Director of human resources jobs in East Hartford, CT - 240 jobs

Central Transport is one of the nation's most trusted and technologically advanced Less-Than-Truckload (LTL) carriers. With an ever-growing network of terminals nationwide, our team of dedicated professionals provide safe and efficient service to the United States, Canada, and Mexico. Our Growth is Creating Great Opportunities! Our team is expanding, and we want to hire the most talented people we can. Continued success depends on it! Once you've had a chance to explore our current open positions, apply to the ones you feel suit you best and keep track of both your progress in the selection process, and new postings that might interest you! Thanks for your interest in working on our team! Central Transport LLC is one of the nation's most reliable and technologically advanced LTL (Less-than-Truckload) carriers to date. We are privately owned and have been servicing manufacturing & retail companies of all sizes for almost 90 years now. With over 200 locations around the country, we pride ourselves on the continuous expansions that we have made and are still making strides to improve our operation systems to better service our wide network of clientele. For example, we have recently implemented 25 next-day hubs in our network to provide immediate, essential services for our customers overnight. We also hold the industry's most modern fleet with our tractors & trailers having an average age of 2.5 years old. Earlier this year, our business levels have reached the highest they've ever been; breaking our personal record that had been set the previous year. We like to credit our growing success with our ability to develop and provide opportunity for our team of employees so they can make advancements within our company. Our employees enjoy a competitive salary and benefits package, including: 401k, Paid Time Off (PTO), Medical/Dental Insurance, Flexible Spending Account, and Life Insurance. Candidate must be able to work a flexible schedule of: (0730-1730) ~ (Monday-Friday) Regional Employee Relations Manager - Pacific NW **This is a high volume recruitment role** The ideal candidate will possess the following: · Self-motivated and self-starter · Excels in a fast-paced and constantly changing environment/workload · A winning mindset, unbiased thought process and can-do attitude · High attention to detail and organization skills · Ability to communicate with a diverse population of candidates and employees · Keen insight to prioritize workload according to the local needs of the terminal, as well as the General Office ·High Volume recruitment experience. Duties include, but are not limited to: · Hiring, training and retention strategies for company drivers and dock workers. · Monitoring and managing the disciplinary process of the labor group with the Terminal Manager and management staff · Audit and manage the on-boarding and retention of labor force · Assist in handling Employee Hot Line phone calls and general support in conflict resolution regarding the labor force · Fielding questions and issues on labor force's FMLA, benefits and general HR inquiries. · Willingness to travel 30-50% within region.

Lead the development, implementation and coordination of the Human Resource function. Develop and manage programs and company culture to attract and support a high-functioning and passionate workforce. Coordinate the administration of human resource policies, procedures and programs throughout the global organization to support business strategy. Essential Job Functions & Responsibilities: Ensure organizational structure, company culture and HR practices support attainment of business strategies, goals and objectives. Work with management to communicate the company vision, strategies and plans to the entire company. Develop, recommend and implement human resource policies and procedures. Direct the recruitment process for and selection of candidates to fill vacant positions. Ensure the hiring of top-quality personnel, the effectiveness of recruiting and selection techniques and compliance with regulatory requirements. Direct the orientation of new employees. Responsible for managing the employee performance appraisal system to insure that company policies are being adhered to. Conduct annual salary surveys and recommend budget salary increase percentage. Establish and maintain pay structures; analyze salary grades and ranges annually for competitiveness within industry. Coordinate the review and update, as necessary, all job descriptions. Assist in developing individual and group incentive compensation plans for all global business units. Coordinate annual renewal for all U.S. employee benefit plans. Oversee administration of employee enrollment, changes and termination for all plans. Recommend modifications to plans to ensure the company provides cost effective, competitive benefits to employees. Manage workers' compensation and unemployment claims, FMLA and ADA programs, severance program. Review and recommend employee and management training needs. Contract with outside sources when necessary to provide group training. Direct and participate in employee relations programs ensuring positive morale and an enjoyable work environment. Coordinate employee incentive, team building, employee suggestion and wellness programs. Counsel management personnel regarding employee performance issues, disciplinary procedures, rewards programs, etc. Perform exit interviews. Identify legal requirements and government reporting regulations under OSHA, COBRA, ERISA, WARN, wage/hour, EEO/AAP, drug testing and other relevant statutes. Counsel top management on potential exposure of the company to emerging labor law trends. Prepare information requested or required for regulatory compliance. In consultation with legal counsel, represent company in all employee grievances and legal matters. Monitor systems for proper processing and accuracy of personnel records. Publish regular reports relating to headcount, turnover and other key HR performance indicators. Supervise and manage the daily activities of the Human Resources Department. Provide Human Resource services as outlined above and as required for Laticrete International Joint Ventures and Subsidiaries. Nonessential Job Functions: Performs other duties and assumes accountabilities as apparent or as delegated, including mutually agreed upon objectives. Job Specifications/Skills: Minimum of seven years of Human Resource senior- level leadership experience. Superior written and verbal communication skills. Exceptional interpersonal skills, tact, maturity and flexibility. High degree of responsibility. Good reasoning abilities and sound judgment. Ability to interact well with employees of all levels of the organization, senior staff, employment agencies, placement firms, governmental agencies and educational institutions, legal counsel for Human Resource issues, benefits consultants, job applicants, peer group professionals and local community/civic contacts. High energy level; comfortable performing multi-faceted projects in conjunction with regular daily activities. Experience with integration of acquisitions preferred. Experience with international cultures and business preferred. Computer skills: Intermediate to advanced knowledge of Microsoft Office (Word, Excel, PowerPoint and Outlook. Experience with HRIS. Bending and reaching to file. Infrequent ability to lift up to 25 pounds. Team Cooperation - maintain positive, cooperative attitude with all employees of Laticrete and all customers. Minimum Educational Requirements: Bachelor's degree in Human Resources or another related field . PHR/SPHR certification preferred. Travel: 1. 20% (including international) 2. Must have or be able to obtain a passport.

