts and employee termination process Assist with payroll and benefits administration Ensures compliance with company policies and procedures and legal Responsibilities Support managers with effective employee relations practices. Qualifications Bachelor's Degree preferred, or some combination of college work and more hands on HR work experience will be considered. 1+ years' of experience working in Human Resources preferably in a manufacturing or operations environment. Previous experience in employee relations, recruiting, training, and HRIS preferred.

OMG, Inc. is a leading manufacturer of fastening products and technologies for the commercial roofing and other construction industries worldwide. Based in Massachusetts, with manufacturing facilities in Agawam, MA, Addison, IL, Asheville, NC, and Rockford MN, OMG is an equal opportunity employer valuing integrity, teamwork, diversity, trust, respect, communication, accountability, proactive performance and a passion for excellence! APPLY

Our staffing solutions connect high level candidates with the best companies in America. We take pride in getting to know and understanding a candidate's skill set, experience and needs and then pairing them up with the right organization. We conduct thorough telephone screens, face to face interviews, reference and background checks, and we verify previous work history of all our candidates before we place them. We provide access to a variety of exciting, well compensated positions across most industries. We will work with you understand and to find the best possible solution based on your skills and career goals. We will prove to be your most reliable, and trusted friend in your career for years to come. We are currently hiring for a great company in Farmington Hills, Michigan. This company is driven on maintaining a competitive advantage in the automotive industry. One of their tops goals is to help keep people safer! Our client is known for creating intelligent systems that enhance the safety of pedestrians, drivers and passengers by combining active and passive technologies. Job Description Specific responsibilities include: • Advocate employee engagement, team development, and organization effectiveness among leadership and throughout organization. • Advise organization leadership on compensation-related decisions to ensure competitiveness and internal equity. • Ensure proper staffing level, utilize an effective recruiting strategy to infuse talent into the organization and improve candidate pipelines. • Counsel employees on performance, career planning, work/life balance and other topics. • Objectively assess and bring to resolution employee relations concerns. • Consult with clients to understand training and development needs, and advise accordingly. • Responsible for effective implementation of all Human Resources processes, including the Leadership Development Review, Performance Management, salary planning, etc. • Assist in training leadership regarding employee relations matters, interviewing and selection, performance management and employee development. • Provide strategic counsel regarding employee engagement trends to employee engagement survey teams and organizational leaders. • Communicate and execute HR programs that support business ensuring competitiveness and internal equality. • Additional leadership responsibilities for talent and diversity initiatives within the organization including campus recruitment strategy, rotation program proposal development, and/or enhancements to talent councils. Qualifications BA/BS degree or MS degree in Human Resources, Business Administration or a relevant degree 6-10 years of progressively increased responsibility in HR Previously utilizing change management skills throughout an organization in an HR role. Previous experience in project management. Experience in managing employee relations. Additional InformationAll your information will be kept confidential according to EEO guidelines.

Job Details Waterbury, CT - Waterbury, CT Full Time 4 Year Degree Up to 25% Day Human ResourcesDescription About Us At Hubbard-Hall Inc., we've been helping manufacturers get better results with less chemistry, cost, and complexity for more than 175 years. As a specialty chemical manufacturer and distributor with headquarters in Connecticut and manufacturing operations in South Carolina and Michigan, we're known for combining tank-side expertise with best-in-class logistics. We're proud of our history-and excited about our future. The Opportunity We're looking for a Director of Human Resources to lead and evolve our HR function. This is a key leadership role where you'll shape our people strategy, partner with senior leadership, and help ensure Hubbard-Hall continues to be a place where talented people thrive. From employee engagement and organizational development to recruiting, benefits, and compliance, you'll oversee the full scope of HR while driving programs that strengthen culture and performance. What You'll Do As our HR leader, you'll: Partner with senior leadership to align HR initiatives with company strategy and goals. Lead workforce planning, succession planning, employee engagement, and organizational development initiatives. Oversee recruiting, hiring, and onboarding to ensure we attract and retain top talent. Manage performance management, training, and development programs that build skills and support career growth. Ensure competitive compensation and benefits programs through benchmarking and regular review. Provide guidance to managers and employees on employee relations, coaching, and policy interpretation. Drive diversity, equity, and inclusion efforts, ensuring programs reflect our company values. Ensure compliance with all applicable employment laws and regulations. Collaborate with EHS&S to maintain a safe, healthy workplace. Stay current on HR best practices and emerging trends to continuously strengthen HR effectiveness. What You'll Bring 10-15 years of HR experience, including at least 3 years in a senior leadership role. A track record of partnering with executive leadership to design and implement impactful HR strategies. Strong leadership skills with the ability to develop and mentor employees. High emotional intelligence and professionalism in handling sensitive matters. Excellent communication, presentation, and problem-solving skills. Ability to balance multiple priorities and deliver results in a fast-paced environment. SHRM or HRCI certification preferred. Why Join Us? At Hubbard-Hall, you'll join a company that values candor, respect, and quick decision-making. We're proud of our history and excited about our growth-and we know that our people are at the heart of it. This is your opportunity to make a meaningful impact on both our organization and our employees. Hubbard-Hall Inc. is an equal opportunity employer. Hubbard-Hall, Inc. does not discriminate in employment with regard to race, color, religion, national origin, citizenship status, ancestry, age, sex (including sexual harassment), sexual orientation, marital status, physical or mental disability, military status or unfavorable discharge from military service or any other characteristic protected by law.

Human resources (HR) manager responsible for the daily operations and personnel of the organization's HR department. They oversee the routine functions of the department, such as hiring and interviewing staff, administering benefits and pay, and enforcing company policies. HR managers may also: Plan and coordinate the organization's workforce Link management with employees Serve as a consultant to other managers on HR issues Coordinate and supervise support staff and specialists Ensure employee satisfaction and performance Develop strategic initiatives Maintain and improve employee benefits programs Prepare employees for assignments through orientation and training programs Ensure compliance with local and national HR regulations Identify and recommend improvements to internal standard operating procedures

