Director of human resources jobs in Fairfield, CT - 153 jobs

Title: Senior HR Business Partner Classification: Full-Time, Non- Exempt Reports to: COO Compensation: 45.00-55.00/hr. (DOE) + year end bonus + incentive structure + OT eligibility *No agency or recruiter submissions - direct applicants only* Excellent opportunity to be part of an independent, successful, family-oriented Professional Services Firm that provides a healthy work/life balance, flexibility, and career growth. We have been named a Top Workplace by Hearst Media Group! With offices in Ridgefield and New Canaan CT, Reynolds + Rowella provides accounting and advisory services to individuals and businesses. We're proud to be one of the few independent regional accounting firms in Fairfield County-offering the expertise and reach of a large firm with the personal touch of a close-knit team, where quality always comes before quantity. We're built on culture, powered by our people, and driven by purpose. We have been named a Top Workplace by Hearst Media Group multiple years, recognized in Accounting Today as a Top Firm in New England, Inside Public Accounting Top 400 Firms, and Best Accounting Award! Why work with Reynolds + Rowella? We offer: Healthy Work/Life Balance - Hybrid Work Schedules Rewarding Working Culture - team building and volunteer events, employee-led committees Coaching/Mentorship Programs for our staff Strong Competitive Compensation + bonuses 401(k) savings plan with company match Strong Comprehensive Benefits: Medical, Dental, Vision, Voluntary/Company Paid Life Insurance, short/long-term disability insurance, Medical FSA and Dependent Care Generous PTO Program + Paid Holiday Schedule Reimbursement for Career Development including passed exams, certifications, approved training programs Summer Flex Time/Hours - off Fridays Dress for your day policy Summary of Position The Senior HR Business Partner serves as a strategic HR advisor to both internal leadership at Reynolds & Rowella and a diverse portfolio of external clients. Internally, this role delivers high-level guidance on HR strategy, compliance, organizational development, and talent management. The Senior HR Generalist also partners with our clients to build effective people practices, mitigate risk, enhance employee experience, and support long-term business objectives. The role will be located on site at our main office in Ridgefield 3 days a week, with 2 days remote. Essential Functions Client Advisory Act as a trusted HR consultant for multiple clients, providing strategic guidance on employee relations, workforce planning, compliance, and HR best practices. Conduct client HR assessments to identify gaps, risks, and opportunities, and develop tailored recommendations and implementation plans. Advise clients on complex employment law and compliance matters, helping them mitigate risk and maintain effective HR frameworks. Partner with client leadership teams to develop HR strategies that support organizational objectives, culture, and growth. Provide high-level oversight of client HR operations, including benefits, payroll, and HRIS functionality-ensuring accuracy and compliance while delegating execution to appropriate support staff or client resources. Lead and advise on sensitive employee relations issues, investigations, performance management interventions, and conflict resolution for clients. Support clients through organizational changes such as restructuring, role redesign, and policy updates. Develop and deliver HR-related training for client managers and teams, including leadership skills, compliance topics, and HR fundamentals. Build strong, long-term relationships with clients, ensuring satisfaction and identifying opportunities for expanded HR partnership. Manage multiple client priorities effectively while maintaining a high level of service and professionalism. Internal HR Provide senior-level guidance on internal employee relations matters, including investigations, coaching, conflict resolution, and performance management strategies for managers and staff. Lead or support firmwide training initiatives, including leadership development, professional skills programs, compliance training, and new manager development. Oversee HR policy development and continuous improvement, ensuring firm policies are current, compliant, and aligned with evolving business needs and best practices. Provide strategic input on compensation planning, retention strategies, and employee engagement initiatives. Maintain expert knowledge of federal, state, and local employment regulations to support firm compliance and guide leadership decision-making. Minimum Qualifications Bachelor's degree in human resources, Business Administration, or related field required 8-10 years of progressive HR experience, with significant experience in an advisory, consulting, or business-partner capacity. HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) strongly preferred. Demonstrated expertise in employment laws, employee relations, organizational development, and HR best practices. Exceptional communication, presentation, and client relationship management skills. Proven ability to navigate complex and sensitive HR issues with sound judgment, professionalism, and discretion. Strong analytical and problem-solving skills with the ability to develop strategic recommendations. Ability to work independently, manage competing priorities, and deliver high-quality results across multiple clients. Proficiency with HRIS systems, talent management tools, and Microsoft Office Suite. Preferred Qualifications HRCI or SHRM certification preferred. Reynolds + Rowella, LLP is an Equal Opportunity Employer and does not discriminate against qualified applicants with regard to race, color, religion, age, sex, national origin, disability, sexual orientation, genetics or veteran status. In addition to federal law requirements Reynolds + Rowella, LLP complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment. This job description indicates in general terms, the type and level of work performed. The duties described are not to be interpreted as being all-inclusive and management reserves the rights to add, modify, change or rescind the tasks as assigned at any time. Nothing in this position description changes the at-will employment relationship existing between the company its employees.

We are working with a growing homecare agency who is looking for a HR Generalist. This role will: oversee recruiting and retention manage benefits handle worker compensation manage unemployment support changes to health insurance oversee 401k Benefits include health insurance, dental/vision insurance, 401k with a 4% company match, and paid holidays/vacation time #This role is onsite daily