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

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

As an HR Transformation Manager, you will lead and shape how organizations approach HR in the digital age. Your role involves defining, shaping, selling and executing HR transformation projects that integrate digital solutions, automation, process, and organization optimization. You will work closely with clients to improve HR functions, enhancing both business performance and employee satisfaction. This high-visibility role requires strategic thinking, deep expertise in HR transformation, strong client relationships, and effective project delivery. Key Responsibilities: Client Leadership & Relationship Management + Build strong, trusted long-term relationships with senior client stakeholders. + Advise clients on HR operating models, technology, and transformation strategies aligned with business goals. + Build perspectives on how the HR Strategy needs to evolve based on the evolution of the business strategy. + Help clients optimize HR functions for efficiency, scalability, and strategic alignment. HR Transformation Strategy and Value Case + Develop and implement HR transformation strategies that blend traditional HR practices with digital innovations like AI, GenAI, and automation. + Leverage analytics to assess current HR operations and design future-state models with technology-driven solutions to improve talent management, employee engagement, and workforce planning. + Drive HR activity analysis to understand allocations of HR staff time and effort; compare to industry benchmarks and leading practices. Recommend options to optimize HR resource allocation and align with organizational goals. + Work with clients to create HR transformation value cases and roadmaps that align HR with business strategy and deliver measurable outcomes. HR Operating Model and Service Delivery Framework + Design new HR operating models and service delivery frameworks for clients, infusing leading practices from areas such as employee experience, digital HR, shared services, and outsourcing. + Lead HR organization design efforts, articulating interaction models, location strategy, and sizing. Employee Experience & Talent Management + Lead initiatives to enhance employee experience through personalization, engagement, and alignment with company culture. + Use HR technology, process improvement methodologies, and data analytics to improve talent acquisition, performance management, and employee well-being. + Design talent management frameworks that integrate automation and AI to optimize workforce planning. HR Technology Evaluation & Selection + Lead the evaluation and selection of HR technologies (e.g., HRIS, AI tools) that fit client needs, culture, and business goals. + Guide clients through the vendor selection process, including creating RFPs and evaluating capabilities. Generative AI & Emerging Technologies + Articulate how organizations should leverage GenAI and other advanced technologies to improve the HR function. + Stay up to date on emerging digital HR trends and bring innovative solutions to clients. HR Operations, Shared Services & Outsourcing + Advise clients on transforming HR operations through shared services, outsourcing, and integrating digital tools and automation. + Help clients evaluate sourcing options, driving cost efficiency and quality. + Design and implement HR operating models leveraging these components. Process Optimization & Automation + Lead initiatives to streamline HR processes using automation, AI tools, and data analytics. + Implement intelligent automation solutions to enhance process efficiency, scalability and accuracy. Project Management & Delivery + Lead end-to-end delivery of HR transformation projects, ensuring timely, on-budget, and high-quality outcomes. + Manage cross-functional teams to execute solutions across HR domains. + Integrate new technologies like cloud-based HR systems and AI platforms into existing HR ecosystems. Change Management & Stakeholder Engagement + Guide change management efforts to ensure smooth transitions to new HR processes and technologies. + Facilitate stakeholder engagement, ensuring alignment with key business leaders and fostering buy-in and commitment at all levels of the organization. + Empower clients with the knowledge and tools needed to activate, apply, and sustain transformation initiatives long-term. Business Development & Sales + Lead business development efforts by identifying and generating new HR transformation opportunities, building on strong relationships with prospective clients. + Write and present high-quality client proposals, business cases, and RFP responses that clearly articulate the value of our HR transformation capabilities, ensuring alignment with client needs and expectations. + Support business growth by working closely with senior leadership on strategic business development initiatives, offerings, and cultivating a pipeline of potential opportunities. Practitioner Development, Thought Leadership, and Innovation + Develop and coach practitioners on the functional craft of HR Transformation; support learning programs and training efforts to develop our people. + Contribute to thought leadership on HR transformation trends and emerging areas of interest. + Represent Accenture at industry events and conferences to enhance visibility and reputation. + Foster