Job Description This team member will need to sit in our Enfield Distribution Center. Salary: $110K - $120K (based on individual qualifications) Annual Bonus: 15% Annual LTI Benefits: Medical, dental, and vision insurance, plus 401K Travel: 10%-20% Preferred Bilingual Candidate: English/Spanish Responsibilities include: Leading the Human Resources function for our Distribution Center. This HRM will be establishing solid business partnerships and driving functional excellence. Developing, implementing and validating Human Resources programs, policies and initiatives aligned with short and long-term business plans. Fostering a culture in the organization that promotes employee involvement and engagement and a passion for customer excellence. Essential Functions include: As strategic business partner, work with local Leadership team to set direction, priorities and culture expectations while championing and embodying AAP's Cultural Beliefs. Leading cycles of improvement, ensuring alignment of key programs and initiatives and driving change management plans to maximize employee ownership and engagement. Driving HR functional excellence through AAP's programs, ensuring quality of process and content and alignment to achieve goals and objectives. Develop, optimize, document and standardize sustainable processes, sharing best practices across the function. Building organizational capability through ownership of talent management processes including talent assessment, performance management, and employee development. Managing and developing employee compensation/reward and recognition programs, driving high performance culture aligned with business objectives. Fostering a culture of manager ownership and accountability of the employee life cycle. Driving positive employee relations to provide an optimal work environment for all employees within area of responsibility. Effectively deploying communication plans and utilizing assessment tools (e.g. the employee survey) to determine organizational issues and action plans. Exemplifying and leading AAP's cultural beliefs. Providing leadership guidance and coaching. Developing and implementing solutions to organizational challenges by leading/coaching others through change. Facilitating the design and implementation of impactful change initiatives that ensure the best possible solution for all key stakeholders. Establishing diversity initiatives and maintaining governmental compliance through EEO practices Collaborate with HR COEs to oversee HR processes locally, including staffing, payroll, disability and leave administration. QUALIFICATIONS: Ability to lead as well as champion change High level of business/financial acumen Strong skills in the following areas: Verbal and written communication Talent management & development Direct and indirect influence Cross-functional collaboration Leading and championing change management Conflict management Ability to travel as necessary Proficiency in Spanish is desired Proficiency in Workday is desired, but not required EDUCATION and/or EXPERIENCE Bachelor's degree from four-year college or university; and 3-5 years related experience and/or training; or Equivalent combination of education and experience. Experience supporting front-line employees preferred Compensation Range The good faith estimate for this role is between 81,000.00 USD and 108,000.00 USD salary for a new team member. The rate offered depends on a number of factors, including geographic location, experience in retail, automotive knowledge, education, leadership roles, and other skillsets ideal for this position and shift differential (if applicable). Benefits: Advance Auto Parts offers a comprehensive health and wellness benefits program to improve the way of life for our Team Members and those who mean the most to them: their families. Find out more by visiting: ************************************************ California Residents click below for Privacy Notice: ***************************************************

SHRM-CP, SPHR, or PHR certification preferred Full-Time, Exempt Stokes Counseling Services On-site Company Stokes Counseling Services is the largest mental health private practice in Connecticut. Our practice comprises a diverse team of licensed clinicians and medication management professionals who specialize in providing comprehensive mental health services, focusing particularly on the treatment of depression, anxiety, and PTSD. We adopt a holistic approach to treatment, offering individual, group, and family therapy options to ensure our patient's needs are met effectively. Our unwavering commitment lies in delivering exceptional care to our patients while fostering a supportive environment for our dedicated clinicians. Stokes Counseling Services is seeking a Human Resources Director to be a strategic partner working as a member of the Stokes Counseling executive team. This is a full-time, exempt position that is based in our main office in Naugatuck, CT. At Stokes Counseling, we recognize that people are the business, and we are looking for a dynamic leader to help build a best-in-class People organization to support our existing workforce and our future growth initiatives. This leader will be pivotal to the success of our workforce and our business as a whole. We need someone who is just as passionate about the culture as they are about their core responsibilities as an HR Leader. The ideal candidate is a builder -- Someone who can come in with a willingness and an ability to build HR Operations and Programs. You will own and heavily influence everything from Career Mapping and Performance Management programs, to bonus & incentive planning and employee onboarding/offboarding. Responsibilities Leading all tactical and strategic HR initiatives throughout the organization Developing strategic HR initiatives including total rewards strategy, compensation philosophy, HR team growth, and expansion into new locations and business lines Supporting leadership and managers by designing performance management processes and metrics and providing management feedback and development opportunities Implementing and executing HR processes related to reporting, employee handbook updates, compliance, training, and overall employee lifecycle management Management of existing HR programs including but not limited to leaves of absence, 401k, health insurance, open enrollment, workers' compensation, accommodations, promotions, and employee rewards programs Partnering with the leadership team in designing goals and roadmap for long-term organizational growth strategy Requirements Experience owning HR Operations in a high-growth, fast-paced environment with the ability to lead an organization of 250+ employees Experience leading the HR function in a healthcare organization At least 7 years of HR Generalist or Business Partner experience Expertise in federal and local compliance regulations and reporting requirements Strong capacity in leading HR decision-making and supporting the broader leadership team in decision-making for organizational growth Experience in building compensation philosophy in conjunction with performance management strategies Enthusiasm for coaching, manager development, and building Ability to work on-site at the main office in Naugatuck, CT Nice-to-have Experience leading the HR function at a mental health organization Strong business partnership: able to establish credibility and rapport with operating leaders Experience managing teams SHRM-CP, SPHR, or PHR certification preferred Salary 90k-120k Benefits 401(k) after 1 year of service Health insurance Paid time off

