Director of human resources jobs in Fall River, MA

Reporting to the Human Resources Manager, the Human Resources (HR) Business Partner is responsible for developing and executing HR strategy in support of assigned business units and their objectives. Assesses and anticipates HR-related needs, communicating proactively with HR subject matter experts and management to develop integrated solutions. Formulates partnerships across the HR organization to deliver value-added service to management and employees that reflects the mission and business objectives of the organization. Helps to drive HR initiatives related to recruitment, employee engagement, employee relations, performance management, culture, change management, workforce planning, people development and coaching. PRIMARY DUTIES AND RESPONSIBILITIES: Conducts regular meetings with assigned business units, partnering with management to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives; Educates and advises management and employees regarding HR policies, processes and practices; ensures that HR policies and collective bargaining agreements are applied accurately and consistently; Analyzes trends and metrics in partnership with other HR staff to develop solutions, programs and policies; Supports building organizational capabilities while reducing complexity and partnering with business units to maximize team performance; Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations; recommends course of action and ensures consistency and fairness in all resolutions; Provides timely, effective and direct coaching to managers and employees, assisting in the development of strong, contemporary leadership skills; Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Consults with internal senior legal counsel as needed and required; Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions); Works closely with management and employees to improve work relationships, build morale, and increase engagement, productivity, and retention; Provides guidance and input on business unit restructures, workforce planning and succession planning; Identifies training needs for business units and individual coaching needs; Participates in evaluation, monitoring, and delivery of training programs to ensure success; Analyzes a variety of data, composes appropriate reports for management and advises in the development and implementation of action plans required based on data analysis; Provides ongoing assessment and coaching to managers and employees, and recommends development plans where needed; Ensures the availability and acquisition of appropriate talent in the right numbers, with the right skill mix, at the right time and place to meet ongoing organizational needs; Serves as the liaison between HR and other administrative departments within the organization; Conducts new hire orientations and ensures a thorough assimilation of each employee into their department and the organization; Seeks out professional development opportunities and continually upgrades HR technical expertise and consultative skills; Performs other duties as assigned. Challenges current working practices; identifies process improvement opportunities and presents recommendations and solutions to management. Engages and commits to the organization's culture of continuous improvement by actively participating, supporting, and promoting CCHC Pillars of Excellence. EDUCATION/EXPERIENCE/TRAINING: Bachelor's degree and at least 5 years of HR experience, or equivalent combination of education and experience; PHR or SPHR designation a plus; Experience working in a large, fast-paced organization; Experience resolving complex employee relations issues; Working knowledge of multiple human resources disciplines, including compensation practices, organizational development, employee and labor relations, performance management, and federal and state employment laws; Knowledge of Joint Commission Accreditation of Healthcare Organizations (JCAHO) standards as they related to human resources; Experience working with collective bargaining agreements; Superb communication skills; ability to craft clear and engaging messages, both orally and in writing; Confidence to voice opinions and ideas, and willingness to deliver tough feedback/coaching; Demonstrated experience contributing to career development initiatives, workforce planning strategies, and enhancing employee engagement; Ability to collaborate, influence, and drive results with passion, tact, and persuasion; Commitment to applying a high touch, high service approach to internal and external stakeholders, ensuring quality service; Strong business acumen; Passion for new and cutting edge approaches; demonstrated creativity and innovation; Must be dynamic and nimble with an ability to drive change and be a results-oriented team member; Comfort in utilizing technology to enable an HR service delivery model; Advanced computer skills and ability to work with relational databases; Ability to work under pressure and manage multiple initiatives concurrently; Ability to analyze and synthesize facts, and exercise sound judgment in arriving at conclusions; strong critical thinking and decision making skills; Ability to foster a cooperative work environment; demonstrated ability to apply emotional intelligence; Ability to demonstrate a high level of creative problem-solving and priority-setting. Pay Range Details: The pay range displayed on each job posting reflects the anticipated range for new hires. A successful candidate's actual compensation will be determined after taking factors into consideration such as the candidate's work history, experience, skill set, and education. This is not inclusive of the value of Cape Cod Healthcare's benefits package (if applicable), which includes among other benefits, healthcare/dental/vision and retirement. For annual salaries this is based on full-time employment.

The Human Resources (HR) Partner's primary role is to ensure that all hiring and staffing needs are met at the school and department level. This team will manage the staffing function for both instructional and non-instructional employee groups. The HR Partners support Senior Staffing Partners as the first point of contact for principals and department leaders on all hiring and staffing requests and staffing issues including recruitment, selection, hiring, staffing, evaluation, development, and retention. They are responsible for ensuring principals and department leaders are responded to quickly and for ensuring that the resources and support from other appropriate departments are delivered accurately and within target timelines. HR Partners will utilize data and information to measure, monitor, and identify support to principals and department leaders. Under the direction of the Senior HR Staffing Partner, this position works closely with school and central office staff to proactively assess HR-related needs and implement actions that effectively develop and leverage organizational talent. The HR Partners will become experts in each school and will attend and participate in routine and strategic meetings at school and/or central office. The HR Partner will also provide support on day-to-day employee related concerns as they arise. Education: Bachelor's Degree in Human Resources or related field, or equivalent professional experience preferred. Qualifications: Minimum of 3 years experience serving in human resources or related role. Previous experience supporting human resources as a strategic thought partner and liaison between departments. Ability to make decisions from data driven metrics and participate in meetings to streamline processes. SHRM or PHR certification preferred. Experience working in an urban education setting preferred. Bilingual Spanish highly preferred. General knowledge of research around key human resources areas including recruitment, selection, retention, development, and evaluation. Strong interpersonal and communication skills and experience. Demonstrated success in providing high levels of customer service. Ability to analyze and communicate analysis of data. Experience working effectively with a wide range of constituencies in a diverse community. Demonstrated ability to work independently and proactively in a fast-paced, results-oriented environment Job Responsibilities: Strategic HR Support & Planning: Support Senior Staffing Partners as principals' and department heads' point of contact to provide thoughtful advice and guidance; includes brokering services and making connections between principals and other teams, as necessary, while retaining primary responsibility for ensuring that all needs are addressed and resolved. Assist Senior Staffing Partners in supporting principals and department heads in the planning for and assignment of staff, including projected vacancies, displacement and transfer actions, and other HR implications of budgetary and staffing decision-making. Monitor, interpret, and provide school and department-level hiring and staffing metrics and data, as well as other significant levers in improving workforce excellence. Support hiring manager on staffing efforts by reviewing vacancies, reviewing licensure requirements, and approving new hires. Identify inefficiencies in existing processes and make recommendations for improvement Identify and verify budgeted vacancies caused by terminations, leaves, transfers and promotions. Compose correspondence, reports, memorandums, meeting agendas and other documents using Google Suite and Microsoft Office software. Hiring & Staffing Support: Develop relationships and maintains regular contact with principals and department leaders through regular, proactive, and responsive communications. Manage and oversee the hiring functions for all instructional and non-instructional areas. Monitor the reporting and coordination of applicable licensure and certification requirements for staff in coordination with the licensure team. Support and collaborate with the recruitment team to hire high quality talent. Support Senior Staffing Partners in actively managing vacancies in order to reduce the time it takes to fill each position. Guide new hires through the on-boarding process to ensure timely completion which includes all hiring documentation and requirements are met. Provide support and management oversight for all staffing policies and procedures for all employees in the district including instructional and non-instructional employees. Utilize all HR information technology and adapt to new technologies quickly. Implements screening and selection procedures and finalizes candidate eligibility before final processing. Utilize data to make informed decisions and support principals in HR management. Liaison and collaborate with other teams within Human Resources to ensure the efficient and effective delivery of human resources services to school administrators and department managers. Support effective ongoing professional development opportunities to help principals manage hiring and staffing functions, including “just in time” training to principals on hiring and staffing related topics as requested. Maintain professional knowledge and experience; build functional and/or technical knowledge and skills necessary; keep up to date with hiring practices, and tools to effectively manage workload. Manage hiring and onboarding records and ensure confidentiality of sensitive information. Maintain impartiality and fairness in orienting new hires to Providence Schools policies and procedures.