Manager, Human Resources & Administration Experience Mid-Level (2-5 years) Area Human Resources & Administration Business Cohen Veterans Network, Inc. Status Full Time - Exempt Job Grade 05 A Career with Cohen Veterans Network, Inc At Cohen Veterans Network, we seek to improve the quality of life for veterans, including those from the National Guard and Reserves, active duty, and their families. CVN works to strengthen mental health outcomes and complement existing support. Our vision is to ensure that every veteran, active-duty service member, and family member is able to obtain access to high-quality care that enables them to lead fulfilling and productive lives. The Cohen Veterans Network, Inc., is a not-for-profit philanthropic organization (a registered 501c3 Private Foundation). What you'll do We are looking to add a Manager, Human Resources to our team. Under the direction of the Senior Vice President, you will support core HR operations with a focus on payroll, benefits, and leave administration. You will ensure employees receive timely, accurate support and that all HR processes run smoothly. Specifically, you will: Administer multi-state payroll processing, including the setup and maintenance of state tax accounts, ensuring compliance with all applicable state paid leave programs and payroll regulations. Oversee leave of absence programs and maintain accurate payroll tracking for all leave of absence types, including FMLA, ADA, state paid leave programs, and internal leave policies. Maintain compliance for international assignments and employee status documentation, ensuring accurate tracking and reporting. Manage benefits administration, including enrollment, changes, and employee inquiries. Maintain employee records and ensure data accuracy across HR systems. Respond to employee questions on policies, benefits, and HR procedures. Support onboarding and offboarding processes to ensure a smooth employee experience. Partner with managers on employee relations issues and escalate as appropriate. Prepare reports, track key HR metrics, and assist with audits and compliance tasks. Coordinate annual processes such as open enrollment and policy reviews. Maintain updated knowledge of employment laws and regulations. Perform general HR duties and other tasks as assigned. What's required Bachelor's degree or relevant years of experience. 3-5 years of experience in HR, with direct work in payroll, benefits, and leave administration. Strong understanding of HR operations, employment laws, and compliance requirements. Experience working with HRIS, payroll systems, and benefits platforms. Strong communication skills with the ability to explain HR information clearly and professionally. Advanced Excel skills and proficiency with Microsoft Office Suite Ability to handle sensitive information with discretion. Commitment to accuracy, timeliness, and high ethical standards. You are ready to join a collaborative, fast-moving team and contribute to a strong employee experience across the organization. We take care of our people Fully paid health care benefits Generous leave policies Substantial PTO and sick leave Mental and physical wellness programs Support a diverse, equitable and inclusive culture which empowers our people to be who they are, contribute their unique perspectives and make a difference in the lives of who we serve Professional learning and development opportunities Company teambuilding events This role is also anticipated to be eligible to participate in an annual bonus plan. A laptop and additional computer equipment will be provided to you by the company A 401(k) savings program with an employer match and more The programs and initiatives of Cohen Veterans Network are staffed by talented individuals who have the passion, drive, and skills necessary to fulfill our mission. CVN is an Equal Opportunity Employer, appreciates and values individual differences, and welcomes diversity in its broadest definition. We are committed to promoting an inclusive organizational environment of dignity and respect. The annual base salary range for this role is $77,500 - $96,000 (USD) , which does not include discretionary annual bonus compensation or our comprehensive benefits package. Actual compensation offered to the successful candidate may vary from posted hiring range based upon geographic location, work experience, education, and/or skill level, among other things.

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.

Spectrum The Manager of HR Data & Reporting Analytics role is responsible for analyzing processes and data by extracting and analyzing complex data from various data warehouse environments. This position identifies and reports on trends and patterns found within the data, and makes recommendations for business and process improvement. This position will work with business users to understand requirements and expectations for permanent and ad hoc requests, to meet the analytical data needs of the business. MAJOR DUTIES AND RESPONSIBILITIES Actively and consistently support all efforts to simplify and enhance the customer experience. Demonstrate a consultative and client-oriented approach to the Data analysis and interpretation. Acquire data from primary or secondary data sources for use in analysis and trending. Identify, analyze and interpret trends or patterns in complex data sets. Interpret data and analyze results using statistical techniques and provide ongoing reports. Produce ad hoc reports to answer business questions quickly and thoroughly. Create reports and data driven presentations. Generate reports, charts and dashboards to allow management to track business information; provide links to department goals to evaluate progress Use data to create reports in Tableau, Excel, Power Point and other reporting tools Work closely with management to prioritize business and information needs. Work independently with internal clients to determine their reporting requirements. Investigate and perform root cause analysis. Define, document, implement and track process flows for all processes, procedures, and policies for the department. Interact with cross-functional teams to ensure business processes and rules are aligned, adjusting documentation accordingly. Document processes using Microsoft Office Suite of tools including Excel, PowerPoint, Access, etc. Interact with internal teams to ensure systems/tools are in accordance with business processes and rules; adjust systems/documentation accordingly. Perform a cross-functional role to facilitate business process changes with stakeholders in other departments; work with stakeholders to support the integration of new processes, into existing operations. Audit and recommend updates to existing methods, procedures and process documentation on an as needed basis. Participate in process requirements, planning and validation through operational testing to ensure plan changes meet business sponsor needs. Manage the process review and signoff of new methods and procedures. Support testing and roll out of all projects/process improvements that impact the department. Understand policies, procedures and practices for analysis of business performance and impact. Identify trends and occurrences in data and translate findings into various mediums including text, charts, graphs, displays and tables. Perform other duties as requested by management. REQUIRED QUALIFICATIONS Skills/Abilities and Knowledge Ability to read, write, speak and understand English Knowledge of HR database/reporting systems Strong written and verbal communication and presentation skills

