Director of human resources jobs in Manchester, NH - 172 jobs

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.

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.

The Director of HR Service Delivery & Operations has overall responsibility for the successful delivery of HR transactional processes across the employee lifecycle, globally (onboarding through offboarding). The role will work collaboratively and collectively across the HR function to drive quality and timely transactions with delightful experiences. The role will ensure compliance with legal and regulatory requirements, HR policies and practices, and provide guidance and resolutions for escalated employee concerns. The role will act as a primary liaison with the broader HR Employee Experience team and HR Centers of Excellence to ensure new programs, policies, and processes are rolled out successfully. This position will oversee Tier 0 HR information (self service knowledge management) and Tier 1 and Tier 2 inquiries from employees and managers (service management). This dynamic leader will enhance HR service delivery through delivery or robust processes, technology, and continuous improvement to deliver a best-in-class employee experience to our employees. Key Responsibilities: Leadership and Management: Lead, and manage the HR Service Delivery team, providing guidance, coaching, and development opportunities across multiple geographies and time zones. Set clear performance expectations and objectives for the team, and monitor progress to ensure goals are met. Provide regular direction and communication to team members to ensure requirements are met and work is completed with quality, speed, and delightful experiences through effective recruiting, training, coaching, and team building. Provides statistical and performance feedback and coaching on a regular basis to each team member; writes and administers performance reviews for team members. Effectively handles escalated cases from all levels within the organization, Human Resources and vendors. Plans, organizes, and controls activities of the team and participates in developing department goals, objectives, and project plans to ensure adherence to schedules when deploying function-wide changes Foster and maintain positive relationships with HR partners across the function; serve as an interface between internal customers and functional team members to ensure effective definition and delivery of People Operations processes and provide overall prioritization of work assignments and management of functional team resources and their activities. Hiring + Onboarding + Tier 1 (AskHR) Support Oversee delivery of processes across the hiring and onboarding space, including but not limited to interview scheduling, offers, pre- employment screening, pre-boarding, and on-boarding Oversee tier 1 support, ensuring timely and accurate resolution of employee and manager inquiries Maintain a knowledge base to assist in resolving common employee questions. Address and resolve employee inquiries related to HR policies, benefits, payroll, and other HR-related topics. Ensure high levels of customer service and employee satisfaction. Employee Transactions and Offboarding: Oversee the administration of employee lifecycle transactions in Workday, including promotions, transfers, and terminations. Support the delivery of an effective offboarding process, asset collection, checklists, and final settlements. Ensure alignment with company policies and compliance with relevant regulations. HR Data Audits: Oversee the process delivery for conducting regular HR data audits to ensure data integrity, accuracy, and compliance. Identify areas for improvements to data management processes and propose improvements with process owners . Continuous Improvement Ensures process execution quality via establishing standards and procedures and conducting audits (continual evaluation) to recommend process improvements to process owners Define, monitor, and ensure the delivery of a comprehensive set of operational performance metrics that are relevant to the effective operation of HR Services. Drive continuous improvement initiatives to enhance HR service delivery and operational efficiency. Stay updated with industry trends and best practices to incorporate innovative solutions. Minimum Requirements: Bachelor's degree, preferred in Human Resources, Business, Communications, or a related field 10+ years of experience working in Human Resources or related field, including 5 years or more of people management experience with demonstrated success in building, leading, and motivating effective teams. 3+ years of experience with Workday Experience with case management solutions (Servicenow preferred) Experience managing in an HR Shared Service Center and running an operations team Preferred Skills/Competencies: Track record of working in a customer-focused environment where the emphasis is on SLA's and continuous improvement. Ability to lead, coach, mentor and motivate a diverse team; ensure team and individual accountability and performance standards are met. Able to manage multiple priorities, demonstrate objectivity, be results-oriented, and show initiative and creativity. Ability to communicate and interact effectively with different levels of the organization to negotiate, problem solve, complete projects and influence decision making. Must be flexible, work well under pressure, and have the ability to readily adapt to change. Strong customer service and teamwork orientation. Demonstrating Role Model Behavior - Positive and professional representative of Insulet and the Human Resources team. Teamwork and Collaboration - Demonstrates effective working relationships and communications with coworkers and colleagues including proactive, transparent communication. Customer Service and Responsiveness - Following up and responding to inquiries (internal and external) within 24 hours. Continuous Improvement - Consistently seeking opportunities to improve the efficiency and effectiveness of our work and services provided. Exposure to LEAN and/or Six Sigma methods ideal NOTE: This position is eligible for hybrid working arrangements and requires on-site work from an Insulet office. #LI-Hybrid Additional Information: Compensation & Benefits: For U.S.-based positions only, the annual base salary range for this role is $144,375.00 - $216,562.50 This position may also be eligible for incentive compensation. We offer a comprehensive benefits package, including: • Medical, dental, and vision insurance • 401(k) with company match • Paid time off (PTO) • And additional employee wellness programs Application Details: This job posting will remain open until the position is filled. To apply, please visit the Insulet Careers site and submit your application online. Actual pay depends on skills, experience, and education. Insulet Corporation (NASDAQ: PODD), headquartered in Massachusetts, is an innovative medical device company dedicated to simplifying life for people with diabetes and other conditions through its Omnipod product platform. The Omnipod Insulin Management System provides a unique alternative to traditional insulin delivery methods. With its simple, wearable design, the tubeless disposable Pod provides up to three days of non-stop insulin delivery, without the need to see or handle a needle. Insulet's flagship innovation, the Omnipod 5 Automated Insulin Delivery System, integrates with a continuous glucose monitor to manage blood sugar with no multiple daily injections, zero fingersticks, and can be controlled by a compatible personal smartphone in the U.S. or by the Omnipod 5 Controller. Insulet also leverages the unique design of its Pod by tailoring its Omnipod technology platform for the delivery of non-insulin subcutaneous drugs across other therapeutic areas. For more information, please visit insulet.com and omnipod.com. We are looking for highly motivated, performance-driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it! At Insulet Corporation all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. (Know Your Rights)