Who You Are: Experienced HR systems technical leader with a strong background in Workday HCM and related modules (Core HR, Talent, Benefits, Compensation, Payroll, Recruiting, etc.). Deep expertise in Workday integrations (Workday Studio, EIB, REST/SOAP APIs, and middleware solutions). Skilled at designing, implementing, and optimizing Workday technical architecture and ensuring scalability, security, and compliance. Adept at leading technical teams, setting technical direction, and providing mentorship in HR systems engineering and development. Strong collaborator with HRIS, other IT teams, and business partners to deliver robust HR technology solutions that align with enterprise strategies. Demonstrated ability to translate business needs into technical solutions, ensuring long-term adoption and system performance. Role Overview: Lead the technical strategy and roadmap for HR systems with a focus on Workday integrations, automation, and optimization. Oversee the technical design, development, and deployment of Workday solutions, ensuring best practices for system performance, security, and data integrity. Serve as the technical authority for Workday integrations with payroll providers, benefits vendors, finance systems, and other enterprise platforms. Partner with HR, other IT teams, and business stakeholders to ensure Workday solutions are fully optimized to enhance employee experience, compliance, and efficiency. Manage and mentor a team of Workday technical specialists, providing direction on integration frameworks, release management, and technical troubleshooting. Key Responsibilities: Define and enforce technical standards and best practices for Workday system design, integrations, and upgrades. Oversee and also provide hands-on development and support of Workday integrations, ensuring high availability, scalability, and security. Analyze and optimize the current HR systems landscape, recommending technical enhancements and automation opportunities. Own the Workday technical backlog and release cycle, partnering with product managers and HR leaders on prioritization. Partner with Workday consultants and vendors, providing technical leadership on implementation, integrations, and upgrades. Monitor system performance, adoption, and data integrity, using analytics to drive continuous improvement. Provide technical mentorship to team members, ensuring professional growth and alignment with business goals. Ensure compliance with HR data privacy, SOX, and security standards across Workday and connected systems. Requirements: Proven technical management experience in HR technology, with 10+ years of Workday expertise. Strong knowledge of Workday HCM, Benefits, Payroll, Talent, Recruiting, and Integrations. Hands-on experience with Workday Studio, EIB, Core Connectors, APIs, and Web Services. Experience leading technical teams and managing Workday integration roadmaps, upgrades, and support models. Agile delivery experience; familiarity with Jira, Confluence, and Kanban is a plus. Strong problem-solving and data analysis skills with the ability to manage complex technical environments. Excellent communication and leadership skills with the ability to influence across HR, IT, Payroll and Finance. Leadership Competencies: Technical strategist who balances long-term system architecture with day-to-day execution. Influential leader who drives alignment across technical and business teams. Clear communicator and problem solver, ensuring complex technical issues are resolved and translated into business value. Mentor and coach who develops high-performing HR technology teams and fosters a culture of innovation.

At Chewy, we strive to be the most trusted and convenient online destination for pet parents and our partners - vets and service providers - alike. Our success is measured by the happiness of the people and pets we serve, not simply by the amount of pet supplies we deliver. That's why we continue to think outside the Chewy box to delight, surprise, and thank our loyal pet lovers! Our Opportunity The leader of HR Product Management will be the enterprise product leader for HR transformation. They will establish the way HR functions as a modern product organization. They will drive a unified HR product roadmap that connects people, process, technology, and experience. This leader will partner across HR, Technology, and Business functions to transform how HR operates, delivers programs, and supports employees and leaders. The role will be ultimately responsible for the orchestration of an end-to-end HR ecosystem that is AI-enabled, data-driven, and operationally scalable. What You'll Do Define and lead the HR product vision and enterprise roadmap that unifies all transformation initiatives across the four pillars: HR operating model redesign, COE program alignment, technology, and change leadership. Align all HR Centers of Excellence (e.g., Talent Management, Compensation, Workforce Planning, Engagement) around a unified, transparent roadmap built through a product-driven, experience-first approach-underpinned by a governance model that seamlessly integrates roadmap priorities, technology enablement, and AI capabilities to deliver measurable enterprise outcomes. Champion transformation by embedding generative, predictive, and agentic AI into HR programs, workflows, and employee experiences. Collaborate with the AI Advisory Board and HR Technology to ensure responsible and effective AI integration. Instill a product perspective across HR leadership, helping COEs, HRBPs, and shared-services teams adopt results-focused, data-informed methods to build and deliver programs. Mentor a small, high-impact team of product, analytics, and change professionals as the function matures. Partner with Technology, People Analytics, and Data Science teams to translate business and workforce strategy into scalable solutions that support decision-making and self-service. Partner with the Director of HR Technology to align product and technical roadmaps. Ensure HR Product defines priorities and desired outcomes. The HR digital solutions team manages delivery, technical execution, and KTLO. Together, guide technology investments toward high-value, experience-led outcomes that advance the enterprise HR strategy. Drive measurable impact through product benchmarks such as adoption, engagement, service efficiency, and workforce effectiveness. Establish data-driven governance and a continuous feedback and improvement loop to monitor progress, find opportunities for enhancement, and sustain transformation outcomes over time. Serve as the connective leader across transformation governance, ensuring alignment among HR Strategy, COEs, HR Technology, Change Enablement, and Business Units. What You'll Need 10-15 years of experience in HR transformation, product management, or enterprise program leadership, with 5+ years in a senior or director-level capacity. Proven ability to lead large-scale, multi-pillar transformation programs that integrate strategy, process, and technology. Deep understanding of HR domains such as talent management, compensation, organizational design, workforce planning, and employee experience. Demonstrated success embedding AI and analytics into HR products, programs, and operating models to drive automation, personalization, and strategic decision-making. Skilled in agile product management, roadmap governance, and collaborator alignment across complex, matrixed organizations. Exceptional executive communication skills and the ability to translate technical and operational concepts into strategic narratives. Bachelor's degree required; advanced degree (MBA or related) preferred. The specific salary offered to a candidate may be influenced by a variety of factors including but not limited to the candidate's relevant experience, education, and work location. In addition, this position is eligible for 401k, an annual bonus potential, new hire and annual equity grant. We offer different types of insurance, such as medical/Rx, vision, dental, life, disability, hospital indemnity, critical illness, and accident. We offer parental leave, family services benefits, backup dependent care, flexible spending accounts, telemedicine, pet adoption reimbursement, employee assistance program, and many discounts including 10% off pet insurance and 20% off at Chewy.com. Salaried-exempt team members have unlimited PTO, subject to manager approval. Team members will receive six paid holidays per year. Team members may be eligible for paid sick and family leave in compliance with applicable state and local regulations. Base Salary Range$204,500-$325,500 USD Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

SummaryJob Description We are the makers of possible BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it's no small feat. It takes the imagination and passion of all of us-from design and engineering to the manufacturing and marketing of our billions of MedTech products per year-to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you'll be supported to learn, grow and become your best self. Become a maker of possible with us. Opportunity: Vice President, HR - Surgery This position provides strategic HR Business Partner leadership and support to the Surgery business unit and operates as a trusted strategic advisor to the WWW President, Surgery. Additionally, partners with the President and WWLT in developing business plans and executing strategic initiatives and drives organizational design and development, organization effectiveness, and workforce planning. Creates and executes the people and talent strategy for Surgery based on business strategy. Leads a team of HR professionals and orchestrates the integrated delivery of HR support through the COEs, ASCs and corporate HR functions, while ensuring alignment with business needs and strategic objectives. Leads the effort towards creating a robust and diverse talent pipeline for key roles and guides the SURGERY leadership in creating a high-performance organization. The Vice President, HR - Surgery reports into the Senior Vice President, HR and Organizational Effectiveness. This role must be based (4 days per week) in BD's Surgery office in Warwick, Rhode Island. RESPONSIBILITIES: HR Business Leader: Organizational Effectiveness & Development Aligned with business, functional, and HR Strategy and KDGs, provides strategic HR business partnering support for Client Leaders, works with the respective global functions LTs and people leaders to identify and resolve the corresponding business needs, develop and implement appropriate organizational plans, and build key capabilities required to achieve business objectives Leads and supports client groups with organizational capability and capacity analyses and strategic workforce planning, organization design, associate engagement, organizational announcements. Acts as the trusted advisor of client leaders to support them in carrying out their business and functional plans. Identifies and capitalizes on opportunities to drive &/or lead change. Facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after action review assessments. Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance. Presents options to leaders on organizational structure, roles & responsibilities, staffing levels, matrix management, etc. Contributes effectively to client strategy discussions and decision making Demonstrates deep understanding of client market spaces including external talent trends, culture, reward systems, and organization models. Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. Has the ability to model and manipulate data to build an understanding and then communicate findings to LT in a coherent manner. Talent Management & Acquisition Identifies opportunities and guides leaders to fill competency gaps through talent acquisition and talent development. Be the talent advisor, facilitator and champion to ensure strong succession pipelines for critical roles Partners across BD and with Talent Management and Talent Acquisition teams to align top talent to highest priorities while ensuring inclusion and diversity outcomes Participates on the interview team and effectively counsels hiring leaders/teams in selection process Participates in/facilitates the Performance Management process (i.e. calibrate PxP at LT levels) Coaches leaders with all aspects of the annual performance management and development process Guides leaders to escalate issues of poor performance to AccessHR where required Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and works with the TM COE to present recommendations as part of organizational training needs assessment. Compensation Provides consultative guidance for compensation and facilitate appropriate compensation reviews Works with leadership team members during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers. Provides consultation and benchmarking insights for job offers based on strategic need Reviews periodic compensation reports to check for compensation changes and follow-up with leaders, required Associate Engagement & Relations Provides strategic HR advisory support for complex HR issues and activities (e.g. RIF) Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement. Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization Monitors and addresses attrition and retention proactively and work closely with AccessHR to understanding leading and lagging indicators for observed trends Develops/defines associate separation strategy & manages severance for group separations in partnership with AccessHR, ASC, Legal, etc. HR Function Effectiveness Is the face of HR to the client groups and lives ‘one HR' every day Coaches leaders to utilize and manage their workforce through Workday Partners with the ASC and AccessHR and consistently meet with both groups to understand trends, discuss escalated items, etc. Partners with COEs to engage them on Organization plan for client's organization to enable a more holistic HR support and better business outcomes; partners with COEs to design, develop and deploy updated processes or changes Strong Teams Operating Model Change Leader: Drive strategic clarity around the Operating Model with key stakeholders as part of BD 2030 Strategy Identify and raise awareness to key issues/processes where clarity or change is required to enable the Operating Model to be addressed at BDX-level Incorporate Strong Teams into Strategic Organizational Planning process to enable agility and empowerment to drive strategic objectives Ensure appropriate tie to The BD Way to influence behaviors that will predicts success of the model EXPERIENCE & EDUCATION: BS/BA degree in Business Administration, HR Management or related field required. Advanced degree (MBA/ Masters in HR or equivalent) is preferred. Professional of Human Resources (PHR/SPHR) Certification desired. Minimum of 12-15 years professional experience in HR. Experience working in mid/large complex environments and matrixed organization is preferred. Experience working with other geographies is required. The Company is currently operating under an office-first culture, which is defined as a minimum of four days per week in the office Monday through Thursday with flexible Fridays. Local or company policies may apply. BD may change your work arrangement based on business needs. This role will be based in Warwick, RI. Why Join Us? A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It's also a place where we help each other be great, we do what's right, we hold each other accountable, and learn and improve every day. You will learn and work alongside inspirational leaders and colleagues who are equally passionate and committed to fostering an inclusive, growth-centered, and rewarding culture. You will have the opportunity to help shape the trajectory of BD while leaving a legacy at the same time. And through the organization's investment in BD University, you will continually level up your tech skills and expertise. To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you'll discover a culture in which you can learn, grow and thrive. And find satisfaction in doing your part to make the world a better place. To learn more about BD visit ********************** Becton, Dickinson and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally-protected characteristics. Required Skills Optional Skills . Primary Work LocationUSA RI - WarwickAdditional LocationsWork Shift