Joining the Benchmark Senior Living team means putting your passion to work. Our associates feel a sense of belonging with the care that they provide, empowered by the open and reliable team that surrounds them. Our diverse and skilled workforce takes immense pride in a shared commitment: a devotion to providing caring and dedicated service. In our supportive environment, associates can learn and grow. With professional and personal training programs, as well as education for career advancement, we empower associates to explore their interests, feed their passion, and pursue growth opportunities. We invite you to connect with your calling, find purpose in your career, and gain lifelong relationships through the power of human connection by transforming the lives of seniors! As the Director of Business Administration/Human Resources, you will report to the Executive Director and maintain a close relationship with corporate accounting and Human Resources and the Organizational Development teams. Schedule is Sunday through Thursday. Responsibilities Acting as the initial point-of-contact for all HR (Human Resources) and accounting related matters Managing the recruitment process in your community, including updates in the ATS, outreach to and screening of candidates, and managing the offer and onboarding process Interpreting policies and procedures and communicating them to all employees both proactively and in response to questions Processing A/R and A/P timely Processing monthly billing statements, answering related question from residents and families in a timely manner Processing employee payroll and archiving and discarding payrolls at the end of each cycle Analyzing variances in departmental payroll vs. budget Gathering monthly accruals from department heads Producing proposals and presentation packets Requirements 2-year degree in a Business-related field; 4-year degree from an accredited university in a Business-related field preferred Must have excellent organizational skills as well as effective written and verbal communication skills Be knowledgeable regarding ADP payroll systems and basic GL and Accounts Payable systems 3 years of business office experience with HR and accounting Prior Human Resources experience and/or education preferred Proficiency in Microsoft Office Suite applications such as Word, Excel, and Outlook Knowledge of HRIS system a plus As a community leader at Benchmark, you will have access to a variety of benefits including, but not limited to, the following: 8 holidays & 3 floating holidays Vacation and Health & Wellness Paid Time Off Discounted Meal Program Associate Referral Bonus Program, up to $1,500 Physical & Mental Health Wellness Programs Medical, Vision & Dental Benefits; no enrollment waiting period 401k Retirement Plan with Company Match Company-provided Life Insurance & Long-Term Disability

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

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

Work closely with Executive Director to ensure a seamless communication channel to all employees regarding employee relations. Recruitment Management Job Requisition Approvals Vendor Management Supplier Agreements Supplier Review Supplier Payments Employee Relations Employment Handbooks Employment Onboarding Kits New-Hire Training/Intake Employee Evaluations Employee Benefits Pension 401k Medical Perks (Mobile Discounts, etc) Employee Seminars Workplace Diversity Workplace Safety Whistleblowing Discrimination Inter-Employee Issues Theft/Fraud Qualifications Bachelor's Degree Experience in handling full HR life cycle Certification in any of the HR systems is a plus Additional Information All your information will be kept confidential according to EEO guidelines.

The Human Resources Business Partner is responsible for providing HR Support to specific business units/departments. This position collaborates closely with management teams to gain a deep understanding of their business objectives, challenges and priorities and utilizes this knowledge to develop and implement HR strategies that align with the overall business strategy. This position is partnered with our Plant Operations, Engineering and Sales team supporting primarily a non-exempt workforce. ESSENTIAL DUTIES AND RESPONSIBILITIES Additional duties and responsibilities may be assigned as necessary. Business Partnership (25%): Partner with business leaders to identify HR needs and develop effective solutions that address them. Implement HR programs and initiatives including talent management, employee engagement, performance management and succession planning. Coach and mentor employees to support their professional development. Provide guidance on coaching to managers and employees on HR policies, procedures and best practices. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Act as change agent to business through process design and approaches that support change and transformation. Conduct regular visits to plant locations partnered with. Partner with hiring manager to interview candidates for open positions. Employee Relations (30%): Work closely with management and employees to improve work relationships, build morale, and increase productivity, engagement and retention. Manage and resolve complex employee relations issues including conflict resolution. Conducts and documents employee investigations. Conduct new hire check-in meeting to get feedback both from the new employee and their management. Manages the employee off-boarding process including exit interviews and terminations meetings as required. Document Disciplinary Action as required for policy, procedure and conduct violations. Organize employee events and activities. Performance and Talent Development (30%) Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development). Coach and mentor employees to support their professional development. Partner with the Learning and Development team and managers to develop Individual Development Plans. Work with managers to address performance concerns through the Performance Coaching Plan process. Manage internal applicant process for assigned group(s). Review candidates' skills, aptitude and experience against position requirements. Manage and coordinate all communications with internal candidates and provide excellent candidate care throughout the recruiting processes. Manage Disciplinary Points program including auditing reports, working with team to put in system enhancements and procedure improvements. Work with Managers to ensure accuracy of data and compliance with administrative requirements. Partner with managers to deliver required disciplinary action. Administration & Reporting (15%) Manage and maintain employee records and HRIS. Create, generate and analyze reports as needed. Participate in the planning and execution of quarterly new hire orientation. Ensure newly hired employees are onboarded properly and paperwork is complete. REQUIRED SKILLS & QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and Experience: Master's Degree (MBA, MIB, or MS) in Human Resources, Psychology, Organizational Development, and/or related field. 4+ years' professional Human Resources experience. PHR, SPHR - preferred Specialized Skills and Experience: Demonstrated success in creating and managing individual performance programs such as improvement and development plans. Strong experience conducting internal investigations. Strong computer skills including Microsoft Office Word, Excel, and PowerPoint. Thorough knowledge of employment laws. Strong knowledge of the principles and practices of human resource administration; knowledge of sound techniques in all aspects of human resource management. Demonstrates highest level of ability in all aspects of communications: written, oral, listening and expressing ideas. Strong presentation skills. Strong problem-solving ability and ability to analyze qualitative data. §Exceptional analytical, quantitative and deduction skills. Ability to work both effectively independently and harmoniously with a team. Ability to lead, participate and manage large-scale projects. Must be able to manage multiple assignments simultaneously with shifting priorities, deadlines and focus and have strong organizational skills. Demonstrates strong attention to detail. Travel Requirement: Must be able to travel 20%

