Director of human resources jobs in Mount Vernon, NY - 606 jobs

We are seeking an experienced Senior Director, Human Resources to serve as a trusted advisor to executive leadership and a strong operator across core HR functions. This role blends strategic leadership with hands‑on execution and is suited for an HR leader with sound judgment, presence, and the ability to navigate complex employee matters with confidence. The Senior Director will partner closely with the VP, People to execute people strategy, strengthen employee relations, and ensure HR practices support high‑performance, culture, innovation, and sustainable growth across an evolving on‑site, hybrid, and remote workforce. Primary Responsibilities HR Leadership & Business Partnership Act as a strategic HR partner to leaders, providing guidance on employee relations, performance management, workforce planning, organizational design, and evolving ways of working. Serve as a senior advisor on organizational effectiveness, leadership capability, innovation, and change. Translate business priorities into practical, scalable people practices, governance, and operating models that support growth and flexibility. Coach managers on leadership effectiveness, difficult conversations, and building high‑performing teams. Employee Relations & Performance Own employee relations matters of all levels of complexity, including investigations, conflict resolution, performance management, and separations. Independently assess risk, recommend outcomes, and partner with leadership and Legal on sensitive cases. Ensure consistent, fair, and legally sound application of policies and performance standards across all work arrangements. Compliance & Risk Management Own compliance with federal, state, and local employment laws and regulations for a primarily on‑site NY/NYC based workforce, as well as a multi‑state hybrid and remote employee population (including California). Partner with Legal on investigations, claims, and policy updates. Maintain accurate personnel records and HR documentation. HR Operations Oversee core HR processes including onboarding, offboarding, performance reviews, with compensation administration, and benefits coordination. Partner with Payroll and Finance to ensure accurate employee data and compensation execution. Continuously improve HR processes, systems, and tools to support efficiency, innovation, and a strong employee experience across on‑site and hybrid environments. Talent, Culture & Change Management Provide HR leadership across a diverse employee population, including creative professionals, corporate teams, and warehouse or frontline employees. Support engagement, retention, and succession planning initiatives. Design, support, and evolve learning, development, and mentorship programs that strengthen leadership capability, career growth, and internal mobility. Partner with leaders to foster a culture of continuous learning, feedback, and innovation. Ensure proactive external networking to build talent pipelines and support brand‑right community outreach aligned with the company's values and growth priorities. Champion company culture and create and deliver values‑based programs. Lead people aspects of change initiatives related to growth, restructuring, innovation, or new programs. Qualifications/Ideal Experience 10+ years of progressive HR leadership experience, including Senior Director or enterprise‑level roles. Demonstrated experience independently leading complex employee relations matters. Strong knowledge of employment law and HR best practices, with depth in New York and exposure to California compliance. Experience supporting on‑site, hybrid, and multi‑state workforces. Proven ability to work effectively across both professional and operational employee populations. Ability to influence and operate both strategically and tactically in a growing, innovative organization. Strong executive presence with excellent communication and influencing skills. Experience partnering closely with Legal, Finance, and senior leadership. Bachelor's degree required; HR certification preferred. A steady, confident HR leader with strong judgment and a bias toward resolution. Someone who is hands‑on, decisive, and comfortable owning outcomes. A collaborative partner who can influence, challenge thoughtfully, and drive continuous improvement. Job Type Full‑time; hybrid role; NYC based (Maspeth, Queens Distribution Center and Industry City Brooklyn office spaces). Salary $180,000 - $215,000 annually + Discretionary Bonus Benefits Medical, Dental & Vision Insurance Benefits (day1). 401(k) with Company Match. Company Paid Life Insurance Benefit. Voluntary Supplemental Insurance Benefits (STD, LTD, Accident, Critical Illness). Unlimited Paid Time Off (Exempt & FT). Tuition Reimbursement. The above statements describe the general nature of work being performed in this role, they are not an exhaustive list of all responsibilities, duties and skills required. Additional responsibilities may be required from time to time. As an Equal Opportunity Employer, qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran, or other protected status. For details on how we protect your information when you apply, please see Applicant and Candidate Privacy Policy. Moda Operandi is an e‑commerce platform transforming the way people discover and shop for designer fashion. Through its innovative mix of commerce and content, Moda allows women to shop for what's new and what's next in designer fashion from the world's leading emerging designers and luxury brands. Founded in 2010, Moda Operandi's mission is to make it easy for designers to grow their businesses and consumers to realize their personal style. Today, Moda's platform carries more than 1,000 brands and designers across fashion, fine jewelry, home and beauty, shipping to customers around the world. #J-18808-Ljbffr