SERIES/GRADE: 0201/14 Trust Indefinite (Non-Federal) DIVISION: Human Resource Department *If you previously applied for Job Posting #26-07, you are not required to reapply. Your application will continue to be reviewed. 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 ***************************

What Timken makes possible begins with you. Those who came before us helped land a man on the moon, create the world's infrastructure, and introduce renewable energy alternatives. Now you can join the Timken team to write your own unique story and help drive what's next. A career at Timken means you can have an immediate impact doing Work That Matters to the world - improving the efficiency of today's industrial equipment and preparing for the future of motion on our planet and beyond. New employees can start contributing right away, and there are many opportunities to advance your career at your own pace. Join our global team of 19,000 people in 45 countries and start helping our customers push the limits of what's possible in their world of motion. What We Offer: Competitive Pay Comprehensive benefits package, including medical, dental and vision coverage. Benefits start on first day of employment. 401(k) retirement savings plan with generous company match. 10 paid holidays per year plus paid vacation. Paid parental leave at one year of service. Employee discounts on products and services. Education expense reimbursement, eligible to apply at first day of employment. Opportunities for professional development and career growth. Position Summary: As the HR Manager for our Keene, New Hampshire plant, you will lead all human resources functions onsite and serve as a trusted business partner to plant leadership. You will develop and execute HR strategy aligned with the plant's business plan and Timken's values, advising managers on organizational design, change management, and people strategies that improve performance, engagement, and compliance. This role includes responsibility for talent acquisition, development, retention, compensation and benefits guidance, and employee relations. You will act as an advocate for employees while ensuring decisions are ethical, legally compliant, and consistent with company policy. Essential Responsibilities: Develop and implement a comprehensive HR strategy for the Keene plant that translates corporate objectives into prioritized, practical HR initiatives and tactics. Partner with plant leaders to provide ongoing HR consultation and solutions that are timely, effective, and cost-efficient. Coach and mentor managers and supervisors in effective management practices, communication, performance management, and employee engagement. Lead talent management activities including performance management, development plans, succession planning for key roles, and leadership development. Drive talent acquisition and staffing efforts for hourly and salaried roles; support workforce planning, right-sizing initiatives, and recruitment to meet business goals. Identify skill gaps and partner with managers to design or source training and development programs that build capability and high-performing teams. Serve as a local advisor on compensation and benefits matters, supporting corporate programs and recommending adjustments based on local market conditions to attract and retain talent. Develop and execute associate and labor relations strategies that support business objectives while ensuring compliance with applicable laws, collective bargaining agreements (if any), and Timken policies; proactively maintain a positive employee relations climate. Lead or support organizational development activities such as restructuring, integrations, due diligence, and other initiatives to ensure smooth transitions and alignment with business strategy. Promote a workplace culture that reflects Timken's values by ensuring fair, consistent, and ethical treatment of all employees. Basic Qualifications: Bachelor's degree in Human Resources, Business, Management, or a related field with at least 10 years of progressive HR experience; OR Master's degree in Human Resources, Business, Management, or a related field with at least 7 years of progressive HR experience. Preferred Qualifications & Skills: Demonstrated experience in manufacturing or industrial environments preferred. Strong knowledge of HR best practices, employment law, employee relations, and organizational development. Proven experience in talent acquisition, succession planning, and performance management. Excellent verbal and written communication skills, with the ability to influence and build relationships at all levels of the organization. Demonstrated leadership, coaching, and change management capabilities. Proficiency with Microsoft Office (Word, Excel, PowerPoint). Strategic thinker with a pragmatic, hands-on approach. High level of integrity, ethics, and commitment to fair treatment. Collaborative team player who can also work independently. Strong problem-solving skills and the ability to manage competing priorities in a fast-paced manufacturing environment. All qualified applicants shall be treated equally according to their individual qualifications, abilities, experiences and other employment standards. There will be no discrimination due to gender or gender identity, race, religion, color, national origin, ancestry, age, disability, sexual orientation, veteran/military status or any other basis protected by applicable law.