Under the administrative direction of the Mayor or his or her designee, plans, organizes, administers, monitors and ensures compliance with the City's human resources, civil service, labor relations and benefits administration programs as outlined in the City Charter, Municipal Code and Connecticut General Statutes. Directs all activities of the City's human resources program relating to employee selection as prescribed in Chapter VIII, Section 5(e) of the City Charter, including, but not limited to, the publication of announcements, the conduct of competitive examinations, the maintenance of eligibility lists, the certification of eligibles, and the authorization of temporary appointments. Develops, implements and administers comprehensive human resources management programs, policies, guidelines, procedures and practices that are consistent and in compliance with City Charter provisions, state and federal requirements and sound professional principles and practices. Directs the maintenance of classification and pay plans for City employees. Directs the maintenance of employee records, including record retention, and the development and management of electronic information pertaining to employees' classification and employment history. Certifies all appointments and promotions of employees in the classified service as to the propriety of their appointment and employment. Identifies needs and develops training and education programs for City employees. Prepares and monitors the department budget and presents to the Mayor and Court of Common Council. Periodically reviews the operation and effect of the personnel provisions of the City Charter, Municipal Code and the Personnel Rules and Regulations and recommends needed revisions. At the direction of the Mayor negotiates labor contracts. Directs the administration of labor contract compliance. Advises elected executives, directors and others on labor relations and employee relations matters, including grievance and arbitration procedures and actions. Works with managers and labor organizations to resolve labor issues. Develops new programs, policies and procedures for improving the quality and efficiency of the City's work force, and ensures that all programs, policies and procedures are administered in a fair and equitable manner. Develops and administers affirmative action and diversity programs, and directs the investigation and resolution of discrimination and other complaints. Directs the City's employment benefits including but not limited to, group medical and dental insurance, life insurance, family and medical leave management, and unemployment benefits. Performs related work as required. DISTINGUISHING CHARACTERISTICS This position is in the classified, non-union service and incumbent is appointed by the Mayor through an open competitive examination in accordance with Chapter VIII, Section 5(e), Subsections (1) and (3)(iii) of the City Charter. Incumbents are required to obtain Hartford Residency within six (6) months of appointment to the position in accordance with Article XVIII, Section 2-850 of the Municipal Code, and you will be required to maintain Hartford residency for the duration of your appointment. The City of Hartford is seeking candidates for this role with: Thorough Knowledge of: * Principles of public human resources administration, labor relations, and benefits administration and the techniques utilized in these fields. * Recognized standards of merit system administration and their operating requirements. * Principles and practices of labor management relations, including negotiations and contract administration. * Federal, state and local laws and regulations pertaining to civil service, human resource management and benefits administration. * Principles and practices of public administration including budgeting, purchasing, and maintenance of public records. * Current trends and practices in human resource management. * Principles and practices of effective management and supervision of staff. Ability to: * Lead, plan, direct and supervise the activities of the City's human resources, civil service labor relations and benefits administration programs. * Develop and execute strategic objectives and supporting work plans and make sound recommendations on complex human resource management issues. * Exercise tact and diplomacy in dealing with sensitive, complex, and confidential issues and situations. * Understand and apply City, state and federal law, policy, regulations and court decisions governing the City's human resource management programs. * Represent the City effectively in negotiations and other dealings with employees and labor organizations on various issues. * Prepare clear, concise and comprehensive reports, studies and other written materials. * Communicate effectively both orally and in writing. * Establish and maintain effective working relationships with departmental officials, subordinates, employees and their representatives, professional groups and the general public. Open to all applicants who meet the following qualifications: Graduation from an accredited college or university with a Bachelor's degree in a field related to Human Resources Management, Public Administration, Labor or Industrial Relations, Business Administration, or a closely related field, AND five (5) years of progressively responsible experience in human resources management or labor relations, which includes the supervision of professional staff in such activities. Wherever possible, an equivalent combination of training and experience deemed sufficient to perform the duties of the position will be considered. A Master's Degree in Human Resources Management or a related field as noted above is preferred. LICENSES; CERTIFICATIONS; SPECIAL REQUIREMENTS A valid driver's license may be required for certain assignments. A copy of this license must be submitted with your application. PHYSICAL DEMANDS AND WORKING CONDITIONS Work is performed primarily in an office environment with some travel to different sites; incumbents may be required to work extended hours including evenings and weekends. RESIDENCY REQUIREMENT In accordance with Article XVIII, Section 2-850 of the Municipal Code, you must establish Hartford residency within six (6) months of appointment, and you will be required to maintain Hartford residency for the duration of your appointment. A COPY OF YOUR DEGREE OR TRANSCRIPT MUST BE SUBMITTED WITH YOUR APPLICATION. A DEGREE OR TRANSCRIPT SUBMITTED WILL BE VERIFIED BY THE HUMAN RESOURCES DEPARTMENT. APPLICATION MUST BE COMPLETED IN ITS ENTIRETY, INCLUDING REQUIRED DOCUMENTATION. APPLICATIONS WITHOUT PROPER DOCUMENTATION SHALL RESULT IN YOUR DISQUALIFICATION. APPLICATIONS VIA FACSIMILE OR EMAIL ARE NOT ACCEPTED If selected, you will be required to pass a physical examination administered by a City physician, a drug and alcohol screening examination, and a background check. If appointed, you will serve 3-12 months of probation. This examination and employment process is subject to all federal, state, and municipal laws, rules and regulations. ALL CORRESPONDENCE AND INFORMATION CONCERNING THE APPLICATION AND TESTING PROCESS WILL OCCUR THROUGH EMAIL, UNLESS OTHERWISE REQUESTED AT THE TIME OF APPLICATION. IN ADDITION TO YOUR INBOX, PLEASE BE SURE TO CHECK YOUR JUNK AND SPAM EMAIL FOR ALL RECRUITMENT COMMUNICATION. VETERAN'S PREFERENCE: Preferential Points may be given to Eligible Veterans. Must submit a Veteran's Preference Form along with a DD214 and Disability letter (if applicable) from the Office of Veteran's Affairs. The Human Resources Department provides reasonable accommodation to persons with disabilities in accordance with the Americans with Disabilities Act (ADA). If you need an accommodation in the application or testing process, please contact the Human Resources Department. AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER The City of Hartford is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, veterans and persons with disabilities.

Schedule: Monday-Friday approx. 8a-5p Compensation: $75,000-85,000 per year Opus Inspection builds and operates emission testing programs in states and counties across the US, tailored to local requirements. We work closely with our government partners to help them increase compliance with air quality standards and achieve their public policy goals. The Human Resources Generalist is responsible for the daily functions of the Human Resources (HR) Department, including employee relations, leave administration, compliance, and benefits support. This role partners closely with program leaders across multiple states to ensure consistent, fair, and compliant HR practices while fostering a positive, inclusive, and high-performance work environment. Responsibilities and Duties * Responsible for Human Resources functions across the employee life-cycle. * Provides cross-functional leadership support on employee relations matters including conducting investigations, disciplinary actions, conflict resolution and training. * Partners with program leadership and employees to ensure fair, equitable and consistent workforce practices. * Collaborates on development and delivery of leadership training. * Reviews, tracks, and documents compliance with mandatory and non-mandatory training. * Supports benefits administration as needed. * Works closely with Senior HR Director to evaluate employee data, company trends, departmental goals, and translates findings into actionable recommendations and outputs. * Collaborates with Human Resources colleagues across disciplines and programs in multiple states. * Participates in developing department goals, objectives, and HR systems. * Assists with administering FMLA and other leave programs across multiple states. * Supports the administration of workers' compensation claims, including coordinating with carriers and internal stakeholders. * Ensures compliance with federal, state, and local employment laws and regulations, and recommends best practices. * Conducts OSHA, EEO, BLS reporting and assists with other required state and federal reporting. * Responds to unemployment claims and participates in hearings when required. * Partners with HR and management in developing and enhancing safety initiatives as needed. * Travels up to 5% as needed. * Performs other duties as assigned. Qualifications and Skills Required * 3-5 years of Human Resources experience. * Knowledge of State and Federal employment laws and regulations. * Familiarity with leave and workers compensation programs, * Proficiency in Microsoft Office suite. * Ability to analyze data and develop solutions. * Ability to pass a background investigation and drug screen. Preferred * Bachelor's degree in Human Resources or related field. * Experience with multi-state employers. * Experience with benefits administration. * Knowledge of HRIS systems.