**We are the makers of possible** BD is one of the largest global medical technology companies in the world. Advancing the world of health is our Purpose, and it's no small feat. It takes the imagination and passion of all of us-from design and engineering to the manufacturing and marketing of our billions of MedTech products per year-to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you'll be supported to learn, grow and become your best self. Become a maker of possible with us. **Opportunity: Vice President, HR - Surgery** This position provides strategic HR Business Partner leadership and support to the Surgery business unit and operates as a trusted strategic advisor to the WWW President, Surgery. Additionally, partners with the President and WWLT in developing business plans and executing strategic initiatives and drives organizational design and development, organization effectiveness, and workforce planning. Creates and executes the people and talent strategy for Surgery based on business strategy. Leads a team of HR professionals and orchestrates the integrated delivery of HR support through the COEs, ASCs and corporate HR functions, while ensuring alignment with business needs and strategic objectives. Leads the effort towards creating a robust and diverse talent pipeline for key roles and guides the SURGERY leadership in creating a high-performance organization. The Vice President, HR - Surgery reports into the Senior Vice President, HR and Organizational Effectiveness. _This role must be based (4 days per week) in BD's Surgery office in Warwick, Rhode Island._ **_RESPONSIBILITIES:_** **HR Business Leader:** **Organizational Effectiveness & Development** + Aligned with business, functional, and HR Strategy and KDGs, provides strategic HR business partnering support for Client Leaders, works with the respective global functions LTs and people leaders to identify and resolve the corresponding business needs, develop and implement appropriate organizational plans, and build key capabilities required to achieve business objectives + Leads and supports client groups with organizational capability and capacity analyses and strategic workforce planning, organization design, associate engagement, organizational announcements. + Acts as the trusted advisor of client leaders to support them in carrying out their business and functional plans. + Identifies and capitalizes on opportunities to drive &/or lead change. Facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after action review assessments. + Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance. + Presents options to leaders on organizational structure, roles & responsibilities, staffing levels, matrix management, etc. + Contributes effectively to client strategy discussions and decision making + Demonstrates deep understanding of client market spaces including external talent trends, culture, reward systems, and organization models. + Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. Has the ability to model and manipulate data to build an understanding and then communicate findings to LT in a coherent manner. **Talent Management & Acquisition** + Identifies opportunities and guides leaders to fill competency gaps through talent acquisition and talent development. + Be the talent advisor, facilitator and champion to ensure strong succession pipelines for critical roles + Partners across BD and with Talent Management and Talent Acquisition teams to align top talent to highest priorities while ensuring inclusion and diversity outcomes + Participates on the interview team and effectively counsels hiring leaders/teams in selection process + Participates in/facilitates the Performance Management process (i.e. calibrate PxP at LT levels) + Coaches leaders with all aspects of the annual performance management and development process + Guides leaders to escalate issues of poor performance to AccessHR where required + Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and works with the TM COE to present recommendations as part of organizational training needs assessment. **Compensation** + Provides consultative guidance for compensation and facilitate appropriate compensation reviews + Works with leadership team members during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers. + Provides consultation and benchmarking insights for job offers based on strategic need + Reviews periodic compensation reports to check for compensation changes and follow-up with leaders, required **Associate Engagement & Relations** + Provides strategic HR advisory support for complex HR issues and activities (e.g. RIF) + Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement. + Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization + Monitors and addresses attrition and retention proactively and work closely with AccessHR to understanding leading and lagging indicators for observed trends + Develops/defines associate separation strategy & manages severance for group separations in partnership with AccessHR, ASC, Legal, etc. **HR Function Effectiveness** + Is the face of HR to the client groups and lives 'one HR' every day + Coaches leaders to utilize and manage their workforce through Workday + Partners with the ASC and AccessHR and consistently meet with both groups to understand trends, discuss escalated items, etc. + Partners with COEs to engage them on Organization plan for client's organization to enable a more holistic HR support and better business outcomes; partners with COEs to design, develop and deploy updated processes or changes **Strong Teams Operating Model Change Leader:** + Drive strategic clarity around the Operating Model with key stakeholders as part of BD 2030 Strategy + Identify and raise awareness to key issues/processes where clarity or change is required to enable the Operating Model to be addressed at BDX-level + Incorporate Strong Teams into Strategic Organizational Planning process to enable agility and empowerment to drive strategic objectives + Ensure appropriate tie to The BD Way to influence behaviors that will predicts success of the model **_EXPERIENCE & EDUCATION:_** + BS/BA degree in Business Administration, HR Management or related field required. + Advanced degree (MBA/ Masters in HR or equivalent) is preferred. + Professional of Human Resources (PHR/SPHR) Certification desired. + Minimum of 12-15 years professional experience in HR. + Experience working in mid/large complex environments and matrixed organization is preferred. + Experience working with other geographies is required. The Company is currently operating under an **office-first culture** , which is defined as a minimum of four days per week in the office Monday through Thursday with flexible Fridays. Local or company policies may apply. BD may change your work arrangement based on business needs. This role will be based in Warwick, RI. **Why Join Us?** A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It's also a place where we help each other be great, we do what's right, we hold each other accountable, and learn and improve every day. You will learn and work alongside inspirational leaders and colleagues who are equally passionate and committed to fostering an inclusive, growth-centered, and rewarding culture. You will have the opportunity to help shape the trajectory of BD while leaving a legacy at the same time. And through the organization's investment in BD University, you will continually level up your tech skills and expertise. To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you'll discover a culture in which you can learn, grow and thrive. And find satisfaction in doing your part to make the world a better place. **To learn more about BD visit** ************************** Becton, Dickinson and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally-protected characteristics. Required Skills Optional Skills . **Primary Work Location** USA RI - Warwick **Additional Locations** **Work Shift** Becton, Dickinson and Company is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, or any other protected status.

