Director of human resources jobs in Manchester, NH

Robert Half is proud to partner with a highly respected client seeking an experienced Human Resources & Payroll Manager to join their team. This is a fantastic opportunity for a motivated professional who enjoys wearing multiple hats and thrives in a people-focused, fast-moving environment. In this role, you will oversee the full spectrum of HR and payroll functions, ensuring seamless processes and a positive employee experience. You'll develop and implement HR policies that align with company objectives and compliance requirements, manage full-cycle recruitment and onboarding, and play a key role in employee relations and performance management. Acting as a trusted resource to both employees and leadership, you'll also coordinate training initiatives to support professional growth and organizational development. On the payroll side, you'll take ownership of accurate and timely processing, manage benefits administration, and ensure adherence to all wage, tax, and reporting regulations. You'll analyze payroll data to identify trends and continuously look for ways to streamline and enhance efficiency. Staying current on employment laws and compliance standards will be critical as you support audits and maintain meticulous records. The ideal candidate will bring a bachelor's degree in Human Resources, Business Administration, or a related field, along with proven experience managing both HR and payroll functions. A strong understanding of employment laws, HR best practices, and attention to detail are essential for success in this role. If you're a hands-on HR professional with a passion for people, process improvement, and operational excellence, this is an outstanding opportunity to make a meaningful impact with a great organization.

Lowell, Massachusetts / Weston, Florida Fulltime/contract Experience:10+ HR and Payroll Consultant Seeking energetic, customer-focused individuals to implement UKG Ready HRMS/Payroll offering. As a Senior Solution Consultant, you will be part of a growing dynamic team responsible for the high-quality, complete implementation of our core HRMS product. Qualified candidates are self-starters with exceptional organizational and problem-solving skills who are highly motivated to provide excellent customer service. Candidates will also possess a general knowledge of payroll concepts and regulations and be comfortable working in a fast-paced, exciting environment. Duties and Responsibilities: Leveraging your Payroll knowledge and experience to consult on best practices and assist clients in designing and building a solution that meets their needs Working cross-functionally and amongst a team on new customer implementations Acting as the subject matter expert for clients on the Ready product Staying up to date on the latest product features and functionality Driving consistency into Ready delivery practices by leveraging your implementation experience to define processes and best practices for the services organization Using common excel functions, such as VLOOKUP, to format data files and import into UKG Ready Proactively communicate with customers and UKG Project Team members to keep them apprised of project status; mitigating and providing solutions for process or product related issues. Utilizing critical thinking and problem solving strategies to complete tasks Completing project milestones by due dates and keep project tracking tool updated on a weekly basis. Creating & build custom reports within product Contributing to team objectives that may have impact on the area/group Informally mentoring peers based on expertise Basic Qualifications: 5+ years' experience implementing Payroll products/systems Workforce Ready/SAP HCM/People soft/ADP HCM) BS/BA degree or equivalent experience Demonstrated ability to troubleshoot technical issues Preferred Qualifications: SHRM, FPC, CPP certification Microsoft Excel skills (VLookup, pivot tables, formulas) Experience in payroll with UKG Ready//SAP HCM/People soft/ADP HCM) Excellent communication and consulting skills Ability to work in a fast-paced team environment

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work - and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. Embark on a career putting innovative, reliable, and agile products and ideas into orbit, and beyond. Northrop Grumman has opportunities waiting for you that play a vital role in human space exploration, national defense, and scientific discovery, supporting multiple programs across the universe. With us, you'll discover a culture of curiosity and collaboration that will have you Defining Possible from the day you start. Our space systems connect and protect millions of people on earth every day, now and for the future. Explore your future and launch your career today. Are you interested in expanding your career through experience and exposure, all while supporting a mission that seeks to ensure the security of our nation and its allies? If so, then Northrop Grumman Space Sector is the place for you. With us, you'll discover a culture of curiosity and collaboration that will have you Defining Possible from the day you start. Northrop Grumman is currently seeking a **Human Resources Business Partner - Level 3** , to join our Intelligence System Division - Mission Enabling Products (MEP) team. This position will be based in our **Devens MA** or **East Hartford CT** location, **_with monthly visits to the alternate site_** . Our HR community is composed of incredible people with different abilities, diverse thinking and varied backgrounds who find professional fulfillment in understanding and advocating for employees, supporting the coaching and development of the management team, and solving organizational challenges through our partnership with business leadership. The selected candidate will partner with the business to ensure a complete understanding of business needs and objectives to deliver exceptional HR support in the areas of HR processes, policies, and initiatives. **In this job, you will:** + Consult and assist in the implementation of HR strategy, programs and policies across multiple client groups, including talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, EEO and other areas within the HR body of knowledge. + Collect, analyze, and present human capital-related data as well as manage multiple projects/tasks from inception to completion in a changing environment. + Establish an intimate understanding of the business, build and expand relationships with client leadership teams, and create close partnerships across HR, and centers of excellence (COE's). + Support and partner with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, diversity and inclusion and organizational effectiveness to support talent strategies. + Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrix leadership, COE and functional HR business leadership. + Develop and implement value-added HR programs and initiatives, support all aspects of HR for assigned client groups including performance management, employee relations, compensation, reward and recognition, succession planning, organizational and staff development, and change management. + Analyze and concisely present information to the management team to enable business growth and sound decision making. + Play a key change leadership role in the company's transformation by reinforcing a culture of growth, innovation and calculated risk taking through the application of human capital strategy, tools and processes. + Support and enable leaders to make informed decisions about talent and hold their organizations accountable for business results. + Project manage multiple HR projects to include planning, organizing, implementing, and completing the projects simultaneously on topics within various HR work streams. + Other duties as assigned. If this job description reads like it was written specifically for you, consider joining our team! **Basic Qualifications:** + Bachelor's degree in Business, Human Resources Management, Organizational Development, Industrial Psychology or related field with 5+ years of professional experience in Human Resources - OR - Master's degree as outlined above with 3+ years of professional experience Human Resources. + Experience understanding and application of HR principles, concepts, policies and practices. + Proficient verbal and written communication skills, with demonstrated ability to effectively communicate with and influence others. + Proficient in Microsoft office (Word, Excel, PowerPoint, Outlook, Teams). + Proven ability to support cross-functional projects to completion including organizing, planning, scheduling and following up on project related items. **Preferred Qualifications:** + Experience working on complex duties in a high-impact, time sensitive environment. + Experience supporting manufacturing client groups a plus. + Working knowledge of HRIS platforms and technology, with preferred applications experience in Workday and Saba Learning Exchange (LX). + Leadership coaching skills and knowledge of human and adult learning principles a plus. + Experience in proactive HR assessment, diagnosis and solutioning of business challenges. + Ability to navigate cultural and business nuances/sensitivities to promote top performance, employee engagement and inclusion. **You'll be a great fit if you:** + Collaborate effectively at all levels of the organization and across multiple sites using interpersonal, influencing, consulting/negotiating skills, business savvy, strong problem-solving skills, analytical skills, and systems skills. + Ensure solutions are effectively implemented and sustained. + Successfully navigate in a matrix organization and proactively identify information and resources to resolve various inquiries and situations. + Organize, prioritize, plan, schedule, follow up on concurrent tasks and execute Business Unit/Division/Sector/Corporate HR projects and initiatives. **About Human Resources** : Join a team that is agile, responsive, and mission driven that meets the evolving needs of our teams and stakeholders. **Curious about all the exciting developments with the Northrop Grumman Space Sector? Click the link below:** ************************************* Primary Level Salary Range: $91,200.00 - $136,800.00 The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business. The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit *********************************** U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.