Under the guidance of the Executive Vice President/ Chief Human Resources Officer, plans, manages and organizes the daily operations of the Bank's personnel functions in accordance with established Bank policies, procedures and strategic goals. Primary Responsibilities: Assists with the development and implementation of HR plans and strategies to support the achievement of overall strategic and business operations objectives. Oversees the development, and implementation of operational policies and procedures to ensure the efficient operation of all personnel functions. Oversees the completion and accuracy of procedures manuals, annual budget, and personnel files and records. Oversees the activities of subordinate personnel providing guidance with complex problems or situations. Communicates information on new and revised policies and procedures on an ongoing basis. Conducts performance evaluations of subordinates and communicates exceptions. Provides guidance to management with respect to HR-related policy interpretation, employment law, and employee relations issues as needed. Resolves employee relations matters. Ensures human resources practices comply with applicable laws and regulations. Designs and prepares all government and internal reports as needed and as required. Oversees and ensures the accuracy and completion of required reports, tracking and documentation for Affirmative Action and Diversity Equity, & Inclusion (DEI) compliance. May serve as Clerk of the DEI Committee. Assists in developing, conducting and evaluating learning & development educational programs. Maintains, facilitates, and ensures the ongoing effectiveness of management and leadership development programs. Assists with the development and implementation of comprehensive compensation and benefit plans that are competitive and cost-effective for the Bank. Oversees the implementation and management of the Bank's salary administration program. Maintains position evaluation system and ensures adequacy of salary structures. Manages approved incentive plans bank-wide and ensures compensation programs are up to date and competitive. Oversees the Bank's benefit programs. Ensures compliance with benefit regulations recommending improvements as needed. Communicates existing programs and changes to employees. Evaluates benefits package and retirement plans to assess competitiveness of the overall program and cost effectiveness to the Bank. Ensures compliance with vacation policy and guidelines. Serves as Clerk of the Retirement Plans Committee. Oversees the payroll function including all processing, filing federal and state tax returns, submitting required reports, processing entries for benefit withholding, etc. Monitors payroll and compensation compliance. Recommends improvements as needed. Resolves payroll and compensation compliance problems. Resolves payroll discrepancies. Assists with the development of comprehensive strategic recruitment to meet human capital needs based on strategic goals. Oversees recruitment process in accordance with established policies, procedures, and applicable laws. Manages employee satisfaction addressing issues such as, organizational change, agility, ethics and values, social networking, employee engagement and commitment. Performs operational audits to ensure compliance with established policies and procedures, and for compliance with laws and regulations in preparation for audits and regulatory exams. Assists in maintaining the Bank's talent management and succession planning programs providing guidance to management in employee career development matters. Recommends management tools and talent development strategies as needed. Other Responsibilities Include: Performs related managerial, administrative and special projects as required or assigned to ensure the ongoing effectiveness of the human resources function. Participates in civic activities to promote growth and development in the community and a positive image for the Bank. Maintains knowledge of the Bank Secrecy Act (BSA), Anti-Money Laundering (AML), Customer Identification Program (CIP), and Office of Foreign Assets Control (OFAC) regulatory requirements. Ensures that management and staff members complete BSA - related annual training in a timely manner and that all BSA procedures are followed when applicable. Identifies and reports compliance related issues and suspicious activity. Represents the Bank as a member of various internal and external committees, local community groups, Human Resources affiliations and boards. Position Requirements: Bachelor's degree in Business Administration or related field. At least seven years of progressive experience in Human Resources with management experience. Excellent interpersonal, analytical, planning, problem solving and communications skills. Supervisory Scope: 2-3 direct reports 1-2 indirect reports Contact our Human Resources Division or visit ******************** for more details and to apply. Or submit your resume to: Email: **************** Fax: ************ Phone: ************ East Cambridge Savings Bank, Attn: Human Resources 344 Cambridge Street Cambridge, MA 02141 East Cambridge Savings Bank is an Equal Opportunity Employer/Disabled/Veterans