At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It's transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We're not waiting for the future to arrive. We're shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together. The Crown Is Yours We're searching for a Director, HR Business Partnerships to deliver world-class global People, Culture, and Talent strategies, partnering closely with our Chief Customer Officer. In this role, you will partner with senior leaders to shape and execute organizational and talent strategies, guide transformation, and influence outcomes. What You'll Do as a Director, HR Business Partnerships Partner with senior leaders to shape and execute organizational and talent strategies, offering proactive thought leadership and scalable People solutions that improve leadership effectiveness and organizational health. Serve as a credible advisor to executives, providing coaching, insight, and guidance to improve leadership effectiveness and organizational health. Look beyond your immediate business alignment to identify cross-functional patterns, opportunities, and risks, influencing leaders toward enterprise-level solutions. Provide thought leadership across strategic HR domains, including talent management, organizational design, change management, workforce planning, and compensation. Use data strategically to diagnose trends, build persuasive business cases, and influence leadership decisions regarding talent strategy and organizational priorities. Lead complex change initiatives, developing frameworks and communication strategies that enable adoption and drive results. Continuously innovate and support the broader People Team in scaling tools, processes, and programs to create repeatable, efficient, and high-quality People experiences across the business. Contribute to building HRBP capability across the team and mentor indirect and direct team members in developing strategic competencies. What You'll Bring Deep understanding of business strategy, financial drivers, and workforce dynamics; able to translate these into aligned People strategies. Ability to zoom out to see organizational systems and make recommendations based on both qualitative and quantitative insights. Demonstrated ability to interpret data, identify trends, and translate insights into compelling business cases and strategic recommendations. Exceptional verbal and written communication skills, with strength in strategic storytelling that distills complex insights into clear recommendations. Proven experience leading complex, cross-functional initiatives requiring facilitation, alignment building, and long-term strategy execution. Strong resilience and ability to remain composed and solution-oriented under pressure. Collaborative, transparent leadership style; able to influence without authority and build strong partnerships across the People Team and business. Ability to travel occasionally to partner with team members, leaders, and teams globally. Join Our Team We're a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don't worry, we'll guide you through the process if this is relevant to your role. The US base salary range for this full-time position is 176,400.00 USD - 220,500.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Job Details Greater New Bedford Area - New Bedford, MA Full Time $90000.00 - $135000.00 Salary/year Nonprofit - Social ServicesDescription Employment Status Full Time, Exempt 40 hours per week Reports to Chief Executive Officer About Us: Better Community Living is a non-profit human services organization that provides support to adults, children and families in the Greater New Bedford area of Massachusetts. The agency was founded in 1988 and has provided opportunities for community inclusion for hundreds of individuals who are diagnosed with Intellectual and Developmental Disabilities as well as Autism Spectrum Disorder. Our employees are supported in their professional development and are highly valued. BCL's work environment is innovative, respectful and fun and we urge those with diverse backgrounds to join our team! : Summary/Objective The Human Resources Director is directly responsible for the overall administration, coordination and evaluation of the human resources function. The Human Resources Director will serve as part of the nonprofit agency's senior management team. Essential Functions Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Responsibilities Annually reviews and makes recommendations to executive management for improvement of the agency's policies, procedures and practices on personnel matters. Maintains knowledge of industry trends and employment legislation and ensures agency's compliance. Responsibility for agency compliance with federal and state legislation pertaining to all personnel matters. Maintains human resources guidelines by preparing, updating, and recommending human resource policies and procedures to management team Communicates changes in agency personnel policies and procedures and ensures proper compliance is followed. Assists executive management in the annual review, preparation and administration of agency wage and salary program. Consults with legal counsel as appropriate, or as directed by the executive director, on personnel matters. Works directly with department managers to assist them in carrying out their responsibilities on personnel matters. Recommends, evaluates and participates in staff development for the agency. Maintains HRIS in collaboration with the finance department which meets agency personnel information needs. Participates on committees and special projects and seeks additional responsibilities. Collaborates with finance department on contractual and payroll processing Serves as union and labor relations representative Management and oversight of staffing including recruiting, selection, and training for agency including, but not limited to interviewing, job descriptions, counseling, compensation, and employee engagement analysis Management and oversight of benefits for agency including health coverage, insurance plans, retirement plans, including processing, vendor management, open enrollment and ongoing analysis of benefits coverage Maintains historical human resource records by maintaining a filing and retrieval system; keeping past and current records in compliance with applicable rules and laws Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies Completes and/or assists with annual HR and Finance filings Payroll processing for the agency Other duties and tasks as assigned by the Chief Executive Officer Supervisory Responsibility This position manages all employees of the department and is responsible for the performance management and hiring of the employees within that department. Work Environment & Physical Demands This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. This is a largely sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand on a stool as necessary. Travel is primarily local during the business day, although some out-of-area and overnight travel may be expected. Qualifications Required Education and Experience Bachelor's degree in Human Resources or related At least 7 or more year's of related experience including training, compliance, recruiting, staffing, employee engagement and retention Demonstrated leadership experience SHRM-CP/SHRM-SCP or PHR/SPHR Strong organizational and team skills Proactive and friendly Technologically competent Must be at least 21 years of age and have a current, valid, US driver's license for three years. Must be able to successfully pass a CORI check, Drug Test, and a Driving Record Check. Knowledge of local, state and federal laws and regulations governing a DDS contracted agency Preferred Education and Experience Master's degree, MBA preferred HR experience in a nonprofit and/or human services agency Experience in an interest-based union setting Salary: $90,000 to $135,000 Benefits: BCL offers a comprehensive benefits package including medical, dental, vision, tuition reimbursement, 401k and life insurance options for all eligible employees. Employment decisions will be based on the principles of equal opportunity. All personnel actions (recruiting, hiring, training, promotion, compensation, etc.) are administered without regard to any characteristic protected by state, federal or local law, assuming said characteristic does not interfere with the performance of essential job functions. Reasonable accommodations will be made for disabilities and religious beliefs. Please inform us of any necessary accommodations to the application process.

Director of Human Resources - Business Development Salary: $140,000 - $160,000 Summary/Objective The Director of Human Resources - Business Development is responsible for aligning HR strategies with business development objectives. They will collaborate with senior leadership to ensure HR policies and practices enhance employee engagement, productivity, and retention while fostering a culture of innovation and strategic expansion. This role will perform HR-related duties on a professional level and will work closely with the U.S. HR team. The day-to-day responsibilities include carrying out responsibilities in the following functional areas: onboarding, benefits administration, employee relations, employee development, training, performance management, succession planning, policy implementation, talent acquisition, and employment law compliance. Essential Functions Partners with the Chief Business Officer, Senior Director of Human Resources U.S. and Business Development leadership to develop workforce planning strategies that align with growth initiatives. Designs and implements onboarding programs that integrate new hires into the company culture. Develops retention strategies for high-potential employees. Administers various human resource plans and procedures for all company personnel; assists in the development and implementation of personnel policies and procedures. Develops performance management processes to help drive business objectives. Creates succession planning strategies. Handles employee relations counselling, outplacement counselling and exit interviewing. Collaborates and contributes to HR related projects and initiatives in partnership with U.S. based HRBP team. Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed. Helps to maintain human resource information system records and compiles reports from the database. Consults with management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Helps to resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of Federal and state legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provides day-to-day performance management guidance management (e.g., coaching, counselling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Competency (knowledge, skills, and abilities) Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills Required Education and Experience Minimum of 8 years of experience resolving complex employee relations issues. Previous experience working in a HR Leadership role in Pharmaceutical, Biotech or CRO is essential. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Global experience a plus. Bachelor's Degree in relevant discipline (e.g., Human Resources, Business Management or equivalent) is required; Master's Degree preferred; PHR/SPHR or SHRM-CP/SHRM-SCP certification a plus. Why Pharmaron? Pharmaron is a premier service provider for the life sciences industry. Founded in 2004, Pharmaron has invested in its people and facilities and established a broad spectrum of research, development, and manufacturing service capabilities throughout the entire drug discovery, preclinical, and clinical development process across multiple therapeutic modalities, including small molecules, biologics, and CGT products. With over 21,000 employees and operations in the U.S., the U.K. and China. Pharmaron has an excellent track record in delivering R&D solutions to its partners in North America, Europe, Japan, and China. Collaborative Culture: You will thrive in our inclusive and collaborative environment, where teamwork and innovation go hand in hand. Here, your voice matters, and your contributions make a real impact. "Employees Number One" and "Clients Centered" are the core cultural values at Pharmaron. Our culture, which sets Pharmaron apart from other organizations, has evolved from our deep commitment to our employees, partners, and collaborators. Benefits: As part of our commitment to your well-being, we offer a comprehensive benefits package: Insurance including Medical, Dental & Vision with significant employer contributions Employer-funded Health Reimbursement Account Healthcare & Dependent Care Flexible Spending Accounts 100% Employer-paid Employee Life and AD&D Insurance, Short and Long Term Disability Insurance 401k plan with generous employer match Access to an Employee Assistance Program How to Apply: Ready to seize this incredible opportunity? Join us at Pharmaron and be part of a dynamic team driving innovation and excellence in biopharmaceutical research and development. Apply online today! As an Equal Employment Opportunity and Affirmative Action employer, Pharmaron values diversity and inclusion in the workplace, fostering an environment where all individuals are empowered to succeed. Join us in our mission to make a difference in the world of life sciences.