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

SourcePro Search is conducting a search for an HR Manager, who will provide support to the Head of US Human Resources in managing HR matters pertaining to partners, associates and professional staff. This may include, but is not limited to hiring processes, staffing, supervision, training, performance management, employee relations, salary and bonus administration and policy management. Primary Functions: Provide support to the Head of Human Resources as needed and take an active role in developing department goals, objectives, and systems. Partner with the Head of Human Resources in preparing and coordinating the annual salary review and bonus process for fee earning and professional staff. Act as primary point of contact for all East Coast HR related questions and provided guidance on policies and procedures. Manage all leaves, performance management, employee relations issue, worker's compensation and unemployment claims. Advise and collaborate with Business Services leads and Office Managers to address HR related issues. Advise on employee relations issues and leads employee performance meetings, terminations, and investigations. Provide support to the Head of HR in developing and implementing performance and reward management systems, including pay and benefits which reflect current market trends. Ensure the firm is fully compliant with all local, state, and federal labor law guidelines and regulations. Oversee the onboarding process of legal and professional staff in the US. Maintain regular contact to ensure they are properly integrated with their teams. Complete exit interviews and assist with the departure process for all employees. Responsible for management and development of the HR staff. Maintain knowledge of trends, best practices, regulatory changes in human resources, talent management, and employment law. Undertake ad hoc projects as needed. Travel to other US offices as needed. Specific Skills Required: Able to maintain strict confidentiality of the firm's internal, personnel, and client affairs. Highly proficient in all standard office software, including Outlook, Word, and Excel. Excellent attention to detail together with a methodical and organized approach. Strong communicator, both verbally and written, at all levels in a clear and concise manner. Able to handle queries efficiently with diplomacy and tact, gaining confidence of partners and staff with the desire to work as part of a team but equally able to work independently. Able to manage fast-paced workload effectively, prioritize and manage conflicting deadlines, and move projects forward under tight deadlines while handling multiple, detailed tasks. Able to influence and build strong working relationships with internal clients and colleagues in a collaborative and supportive manner. Able to escalate issues as appropriate and present and communicate issues effectively along with logical solutions for implementation. Solutions focused, proven initiative, proactive approach and independent thought. An enthusiasm to increase and maintain knowledge of HR compliance in the states in which the firm operates. Flexibility to work outside of standard hours, when needed. Experience and Education Required: A minimum of two years of HR manager level experience Bachelor's Degree A comprehensive understanding of US labor laws

Job Details BHI Bristol Hospital Main Campus - Bristol, CT Full Time 4 Year Degree 1st Shift (Days) Description At Bristol Health, we begin each day caring today for your tomorrow. We have been an integral part of our community for the past 100 years. We are dedicated to providing the best possible care and service to our patients, residents and families. We are committed to provide compassionate, quality care at all times and to uphold our values of Communication, Accountability, Respect and Empathy (C.A.R.E.). We are Magnet and received the 2020 Press Ganey Leading Innovator award for our rapid adoption and implementation of healthcare solutions during the COVID-19 pandemic. Use your expertise, compassion, and kindness to transform the patient experience. Make a difference. Make Bristol Health your choice. Position Summary: The Human Resources Business Partner (HRBP) serves as a strategic partner to leadership and management within Bristol Health, providing expert guidance on HR policies, employee relations, organizational development, and workforce planning. The HRBP collaborates closely with departments to align HR strategies with business objectives, fostering a high-performing and engaged workforce in a healthcare environment. Key Responsibilities: Act as a consultant to management on human resource-related issues, serving as a trusted advisor. Provide guidance on employee relations issues, including investigations, disciplinary actions, and conflict resolution. Support talent management processes, including workforce planning, performance reviews, succession planning, and employee engagement. Ensure compliance with federal, state, and local employment laws and healthcare-specific regulations. Partner with Talent Acquisition to support staffing needs, onboarding, and workforce development. Work with leadership to improve work relationships, build morale, and increase productivity and retention. Analyze HR metrics and trends to develop solutions and programs. Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable). Support departmental action planning as a result of employee engagement surveys; assess facility “temperature” through formal and informal sensing and plan actions with department managers. Prepare managers for the compensation planning process and provide compensation budget information. Facilitate training and development initiatives aligned with organizational goals. Lead or support HR projects and organizational change initiatives. Qualifications Qualifications: Education: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification preferred - SHRM-CP, SHRM-SCP, or PHR/SPHR). Experience: Minimum of 3-5 years of HR experience, with at least 2 years in an HRBP or strategic HR role. Familiarity with HRIS systems (e.g., Paycom, Workday, ADP, Kronos). Healthcare industry experience is strongly preferred. Strong knowledge of employment law and HR best practices. Excellent communication, interpersonal, and problem-solving skills. Ability to manage multiple priorities and maintain confidentiality