a culture of innovation and continuous learning within the HR Transformation practice. Ability to travel is required. Here's what you need: + Minimum of 3 years' experience in HR transformation, digital HR, or HR technology consulting, with at least 2 years in a managerial or leadership role. + Minimum of 2 years leading large-scale HR transformation projects. + Minimum of 2 years' experience in designing and implementing HR operating models, shared services, and outsourcing strategies. + Minimum of 1 year experience in one of the following industries: Software & Platforms, Capital Markets, Retail or Energy. Bonus Points if: HR Technology Expertise: + In-depth understanding of leading HR platforms (e.g., Workday, SuccessFactors, Oracle HCM) and their role in transforming HR operations and the employee experience. + Expertise in evaluating HRIS, talent management systems, and AI-driven solutions. + Experience managing vendor relationships and technology selection processes. HR Operating Model Design: + Strong understanding of HR operating models, including shared services, outsourcing, and service delivery optimization. + Ability to design and optimize HR operating models that integrate digital tools to drive efficiency and business outcomes. Employee Experience Focus: + Proven experience enhancing employee engagement and well-being through innovative HR strategies and digital solutions. + Ability to design employee-centric HR solutions that align with company culture and business objectives. Project Management & Delivery: + Expertise in managing complex projects from strategy to execution, on time, within budget, and with quality. + Familiar with Agile and Waterfall methodologies and project management tools (e.g., Jira, MS Project). Business Development & Sales: + Skilled in leading business development leadership and building strong client relationships. + Experience writing compelling proposals and presenting to senior leadership to win HR transformation engagements. Thought Leadership & Innovation: + Contributions to industry thought leadership through writing, speaking engagements, and research. + Active participation in industry events to stay current on HR transformation trends. Client Relationship & Stakeholder Management: + Strong interpersonal skills for building trusted relationships with C-suite executives and senior stakeholders. + Ability to influence senior leadership on HR strategy and technology decisions. Consulting & Strategic Thinking: + Ability to think strategically and develop innovative HR solutions that leverage digital technologies. + Excellent written and verbal communication skills, with the ability to translate complex HR transformation concepts into clear, actionable strategies. + Strong business acumen and ability to align HR transformation with organizational goals. Advanced Data Analytics & HR Metrics: + Experience with workforce analytics and creating HR dashboards using tools like Power BI or Tableau. Global & Multinational Experience: + Experience with global clients and knowledge of international HR practices and compliance. Agile & Scrum Certification: + Certification in Agile or Scrum methodologies. + You are staying current with GenerativeAI capabilities and toolsets applicable to Talent functions. Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below.We accept applications on an on-going basis and there is no fixed deadline to apply. Information on benefits is here. (************************************************************ Role Location Annual Salary Range California $94,400 to $293,800 Cleveland $87,400 to $235,000 Colorado $94,400 to $253,800 District of Columbia $100,500 to $270,300 Illinois $87,400 to $253,800 Maryland $94,400 to $253,800 Massachusetts $94,400 to $270,300 Minnesota $94,400 to $253,800 New York/New Jersey $87,400 to $293,800 Washington $100,500 to $270,300 Requesting an Accommodation Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired. If you would like to be considered for employment opportunities with Accenture and have accommodation needs such as for a disability or religious observance, please call us toll free at **************** or send us an email or speak with your recruiter. Equal Employment Opportunity Statement We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities. For details, view a copy of the Accenture Equal Opportunity Statement (******************************************************************************************************************************************** Accenture is an EEO and Affirmative Action Employer of Veterans/Individuals with Disabilities. Accenture is committed to providing veteran employment opportunities to our service men and women. Other Employment Statements Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States. Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration. Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process. Further, at Accenture a criminal conviction history is not an absolute bar to employment. The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information. California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please click here for additional important information. Please read Accenture's Recruiting and Hiring Statement for more information on how we process your data during the Recruiting and Hiring process.

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.