**Our mission** At Corza Medical, our mission is to champion surgical providers with remarkable service and exceptional products that save time, money, and effort. We are a passionate team guided by our core belief that you should never have to choose between performance, value, and a quality customer experience. We are here to support you every step of the way. **Our brand promise** We deliver a collaborative experience by working directly with the surgical community to ensure you get the exact surgical tools you need at the right time and the right price. + **Remarkable service:** A seamless, personal process designed around you and your needs. + **Trusted performance:** Our product family is the result of years of experience championing surgeons and listening to their expertise. + **Outstanding value:** No matter the surgical specialty, we deliver quality products for all markets. **Our people promise** Excellence is our Specialty and what makes us successful is our people. We are committed to fostering a positive, empowering and growth-oriented environment where all team members are encouraged to share their opinions and ideas. That means you will work alongside an accomplished and highly collaborative team that inspires commitment to our goal in attaining excellence in everything they do. **Job Purpose Summary** The **Director, Global HR Technology & Operations** will lead the strategy, governance, and delivery of HR systems and operations worldwide. This role is responsible for ensuring HR technology and processes are scalable, compliant, and designed to provide a seamless experience across the employee lifecycle. As both a strategist and operator, this leader will drive the global HRIS roadmap, optimize HR operations, and ensure workforce data and processes enable business performance. They will partner closely with HR, Finance, IT, and business leaders to align technology and operations with enterprise goals. **What you will do** **HR Technology (HRIS) Leadership** + Drive the HR technology roadmap aligned with business strategy to ensure driving strategic value. + Oversee governance and optimization of HR systems (Sage or equivalent). + Ensure integration of HRIS with payroll, benefits, finance, and other enterprise systems. + Maintain data integrity, accuracy, and compliance while expanding analytics and reporting capabilities. + Leverage dashboards, predictive insights, and workforce analytics to inform leadership decisions and drive value for the business. **Workforce Analytics & Predictive Insights** + Build and expand workforce analytics, dashboards, and predictive modeling to support data-driven decision-making. + Partner with HR and business leaders to translate insights into workforce strategies. + Ensure data accuracy, compliance, and consistency across global systems. **Process Improvement & Operational Excellence** + Establish scalable, efficient HR operations that are globally consistent yet locally adaptable. + Lead process re-engineering initiatives to eliminate inefficiencies and streamline the employee experience. + Implement continuous improvement practices. **AI & Emerging Technology** + Explore and integrate AI tools to enhance HR decision-making, employee experience, and efficiency. + Stay ahead of market trends to identify opportunities for innovation in HR technology. + Partner with IT and vendors to evaluate and implement next-generation solutions. **Global Project Management** + Lead large-scale, global HR and operational transformation projects. + Ensure initiatives are delivered on time, within scope, and with strong change management practices. + Serve as a key liaison between HR, IT, and business stakeholders on global initiatives. **Leadership & Collaboration** + Lead a global team of HRIS, analytics, and operations professionals. + Partner with HR Centers of Excellence and regional HR leaders to deliver integrated HR programs. **What you will need** + Bachelor's degree in Human Resources, Business Administration, Information Systems, or related field. + 10+ years of progressive HRIS, HR operations, or analytics experience, with at least 2 years in a global leadership role. + Proven success leading HR system optimization, predictive analytics, driving process improvement and global transformation projects. + Strong track record in process improvement, project management, and implementing emerging HR technologies. + Expertise in major HRIS platforms (Sage preferred). + Strong data analytics, metric understanding and predictive modeling capability. + Acumen in AI applications for HR and workforce management. + Proven experience leading global, cross-functional projects. + Excellent communication, stakeholder management, and change leadership skills. + Ability to balance strategic vision with operational execution. **What we value** + **Customer First** - We deliver extraordinary experiences. + **Accountability** - We do what we say. + **Integrity** - We do what is right. + **Inspired** - We love what we do. + **One Global Team** -We before me, always. Join us today and **Excel@Corza** ! **_Corza Medical offers a competitive benefits package including medical, 401K, vacation and sick time, paternal leave and other benefits._** **_A reasonable estimate of the current pay range for this role is ($180,000-$200,000/salary). Further, pay is offered based on geographic location, internal equity, market data, applicant's job-related skills, commensurate experience, required licensures, certifications, and certain degrees._** **_Corza Medical is an equal opportunity employer. Corza Medical evaluates qualified applicants without regard to race, color, marital status, religion, sex, sexual orientation, gender identity, age, national origin, physical or mental disability, veteran status or other protected characteristics._** **_Notice To Third Party Agencies:_** **_Corza does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of Corza Medical and Corza Medical will have the right to hire that candidate without reservation - no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service._**

Reporting to the CFO, The Human Resources Director serves as both a strategic and tactical business partner in several key human resources related functional disciplines (Employee Relations, Compensation/Benefits, Employee Engagement, Compliance, HR Administration (including Leaves and Workers Compensation, Performance Management, Departures/Exits). This is a hands-on role; working with people at all levels of the organization and serves as a trusted advisor to executive management. The HR Director originates and leads Human Resources best practices and objectives across the organization. This individual advises and counsels leadership around providing an employee-oriented; high performance culture that embodies our clients core values. This Director manages a payroll specialist, and is responsible for all HR strategic projects and initiatives. The Director ensures metrics are in place to measure HRs overall contribution the organizations goals. Responsibilities: Build a best-in-class HR function to help drive support the business and ensure an exceptional employee experience. Manage Human Resources activities and develop strategies that support the vision, strategies, and values Provide overall leadership to Human Resources function by overseeing key disciplines mentioned in the summary. Develop and revise HR policies and procedures that are consistent with an outstanding employee experience, are in line with and help drive corporate objectives, and maintain legal integrity. Liaise with leadership on key HR and employee relations issues that are having operational impacts partner on identifying and implementing solutions. Partner with the benefits broker on ensuring the optimal benefit plan design, offerings, communications and participation. Manage all HR administrative and reporting functions, including Payroll/Benefits (with Finance partnership), Leaves of Absence and Workers Compensation. Develop and implement a valuable performance review process and cycle in accordance with current trends and industry best practices. Implement and manage compliance efforts with federal, state and local laws and regulations relating to all aspects of the employee life cycle. Manage HR related required training at all levels of the organization and partner with leadership on other training needs for the business. Maintain knowledge of industry trends and employment legislation that could impact the organization objectives Manage all HR Technology platforms and systems including upgrades Develop and oversee corporate Human Resources SOPs, metrics, and KPIs Develops and implements the departmental budget Maintain the tracking of all licensure requirements/training and evaluation processes for the individual programs. Qualifications: Bachelors degree 8+ years of HR experience Experience in the Construction industry is helpful particularly when it comes to licensure and evaluation programs. The ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills as well as project the highest levels of integrity Experience with HRIS Strong presentation skills Energetic self-starter with a bias toward action Objective, decisive and results oriented with well-developed team building skills Employee relations experience, and sufficient expertise in management principles to serve confidently and confidentially in an advisory role Ability to travel to our location in Falmouth and job sites across the State Position requires the satisfactory completion of a background check including fingerprinting. SHRM certification preferred

Human Resources Director DEPARTMENT: Human Resources REPORTS TO: General Manager FLSA STATUS: Salaried/Exempt LEGENDS GLOBAL Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component feasibility & consulting, owner's representation, sales, partnerships, hospitality, merchandise, venue management, and content & booking of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Sounds like a winning formula for you. Join us! THE ROLE The Human Resources Director at View Boston partners with senior leaders and provides strategic advice on a wide variety of areas to maximize organizational effectiveness and performance. Develop and maintain strong partnerships with management and ensure HR strategies, processes and practices align with business needs. He/she provides expert advice, counsel, and coaching to senior leaders, managers, and employees (union and non-union) on all employee related issues such as, but not limited to: performance management, documentation, progressive discipline measures, career development, employee relations issues, policies and procedures, and all employment/labor laws. He/she will proactively anticipate labor/employee relations issues and provide counsel to resolve them. The Director is also responsible for building bench strength in the organization through the identification, recruitment, and development of top talent. ESSENTIAL DUTES AND RESPONSIBILITIES Labor (unions and third-party management) - Establish, negotiate and maintain long-term labor relations strategies that support the business objectives, while creating an environment of trust. Ensure appropriate polices and processes are in place to meet all legal obligations, minimize organizational risk, and provide a safe and secure work environment for employees. Ensure proper preparation of information requested, or required, for compliance with all state and federal laws. Participate in grievance, arbitration, and contract negotiation proceedings. Partner with the General Counsel to investigate and respond to employment claims and demand letters, as well as state and federal agency claims (including claims filed with the EEOC, DLSE, DOL, NLRB etc.). Organizational Development - Ensure talent is developed within the organization to meet current and future business leadership needs. Partners with business leads to identify the training and development agenda. Develop a training curriculum, including customer service, safety, security and responsible alcohol policies, in conjunction with operations leaders for all event staff. Talent Management - Manage performance review process. Partners with business leads to ensure employees are aware of broader organizational, as well as individual priorities. Reinforce a constant feedback culture. Review, guide and approve management recommendations for employment terminations. Staffing & Retention - Develop staffing plan considering evolving business needs. Attract, select, onboard and retain a high performing, diverse workforce. Partner with General Managers to ensure proper onboarding of all seasonal staff. Employee Relations - Act as an employee advocate and champion, ensuring employee impact is considered as business decisions are made. SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with all Legends Global policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. 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/OR EXPERIENCE The ideal candidate must have a bachelor's degree with a minimum of seven years human resources experience, preferably in a high-volume environment. Experience in a union work environment required. SKILLS AND ABILITIES Employee relations experience, including conducting investigations and resolving grievances. Outstanding leadership skills with a high capacity for managing multiple projects simultaneously, influencing and gaining credibility with all levels of employees, management, union representatives and clients. Detail-oriented and extremely organized with the ability to learn new programs and procedures quickly. Strong interpersonal and customer service skills, business acumen, organizational savvy, and have sensitivity dealing with confidential information. High energy, with a focus on details. Proficient in Microsoft Word, Excel, and PowerPoint. Must be flexible to work extended hours due to business requirements including nights, weekends and holidays. COMPENSATION Competitive salary, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: On Site - View Boston - 800 Boylston St Floor 52, Boston, MA 02199 PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends & ASM Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