The HR Business Partner (HRBP) - Corporate, will align business objectives with employees and management in designated business units. The HRBP will act as a consultant to management on HR related issues. The successful HRBP will act as employee champion and change agent, assess and anticipate HR-related needs, communicate needs proactively within the HR department and with business management - seeking to develop integrated solutions. The HRBP works with other areas in HR to deliver value added service to the business that reflect the objectives of the organization. The HRBP maintains an effective level of business literacy - long- and short-term goals, culture and competition. For over 90 years Global Partners LP has been delivering the energy our communities need to grow, move, and thrive. From Alltown Fresh, with its innovative chef-led creations and guest-focused retail experience, to our vast network of over 50 liquid energy terminals across the eastern seaboard and beyond, Global Partner's integrated network of businesses delivers value day-in and day-out to our guests and customers across the US. At Global Partners we embrace the future, investing in energy transition with initiatives like GlobalGLO and supporting the communities in which we operate with our charitable work. We're excited for the next 90 years at Global Partners and what innovative new ideas we can bring to our guests and customers in the future. We're looking for passionate people with great ideas to contribute to our company's future. If you're motivated by what's next, Global Partners can provide you with the opportunities to push your career to the next level. The Types of "Energy" You Bring * Excellent written and verbal communication skills. * You are self-motivated and like to take initiative. * You are a team player with a positive attitude. * You have strong time management skills. "Gauges" of Responsibility * Consult with line management providing HR guidance when appropriate/needed * Manage and resolve complex employee relations issues * Maintain in depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance * Provide day to day performance management guidance to line management(coaching, counseling, career development, disciplinary actions etc) * Work closely with managers and employees to improve work relationships, build morale, increase productivity and retention * Provide HR policy guidance and interpretation * Provide guidance and support on business unit organizational issues, restructures, workforce planning and succession planning * Identify training needs/opportunities for business units and individual training/coaching needs * Participate in evaluation and monitoring of success of training programs * Working with other members of the HR team, conduct new employee orientation program and onboarding practices * Manage exit interview process and analysis "Fuel" for You * Coins! We offer competitive salaries and opportunities for growth. We mean it! We have an amazing Talent Development Team who create trainings for growth and job development. * Health + Wellness - Medical, Dental, Visions and Life Insurance. Along with additional wellness support. * The Road Ahead - We offer 401k and a match component! * Professional Development - We provide tuition reimbursement; this benefit is offered after 6 months of service. * Give Back! We believe in community support. We know everyone gives in their own way, that's why we offer paid volunteer time-off to you to help an organization of your choice. The GPS of our Interview Process * First thing first, if you're interested in the role, please apply. * A talent acquisition team member will review your resume in partnership with the hiring manager. If your experience would lend to this opportunity a recruiter will contact you. * We conduct in-person and virtual interviews. Qualifications: * Bachelors Degree preferred * Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, performance management, recruitment * Excellent consulting skills and leadership skills * Excellent client management and business literacy skills * Strong conflict management skills * Effectively envision, develop and implement new strategies to address competitive, complex business issues * Manage multiple business units across multiple geographical locations * Ability to foster teamwork along with the ability to drive strategic direction * Proven problem-solving skills combined with clear communication - both verbal and written while building strong collaborative relationships. Pay Range: $103,000.00 - $154,600.00 The pay range for this position is outlined above. The final amount offered at the start of employment is determined based on factors including, but not limited to, experience level, knowledge, skills, abilities and geographic location, and the Company reserves the right to modify base salary at any time, including for reasons related to individual performance, Company or individual department/team performance and market factors. We value passion and potential. If you are enthusiastic about a position and think you can make a meaningful impact, we encourage you to apply even if you don't check every box. We embrace different perspectives, backgrounds and experiences. Global Partners LP is an equal opportunity employer. We foster a company culture where ideas from all people help us grow, move and thrive. We embrace the diversity of all applicants and do not discriminate against race, color, religion, sex, age, national origin, sexual orientation, gender identity, disability, protected veteran status or any other basis prohibited by federal, state or local law. If you have a disability and need an accommodation to apply, please contact our recruiting department at ************. * Disclaimer: At Global Partners, we don't use lie detector tests for any employment decisions. We follow all the rules and regulations, so we need to let you know: In Massachusetts, it's illegal to require or administer a lie detector test as a condition of employment of continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