Head of M&A, Human Capital - North America The primary focus of the Head of Human Capital M&A is to drive growth, best-in-class advisory support, thought leadership, and innovation across a range of human capital issues related to merger & acquisition activity. This role is responsible for leading the global go-to-market strategy for Aon's Human Capital M&A consulting business for North America. This role will work in close partnership with colleagues in Aon's human capital business and with colleagues in Aon's Risk Capital M&A business to generate opportunities for our Human Capital consulting businesses (health, wealth, and talent). Additionally, the role will lead liaison with client relationship managers in Aon's Enterprise Client Group and Human Capital Aon Client Leadership teams to represent Aon's capabilities to be the trusted advisor for M&A activity. The position can be located in any or our main office locations in North America. Aon is in the business of better decisions At Aon, we shape decisions for the better to protect and enrich the lives of people around the world. As an organization, we are united through trust as one inclusive team and we are passionate about helping our colleagues and clients succeed. What the day will look like Providing growth leadership, setting the go-to-market direction and ensuring consistency in how we sell, service and manage global M&A projects. Close partnership with M&A team in Risk Capital and relationship management teams to drive sales pipeline for Human Capital M&A projects. Working with subject matter experts within the Human Capital consulting businesses to sell and deliver large projects. Leading the teams as player-coach. Will expect leader to be involved in sponsoring the largest bids/client relationships. Drive greater consulting and advisory capability and projects, leveraging best practices from each Solution Line. Partner with sub-regions to drive margin-accretive growth. Prioritizing resources and cases for biggest impact; leading Aon's response to large RFPs for M&A activity, and leveraging feedback to shape our evolving value proposition. Driving a connected Aon proposition: Working in close partnership with leaders of Human Capital and EMEA Head of Human Capital M&A to develop a joined-up Aon value proposition of M&A solutions for all segments. Encouraging all colleagues working on M&A projects to represent all of Aon (Human Capital and Risk Capital) as we bring our capabilities to the market. Develop and drive Aon's external and internal brand presence through events, thought leadership and education Skills and experience that will lead to success Proven track record leading large M&A projects and driving growth in a complex global environment. Exceptional influential leadership. Ability to work in a matrixed environment and drive collaboration. Proven track record of winning and building long-term and service-oriented relationships with large corporate clients. Deep understanding of Human Capital issues that are related to M&A activity-including legal restrictions, harmonization of programs and integration activities. Working knowledge of environment and trends and issues across different geographies. Ability to create and execute a strategy with a strong commercial lens. Exceptional communication skills to convey compelling messages across all levels and geographies. How we support our colleagues In addition to our comprehensive benefits package, we encourage an inclusive workforce. Plus, our agile environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two "Global Wellbeing Days" each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions for our colleagues as well. Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued. Aon values an innovative and inclusive workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace. Aon provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, domestic partner status, or other legally protected status. People with criminal history are encouraged to apply. We are committed to providing equal employment opportunities and fostering an inclusive workplace. If you require accommodation during the application or interview process, please let us know. You can request accommodations by emailing us at ReasonableAccommodations@Aon.com or your recruiter. We will work with you to meet your needs and ensure a fair and equitable experience. Aon does not accept unsolicited resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Aon hires that candidate. Nothing in this restricts management's right to assign or reassign duties and responsibilities to this job at any time. Pay Transparency Laws: The salary range for this position (intended for U.S. applicants) is $245,000 to $325,000 annually. The actual salary will vary based on the applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on the applicant's geographic location. This position is eligible to participate in one of Aon's annual incentive plans in addition to base salary. The amount of any incentive varies and is subject to the terms and conditions of the applicable incentive plan. Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; consideration for long-term incentive awards at Aon's discretion; medical, dental and vision insurance. This role does not accrue vacation. Rather, this role is eligible to take paid time off at the discretion of the employee and management in accordance with company policy and practices. Various other types of leaves of absence; paid sick leave as provided under state and local paid sick leave laws, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counselling sessions. Eligibility for benefits is governed by the applicable plan documents and policies. #li-kb3 2573300 Head of M&A, Human Capital - North America The primary focus of the Head of Human Capital M&A is to drive growth, best-in-class advisory support, thought leadership, and innovation across a range of human capital issues related to merger & acquisition activity. This role is responsible for leading the global go-to-market strategy for Aon's Human Capital M&A consulting business for North America. This role will work in close partnership with colleagues in Aon's human capital business and with colleagues in Aon's Risk Capital M&A business to generate opportunities for our Human Capital consulting businesses (health, wealth, and talent). Additionally, the role will lead liaison with client relationship managers in Aon's Enterprise Client Group and Human Capital Aon Client Leadership teams to represent Aon's capabilities to be the trusted advisor for M&A activity. The position can be located in any or our main office locations in North America. Aon is in the business of better decisions At Aon, we shape decisions for the better to protect and enrich the lives of people around the world. As an organization, we are united through trust as one inclusive team and we are passionate about helping our colleagues and clients succeed. What the day will look like Providing growth leadership, setting the go-to-market direction and ensuring consistency in how we sell, service and manage global M&A projects. Close partnership with M&A team in Risk Capital and relationship management teams to drive sales pipeline for Human Capital M&A projects. Working with subject matter experts within the Human Capital consulting businesses to sell and deliver large projects. Leading the teams as player-coach. Will expect leader to be involved in sponsoring the largest bids/client relationships. Drive greater consulting and advisory capability and projects, leveraging best practices from each Solution Line. Partner with sub-regions to drive margin-accretive growth. Prioritizing resources and cases for biggest impact; leading Aon's response to large RFPs for M&A activity, and leveraging feedback to shape our evolving value proposition. Driving a connected Aon proposition: Working in close partnership with leaders of Human Capital and EMEA Head of Human Capital M&A to develop a joined-up Aon value proposition of M&A solutions for all segments. Encouraging all colleagues working on M&A projects to represent all of Aon (Human Capital and Risk Capital) as we bring our capabilities to the market. Develop and drive Aon's external and internal brand presence through events, thought leadership and education Skills and experience that will lead to success Proven track record leading large M&A projects and driving growth in a complex global environment. Exceptional influential leadership. Ability to work in a matrixed environment and drive collaboration. Proven track record of winning and building long-term and service-oriented relationships with large corporate clients. Deep understanding of Human Capital issues that are related to M&A activity-including legal restrictions, harmonization of programs and integration activities. Working knowledge of environment and trends and issues across different geographies. Ability to create and execute a strategy with a strong commercial lens. Exceptional communication skills to convey compelling messages across all levels and geographies. How we support our colleagues In addition to our comprehensive benefits package, we encourage an inclusive workforce. Plus, our agile environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two "Global Wellbeing Days" each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions for our colleagues as well. Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued. Aon values an innovative and inclusive workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace. Aon provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, domestic partner status, or other legally protected status. People with criminal history are encouraged to apply. We are committed to providing equal employment opportunities and fostering an inclusive workplace. If you require accommodation during the application or interview process, please let us know. You can request accommodations by emailing us at ReasonableAccommodations@Aon.com or your recruiter. We will work with you to meet your needs and ensure a fair and equitable experience. Aon does not accept unsolicited resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Aon hires that candidate. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. Pay Transparency Laws: The salary range for this position (intended for U.S. applicants) is $245,000 to $325,000 annually. The actual salary will vary based on the applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on the applicant's geographic location. This position is eligible to participate in one of Aon's annual incentive plans in addition to base salary. The amount of any incentive varies and is subject to the terms and conditions of the applicable incentive plan. Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; consideration for long-term incentive awards at Aon's discretion; medical, dental and vision insurance. This role does not accrue vacation. Rather, this role is eligible to take paid time off at the discretion of the employee and management in accordance with company policy and practices. Various other types of leaves of absence; paid sick leave as provided under state and local paid sick leave laws, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counselling sessions. Eligibility for benefits is governed by the applicable plan documents and policies. #li-kb3

Senior Director, HR At GXO, we're constantly looking for talented individuals at all levels who can deliver the caliber of service our company requires. You know that a positive work environment creates happy employees, which boosts productivity and dedication. On our team, you'll have the support to excel at work and the resources to build a career you can be proud of. As the Senior Director, HR, you will serve as the global HR leader for key corporate functions, acting as a trusted advisor to executive leadership within these headquarters' teams. This role is accountable for defining and executing people's strategy, driving organizational transformation, and delivering world‑class HR solutions across assigned global functions. You will partner closely with regional HR leaders to ensure seamless implementation of initiatives and a consistent employee experience worldwide. Additionally, you will serve as the primary strategic HR contact for U.S. based corporate leaders, providing expertise in organization design, organizational effectiveness, transformation and talent management. Pay, benefits and more. We are eager to attract the best, so we offer competitive compensation and a generous benefits package, including full health insurance (medical, dental and vision), 401(k), life insurance, disability and the opportunity to participate in a company incentive plan. What you'll do on a typical day: Serve as the global HRBP for the assigned client group, owning the end‑to‑end people strategy and delivery for these functions. Act as the primary HR advisor to global sub‑functional leadership teams, influencing business decisions and shaping organizational culture. Develop, implement, and continuously evolve HR strategies that align with both global and local business objectives. Partner with the VP, HR for Corporate Global Functions to translate functional strategies into people and culture plans. Lead strategic workforce planning, succession management, and capability development initiatives for assigned functions. Provide expert guidance on complex employee relations, organizational design, transformation, and change management initiatives. Lead major global transformation projects (e.g., offshoring, restructuring, digitalization) and design change management strategies. Drive HR metrics and analytics, using data‑driven insights to inform strategy and measure impact. Build strong, collaborative relationships with regional HR partners to ensure consistent deployment of HR programs and policies. Act as a coach and mentor to HRBPs and business leaders, fostering leadership capability and talent development. What you need to succeed at GXO: At a minimum, you'll need: Bachelor's degree or equivalent related work/military experience Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification 7+ years of relevant HR experience, including corporate/global HR experience Proficiency with Microsoft Office and HRIS tools; ability to quickly learn and achieve proficiency in new software applications Availability to work a flexible schedule including planned and unplanned overtime; occasional travel It'd be great if you also have: Excellent verbal and written communication skills; ability to present clean, organized, and thorough information Ability to develop insightful, value‑added, and actionable analyses with detailed explanations regarding drivers of results We engineer faster, smarter, leaner supply chains. GXO is a leading provider of cutting‑edge supply chain solutions to the most successful companies in the world. We help our customers manage their goods most efficiently using our technology and services. Our greatest strength is our global team - energetic, innovative people of all experience levels and talents who make GXO a great place to work. We are proud to be an Equal Opportunity employer including Disabled/Veterans. GXO adheres to CDC, OSHA and state and local requirements regarding COVID safety. All employees and visitors are expected to comply with GXO policies which are in place to safeguard our employees and customers. All applicants who receive a conditional offer of employment may be required to take and pass a pre‑employment drug test. The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed. Review GXO's candidate privacy statement here. #J-18808-Ljbffr