About UFP MedTech: UFP Technologies is a designer and custom manufacturer of comprehensive solutions for medical devices, sterile packaging, and other highly engineered custom products. UFP is an important link in the medical device supply chain and a valued outsource partner to most of the top medical device manufacturers in the world. The Company's single-use and single-patient devices and components are used in a wide range of medical devices and packaging for minimally invasive surgery, infection prevention, wound care, wearables, orthopedic soft goods, and orthopedic implants. UFP Technologies, Inc. offers a competitive benefits package, including but not limited to: Medical, Dental, Vision, Life, Disability Insurance 401K with a matching contribution Paid time off, Paid holidays, Employee discounts and much more! Location: This position will be on-site full-time in Chicopee, MA. Pay Range: $85k - $105k annually Final compensation will be determined based on market data, geographic location, and the candidate's qualifications and experience. Senior Human Resources (HR) Generalist Summary: The site Senior Human Resources (HR) Generalist will perform the HR functions to support the Chicopee, MA facility. The incumbent will report directly to the Plant Manager with a dotted line to the Corporate Human Resources Vice President. They are responsible for disseminating all Corporate HR initiatives and programs. The Senior HR Generalist will perform related duties at the site level and may carry out responsibilities in some or all of the following functional areas: payroll, employment and staffing, onboarding, training and development, employee relations, affirmative action, employee engagement / recognition, and compensation / incentive programs, as well as may play a role in safety. The Senior HR Generalist may also assist Corporate HR with projects or other duties. Senior Human Resources (HR) Generalist Essential Duties and Responsibilities: Edits, processes, and approves hourly employees' timecards, as well as enters time-off requests in ADP WFN time and attendance system. Researches and resolves timecard and paycheck discrepancies. Assists Talent Acquisition Recruiter coordinating and conducting the full cycle recruiting process for the site (i.e., posting jobs internally and externally, attending job fairs, partnerships with local colleges, scheduling interviews, interviewing candidates, initiating background screens, setting up pre-employment drug screens, and generating and sending offer letters) as well as works with the hiring managers on onboarding new hires. Conducts new employee orientations to ensure that employees gain an understanding of the company's policies, procedures, benefit plans, and enrollment provisions. Partners with local staffing agencies to obtain the best rate for the site for purchased staffing needs. Advises, counsels, and provides feedback to managers and employees on performance management and employee relations issues to constructively resolve problems. Assists in ensuring company policies and practices are compliant with federal, state, and local employment laws and procedures, including record keeping, policy statements, non-discriminatory practices, regulation compliance, etc. With the guidance of Corporate HR, monitors the day-to-day implementation of policies concerning wages, hours and working conditions. Creates development strategies for key roles at the site Manages employee relations, including but not limited to corrective actions, terminations and investigations Conducts listening strategy, provides data and recommendations to the leadership team based on insights gathered Oversees attendance policy enforcement and tracking; i.e. generates attendance reports & guides supervisors with disciplinary actions. Partner with the leadership team to create and carry culture through rewards, recognition and development Understands and counsel leaders on compensation trends and decisions Prepare and complete audits as required Partners with Sr. HRBP of People and Organizational Development to create development plans and identify training resources to ensure employee training and development needs are met. Implements and maintains employee engagement, recognition, and morale programs. Oversees the corporate service award program for the site. Maintains the personnel files and other employment and training records. Coordinates with Corporate HR on all involuntary terminations prior to termination. Ensures proper documentation and ensures processing of termination is completed in proper time frame. Oversees attendance policy enforcement and tracking, i.e., generates attendance reports & guides supervisors with disciplinary actions. Assists with benefit questions/issues and partners with Corporate benefits department on health care and various leaves of absence to ensure accurate recordkeeping and compliance with applicable state, federal and local regulations. Serves as an extension of the Corporate HR team during the annual open enrollment process by distributing materials and assisting with the effective communication of benefit plans and changes. Maintains affirmative action program data for site and collaborates with Corporate HR on AAP requirements and reporting. Assists with benefit questions/issues and partners with corporate benefits department on health care and various leaves of absence to ensure accurate recordkeeping and compliance with applicable state, federal and local regulations. Communicates/completes forms for payroll regarding new hires, terminations, merit increases, promotions, leave of absence and return to work status Maintains affirmative action program data for site and collaborates with Corporate on AAP requirements and reporting. Provides data to support monthly key performance indicators (KPIs) on absenteeism, turnover, open positions, etc. Oversees workers compensation administration, i.e., management of claims and return to work. Responds to employment verification requests. Responds and represents the site for unemployment claims. Research opportunities to promote the site with the local and state resources and associations (i.e., the local Chamber of Commerce, state grants, etc.). Senior Human Resources (HR) Generalist Qualification Requirements: Bachelor's Degree with 5 years HR Generalist experience or equivalent combination of education and experience. Payroll experience using ADP WFN is preferred. HR Professional Certification preferred, i.e., SHRM CP. Experience working in a manufacturing environment is strongly preferred. Knowledge of HRIS systems, ADP WFN preferred. Proficiency in Microsoft Office skills (Teams, Outlook, Word, Excel, PowerPoint). Bilingual (Spanish) is a plus. Excellent customer service skills. Strong communication skills, both written and oral. Strong organizational and follow-up skills and with attention to detail. Ability to work well in a team environment. Ability to maintain strict confidentiality. UFP Technologies, Inc. is an Equal Opportunity/Affirmative Action employer Minorities/Women/Veterans/Disabled. #UFP #MEDTECH #CHIC

“Join GD Resources for dynamic opportunities in business management and IT, where innovation meets excellence.” About the Company: GD Resources is a Veteran Women-Owned Business Management and Information Technology company committed to excellence. GD Resources provides dynamic opportunities for veterans and professionals alike to contribute to innovative projects and drive success in a collaborative and supportive environment. Join us to make a difference, advance your career, and grow with a company that values integrity, diversity, and continuous improvement. Position: Human Resources Consultant Location: Norwich, CT Rate: Depends on experience Position Overview GD Resources is looking for an experienced Human Resources Consultant to design and deliver quarterly management training; develop a comprehensive employee handbook aligned across organization's policies; modernize the performance management program; update templates and role content; and assist recruitment and onboarding for hard-to-fill positions. Success in this role requires hands-on experience with unionized workforces, collaborative stakeholder engagement, and end-to-end delivery from assessment through implementation. Key Responsibilities Management Training: Plan, design, and facilitate quarterly manager trainings on topics such as effective communication, civility and respect, conflict resolution, conducting performance evaluations, coaching, and employee development; maintain a training calendar and materials. Employee Handbook Development: Create a comprehensive, plain-language handbook; align with organization's policies; organize final content for intranet access; identify policy gaps and recommend additions. Performance Management: Modernize appraisal forms and processes; embed continuous feedback and coaching practices; guide managers to identify development and training opportunities. Modernization: Update the JD template; evaluate, refine, and/or create accurate, functional job descriptions across position types and work functions. Recruitment & Onboarding: Develop sourcing strategies for hard-to-fill roles; create structured onboarding practices and programs for new hires. Stakeholder Partnership: Work closely with the HR Manager and senior staff; coordinate with union leadership as appropriate; provide progress updates and implementation guidance. Minimum Qualifications Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Public Administration, or related field (Master's preferred). Demonstrated experience supporting unionized organizations, including familiarity with collective bargaining agreements and represented environments. 7+ years of HR consulting or internal HR leadership experience delivering management training, policy development, performance programs, and job analysis/JD creation. Proven facilitation skills with front-line supervisors and senior leaders; ability to translate policy into practical tools and behaviors. Strong knowledge of employment laws and HR best practices applicable to public sector/utility settings. Excellent project management, stakeholder communication, and documentation skills. Prior work with public utilities, municipalities, or comparable public-sector organizations. Professional certifications (SHRM-CP/SHRM-SCP, PHR/SPHR). Experience designing intranet-based handbooks and manager toolkits. GDR is an Equal Opportunity Employer. We consider all qualified applicants without regard to race, color, religion, sex, gender identity, national origin, age, disability, veteran status, or any other protected status under applicable law. We are committed to equal opportunity in all aspects of employment, including hiring, promotion, compensation, and benefits.