About Tufts Medical Center Tufts Medical Center is a world-renowned academic medical center that has been providing exceptional care across New England for over two centuries. Our clinicians are dedicated to delivering innovative, patient-centered care every day, from our primary care to our Level I Trauma Center to our leading heart transplant program and over 100 specialties and services. We are also the principal teaching hospital for Tufts University School of Medicine and a leading research institution that conducts game-changing medical and health policy research. Location: Onsite at Tufts Medical Center Boston, MA Job Overview The Vice President (VP) of Human Resources (HR) Academic Medical Center will serve as the senior-most HR executive on-site at Tufts Medical Center (TMC), reporting directly to the Corporate CHRO of Tufts Medicine with a matrixed reporting to the TMC President. As the strategic HR leader for the site, the VP will oversee a high-impact team and manage core HR functions including the HR Business Partner (HRBP) team. This role also holds matrixed oversight of the local Employee and Labor Relations (ER/LR) to ensure close coordination and alignment with the HR COE leaders. The VP will serve as a key member of the Tufts Medical Center executive leadership team and will play a critical role in shaping and executing the HR strategy in alignment with both site-specific and system-wide goals. The VP will ensure cohesive collaboration across all HR functions, driving consistency, excellence, and a people-first culture across the site. Job Description Minimum Qualifications: 1. Master's degree in Human Resources, Organizational Development, Business Administration, or a related field. 2. Ten (10) years of progressive HR leadership experience, including five (5) years in a senior HR role within healthcare, academic, or similarly complex environments. 3. Experience with large-scale transformation, including cultural change, mergers and acquisitions or system integration with a focus on building a positive, engaged workplace culture. Preferred Qualifications: 1. Fifteen (15) years of progressive HR leadership experience, including seven (7) years in a senior HR role within healthcare, academic, or similarly complex environments. 2. Human resources professional certifications (e.g., SHRM-SCP, SPHR) strongly preferred. Duties and Responsibilities: The duties and responsibilities listed below are intended to describe the general nature of work and are not intended to be an all-inclusive list. Other duties and responsibilities may be assigned. 1. Provides executive HR leadership, strategic direction, and day-to-day oversight of site-specific HR operations. 2. Acts as a trusted advisor to the Tufts Medical Center President and senior leadership team on all human capital matters, contributing to organizational planning and strategic execution. 3. Leads and manages the HRBP team, ensuring alignment of HR strategy with operational and clinical goals at the site. 4. Responsible for successfully onboarding and assimilating senior leaders into complex organizations, including providing strategic guidance on culture, stakeholder relationships, and team integration. 5. Provides matrixed oversight of the local Employee & Labor Relations and Leave Administration functions, ensuring best practices, legal compliance, and consistency across the site. 6. Drives collaboration and matrixed alignment with Corporate HR COEs (Talent Management, Talent Acquisition, Compensation, Benefits, etc.) to execute integrated, best-in-class HR solutions. 7. Builds strong working relationships with other Tufts Medicine site executives and COEs to promote a consistent, high-performing organizational culture across the system. 8. Champions engagement and belonging initiatives in partnership with HR partners. 9. Fosters talent development and succession planning at the site, in coordination with the Talent Management COE. 10. Partners with the Talent Acquisition COE to support local workforce planning and recruitment efforts. 11. Uses workforce analytics and data to inform strategic decisions, measure HR effectiveness, and drive continuous improvement. 12. Maintains strong knowledge of applicable federal, state, and local laws, as well as collective bargaining agreements, and ensure compliance in all aspects of HR. 13. Acts as a key leader in change management initiatives, including restructuring, integration, and cultural transformation efforts. 14. Models and promotes the values of Tufts Medicine, reinforcing a culture of respect, accountability, and excellence. Physical Requirements: 1. Professional office environment with typical office requirements such as computers, phones, photocopiers, filing cabinets, etc. 2. This is largely a sedentary role, which involves sitting most of the time, but may involve movements such as walking, standing, reaching, ascending / descending stairs and operating office equipment. 3. Frequently required to speak, hear, communicate, and exchange information. 4. Able to see and read computer displays, read fine print, and/or normal type size print and distinguish letters, numbers, and symbols. 5. Occasionally lift and/or move up to 25 pounds. Skills & Abilities: 1. Executive presence with strong interpersonal, communication, and relationship-building skills. 2. Experience successfully onboarding and assimilating senior leaders into complex organizations, including providing strategic guidance on culture, stakeholder relationships, and team integration. 3. Experience working in unionized environments, with an understanding of the dynamics of labor relations and collaboration with represented employees. 4. Proven ability to manage HR operations in complex, matrixed organizations. 5. Collaborative leadership style with demonstrated success working across corporate and site teams. 6. Strategic thinker with a data-informed approach to solving organizational challenges. 7. Strong business acumen with the ability to connect HR strategy to operational success. 8. Adept at managing through ambiguity, complexity, and organizational change. 9. Experience driving engagement, belonging, and leadership development initiatives. 10. Commitment to service excellence and continuous improvement in the employee experience. Job Profile Summary This role focuses on supporting the design, development, and implementation of human resource programs and policies, including recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management & organization development and employee/labor relations. In addition, this role focuses on performing the following Human Resources Leadership duties: Controls, directs, and participates in the activities of the organization through a hierarchy of managers and supervisors. Responsibilities also include long-term strategic planning, determining the policies of the organization, and allocating its resources and making decisions regarding organization growth and diversification to accomplish entity's vision. An executive role that provides strategic vision and/or tactical/strategic direction across multiple teams with the majority of time spent on overseeing area of responsibility and directing the responsibilities of employees. Goal achievement is typically accomplished through performance of direct and/or indirect reports. An entity sub-function head role accountable to establish and implement strategies that have short to mid-term (1-3 years) impact on business results in alignment with function objectives. Leads multiple teams of directors/senior managers and managers and develops short to mid-term (1-3 years) plans for optimizing the function or sub-function and the talent required to execute strategies in job area. The salary range for this position is $275,000 to $350,000 annually. Actual compensation will be determined during the selection process and is based on a variety of factors, including but not limited to relevant experience, education, and internal equity. This leadership role also includes eligibility for our executive incentive plan, providing an additional performance-based compensation opportunity. Award opportunities are calculated as a percentage of your base salary and are paid out based on the achievement of approved goals and Tufts Medicine's overall performance. Beyond base pay, Tufts Medicine provides a comprehensive Total Rewards package that supports your health, financial security, and career growth-one of the many ways we invest in you so you can thrive both at work and outside of it. At Tufts Medicine, we view this investment not merely as compensation, but as recognition of the significant impact you will have as a leader in shaping our future.

Job Description If you are interested in a rewarding job and a supportive culture, as well as, being part of an organization that rates among the highest in the state for consumer satisfaction, Seacoast Mental Health Center, Inc. has an opening for a Vice President of Human Resources to join our team! At Seacoast Mental Health Center, we provide hope and promote recovery for children, adolescents, adults and their families in the Eastern half of Rockingham county. If you like making a difference in your community and are passionate about working in a non-profit organization, Seacoast Mental Health is an excellent choice! The Vice President of Human Resources performs administration of all SMHC employment-related policies and procedures to ensure that the Center operates within acceptable limits as determined by outside regulatory agencies, and state and federal employment law to maximize productive employment and minimize risk of litigation. 1. Recruitment - oversees all recruitment activities including preparation of ads for internal and external advertising, surveying possible avenues of recruiting prospective employees, and implementation of strategies for recruiting staff. 2. Orientation ‑ establishes and continually updates a comprehensive orientation packet for all new employees, coordinates orientation presentations, and ensures and documents that all new staff attend and have read the personnel policies. 3. Employee Benefits ‑ Informs new employees of benefits package; audits invoices and approves for payment; establish a beneficial working relationship with each insurer/agent for processing changes; negotiates additional benefits or provider changes; and evaluates, on an on-going basis, the overall competitiveness and effectiveness of the Center's benefits package in the marketplace. 4. Worker's Compensation and Family Medical Leave Administration - review of all Incident Reports, submission of First Report of Injury, accident investigation follow-up, monitoring lost time and ensuring timely resolution. Review of all FMLA request forms, medical provider documentation, employee follow up, and tracking of leave. 5. Provides consultation and mediation as necessary to all staff regarding personnel matters. 6. Conducts exit interviews upon termination of employment. This process includes notifying staff of their benefits and pay upon termination as well as gathering information through the exit interview questionnaire. This information is then relayed to appropriate management, including the Chief Executive Officer. 7. Personnel Records ‑ oversees the maintenance of all personnel files and periodically performs audits to ensure documentation. Also oversees the maintenance of the personnel roster and notification of staff of personnel changes as they occur. 8. Staff Development/Training - Co-chairs the Staff Growth and Development Committee in order to assist in the assessment of the education and training needs of the staff and offer education and training opportunities concerning significant clinical, administrative, and healthcare issues to the staff and, when appropriate, to the community. Ensures that all training and staff development is documented in the personnel file in a timely manner. 9.Coordinates the privileging processes for staff who are to become privileged at our area hospitals. Communicates appropriately with hospital staff and SMHC staff to ensure that these processes are performed in a timely manner, appropriately documented, and that staff are re-privileged when necessary. 10.Serves as Chair of the Personnel Committee, which, among other things, is responsible for maintaining, reviewing, and updating the Employee Handbook. Recommends the addition, deletion and modification of policies and procedures as appropriate. Serves as a member of the Risk Management Committee. Represents SMHC at the state-wide Human Resources Directors' meeting. 11.. Assists in emergency/disaster response per the Center's Emergency Preparedness Plan. Seacoast Mental Health Center, Inc. offers a generous compensation package including paid time off, health and dental plans, retirement account match, etc. We are an Equal Opportunity Employer, and we value the diversity of our community.