About the Role Uber's People & Places (P&P) team handles all things people-related so that our employees worldwide are empowered to do their best work. Our HR Business Partner (HRBP) organization partners closely with business leaders to enable their strategies, shape organizational effectiveness, and build high-performing teams. As a Senior HR Business Partner for Delivery Commercial Operations (DCO) and Global Strategy & Planning (S&P), you'll support two critical groups that power Uber Delivery: DCO drives sales operations, efficiency, and execution across global Delivery markets. S&P sets the strategic agenda, allocates resources, and measures performance to ensure Delivery wins in a competitive landscape. In this role, you'll be a trusted partner to senior leaders, helping them design and scale high-impact organizations that drive growth, efficiency, and strategic clarity across Uber's Delivery business worldwide. What You'll Do Strategic HR Partnership: Partner with DCO and S&P senior leaders to shape business strategy through a people lens, ensuring teams are structured, resourced, and led to deliver impact at scale. Organizational Design & Effectiveness: Drive org design discussions that enhance alignment between strategy and execution. Evaluate operating models, governance, and cross-functional interfaces to improve efficiency and decision-making. Leadership Development: Coach senior leaders and their teams, strengthen leadership pipelines, and design succession strategies to support Uber's long-term growth. Change Leadership: Guide leaders and employees through transformation, whether evolving sales ops models, centralizing processes, or shifting strategic focus. Anticipate global implications and ensure smooth adoption. Data-Driven Insights: Use people analytics and workforce data to diagnose organizational challenges, inform decision-making, and track progress against goals. Program Integration: Ensure HR programs (compensation, performance, talent development, etc.) are adopted effectively and tailored to the unique needs of DCO and S&P. Culture & Engagement: Champion Uber's cultural values and build engagement strategies that drive belonging, performance, and inclusion in highly analytical and execution-focused teams. Collaboration & Influence: Navigate a complex matrix of stakeholders across Delivery, P&P, and cross-functional partners. Influence outcomes and priorities without direct control of resources. Basic Qualifications 10+ years of either progressive HR or relevant business experience Preferred Qualifications Proven ability to influence at senior levels and drive alignment across diverse stakeholders in a fast-paced, complex environment. Strong decision-making skills with the ability to balance multiple perspectives, manage trade-offs, and align leaders to effective, principle-based outcomes. Deep business acumen with demonstrated experience translating organizational goals into impactful people strategies. Track record of driving organizational design, leadership development, and workforce planning at scale. Solid understanding of global HR programs and practices, including compensation, performance management, and leadership development. Strong analytical capabilities and comfort using data to inform decisions. Knowledge of employment laws and their application across global contexts. High emotional intelligence, cultural awareness, and interpersonal maturity with a global mindset. Excellent communication and presentation skills with the ability to distill complexity into clear, actionable insights. Experience in technology or platform businesses, ideally with a global scope and exposure to marketplace dynamics. For Chicago, IL-based roles: The base salary range for this role is USD$167,000 per year - USD$186,000 per year. For New York, NY-based roles: The base salary range for this role is USD$186,000 per year - USD$207,000 per year. For San Francisco, CA-based roles: The base salary range for this role is USD$186,000 per year - USD$207,000 per year. For all US locations, you will be eligible to participate in Uber's bonus program, and may be offered an equity award & other types of comp. You will also be eligible for various benefits. More details can be found at the following link: Uber's benefits information here. Uber's mission is to reimagine the way the world moves for the better. Here, bold ideas create real-world impact, challenges drive growth, and speed fuels progress. What moves us, moves the world - let's move it forward, together. Uber is proud to be an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you have a disability or special need that requires accommodation, please let us know by completing this form. Offices continue to be central to collaboration and Uber's cultural identity. Unless formally approved to work fully remotely, Uber expects employees to spend at least half of their work time in their assigned office. For certain roles, such as those based at green-light hubs, employees are expected to be in-office for 100% of their time. Please speak with your recruiter to better understand in-office expectations for this role. #J-18808-Ljbffr

Aquarian Holdings ("Aquarian") is a diversified global holding company with a strategic portfolio of insurance and asset management solutions. Aquarian Insurance Holdings acquires and operates insurance companies with a focus on life and annuity underwriting, deploying strategies to grow balance sheet profitability by writing new insurance/reinsurance, improving investment income, and optimizing operations. After launching in 2017, Aquarian finalized its first investment in 2018 in Investors Heritage, a regional life insurer domiciled in Kentucky that focuses on pre-need policies. Working closely with management, Aquarian helped the company grow with expanded product offerings and distribution channels, building on its 60-year track record of exceptional client service. Aquarian continued to deepen its expertise and grow its existing offerings in insurance and reinsurance through its acquisitions of Hudson Life and Annuity Company in 2021 and Somerset Re in 2022. Aquarian Investments complements the insurance operations , combining best practices from the world's leading financial services firms with its own distinct strategy, approach, and organizational culture. Aquarian has continued to expand into alternative assets and private credit through the launches of Aquarian Liquid Credit, Aquarian Strategic Opportunities, Aquarian Private Credit, and Aquarian Real Estate Partners. Aquarian has since grown its business to approximately $25.8 billion in AUM, with 40 investment professionals, multiple funds, and insurance and reinsurance companies, all committed to providing meaningful investment opportunities to millions of people. In November 2025, Aquarian announced the signing of a definitive merger agreement under which an affiliate will acquire Brighthouse Financial in an all-cash transaction valued at approximately $4.1 billion. Brighthouse is one of the largest providers of annuities and life insurance in the U.S., with approximately $208 billion of AUM. Following the anticipated close of the transaction in 2026, Brighthouse Financial will operate as a standalone entity within the Aquarian portfolio. Role Summary We are seeking a highly skilled and experienced Senior HR Business Partner to join our team. In this strategic role, you will collaborate with business leaders to drive HR initiatives aligned with our organizational goals. You will be responsible for fostering a culture of high performance, employee engagement, and continuous improvement within our workforce. This position is onsite 5 days a week at our New York City office. Key Responsibilities: Collaborate with senior leadership of Holdings company to develop and implement HR strategies that support business objectives and enhance organizational effectiveness. Oversee talent development, and retention strategies to ensure a strong pipeline of skilled professionals in line with business needs. Shape HR policies and processes to scale with the organization-streamlining workflows and enhancing the employee experience. Advise on org design, team structure, leadership capability, succession planning, and talent development. Drive performance management, including evaluation frameworks, calibration sessions, and development roadmaps. Act as a trusted advisor on employee relations matters, providing guidance on performance management, conflict resolution, and disciplinary. Support organizational change initiatives by providing HR expertise and facilitating communication to ensure smooth transitions. Design and implement performance management processes that drive accountability, development, and alignment with business goals. Ensure compliance with labor laws, regulations, and internal policies, while mitigating risks related to HR practices. Utilize HR analytics to provide data-driven insights and recommendations to senior leaders on workforce trends and organizational health. Demonstrate a strong attention to detail, analytical rigor, and the fortitude to implement change and follow through across functions. Exhibit the comfort to probe thoughtfully and the ability to synthesize complex information with a threshold-level understanding of both business strategy and workforce dynamics. Qualifications: Strong understanding of HR best practices, labor laws, and regulatory requirements in financial services. Proven ability to influence and build relationships with senior leaders and cross-functional teams. Excellent communication, negotiation, and interpersonal skills. Analytical mindset with the ability to interpret data, spot trends, and develop actionable solutions. Attention to detail and fortitude to implement initiatives with consistency and accountability. Comfort probing for clarity and surfacing organizational issues, paired with the fortitude to push back where needed. Understanding of organizational development and design, with the ability to apply frameworks to real-time business problems. Experience in managing complex employee relations issues and change management processes. Bachelor's degree in Human Resources, Business Administration, or a related field. 10+ years of progressive HR experience, with a focus on business partnering in the financial services sector. Aquarian is an equal opportunity employer. Aquarian is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, experience and unique perspectives. Aquarian does not discriminate on the basis of race, color, creed, religion, sex, national origin, veteran status, mental or physical handicap or disability, age, citizenship status, alienage, ancestry, marital status, sexual orientation, gender identity or expression or any other criteria prohibited under applicable federal, state or local law. Aquarian makes reasonable accommodations for applicants and employees with disabilities in accordance with applicable law.