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

Who is Habasit? Habasit is the global leader in the manufacturing of lightweight conveyor belting. Our slogan “Solutions in Motion” defines us; we are a provider of world class power-transmission and conveying solutions. At Habasit, we understand that a global leader is only as good as the people who represent it, and we are always searching for the right people to keep us in motion. We are looking for ambitious individuals, leaders, and students who are ready to help move us forward. If you have a can-do attitude and want to join a world-class organization, read on and apply today! We offer an attractive place to work and personal development in an empowering work culture. You will benefit from the expertise and oppportunities of a solid global group of companies and the reputation of its products. Things you should know about Habasit's opportunities: Competitive Salary Excellent health insurance benefits which includes a bundled medical + dental package 401(k) program with up to 6% company match (at 100%) Tuition reimbursement (with Manager approval) Gym membership reimbursement Employee Assistance program Referral bonus SUMMARY The Human Resources Generalist is responsible for day-to-day administration and coordination of the human resources function (mainly for hourly employees in a manufacturing environment). This includes recruiting, onboarding, timekeeping, employee relations, and other HR related administrative tasks. This role is based in Suwanee, GA and will report to the Head of Human Resources. Main tasks: Responsible for recruitment of non-exempt personnel employees. Collaborates with department managers to identify and draft detailed and accurate job descriptions and hiring criteria. Identifies and implements efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organization. Actively utilize current job boards, social networks, and other platforms to find talent by creating intentional and engaging job posts. Maintains and develops pipeline of eligible candidates for future open positions. Assists with the interview process, attending and conducting interviews with the hiring managers. Collaborates with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details. Conducts New Hire Orientation training including material development, tracking and effectiveness. Responsible for maintaining department records and personnel files in compliance with all regulatory rules and laws. Inputs HR-related data and compiles standard reports for management review. Track and administer HR programs including employee service awards, referral bonuses, recognition program, etc. Supports in HR administrative tasks and processes (company events, filing, uniforms, etc.) Other duties as assigned. Qualifications Bachelor's degree in Human Resources Management, Business Administration, or related field. 10+ years of experience working in Human Resources in manufacturing. Well-organized, has strong time management skills. Responsive, reacts in a timely fashion, conveys sense of urgency. Independently establishes priorities, self-starter and takes imitative. High level of customer service skills and business maturity. High-energy and passion. Excellent communication skills, both written and verbal. Computer proficiency including Microsoft Office and ADP. Spanish language skills are a must. PHYSICAL DEMANDS the physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to stand. The employee frequently is required to use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to walk and sit. The employee must regularly lift and/or move up to 25 pounds and occasionally lift and/or move up to 45 pounds, with assistance if necessary.

Details: Level: Management / Confidential (Manager 2) Hours: Full-time, 40 hours per week Campus coverage: Gateway (New Haven), Housatonic (Bridgeport) and Norwalk (Norwalk) Location: CT State Community College 185 Main Street, New Britain, CT 06051 **This position is not remote** Incumbent will be located at one of the 3 covered campuses. For more information about CT State Community College and the campus please visit Home - CT State CT State Community College Mission: Connecticut State Community College provides access to academically rigorous and innovative education and training focused on student success. The college supports excellence in teaching and learning, makes data-informed decisions, promotes equity, and advances positive change for the students, communities and industries it serves. CT State Community College Vision: Connecticut State Community College is recognized for exceptional student success, educational leadership and transformative collaboration with business and industry, government, educational and key stakeholders while advancing diverse opportunities for Connecticut's citizens and communities. CT State Community College Equity Statement: Connecticut State Community College commits to bold and disruptive change by actively identifying, naming, and dismantling structural racism, systemic poverty, and other barriers; establishing equitable and anti-racist policies and practices; and empowering students, faculty, staff, and administrators to advance racial, social, and economic justice. Our core collective responsibility is to continuously assess practices and policies and transform the world we live in by eliminating inequities. Anticipated Start Date: January 2026 Position Summary: This position leads a team of Human Resources Generalists in a highly matrixed (shared services) organization promoting employee engagement, inclusion and diversity initiatives, talent management, workforce planning, labor relations, organizational design, and strategic leadership while using data analytics to drive HR interventions and improvements. This position will collaborate with other parts of the Human Resources organization to ensure processes and programs are aligned with CSCU goals and designed to deliver seamless (and efficient) service. Example of Job Duties: Under the direction of the VP of HR Strategy, the Human Resources Manager Human Resources Manager through effective performance in these essential duties: Partners with and is accountable for successful relationships with CSCU regional leadership to ensure delivery of human resources services that are in line with organizational goals and strategies. Advises CSCU leadership teams on human resources policies, procedures and mission driven strategies. Manages human capital by analyzing data and planning for emerging human resources needs. ensuring proper organizational structure and use of job classes Partners with and is accountable for successful relationships with Talent and Recruitment, Equal Employment Opportunity, Labor Relations and Compensation/Benefits/HR Admin, COE's to ensure seamless service for customers. Directs implementation of employee engagement programs that support the CSCU culture and promote retention of talent, and improved organizational performance. Directs implementation of inclusion and diversity initiatives that are responsive to organizational culture, and in line with transforming demographics. Directs implementation of a talent management program to cultivate and develop future leaders to position the organization for sustained leadership effectiveness. Works in collaboration with the Recruitment and Talent Center to develop an onboarding program to ensure seamless transition for new employees and includes completion of state mandated training programs. Supervises, guides and coaches team members to optimal performance. Provides leadership to HR Generalists for day-to-day activities, and annual contractual processes including promotion, sabbatical and professional development. Oversees the administration of the performance management system, May serve as the hearing officer for the first step of the grievance process and represents management in the second step Provides guidance to campuses concerning employee performance and attendance problems. engaging Labor Relations COE when appropriate. Assists in ensuring compliance with applicable state and federal laws, regulations, policies and procedures. May serve as a project team leader on complex human resources projects involving the development and implementation of new systems, training initiatives, job classification studies and other projects with statewide impact. May assist, coordinate, implement, oversee, and/or provide training and/or staff development programs. Performs other related duties as assigned. This posting includes qualifications, experience and skills but is not limited to the full specifications stated in the job description.Minimum Qualifications: Master's degree in Human Resources, Business Management, Public Administration or related field and at least Five (5) years' experience in the principles, practices and techniques of Human Resources. Incumbents are required to have demonstrated advanced knowledge and abilities in the following: Considerable knowledge of human resources management, relevant state and federal laws, regulations, policies and procedures. Experience guiding the implementation of people management strategies in the areas of organizational development, workforce planning, employee engagement and labor relations. Understanding of change management principles, tools and methodologies. Experience working in a highly unionized environment. Experience using an HRMS systems. Ability to utilize technology to develop presentations. Strong decision making and problem-solving ability, including ability to collect and analyze information. Candidates must possess proven ability to effectively work with culturally, linguistically, and ethnically diverse faculty, staff, and students. They are expected to have excellent interpersonal oral and written communication skills along with strong Information technology literacy skills such as Microsoft Office (Word, Excel, PowerPoint, Outlook, Teams etc.).Preferred Qualifications: Recognized Human Resources industry certification such as CIPD, SPHR, and PHR. Two (2) or more years of supervisory experience. Experience in higher education. Salary & Benefits: Salary range; $101,935-$127,418 approximate annual. The salary will be based on the selected candidate's qualifications such as education and job-related experience, and internal equity. We offer a comprehensive benefits package to help you stay well, protect yourself and your family, and plan for a secure future. Benefits include generous leave policies; several retirement plans; and many choices for comprehensive health insurance. You also have access to many additional benefits to save for retirement, protect your family & more with supplemental benefits. Tuition reimbursement may apply if applicable. For more information, please visit our website at: CSCU - Human Resources - Future Employees. Application Instructions: To apply you must submit a cover letter and resume. The cover letter may be entered as text in the corresponding box, or it can be uploaded as a combined file with the resume. Incomplete applications or those submitted after the closing date will not be considered and links to other sources to view resumes are not acceptable. To apply via our website, visit ******************* Please note that CT State CC is currently unable to sponsor work visas. Applicants must be authorized to work in the United States on a full-time basis. Selection Procedure: Following the closing date, application materials will be evaluated by a selection committee. Candidates selected for further consideration will be limited to those applicants who are best qualified based on the minimum and preferred qualifications and who have submitted all the required documents by the closing date and time listed on the job announcement. Candidates who have been selected and approved to interview will be contacted, and finalists will be recommended for further consideration by the Hiring Manager for final selection and recommendation for employment. The selection process may also include practical exercises (i.e., teaching demonstration and/or other written, technical, manipulative, or simulation exercises) to evaluate candidates' qualifications. Background Screening: All employment, if offered, is contingent upon proof of citizenship or employability under the requirement of the Immigration and Control Act (IRCA) and the successful passing of a background check, including granting permission to contact current and previous employers for verification. CSCU is committed to providing a safe campus community. Background investigations include reference checks, a criminal history record check and, when appropriate, a financial (credit) report or driving history check. Continuing Notice of Nondiscrimination CT State Community College does not discriminate on the basis of age, ancestry, color, national origin, gender identity or expression, genetic information, learning disability, marital status, intellectual disability, physical disability (including but not limited to blindness), present or past history of mental disability, prior criminal record, race, religious creed, sex (including pregnancy and sexual harassment), sexual orientation, retaliation for previously opposed discrimination or coercion, veteran status, victims of domestic violence, sexual assault, and/or trafficking or any other federal or state protected class in its employment, programs, and activities, unless the provisions of Section 46a-80(b) or 46a-81(b) of the Connecticut General Statutes are controlling or there are bona fide occupational qualifications excluding persons in one of the above protected groups. For information regarding the nondiscrimination, disability, and Title IX policies/procedures, contact: John-Paul Chaisson-Cardenas, Vice President for Diversity, Equity, and Inclusion, CT State Community College, 185 Main Street, New Britain, CT 06051, ************ or [email protected]. CSCC IS AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER.