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

Head Start & Early Learning Programs Job Description Licensed Dietitian Hours Per Week: 37.5 hours Status: Non-Exempt Supervisor: Health and Safety Manager Position Summary: Develop and implement nutrition services that are consistent with Head Start Performance Standards and USDA requirements. Assess nutritional needs and status of enrolled children in accordance with Head Start Performance Standards and Department of Early Education and Care regulations. Essential Qualifications: Registered Dietitian (RD) or Licensed Nutritionist (LN) with 1 year of professional experience in a clinical or community setting. Essential Responsibilities: Must become knowledgeable and remain current regarding Head Start Performance Standards, Department of Early Education and Care regulations, and Child Adult Food Care Program(CACFP) regulations. Monitor height & weight data for all enrolled Head Start children twice yearly. Assess each child's growth and nutritional status, iron and lead levels, and eating patterns in accordance to regulations. Maintain up-to-date PROMIS (database) information and prepare required reports in a timely and accurate manner. Review Nutrition Questionnaires and collaborate with parents and educators to gather information in regards to child's nutrition needs. Review and sign all allergy and /or food intolerance documentation from health care provider and parent. Follow-up as necessary with parent and/or health care provider to clarify any uncertain documentation regarding any food allergy and/or food intolerance. Collaborate with Food Service Coordinator and food service staff to ensure proper diet modifications/adjustments are made for each child in accordance with documentation from parent and health provider. Consult with physicians and medical homes as needed; periodically reassess children who classify as high risk and develop appropriate follow-up. Involve parents in the planning of menus and collaborate with Food Service Coordinator to create/modify monthly menus. Develop and conduct training on USDA Food Program to educators, food service, and fiscal staff. Conduct 3 site visits per site annually in accordance with the CACFP. Provide nutrition counseling/education/workshops to parents and staff as needed. Interface with WIC and other local and State agencies on behalf of children and families enrolled in HS & ELP. Participate in the Head Start Health Advisory Committee and attend Head Start state nutrition meetings. Attend all appropriate program workshops and meetings. Adhere to agency confidentiality policies. Maintain good in-house relationships with all other staff members and providers. Must display cultural competence and be sensitive to the needs of families with lower incomes. The List of responsibilities is not meant to be all-inclusive and may be adjusted to meet the operational needs of the agency. Requirements Physical Demands and Working Conditions: The physical demand and work environment described below 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. The employee is frequently required to sit, stand, walk, talk, use a key board and climb stairs, operate equipment. The employee must occasionally lift and/or move up to 20 pounds. The employee must have the ability to drive a personal vehicle and program vehicles, as needed. The work environment is primarily an indoor office space, but the employee will spend some time in the classroom. The noise level in the office is usually quiet. The noise and activity level in the classroom may be moderately high. AA/EOE/ADA Employment is contingent upon the following: a satisfactory a Background Record Check (BRC), required by Department of Early Education and Care (EEC) and its licensed programs, which includes Criminal Offender Record information (CORI), Department of Children and Families (DCF) background check, Sex Offender Registry information (SORI) checks, fingerprint-based national and state criminal history database checks, National Sex Offender Registry (NCOR), and Out-of-State checks (CORI, SORI, DCF) if an individual has lived in another state within the last five years. BRC and fingerprinting-based national and state criminal history check is to be completed every three years. In addition, employment is contingent on evidence of physical exam within the past year, plus verification of MMRs and TB. Documentation of subsequent physical exams must be submitted every 2 years. Must have evidence of a good driving record and ability to be covered under Community Action's non-owned and hired vehicle policy.

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@meta.com.

Administration/Human Resources Director Additional Information: Show/Hide Wallingford Public Schools is seeking candidates for a Human Resources Director. Please see attached job description regarding responsibilities and qualifications. Position to begin around March, 2026. Please complete our on-line application as soon as possible. Application deadline: 02/13/26. EOE Attachment(s): * Human Resources Director.pdf