About us Zara offers the latest fashion trends for all. An international brand with stores in the main cities of the world and online. Our business model is centered in our customers, constantly adapting to their needs. We love what we do. Teamwork, passion, curiosity, diversity, sustainability, creativity and humility are our daily motivation. Does it sound like you? Maybe you are a Zara person. Key Responsibilities - Definition and monitoring/control of budgeted hours and productivity. Analysis of HR ratios: rotation, absenteeism, etc. - Ensuring compliance with the company's wage policy to guarantee that it is consistent with the market and aligned with corporate policy - Managing social relations while respecting the country's labor context and in line with the Group's policies and strategies - Overseeing and guaranteeing compliance with Health & Safety regulations to ensure safety in the stores - Guaranteeing openings, from the good selection of teams to proper reception and training. Visiting stores to support sales through compliance with HR policies and the support and monitoring of the area team - Ensuring that candidate selection processes are conducted in an optimal manner in cooperation with the Recruitment Team - Coordinating training to guarantee the good evaluation and development of store staff with a view to ensuring a workforce made up of professionals suited to the company's needs. - Development and implementation of the projects required to foster internal promotion - Being an ambassador for the corporate culture through internal and external communication aligned with the Group's Corporate policy, to safeguard our employer brand. Establishing measures for analyzing and improving the work environment - Organizing the tasks and responsibilities of the members of their team to ensure optimal results - Aligning HR goals and strategies, especially with Retail director Qualifications - Must have 3+years of managerial experience - Human Resources certification or the equivalent studies preferred - High level of IT skills (Ms Excel) - Highly organized and able to work in fast paced environment - Results oriented with strong communications skills - Must be a self-starter with the ability to manage multiple projects at one time - Ability to motivate others - Analytical and problem-solving skills - Self-motivated, self-disciplined, proactiveness, and forward-looking approach - Flexible to travel, autonomy, and adaptation to change - People orientated - Strong conflict management skills - Bilingual Spanish preferred What we offer In addition to a competitive salary, you will also receive 25% discount to buy the latest trends in any of our brands and a variety benefit package where you can find a wide range of discounts. Our internal talent is our greatest asset, and we are proud of offering internal promotion programs where you will find opportunities to grow, e-learning and training programs as well as social projects to get involved and contribute to a better society, and much more! Annual compensation range: $105,000 - $120,000 + discretionary bonus * Zara, in good faith, believes that this posted rate of compensation is the accurate range for this role at this location at the time of this posting. This range may be modified in the future. Actual compensation within that range will be dependent upon the individual's skills, experience, qualifications, and applicable laws. Zara USA, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, sexual orientation, gender, gender identity, gender expression, disability, age, citizenship status, veteran status or any other characteristic protected by applicable federal, state or local laws. EOE/DFW

A public university in New Jersey is seeking a Director of Labor Relations to lead its labor relations efforts and oversee the administration of collective bargaining agreements. The successful candidate will provide guidance on labor contract issues and work closely with university leadership and HR. They should have at least 5 years of experience in labor relations, strong analytical skills, and the ability to manage complex negotiations. The position offers a salary range of $145,000 to $170,000 annually along with comprehensive benefits. #J-18808-Ljbffr

Introduction At Gallagher Re, we bring clarity to complexity by helping clients around the world make confident, data-driven decisions in a rapidly evolving risk landscape. Here, you'll be part of a team that leverages world-class analytics and deep reinsurance expertise to deliver strategic advisory services and transactional excellence. Together, we transform advanced insights and market intelligence into strategies that protect businesses, drive performance, and shape the future of reinsurance. We're a community of decision makers, future shapers, and trusted experts working side by side to deliver meaningful impact through innovative thinking and practical solutions. At Gallagher Re, your curiosity is welcomed, your growth is championed, and your work truly matters. This is a place where you'll have the freedom to explore new ideas, take ownership of your career, and collaborate with people who are as driven and inquisitive as you are. Overview To partner with the Gallagher Re Facultative Leadership Team to develop and deliver pragmatic commercial people plans to achieve strategic business objectives for a start-up division that operates globally and has significant organic expansion plans over the next 5 years. Deliver divisional and global people initiatives effectively drawing on HR Centres of Excellence expertise to ensure high quality, commercial solutions. To support the HR Director on a range of different projects and responsibilities to add value to the strategic and tactical commercial agendas across Gallagher Re Facultative. How you'll make an impact Partnering Provide expert coaching and consulting advice to members of the Facultative leadership team along with appropriate challenge to ensure business and people objectives are met Partner with members of the Facultative Leadership team and to drive a high performing culture, improve employee experience and improve retention Partner with local HR teams to oversee local colleague issues Support the HR Director with the creation and delivery of divisional people plans for their areas of responsibility within Gallagher Re Facultative Developing & implementing plans that help to develop and engage employees Partner with key stakeholders within Gallagher Re Facultative support/enable their strategic objectives. Promote, support and drive engagement with all available HR/people-related policies, tools processes and initiatives including, but not limited to: Learning and Development proposition Manager and employee HR system functionality including MI reporting Talent Acquisition Employee Benefits and Wellbeing proposition Family-friendly policies * Partner with the relevant HR Centres of Excellence (e.g Employee Relations, TA, L&D, Compensation, L&D) to enable and deliver human capital solutions for stakeholders. Performance Embedding a performance culture and consequence management approach including coaching managers on creation, implementation and monitoring of Performance Improvement Plans and effective/consistent deployment of local recognition Analyzing data and trends to identify high & low performance in order to recommend appropriate action Facilitate performance rating moderation sessions Perform quality assessments of my Performance goal-setting and reviews Promote and support global & divisional recognition initiatives Train and upskill business area on my Performance reviews and goal setting Internal Talent Management and External Talent Acquisition Under guidance of HR Director, support the delivery of succession planning and career development in order to identify and mitigate succession "gaps" and embed talent approach Facilitate talent and succession planning sessions and support career conversations with identified employees Act as advocate for global and divisional talent initiatives in liaison with L&D Centre of Excellence Liaising with various Talent Acquisition teams, engage in talent acquisition planning and execution Actively participate in the assessment and selection of senior/specialist hires as required Business Change To provide project management, facilitation and direct support as required to people-related impacts arising from change projects (including Mergers & Acquisitions) Lead on or support the HR Director regarding any organisational change where this relates to HR-related activities e.g. business reorganisation. Directly, and or/co-ordinate resources from HR Service Delivery as appropriate, deliver any required employee consultation and communication process. Work with HR Service Delivery to support redeployment opportunities for colleagues impacted by business change Employee Relations Under guidance of HR Director and the in-house legal teams, accountable for the advice and guidance to the business on more complex employee relations cases with a view to achieving risk-mitigated commercial outcomes Under guidance of HR Director and in-house legal teams, accountable for the preparation of risk assessments and preparation of standard settlement agreement Act as point of escalation on complex ER cases. Inform key stakeholders/business units of any changes or anticipated changes in HR policies and procedures Reward To work with HR Director and business leaders, liaising with the Reward Centre of Excellence as required, on identification and implementation of reward strategies for individuals and teams Support annual pay and bonus review process including data management, moderation of award recommendations and pay and bonus communications Promote total reward philosophy in order to improve engagement and retention Under guidance of HR Director, support creation, documentation and administration of incentive plans adhering to all required reward philosophy, principles and governance requirements Culture & Engagement Drive and facilitate engagement actions planning and activity at local level Embed the Gallagher Way across leadership teams Support the creation of an inclusive culture HR Function/Team Working Work collaboratively as part of a "One HR" team engaging and liaising effectively with HR Centres of Excellence Actively seek to drive a culture of continuous improvement within the HR function Collaborate with other functional e.g. Risk & Compliance, Finance, Legal and other key stakeholders as required Represent the HR function in cross functional / cross divisional programmes as required Governance * Comply with AJG Professional Standards Manual in accordance with statutory requirements for role with specific attention, but not limited to Managing Client information, Whistle Blowing, Treating Customers Fairly * Carry out duties following internal policies and procedures in accordance with applicable laws, rules, regulations, good governance and Gallagher's shared values, in particular, putting clients at the heart of our business. About You * Bachelor's degree and 3 years related experience required. Technical Knowledge * Sound up to date Employment Law knowledge required * Knowledge of financial services desirable Experience Progressive HR business partnering experience within large, multinational corporations Experience of managing HR issues across multiple countries Proven ability to develop a good understanding of business issues and how to identify and deliver HR interventions and solutions to meet business needs Track record of contributing to the management of change successfully and experience of delivering on successful restructuring programmes including exits. Experience of dealing with complex relationships using coaching/feedback techniques Tactical negotiation and influencing experience with internal/external stakeholders Demonstrated rapport-building experience Evidence of effectively prioritising risks to manage workload Experience of compensation and incentivisation vehicles. Skills/other Strong client focus, including the ability to manage potentially contentious interactions with varying negotiation strategies Strong interpersonal skills, including listening, verbal and written communication skills with the ability to communicate effectively with all levels of the Company, including senior level management Good presentation skills with experience interacting and presenting to colleagues/senior management Solutions focussed mind-set with the ability to develop creative approaches and solutions Ability to interact comfortably with colleagues/senior level management Able to manage multiple projects and priorities with excellent attention to detail. Highly motivated and results focused Highest degree of ethics and integrity in client focus MS office proficiency 15% travel Leading Self * Leading self - Focuses on how we lead ourselves and react to situations * Integrity & trust - Focuses on doing the right thing and taking personal responsibility Leading Others & Relationships Builds relationships & networks - Focuses on building diverse networks and accepting difference Collaborates - Focuses on sharing, supporting and being inclusive to achieve mutually beneficial outcomes Communicates & influences - Focuses on clear communication, influencing and negotiating Leading Results Client Excellence - Focuses on understanding and meeting the needs of internal and external clients for now and the future of a long term relationship Planning - Focuses on building plans and obtaining resources and ensuring alignment across teams and the business Drive for results - Focuses on performance and removing obstacles to achieve results Leading the Business Business Acumen - Focuses on analysing and solving problems Strategy - Focuses on strategic thinking and understanding broader context affecting Gallagher and the industry Innovation - Focuses on creative thinking, generating new ideas and embedding the necessary change #LI-KF1 Compensation and benefits We offer a competitive and comprehensive compensation package. The base salary range represents the anticipated low end and high end of the range for this position. The actual compensation will be influenced by a wide range of factors including, but not limited to previous experience, education, pay market/geography, complexity or scope, specialized skill set, lines of business/practice area, supply/demand, and scheduled hours. On top of a competitive salary, great teams and exciting career opportunities, we also offer a wide range of benefits. Below are the minimum core benefits you'll get, depending on your job level these benefits may improve: Medical/dental/vision plans, which start from day one! Life and accident insurance 401(K) and Roth options Tax-advantaged accounts (HSA, FSA) Educational expense reimbursement Paid parental leave Other benefits include: Digital mental health services (Talkspace) Flexible work hours (availability varies by office and job function) Training programs Gallagher Thrive program - elevating your health through challenges, workshops and digital fitness programs for your overall wellbeing Charitable matching gift program And more... The benefits summary above applies to fulltime positions. If you are not applying for a fulltime position, details about benefits will be provided during the selection process. We value inclusion and diversity Click Here to review our U.S. Eligibility Requirements Inclusion and diversity (I&D) is a core part of our business, and it's embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work. Gallagher embraces our employees' diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest. Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as "protected characteristics") by applicable federal, state, or local laws. Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business.

