Director of human resources jobs in New York

The Human Resources Plant Manager at our Hobart, NY facility provides leadership and direction in the areas of employee engagement, organizational design, training, benefits, compensation and employee/labor relations to ensure the HR strategy positively impacts the site and the organization. This is a site leadership role that collaborates with other site leadership members and the corporate Human Resources team to drive strategic and tactical Human Resources programs, policies, and initiatives to support the business. Must be able to assess, identify or develop, implement and monitor policies and programs related to staffing, recruiting, compensation, training, benefits, and employee relations consistent with division strategic and tactical plans. Other highly desirable experiences include practicing in a highly regulated environment, experience with Worker's Compensation/Occupational Health and promoting cultural change and performance excellence manufacturing initiatives. Creates departmental objectives, recommends operational policies, and proposes annual budgets. Develops and administers budgets, schedules, and performance standards. Has full management responsibility over staff, including performance appraisals, salary, etc. Leads change management initiatives and coordinates with corporate communications as needed. Job Description SUMMARY OF POSITION: The Human Resources Plant Manager at our Hobart, NY facility provides leadership and direction in the areas of employee engagement, organizational design, training, benefits, compensation and employee/labor relations to ensure the HR strategy positively impacts the site and the organization. This is a site leadership role that collaborates with other site leadership members and the corporate Human Resources team to drive strategic and tactical Human Resources programs, policies, and initiatives to support the business. Must be able to assess, identify or develop, implement and monitor policies and programs related to staffing, recruiting, compensation, training, benefits, and employee relations consistent with division strategic and tactical plans. Other highly desirable experiences include practicing in a highly regulated environment, experience with Worker's Compensation/Occupational Health and promoting cultural change and performance excellence manufacturing initiatives. Creates departmental objectives, recommends operational policies, and proposes annual budgets. Develops and administers budgets, schedules, and performance standards. Has full management responsibility over staff, including performance appraisals, salary, etc. Leads change management initiatives and coordinates with corporate communications as needed. ESSENTIAL FUNCTIONS: Develops the Human Resource strategic direction for the plant in collaboration with the Site Leadership Team. Ensures the adherence to and consistent application of established policies, programs, and procedures that apply to all employees of the site. Engages in a regular review of Plant and Company policies and procedures, and collaborates with Site Leadership and Corporate HR to revise and change policies and procedures. Ensures compliance in all HR-related regulatory areas of responsibility (EEO, OFCCP, OSHA, FMLA, ADA, etc.). Works effectively with Corporate HR and Legal counsel to resolve issues related to labor/employee relations, pending legal cases and arbitrations, and compliance activity. Talent Management: Provides leadership and direction in the areas of recruitment, retention, and succession planning for both the hourly and salaried workforce. Provides guidance on and ensures compliance with company compensation plan. Implements and maintains affirmative action program and records to conform with EEO Regulations. Provides leadership and direction in the areas of employee engagement, organizational design, training, benefits, medical, compensation, and employee/labor relations. Partners with Site Leadership to create and maintain professional development and training programs that improve results and increase the skill level of the workforce, while supporting site and organization objectives. Partners with the Site Director, EHS Department, and Site Leadership to create and maintain programs that ensure the highest level of safety at the Plant. Effectively manages multiple projects and provides guidance to subordinate managers on priorities, strategy, and resources. Effectively administers performance management and compensation planning programs at the site, particularly the annual review process for salaried employees, and ensures a high quality and efficient process. Develops appropriate strategies to effectively communicate information to both internal (employee) and external (community) groups regarding relevant information and updates about the site. Provides leadership and developmental guidelines for direct reports and indirect reports as it relates to their professional growth and the needs of the department and business. Guide managers on performance and behavior issues including performance improvement plans and corrective action. Coach employees and management through complex and difficult situations. Serve as leader or active member on various committees or project teams within and outside the HR organization, as needed. MINIMUM REQUIREMENTS: Education: Bachelor's Degree in Human Resources or related field. Equivalent work experience will be considered. Advanced Degree attainment along with HR certification are preferred but not required. Experience: A minimum of 8 years of related experience, within the HR function is required, with particular emphasis within the Generalist/Business Partner area. Preferred Skills/Qualifications: Working knowledge of the Pharmaceutical or Life Sciences industry highly preferred. Experience supporting a complex manufacturing environment preferred. Skills/Competencies: Strong analytical and problem solving skills with the ability to work through complex and ambiguous situations Able to work collaboratively in a team environment Able to make decisions independently with minimal supervision Strong sense of urgency, initiative, and drive for results Able to work in a fast pace environment Able to multi-task and manage workload effectively Able to demonstrate confidence in data driven decision making and work with all levels of leadership Strong communication and influencing skills Able to lead cross functional teams through projects Proficient in Microsoft Office and HR related systems Other Skills: ORGANIZATIONAL RELATIONSHIPS/SCOPE: This position reports directly to the Sr. Director Human Resources. This position has direct reports. WORKING CONDITIONS: Plant environment requiring ability to maintain face-to-face contact with employees throughout the campus. Willingness to work in plant environment that requires all employees to participate in safety programs designed to minimize potential and/or actual exposure levels DISCLAIMER: The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. The expected base pay range for this position is $150,000 - $185,000. Please note that base pay offered may vary depending on factors including job-related knowledge, skills, and experience. This position is eligible for a bonus in accordance with the terms of the applicable program. Bonuses are awarded at the Company's discretion. EEO Statement: We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

W2 assignment for up to 7 months for a large apparel company. We are seeking an experienced Talent Management professional to provide interim leadership and support during a maternity leave coverage period. This role will focus on driving key talent initiatives, ensuring continuity of programs, and partnering with stakeholders to maintain a high-performing, engaged workforce. Key Responsibilities Talent Strategy Execution: Independently manage ongoing global talent management initiatives linked to the Global Talent Management & Development framework, such as talent and succession planning, and performance management. Program Management: Ensure continuity of existing programs and projects; own day-to-day program operations, surface risks early, resolve blockers, and brief leadership on progress and decisions required. Stakeholder Partnership: Collaborate with HR Business Partners, business leaders, and cross-functional teams to ensure alignment and drive talent management priorities. Executive & Board Communications: Support the creation of executive- and board-ready talent profiles and presentation decks that connect talent insights to business implications, options, and clear asks. Change Management: Assist in communication and adoption of talent programs. Qualifications 7-10 years of experience in Talent Management, Talent Development, HR Business Partnering, or Organizational Development required, preferably in a global context. Strategic and execution focus: Ability to balance strategic planning with hands-on execution to deliver tangible results under pressure. Program management: Proven experience designing, implementing, and refining key talent management programs. Analytical skills: Ability to analyze complex data sets and use insights to drive business decisions. Communication and influence: Strong ability to communicate effectively with all levels of the organization, from individual contributors to executive leadership. Adaptability: Ability to work independently and manage multiple priorities in a fast-paced environment. Workday experience preferred.