**Country:** United States of America ** Remote **U.S. Citizen, U.S. Person, or Immigration Status Requirements:** U.S. citizenship is required, as only U.S. citizens are authorized to access information under this program/contract. **Security Clearance:** None/Not Required RTX Corporation is an Aerospace and Defense company that provides advanced systems and services for commercial, military and government customers worldwide. It comprises three industry-leading businesses - Collins Aerospace Systems, Pratt & Whitney, and Raytheon. Its 185,000 employees enable the company to operate at the edge of known science as they imagine and deliver solutions that push the boundaries in quantum physics, electric propulsion, directed energy, hypersonics, avionics and cybersecurity. The company, formed in 2020 through the combination of Raytheon Company and the United Technologies Corporation aerospace businesses, is headquartered in Arlington, VA. **The following position is to join our RTX Enterprise Services team:** Are you looking for a role that makes an impact across the entire company? Are you excited about driving transformation with our HR functional partners? Then this is the job for you! RTX Enterprise Services (ES) is looking for a highly motivated, business-focused Digital Technologies (DT) HR and Payroll Portfolio Manager to join our Enterprise Services - Applications (ES-Apps) Value Management Office (VMO). The role of the portfolio manager is to ensure successful planning and execution of projects that deliver value to our customers. These projects span the RTX businesses, Corporate Functions, and Enterprise Services, supporting both Enterprise as well as business-specific solutions. This position will be responsible for our portfolio of projects in the Human Resource and Payroll areas. They will have project managers reporting directly to them and make resource assignments to satisfy demand. The Portfolio Manager will work in partnership with our Service Lines to manage initiatives through the project lifecycle. Responsibilities include reporting on health of the portfolio, managing escalated risks and issues, ensuring proper phase-gate rigor, and holding portfolio reviews with various stakeholders. The portfolio manager demonstrates ownership of the portfolio and its ultimate success! **What You Will Do:** + Utilize and improve portfolio management processes, tools, and RTX governance framework. + Align the project portfolio with RTX's strategic objectives. + Track the performance of all projects in the portfolio, ensuring timelines, budgets, and quality standards are met. + Generate and deliver portfolio reporting and status updates to senior leadership. + Identify trends, risks, and opportunities across the portfolio and make recommendations for improvement. + Manage the allocation of project management resources across projects to optimize capacity and reduce conflicts. + Facilitate regular portfolio review meetings with key stakeholders. + Drive process improvements across the project management lifecycle. + Mentor and support project managers in following best practices and standardized methodologies. **Qualifications You Must Have:** + Bachelor's degree in Business Administration, Information Technology, Engineering, or related field (Master's degree preferred) with 12+ years of experience in project management, with at least 2 years in a portfolio or program management role. + Experience with the HR and Payroll functions with proven ability to manage multiple complex projects and portfolios. + Proficiency with PPM tools such as Microsoft Project, Planview, or similar platforms. + Strong understanding of project management methodologies (Agile, Waterfall, Hybrid) and excellent organizational, analytical, and problem-solving skills. + Demonstrated leadership, communication, and stakeholder management abilities. **Qualifications We Prefer:** + Experience in a PMO or strategic planning role is highly desirable + PMP, PgMP, or PfMP certification is a plus. **What We Offer:** Whether you're just starting out on your career journey or are an experienced professional, we offer a robust total rewards package with compensation; healthcare, wellness, retirement and work/life benefits; career development and recognition programs. Some of the benefits we offer include parental (including paternal) leave, flexible work schedules, achievement awards, educational assistance and child/adult backup care. **Work Location:** Remote **_As part of our commitment to maintaining a secure hiring process, candidates may be asked to attend select steps of the interview process in-person at one of our office locations, regardless of whether the role is designated as on-site, hybrid or remote._** The salary range for this role is 147,000 USD - 295,000 USD. The salary range provided is a good faith estimate representative of all experience levels. RTX considers several factors when extending an offer, including but not limited to, the role, function and associated responsibilities, a candidate's work experience, location, education/training, and key skills. Hired applicants may be eligible for benefits, including but not limited to, medical, dental, vision, life insurance, short-term disability, long-term disability, 401(k) match, flexible spending accounts, flexible work schedules, employee assistance program, Employee Scholar Program, parental leave, paid time off, and holidays. Specific benefits are dependent upon the specific business unit as well as whether or not the position is covered by a collective-bargaining agreement. Hired applicants may be eligible for annual short-term and/or long-term incentive compensation programs depending on the level of the position and whether or not it is covered by a collective-bargaining agreement. Payments under these annual programs are not guaranteed and are dependent upon a variety of factors including, but not limited to, individual performance, business unit performance, and/or the company's performance. This role is a U.S.-based role. If the successful candidate resides in a U.S. territory, the appropriate pay structure and benefits will apply. RTX anticipates the application window closing approximately 40 days from the date the notice was posted. However, factors such as candidate flow and business necessity may require RTX to shorten or extend the application window. _RTX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected class. RTX provides affirmative action in employment for qualified Individuals with a Disability and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act._ **Privacy Policy and Terms:** Click on this link (******************************************************** to read the Policy and Terms Raytheon Technologies is An Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age or any other federally protected class.

The Company: Our Client , WeCare 365 Adult Foster and Family Care, is dedicated to assisting individuals with disabilities and elders to live with dignity and independence in their community. WeCare 365 is a community-based, person-centered long-term support service. The Role: The Human Resources Director is a key member of the leadership team at WeCare 365 AFC, responsible for providing vision, direction, and execution of all human resources strategies. This role is instrumental in shaping an engaged, high-performing workforce by leading initiatives in talent acquisition, employee relations, compliance, culture, and organizational development. The HR Director will serve as a strategic advisor to the Executive Director and leadership team, ensuring HR programs are aligned with organizational goals while fostering a workplace culture rooted in respect, inclusivity, and excellence. This position balances long-term strategic planning with hands-on management of HR functions to ensure both compliance and employee satisfaction across the organization. This role has the ability to be primarily remote with the ability to be onsite in the Brockton location as needed for any HR-related meetings and/or company-related meetings. Key Responsibilities: Strategic Leadership Partner with the Executive Director and leadership team to develop and implement HR strategies that support organizational growth, operational efficiency, and mission alignment Act as a trusted advisor on organizational design, workforce planning, and succession planning Implementation of strategies to cultivate a more inclusive and diverse workforce and foster innovation through varied perspectives Serve as a change management leader, helping guide the organization through transitions with clear communication and employee support Talent Acquisition & Development Oversee recruitment strategies to attract top talent and build a qualified workforce in alignment with organizational needs Lead onboarding programs that create a positive first impression and set employees up for success Develop and implement professional development, training, and leadership programs to support employee growth and career progression Partner with supervisors and managers to identify skill gaps and build development plans Employee Relations & Engagement Foster a culture of open communication, collaboration, and accountability Provide guidance to managers and employees on performance management, conflict resolution, and workplace concerns Lead employee engagement initiatives to improve satisfaction, reduce turnover, and strengthen organizational culture Conduct investigations into employee relations matters with fairness, discretion, and compliance Compensation, Benefits & Compliance Oversee compensation strategy to ensure competitive and equitable pay practices Manage benefits administration, including health, retirement, wellness, and leave programs Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, FLSA, and OSHA requirements Partner with finance to manage HR budgets, benefits costs, and payroll compliance Maintain and regularly update HR policies, procedures, and employee handbooks to reflect best practices and regulatory requirements HR Operations & Metrics Oversee the HRIS system (ADP or equivalent) to maintain accurate employee records and improve HR workflows Establish HR metrics and provide regular reporting to leadership on turnover, retention, recruitment, and engagement trends Drive continuous improvement by analyzing data, identifying patterns, and implementing evidence-based HR practices Supervise, mentor, and develop HR team members, ensuring efficiency and alignment with HR goals Qualifications: Education & Certifications Bachelor's degree in human resources, Business Administration, or a related field required Master's degree preferred HR professional certification (SHRM-CP/SCP, PHR/SPHR, or equivalent) strongly preferred Experience Minimum of 7-10 years of progressive HR experience, with at least 3 years of director level experience Proven success in leading HR functions within healthcare, human services, or a related industry strongly preferred Demonstrated experience in employee relations, compliance, organizational development, and change management Knowledge, Skills & Abilities In-depth knowledge of HR laws, regulations, and best practices Strong leadership and people management skills with a proven ability to motivate, coach, and develop staff Excellent communication, negotiation, and interpersonal skills with the ability to build strong relationships at all levels of the organization High degree of integrity and discretion in handling sensitive and confidential information Strong analytical and problem-solving skills, with the ability to use data to drive decisions Proficiency in HRIS systems (ADP preferred) and Microsoft Office Suite Core Competencies Strategic Vision - Ability to align HR practices with long-term organizational goals Leadership & Influence - Inspires trust, earns respect, and leads by example Employee Advocacy - Champions employee well-being, engagement, and development Collaboration & Teamwork - Works across departments to achieve common goals Adaptability & Resilience - Thrives in dynamic environments with evolving priorities Cultural Competence - Promotes diversity, equity, and inclusion across the organization Benefits/Perks: Medical, vision and dental insurance 401(k) Employee Assistance Program (EAP) Generous PTO package 13 Company Holidays Compensation: The anticipated salary range for this position is between $100,000 and $130,000. Salary will be determined based on experience, education, and other factors Our Client , WeCare 365 AFC, is an equal opportunity employer, and they value diversity at our company. They do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status, disability status, or any other protected characteristic or status. Disabled applicants may request any reasonable accommodation needed to enable them to complete the application process.