You are applying for work with a franchisee of Dunkin' Donuts /Baskin-Robbins, not Dunkin' Brands, Inc. or any of its affiliates. Any application or information you submit will be provided solely to the franchisee. If hired, the franchisee will be your only employer. Franchisees are independent business owners who are solely responsible for their own employees and set their own wage and benefit programs that can vary among franchisees. 2017. Bowers Donuts Inc. The Dunkin' Donuts trademarks, logos and designs are trademarks of DD IP Holder LLC. Used under license. ","identifier":{"@type":"PropertyValue","name":"Job ID","value":"7125426"},"date Posted":"2025-09-18T10:58:05.248597+00:00","employment Type":["FULL_TIME"],"hiring Organization":{"@type":"Organization","name":"Baskin Robbins","same As":"https://www.baskinrobbins.com/","logo":"https://dokumfe7mps0i.cloudfront.net/oms/15524/image/2025/4/LHUVQ_***********22/***********22.png"},"job Location":[{"@type":"Place","address":{"@type":"PostalAddress","street Address":"368 Route 12","address Locality":"Groton","address Region":"CT","postal Code":"06340","address Country":"US"}}],"base Salary":{"@type":"MonetaryAmount","currency":"USD","value":{"@type":"QuantitativeValue","value":0,"min Value":0,"max Value":0,"unit Text":"HOUR, DAY, WEEK, MONTH, YEAR"}}} Skip to main content Skip to menu Skip to footer * Careers Overview * Working at Baskin-Robbins * Culture * Benefits & Perks * Training & Development Dunkin's cup * Purpose and Values Search Search Careers Hamburger toggle Menu Hamburger toggle Menu Close * Careers Home * Working at Baskin-Robbins * Culture * Benefits & Perks * Training & Development * Purpose and Values * Search Careers Back Human Resource Manager

The Human Resources Director serves as a dedicated partner for the Leadership team and supports the delivery of strategic and tactical HR services and solutions that help the business deliver on the strategic growth plans, including talent management, organizational structure, performance management, processes, and culture. This key position reports to the CEO and participates in leadership decisions across the entire business to meet business objectives. The position is located near Leominster, MA Essential Functions: Experience partnering with leadership in building out the organization and operations as they continue to grow while at the same time assisting associates navigate growth. Experience aligning talent and organization approaches and resources to support business strategy and real-time developments (e.g., acquisitions; service launches; organizational changes). Experience assessing organizational capability to achieve business goals and designing and delivering targeted solutions to address gaps and upskill team performance and morale. Experience developing and driving change management initiatives; anticipate risks and opportunities to the business. Experience providing proactive HR support across all aspects of the employee lifecycle through appropriate coaching and development feedback of leaders and employees. Experience identifying and developing HR programs, processes, and systems such as succession planning, learning and development, compensations, employee relations, incentive programs, workforce planning, and more. Experience defining, establishing, and tracking success measures to understand the effectiveness of department-related key performance indicator initiatives and programs. Experience implementing competitive recruiting and hiring processes to attract and retain top talent. Experience utilizing past experience, current information, and input from key constituents to identify trends and diagnose organizational and training effectiveness. Requirements: Bachelor's Degree in Human Resources, Organizational Development or related. Minimum of 15 years of progressive human resources with business partner focus, 5+ years experience in management/leadership roles with a strategic and tactical execution approach, and ability to perform the essential functions. A record of success in driving human resources policies and practices to achieve positive organizational change that enhances profitability and revenue growth. Demonstrated HR acumen with strong analytical, decision making and problem-solving skills. M&A experience, integration. The compensation package includes a competitive base salary and incentive compensation. Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other characteristic protected by law.

Job Description 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.

Melmark Overview: Melmark is a nonprofit organization providing clinically-sophisticated evidence-based special education, residential, vocational, and therapeutic services for children and adults diagnosed with autism spectrum disorders, developmental and intellectual disabilities, acquired brain injuries, medical complexities, and other neurological and genetic disorders. Director of Human Resources Overview: The Director of Human Resources leads and manages a dynamic HR team responsible for supporting the full employee lifecycle at Melmark New England. This individual will oversee a wide range of HR functions, including employee relations, benefits, compliance, HRIS, talent acquisition, and leave and accommodation management. The ideal candidate is hands-on, with a deep knowledge of employment law and a passion for building effective systems and fostering a positive work culture. This is position supports Melmark#s mission through thoughtful HR and operational excellence. Schedule and Salary Information: # Full-time, exempt position # Monday#Friday schedule with occasional flexibility based on organizational needs # Salary based on experience and starting at $125k Director of Human Resources Requirements: # Bachelor#s degree required; Master#s degree in Human Resources or a related field strongly preferred # Professional certification in Human Resources (PHR) required; Senior certification (SPHR, SHRM-SCP) highly preferred # Minimum of 5 years in HR leadership roles with progressive responsibility across core HR areas (recruitment, compensation, benefits, employee relations, compliance, etc. ) Director of Human Resources Responsibilities: # Lead and support the HR team in delivering high-quality service across all HR functions # Oversee benefits administration, open enrollment, and compliance with ERISA, COBRA, HIPAA, and other applicable laws # Manage FMLA, PFML, ADA accommodations, leaves of absence, and workers# compensation programs # Provide HRIS oversight, including data reporting, metrics, and system improvements # Partner with leadership to assess and enhance policies, organizational culture, and staff development # Guide and support managers in employee relations, performance management, investigations, and documentation # Ensure compliance with local, state, and federal employment laws and internal policies through regular audits and policy reviews # Lead recruitment and staffing initiatives to support workforce planning # Oversee data analysis and reporting for HR dashboards, Board reports, and trend tracking # Participate on internal committees, including the Unified Culture Committee, and lead data efforts related to DEI initiatives # Design and deliver training for managers on performance management, employment law, and related topics # Support internal audits and licensing inspections by maintaining accurate employee records and documentation # Recommend and implement process improvements to optimize efficiency and service delivery within the HR function Benefits: # Work with a nationally known leader in quality-driven initiatives # Generous Paid Time Off Benefits including Vacation, Holiday and Sick # Melmark Sponsored Pension Plan AND 403(b) with employer matching # Health, Dental, Vision Insurance # Flexible Spending Accounts for Health and Dependent Care # Life, AD#D, and Disability insurance # Tuition Reimbursement # Student Loan Reimbursement # Professional Conference and Research Opportunities # Onsite CEUs at no cost to employees