INTRODUCTION The Department of Agricultural and Resource Economics within the College of Agriculture, Health and Natural Resources, at the University of Connecticut in Storrs (UConn) invites applications for the position of Department Head with an appointment at the rank of Professor or Associate Professor. We seek a highly organized and well-respected individual as Department Head to provide leadership and coordinate teaching, research, and extension for a highly ranked and productive department in alignment with the strategic plans for the College and the University. This is a full-time, nine-month, tenured position with an additional month of compensated service in this administrative role. The successful candidate must meet University requirements for appointment at the rank of Full Professor or be an accomplished Associate Professor with qualifications meriting promotion to Full Professor within the next few years. Active engagement in teaching, research, and/or extension programs is expected. The Department Head serves as a leader and advocate for Agricultural and Resource Economics at UConn, fostering excellence within the department and representing it to external partners and stakeholders. As the departmental administrative officer, the Department Head reports directly to the Dean. ABOUT THE UNIVERSITY Founded in 1881, UConn is a Land and Sea Grant institution and member of the Space Grant Consortium. The university is the state's flagship institution of higher education and includes seven campuses across the state: Avery Point, Hartford, Stamford, Storrs, and Waterbury, the Law School in Hartford, and UConn Health in Farmington. UConn has approximately 10,000 faculty and staff and 32,000 students, including more than 24,000 undergraduates and nearly 8,000 graduate and professional students. UConn Extension reaches over 175,000 residents through over 500 programs, connecting with communities in all 169 of Connecticut's cities and towns. UConn faculty are recognized nationally and internationally for their research, teaching, creative work, and extension programs, advancing discovery across disciplines and generating high societal impact. UConn's dedicated staff provide the expertise and support that sustain the university's mission and advance institutional achievement. The University of Connecticut is dedicated to excellence demonstrated through national and international recognition. Through freedom of academic inquiry and expression, UConn creates and disseminates knowledge by means of scholarly and creative achievements, graduate and professional education, and community engagement. With a focus on teaching and learning, the University helps every student grow intellectually and become a contributing member of the state, national, and world communities. Through research, teaching, extension, and service, UConn promotes the health and well-being of Connecticut's citizens through enhancing the social, economic, cultural and natural environments of the state and beyond. In 2024, the University adopted its strategic plan, Envisioning 2034, with three major goals: promoting holistic student success, expanding research impact, and powering a thriving Connecticut. To learn more, visit ********************************* ABOUT THE COLLEGE The College of Agriculture, Health and Natural Resources (CAHNR) is located on UConn's Storrs campus with teaching, research, and extension activities reaching across the state. CAHNR faculty, staff, and students explore the interrelationships among food, natural resources, and human, plant and animal health, seeking to connect them in a manner that is economically viable and environmentally sustainable. The College evolved from the original Storrs Agricultural School, established in 1881. As Connecticut's Land-Grant University, UConn has federal and state mandates to carry out the tripartite mission of teaching, research, and extension. As such, CAHNR is the home of UConn Extension, part of the national Cooperative Extension System. UConn Extension reaches over 175,000 residents through over 500 programs, connecting with communities in all 169 of Connecticut's cities and towns. The College consists of eight academics departments offering 17 undergraduate majors and 23 undergraduate minors, along with several PhD, MS, and graduate certificate programs. It is also the home to innovative interdisciplinary research and clinical centers. ABOUT THE DEPARTMENT The Department of Agricultural and Resource Economics (ARE) is a welcoming, supportive, and inclusive community of undergraduates, graduate students from diverse backgrounds, postdoctoral scholars, and nationally recognized faculty. The Department's teaching and research focus on the economics and policy of food, health, the environment, and international development, emphasizing real-world problems, practical applications, and policy relevance. The Department also houses the Zwick Center for Food and Resource Policy, a research and outreach center that advances its mission. UConn's ARE Department ranks among the top 26 worldwide and top 20 in the United States among Agricultural Economics Departments. In addition to its long-established Ph.D. and master's programs, the Department recently launched an entrepreneurial 4+1 master's program for outstanding ARE undergraduates, as well as two undergraduate majors. The Department is located on UConn's Storrs campus, within convenient access to Hartford, Boston, and New York City. For additional information, visit us at ************************* DUTIES & RESPONSIBILITIES * Provide Leadership and promote the excellence of our multi-faceted teaching, research, extension, and service activities. * Drives strategic growth and innovation across undergraduate and graduate programs, enhancing enrollment, academic excellence, and program visibility. * Support existing and lead development of new entrepreneurial initiatives to grow the department * Teach one undergraduate course and participate in research and/or extension programs. * Mentor and support faculty, staff, and graduate students in their academic and professional development, including pursuing external funding opportunities. * Develop and implement effective recruitment and retention programs to increase undergraduate and graduate student enrollment. * Serve as a team-builder to encourage interactions among faculty within the department and among departments to achieve individual and departmental goals. * Represent and promote the department within the college, the university, and the state, as well as at the national and international levels. * Acquire and maintain current knowledge of all relevant campuses, college, and union policies and procedures, and develop appropriate policies as required. * Manage administrative responsibilities for academic, personnel, and fiscal affairs. * Collaborate with the CAHNR Foundation Development team to support fundraising and donor engagement efforts to increase Foundation funds which can be used to support departmental initiatives. * Oversee department facilities to ensure efficient operation and alignment with program needs. * Perform other duties as assigned in support of departmental and CAHNR missions. MINIMUM QUALIFICATIONS * Ph.D. degree in Agricultural, Development, or Resource Economics, Economics, or a closely related discipline. * Record of outstanding and nationally recognized scholarship and professional activities related to teaching, research, and/or extension or outreach that will qualify the individual to be tenured at the rank of Professor or Associate Professor in the Department of Agricultural and Resource Economics. * Record of leadership and active engagement in an elected or appointment-based leadership position in a professional setting. * Interpersonal and communication skills. * Record of successfully mentoring and advising students. PREFERRED QUALIFICATIONS * Leadership experience in developing departmental initiatives. * Administrative experience at an academic department engaged in teaching, research, extension, and service activities at a land-grant university. * Experience and interest in developing entrepreneurial programs, including fee- or revenue-based degrees and/or online certificates. * Significant record of success in obtaining extramural funding from nationally competitive research programs, foundations, private, or other donors. * Nationally and internationally recognized record of scholarship in research, teaching, or extension. * Demonstrated record of effective engagement and relationship-building with stakeholders, industry partners, and/or donors. * Full professorship or equivalence in Agricultural, Development, or Resource Economics, Economics, or a closely related discipline. APPOINTMENT TERM This is a full-time, tenure-track, 9-month position with a 10th month of service in this administrative capacity. The anticipated start date is August 23, 2026. The College of Agriculture, Health and Natural Resources (CAHNR) is willing to accommodate an earlier summer start date in consultation with the selected candidate. Salary will be competitive and commensurate with the candidate's experience and record of achievement. The University offers a competitive salary, and outstanding benefits, including employee and dependent tuition waivers at UConn, and a highly desirable work environment. For additional information regarding benefits visit: ************************************** TERMS AND CONDITIONS OF EMPLOYMENT Employment of the successful candidate is contingent upon the successful completion of a pre-employment criminal background check. TO APPLY Please apply online at ************************** Faculty and Staff Positions, Search #499239 and submit the following application materials: * Cover letter that addresses how your experience meets the minimum and preferred qualifications (maximum of two pages) * Curriculum Vitae (must include a list of publications, grants received, and records of teaching, extension and/or service) * Leadership Statement summarizing how you will provide innovative leadership for CAHNR Department of Agricultural and Resource Economics and how you will contribute to the department's success (maximum of two pages) * Names and contact information for at least three references. References will only be contacted for applicants that are identified as finalists. Review of applications will start December 15, 2025, and will continue until the position is filled. Send inquiries about this position to the search committee chair, *************************. At the University of Connecticut, our commitment to excellence is complemented by our commitment to building a culturally diverse community. This position will be filled subject to budgetary approval. All employees are subject to adherence to the State Code of Ethics which may be found at ****************************************************** All members of the University of Connecticut are expected to exhibit appreciation of, and contribute to, an inclusive, respectful, and diverse environment for the University community. The University of Connecticut aspires to create a community built on collaboration and belonging and has actively sought to create an inclusive culture within the workforce. The success of the University is dependent on the willingness of our diverse employee and student populations to share their rich perspectives and backgrounds in a respectful manner. This makes it essential for each member of our community to feel secure and welcomed and to thoroughly understand and believe that their ideas are respected by all. We strongly respect each individual employee's unique experiences and perspectives and encourage all members of the community to do the same. All applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. The University of Connecticut is an AA/EEO Employer.