Company DescriptionJobs for Humanity is partnering with Target to build an inclusive and just employment ecosystem. Therefore, we prioritize individuals coming from the following communities: Refugee, Neurodivergent, Single Parent, Blind or Low Vision, Deaf or Hard of Hearing, Black, Hispanic, Asian, Military Veterans, the Elderly, the LGBTQ, and Justice Impacted individuals. This position is open to candidates who reside in and have the legal right to work in the country where the job is located. Company Name: Target Location: 500 Groton Rd, Windsor, Connecticut, United States, 06095-1580 The pay range per hour is $19.23 - $34.62 Pay is based on several factors which vary based on position. These include labor markets and in some instances may include education, work experience and certifications. In addition to your pay, Target cares about and invests in you as a team member, so that you can take care of yourself and your family. Target offers eligible team members and their dependents comprehensive health benefits and programs, which may include medical, vision, dental, life insurance and more, to help you and your family take care of your whole selves. Other benefits for eligible team members include 401(k), employee discount, short term disability, long term disability, paid sick leave, paid national holidays, and paid vacation. Find competitive benefits from financial and education to well-being and beyond at ********************************************** About us: As a Fortune 50 company with more than 400,000 team members worldwide, Target is an iconic brand and one of America's leading retailers. Working at Target means the opportunity to help all families discover the joy of everyday life. Caring for our communities is woven into who we are, and we invest in the places we collectively live, work and play. We prioritize relationships, fuel and develop talent by creating growth opportunities, and succeed as one Target team. At our core, our purpose is ingrained in who we are, what we value, and how we work. It's how we care, grow, and win together. Target Global Supply Chain and Logistics is evolving at an incredible pace. We are constantly reimagining how we get the right product to the right guest even better, faster and more cost effectively than before. We are becoming more intelligent, automated and algorithmic in our decision-making, so that no matter how guests shop-in stores or on Target.com-we deliver the convenience and immediate gratification they demand and deserve. We are on a mission to win decisively over any competitor, with a seamless and superior guest service experience unlike any they can offer. Our teams work with the agility our mission requires, and we constantly come together to implement new processes in record time. A role in Distribution and Receive Centers means being on the very front lines of getting product to the guest as fast as possible-a critical differentiator and one of the most essential functions within Logistics. Whether it's through focusing on regional or upstream distribution centers, target.com fulfillment centers, or import warehouses, you'll have a chance to positively impact thousands of fellow team members and Target guests worldwide. There's so much good work to be done, from Distribution Center Operations, where process and problem solving drive our results; Quality Management, which influences and maintains our good name in the retail marketplace, or overall Distribution Center Productivity, where we're always analyzing and recalibrating how to best support our people, process and technology investments to support an ever evolving business In support of Target's Global Supply Chain and Logistics business, Human Resources is a critical partner in the ability to build the very best teams, and as HR we infuse our work with Target's distinctive retail brand by continuously experimenting, evolving and innovating. With the chance to positively impact our teams in distribution centers across our Target network, you'll be a strategic partner to both the leaders and the team members who elevate and nurture the Target experience. Our dynamic, passionate and responsive team comprises specialized people-professionals from several diverse disciplines. We operate behind the scenes to create a progressive culture of value, respect, reward and professional advancement. As a Senior Human Resource Specialist, you'll also provide technical and administrative support to the HR team by accurately maintaining employee records, owning administration of employment orientation, compensation/benefits, supporting execution of cyclical processes, workers compensation, payroll and owning all required record keeping. To complete this work, you'll be required to interact with our Target team members at varying levels within the organization (Field and HQ), as well as our external candidates. You'll support the staffing needs of the distribution center through ensuring our teams are set up for employee orientation, ensuring compliance with Federal and State employment regulations and company policy in all areas of employment (including hiring, promotion, transfers, resignations, and terminations). You'll also work to ensure our compensation and benefits programs are executed timely, follow the appropriate timekeeping and record keeping practices, and assist with any questions as needed. Our employee training is also a priority and as a Senior HR Specialist, you'll ensure that the training programs are executed in a timely manner, and that there is accurate record of regulatory and corporate trainings. We service our teams, and in order to do that, you will assist with answering employee questions and escalating concerns to leadership as appropriate. There may also be special projects assigned to you, which include coordination of building cyclical processes and new initiatives. You will do all this by working efficiently both individually and as a team, by sharing your ideas, and adapting to change. It is also vital that you report to work on time and complete job tasks assigned accurately and on time to contribute to the overall distribution center results. As a Senior HR Specialist, you'll be a key strategic partner for leadership, as well as a valuable resource and guide for team members, providing guidance, and support to make them successful. You'll make a positive impact on how team members experience organizational change, and you'll use information and close partnership with leaders to build the teams that achieve their specific business goals. Core responsibilities of this job are described within this job description. Job duties may change at any time due to business needs . About you: High school diploma or equivalent experience 1+ years of administrative experience Maintains positive and respectful attitude while working independently and in a team environment Proficient in word processing, spreadsheets, computer systems (examples include Excel, Word, O365) Strong customer/client service skills and ability to communicate (written and verbal) with all levels of organization, both internal and external Anticipates problems (and escalates when appropriate), demonstrates strong prioritization and organization skills, catches errors, and takes action to complete tasks accurately and on time Ability to work with highly confidential information Ability to take initiative, and make fair and consistent decisions that align with our strategy and values Ability to multi-task and be a flexible team player, who can easily adapt to change Americans with Disabilities Act (ADA) Target will provide reasonable accommodations with the application process upon your request as required to comply with applicable laws. If you have a disability and require assistance in this application process, please visit your nearest Target store or Supply Chain Facility or reach out to Guest Services at ************** for additional information.