The Human Resources Director for Faculty Affairs has a strong background in human resources and plays a crucial role in supporting the academic mission of Sacred Heart University. The incumbent is a member of the Academic Affairs Leadership Council (AALC) and is responsible for overseeing all aspects of faculty affairs, ensuring the recruitment and retention of a highly qualified and diverse faculty body. The Human Resources Director for Faculty Affairs collaborates with various stakeholders, including academic departments, faculty committees, and university administration, to foster a positive and inclusive academic environment that promotes teaching excellence, research productivity, and faculty growth. Principal Duties & Responsibilities Leadership, Management, and Strategic Planning Provides counsel to the Provost and members of the AALC on all faculty-related personnel matters. Collaborates with University leadership to align faculty affairs initiatives with the institution's strategic goals and priorities. Provides leadership in identifying emerging trends and best practices in faculty recruitment and retention. Supervises the Faculty Affairs Coordinator, who is responsible for operational activities including onboarding all new faculty, maintaining the HRIS database for faculty, supporting faculty recruitment processes, managing the adjunct and overload payroll process, and coordinating with payroll to ensure all faculty are paid properly. As ex officio member of the Faculty Handbook and Governance Committee, lead the ongoing review, revision, and implementation of changes to the Faculty Handbook and the shared governance structure. Works closely with the shared governance (currently University Academic Assembly (UAA)) officers and committees to maintain productive, positive relationships and open lines of communication. Collaborates with the Office for Inclusive Excellence to continually strive to create an inclusive environment for faculty via policies, procedures, and processes related to faculty, to reflect SHU's commitment to inclusivity. Collaborates with Academic Affairs senior leaders, deans, associate deans, and stakeholders in matters related to faculty personnel, interpreting provisions of the Faculty Handbook, SHU Human Resources Policies as they apply to faculty, and other related areas crucial to achieving University goals and objectives. Faculty Recruitment and Hiring Provide HR support to Academic Affairs leadership searches conducted through retained search firms and as assigned. Collaborate with academic departments to identify faculty needs and job ads, ensuring compliance with university policies and relevant regulations throughout the search process. Provide search committee training and support Faculty Policies, Procedures, and Compliance Oversees the implementation of all faculty personnel processes, policies, and procedures. Provides leadership to revise or develop new faculty personnel processes, policies, and procedures consistent with the mission and strategic goals of Human Resources, the Academic Affairs division, the University, and maintains compliance with Federal and State employment laws. Partners with appropriate Human Resources partners to provide oversight over all personnel processes related to faculty, academic affairs administrators, and staff within the Academic Affairs Division, including, but not limited to, recruitment, appointment/reappointment, tenure and/or promotion, faculty benefit and compensation plan implementation, faculty performance evaluation processes (annual, mid-tenure review, etc.), paid and unpaid leaves, retirement programs, and termination processes. Participates in Title VII and IX complaints/investigations as they relate to faculty. Oversees employee relations matters related to faculty, including performance improvement, corrective action, grievances, termination, and/or layoffs. Coordinates with the university appointed immigration attorney to submit applications for working visas and permanent residence for faculty who require work authorization. Implements smooth termination processes for resignations and negotiated terminations of faculty members. Collaborate with Human Resources partners to ensure all separating faculty are appropriately compensated, benefits are terminated or transitioned, and SHU property is returned. Provide guidance to faculty and academic departments on matters such as leaves of absence, sabbaticals, workload assignments, and faculty grievances. Maintain an up-to-date understanding of relevant laws, regulations, and policies related to faculty employment and academic affairs. Plan and conduct workshops for faculty, department chairs/program directors, and deans on all faculty-related personnel processes and development as appropriate. Faculty Relations and Engagement Serve as a resource for faculty concerns, grievances, and conflict resolution. Promote faculty engagement in shared governance, encouraging participation in faculty committees and university-wide initiatives. Foster positive faculty relations and facilitate open lines of communication. Faculty Data Management Acts in the capacity of System Administrator of Watermark for the Faculty Success and Workflow modules. Updates administrative data, creates and launches workflows, and makes training available for faculty and deans. Generate reports and analyze faculty data to inform decision-making and strategic planning processes. Oversee the maintenance of accurate and up-to-date faculty records. Other duties as assigned Knowledge, Skills, Abilities, & Other Attributes A bachelor's or master's degree in human resources, business administration, or a related field, or equivalent experience. Extensive knowledge (10+ years) and experience in human resources management, preferably in a higher education or academic setting. Strong leadership and interpersonal skills, with the ability to work effectively with diverse stakeholders. Excellent organizational and project management skills, including the ability to manage multiple priorities and meet deadlines in a timely manner. Effective communication skills, both written and verbal, with the ability to articulate complex ideas clearly and concisely. Commitment to promoting and supporting the mission of the University and the Office of Inclusive Excellence. Knowledge of employment laws and practices, including but not limited to Title VI, VII, Title IX, ERISA, EEO, FMLA, and ADA. Strong computer skills with a focus on Microsoft Office (Word, Excel, Outlook, PowerPoint) in a Windows-based environment. Experience with Dayforce and Watermark's Faculty Success and Workflow modules is ideal. Evidence of the practice of high levels of confidentiality and discretion. Unusual Working Conditions Extra work hours may be necessary as required by special projects, workload, or deadlines.

Want a better work-life balance? Want to decide what types of clients you will consult with? Want to consult part-time? Whether you have your own HR consulting firm, and your own book of clients, and just want to add on 1 or more days or want to start a consulting company and take on multiple clients, SevenStar HR will work with you to meet your personal needs. Projects may include some or all of these based on our client's needs: HR Compliance Employee Issues Policies and Procedures Recruiting Compensation Skills/Qualifications: Minimum of 5 years of experience in Human Resources required Able to work independently managing a variety of projects Strong project management and time management skills Able to advise clients on employment legislation and policies Able to work efficiently as a team member Strong attention to detail Ability to multi-task in a fast-paced dynamic environment Able to develop a strong rapport with clients and maintain excellent working relationships Part-time assignment ONLY, Candidate seeking a full-time position need not apply. SevenStar HR is a rapidly growing company adding multiple people to our pool of HR Consultants. We are a lifestyle business priding ourselves on focusing on the needs of our HR Consultants. We would love the opportunity to speak with you about our open opportunities.