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

Pay Range: $80,000 - $110,000 Centuri companies consider several factors when extending an offer, including but not limited to, the role and responsibilities, a candidate's work experience, education, training and skills, and geographic location. Who We Are Established in 1972, New England Utility Constructors Inc. (NEUCO) has been providing underground utility construction solutions to New England for five decades. Known for safety, quality, and excellence, NEUCO specializes in pipeline and natural gas distribution construction. Our well-trained and professional staff aims for excellence on every project. Competitive wages and benefits. Paid training and development. Opportunities to advance. At NEUCO, you are part of a team working to support critical utility and energy infrastructure. Under the direction of the HR Manager, the Human Resources Business Partner delivers comprehensive HR services and solutions, including talent acquisition, onboarding, leave administration, benefits management, and operational HR support. This role partners closely with candidates, hiring managers, and internal stakeholders to meet the organization's workforce needs and ensure a positive employee experience. What You'll Do * Provide effective and timely human resources support * Partner with Operations to source and select candidates for current and future hiring needs * Build relationships with tech schools, trades, military and other strategic partners * Assist supervisors on employee relations issues * Conduct new employee orientation * Support change management initiatives * Maintain HRIS records and personnel files * Analyze data to improve in areas such as turnover, hiring sources, time to fill and other areas that impact workforce planning * Coordinate leaves of absence and return to work activity * Assist with unemployment claims * Assist employees with benefits questions * Perform other responsibilities as requested by leadership What You'll Have * Bachelor's Degree in Human Resources or similar field preferred * 5-7 years HR experience * Knowledge of all Human Resources disciplines * Knowledge of safety practices, Worker's Compensation and basic OSHA regulations * Computer Literate including MS Word, Excel, and HRIS * Verbal and written communication skill * Ability to provide a high level of customer service * Ability to solve practical problems What You'll Get * Benefit Package including Medical, Dental and Vision Coverage * 401K w/ Company Match * Voluntary Life & AD&D Insurance and Short-Term and Long-Term Disability * Vacation/Sick Time and Paid Holidays * Bonus Opportunities * Career Development Opportunities * Employee Discounts * Weekly Payroll Work Environment * Work is performed in a typical indoor office environment * Flexibility to work various schedules and stay late when necessary with little or no notice * Must be able to read documents, use a computer, communicate verbally and in writing * Mobility required within an office, warehouse and construction site environments * Ability to occasionally lift up to 20 pound Legal Stuff * Pass pre-employment, random, post-accident, and reasonable suspicion drug screens * Provide valid US work authorization documents for E-Verify * Satisfactory results of pre-employment background check results Diversity, Equity & Inclusion Commitment This is subject to change at any time. It reflects management's assignment of essential functions, and does not exclude or restrict the tasks that may be assigned. Centuri and its subsidiary companies will provide equal employment opportunities to all applicants without regard to an applicant's race, color, religion, sexual orientation, gender identity, genetic information, national origin, age, veteran status, disability, or any other status protected by federal, state or local law. Centuri will provide reasonable accommodations to allow an applicant to participate in the hiring process (e.g., accommodations for a test or job interview) if so requested. Don't meet every single requirement? Studies have shown that women and people of color are less likely to apply to jobs unless they meet every single qualification. At Centuri Group and our subsidiaries we are dedicated to building a diverse, inclusive and authentic workplace, so if you're excited about this role but your past experience doesn't align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles! Nearest Major Market: Boston