Job Title: Senior HR Management Specialist (People Experience) Schedule: Hybrid - 3 days onsite per week Hours: 9:00 AM - 6:00 PM EST Type: 12-Month Contract (Potential to Extend or Convert) Start Date: ASAP - Want to start interviewing immediately! About the Role We are seeking a highly polished and adaptable Senior HR Management Specialist to support global People Experience initiatives within a fast-paced, high-visibility HR function. This position plays a central role in shaping the daily experience of employees across the U.S., Canada, and the U.K. This is a professional, hands-on role responsible for supporting culture, engagement, communications, and strategic HR programs. The individual hired will be the only team member based onsite in the U.S., collaborating closely with colleagues located primarily in Canada and the U.K. Strong communication and presentation skills are essential - the interview process includes both a pre-interview assessment and a live presentation to a panel of 3-5 team members. Key Responsibilities Lead, scope, and deliver People Experience projects from design through execution, ensuring a high level of ownership and initiative. Support the execution of the People Experience strategic plan, coordinating across global stakeholders and ensuring deadlines, dependencies, and deliverables remain on track. Develop and execute communication plans tailored to diverse audiences and seniority levels, ensuring clarity, engagement, and consistency. Build and deliver polished, high-impact PowerPoint decks and toolkits for leadership, learning programs, and firm-wide initiatives. Support the global Culture Champion community and assist in embedding core cultural values across processes and programs. Manage and continuously improve internal communication channels and content related to People Experience offerings and resources. Contribute to the redesign of people processes, including performance management and feedback, ensuring alignment with culture and experience standards. Develop dashboards, track KPIs, and conduct light data analysis to measure program effectiveness and identify opportunities for improvement. Partner with regional teams to align global standards while supporting local needs in the U.S. Provide structured updates, documentation, and project reporting. Perform additional duties related to People Experience strategy and delivery as needed. Skills & Attributes Needed Exceptional presentation skills - able to create, refine, and confidently deliver polished PowerPoint decks from scratch. Strong communication skills across all levels, including senior leadership. A service-oriented mindset with a proactive, flexible approach to work. Strong organization skills, able to balance multiple high-priority projects simultaneously. Comfortable working independently onsite while collaborating virtually with international teams. Creative, people-centric problem solver with strong judgment and attention to detail. High comfort navigating ambiguity, managing complex projects, and driving accountability across teams. Experience Requirements Minimum of 5 years of relevant experience within a corporate, professional, or global environment. Demonstrated success delivering complex HR, culture, or employee experience projects. Proven ability to manage multiple programs and deadlines in a dynamic, fast-paced environment. Expertise in building and managing professional presentations and communication materials. Technical Requirements Advanced proficiency in the Microsoft Office Suite - especially PowerPoint, Excel, Word, and Outlook. Experience creating dashboards, charts, and data visuals for leadership audiences. Comfortable using AI tools to streamline work and improve efficiency. Strong document formatting, reporting, and content structuring skills. Interview Process Pre-Interview Assessment (completed independently prior to scheduling interviews) Interview Round 1 - Introductory conversation Interview Round 2 - Panel interview including a live presentation Interview Round 3 - Final discussion

Jenny Bour with Robert Half is working with a growing organization that is looking for an experienced Human Resources (HR) Manager to oversee all HR operations for a company with multiple locations. This HR Manager role involves managing recruitment, compliance, and employee engagement while fostering a culture centered on safety and excellence. The ideal Human Resources Manager candidate will play a key role in aligning HR strategies with business growth and employee development goals. Responsibilities: Develop and implement recruitment strategies to attract skilled professionals across various roles, including technicians, sales representatives, and administrative staff. Manage the complete hiring process, from sourcing candidates to onboarding, ensuring consistency across all locations. Cultivate a positive workplace environment that prioritizes safety and aligns with company values. Ensure adherence to federal, state, and local labor laws, while maintaining compliance with industry-specific regulations. Standardize HR policies and procedures to create uniformity across all branches. Coordinate and oversee employee performance reviews and mandated training programs. Administer payroll and benefits programs, ensuring accuracy and efficiency for staff at multiple locations. Collaborate with the leadership team to evaluate and renew employee benefits packages. Prepare HR metrics and compliance reports for executive review. Develop strategies to support employee retention and organizational growth. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. At least five years of HR experience, preferably within management. Strong understanding of labor laws and compliance standards Proven ability to lead, communicate effectively, and manage organizational priorities. Proficiency in HR systems and Microsoft Office applications. Certification in HR management or compliance is advantageous. Previous experience managing HR operations across multiple locations. ***For immediate and confidential consideration, please apply directly or email your resume to Jenny at Jenny.Bour@roberthalf.com.

BUSINESS PROJECT MANAGER - HR SYSTEMS needed at one of the top HEDGE FUNDS in the world! Hybrid in NYC only. Base $150k - $200k plus discretionary bonus. Must have strong business analysis/project management experience working with HR technology (i.e. Workday) at other capital markets firms or technology vendors. Our client's Corporate Platforms and Initiatives team collaborates with departments to build efficient business processes and tech solutions for company expansion. They are looking to add an experienced business analyst / project manager who is passionate about taking their Corporate platform to the next level of excellence. You will be part of a team that will focus primarily on projects focusing on Human Resources. In addition, you may also have the opportunity to work on projects in other Corporate functions like Legal/Compliance and Accounting. You will take on the following responsibilities: Business analysis - crafting business analysis tasks: assessing current state, detailing future processes, sharing strategies, documenting needs, translating into specs, overseeing testing, and achieving goals. Project management - managing stakeholders with diverse agendas, driving meetings, developing consensus, handling project schedules, and applying standard processes of project management. Program management - managing the project portfolio, helping drive prioritization, support development of business and technical architecture, developing relationships with engineering and functional teams and helping in bidirectional translation between groups. This role interfaces across multiple business groups including; finance, marketing & communications, as well as their respective engineering teams and requires both “big-picture” thinking and “in-the-weeds” analysis/delivery skills. You must possess the following qualifications: - 7 - 15 years of experience in the full lifecycle of business analysis/project management - crafting, developing and implementing business processes automation/re-engineering and supporting implementation of technology solutions - Lead Workday HCM projects and general familiarity with other Workday modules and ideally experience with HRSoft - Familiar with core HR functions like compensation and performance management at buy-side finance firms (e.g., hedge funds, asset management firms, consulting firms), prime brokers, or in FinTech firms focusing on HR technology - Experience producing comprehensive documentation (e.g., functional requirements, meeting notes, project trackers etc.) focused on clarity, organization, and timely delivery - Ability to synthesize information and communicate effectively verbally and in writing across all the different levels of the organization - Proficiency in using office suite apps (MS and Google) and collaboration tools (e.g., wiki, JIRA) to best capture and share key information efficiently and effectively