Job DescriptionSalary: About Us: Firematic is a growing company dedicated to serving those who protect us all for over 50 years. As we expand, we are seeking an experienced and hands-on HR Manager who is comfortable running an HR function independently and acting as a trusted advisor to leadership and staff. Were a team that values collaboration, integrity, and growth. Were proud of the work we do and the culture were building, and were looking for someone whos excited to help us take it to the next level. Position Overview: This is a unique opportunity for a self-motivated HR professional who thrives as a department of one. You will manage all aspects of human resources, from strategic planning to day-to-day operations, and serve as the go-to resource for our employees and leadership team. What Youll Do: Partner with leadership to align HR strategies with business goals. Manage the full employee journey recruiting, onboarding, development, engagement, and offboarding. Keep us compliant with federal, state, and local employment laws while also keeping things people friendly. Administer employee benefits, weekly payroll, and HRIS updates. Develop and implement HR policies, procedures, and employee handbook updates. Serve as the primary point of contact for employee relations, conflict resolution, and performance management. Support organizational development initiatives, including training, engagement, and culture-building programs. Provide useful HR insights and recommendations to leadership. What Were Looking For: Bachelors degree in Human Resources, Business Administration, or related field (Bonus: HR certification (PHR, SHRM-CP, etc.). 5+ years of progressive HR experience, with proven ability to run an HR function independently. Solid knowledge of employment laws and HR best practices. Prior experience with BambooHR HRIS and payroll a PLUS! Hands-on experience with recruiting, benefits administration, and employee relations. Someone approachable, resourceful, and able to balance big-picture strategy with day-to-day details. Strong communication skills you can connect with people at all levels Why Youll Love It Here: Youll have the chance to shape HR and make a real impact. A leadership team that values your input and supports your ideas. Competitive compensation and benefits package. A culture that supports innovation, growth, and employee well-being. Room to grow as we grow. How to Apply: If this sounds like the kind of role youve been looking for, wed love to hear from you. Please send your resume and a quick note about why you think youd be a great fit.

Global Industrial For over 70 years Global Industrial has been an industry leader providing private label and brand name industrial equipment and supplies to businesses throughout North America. We carry over one million industrial, material handling and business products that are sold through our website, corporate sales people and full color catalogs. We are constantly increasing our product offerings to meet the diverse and changing needs of our customers. Our customers include small to large corporations, institutions, government agencies and consumers across North America. Key Responsibilities Global Talent Acquisition * Lead global recruiting strategies to attract diverse, high-performing talent across multiple regions and business units. * Build and maintain proactive talent pipelines for critical roles in engineering, manufacturing, and leadership. * Oversee employer branding initiatives to position the company as an employer of choice in industrial markets. * Implement technology-driven solutions and analytics to optimize recruitment processes and ensure compliance with local labor laws. Talent Management & Development * Design and execute global talent management programs, including succession planning, career development, and leadership readiness. * Partner with business leaders to identify high-potential employees and create development plans aligned with future business needs. * Drive performance enablement processes that fosters accountability and continuous improvement. * Collaborate with Learning & Development to deliver technical and leadership training programs globally. Strategic Workforce Planning * Forecast workforce needs based on business growth, operational priorities, and market trends. * Develop strategies to address talent gaps and mitigate retention risks. Analytics & Reporting * Use data-driven insights to measure program effectiveness and inform talent decisions. * Provide global reporting on recruitment metrics, succession readiness, and engagement trends. Leadership & Collaboration * Lead and mentor a global team of talent professionals. * Partner with HR Business Partners and senior executives to align talent strategies with organizational goals. Competencies and skills Qualifications: * Bachelor's degree in Human Resources, Business, or related field; Master's preferred. * 10+ years of progressive HR experience, including global talent acquisition and talent management leadership. * Proven success in designing and implementing enterprise-wide talent strategies in a complex industrial environment. * Strong understanding of global labor markets and compliance requirements. * Exceptional leadership, influencing, and stakeholder management skills. * Experience with HR technology platforms and advanced analytics. Core Competencies: * Global Strategic Thinking * Change Leadership * Data-Driven Decision Making * Diversity & Inclusion Advocacy * Collaboration and Interpersonal skills * Operational Excellence The base pay range for this position will be 158,000 to 200,000 annually. The exact pay will be determined by multiple factors unique to each individual, including years of experience, certifications, and the specific location of the job. Rates may vary in other areas due to differing labor costs. EEO/AA Statement Global Industrial provides equal employment opportunities to all employee and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absences, compensation and training.