SERIES/GRADE: 0201/14 Trust Indefinite (Non-Federal) DIVISION: Human Resource Department What are Trust Fund Positions?Trust Fund positions are unique to the Smithsonian. They are paid for from a variety of sources, including the Smithsonian endowment, revenue from our business activities, donations, grants and contracts. Trust employees are not part of the civil service, nor does trust fund employment lead to Federal status. The salary ranges for trust positions are generally the same as for federal positions and in many cases trust and federal employees work side by side. Trust employees have their own benefit program, which may include Health, Dental & Vision Insurance, Life Insurance, Transit/Commuter Benefits, Accidental Death and Dismemberment Insurance, Annual and Sick Leave, Family Friendly Leave, 403b Retirement Plan, Discounts for Smithsonian Memberships, Museum Stores and Restaurants, Credit Union, Flexible Spending Account (Health & Dependent Care). Conditions of Employment Pass Pre-employment Background Check and Subsequent Background Investigation, as required. Complete a Probationary Period if applicable. Maintain a Bank Account for Direct Deposit/Electronic Transfer. The position is open to all candidates eligible to work in the United States. Proof of eligibility to work in U.S. is not required to apply. Applicants must meet all qualification and eligibility requirements within 30 days of the closing date of this announcement. OVERVIEW INTRODUCTION The Smithsonian Astrophysical Observatory (SAO) is at the forefront, internationally, of the scientific exploration of the universe. SAO combines its resources with those of the Harvard College Observatory to form the Harvard-Smithsonian Center for Astrophysics (CfA). The CfA is the best-known astrophysics center in the world. Its programs range from ground-based astronomy and astrophysics research to space-based research, the engineering and development of major scientific instrumentation for space launch and use in large ground-based facilities, and research designed to improve science education. The research objectives of SAO are carried out primarily with the support of Government and Smithsonian Institution funds, with additional philanthropic support. Government funds are in the form of Federal appropriations or the form of contracts and grants from other agencies. In contrast, Institution funds are available to SAO through grants from the Institution's Restricted Funds, Special Purpose Funds, Bureau Activities, Business Activities, and non-Federal contracts and grants. SUMMARY The position provides direction to subordinate managers, supervisors, and technical specialists, exercising broad authority for the supervision and integration of complex human resources programs. The incumbent is responsible for overseeing both Federal and non-federal (Trust) hiring processes, ensuring consistency, efficiency, and compliance across categories of employment. The incumbent leads electronic initiatives and modernization efforts, driving the adoption of new HR systems, digital workflows, and process innovations to enhance efficiency, transparency, and the employee experience across the organization. MAJOR DUTIES 1. Strategic Planning and Program Leadership Develop and implement human resources strategies aligned with SAO's mission and Smithsonian priorities. Advises the Director, COO, and senior leadership on workforce planning, personnel matters, and organizational initiatives. Provide regular reporting to the SAO executive on HR processes, metrics, and progress towards goals. Represent the Human Resources Department on SAO wide committees, working groups, and task forces, focused on improving HR policies and practices. Represent SAO on Smithsonian task forces, committees, and study groups to improve HR policies and practices. Demonstrate authority in building and managing collegial and collaborative teams, with the Coaches, models, and provide training on strategies for building and managing collegial, collaborative teams to achieve organizational objectives. Coaches, models, and provides training on approaches for establishing and maintaining collegial relationships across the organization. Program improvements across multiple sites, ensuring compliance and consistency. Prepare and deliver reports on HR metrics, trends, and progress toward goals to inform senior leadership in support of strategic planning. Leads the effort to update HR operations by introducing electronic systems and digital tools to improve efficiency, accuracy, and enhance responsiveness and accessibility. 2. Program Administration and Policy Implementation Ensure compliance with federal law, Smithsonian policy, and SAO's research mission by evaluating program effectiveness and developing internal procedures and guidance for equitable application of HR policies across all programs such as employee relations, performance management, training, and benefits. Provide oversight of workload distribution and ensure HR systems accuracy, consistent policy application, and functional database integrity across units. 3. Hiring, Classification, and Compensation Direct recruitment, selection, and onboarding for both Federal and non-Federal (Trust) positions across all SAO locations, including the oversight of position classification and compensation analysis to support pay equity, salary structures, and adjustments. Provides oversight of including promotions, transfers, reassignments, and commendations, ensuring compliance. Partner with hiring managers to provide smooth and efficient hiring, providing technical advice on staffing strategies for scientific and technical positions. 4. Workforce Services and Support Supervise HR staff reviewing performance management, professional development, and HR operations; partners with the Smithsonian benefits office to ensure effective delivery of HR services. Deliver training, briefings, and communications on HR policies for staff and supervisors. Support professional development, onboarding, and retention across all workforce categories, including administrative, management, technical, scientific, and education staff. Manage SAO's visa program for employees, affiliates, and dependents, providing oversight for SAO's immigration services. Serves as the Responsible Officer for the J-1 Visa Program, advice on complex permanent residency cases and applications for O-1 visas meant for individuals with extraordinary ability. 5. Equal Employment Opportunity (EEO) and Labor Relations Develop and monitor equal opportunity practices and communicate EEO objectives to staff, ensuring nondiscriminatory practices in hiring, promotion, recognition, and employee development. Advise the Director, COO, and leadership on employee relations, disciplinary actions, grievance procedures, and third-party reviews. Participate in reduction-in-force (RIF) planning and employee transition support, including counseling, severance, and outplacement services; approve or recommend serious disciplinary actions, including removals. 5. Immigration and International Programs Manage visa processing for foreign national employees and affiliates, including H-1, J-1, O-1, TN-1, and permanent residency petitions. Serve as the responsible officer of our J-1 program, ensuring alignment with the program goals, submitting annual reports, and overseeing day-to-day management of the program. Serve as liaison with the Smithsonian's Office of Global Affairs, U.S. Citizenship and Immigration Services, Department of Labor, and Department of State. Advise managers and employees on visa eligibility, restrictions, and compliance requirements. Ensure timely renewal of visas and monitor institutional compliance with federal regulations. 6. Risk Management and HR Technology/Analytics Ensure compliance with workplace safety standards, Smithsonian policies, and applicable employment regulations. Partner with supervisors and safety officers to identify and mitigate workplace risks. Oversee HR recordkeeping and ensure confidentiality, data security, and regulatory compliance. Lead implementation and management of HR technology systems to improve service delivery. Drive modernization and electronic initiatives, including integration of advanced HR platforms, employee self-service tools, and digital communications. Use workforce data and HR analytics to inform decision-making on staffing, retention, compensation, and organizational effectiveness. Engage with colleagues in the Smithsonian's Office of General Counsel, Office of Human Resources, and the Office of Global Affairs to ensure SAO maintains compliance and engagement with Federal Laws, OPM policies, Smithsonian Directives, and other related policies and procedures. Other duties as assigned. QUALIFICATION REQUIREMENTSBasic Requirements: Candidates must possess at least one year of specialized experience at or above the grade 13 level in similar positions, such as demonstrated skill in implementing HR policies and procedures across multiple areas, such as staffing, classification, and employee relations, proficiency in applying federal position classification standards and guidance, and working knowledge of immigration law as it relates to employment and workforce management. Knowledge, Skills, and Abilities required: Mastery of HR principles, concepts, and regulations; deep knowledge across classification, staffing, employee relations, compensation, performance management, training, and HR systems. Expert knowledge of federal position classification, including application of OPM standards and guidance. In-depth understanding of or ability to learn research operations, with the ability to align HR policies and practices to support research goals. Advanced ability to assess and translate legislative changes into actionable HR strategies. Skill in coordinating multiple complex HR activities across geographically dispersed teams. Expert written and verbal communication skills, with the ability to explain, advocate, implement policies, and constructively resolve disputes Ability to stay abreast of changes in employment and immigration law and apply them effectively to SAO programs. Demonstrated authority in building and managing collegial, collaborative teams, with the ability to coach supervisors and provide institution-wide training. Expertise in establishing and sustaining collegial relationships across all organizational levels, with the ability to model effective practices and mentor supervisors. Expert knowledge of delegated examining procedures, principles, and merit system requirements to ensure compliance with Federal hiring laws and regulations, and the ability to advise on competitive hiring practices. Education completed outside the United States must be deemed equivalent to higher education programs of U.S. Institutions by an organization that specializes in the interpretation of foreign educational credentials. This documentation is the responsibility of the applicant and should be included as part of your application package. Any false statement in your application may result in rejection of your application and may also result in termination after employment begins. Join us in "Inspiring Generations through Knowledge and Discovery." Resumes should include a description of your paid and non-paid work experience that is related to this job; starting and ending dates of job (month and year); and average number of hours worked per week. What To Expect Next: Once the vacancy announcement closes, a review of your resume will be compared against the qualification and experience requirements related to this job. After review of applicant resumes is complete, qualified candidates will be referred to the hiring manager. Relocation expenses are not paid. The Smithsonian Institution provides reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation should contact ******************. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. To learn more, please review the Smithsonian's Accommodation Procedures. The Smithsonian Astrophysical Observatory is an equal opportunity employer. Please visit the SAO website at ***************************