Client: Major New York Contractor In Office 5 days a week Key Responsibilities: Human Resources Management Oversee the recruitment and onboarding processes to attract and retain top talent, working collaboratively with department heads and Business Development teams. Develop and implement HR policies from scratch, procedures, and best practices to ensure compliance and promote a positive employee experience. Manage benefits programs, including health insurance, retirement plans, and wellness initiatives, ensuring competitive offerings and cost-effectiveness. Serve as a strategic business partner to leadership, providing HR expertise to align with organizational goals. Oversee performance management processes to foster continuous feedback, growth, and development. Learning & Development Design and deliver tailored training programs for various roles, including project managers, estimators, and field personnel. Collaborate with department leaders to identify skill gaps and create customized learning solutions. Implement a robust performance management system to support employee growth and development. Employee Engagement & Culture Foster a positive, inclusive, and engaging workplace culture through employee recognition programs, team-building activities, and wellness initiatives. Promote holistic employee well-being by offering resources and support for physical, mental, and emotional health. Compliance & Data Analysis Ensure compliance with all relevant employment laws and regulations. Analyze HR and benefits data to monitor program effectiveness and provide recommendations for improvements. Vendor & Benefits Administration Manage relationships with benefits providers, negotiate contracts, and evaluate service quality. Communicate benefits offerings and updates effectively to employees. Education: Bachelor's degree in human resources, Business Administration, or a related field. SHRM, HRCI, or CEBS certifications are a plus. Experience: 15+ years of progressive HR experience, preferably in construction or a related industry but not a prerequisite. Demonstrated experience in developing and implementing learning and development programs. Strong benefits administration experience, including compliance knowledge. Skills: Excellent communication and interpersonal skills, with the ability to interact effectively across all levels of the organization. Proficient in HR systems, data analysis, and Microsoft Office Suite. Strong knowledge of employment laws, regulations, and HR best practices.

HR Business Partner Job Type: Full-time / Exempt / Salaried About The Travel Agency The Travel Agency is a leading cannabis dispensary group in New York City, with locations in Union Square, Downtown Brooklyn, Fifth Avenue, and Soho. Rooted in community impact and social equity, we proudly employ formerly incarcerated individuals and champion BIPOC-, women-, and LGBTQIA-owned brands. Our mission is to blend innovation, education, and sustainability to elevate the cannabis retail experience and create pathways for economic opportunity. Position Overview The HR Business Partner (Employee Relations) serves as a key member of the People Team and acts as the dedicated day-to-day HR partner for two of The Travel Agency's four retail dispensary locations. This role provides frontline HR support, coaching, and operational guidance to store leadership while overseeing all Employee Relations (ER) matters across the entire organization. This HRBP leads complex investigations, drives equitable people practices, mitigates risk, and reinforces a consistent, fair employee experience across all stores. The ideal candidate has strong investigative skills, deep ER experience, and the ability to influence and support leaders in a fast-paced, highly regulated retail environment. Key Responsibilities Day-to-Day HR Support for Assigned Retail Stores Serve as the primary HR partner for two designated dispensary locations, providing on-site and virtual HR guidance, leadership coaching, and employee support. Build strong relationships with Store Directors, Supervisors, and Associates to understand workplace needs, challenges, and opportunities for improvement. Support workforce planning, scheduling practices, hiring alignment, and day-to-day HR activities at assigned stores. Conduct weekly on-site visits to maintain presence, gather insights, and ensure policy and culture consistency. Employee Relations Leadership (Organization-Wide) Own all Employee Relations investigations and case management for the entire organization, including stores not assigned for day-to-day support. Lead complex investigations involving discrimination, harassment, theft, performance issues, workplace conflict, and policy violations. Conduct organization-wide time and attendance investigations, payroll/timekeeping audits, and scheduling equity reviews. Maintain detailed and compliant documentation, ensuring consistent practices across all TTA locations. Partner with HR leadership, Legal, and Operations on escalated ER matters or corrective actions. Compliance, Audits & Risk Mitigation Conduct routine equity audits across all stores related to scheduling, compensation, corrective action, and performance ratings. Audit timekeeping, attendance, and payroll systems (Gusto, When I Work, POS) for accuracy and compliance. Ensure alignment with NYC labor laws, wage and hour regulations, NY Safe & Sick, and cannabis industry regulations. Track ER trends and present actionable insights to HR leadership. Performance, Culture & Employee Experience Support Lattice performance cycles (self-reviews, manager reviews, feedback loops) for assigned stores. Assist managers in creating performance documentation, coaching plans, and corrective actions. Promote culture initiatives, including recognition programs (TTA Cypher), engagement efforts, and DEI-aligned programs. Partner with L&D to reinforce training consistency and support people-development initiatives across all stores. Partnering Across a High-Growth, Union-Aware Environment Provide HR support to leaders navigating union environments, ensuring consistent interpretation of collective bargaining agreements. Assist in addressing employee concerns and supporting grievance-related steps as appropriate. Qualifications 3-5+ years of HR Generalist, Employee Relations, or HRBP experience, preferably in retail, hospitality, cannabis, or other high-volume hourly sectors. Direct experience managing ER investigations in high-volume, multi-unit environments. Strong understanding of New York labor laws and workforce compliance requirements. Experience partnering with store-level leadership teams. Excellent interviewing, documentation, and communication skills. High emotional intelligence and the ability to build trust quickly. Strong judgment and discretion in handling sensitive matters. Ability to work in a fast-paced, rapidly evolving environment. Preferred Qualifications Cannabis retail or other regulated industry experience Experience with HR technology platforms such as Gusto, Lattice, When I Work, or similar. Experience supporting unionized environments. Salary & Work Location Salary: $80,000-$105,000 (commensurate with experience) Work Location: Hybrid - on-site in Manhattan a minimum of 4 days per week to support store teams and organizational ER work. Why This Role Matters This HRBP is instrumental in shaping the employee experience across all TTA locations. By providing dedicated support to two key dispensaries while owning ER across the organization, this role ensures fairness, transparency, and consistency in every aspect of the employee lifecycle-supporting TTA's mission of building a responsible, inclusive, and high-performance workforce.