About the role D-Wave is seeking a Senior Manager, HR Business Partner to support highly technical, fast-moving organizations across the business. This is an on-site role at our New Haven, Connecticut location reporting to the VP, Talent Growth and serves as a strategic partner to senior leaders operating in complex, technical environments. You will be responsible for driving organizational effectiveness, strengthening leadership capability, and fostering a high-performance culture. This role requires strong business judgment, comfort navigating ambiguity, and the ability to translate technical and business priorities into clear, actionable people strategies. As a trusted advisor, you will coach leaders through growth and change while partnering closely with HR Centers of Excellence to deliver consistent, scalable, and high-impact people solutions across the organization. What you'll do Serve as a strategic HR partner to highly technical senior leaders, aligning people strategies with business priorities and growth plans Translate technical and business needs into effective org design, workforce planning, hiring strategies, and role clarity Act as a trusted advisor to executives and leaders, coaching on leadership effectiveness, performance, and change Enable managers to build high-performing, accountable teams through strong feedback, goal setting, and performance conversations Lead talent reviews, succession planning, and leadership development for critical technical and leadership roles Use people data and employee feedback to identify risks, opportunities, and engagement priorities Partner with leaders to foster an inclusive, values-driven culture that supports engagement and retention Advise on compensation, offers, and rewards in partnership with Total Rewards Manage employee relations matters and ensure compliance with employment laws in Canada and the U.S. Collaborate with HR Centers of Excellence to deliver consistent, scalable people programs across the organization Partner across the organization to lead or support additional initiatives as business priorities evolve, requiring flexibility and engagement beyond core responsibilities. About You Bachelor's degree in Human Resources, Business, or a related field 10+ years of progressive HR experience, including senior HR Business Partner roles Required experience supporting highly technical teams in a hardware or software technology environment Strong business acumen with the ability to connect people strategies to business outcomes Demonstrated expertise in org design, workforce planning, talent management, leadership development, and employee relations Proven ability to coach executives, senior leaders, and managers in complex, fast-paced environments Data-driven mindset with sound judgment in ambiguous and high-stakes situations Ability to balance strategic thinking with hands-on execution A D-Waver's DNA We look at the future and say “why not”; we see possibilities where others see problems or routines. We show the way ahead and are committed to achieving ambitious goals. We practice straight talk and listen generously to each other with empathy. We value different opinions and points of views. We ensure that we connect outside as well as inside to learn from others and inspire each other. We hold ourselves accountable for delivering results. We make decisions & take responsibility so that we can act & support each other. As leaders we motivate & engage our teams to undertake beyond what they originally thought possible, by developing our teams & creating the conditions for people to grow and empower themselves through enabling & coaching. Our Compensation Philosophy is Simple but Powerful: We believe providing D-Wavers with company ownership, competitive pay, and a range of meaningful benefits is the start of creating a culture where people want to give the best they've got - not because they're simply making money, but because they've fallen in love with our vision, mission, values, and team. During the interview process, your Recruiter will review our total rewards (base, equity, bonus, perks, benefit, culture) . The final offer is determined by your proficiencies within this level. Inclusion: We celebrate diverse perspectives to drive innovation in our pursuit. Our employees range from distinguished domain experts with decades of experience in their respective fields, to bright and motivated graduates eager to make their mark. Our diverse and innovative team will make you feel appreciated, supported and empower your career growth at D-Wave. The Fine Print: No 3rd party candidates will be accepted It is D-Wave Systems Inc. policy to provide equal employment opportunity (EEO) to all persons regardless of race, color, religion, sex, national origin, age, sexual orientation, gender identity, genetic information, physical or mental disability, protected veteran status, or any other characteristic protected by federal, state/provincial, local law.

TTM Technologies, Inc. - Publicly Traded US Company, NASDAQ (TTMI) - Top-5 Global Printed Circuit Board Manufacturer About TTM TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency ("RF") components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards ("PCB"s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market. Additional information can be found at *********** The HR Manager will support or Stafford Springs location and will partner with the leadership team to understand and execute the organization's human resource and talent strategy as it relates to current and future talent needs, recruiting, retention and succession planning. The HR Manager leads and directs all aspects of the site's HR activities, including employee relations, team engagement, performance management, benefits, compensation, labor/regulatory compliance, recruiting, policy interpretation, and implementation of HR programs. This role will work very closely with the HR team at the sister site for continued cross-campus collaboration in Connecticut. Focused on excellence, the HR Manager will coach, mentor, guide and partner with the CT HR team to provide comprehensive employee and management services. As an integral member of the Integrated Electronics (IE) HR team, the incumbent will also partner with other site HR Managers to optimize initiatives and support consistency across the business unit. This position reports directly (functionally) to the Director of Human Resources and operationally into the General Manager. The HR Business Partner at the site will report directly into this role. Duties and Responsibilities: * Implement HR programs at the site level, facilitate key meetings, and deliver communications * Develop strong working relationship with key business partners to provide coaching, guidance and consultation on full-cycle employment matters. Identify training opportunities to enhance leadership capability across the facility. * Communicate, coordinate, and ensure consistent application of HR policies and programs such as performance management, reviews, learning & development, talent assessment, and benefits to site employees * Coach and mentor managers and employees on various HR related initiatives and develop proactive employee relations strategies * Act a strategic Business Partner to management to meet employee needs while maintaining alignment with the Company practices and achieving business goals * Analyze trends and metrics in partnership with business partners to drive business solutions and track progress * Consult on and develop strategic resolutions for organization issues or concerns while mitigating risk * Partner with the Corporate and IE BU HR teams in the development of HR tools and training programs for TTM managers and employees * Ensure compliance with appropriate state and federal employment legislation * Assess training & development needs of cross-functional departments and provide recommendations * Oversee site talent acquisition and recruiting activities, monitor site headcount levels & staffing plan and partner with Corporate Talent Acquisition team to determine effective recruitment strategies to help with long term workforce planning and resource management, prioritize staffing needs, and ensure a positive candidate experience * Collaborate with leaders to interpret employee engagement survey data to craft plans for high levels of employee engagement. * Work within HR team(s) to partner on special projects related to wellness, technology, policy enhancements, benefit offerings etc. * Collaborate within HR community to share best practices and learn about trends and location specific nuances. * Advocate for TTM HR Shared Services Model, supporting the local training and reinforcing employee use of the ticketing system for tactical HR questions and support needs * Liaise with internal legal counsel as required for any issues where such support is required * Perform other duties as assigned. Essential Knowledge and Skills: * Knowledge of HR best practices, US and CT employment laws and their implications in HR Management * Ability to build and maintain collaborative relationships with key stakeholders, including Operations, Engineering and other functions * Ability to influence others, to drive behavioral changes where appropriate * Solid analytical and problem-solving skills; ability to research and exercise judgment on issues * Demonstrated conflict & change management skills * Excellent verbal and written communication skills including the ability to communication with all levels throughout the site. * High level of integrity, respect for confidential and sensitive information * Team-oriented; ability to collaborate * Experienced presenter and facilitator; skilled in speaking to diverse and cross-functional audiences Education and Experience: * Degree in Business, Management, or Human Resources * SHRM-SCP or SPHR certification preferred * 8-10 years' experience supporting full spectrum of HR disciplines preferably in a high growth manufacturing environment * A track record of success as a collaborative and motivated leader who has supported Human Resources activities within a complex, multi-site environment * Experience partnering with Talent Acquisition & other HR Centers of Excellence * Experience with employee relations and investigations, with ability to maintain a high degree of confidentiality and professionalism * Leads by example and provides consistent coaching and mentorship * Experience partnering with, influencing, and successfully coaching and counseling at all levels * Experience working effectively in situations involving significant change and managing multiple priorities. #LI-CG1 Compensation and Benefits: TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire. Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that my be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations. Export Statement: Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.