Job Title: Director of Human Resources Full Time Exempt & Hybrid Annual Salary Range $90K-$100K We are seeking a mission-aligned, personable, highly organized, and proactive Director of Human Resources to support our HR team. This individual will be an expert and will have a primary focus in employee relations. They'll play a key role in upholding HR compliance, background check renewals, reporting, and have an in-depth understanding of all HR functionalities. This role requires a positive person, experienced, trustworthy, diplomatic, fair, excellent interpersonal skills, and is capable of prioritizing and multitasking. Position Responsibilities: Employee Relations Assist managers/Sr. leaders in resolving performance issues and conflict resolution using RFK's performance management processes. Conduct thorough, well documented investigations as needed. Draft policies that support employees and business needs. Enhance employee relations and job satisfaction through proactive engagement and creative relationship building initiatives. Maintain organized and confidential electronic and paper filing systems. General HR Support Conduct background check renewals and licensure renewals for the organization. Provide backup benefits administration support, MPFML tracking/communication, workers comp, employee records compliance, and onboarding support. Assist with training managers/staff on policies/procedures and compliance requirements. Possess comprehensive up to date understanding and practical application of State and Federal employment requirements including but not limited to: workers compensation, MPFMLA/FMLA, FLSA, and ADA. High level of technical competence; Create spreadsheets, job descriptions, generate reports, data entry. A practical knowledge of Microsoft office, excel, power point, Paycor software and ability to comfortably adapt to various software and systems. Who You Are Experience & Skills 5+ years of experience in a Human Resources management or leadership role, preferably in a nonprofit or mission-driven organization. Excellent employee relations skills. Outstanding communication and relationship-building abilities. Exceptional organizational and time-management skills. Strong written and verbal communication skills. High level of professionalism, reliability, and sound judgment. SPHR, PHR certification or relevant degree preferred. Proficiency with Microsoft Office Suite (Word, Excel, Outlook, PowerPoint); experience with Paycor a plus. How We Promote Equity, Cultivate Leaders, and Grow Together At RFK Community Alliance we're dedicated to a culture where everyone can show up to work as their full authentic selves. We believe that a diverse and inclusive workplace makes our organization stronger. We value, respect, and support all types of diversity including, but not limited to; ethnicity, race, gender, LGBTQIA, age religion, and abilities. Why You'll Love Us In addition to being a part of a supportive team, we offer amazing employee benefits, including: Health Insurance Dental Insurance Vision Insurance Generous paid time off Holiday Pay Educational Assistance Employer-paid life insurance Employer paid Short & Long Term Disability Retirement Plan with generous employer match Tuition Reimbursement To apply: Submit cover letter & resume to: To apply for this position please click on → Human Resources Director. RFKCA offers a compassionate, inclusive company culture and excellent work environment. RFKCA is deeply committed to the principles of equity, diversity, and inclusiveness. We do not discriminate based on race, color, creed, national origin, religion, age, gender identity, sexual orientation, physical or mental disability. EOE/AA Keywords: Director of Human Resources

Working at Freudenberg: We will wow your world! Responsibilities:Key Responsibilities Employee Relations: Serve as a trusted advisor to employees and managers on HR policies, procedures, and labor relations. Manage and resolve complex employee relations issues, ensuring compliance with applicable laws and collective bargaining agreements. Training & Development: Design, implement, and monitor training programs to support employee growth and organizational objectives. Payroll & HRIS: Oversee payroll processing and ensure accuracy and compliance with federal and state regulations. Utilize ADP Vantage (preferred) for HRIS management and reporting. Leave Management: Administer FMLA, disability, and other leave programs in accordance with company policy and legal requirements. Benefits Administration: Coordinate benefits enrollment, changes, and employee inquiries. Partner with vendors to resolve issues and ensure smooth administration. Recruitment: Manage full life-cycle recruiting for exempt and non-exempt positions, including sourcing, interviewing, and onboarding. Analytics & Reporting: Prepare and analyze HR metrics and dashboards to support business decisions. Provide insights and recommendations to business partners based on data trends Qualifications: Education: Bachelor's degree in Human Resources Management or Business Administration required. Experience: 3-5 years of progressive HR experience in a manufacturing environment. Multi-site HR support experience preferred. Union environment experience strongly desired. Skills & Competencies: Strong proficiency in Microsoft Office Suite (Excel, Word, PowerPoint). Exceptional attention to detail and organizational skills. Experience with ADP Vantage HRIS preferred. Excellent interpersonal and communication skills. Ability to analyze data and provide actionable insights. Additional Information Travel between sites is required. Ability to work independently and manage multiple priorities in a fast-paced environment. Communication & Collaboration: Communicates clearly and concisely, while engaging proactively with colleagues at all levels of the organization. Value for Customers: Anticipates, understands and meets internal/external customers' needs and expectations. Develops solutions based on a customer centric approach. Innovation: Drives and supports innovative ideas, while taking informed risks to seek and develop new or improved solutions. Drive & Execution: Proactively identifies what needs to be done and takes action. Explores new ways and pursues new opportunities. The Freudenberg Group is an equal opportunity employer that is committed to diversity and inclusion. Employment opportunities are available to all applicants and associates without regard to race, color, religion, creed, gender (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender identity or expression, national origin, ancestry, age, mental or physical disability, genetic information, marital status, familial status, sexual orientation, protected military or veteran status, or any other characteristic protected by applicable law. Freudenberg-NOK General Partnership