Adecco Creative is partnering with a major NYC Fashion house to recruit for an Employee Relations Manager role. This position will be contract and a hybrid schedule in Midtown Manhattan. Those with strong experience in employee investigations are encouraged to apply. Primary Purpose: The Manager, Employee Relations is responsible for managing and executing ER processes, products and services aligned with Human Resources mission and objectives. This role provides consulting to business partners and supports the successful resolution of ER issues working in close partnership with the ER team, HR Partners, and cross-functional colleagues in legal, asset protection and the business. The successful individual will leverage their proficiency in Employee Relations to: Sensitively and skillfully manage resolution of employee relations (ER) issues: Manage complex and escalated investigations (e.g., harassment, discrimination, retaliation, hostile work environment, Code of Conduct, and complex performance/policy violations). Partner with Legal/Compliance on high-risk matters and remediation plans. Partner to execute involuntary terminations Creating preventative action plans by proactively spotting issues Resolve employee complaints Support responses to natural disasters, emergencies and critical incidents Coaching People Managers on ER skills and management of ER issues as require Support the successful resolution of ER investigations: Ensure investigations are conducted timely, thoroughly, and objectively with clear documentation, findings, and action recommendations Conduct fact finding, including in-person or virtual interviews of parties involved Provide written investigative reports, summaries and outline corrective action Contribute to formal responses to outside agencies Follow-up with stakeholders and decision makers on remedial action and preventative efforts Engage in interactive process under ADA and associated federal, state, and local laws Own end-to-end ADA/ADAAA (and applicable state/local) reasonable accommodation cases, including the interactive process, documentation review, and determination. Advise HRBPs and managers on job modifications, leave interactions (e.g., FMLA), undue hardship assessments, and return-to-work plans. Compliance and reporting Manage and maintain all tracking, documentation and reporting. Monitor new / updated federal / state / local guidelines and regulations Participate in policy review and updates The accomplished individual will possess: Knowledge of employee relations, ADA, accommodations, and legal guidelines and compliance regulations Investigation skills Aptitude in producing reports and summaries with strong written and verbal communication; crisp, defensible documentation Coaching and counseling skills Strong communication, collaboration and customer focus Ability to manage multiple priorities; project management proficiency Critical thinking, judgement and ability to work through ambiguity Proficiency in use of HRIS systems and Microsoft Excel, Word, PowerPoint, Outlook and Internet Available to work flexible hours to meet the needs of the retail clients across various time zones (including handling critical calls if needed when stores are open weeknights and weekends) The accomplished individual will possess bachelor's degree with 5+ years' experience in human resources, employee relations, or investigative field, corporate and retail industry experience preferred and have the ability for 10% Travel.

MANGO is a multinational fashion company that designs, manufactures and markets clothing and accessories. At MANGO, we inspire and unite through our passion for style and culture. We are in 120 countries and our online presence extends to more than 85 countries. Our team is made up of people of 115 nationalities. In our team, we are proactive and dynamic, with communication skills and we are always open to new challenges. We are a young and multicultural team, we love the good vibes we have and we work together to achieve results. We are informed of trends and current events in the retail world. We are looking to a hire a Regional People Partner in the New York City area to oversee the East Coast region (Including: MA, GA, PA, NJ, NY, FL, D.C., MD, VA, LA, IL, MN, CT, OH). The East Coast region will consist of 37 stores by the end of 2025. KEY RESPONSIBILITIES You will implement and adapt People processes, policies and actions in accordance with company standards, image and local needs to maximize the effectiveness of the retail business. You will also provide expert insight to support retail structure to attract, develop, motivate and retain our workforce. You are traveling to stores as needed per business needs to support the districts. You will support not only HR Functions but also Recruitment. You will be reporting to the Interntional People Partner of North America. TALENT ACQUISITION Implement the hiring strategy to ensure all key roles are filled in the short and mid-term with high caliber of candidates. Effectively conducting full recruiting cycle for candidates/hires, generating a pool of prospective candidates. Follow up of onboarding correct implementation in stores, collecting feedback of the onboarding program and ensuring an amazing candidate experience. TRAINING & PERFORMANCE Make sure appropriate trainings are in place and collect constant feedback to be able to adapt quickly to the always changing reality of the stores. Carry out specific training according to the market needs. Provide support and guidance to Store Managers and District Managers on the follow up, evaluation and development of their teams and have a robust succession plan for key positions. EMPLOYEE RELATIONS Provide support to Store Managers, District Managers and Regional Managers with employee relations, conflict resolution and mediation when needed. Spread the MANGO culture and values in store ensuring high levels of engagement from all retail team members. Visit stores on a regular basis to evaluate the atmosphere and understand skill gaps/challenges in our teams and collaboratively offer solutions. Conduct the exit interviews to leavers to understand the employee experience, as well as identifying improvement proposals. HEALTH AND SAFETY Follow up all stores have the company H&S protocols in place during weekly visits, making sure our employees are safe in their workplace. LABOR Collaborate with Labor department to support retail on updates about changes in the legislation, align company behaviors, and help to find new solutions to reach out store needs. ORGANIZATION & PROJECTS Participate in strategic People projects together with Internal Communication, Labor & Payroll, Health & Safety, Talent & Organization and Development and Compensation & Benefits. Analyzation of People KPIs and implement action plans with retail team. REQUIREMENTS -5+ years of experience in HR management in a retail setting and/or in store retail management role (must have in store retail experience and/or have worked in Human Resources for a retail brand) -Experience with recruitment, talent management, and performance management -Excellent communication and interpersonal skills, with the ability to handle difficult conversations wih professionalism -Ability to work in a fast-paced, dynamic environment -Flexible working hours -Strong organizational skills -Reliable while consisting following up on commitments -Can manage time effectively to ensure timely follow up with stores -Higly motivated with a proactive approach -Can take ownership of specific tasks and responsibilites -Strong analytical and problem-solving skills -Ability to maintain confidentiality and handle sensitive information -Ability to travel regularly to visit stores within area (up to 75% travel, 4 days a week) -Knowledge of employment laws and regulations is a plus What makes us special? • As a member of the Mango team, you'll get a 40% discount on all our lines, so that you'll always be wearing the latest! • Insurance Benefit: You only pay a % of the value! • 401(K) Pension Plan • Holidays + Wellness Days • Vacation Days • Commuter Benefits • Bonus Incentive • Pet Insurance • Car Allowance At Mango, we invest in your personal and professional development. Access a wide range of training courses, personalized mentoring, continuous development programs and internal promotion opportunities that will drive you toward success. Think big! Mango offers you international opportunities in over 120 markets for you to broaden your horizons and grow with us globally. If you are passionate about fashion, have great communication skills and the ability to work well both as part of a team and alone this is the perfect opportunity for you! This role will allow you to develop both professionally in a dynamic fashion environment. Apply now and begin a successful career within MANGO. You got it? We like you!