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 partners with the HR team to continuously enhance Dyne's core HR operational functions, including onboarding, HRIS administration, benefits coordination, and process optimization. This role serves as a point of contact for employee HR-related questions and provides timely, accurate guidance to employees and managers on policies, processes, and systems. The Manager leads and oversees the onboarding experience, ensuring new hires have a seamless and engaging transition into Dyne. Additionally, this role maintains data integrity across Dyne's HR systems (ADP Workforce Now and Greenhouse ATS) and drives automation to enable scalability, efficiency, and a best-in-class employee experience. This role is based in Waltham, MA. 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 or Talent 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.

The Role The Human Resources Business Partner plays a critical role on Green Thumb's People Team where our focus is all about our clients, our very own Green Thumb employees. This is a hands-on role that will primarily support the HR Business Partners in the interpretation, implementation and execution of the People team initiatives, programs, and policies in the day-to-day operations to ensure compliance with regulations, drive employee engagement and foster a positive work environment. You'll take a key role in supporting our employee population in the different stages of the employee life cycle (onboarding, offboarding, performance management, promotions/transfers) and ensure that their experience is reflective of our Green Thumb values and behaviors. Under the guidance of the Regional HR Business Partner, this role will provide a mix of remote and on-site HR support and guidance for the Connecticut, Massachusetts, and Rhode Island retail dispensaries while working closely with our teams and leaders to coach, challenge, collaborate and support them as our business continues to evolve and scale. Our ideal candidate possesses a working knowledge of traditional human resources functions including employee relations, payroll, benefits, and talent management. They operate with an inclusive mindset and humble confidence, are quick to take initiative, eager to learn and solve business problems, and think through and execute situations in a critical yet pragmatic way. You are deliberate and thoughtful in your approach as a representative of the People team with the goal of creating a high performing, engaged team and you enjoy the high-touch approach and can't wait to roll up your sleeves and dig in. Responsibilities Talent Management Support: Supports and guides various levels of management to ensure an effective execution of the employee lifecycle process including recruitment, onboarding, performance management, employee development, and offboarding. Assist with performance management activities such as goal setting, development plans and improvement plans. Project Management: Leads and/or actively engages on a variety of projects with cross-functional team members such as the development of programs, improvement of processes, implementation of initiatives and delivery of training programs. Employee Relations: Handles low-risk employee relations issues, including investigations and employee concerns, independently. Exercises sound judgment to escalate, as needed. Provides guidance and assistance for employees and managers on core HR policies and processes, including assistance with conflict resolution and disciplinary action. Documents and communicates core HR processes. Data and Reporting: In partnership with the HR Business Partner, understands data and leverages insights on turnover, headcount, and Inclusion & Belonging to assess and impact the business units. Uses data to identify trends, patterns, and conclusions. Provides data-driven insights to support decision-making and drive continuous improvement. Collaborative Partner: Creates and maintains trusting relationships across the organization including strong partnership within the internal People team (Retail HR and TA, People team leaders, Retail Field team) to execute day-to-day operations and ensure successful support of the business in various ways, aligned to our culture and business priorities. Compliance & Policy: Stays up to date with federal, state and local employment laws and regulations, ensuring compliance in all HR activities. Support implementation and enforcement of company policies, ensuring consistency and fairness across the organization. Assist in keeping accurate and updated records, ensure confidentiality, and compliance with all respective laws and regulations, including respective applicable cannabis regulations. Culture Consigliore: As a member of the People team, you are part of the heartbeat of GTI; you will assist in how to scale and enhance our culture as it relates to employee engagement, building morale and becoming a best place to work in the cannabis industry. Qualifications Bachelor's Degree in Business, Human Resources or related field, preferred 4+ years of experience as a strategic business partner and/or progressive HR Generalist experience Ability to travel up to 75% for the role Experience supporting a retail or manufacturing environment or high-growth, start-up, fast-paced and complex work environment, a plus PHR, SHRM-CP, Certification, preferred Excellent communication skills and demonstrated ability to confidently interface with all levels of the organization as a trusted partner, especially when presenting information or discussing sensitive topics. Highly motivated, self-directed, and passionate about our people and our company but can remain objective and rationale. Strong use of judgment to identify and anticipate needs and make business-focused recommendations. Effective organization and planning skills as well as solid analytical, quantitative, and problem-solving skills. Ability to manage multiple conflicting priorities and execute independently with minimal supervision. Comfortable adapting to change in a fast-paced, dynamic and ambiguous environment. Strong knowledge and application of federal and state employment laws. Impeccable attention to detail. Additional Requirements Must pass any and all required background checks Must be and remain compliant with all legal or company regulations for working in the industry Must possess a valid driver's license Must be a minimum of 21 years of age Must be approved by state badging agency to work in cannabis industry The pay range is competitive and based on experience, qualifications, and/or location of the role. Positions may be eligible for a discretionary annual incentive program driven by organization and individual performance. Green Thumb Pay Range$80,000-$100,000 USD