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

The Human Resources Business Partner is responsible for key Human Resource functions and partners with the HR team and other departments to implement programs and initiatives supporting the company's strategic initiatives. The HRBP maintains a strong focus on employee relations, leads and provides support to onboarding, performance management, HR Information Systems, status and employee tracking, and rewards and recognitions programs. Ensuring compliance with federal, state, and local employment laws and regulations, including those specific to the healthcare industry, while developing strong credible partnerships and working across all levels of the organization. Key Responsibilities Administer and monitor Human Resources programs, processes, and procedures Partner with HR team, to drive improvements, taking the lead on various projects and initiatives Utilize metrics to drive HR projects and understand the focus of employee needs, identify trends and provide insights to improve the employee experience. Generating regular reports. Assist in maintaining and administering Workers Compensation program Collaborate with HR team to identify, standardize, and implement data & analytics solutions, including enhanced tools and process improvements. Collaborate with internal departments to identify areas for process and communication improvement Utilizes HRIS and other HR system knowledge to streamline processes and workflows with Operations Point of contact for managers and employees for HR issues, uses knowledge and experience to provide guidance and direction consistent with policies and procedures. Provide support to employees and managers on employee relations issues Assist Recruiting with execution and coordination of recruitment activities, and the onboarding process Facilitates and verifies new hire and background process, ensuring compliance and annual renewals are completed in accordance with requirements. Other HR related tasks and duties assigned Qualifications & Experience Minimum of 5 years in Human Resources, with 3 years in a HR Generalist or HR Business Partner role Bachelor's Degree strongly preferred; AS with equivalent work experience required Professional in Human Resources (PHR) or SHRM-Certified Professional (SHRM-CP) preferred Experience managing HRIS and ATS systems at an advanced or expert level (ADP Workforce Now and Kronos experience preferred) Compensation and Leave management experience and knowledge base preferred Experience in health care and/or shift work-based industries, a plus Knowledge & Skills Experience in managing complex employee relations issues Ability to work independently and within a team Strong communication skills (verbal and written) with a commitment to being responsive to requests from internal and external customers Knowledge of state and federal labor and employment laws Ability to foster teamwork within human resources and cross-functionally Comfortable with analytics and the ability to present data in a factual and compelling manner Approaches challenges with a problem-solving and collaborative manner Ability to maintain the highest levels of confidentiality and professionalism at all times About Cataldo Since 1977, Cataldo Ambulance Service, Inc., has continually distinguished itself as a leader in providing routine and emergency medical services. As the needs of our communities and our patients change, we continue to introduce innovative programs to ensure the highest level of care is available to everyone in our service areas. Benefits: Competitive benefits package for eligible full-time positions including: Paid time off and Holidays Health Insurance Dental insurance 401(k) Plan

Dyne Therapeutics is focused on delivering functional improvement for people living with genetically driven neuromuscular diseases. We are developing therapeutics that target muscle and the central nervous system (CNS) to address the root cause of disease. The company is advancing clinical programs for myotonic dystrophy type 1 (DM1) and Duchenne muscular dystrophy (DMD), and preclinical programs for facioscapulohumeral muscular dystrophy (FSHD) and Pompe disease. At Dyne, we are on a mission to deliver functional improvement for individuals, families and communities. Learn more ************************* and follow us on X, LinkedIn and Facebook. Role Summary: The Manager, HR Operations & Onboarding will partner with the HR team to continuously enhance Dyne's core HR operational functions, including onboarding, HRIS administration, benefits coordination, and process optimization. This role will ensure a seamless and engaging experience for new hires, maintain data integrity across Dyne's HR systems (ADP Workforce Now and Greenhouse ATS), and drive automation to enable scalability, efficiency, and a best-in-class employee experience. This role is based in Waltham, MA without the possibility of being remote. Key Responsibilities * Support day-to-day HR operations, ensuring accuracy, efficiency, and compliance across onboarding, HRIS management, and benefits administration * Oversee and optimize workflows within ADP Workforce Now and Greenhouse ATS, ensuring seamless data flow and system integration * Design, manage, and continuously improve Dyne's onboarding processes, systems, and programs to deliver an engaging and consistent new hire experience aligned with Dyne's culture and values * Serve as the first point of contact for general HR inquiries, providing timely and accurate support to employees and managers * Ensure compliance with all employment-related documentation and recordkeeping requirements * Collaborate closely with Talent Acquisition, IT, and HR Business Partners to streamline processes and enhance service delivery * Partner with external vendors to manage Service Level Agreements and ensure high-quality service delivery * Oversee contract lifecycle and purchase order management, including creation, tracking, and reconciliation, ensuring alignment with procurement policies and timely vendor invoicing and payment processing * Identify, recommend, and implement automation or process improvements that enhance operational efficiency and employee experience * Support HR policy development, ensuring alignment with Dyne's culture and compliance with applicable laws and regulations * Generate, analyze, and maintain accurate HR reports and dashboards by extracting data from HRIS and other systems to support strategic decision-making, compliance, and operational efficiency * Own the data submission of compensation benchmarking reports * Assist with immigration-related requests, documentation, and processes * Assist with benefits administration Education and Skills Requirements: * Bachelor's degree in Human Resources, Business Administration, or a related field * 5+ years of HR operations experience, preferably within biotech, pharmaceutical, or high-growth life sciences environments * Hands-on experience with ADP Workforce Now and Greenhouse ATS preferred * Experience designing and managing onboarding programs that provide a seamless introduction to Dyne's culture and mission * Strong analytical and problem-solving skills with attention to detail and data accuracy * Excellent communication and organizational skills, with the ability to manage multiple priorities * Demonstrated curiosity, continuous improvement mindset, and ability to drive process innovation * Sense of urgency and intrinsic motivation to drive projects, generate solutions/ideas, and build knowledge and expertise #LI-Onsite MA Pay Range $118,340-$145,500 USD The pay range reflects the base pay range Dyne reasonably expects to pay for this role at the time of posting. Individual compensation depends on factors such as education, experience, job-related knowledge, and demonstrated skills. The statements contained herein reflect general details as necessary to describe the principles functions for this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise balance workload. Dyne Therapeutics is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, color, disability, gender, national origin, race, religion, sexual orientation, veteran status, or any classification protected by federal, state, or local law.