Our client, a high-volume cannabis retailer, is seeking a Human Resources Manager to lead the HR function across multiple New York City locations. This is an exciting opportunity to join a fast-growing company and build scalable people processes in a dynamic, mission-driven environment. Location: NYC Metro (On-site, multi-store support) 💼 Key Responsibilities As the HR Manager, you will support teams across several retail stores. This role is highly hands-on and requires strong organizational skills, excellent communication, and the ability to thrive in a fast-paced, high-growth environment. Responsibilities include: Overseeing HR operations for multiple retail locations Leading benefits administration, payroll coordination, and compliance Handling employee relations with a proactive, solutions-focused approach Partnering with leadership on workforce planning and performance management Managing union relationships and ensuring adherence to collective bargaining agreements Implementing and refining HR processes, tools, and best practices to support a scaling team 🔍 What We're Looking For 5-10 years of HR management experience, preferably supporting multi-unit retail teams Proven expertise in benefits, payroll, employee relations, compliance, and union relations Strong time-management and organizational skills; thrives in a fast-paced, evolving environment Hands-on leader who is comfortable rolling up their sleeves and working closely with store teams Cannabis industry experience is a plus, but not required Passion for creating an inclusive, supportive workplace culture 🌱 Why This Role Matters You'll play a critical role in shaping the employee experience and supporting the growth of a leading cannabis retailer in one of the country's most competitive markets. If you're an adaptable HR pro who loves building structure, supporting people, and navigating the excitement of a scaling business, this is a standout opportunity. Compensation includes a competitive base salary + benefits

1-800-Flowers.com, Inc. is a leading provider of gifts designed to help our customers express, connect, and celebrate. Through our family of brands-including Harry & David, Cheryl's Cookies, PersonalizationMall, Shari's Berries and more-we deliver smiles across e-commerce, retail, and distribution channels. Our HR team plays a key role in supporting our mission by attracting, developing, and retaining exceptional talent across our diverse businesses. Position Summary The Human Resources Business Partner will serve as a trusted partner to leaders and employees, supporting day-to-day HR operations across multiple brands and locations. This role performs a broad range of HR functions including employee relations, learning and development, talent acquisition support, performance management, compliance, and HRIS data integrity. The ideal candidate is adaptable, detail-oriented, and comfortable working in a fast-paced retail and e-commerce environment with both corporate and seasonal workforce populations. Key Responsibilities Serve as the first point of contact for employees regarding HR policies, procedures, and programs. Support full-cycle employee relations including investigations, coaching, and conflict resolution. Partner with talent acquisition to support seasonal and full-time hiring, including job postings, interviews, and onboarding. Provide guidance to managers on performance management processes, including goal-setting, reviews, and corrective action. Assist in the design and facilitation of training and development initiatives. Ensure compliance with federal, state, and local employment laws, as well as company policies. Partner with payroll to ensure accurate employee data and timely issue resolution. Support employee engagement initiatives and company culture programs across brands and distribution centers. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field; or equivalent experience. 5+ years of HR experience in a generalist or HR business partner role; corporate, retail, e-commerce, or distribution environment preferred. Strong knowledge of HR laws and best practices (FMLA, ADA, FLSA, EEO, etc.). Proficiency in HRIS systems (ADP or similar) and MS Office Suite. Excellent interpersonal, communication, and problem-solving skills. Ability to work independently while managing multiple priorities. Flexibility to support seasonal workforce hiring and employee needs during peak business periods. Compensation & Benefits The expected salary range for this position is $90,000 to $110,000. The actual compensation will be determined by experience and other factors permitted by law. To ensure that we remain an employer of choice, we offer comprehensive and competitive health, wellness, and other benefits to regular and full-time team members. Benefits vary by location, average hours, and time with the company. Benefits for this location include*: Medical, dental, vision, life and disability insurance for the associate and family (if applicable) Flexible Spending Account Health Savings Account 401k retirement program Mental health resources / Employee Assistance Program 80 hours of paid vacation time (accrued on an hourly basis) 9 paid holidays 30% employee discount across our family of brands Potential eligibility for annual merit-based wage increase, if applicable *Exact benefit terms, conditions, and eligibility requirements are governed by official plan documents and are subject to applicable law. In addition, the Company reserves the right to change the terms and conditions and to terminate these and other plans and programs at any time.

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.