The Director of HR will support New Canaan Country School's (NCCS) HR administrative needs, including benefits administration; maintenance of employee records; interpretation of personnel policy; overseeing payroll; coordinating annual effort reporting; and overseeing personnel systems. The Director of HR will report to the Chief Financial and Operations Officer (CFOO). The Director of HR will be part of a small team and will work closely with the Controller and the leadership team. More importantly, the Director of HR will partner with all faculty and staff, NCCS's most important asset. We are looking for someone who will think and act in a strategic manner while ensuring seamless execution of daily operations. This position is a combination of HR operations and employee relations. We would like to hire someone who is hands-on, a creative problem-solver and has previous HR generalist experience. The person should be willing to take risks, question the status quo and continuously strive to improve systems and processes. The person needs to be extremely customer service-oriented, always anticipating the employees' needs. Positive attitude and teamwork approach are essential to be successful in this role. Responsibilities include, but are not limited to: Employee Relations and Performance Management Support performance management processes. Serve as an advisor and accountability partner to supervisors around effective coaching and management. Counsel managers and senior leaders on matters of employee discipline, policy, and practices. Work to mediate conflicts among faculty and staff, recommending steps for resolving interpersonal relationship issues. Provide investigative support, including, but not limited to, the coordination of investigations for allegations of employee misconduct, discrimination, harassment, and whistleblower complaints. Payroll, Benefits and Compensation Oversee the compensation plan in accordance with policy and maintain personnel and payroll records, including time and attendance information, appointment data, and other personnel information in compliance with applicable laws, regulations, and policies. Administer the employee benefit programs for more than 150 eligible employees: including medical, vision, life and disability insurance, healthcare savings and flexible spending accounts and retirement plans. This includes internal communication, proper enrollment of employees, and ongoing external reviews of the total benefit program to ensure a competitive posture Work with the benefits broker on annual benefits renewal to maintain premium benefits and manage costs. Records Maintenance and Compliance Maintain personnel and payroll records, including time and attendance information, appointment data, and other personnel information in compliance with applicable laws, regulations, and policies. Maximize utilization of Paylocity as an HRIS. Monitor and ensure compliance with federal and state laws and regulations such as FMLA, ADA, Sexual Harassment, OSHA, Workers' Compensation, EEOC and ERISA. Develop, identify and recommend human resources policies and changes as necessary to comply with changes in federal and state legislation. Update the employee handbook as necessary. Collaborate on the annual workers' compensation and 403(b) audits. Serve as the Plan administrator for retirement plans; ensuring compliance with IRS, DOL, and ERISA guidelines. Employee Recruitment and Lifecycle Manage the hiring and appointment processes for NCCS, including assisting hiring managers and search committees to develop positions, write job descriptions, request appropriate salary levels, define and implement recruitment plans. Systematize and implement procedures for hiring, appointing, orienting, evaluating, and developing employees in conjunction with school leadership. Conduct new hire orientations. Ensure that new hire paperwork (including background checks) is completed. Requirements REQUIRED QUALIFICATIONS Bachelor's degree in Finance, Human Resources Management, Business Administration, or related field required. HR certification (SHRM-CP; SHRM-SCP) and/or Master's Degree in Human Resources preferred. Minimum of 5 years of experience in human resources leadership, preferable in a school or non-profit setting. Knowledge of human resource management and related laws and policies required Strong understanding of financial principles, HR best practices, and employment law. Excellent analytical, communication, and presentation skills. Demonstrated ability to manage budgets, financial software, and HRIS systems. Proven experience in team leadership and management. Strategic thinker with the ability to align financial and HR strategies with organizational goals. Demonstrated tact, discretion and diplomacy. Effective communication with groups and individuals. Engage in team work and work cooperatively with others. Excellent writing and oral communication skills; attention to detail and ability to multi-task required. Customer service orientation and strong problem-solving skills.

Who We Are: WWE is an integrated media organization and the recognized global leader in sports entertainment. The company consists of a portfolio of businesses that create and deliver original content 52 weeks a year to a global audience. WWE is committed to family-friendly entertainment on its television programming, premium live events, digital media, and publishing platforms. WWE's TV-PG programming can be seen in more than 1 billion households worldwide in more than 20 languages through world-class distribution partners including NBCUniversal, The CW and Netflix. In the United States, NBCUniversal's streaming service, Peacock, is the exclusive home to all premium live events, a variety of original programming and a massive video-on-demand library. Netflix is the exclusive home for WWE programming around the world, other than select international markets. WWE is part of TKO Group Holdings (NYSE: TKO). Additional information on WWE can be found at wwe.com and corporate.wwe.com. TKO Group Holdings, Inc. (NYSE: TKO) is a premium sports and entertainment company. TKO owns iconic properties including UFC, the world's premier mixed martial arts organization; WWE, the global leader in sports entertainment; and PBR, the world's premier bull riding organization. Together, these properties reach 1 billion households across 210 countries and territories and organize more than 500 live events year-round, attracting more than three million fans. TKO also services and partners with major sports rights holders through IMG, an industry-leading global sports marketing agency; and On Location, a global leader in premium experiential hospitality. Are you passionate about creating exceptional employee experiences and supporting a high-performing HR team? We're looking for a detail-driven and proactive HR Advisor to join our dynamic Human Resources department. In this role, you'll be a trusted partner to HR leadership, helping to streamline processes, coordinate key initiatives, and serve as the first point of contact for HR-related inquiries. If you enjoy crafting polished presentations, working cross-functionally, and being at the heart of a collaborative team, this is a great opportunity to grow your career in a fast-paced, people-focused environment. Key Responsibilities: * Serve as a trusted resource for employees and managers, responding to HR-related questions and escalating issues as needed. * Create high-quality presentations, reports, and documentation using PowerPoint, Word, and Excel to support HR initiatives and leadership communications. * Partner with HR Business Partners in employee relations activities, including note taking, documentation, coordinating meetings, and escalating matters as needed. * Conduct Exit Interviews for junior and mid-level employees and analyze feedback to identify trends and opportunities for improvement as well as escalating issues as needed. * Assist in the coordination and execution of HR programs, including engagement initiatives, training sessions, and talent reviews. * Maintain employee records and ensure compliance with company policies and employment laws. * Partner with Total Rewards and HR Operations to ensure accurate processing of employee transactions (e.g., promotions, job changes, terminations, STD, LTD) in HRIS systems. * Collaborate with Finance and Recruitment teams on headcount tracking and reporting. * Support data analysis and reporting needs across HR functions. * Liaise with Learning & Development and HR Operations teams to ensure smooth onboarding and orientation processes. * Participate in cross-functional HR projects and ad hoc initiatives as needed. Qualifications: * Bachelor's degree in Human Resources, Business Administration, or a related field. * 2-4 years of HR experience, preferably in a corporate or fast-paced environment. * Strong proficiency in Microsoft Office Suite, especially PowerPoint, Word, and Excel. * Familiarity with HRIS systems (e.g., Workday) is preferred. * General knowledge of HR practices and employment law is a plus. Skills & Competencies: * Comfortable handling sensitive information with discretion and professionalism. * Ability to build strong working relationships across all levels of the organization. * Team-oriented with a "no task too small" attitude. * Able to manage multiple priorities and meet deadlines. * Highly organized with strong attention to detail and time management skills. * Excellent written and verbal communication skills. * Proactive, resourceful, and adaptable in a dynamic environment. * Strong analytical and problem-solving abilities. WWE EEO Statement: WWE is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws regarding non-discrimination in employment. WWE makes employment decisions based on merit and qualifications, without considering an employee's or applicant's race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, veteran status, or any other basis prohibited under federal, state or local laws governing non-discrimination in employment in every location in which the Company has facilities. WWE also provides reasonable accommodations for qualified individuals with disabilities in accordance with the Americans with Disabilities Act (ADA) and applicable state or local laws. For information about Privacy and Information Security for WWE employment candidates, please review our Candidate Privacy Policy. For information regarding Terms and Conditions for this and other WWE websites, please review our Terms and Conditions.