TTM Technologies, Inc. - Publicly Traded US Company, NASDAQ (TTMI) - Top-5 Global Printed Circuit Board Manufacturer About TTM TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market. Additional information can be found at *********** The HR Manager will support or Stafford Springs location and will partner with the leadership team to understand and execute the organization's human resource and talent strategy as it relates to current and future talent needs, recruiting, retention and succession planning. The HR Manager leads and directs all aspects of the site's HR activities, including employee relations, team engagement, performance management, benefits, compensation, labor/regulatory compliance, recruiting, policy interpretation, and implementation of HR programs. This role will work very closely with the HR team at the sister site for continued cross-campus collaboration in Connecticut. Focused on excellence, the HR Manager will coach, mentor, guide and partner with the CT HR team to provide comprehensive employee and management services. As an integral member of the Integrated Electronics (IE) HR team, the incumbent will also partner with other site HR Managers to optimize initiatives and support consistency across the business unit. This position reports directly (functionally) to the Director of Human Resources and operationally into the General Manager. The HR Business Partner at the site will report directly into this role. Duties and Responsibilities : Implement HR programs at the site level, facilitate key meetings, and deliver communications Develop strong working relationship with key business partners to provide coaching, guidance and consultation on full-cycle employment matters. Identify training opportunities to enhance leadership capability across the facility. Communicate, coordinate, and ensure consistent application of HR policies and programs such as performance management, reviews, learning & development, talent assessment, and benefits to site employees Coach and mentor managers and employees on various HR related initiatives and develop proactive employee relations strategies Act a strategic Business Partner to management to meet employee needs while maintaining alignment with the Company practices and achieving business goals Analyze trends and metrics in partnership with business partners to drive business solutions and track progress Consult on and develop strategic resolutions for organization issues or concerns while mitigating risk Partner with the Corporate and IE BU HR teams in the development of HR tools and training programs for TTM managers and employees Ensure compliance with appropriate state and federal employment legislation Assess training & development needs of cross-functional departments and provide recommendations Oversee site talent acquisition and recruiting activities, monitor site headcount levels & staffing plan and partner with Corporate Talent Acquisition team to determine effective recruitment strategies to help with long term workforce planning and resource management, prioritize staffing needs, and ensure a positive candidate experience Collaborate with leaders to interpret employee engagement survey data to craft plans for high levels of employee engagement. Work within HR team(s) to partner on special projects related to wellness, technology, policy enhancements, benefit offerings etc. Collaborate within HR community to share best practices and learn about trends and location specific nuances. Advocate for TTM HR Shared Services Model, supporting the local training and reinforcing employee use of the ticketing system for tactical HR questions and support needs Liaise with internal legal counsel as required for any issues where such support is required Perform other duties as assigned. Essential Knowledge and Skills : Knowledge of HR best practices, US and CT employment laws and their implications in HR Management Ability to build and maintain collaborative relationships with key stakeholders, including Operations, Engineering and other functions Ability to influence others, to drive behavioral changes where appropriate Solid analytical and problem-solving skills; ability to research and exercise judgment on issues Demonstrated conflict & change management skills Excellent verbal and written communication skills including the ability to communication with all levels throughout the site. High level of integrity, respect for confidential and sensitive information Team-oriented; ability to collaborate Experienced presenter and facilitator; skilled in speaking to diverse and cross-functional audiences Education and Experience : Degree in Business, Management, or Human Resources SHRM-SCP or SPHR certification preferred 8-10 years' experience supporting full spectrum of HR disciplines preferably in a high growth manufacturing environment A track record of success as a collaborative and motivated leader who has supported Human Resources activities within a complex, multi-site environment Experience partnering with Talent Acquisition & other HR Centers of Excellence Experience with employee relations and investigations, with ability to maintain a high degree of confidentiality and professionalism Leads by example and provides consistent coaching and mentorship Experience partnering with, influencing, and successfully coaching and counseling at all levels Experience working effectively in situations involving significant change and managing multiple priorities. #LI-CG1 Compensation and Benefits: TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire. Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that my be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations. Export Statement: Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.