Excellence Community Schools (ECS) is a K-8 Charter Management Organization (CMO) serving communities in the Bronx, NY, and Stamford, CT. Our approach is built on a nationally recognized model that began with our flagship school, the Bronx Charter School for Excellence, a proud recipient of the National Blue Ribbon Schools Award. Our schools prepare young scholars to compete for admission to and succeed in top public, private, and parochial high schools by cultivating their intellectual, artistic, social, emotional, and ethical development. We accomplish this by offering a challenging and rigorous academic curriculum, which at the earliest grades have an eye towards college preparation. To achieve this, our schools create a supportive and caring environment that at all times has high expectations of all students. Our commitment extends beyond academics, ensuring each scholar has the guidance and support to thrive in whatever they aspire to achieve in the world. We offer a supportive learning environment that seeks to develop high-level analytical and critical thinking skills in all of our students. Our engaging and rigorous approach is implemented by a collaborative team of teachers. Position Overview The Chief Talent & Human Resources Officer (CTHRO) is a senior executive responsible for architecting and stewarding ECS's enterprise-wide people strategy in direct service of student achievement, instructional excellence, and long-term organizational sustainability. As a core member of the Executive Team, the CTHRO ensures that talent, culture, leadership, and people systems are intentionally designed, aligned, and continuously improved to support ECS's mission and growth. This role moves beyond operational HR leadership to owning outcomes, building scalable systems, advising the Co-CEO and Board, and ensuring ECS has the leadership capacity and workforce stability required to deliver exceptional results. Impact of the Role The Chief Talent & Human Resources Officer ensures Excellence Community Schools has leadership, workforce stability, and people systems required to deliver exceptional outcomes for students, today and as the network grows. This role directly influences instructional quality, organizational resilience, and ECS's ability to scale with excellence. Key Responsibilities Strategic People Leadership & Governance Serve as a principal advisor to the Co-CEO and Executive Team on all matters related to talent, workforce strategy, organizational design, and people investment decisions. Translate ECS's academic vision and growth strategy into a cohesive, long-term people strategy that ensures the right talent is in place at every level of the organization. Lead enterprise-wide change management efforts related to organizational growth, restructuring, performance expectations, or shifts in instructional and operational priorities. Partner with the Board and senior leadership on succession planning, leadership continuity, and risk mitigation related to talent and workforce capacity. Set and own the enterprise talent acquisition vision to ensure ECS consistently attracts, selects, and retains exceptional educators, school leaders, and network staff aligned to ECS's instructional model and values. Establish and scale long-term, sustainable talent pipelines through strategic partnerships (universities, certification programs, residencies, and internal leadership pathways) to meet current and future staffing demands. Ensure hiring systems and selection practices advance ECS's commitments to diversity, equity, inclusion, and excellence, using data to monitor outcomes and drive continuous improvement. Oversee onboarding and early-tenure talent strategies that accelerate effectiveness, strengthen engagement, and improve long-term retention across schools and network teams. Use labor market insights, workforce analytics, and vacancy risk data to inform proactive staffing strategies and support network stability and growth. Design and steward ECS's enterprise performance management philosophy and systems, ensuring alignment with instructional rigor, accountability, and professional growth expectations. Partner with Academic Leadership to ensure educator effectiveness frameworks, coaching models, and leadership development pathways are cohesive and mutually reinforcing. Own succession planning for school leaders and key network roles, building internal pipelines that reduce reliance on external hiring for critical leadership positions. Ensure managers and leaders across the organization are equipped to lead people effectively through training, tools, and clear expectations. Culture, Employee Experience & Engagement Champion and model high-expectations, mission-driven culture that balances excellence, accountability, and staff sustainability. Set the vision for employee experience across the full lifecycle, from recruitment through advancement and exit. Oversee employee relations strategy, ensuring consistent, fair, and values-aligned approaches to conflict resolution, investigations, and performance management. Use engagement data, retention trends, and feedback loops to proactively address risks to morale, performance, and organizational health. Compensation, Benefits & Total Rewards Strategy Set ECS's total rewards philosophy to ensure compensation and benefits are competitive, equitable, and aligned with budget realities and talent priorities. Partner with CFO and the CEO on workforce cost modeling, salary planning, and long-term financial sustainability. Ensure internal equity and compliance while positioning ECS as an employer of choice within competitive education labor markets. Evaluate and evolve benefits offerings to support recruitment, retention, and staff well-being. Serve as the organization's senior authority on employment law, HR compliance, and workforce risk management. Ensure ECS policies, practices, and systems comply with all federal, state, and local regulations across operating regions. Anticipate and mitigate organizational risk related to employee relations, investigations, performance management, and labor matters. Advise executive leadership on sensitive personnel matters with sound judgment, discretion, and consistency. HR Operations, Systems & Analytics Provide executive oversight of HR operations, ensuring systems, processes, and structures support school leaders and minimize administrative burden. Leverage people data and analytics to inform executive decision-making related to hiring efficiency, retention, performance, diversity, and workforce planning. Ensure HR technology, reporting, and infrastructure scale effectively with organizational growth. Hold the Talent & HR function accountable for service quality, responsiveness, and strategic impact. Build, lead, and retain a high-performing Talent & Human Resources leadership team. Set clear expectations for strategic thinking, execution excellence, and cross-functional partnership. Serve as a trusted partner to Principals, school leaders, and Network leaders, balancing support with accountability. Model ECS's leadership values and decision-making standards in all interactions. Qualifications Bachelor's degree required; Master's degree in Education, Human Resources, Organizational Leadership, or related field preferred. 10+ years of progressive experience in Talent Management and Human Resources, with senior leadership experience. Demonstrated success leading talent strategy in K-12 education, charter networks, or mission-driven organizations. Deep understanding of educator recruitment, retention, and performance systems. Strong knowledge of employment law, HR compliance, and best practices in New York and/or Connecticut. Exceptional leadership presence, judgment, and ability to influence across schools and network teams. Compensation and Benefits Salary range:$225,000 - $250,000,commensurate with experience and qualifications. Health Benefits:Medical, dental, and vision insurance. Leave:Paid time off, paid sick leave, parental leave, and FMLA. Additional Benefits:Short-term and long-term disability coverage, life insurance, and $5,000 annual tuition reimbursement. #J-18808-Ljbffr