Full-Time, Annual Salary - $85,000 - $90,000 Make a Real Difference Every Day: Do you want a career where you directly impact lives, experiencing the deep fulfillment that comes from helping others and a strong sense of purpose? About DDI: For nearly 65 years, DDI (Developmental Disabilities Institute) has been a leading agency providing a full spectrum of care for over 1,600 children and adults with autism and other developmental disabilities. We are driven by a dedicated team and a deep belief in the potential of every individual. The Role: The Assistant Director of Total Rewards & Talent Acquisition is responsible for strategic oversight of the Human Resources Department as it relates to DDI's workforce and business practices including but not limited to the areas of total rewards, employee health & safety and recruitment & retention. What You'll Do: Provide supervision to the Recruitment Manager, Manager of Employee Health & Total Rewards, and Workforce Administrator. Compile data and identify trends in areas of total rewards, employee health & safety and recruitment & retention as well as other areas as needed. Work with subject matter experts for these areas and make strategic recommendations to reduce negative trends in these areas. Review all business processes and make recommendations for greater efficiency and effectiveness. Serve as one of the system administrators for the HCMS. Be familiar with security access for employees, managers and administrators and how to maintain business rules to ensure up to date information with proper controls in place. Generate monthly, standard, custom and ad hoc reports in support of program needs & strategic management objectives. Prepare reports for the Board of Directors HR Committee meetings and make recommendations for additional strategic relevant workforce metrics for consideration. Conduct compensation benchmarking analysis for agency positions and determine job matches and make recommendations for adjustments that are in line with the agency's compensation philosophy. Oversee the agency's job creation and update process. Ensure job descriptions are current and the agency's salary chart is up to date. Ensure positions and salaries are in compliance with the FLSA as well as reviewing compensation on selected positions on an annual basis to determine if structures are externally competitive. Ensure DDI's total rewards package is market competitive to drive the intended behaviors and results, including employee satisfaction and cost efficiencies; gather and analyze benchmark data to review and adjust benefit plans as needed to remain the employer of choice in the relevant labor market with respect to total reward packages offered. Make strategic recommendations to HR & Executive Leadership for changes as necessary. Act as the backup to the Manager of Employee Health & Total Rewards for all job changes, salary increases, incentive plans, etc. Complete regulatory salary and benefit surveys. Ensure confidentiality of all employee/agency information. Other duties as assigned. What You Need for the Role: Bachelor's Degree and 5 years of experience in Human Resources Ability to present and speak in front of groups Must be able to prioritize tasks and work on projects with limited supervision. Must have strong analytical and problem solving skills with attention to detail. Computer proficiency and technical aptitude with advanced MS Excel ability. Effective verbal and written communication skills Why You'll Love This Job: Build Meaningful Relationships: Develop strong connections with our dedicated workforce and stakeholders Learn and Grow: Benefit from ongoing training and professional development. Be Part of a Supportive Team: Work with passionate and dedicated colleagues. Experience Job Satisfaction: Feel a deep sense of accomplishment knowing your work matters. Here's How We Support You: Comprehensive Paid Training: Get the skills you need to succeed. Exceptional Benefits: Including medical, dental, vision, life insurance, FSA, and EAP. Retirement Security: 403(b) retirement plan. Invest in Your Future: Tuition reimbursement opportunities. Career Growth: Opportunities for advancement within DDI. Work-Life Balance: Flexible schedules to support your life. And More: Paid time off, paid holidays and other valuable benefits! If You Are: Empathic, compassionate, and patient Positive, energetic, and enthusiastic A good communicator and team player Passionate about making a difference Then, we encourage you to apply and join the DDI team! When you join our team, you become part of the DDI Family! Click here to watch our video to find out more about the DDI Family. DDI is committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and employees without regard to actual or perceived race, color, sex, pregnancy, reproductive decision making, gender expression or identity, national origin, disability, military status, creed, religion, age, sexual orientation, marital status, genetic information, status as a victim of domestic violence or any other group protected by federal, state or local law. We are committed to creating a deep sense of belonging and a culture where all applicants and employees feel welcomed, valued and respected. We are people inspired by purpose.