Human Resources Director Come join us at St. Patrick's Manor! A Faith-Based, Nonprofit, 303-bed, Short and Long-term care facility sponsored by the Carmelite Sisters. We are a place of life, a place of caring, and more importantly, a true home for our residents. Located on lush, manicured lawns and gardens in Framingham, MA, we are just minutes from Route 9 for easy access to the Mass Pike. We are seeking to hire a Director of Human Resources. $80K to $86K annually based on skills and experience. Director of Human Resources Introduction: This role is responsible for overall administration, coordination, and evaluation of the human resource function. Director of Human Resources Qualifications: Must have a Bachelor's Degree; Master's Degree preferred; in a job-related discipline. Minimum of 4 years of HR management experience. Long-Term Care experience required. HR expertise, including strong understanding of Massachusetts labor law, and ability to guide and train others in this discipline. Attention to detail and general business acumen. Strong contributor in team environments and relationship management. Director of Human Resources Summary: Oversee management of time clock administration and its integration with processing payroll. Operate UKG HRIS for Core (employee lookup), reporting, Workforce Dimensions, Recruiting Gateway and Onboarding Gateway. Administer all employee benefits programs, in cooperation with centralized benefits management, to include accurate payroll deductions, PTO, health and dental insurance, COBRA, life, supplemental insurances, and retirement plan. In cooperation with the System Office Recruiting Manager, manage the recruiting and onboarding function through use of Indeed and UKG recruiting/onboarding; background and drug checks and Relias learning management system. Maintain the Employee Handbook, job descriptions, performance evaluations, and all other HR-related documents. Maintain accurate personnel files in accordance with established policies to include all required state and federal forms and records of required training. Administrate employee injuries in conjunction with centralized claims management (MetLife); maintain accurate OSHA injury logs. Manage all employee disciplinary and termination procedures with documentation, in consultation as applicable with management and legal counsel. Annually review and make recommendations to executive management for improvement of the organization's policies, procedures, and practices. Maintain responsibility for organization compliance with federal, state, and local legislation pertaining to all personnel matters. Assist executive management in the annual review, preparation and administration of the organization's wage and salary program. This is a brief overview of job responsibilities and not intended to be all inclusive. We aim to create a supportive workplace where you are valued, compensated fairly and provided the tools to thrive! St. Patrick's Manor can offer you: Competitive Compensation Health (Aetna), Dental, Vision, HSA with employer contribution Benefits available 1st of the mo. following 30 days Flexible Spending Account and Supplemental insurances Fully paid Life and Short-Term disability insurance Employee Assistance Program with Discount marketplace Retirement Plan Student Loan Forgiveness Guidance Compassionate work environment Please consider joining our team working where The Difference is Love ℠! St. Patrick's Manor is an Equal Opportunity Employer and adheres to a policy that prohibits discrimination on the basis of race, color, sex, sexual orientation, gender identity, religion, creed, national or ethnic origin, citizenship status, age, disability, veteran status, or any other legally protected class. #SPM2024

Title: Chief of Human Resources Officer Reports To: Chief Executive Officer Employment Type: Full-Time, Exempt OVERVIEW OF ROLE Match is seeking a Chief Human Resources Officer (CHRO) who will be a key member of the District's Senior Leadership Team and play an integral role on the Network Support Team supporting all 3 school campuses. The CHRO is responsible for developing and executing a comprehensive human resource, diversity, equity, and inclusion strategy that supports Match's mission and strategic direction. The CHRO will ensure compliance with all human resource, EEOC and Title IX policies. They will promote alignment and collaboration across campus and network departments and support and advise the Chief Executive Officer on all HR matters. The compensation for this position starts at an annual salary rate of $145,000 and can be higher based on prior relevant experience. This full-time, in-person position is based at Match's Network Support Team office located on 215 Forest Hills St. in Jamaica Plain, but regular travel between Match's three school campuses will be required. PM20 KEY RESPONSIBILITIES Strategic Leadership & Organizational Development * Serve as a key member of the Senior Leadership Team, participating in strategic planning, organizational decision-making, and translating Match's vision into effect * Provide strategic leadership by articulating HR and DEI needs and plans to the Senior Leadership Team and Board of Trustees * Assess HR systems to inform decision-making HR Strategies and Leadership * Advise the CEO on HR opportunities, implications, and risks related to key issues and strategic decisions, and on matters related to employee morale, supervisory issues, or other staff concerns * Provide guidance and strategic direction on matters impacting staffing, employee engagement and experience, and employee relations * Establish strong working relationships with the Senior Leadership Team and campus leaders; ensure HR, Title IX and equity issues of common concern are addressed in a timely, effective manner (see also collaboration below) * Supervise HR Manager * Lead, mentor, direct, and support while promoting a culture of high performance and continuous improvement * Monitor various processes to ensure timely and efficient processing of applicants and employees across recruitment, hiring, onboarding, and offboarding * Lead HR Policies and Practices, in particular: * Staff onboarding and induction * Leaves management (PFMLA) * Title IX and Equity investigations and resolutions * Accommodation assessment, interactive dialogue and implementation * Ensure strong systems and structures aligned with HR and state laws, including training initiatives on HR policies, procedures, employee relations, performance and licensure * Mediate interpersonal conflicts * Strong Collaboration across all levels of Match, both at the Network Support Team and across all three campuses * Create learning and development opportunities that build organizational capacity and support career progression pathways * Monitor key HR metrics, including employee satisfaction, performance evaluation trends, and DEI progress, to name a few Employee Relations & Compliance * Manage employment-related risks and ensure compliance with internal policies and all employment laws and regulations at the local, state, and federal levels * Respond to and investigate employee relations issues or complaints; advise the CEO on significant topics and recommended resolutions * Direct investigations of employee misconduct, ensuring thorough, fair, and timely processes * Oversee EEOC and OCR regulations and complaints, ensuring organizational compliance * Oversee the termination process, ensuring legal compliance and respectful treatment * Ensure all staff and candidates for employment meet and maintain suitability for work status, including background checks (CORI, fingerprinting), licensure, and support with reference-checking processes Perform other duties as assigned by the CEO or appropriate administrator QUALIFICATIONS Education * Required: Bachelor's degree in Human Resources, Business Administration, Education Administration, or related field * Preferred: Master's degree in Human Resources, Business Administration, Education Administration, or equivalent field Certifications/Licenses * Required: PHR, SPHR, SHRM-CP, or SHRM-SCP certification (unless has a degree in HR). * Preferred: Additional School Leadership certification. Work Experience * Required: Minimum of 10 years of progressive leadership experience in Human Resources and its functions. * Required: Minimum of 10 years of supervisory experience managing HR teams * Highly Preferred: Experience in the education sector, particularly charter schools or urban educational settings. * Preferred: Experience managing HR functions across multiple sites or campuses. KNOWLEDGE, SKILLS & ATTRIBUTES Technical Expertise * Knowledge and experience in employee relations, and equity and inclusion initiatives and programs that create and support an inclusive workplace culture * Knowledge of federal and state employment laws, including Massachusetts education employment regulations (or understanding of HR best practices in the education sector) * Proficient in the use of Google Suite, HRIS systems (like HILB and ADP), and technology to maximize efficient practices and deliver data-driven insights * Exceptional judgment and ability to effectively identify, analyze, and solve practical and sensitive problems * Strong analytical skills with the ability to use data to inform strategy and measure impact * Ability to successfully manage a variety of variables and personalities in a dynamic environment Communication & Interpersonal Skills * Exceptional oral and written communication, interpersonal, and conflict management and resolution skills * Demonstrated ability to communicate effectively across diverse audiences * Capacity to, independently and as part of a team, plan, organize, and prioritize work while managing multiple deadlines in a fast-paced environment * Strong project management skills with the ability to execute complex initiatives from conception through implementation Personal Attributes * Committed to maintaining strict confidentiality with sensitive personnel matters * Embodies Match's core values of Equity, Freedom, Teamwork, Innovation, and Accountability * Approachable and a great listener * Demonstrates cultural competence and commitment to diversity, equity, and inclusion * High degree of professionalism, integrity, and ethical standards MATCH'S COMMITMENT TO DIVERSITY Research has shown that people of color and women are less likely to apply for jobs if they don't believe they meet every one of the qualifications described in a job description. Our highest priority is finding the best candidate for the job. We encourage you to apply, even if you don't believe you meet every one of our qualifications described or you have a less traditional background.