Reports To: Chief Executive Officer (CEO) Program: Administration Location: Tarrytown, NY and Rockland, NY-In-Person Hours Per Week: 35 FLSA Status: Full Time, Exempt Salary Range: $120,000-$140,000 annually Summary Description The Vice President of Human Resources (VP of HR) of Greater Mental Health of New York is responsible for overseeing all aspects of the Human Resources function at the agency. As a key member of the executive leadership team, the VP of HR is expected to exemplify the highest standards of professional integrity and organizational excellence. The VP of HR will be a values-based leader who can build and maintain a high-integrity culture, foster collaborative partnerships, and drive strategic organizational growth. This leader will demonstrate ethical conduct, strong business acumen, and the ability to create a harmonious and inclusive workplace culture that emphasizes diversity, equity, inclusion, teamwork, and collaboration. The VP of HR will bring creativity and an entrepreneurial approach to problem-solving, supported by strong communication, presentation, and interpersonal skills. They will demonstrate cultural awareness, emotional intelligence, and credibility in building trust across the agency and with community stakeholders. Acting as a trusted partner to the CEO and the executive team, the VP of HR will lead with a person-centered, trauma-informed philosophy aligned with the values of Greater Mental Health of NY. Key Responsibilities and Competencies: Human Capital Vision & Strategy: Partner with executive leadership to define and implement GMH's short- and long-term strategic goals through talent management. Participate in business planning and strategic direction with executives, including organizational structure, recruiting strategies, retention, exit strategies, ramifications of agency growth, reduction, or change. Establish and monitor key performance indicators for HR and talent management; assess organizational effectiveness and market competitiveness. Develop and maintain a diversity, equity, and inclusion strategy with measurable outcomes. Communicate changes in personnel policies and ensure compliance across the agency. Serve as liaison to the Human Resources Committee of the Board. Talent Acquisition, Engagement & Management: Advise senior leadership on workforce and demographic trends to strengthen organizational readiness and how to effectively support an evolving workforce. With the talent and acquisition specialist, deliver a clear and sustainable recruitment strategy, inclusive of employment branding, that encourages and enables the development of internal talent, the identification of external talent, and the use of tools and methods for recruitment. Ensure onboarding practices are engaging, effective, and supportive of retention. Implement initiatives that promote staff well-being and organizational health. Provide supervision, coaching, and performance management to direct reports. Compensation & Benefits: Lead the design and implementation of a Total Rewards strategy that aligns with organizational goals and supports recruitment and retention. Develop equitable position levels and salary bands, ensuring compliance with labor regulations. Manage compensation policies and conduct competitive studies to ensure market alignment. Oversee benefits administration, including health, retirement, and wellness programs. Serve as Plan Sponsor for retirement programs and ensure compliance with all federal and state laws (ERISA, ACA, EEOC, DOL, etc.). Oversee workers' compensation plans, including mediation and contract negotiation, in collaboration with legal counsel. Talent Development: Lead performance management processes, including appraisals, coaching, and succession planning. Promote career development and clear advancement pathways through an equity lens. Foster a culture of accountability and high performance. Advise executives on employee relations and disciplinary actions. Provides counsel in employee relations issues and partners with legal when necessary. Employee Relations Case Management Manage and resolve complex ER issues, including disciplinary actions, counseling, performance improvement plans, and workplace conflicts. Conduct thorough investigations into employee complaints and concerns related to alleged harassment or discrimination and policy violations. Clearly and professionally document findings and provide recommendations for resolution. Budget, Data, Technology & Compliance: Develop and manage the HR budget, reporting staffing costs and initiatives in partnership with Finance. Ensure HR systems are accurate, effective, and compliant with regulations. Maintain and update HR policies, procedures, and the employee handbook. Ensure compliance with EEO, affirmative action, and accessibility requirements. Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Other Duties as assigned. Required Knowledge and Skills: Exceptional verbal and written communication skills. Strong interpersonal, leadership, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical, data-driven decision-making, and problem-solving skills. Proven ability to supervise, mentor, and lead diverse teams. Thorough knowledge of multi-state employment laws and HR best practices. Previous HR business partner or advisory experience; non-profit or healthcare background preferred. Proficiency with HRIS systems (e.g., ADP WorkforceNow, ADP ACA Compliance). Advanced proficiency in Microsoft Office Suite and related technology. Qualifications: Master's degree in Human Resources, Human Services, Business Administration, or Industrial Psychology preferred. Professional HR certification (e.g., SHRM-SCP, SPHR) strongly preferred. Broad expertise across HR disciplines, including talent management, organizational development, compensation, benefits, and compliance. Demonstrated success in building and sustaining a strong talent pipeline and highly engaged workforce. Minimum of 5-10 years of progressive HR management experience, with at least 5 years in a senior leadership or supervisory role. Non-profit or healthcare HR experience strongly preferred. Must maintain confidentiality, reliability, and integrity at all times. Must pass and maintain required background checks (Criminal, Financial, Justice Center Staff Exclusion List, NY State Medicaid Exclusion List). Must be legally eligible to work in the United States. Special Considerations : Hours per week, reporting structure, and location are subject to change per program needs. Mandated Reporter: This is a Mandated Reporter position. The NYS Justice Center legislation defines anyone who has regular and substantial contact with any person with special needs as a “custodian” under the law and, therefore, a mandated reporter. You can be held liable by both the civil and criminal legal systems for intentionally failing to make a report. Greater Mental Health of New York is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Greater Mental Health of New York is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request a reasonable accommodation, contact the Human Resources Department.

Drum Exchange is the world's premier resource for used musical equipment and instrument guidance. Our mission is to change the way musicians buy, sell, trade - and grow - online. Packed with easy-to-use features, Drum Exchange features pre-populated data for over 7,500 instruments to make listing your next item a breeze and instrument-specific search filters to help you find the perfect instrument. Job Description Are you looking for a rewarding career in human resources that will allow you to build the foundation of your department from the ground up? The Drum Exchange is looking for a Vice President of Human Resources to implement policies and strategies for our growing startup. The ideal candidate for this role will have a clear vision for HR structure, and be able to work collaboratively with executive management to create all aspects of the HR department, and then oversee employee recruiting, hiring, development and retention. We are looking for a strong self-motivator, with a goal oriented mindset. Qualifications The successful candidate will have experience with: - defining/developing/implementing motivating employee incentive programs - aligning employee talents with organizational goals - ensuring legal and regulatory compliance - developing & administering the recruitment process, from pre-hire onward Additional Information