Director of Career Engagement and Employer Partnerships Reports to: Assistant Vice President for Student Affairs The Director of Career Engagement and Employer Partnerships leads a dynamic team dedicated to preparing LIU students for meaningful career success. This role focuses on expanding internship and job placement pipelines, strengthening relationships with top employers, and ensuring every student graduates career-ready. As part of the Division of Student Affairs, the Director works closely with Success Coaches, academic partners, and industry leaders to embed career development throughout the student experience and leverage LIU's strong presence in the New York City market. Key Responsibilities * Lead a team of Associate Directors and professional staff focused on career readiness, internships, and student placement. * Build and maintain relationships with employers to expand internship and job opportunities. * Oversee career programming, including résumé completion, interview preparation, workshops, and networking events. * Manage and promote career tools such as Handshake and Big Interview to enhance access and engagement. * Collaborate with Success Coaches to ensure every student is career-ready before graduation. * Use data to track employment outcomes, guide program improvements, and highlight student success. Qualifications * Bachelor's degree required; Master's degree preferred in Higher Education, Business, Counseling, or related field. * Five (5) years of experience in career services, employer relations, or student success. * Proven ability to build partnerships with employers and deliver measurable results. * Strong communication, leadership, and organizational skills. * Experience using Handshake, Big Interview, or other career development platforms. LIU is an equal opportunity employer. LIU is committed to extending equal opportunity in employment to all qualified candidates who can contribute to the diversity and excellence of our academic community. We encourage applications from all qualified individuals regardless of race, color, religion, genetic information, sexual orientation, gender identity or expression, marital or parental status, national origin, ethnicity, citizenship status, veteran or military status, age, disability, or any other basis protected by applicable laws. Hiring is contingent on eligibility to work in the United States.

Focused on employment and labor law since 1958, Jackson Lewis P.C.'s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients' goals to emphasize belonging and respect for the contributions of every employee. The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers “Best Law Firms”. Job Summary (basic description) The Director of Talent Acquisition will lead strategic talent acquisition planning, drive implementation and execution of the plan to ensure that we achieve the firm's hiring goals and objectives. This role will have broad oversight of talent acquisition activities and will provide leadership and strategic direction to ensure that we drive the attraction, selection, and winning of top talent (including lateral Equity Principles), create the appropriate frameworks to define and measure our operational processes and collaborate across the broader talent teams to realize these goals. This role will be critical to the firm in identifying strategic hires in support of the firm's business objectives. This individual will be the resident expert on recruiting trends and best practices, called upon to map the market and to effectuate the firm's strategic recruitment plan. This role will have oversight of the talent acquisition team and budget. The Director of Talent Acquisition will be part of the talent senior leadership team. The Director of Talent Acquisition will work closely with the Firm Chair and other Executive Committee members, Practice Group Leaders, Regional Coordinators and Regional Office Managing Partners to achieve the firm's strategic talent acquisition objectives. This role will interact regularly with executive level internal and external stakeholders. This role will also work in close partnership with our On/Off Boarding Manager to ensure we are effectively integrating for all lateral partner hires. This position can be located in our New York City or Orange County and reports to the Sr. Director of Human Resources. Essential Functions Develop a talent acquisition strategy that ensures that we provide comprehensive talking points that explains our value proposition to various candidate types and positions, is supportive of our branding goals, delivers a robust candidate experience that moves talent through the process in a thoughtful and meaningful way, that ensures the team is communicating effectively with all constituents including partnering with attorneys and hiring leaders; develops workflows and metrics for measurement efforts and effectiveness. Lead the Talent Acquisition team by designing and implementing recruitment strategies, develop and streamline processes. Cultivate strong relationships with executive level management, practice group leaders, partners and hiring managers across offices to establish bespoke recruitment plans and provide them with best practices to support them in their part of the recruitment processes, including providing support for the Board on lateral partner hiring decisions. Create processes to incorporate market landscape intelligence into recruitment strategies by creating and reviewing competitive market data, market mapping reports, hiring trends, and internal research; educate stakeholders on trends and influence hiring plans. Partner with the Director of Human Resources to cultivate and provide reliable core talent acquisition data to facilitate effective analysis and insight for leadership that enable strategic hiring decisions and evaluates the success of our candidate pipeline. Partner with relevant business services teams to ensure we properly integrate new hires. Partner with internal communications and Talent team leadership to create collateral for candidates that demonstrate the firm's EVP. Build relationships with strategic search firms to achieve the firm's hiring needs while managing and negotiating terms and reviewing them regularly to ensure they are in line with market norms. Establishes and maintains a presence in the legal industry to stay abreast of trends, recruiting best practices, target industries, competitors, and roles. Experience with talent acquisition and systems, including overseeing the Agency Portal, RPO and Secondment programs. Ensures compliance with federal, state, and local recruitment and employment laws and regulations, and company policies. Leads a team of 7 recruiters; effectively communicates, manages and standardizes team processes. Qualifications/Skills Required Extensive experience leading all aspects of a talent acquisition function including proven experience driving change management, innovation, and continuous improvement. Experience in managing partner recruiting at a law firm or similar environment and an in-depth understanding of market and industry trends for lateral partner recruitment. Experience creating and implementing scalable recruitment programs (i.e., internship programs, on-campus hiring etc.) Strong business acumen and analytical skills; the ability to develop comprehensive short- and long-term strategic plans from broadly stated objectives. Demonstrates poise, gravitas, and the ability to lead through influence rather than direct control - creating consensus-based support for business strategies and decisions results-orientation. Ability to build highly effective working relationships with senior firm leadership, partners, firm committees, and other key stakeholders. Client-service oriented approach and highly collaborative. Ability to build rapport with internal and external stakeholders. Proven success leading teams including giving constructive feedback, mentoring, managing, developing, building, and leading high-performance teams. Leadership experience in highly sophisticated legal, professional services, or financial services environment. Strong relationship building skills; proactive, responsive, and tailoring effectively for different groups and audiences and key stakeholders. Demonstrates sound judgement to recognize confidential information and maintains strict discretion. Dynamic energy level and impeccable work ethic; willingness to “roll up your sleeves” and work closely with colleagues and team members. Outstanding presentation, writing, verbal skills. #LI-LM1 #LI-Hybrid Educational Requirements Bachelor's Degree in related discipline required; Master's or JD preferred. Minimum 10-15 years of relevant talent acquisition For New York City Metro area, the expected salary range for this position is between $175,000 and $205,000. For California, the expected salary range for this position is between $175,000 and $205,000. The actual compensation will be determined based on experience and other factors permitted by law. We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, marital status or any other characteristics protected by law.