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Benefits: Bonus based on performance Competitive salary Flexible schedule Opportunity for advancement Paid time off We are looking for an an experience recruiting manager with outstanding written and verbal communication skills We're seeking 1 person who rocks our socks. You have a professional demeanor, pleasant, friendly, and definitely consider yourself an extrovert. You can write creative job ads better than this one. Ha! Your communication skills are down to earth, friendly and persuasive.You love talking to people. You are instinctive about people, not predjudiced. The other side of the job is maintaining excellent documentation .You are detailed oriented. You carry your ones, dot you i's and cross your t's. The candidate will manage the end-to-end recruitment process, including creating job descriptions, sourcing candidates, scheduling interviews, orientation and training, background checks and onboarding new hires. The role requires collaboration with internal teams to identify hiring needs, implementing recruitment strategies to attract top talent, and maintaining recruiting metrics. Additionally, tasks include providing guidance and support for workforce planning and ensuring compliance with employment laws and regulations. This role does not allow for remote work. Policy and Procedures updates and legal confirmation with available resource tools also required. Sound like You? Call ************** or Click APPLY Now! Before You Apply! Do You Qualify? Masterful in English. Home Care or HealthCare experience Hiring / firing experience Presented orientation & Training Passionate about helping others Typical Job Duties / Responsibilities: Coordinating with the entire team on hiring needs Prioritizing work demands Creating and refreshing job ads with great content Calling, texting, emailing applicants Following up , following up, following up Interviewing applicants Tracking your activities and success Training applicants Scanning of documents into our system Celebrating anniversaries, achievements, awards Detail oriented tasks Wages / Flexibility / Benefits! A Job that has an impact in the community Great Team Mates Flexible Hours! Medical Benefits Paid Time Off Quarterly bonuses based on results achievement Join a well established and growing Home Care Agency in North Boston Click Apply, we'd love to see Your Application! A home care leader for the past 6 years We are a private duty home care agency that serves the Boston North suburbs. We have consistently won numerous rewards for our outstanding home care. Our caregivers and our team are happy, engaged, and committed to providing great care to our clients. If you'd like to be a part of team that respects you and your contributions, please contact us today! Join our amazing family! Compensation: $60,000.00 - $80,000.00 per year Assisting Hands Home Care prides itself on offering compassionate, dependable home care to their clients across the US. Their unparalleled reputation of quality home care covers a broad spectrum of services ranging from aging care for the elderly, post-surgery care, transitional care from a hospital or rehab, to post maternity care for those mothers who need care after the birth of their child. Aside from the company's mission for quality home care and passion for the value of family, one of the other reasons that Assisting Hands has provided such exceptional care to their clients is due to their high standards for hiring. According to the company's Vice President, Gail Stout, Assisting Hands Home Care believes that the caregivers are the face of the company. “Our agencies hire caregivers that first and foremost align with our company's core values.” Gail went on to explain that their agencies do a complete interview process of each hiring candidate. “We look for the three most important qualities in our caregivers which is professionalism, empathy, and strong communication skills.” Additionally, the agencies do a comprehensive background screening, training and verification of skill competency. “Each AHHC agency has a robust pool of caregivers but we are always looking to hire additional caregivers that meet our guidelines and criteria for caring for our clients,” Gail said. According to some of the agencies' caregivers, Assisting Hands motivates their employees to give the best care possible. “They treat their caregivers with very high standards,” said Fatima L. She went on to say that the company strives to provide quality care to their clients for all their individual needs. “Because of this quality care it makes a great difference to all elderly clients and their families.” Some of the other comments made by various Assisting Hands caregivers are “I applaud this company for the high standards and ethics that I have witnessed…” - Julie J. “I have worked for home care companies in the past and none of them are at all like Assisting Hands Home Care. I feel like a genuinely valued employee.” Kelsey L. “What I have experienced since working at AHHC is that the company truly cares about its clients just as well as its employees. They are always willing to help and go the extra mile to meet everyone's needs.” LaEasha G. Assisting Hands Home Care and their employees believe that there is value to offering dependable care and compassion to those in need which is witnessed on a daily basis by both the staff and the clients. No matter what service is being provided, from light housekeeping and making meals to helping with bathing and grooming needs, caring for others with dignity and dedication is paramount to Assisting Hands Home Care which is reflected in AHHC caregivers.