Job Description Human Resource Director SHRM-CP, SPHR, or PHR certification preferred Full-Time, Exempt Stokes Counseling Services On-site Company Stokes Counseling Services is the largest mental health private practice in Connecticut. Our practice comprises a diverse team of licensed clinicians and medication management professionals who specialize in providing comprehensive mental health services, focusing particularly on the treatment of depression, anxiety, and PTSD. We adopt a holistic approach to treatment, offering individual, group, and family therapy options to ensure our patient's needs are met effectively. Our unwavering commitment lies in delivering exceptional care to our patients while fostering a supportive environment for our dedicated clinicians. Stokes Counseling Services is seeking a Human Resources Director to be a strategic partner working as a member of the Stokes Counseling executive team. This is a full-time, exempt position that is based in our main office in Naugatuck, CT. At Stokes Counseling, we recognize that people are the business, and we are looking for a dynamic leader to help build a best-in-class People organization to support our existing workforce and our future growth initiatives. This leader will be pivotal to the success of our workforce and our business as a whole. We need someone who is just as passionate about the culture as they are about their core responsibilities as an HR Leader. The ideal candidate is a builder -- Someone who can come in with a willingness and an ability to build HR Operations and Programs. You will own and heavily influence everything from Career Mapping and Performance Management programs, to bonus & incentive planning and employee onboarding/offboarding. Responsibilities Leading all tactical and strategic HR initiatives throughout the organization Developing strategic HR initiatives including total rewards strategy, compensation philosophy, HR team growth, and expansion into new locations and business lines Supporting leadership and managers by designing performance management processes and metrics and providing management feedback and development opportunities Implementing and executing HR processes related to reporting, employee handbook updates, compliance, training, and overall employee lifecycle management Management of existing HR programs including but not limited to leaves of absence, 401k, health insurance, open enrollment, workers' compensation, accommodations, promotions, and employee rewards programs Partnering with the leadership team in designing goals and roadmap for long-term organizational growth strategy Requirements Experience owning HR Operations in a high-growth, fast-paced environment with the ability to lead an organization of 250+ employees Experience leading the HR function in a healthcare organization At least 7 years of HR Generalist or Business Partner experience Expertise in federal and local compliance regulations and reporting requirements Strong capacity in leading HR decision-making and supporting the broader leadership team in decision-making for organizational growth Experience in building compensation philosophy in conjunction with performance management strategies Enthusiasm for coaching, manager development, and building Ability to work on-site at the main office in Naugatuck, CT Nice-to-have Experience leading the HR function at a mental health organization Strong business partnership: able to establish credibility and rapport with operating leaders Experience managing teams SHRM-CP, SPHR, or PHR certification preferred Salary 90k-120k Benefits 401(k) after 1 year of service Health insurance Paid time off Powered by JazzHR lTfW5PUsBd