Vice President of Work Life and Culture to lead our efforts to ensure that embraces and supports the people, skills, and capabilities needed to successfully serve our mission and meet our goals. Our Vice President of Work Life and Culture reports to president and leads all human resources functions, including recruitment, benefits, employee relations, compensation, organizational development, and staff effectiveness. In addition, this position will guide administration and internal communications for our 300+ employees distributed across four office locations and a number of home offices As a member of the senior management team, you will contribute to our success by helping to create and maintain a cohesive organization that works well together to adapt effectively to a rapidly changing environment. In this job, you will: People and Culture • Build and maintain a productive and collaborative work environment. Help leadership and staff embrace change with enthusiasm. • Build and maintain strength and depth of talent. • Serve as a trusted advisor for all staff. • Maintain a department that is relied upon for personal and professional development by everyone in the organization. • Create effective mechanisms for measuring and improving performance. Talent Acquisition and Management • Ensure that the organization recruits and retains great performers well-suited to every role. • Support diversity and inclusion efforts that embrace applicants and employees of all backgrounds and encourage the full development of all employees. • Identify and provide training to help staff develop their skills and adapt to changing needs of the organization. Compensation and Benefits • Develop and maintain a compensation structure that reflects the company's values, enables successful recruiting in a competitive market, and motivates fantastic performance. • Oversee the annual employee performance, goal-setting, salary and incentive-based pay administration processes. • Ensure equity across the organization in the wage, pay, incentive, and merit review structures and programs. • Work with the benefits manager to make recommendations regarding benefit programs, products, and services. Compliance & Reporting • Work with legal team to develop appropriate policies and programs to support our staff and ensure that policies and practices are consistently applied and meet relevant labor law and regulatory requirements. • Develop organizational compliance programs and training covering employee relations, affirmative action, sexual harassment, employee grievances and staff development. • Build strategy to manage HR information systems and reports for critical analyses of HR services and outcomes. • Establish HR service levels and key metrics to monitor, evaluate, and report progress. Internal Communications • Develop internal communications programs that clarify and reinforce the organization's mission and vision, and motivate people to achieve organizational goals. • Get the word out across the organization about the great work we are doing, including both the successes and the challenges. • Partner effectively with leaders and staff throughout the organization to ensure that communications are well-matched to our mission and culture. Administration • Oversee administration of four locations, including office management, reception, organizational events, and facilities. • Work toward continuous improvement of the efficiency and effectiveness of the administrative team while also offering individuals opportunities for professional and personal growth. • Manage departmental budgets and other duties, projects, and roles as assigned.

Full/Part Time: Full-Time Reports To: President Basic Function and Scope of Responsibilities: Long Island University's Vice President for Human Resources is a great communicator with a high degree of integrity, accountability, emotional intelligence and demonstration of the following skills: * Strategic thinking and systems building with well-honed management skills and a commitment to continuous performance improvement for themselves and the people around them. * Excellent problem-solver with thoughtful, data-driven approaches in a complex human services environment. * Oversight for the strategic vision and planning for all aspects of the University through the human resources department lens to support the mission of LIU. * Leadership of all aspects of day-to-day operations management related to talent acquisition, workforce planning, labor and employee relations, policies, compensation and benefits. Principal Responsibilities: Strategy & Leadership * Lead overall development and execution of human resources and organizational development initiatives, employee relations, and talent acquisition to support the achievement of University goals. * Develop and implement human resources management policies and procedures that are best-in-class and consistent with the institution's mission. These include, but are not limited to, researching and recommending changes to policies and monitoring compliance. * Establish strategic goals and direction for Human Resources; provide leadership, oversight, and management of the Human Resources department and senior leadership of the University as a whole. Partner with executive and management staff across University campuses to address concerns and develop solutions. * Ensure the University is equipped to attract, retain and motivate a high quality, diverse workforce enabling it to carry out its mission and achieve its objectives. Recruitment & Retention * Ensure the University is externally competitive in its ability to attract and retain academic and administrative employees. * Develop and implement compensation policies that maintain competitiveness with external market and internal equity. * Establish talent recruitment, retention and performance management strategies to meet the needs of LIU's growth goals. Performance Management * Establish, monitor and continually assess performance management program for all levels of the institution. Work with the leadership team to refresh and refine plan based on current needs and environment and improve process automation. * Develop strong working relationships with managers while taking a proactive approach in addressing employee issues; analyze and recommend solutions with the goal of improving individual and team performance. Labor Relations & Compliance * Anticipate and resolve complex problems and questions, including employee relations issues, in an economical and equitable manner compliant with legal regulations and general business practices. * Receive and investigate all complaints; determine veracity of such and take corrective disciplinary action and/or prepare reply. Assist investigations and litigation involving current and former employees, in collaboration with leadership; manage actions and proceedings. * In collaboration with attorneys, as needed, ensure compliance with federal, state, and local regulatory agency guidelines and standards. * Demonstrate subject matter expertise in connection with all collectively bargained agreements and support negotiations. HR Operations & Administration * Leverage existing HR personnel to ensure delivery of timely, relevant and efficient HR operations. * Provide effective supervision for all departmental staff. Assess development and structure of the department. * Organize and oversee the employee benefits program, including medical and dental, flexible savings accounts, commuter benefits, and various pension plans. Lead selection process for medical insurance and other health and welfare benefits and negotiate contracts; liaise with brokers and stay abreast of health reform issues. * Promote efficiency in HR operations by implementing and utilizing new technologies and systems. Stay abreast of higher education best practices in HR. * Ensure effective management of all HR database systems, including record compliance, accuracy and completeness. Leverage data for goal setting, strategic decision-making and for HR analyses. * Challenge, redesign and automate human resources and related business processes to maximize efficiency and effectiveness. * Oversee unemployment claims; liaise with relevant third-party administrators. Compensation & Benefits * Supervise University Director of Payroll and oversee University payroll functions that include: providing information to managers on payroll matters, tax issues, time and attendance policies, procedures and automation; reviewing time records, work schedules, wage computation and other information in order to detect and reconcile payroll discrepancies; creating, maintaining and distributing management reports both routine and ad hoc, using HRIS reporting software, Excel, and other software as necessary. * Supervise University Director of Benefits and oversee University benefits functions that include: management and administration of various employee voluntary benefit programs including: 403B and 457B Plans, Commuter Benefits for LIU; open enrollment period for health/dental insurance, training sessions for new retirement plan participants, and informational sessions by other benefits providers; administration of the Worker Compensation Program, the Family and Medical Leave Act provisions, and coordinate these programs with STD and COBRA provisions; timely reporting of workplace accidents/injuries to the carrier, appropriately designate absences under FMLA, track absences and send notification letters to employees; managing ACA requirements, including 1095 creation and distribution; handling health & welfare, and retirement plan audits, testing and filing 5500's; managing and submit OSHA reporting requirements on an annual basis; ensuring the employee benefits manuals are up-to-date; and special projects such as rolling out and communicating new benefit programs and features, eligibility audits, benefit surveys, census reports, and annual renewal processes; Organizational Development & Training Responsibilities * Assist the training department and executive team on staff development initiatives for the organization. * Assist the training department in creating and delivering consultations and training to staff on a variety of HR issues; assist in leadership development training and development. * In collaboration with other administrative department staff, ensure effective employee communication program to educate staff regarding human resources programs, policies and procedures. Additional Duties and Responsibilities * Function as liaison to insurance brokers for all human resource-related benefits programs and packages. * Serve as Chair of the University's Retirement Plan Committee. * Perform other tasks as assigned. Education Requirements: Bachelor's degree plus at least 10 years of experience in a leadership role in human resources administration, including benefits administration, recruitment, staff development and training, payroll administration. At least five years of this experience must have included supervisory experience. Must be familiar and adept at using HRIS systems. Knowledge of Federal, NYS and NYC employment laws. PREFERRED QUALIFICATIONS: Master's degree in Human Resources or other relevant field (Counseling, Public Administration, Business Administration, etc.). SPHR certification. Experience in a University and/or a non-profit setting. Strong experience with PeopleSoft or similar integrated Enterprise Resource Planning systems. Training, Skills, Knowledge, Experience: * Strong conflict resolution and mediation skills. * Knowledge of human resources leading practices, employee relations, training, and compensation/benefits. * Knowledge of State, Federal and NYC employment laws including EEO, ADA, Workers' Compensation, Wage and Hour, COBRA, FMLA, NYS Paid Family Leave, etc. * Excellent interpersonal, project management, customer service, organizational, and communication skills, both oral and written (including strong editing and proofreading). * Ability to manage difficult situations with tact and diplomacy, multi-task in a fast-paced environment, and maintain confidentiality, and strong collaboration skills. * Ability to be forward-thinking, and creative with high ethical standards and an appropriate professional image. * Ability to be a strategically plan with sound technical skills, analytical ability, good judgement, and strong operational focus. * Ability to interact with people at all levels of the University as appropriate and necessary to collaborate with employees at all levels of the organization. * Ability to be decisive with a strategic focus as well as an operational, implementation and detail-oriented perspective. * Ability to read, analyze, and interpret complex human resource related documents andfamiliarity with financial data. * Ability to respond effectively to the most sensitive inquiries or complaints. * Excellent supervisory and staff development skills. * Ability to present information (e.g. prepare and deliver a written or spoken presentation with supporting materials) to the board of trustees, management, employees, and/or public group. * Ability to plan organization-wide activities (e.g. setting objectives, developing strategies, budgeting, developing policies and procedures, and organizing the functions necessary to accomplish the activities). Working Conditions: Office setting. LIU is an equal opportunity employer. LIU is committed to extending equal opportunity in employment to all qualified candidates who can contribute to the diversity and excellence of our academic community. LIU encourages applications from all qualified individuals without regard to race, color, religion, genetic information, sexual orientation, gender and/or gender identity or expression, marital or parental status, national origin, ethnicity, citizenship status, veteran or military status, age, disability or any other basis protected by applicable local, state or federal laws. Hiring is contingent on eligibility to work in the United States.