Full Time day onsite M-F position. Some flexibility in schedule is considered. Under the direction of the Human Resource Director and the CHRO, the HR Business Partner (HRBP) functions as an engaged, expert partner assigned to business units, value streams or service lines. The HRBP delivers and implements health system HR priorities to achieve business objectives while ensuring a high degree of consistency throughout the health system. The HRBP will work in partnership with managers and directors to attract, develop and retain a high performing workforce. The HRBP will provide leaders with strategic and tactical HR support. Education Bachelor's Degree in Human Resources or a related field is required. Certification, Registration & Licensure PHR, SPHR, SHRM-CP, SHRM-SCP or CHHR certification is preferred. Experience Requires at least four (4) years of experience in a Human Resources environment. A minimum of two (2) years as a Human Resources Generalist or Business Partner supporting leaders with a focus on employee relations is strongly preferred. Proficiency in Microsoft Office and HRIS systems like Workday is strongly desired. Healthcare experience is strongly preferred. Responsibilities Partnering with Managers and Directors on issues related to employee engagement and our role model workplace strategy. HR customer support and problem resolution. Consultative advice on HR and employment matters. Coaching and counseling leaders. Supporting organizational communication initiatives. Managing and resolving complex employee engagement issues. Employee recognition and retention initiatives. Employee relations including internal investigations. Performance management; this includes the identification of talent gaps and development needs. New hire, stay and exit interviews. HR policy interpretation and development. Analyzing HR trends and metrics. Conducting job evaluations. Succession planning support. Partnering with managers to effectively manage leaves of absence and accommodations. Collaborating with other HR functional partners in areas such as compensation, employee benefits, HRIS, talent acquisition/management and organizational development to execute HR strategies and support business goals and objectives. Optimizing HR technology Supporting HR compliance efforts. Concord Hospital is an Equal Employment Opportunity employer. It is our policy to provide equal opportunity to all employees and applicants and to prohibit any discrimination because of race, color, religion, sex, sexual orientation, gender, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. Know Your Rights: Workplace Discrimination is Illegal Applicants to and employees of this company are protected under federal law from discrimination on several bases. Follow the link above to find out more. If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, you may contact Human Resources at ************. Physical and Work Environment Requirements The physical demands and characteristics of the work environment described here are representative of those that will be encountered by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The Dictionary of Occupational Titles Material Handling Classification is SEDENTARY. The employee must regularly lift, carry or push/pull less than 10 pounds, frequently lift, carry or push/pull less than 10 pounds, and occasionally lift, carry or push/pull up to 10 pounds. The employee is frequently required to hear, sit, walk, and speak. The employee is occasionally required to stand. Specific vision abilities required by this job include near vision. The noise level in the work environment is usually moderate.

Why Sarepta? Why Now? The promise of genetic medicine has arrived, and Sarepta is at the forefront. We hold a leadership position in Duchenne muscular dystrophy (Duchenne) and are building a robust portfolio of programs across muscle, central nervous system, and cardiac diseases. In 2023, we launched our fourth therapy and the first ever gene therapy to treat Duchenne. We're looking for people who see unlimited potential in themselves and who are motivated by an unwavering commitment to patients. What Sarepta Offers At Sarepta, we care deeply about all the people in our community and believe in the importance of supporting them in all aspects of their lives. We aspire to maintain a culture that acknowledges people bring their whole selves to work, and we will strive to help everyone in our community integrate their work and personal lives while maintaining productivity. We are committed to offering a range of benefits and work-life resources designed to support people in the following areas: Physical and Emotional Wellness Financial Wellness Support for Caregivers For a full list of our comprehensive benefits, see our website: ******************************* The Importance of the Role As a strategic partner and HR leader, the Sr. Director, HR Business Partner (HRBP) leads people programs that support business and functional objectives with employees and management in designated business and functional units. The HRBP serves as a consultant to management on Human Resource related issues. A successful Sr. Director, HR Business partner will act as employee champion and change agent across the functions they support and enterprise wide. They are able to assess and anticipate HR-related needs. Communicating needs proactively with our HR department, our HR COEs and business and functional management, they are always looking at ways to find meaningful solutions for our organization. Thoughtful partnerships across the HR function are essential to deliver value added service to management and employees that reflect the business and functional objectives of the organization. The Sr. Director, HRBP is a continuous learner and wants to understand how the business they support impacts Sarepta's overall mission and how they support delivering meaningful therapies to patents. They are committed to the organization's long term success and understand the value of talent at the center of supporting Sarepta to be successful. As a leader on the HR Business Partner team they are committed to serving as a leader across the HR organization and Sarepta as a whole. The Opportunity to Make a Difference Develop and execute independently a strategic human resource plan to support and drive the needs of the business, including attracting, developing and retaining top talent. Coach and influence business leaders in areas such as change management, organizational assessment and innovation, succession planning, and work force planning to strengthen overall organizational capability and accelerate talent development. Partner with the business & functional leadership teams and field and platform HR colleagues to provide guidance on activities that shape culture and drive employee engagement. Leads enterprise HR projects such as headcount planning, HR process improvement etc. Present to executive teams or senior level stakeholders Manages members of the HR Business Partner team and acts as a role model across the Human Resources team, providing development opportunities to junior HR team members. Keep abreast of industry, market and functional trends, and uses these insights to develop appropriate business unit HR strategies and solutions. Provides coaching and guidance to business leaders/managers regarding people strategy, employee experience and future needs Supports change management initiatives partnering with our Employee Experience team, works on Diversity, Equity & Inclusion initiatives and programming Partners with clients to gauge progress against business goals and conducts optimization exercises to determine if we have the right people, communication, processes, capabilities and technology Conducts key talent assessments to support retention and succession efforts within the business including succession planning Work with finance on workforce planning and headcount planning processes Support hiring managers with their recruitment plans and support Talent Acquisition with recruitment initiatives as necessary Collaborates HR Business Partners to close gaps across business functions and works closely with our Learning & Development organization on leadership, manager and employee development initiatives Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations, if necessary Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required. Provides day to day performance management guidance to line management (coaching, counseling, talent management, workforce planning and development, employee engagement, and disciplinary actions). Works closely with management and employees to improve work relationships, build morale, increase productivity and retention. Provides HR Policy guidance and interpretation and/or draft HR policies when needed for the enterprise More about You Bachelor's degree required with a minimum of 15 years HR experience preferably within the bio/pharma industry Prioritizes developing strong trusting relationships to gain support and achieve results. Excellent client management and business acumen. Excellent interpersonal and conflict management skills with the ability to support complex and challenging dynamics Effectively envision, develop, and implement new strategies to address competitive, complex business issues Excellent verbal and written communication skills with strong presentation skills Manage multiple conflicting priorities with a flexible attitude to know priorities can shift Highly self directed and motivated. Takes initiative to identify and anticipate client needs and make recommendations for implementation. What Now? We're always looking for solution-oriented, critical thinkers. So, if you're comfortable with ambiguity and candor, relish challenging yourself, and place kindness and integrity at the forefront of how you approach your peers and work, then we encourage you to apply. #LI-Hybrid#LI-CM1This position is hybrid, you will be expected to work on site at one of Sarepta's facilities in the United States and/or attend Company-sponsored in-person events from time to time.The targeted salary range for this position is $216,000 - $270,000 per year. Sarepta is making a good faith effort to be transparent and accurate around our hiring ranges. The salary offer is commensurate with Sarepta's compensation philosophy and considers factors including, but not limited to, education, training, experience, external market conditions, criticality of role, and internal equity.Candidates must be authorized to work in the U.S.Sarepta Therapeutics offers a competitive compensation and benefit package.Sarepta Therapeutics is an Equal Opportunity/Affirmative Action employer and participates in e-Verify.

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.