Group HR/IR Manager - Edenvale ACDC Dynamics a leading manufacturer, importer, and distributor of quality products in the electrical, electronics, pumps, and tools industry is looking for an experienced and dynamic Group HR/IR Manger to contribute to our company's objectives. Incumbent is responsible for overseeing the daily operations of the HR department and ensuring the company's human capital aligns with the organization's goals. To perform well in this role you should have experience as an HR Manager, or other senior roles in the HR team, and knowledge around all legal requirements in this role. Key Responsibilities: Employee Relations: Foster positive working relationships between management and employees. Address employee concerns, resolve conflicts, and mediate disputes. Ensure effective communication channels between staff and leadership. Ensure that the organization is fully compliant with labour laws, regulations, and industry standards. Stay up to date with changes in labour legislation and advise management on required adjustments to policies and practices. Act as a mediator in resolving disputes between employees and management, striving for amicable solutions that protect organizational interests and employee rights. Provide guidance and support to management in handling grievances, disciplinary actions, and workplace issues. Manage and resolve workplace conflicts or disputes that may escalate to legal claims or union interventions. Performance Management: Implement performance management processes, including performance reviews, feedback, and goal setting. Work with managers to identify training and development needs. Monitor employee progress and support continuous improvement initiatives. Compensation & Benefits: Manage payroll processes and ensure timely and accurate compensation distribution. Administer employee benefits programs, including health insurance, retirement plans, and wellness initiatives. Conduct salary benchmarking and recommend compensation adjustments as needed. Compliance & Legal: Ensure adherence to all employment laws and regulations. Maintain accurate HR records and documentation, including employee files and compliance forms. Advise leadership on legal issues regarding employee rights, terminations, and workplace policies. Organizational Development: Support leadership in shaping and maintaining the company culture. Implement employee engagement initiatives to promote job satisfaction and retention. Develop succession planning strategies and leadership development programs. HR Strategy & Reporting: Provide HR-related reports and analytics to leadership on employee performance, turnover, and other key HR metrics. Assist in strategic planning related to workforce needs, succession planning, and organizational structure. Requirements Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (required). At least 5 years of experience in HR management or a related role. In-depth knowledge of employment laws, regulations, and HR best practices. Strong interpersonal and communication skills. Experience with HR software (Sage 300, payroll systems, etc.). Strong problem-solving and conflict-resolution abilities. Ability to handle sensitive and confidential information. Leadership and team management experience. Work Environment: Full-time, office-based. Ability to travel to various company locations, if required. Work Level Skilled Job Type Permanent Salary Market Related EE Position No Location Longmeadow

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.

Human Resources Business Partner (HRBP) Program: HR Department Salary: $80,000-100,000/year Schedule: Full time, 40 hours, 1 st shift, Monday-Friday Job Summary: The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to program leadership across a multi-site, statewide human services agency. This role provides hands-on HR support with a strong focus on employee relations, recruitment, and manager coaching, while ensuring compliance with employment laws and organizational policies. The HRBP enhances the employee and stakeholder experience by acting as a trusted liaison between program management and the Human Resources department. Regular presence at program locations is required to build strong relationships, understand operational needs, and deliver timely, practical HR solutions that support staff and advance the agency's mission. Reporting To: VP of Human Resources Requirements: Bachelor's Degree (Master's Degree preferred) 5+ years of relevant experience Valid Connecticut Driver's License Regular and predictable attendance is required Orientation: If selected for employment with The Connection, newly hired employees will be required to attend a two (2) day mandatory New Hire Orientation at our Roscommon office located in Middletown. Benefits: Medical, dental, vision benefits are offered along with other additional voluntary coverages with full time employment 403(b) retirement plan with employer matching contribution Company paid short and long term disability and life insurance with full time employment Paid time off (vacation, personal and sick) with full time employment 12 paid holidays The Connection is a statewide human services and community development agency that provides unique solutions to the problems of homelessness, mental illness, substance use, improving child welfare and community justice rehabilitation. For additional information, visit ************************ .

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