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, you will report to the Executive Director and maintain a close relationship with corporate accounting and Human Resources and the Organizational Development teams. Salary $75k 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

Under the direction of the Human Resources Director or designee, the Director of Equal Employment Opportunity ( EEO ) and Human Resources Information Systems ( HRIS ) is responsible for supporting the operations and administrative functions of the Human Resources Department. This includes assisting with recruitment, onboarding, employee relations, benefits administration, payroll coordination, and compliance with employment laws. Overseeing the District's equal employment opportunity ( EEO ) plan and efforts. The position provides technical and professional support for all human resources functions and assists with the responsibilities of the Human Resources Director as needed. This role ensures that personnel policies, procedures, and best practices align with the District's mission, values, and commitment to diversity, equity, and inclusion. Desirable Qualifications Four years of responsible general clerical experience, supplemented by college level coursework in human resources Previous experience in human resources is preferred Community college experience is preferred Required Qualifications Associate's degree in human resources, public administration, general business, business management, personnel management, industrial relations, or a related field from an accredited college or university; AND Two years of experience working in an office setting, including at least one year in a lead or management role. OR Six years of responsible general clerical experience, including at least one year in a lead or management role Demonstrated sensitivity to and understanding of the diverse academic, socio-economic, cultural, disability, and ethnic backgrounds of community college students and staff

Under the direction of the Vice President of Human Resources, the Assistant Director of Human Resources plays a critical role in promoting a safe, respectful, and inclusive environment at Quincy College by investigating complaints of sex-based discrimination, harassment, and retaliation under Title IX of the Education Amendments of 1972 as well as general employee complaints. The Assistant Director of Human Resources will also provide support in the areas of talent acquisition leave administration, labor relations, and employee relations. The role supports the Vice President of Human Resources in the day to day operations of the HR department. The Assistant Director of Human Resources will work closely with staff, students, faculty, administrators and other stakeholders to facilitate a fair process and ensure that individuals are treated with dignity and respect throughout the investigation and resolution process. This position requires a deep understanding of Title IX regulations, Title VI, employment law, investigative procedures, and the ability to handle sensitive matters with professionalism and discretion. EDUCATIONAL EXPERIENCE: Bachelor's degree is required; Master's degree is preferred. PHR/SHRM -CP or SPHR/SHRM- SCP preferred. EXPERIENCE REQUIREMENTS: Minimum of 3-5 years of experience in investigative work, preferably in the context of Human Resources or Title IX, higher education. Experience in conducting investigations into allegations of sexual harassment, sexual assault, discrimination, or retaliation is highly preferred. Knowledge of Title IX regulations, related federal and state laws, and the regulatory environment governing sexual harassment and misconduct in higher education. Experience in conducting Title VI workplace discrimination investigations involving discrimination and harassment complainants regarding protected categories. Experience conducting workplace investigations involving possible college policy violations. Ability to work both independently and as a team member. Ability to manage and prioritize multiple cases simultaneously. Ability to handle multiple tasks simultaneously Excellent written and verbal communication skills, with the ability to prepare detailed investigation reports and present findings clearly and concisely. Ability to conduct thorough and professional investigations in a timely manner. Attention to detail. Ability to manage sensitive situations with professionalism, impartiality, and confidentiality. Excellent interpersonal and communication skills, both verbal and written. Ability to communicate with tact and diplomacy. Ability to develop and foster positive working relationships with all levels of employees. Ability to manage confidential information in a professional manner. Good time management and organization skills. Problem analysis and problem resolution skills. Understanding of Human Resources practices and employment law. Proficiency with Microsoft Office and other relevant software. Ability to work flexible hours as needed. Ability to commit to a full-time on-site work schedule. Qualified applicants must be able to perform the essential functions of this position with or without reasonable accommodations. Preferred Qualifications: Experience in higher education or university settings. Knowledge of restorative justice practices or alternative dispute resolution methods. Experience working in a union environment and knowledge of progressive discipline, due process, and just cause. Experience working in the public sector. Requirements: SUPERVISORY RESPONSIBILITIES: None TRAVEL: Occasional and local travel, including travel to Boston, Quincy and Plymouth Campuses as necessary. ESSENTIAL FUNCTIONS: Investigatory Functions Investigate allegations of misconduct, including harassment, discrimination, retaliation, unethical behavior, and violations of institutional policies or labor laws. This includes complaints from faculty, staff, or students. Gather and evaluate evidence through interviews with the complainant, respondent, and witnesses, as well as reviewing relevant documents, communications, and other sources of information. Ensure investigations are completed promptly and efficiently, within the timeframe outlined in the college's policies and procedures. Prepare detailed, clear, and factual written reports documenting the findings of the investigation, including an analysis of the evidence, the credibility of witnesses, and a determination of whether policies were violated. Based on the findings, make recommendations for corrective actions, including disciplinary measures, policy changes, training programs, or other appropriate interventions. Stay up-to-date on federal, state, and local employment laws, including Tilte VI of the Civil Rights Act, the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and other labor regulations that impact workplace behavior. Interpret and apply college-specific policies and procedures, including employee conduct and anti-discrimination policies to ensure compliance during investigations. Work closely with the college's HR team, legal counsel, Title IX Coordinators, and other relevant departments to ensure the investigation is consistent with institutional policies and legal requirements. Provide clear and timely updates to relevant parties (e.g., Vice President of HR, General Counsel, President,) while maintaining confidentiality and privacy standards. Respond to queries from employees, supervisors, or administrators about the investigation process. Act as a neutral point of contact for both complainants and respondents, offering guidance on the investigation process, their rights, and available support resources ( When appropriate and in accordance with Title IX regulations facilitate informal resolution options such as mediation or conflict resolution between parties involved in the dispute, provided all parties are willing. If applicable, recommend alternative dispute resolution (ADR) methods to resolve conflicts outside of formal disciplinary proceedings. Assist in the coordination of training programs related to harassment prevention and discrimination awareness, as well as other relevant training topics. Support efforts to foster a positive work culture by promoting understanding of college policies and reinforcing expectations for professional conduct. Ensure confidentiality during all stages of the investigation process. Protect sensitive information to prevent unnecessary disclosure and respect privacy laws, including FERPA and state-specific regulations. Handle all reports of misconduct and investigative details with sensitivity to the privacy of individuals involved, ensuring that information is only shared on a need-to-know basis. Make recommendations and provide feedback to senior HR leadership regarding gaps or potential improvements in existing policies, procedures, and practices based on investigation outcomes. Monitor for and address any instances of retaliation against individuals who file complaints or participate in investigations. Ensure that employees are aware of the protections against retaliation. Track recurring issues or patterns in misconduct (e.g., types of complaints, departments involved) and make recommendations to prevent future incidents and improve workplace culture. Promote an environment in which employees feel safe to report concerns without fear of retaliation or bias, reinforcing the institution's commitment to fair treatment for all. General Human Resources Functions: Perform duties as the HR lead assigned to interview teams. Ensure interview teams are adhering to the College's consistent selection process practices. Work with hiring managers to create interview questions. Follow-up with hiring managers regarding the status of the resume review process Review candidates selected for interviews to ensure a diverse representation of candidate pools. Represent Human Resources on selection teams to ensure compliance with all federal/state laws and College policies. Train members of the interview teams regarding applicable federal/state laws and interviewing best practices. Lead the interview team through the consistent candidate evaluation process. Facilitate interview team group discussions and make recommendations for second round of interviews when applicable. Work with hiring manager and interview team on making a recommendation for hire. Check professional references of candidates. Provide Vacancy Table status updates weekly on each hiring process. Collect all documentation from the interview teams including notes and evaluation sheets. Perform other HR duties to support the department as assigned. Assist with employee accommodation requests based on disabilities and religious beliefs. Assist with the coordination of FMLA leave requests. Assist with labor relations functions such as information requests, adherence to grievance procedures, and collective bargaining. Work flexible hours as needed for the purpose of serving HR customers and department colleagues. Participate in mandatory training/coursework; including but not limited to: Title IX and Sexual Misconduct Sexual Harassment and Non-Discrimination Security Policy and Notification of Security Reporting FERPA Municipal Ethics Law Assume other duties as assigned. Additional Information: EEO Statement: Quincy College is an equal opportunity employer committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, gender, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or pregnancy. Quincy College is committed to achieving a diverse workforce and complies with all Federal and Massachusetts State laws, regulations, and executive orders regarding non-discrimination and affirmative action. Application Instructions: Please submit the following documents online: * Resume * Cover Letter