Raffles Hotels & Resorts The Birthplace of stories and legends since 1887, Raffles is a legendary brand, steeped in history and loved by generations past, present and future. Raffles, Its timeless elegance, refined manners and spirit of generosity ensure that every visitor arrives as a guest, leaves as a friend and returns as family. Fairmont Hotels & Resorts Join a dynamic team and be part of the Fairmont family - with 90+ spectacular properties, and 30+ more in the pipeline, in 30 countries around the globe, stretching from the beaches of Hawaii, to the unspoiled national parks of Canada, to the heart of London, to the deserts of the United Arab Emirates. Job Description As the Director, Labor & Employee Relations - North & Central America for Raffles and Fairmont Hotels & Resorts, you will play a pivotal role in cultivating a culture of positive labor and employee relations across the region. Supporting the VP, People & Culture, you will develop strategies, tools, and resources that empower People & Culture teams to manage employee and labor relations matters effectively and in alignment with the company's values and brand culture. Key Responsibilities Culture Cultivation Champion and reinforce Raffles and Fairmont's brand culture, values, and core beliefs across all organizational levels. Foster an inclusive, supportive work environment where employees feel empowered, engaged, and valued. Partner with senior leadership to drive cultural initiatives that enhance morale, satisfaction, and overall well-being. Labor Relations Provide strategic direction and guidance for collective bargaining agreement renewals, including pre-bargaining preparation, objective setting, and negotiation strategies. Lead and support labor relations in both union and non-union properties, ensuring a positive and compliant work environment. Advise property leadership on grievances, arbitrations, organizational changes, and corrective action processes. Develop learning tools, costing models, and pre-/post-bargaining resources to strengthen labor relations capabilities across leadership teams. Build and maintain productive relationships with union representatives and other key labor constituencies. Stay current on emerging labor relations trends, legislation, and best practices through participation in industry associations and collaboration with legal and HR peers. Ensure compliance with all applicable federal, state, and local labor laws. Design and deliver labor relations training programs across all organizational levels. Proactively manage all Collective Bargaining Agreements in alignment with company values and goals. Leadership Execute the Raffles and Fairmont People & Culture strategy, aligning with overall business objectives and core values. Provide leadership and guidance to the New York corporate office and regional teams to foster a positive and high-performance culture. Lead onboarding initiatives for all new hires within the corporate New York office. Qualifications Bachelor's degree in human resources, Labor/Industrial Relations, Business Administration, or a related field. 5+ years of progressive HR management experience with a strong focus on labor and employee relations. Proven leadership experience in luxury hospitality or a comparable industry. Demonstrated expertise in collective bargaining and union negotiations. Strategic thinker with the ability to translate business goals into actionable labor and employee relations strategies. Exceptional relationship-building, communication, and problem-solving skills. Strong business acumen and the ability to manage multiple priorities effectively. Willingness and ability to travel as required. Additional Information Location: Office based New York, NY Salary: $225,000 - $250,000 We are an inclusive company and our ambition is to attract, recruit and promote diverse talent.

Sr. HR Business Partner - Manufacturing We're looking for a dynamic Lead HR Business Partner to join our manufacturing team and play a key role in shaping our people strategy. In this role, you'll partner with the Site General Manager and leadership team to drive initiatives that enhance employee engagement, strengthen organizational performance, and build a culture of collaboration and accountability. You'll act as a trusted advisor on workforce planning, leadership development, and employee relations while supporting day-to-day HR operations. This is a hands-on, fast-paced role suited for an experienced HR professional who enjoys solving challenges, leading change, and making a measurable impact on both people and performance. Key Responsibilities: Partner with leadership on talent strategy, workforce planning, and organizational design. Lead engagement, retention, and performance management initiatives. Ensure compliance with employment laws and company policies. Support recruitment, onboarding, and development of both hourly and salaried employees. Use data and analytics to drive continuous improvement in HR processes. Qualifications: Bachelor's degree in Human Resources, Business, or related field preferred. 5+ years of HR Business Partner experience in a manufacturing environment. Strong knowledge of HR practices, employee relations, and compliance. Excellent communication, problem-solving, and leadership skills. Hands-on, proactive, and adaptable approach in a fast-moving workplace. Must have experience working with unionized environments. Employnet follows an equal opportunity employment policy in all aspects of employment and employs personnel without regard to race, creed, color, religion, national origin, gender, sexual orientation, age, physical or mental disability, veteran status, marital status, or any other consideration made unlawful by federal, state or local law, ordinance or regulation. Employment complies with the Americans with Disabilities Act and other applicable laws ensuring equal employment opportunities to qualified individuals with a disability, reasonable accommodations are made for the known physical or mental limitations of an otherwise qualified individual with a disability, unless hardship, direct threat to health or safety, or other job-related consideration exists.

A major educational institution in New York is seeking an experienced Assistant Vice President for Human Resources. This leadership role involves directing HR strategy, ensuring compliance with laws, and managing various HR programs. The ideal candidate will have extensive HR experience in higher education settings, advanced knowledge of HRIS, and a strong commitment to diversity and inclusion. Competitive salary of $160,000 - $180,000 plus comprehensive benefits are offered, making this a rewarding opportunity to lead HR initiatives in a diverse academic environment. #J-18808-Ljbffr

A growing organization is seeking a hands-on Human Resources Generalist to serve as the primary HR resource and support all aspects of people operations. This is a standalone, highly visible role for someone who enjoys building structure, supporting employees, and partnering closely with leadership in an onsite environment. Core Responsibilities: Act as the primary point of contact for employee questions, HR guidance, and day-to-day people matters Manage employee records, HR documentation, and HRIS accuracy Support payroll, time & attendance, and benefits administration, serving as a liaison with external providers Own full-cycle recruiting, including job postings, interviews, offers, and onboarding coordination Support employee relations matters, including performance issues, coaching conversations, and exits Assist with policy development, handbook updates, and HR compliance initiatives Identify opportunities to improve HR processes and implement scalable solutions as the organization grows Qualifications: 5+ years of HR experience Bachelor's degree preferred PHR or SHRM certification is a plus Strong working knowledge of HR operations, benefits, recruiting, and employee relations Comfortable working onsite on Long Island, 5 days per week Organized, proactive, and comfortable operating independently 📩 Interested? Apply now or email your resume directly to start a conversation! ******************* Hoxton Circle is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

The American Museum of Natural History is one of the world's preeminent scientific and cultural institutions, and has as its mission to discover, interpret and disseminate information about human cultures, the natural world and the universe through a wide-ranging program of scientific research, education and exhibition. The Human Resources department is seeking a full-time Director, Labor Relations to join their team to support the Museum in administering employee and labor relations policies and collective bargaining agreements for multiple unions. The Director will guide managers and employees in labor relations matters, ensuring compliance with labor laws and handling grievances. The Director also oversees the Labor Relations Specialist in supporting the effective administration of collective bargaining agreements across the Museum. Job duties include, but are not limited to: Interpret contracts and agreements and labor relations orders dealing with wages, hours, working conditions and all other matters within the purview of the agreements. Verify adherence to Museum policies and labor contracts by monitoring application of the contractual provisions as well as the Fair Labor Standards Act, Labor Management Relations Act and other federal, state and city legislation. Oversee union-related compensation adjustments and support salary cost projections in coordination with the Budget and Finance Office. Chair labor management meetings and work with the appropriate parties to resolve workplace matters. Review collective bargaining agreements and contribute to contract negotiations. This includes analysis of bargaining issues and contract proposals. Respond to issues and concerns employees bring forward and work with the appropriate parties to resolve concerns through an informal or formal process as needed. Advise management in reviewing and settling grievances and coordinate grievance processes for review. Track and maintain labor relations activities to identify problem areas and address through proactive solutions. The expected salary range for the Director, Labor Relations is $150,000/annual - $165,000/annual. The AMNH offers an extensive benefits package designed to meet the needs of our dedicated and diverse community. Pay will be determined based on several factors. The hiring range for the position at commencement is based on the type of work and the scope of responsibilities. The salary and placement offered is based on a number of individualized factors, including, but not limited to, skills, knowledge, training, education, credentials, areas of specialization and depth and scope of experience.