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.

The Director of HR Service Delivery & Operations has overall responsibility for the successful delivery of HR transactional processes across the employee lifecycle, globally (onboarding through offboarding). The role will work collaboratively and collectively across the HR function to drive quality and timely transactions with delightful experiences. The role will ensure compliance with legal and regulatory requirements, HR policies and practices, and provide guidance and resolutions for escalated employee concerns. The role will act as a primary liaison with the broader HR Employee Experience team and HR Centers of Excellence to ensure new programs, policies, and processes are rolled out successfully. This position will oversee Tier 0 HR information (self service knowledge management) and Tier 1 and Tier 2 inquiries from employees and managers (service management). This dynamic leader will enhance HR service delivery through delivery or robust processes, technology, and continuous improvement to deliver a best-in-class employee experience to our employees. Key Responsibilities: Leadership and Management: * Lead, and manage the HR Service Delivery team, providing guidance, coaching, and development opportunities across multiple geographies and time zones. * Set clear performance expectations and objectives for the team, and monitor progress to ensure goals are met. Provide regular direction and communication to team members to ensure requirements are met and work is completed with quality, speed, and delightful experiences through effective recruiting, training, coaching, and team building. * Provides statistical and performance feedback and coaching on a regular basis to each team member; writes and administers performance reviews for team members. Effectively handles escalated cases from all levels within the organization, Human Resources and vendors. * Plans, organizes, and controls activities of the team and participates in developing department goals, objectives, and project plans to ensure adherence to schedules when deploying function-wide changes * Foster and maintain positive relationships with HR partners across the function; serve as an interface between internal customers and functional team members to ensure effective definition and delivery of People Operations processes and provide overall prioritization of work assignments and management of functional team resources and their activities. Hiring + Onboarding + Tier 1 (AskHR) Support * Oversee delivery of processes across the hiring and onboarding space, including but not limited to interview scheduling, offers, pre- employment screening, pre-boarding, and on-boarding * Oversee tier 1 support, ensuring timely and accurate resolution of employee and manager inquiries * Maintain a knowledge base to assist in resolving common employee questions. * Address and resolve employee inquiries related to HR policies, benefits, payroll, and other HR-related topics. * Ensure high levels of customer service and employee satisfaction. Employee Transactions and Offboarding: * Oversee the administration of employee lifecycle transactions in Workday, including promotions, transfers, and terminations. * Support the delivery of an effective offboarding process, asset collection, checklists, and final settlements. * Ensure alignment with company policies and compliance with relevant regulations. HR Data Audits: * Oversee the process delivery for conducting regular HR data audits to ensure data integrity, accuracy, and compliance. * Identify areas for improvements to data management processes and propose improvements with process owners . Continuous Improvement * Ensures process execution quality via establishing standards and procedures and conducting audits (continual evaluation) to recommend process improvements to process owners * Define, monitor, and ensure the delivery of a comprehensive set of operational performance metrics that are relevant to the effective operation of HR Services. * Drive continuous improvement initiatives to enhance HR service delivery and operational efficiency. * Stay updated with industry trends and best practices to incorporate innovative solutions. Minimum Requirements: * Bachelor's degree, preferred in Human Resources, Business, Communications, or a related field * 10+ years of experience working in Human Resources or related field, including 5 years or more of people management experience with demonstrated success in building, leading, and motivating effective