MFG is hiring an experienced Vice President of Human Resources with strong background in the hospitality industry. Reporting to the COO, the Vice President, is responsible for ensuring the effective performance of human resources efforts for the company's corporate office as well restaurant operations. This role will head up Talent Acquisition, Succession Planning, HR Systems, Payroll/Benefits and Field Human Resources. RESPONSIBILITIES: Provide overall leadership and guidance, as well as collaborative coaching and mentoring, to the HR function Serve as a senior advisor and confidant to the executive team on all people issues Work with Operations Leadership to establish a plan of talent development and management succession that aligns with the growth strategy of the organization Remedy escalated field operations issues in the areas of employee relations, corrective action, labor relations, employment law, compensation, and benefits Develop and implement strategic reward and recognition solutions to attract, develop and retain employees. Assure governance is in place for implementation of and compliance with regulatory, legislative, enterprise and local business requirements and policies related to Human Resources and Payroll. Determine course of action for associate relations issues at all levels in alignment with organization values, policies, guidelines and governance standards. Participate as member of HR leadership team to provide insights and drive enterprise-wide human resources objectives, initiatives and projects. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management REQUIREMENTS: Minimum 12 years of Human Resources experience Minimum 5 years of experience as a Senior Director or VP level in a multi state/ multi concept organization specifically in the Food & Beverage, Hospitality, or Restaurant industries Degree in Human Resources, Psychology, Hospitality Management or related field strongly preferred Demonstrated experience in employee relations a must Strong written and oral communication skills a must Proficiency in verbal Spanish language required BENEFITS: We offer competitive salary, medical/dental/vision insurance, TransitChek discount, Referral Rewards program, a generous dining program, and progressive paid time off. We offer many opportunities for growth and development for those who show long-term commitment to their role and MFG. Equal Employment Opportunity Major Food Group considers applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status. Major Food Group is an equal opportunity employer.

The Door is an unparalleled model for youth development, offering a comprehensive range of integrated services within a single site for eleven thousand New York City youth each year. Our mission is to empower young adults to reach their full potential by providing comprehensive youth development services in a diverse and caring environment. At The Door, youth can access health care and education, mental health counseling and crisis assistance, legal assistance, college preparation services, career development, housing supports, arts, sports and recreational activities, and nutritious meals all for free and under one roof. By providing participants with our suite of integrated services, we seek to provide any motivated young person with the tools, resources, and opportunities needed to successfully transition into adulthood. In partnership with and co-located at The Door, Broome Street Academy is a unique charter high school that prepares New York City's most vulnerable youth for a successful future through rigorous academics paired with support of The Door. Broome Street Academy serves 330 students annually in grades 9 - 12. Working in a shared service environment, the Human Resources Director will work with The Door (************** and Broome Street Academy (***************************** two independent nonprofit organizations that share administrative and back-office functions. We are looking for an experienced Director, who is a self-starter that embraces partnership with managers and their team members to deliver the best results and outcomes. This role requires a collaborative and forward-thinking problem-solver who takes an active interest in the people and departments they are supporting. This is a critical leadership position that ensures operational alignment, strategic execution, and executive support of the Human Resources department. The Director of HR Operations reports to the Managing Director / Chief People & Operating Officer on various tasks and projects serving as a trusted advisor and representative of the HR department. They assist in advancing a culture of service, inclusion, and operational excellence. The ideal candidate is someone experienced in oversight of the day-to-day operations, as well as leading high- impact HR initiatives that support the agency strategic plan and goals related to employee engagement, workplace culture and employee coaching and professional development with the appropriate level of prioritization while focused on delivering results. They are self-motivated, communicative, and possess excellent interpersonal skills. They value unity and inclusion, and champion these values within an organization's culture. This person is nimble and can partner well with others to develop solutions for our clients, while maintaining their sense of humor. As a team leader, they will serve as the human resources business partner (HRBP) for program directors, as well as perform department operational tasks related to recruitment, benefits, and employee/labor relations. They will have direct supervision of the generalist(s) and specialists in the department. ESSENTIAL FUNCTIONS HR Leadership Collaborate with the HR Leadership, HR Team Members and Payroll Team to drive execution of the HR Strategic Plan. Manage strategic HR projects and department goals related to employee learning and development, employee engagement, and technology-enhanced HR service delivery. Stay connected to team and HR priorities; anticipate organizational needs and support the HR Leadership team. Ensure seamless coordination between the Chief People Officer and departments to elevate the visibility and impact of the HR team Operations Oversight Manage the day-to-day administrative operations of the HR department to ensure a high-performing HR operation. Facilitate the execution of HR goals and projects managing project timelines and ensuring accountability in the delivery of outcomes. Maintain the department dashboard with performance metrics demonstrating progress and accomplishments. Employee & Labor Relations Provide guidance on and directly handle employee relations and labor union matters with a focus on balancing business needs and organizational risk. Provide consultative expertise on employee relations matters ranging from basic to complex or high risk. Respond to and investigate employee complaints. Attend and participate in employee disciplinary meetings, terminations, and investigations. Recruitment: Provide guidance to hiring managers regarding salary recommendations using internal and external salary data and sourcing methodologies to improve effectiveness. Prepare monthly reports and analysis for senior leadership teams. Maintain current job descriptions, collaborate with management regularly to ensure timely updates, and obtain union approval as needed. Develop and deliver training modules to managers focused on areas related to staffing, recruitment, and retention. HR Expertise Respond to routine human resource questions and/or direct to appropriate team members. Performing routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; recruitment, disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Conduct exit interviews, analyze feedback and escalate appropriately. Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices. Work closely with the managers regarding staff promotions and compensation changes that can impact compensation or benefits. Maintain knowledge of trends, best practices, regulatory changes, and innovative technologies in human resources, talent management, and employment law. Complete other tasks and special projects assigned. Skills and Requirements: Minimum of a bachelor's degree in Human Resources, Business, Organization Development, Psychology, or related fields. Master's degree preferred. PHR or SHRM-CP certification preferred. At least five (5) years of progressive Human Resources leadership. Experience working with labor unions is required; working in a unionized nonprofit organization preferred. Experience working directly with leadership in an advisory capacity. Experience with Paycom software and HRIS/ATS systems required. Ability to manage projects simultaneously and meet target goals and deliverables. Must be professional and personable yet exercises sound judgment, critical thinking and integrity when dealing with sensitive and confidential matters. Must be detail oriented and possess excellent communication, organizational and time management skills as well as the ability to prioritize and deliver optimal results. Knowledge of federal, state, and local employment practices Proficient with MS Office programs, particularly Outlook, Excel, and Word Work Schedule: Full-time, Monday to Friday, 9:00 am - 5:00 pm, 35 hours per week with a hybrid work schedule. Salary: $95,000 - $120,000 annually Multilingual candidates are strongly encouraged to apply. Proficiency in French, Spanish, or Arabic preferred. COVID -19 POLICY The Door follows the CDC and NYS recommendations to prevent the spread of COVID-19. The Door requires all new hires to be vaccinated against COVID-19 unless they have a qualified exemption. We are committed to building a diverse and inclusive community. We support a broadly diverse team who will contribute to our organization. We are an equal opportunity employer for all regardless of race, color, citizenship, religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, veteran or reservist status, or any other category protected by federal, state, or local law.