teams. * 3+ years of experience with Workday * Experience with case management solutions (Servicenow preferred) * Experience managing in an HR Shared Service Center and running an operations team Preferred Skills/Competencies: * Track record of working in a customer-focused environment where the emphasis is on SLA's and continuous improvement. * Ability to lead, coach, mentor and motivate a diverse team; ensure team and individual accountability and performance standards are met. * Able to manage multiple priorities, demonstrate objectivity, be results-oriented, and show initiative and creativity. * Ability to communicate and interact effectively with different levels of the organization to negotiate, problem solve, complete projects and influence decision making. * Must be flexible, work well under pressure, and have the ability to readily adapt to change. * Strong customer service and teamwork orientation. * Demonstrating Role Model Behavior - Positive and professional representative of Insulet and the Human Resources team. * Teamwork and Collaboration - Demonstrates effective working relationships and communications with coworkers and colleagues including proactive, transparent communication. * Customer Service and Responsiveness - Following up and responding to inquiries (internal and external) within 24 hours. * Continuous Improvement - Consistently seeking opportunities to improve the efficiency and effectiveness of our work and services provided. Exposure to LEAN and/or Six Sigma methods ideal NOTE: This position is eligible for hybrid working arrangements and requires on-site work from an Insulet office. #LI-Hybrid Additional Information: Compensation & Benefits: For U.S.-based positions only, the annual base salary range for this role is $144,375.00 - $216,562.50 This position may also be eligible for incentive compensation. We offer a comprehensive benefits package, including: * Medical, dental, and vision insurance * 401(k) with company match * Paid time off (PTO) * And additional employee wellness programs Application Details: This job posting will remain open until the position is filled. To apply, please visit the Insulet Careers site and submit your application online. Actual pay depends on skills, experience, and education. Insulet Corporation (NASDAQ: PODD), headquartered in Massachusetts, is an innovative medical device company dedicated to simplifying life for people with diabetes and other conditions through its Omnipod product platform. The Omnipod Insulin Management System provides a unique alternative to traditional insulin delivery methods. With its simple, wearable design, the tubeless disposable Pod provides up to three days of non-stop insulin delivery, without the need to see or handle a needle. Insulet's flagship innovation, the Omnipod 5 Automated Insulin Delivery System, integrates with a continuous glucose monitor to manage blood sugar with no multiple daily injections, zero fingersticks, and can be controlled by a compatible personal smartphone in the U.S. or by the Omnipod 5 Controller. Insulet also leverages the unique design of its Pod by tailoring its Omnipod technology platform for the delivery of non-insulin subcutaneous drugs across other therapeutic areas. For more information, please visit insulet.com and omnipod.com. We are looking for highly motivated, performance-driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it! At Insulet Corporation all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. (Know Your Rights)

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 partners with the HR team to continuously enhance Dyne's core HR operational functions, including onboarding, HRIS administration, benefits coordination, and process optimization. This role serves as a point of contact for employee HR-related questions and provides timely, accurate guidance to employees and managers on policies, processes, and systems. The Manager leads and oversees the onboarding experience, ensuring new hires have a seamless and engaging transition into Dyne. Additionally, this role maintains data integrity across Dyne's HR systems (ADP Workforce Now and Greenhouse ATS) and drives automation to enable scalability, efficiency, and a best-in-class employee experience. This role is based in Waltham, MA. 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 or Talent 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.

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. Schedule: Sunday - Thursday Salary: $80k 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