The VP of HR Operations is responsible for oversight and execution of all of our HR Ops team in the Americas, tools, data & analytics insights as well as compensation and benefit programs in N and S Americas. If you're excited about solidifying the foundation for a quickly growing organization, we'd love to hear from you! Key Responsibilities & Skillsets: Manage the Payroll team in Mexico and Colombia for payroll processing Manage the Onboarding team that administers Onboarding for Americas Assist on any special projects in the Americas Maintain and enhance the employee handbooks in the region Optimize reporting and workforce analytics, employee communications and marketing, operational services (knowledgebase, ticketing, etc) as well as compensation and benefits Act as a critical member of the HR Operations team in the development and execution of short-term and long-range plans, broad corporate goals, strategic planning and growth objectives Responsible for having a thorough understanding of building and maintaining HR data and analytics dashboards that can provide insights for our executive & HR leadership team to act upon Review and analyze the compensation and benefits market to determine employee needs, trends, regulations and practices, and develop competitive compensation and benefits programs and services to align with company goals Candidate Profile & Requirements: 10+ years of People experience, with 5 years in a leadership role 5 years of experience administering compensation or benefits programs 3+ years of experience administering Payroll processes Strong global leadership and team management skills Excellent time management skills and ability to plan and set strategic priorities. Excellent verbal and written communication skills Proficiency with Microsoft Office Knowledge of key global, federal, state and local regulations and compliance requirements related to data privacy, payroll, compensation, and employee benefits Strong analytical skills and ability to interpret and communicate data Bachelor's degree in human resources or related field Professional human resource and/or benefits certification preferred Experience in a hyper-growth, global organization is strongly preferred Prior BPO organizational experience preferred Prior HRIS experience in implementing new HCM or Payroll system Strong project management skills required Would be a big plus if the candidate is fluent in Spanish

Join our HR Control Management team today! This team maintains a strong and consistent control environment through a joint accountability model that align managers with each function and region to mitigate operational risk. The team focuses on four areas: Risk Identification & Assessment, Control Design & Evaluation, Issues & Control Deficiencies and Control Governance & Reporting. Control Management serves as an independent function within Human Resources to advise, counsel and assess risk mitigation strategies, in addition to effective evaluation of processes, risks and controls. As a Control Manager Vice President in the HR Control Management team, you will be part of a team that ensures strong and consistent controls are observed across the firm. Reporting to the Product Portfolio Control Lead, you will be responsible for the control framework of global benefits. You will focus on improving and delivering risk and control processes and programs; provide operational support and execution to the control function in tasks needed to improve operational excellence; helping to build automated solutions to improve the function; whilst building strong partnerships with HR and Corporate Function leaders to help mitigate risk. Job responsibilities Create a proactive risk and control culture that leverages proven evaluation strategies and sound change management protocols. Deliver end-to-end project management support for internal audits and external regulatory exams supporting benefits. Prepare control committee materials. Partner on regulatory matters with Compliance and Audit. Review and analyze policy, standards, and regulatory obligations to proactively identify existing and emerging operational risks and issues to support benefit-related programs and strategies. Engage with control colleagues across the firm, business, operations management, legal, compliance, risk, audit, regulators and technology control functions. Provide leadership support for the end-to-end execution of the Control and Operational Risk Evaluation (CORE), including control deficiencies and resolutions, to reduce financial loss, regulatory exposure, and reputational risk. Translate business requirements into effective and streamlined technical solutions using programming skills, database knowledge, and design skills to satisfy the requirements. Provide additional process and program portfolio support activities may including but not limited to Control Operational Risk Evaluation (CORE), Office of Legal Obligations (OLO), Inter Affiliate Services (IAS) and other control programs. Required qualifications, capabilities, and skills Bachelor's degree or equivalent experience. 7+ years of financial service experience in controls, audit, quality assurance, risk management, or compliance. Ability to assess risk from multiple perspectives (Legal/Regulatory/Operational/Client and Reputational) and then have meaningful business conversations, grounded in materiality and practical application. Excellent written and verbal communication skills with an ability to influence business leaders in a meaningful and actionable manner. Flexible, adaptable to shifting priorities; manages competing priorities to achieve the most effective results. Strong project time management skills to meet strict regulatory deadlines; ability to understand a process and associated risk to inform control design. Solid critical thinking, attention to detail and analytical skills; able to synthesize large amounts of data and formulate appropriate conclusions including understanding root cause / identifying control deficiencies, developing timely and sustainable solutions and analyzing metrics for emerging risk. Implementation skills including writing action plans and procedures, change management and the ability to make subjective and informed decisions based upon output, influence stakeholders and justify decision making. Proficient knowledge of control and risk management concepts with the ability to design, create and evaluate the operational risk and control environment in conjunction with business partners. Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Visio). Additional Information Applicants must be authorized to work for any employer in the U.S. We are not able to provide immigration sponsorship or take over sponsorship of an employment Visa at this time. Final Job Grade level and corporate title will be determined at time of offer and may differ from this posting. This role does not provide relocation assistance so all candidates must be local to the work locations listed in the job posting or willing to relocate on their own immediately upon hiring.

This is a rare opportunity for a high-potential leader to make a lasting impact on JPMC's people strategy and to accelerate their career in a global, future-focused environment. This high-visibility position offers direct exposure to senior HR and business leaders and requires exceptional flexibility, strong project management skills, and the ability to build trusted partnerships across HR, legal, controls, and other key stakeholders. As Vice President, HR M&A and People Movement Initiatives, you will play a pivotal dual role within JPMC's Human Resources organization. As a core member of a small, agile HR M&A team, you will provide end-to-end support for JPMC Corporate M&A transactions across all lines of business - from due diligence through employee onboarding and integration. Given the unpredictable and episodic nature of M&A activity, you will also lead and support a diverse range of projects and business management activities within the People Movement function -including global mobility, cross-border tax, and immigration - during periods of lower deal volume. Job Responsibilities Support all phases of HR M&A transactions as part of a small, global team, including due diligence, integration planning, and post-close activities. Prepare clear, compelling communications and executive presentations for senior management. Ensure disciplined project management and optimal coordination across global HR teams. Conduct gap analyses between target companies and JPMC employment policies, compensation, pension, and benefits offerings, assessing impacts on deal valuation and employee experience. Analyze service and delivery milestones, facilitate meetings, manage project plans, and oversee issue and risk management to ensure successful integration and program delivery. Build and maintain strong relationships with stakeholders across HR, other corporate functions and the line of business deal sponsors. Drive the holistic development and continuous improvement of the HR M&A playbook, processes, and infrastructure, incorporating lessons learned and best practices. Champion digital and data-driven solutions-including AI, analytics, and automation-to enhance M&A and People Movement processes and outcomes. Lead and deliver People Movement projects, process improvements, and cross-functional initiatives that support business objectives and operational excellence. Partner on business management activities such as budgeting, financial tracking, controls, and team operations. Coach and support junior team members, fostering a culture of high-quality project delivery, collaboration, and continuous learning. Qualifications & Skills Strong project management skills; able to deliver results in a fast-paced, dynamic environment. Experience and understanding of key HR product areas - particularly Employee Relations, Compensation, and Benefits. Excellent communication and presentation skills for senior audiences. Outstanding stakeholder management and relationship-building abilities. Commercial mindset and ability to evaluate HR risks within the context of a deal Analytical mindset with experience using data to solve problems. Hands-on experience with digital tools, analytics, AI and automation tools is a plus. Organizational skills and attention to detail; able to manage multiple priorities. Self-motivated, proactive, and adaptable; thrives in an environment of shifting priorities. High integrity and discretion with confidential information. Advanced PowerPoint and Excel skills; familiarity with project management tools (e.g., Jira) is a plus. Experience coordinating closely with technology, finance, and controls teams is desirable. Prior experience in HR, M&A, global mobility, or business management is beneficial but not essential-we seek a smart, driven individual eager to learn and grow.