LIM College - The Business of Fashion & Lifestyle is currently seeking candidates for the position of Vice President of Human Resources. About LIM College LIM College is where business, creativity, and industry innovation meet. Located in the heart of New York City one of the world's most influential fashion, retail, and lifestyle hubs LIM has been shaping future leaders since 1939. With a signature blend of academic excellence and hands-on experience, the College is nationally recognized for preparing students to thrive in the fashion and lifestyle industries. What sets LIM College apart is our strong industry partnerships, career-focused curriculum, and commitment to real-world learning. Students gain unparalleled access to internships, career development programs, and faculty who bring deep professional expertise directly into the classroom. LIM offers undergraduate, graduate, and online programs, all grounded in the business of fashion and its related sectors. LIM College is dynamic, collaborative, and student-centered. Our faculty and staff work together to create a supportive, engaging, and forward-thinking environment. As we continue to grow and evolve to meet the changing needs of higher education and the industries we serve, we seek leaders who are energized by innovation, motivated by impact, and ready to help shape the next chapter of LIM's legacy. Position Summary: LIM College is seeking an inspiring, forward-thinking Vice President of Human Resources to shape the future of our institution and lead the strategies that support our most important asset-our people. This high-impact executive role reports directly to the Executive Vice President of Finance and Operations and Treasurer and serves as the chief HR advisor to senior leadership, influencing decision-making at the highest levels of the College. The ideal candidate will be a seasoned HR executive with a minimum of 10 years of progressive HR leadership experience, including at least five years in a senior or executive-level role, ideally within higher education or another complex organizational environment. A Bachelor's degree in Human Resources, Business Administration, or a related field is required. This role demands exceptional judgment, deep knowledge of HR laws and best practices, and a strong track record of leading organizational change with professionalism, credibility, and strategic insight. As the VP of HR, you will oversee the full employee lifecycle including talent acquisition, onboarding, performance management, professional development, and long-term retention. You will modernize compensation and benefits programs, ensure compliance with employment regulations, and enhance HR operations through improved processes, policies, and effective use of HR technology. A core focus of this role is cultivating and sustaining a workplace culture that is collaborative, respectful, and high-performing. You will partner closely with faculty, staff, and leadership to strengthen communication, guide employee relations, and coach managers as they lead their teams. You will play a key role in workforce planning, succession planning, and institutional initiatives requiring HR leadership. Additionally, you will leverage HR systems, data, and analytics to inform decisions, measure progress, and support short- and long-term institutional planning. As a visible campus leader, you will collaborate across departments and contribute to committees that advance LIM College's mission and long-range success. SALARY RANGE: $140,000 - $150,000/Annually Requirements: * Bachelor's degree in Human Resources, Business Administration, or related field required * Minimum of 10 years of progressive HR leadership experience * At least 5 years in a senior or executive-level HR role * Higher education experience strongly preferred * Extensive knowledge of HR laws, regulations, and best practices * Strong communication, leadership, and relationship-building skills * Demonstrated ability to lead organizational change and support institutional goals Why Work at LIM College? * High-impact leadership role with campus-wide influence * Collaborative, mission-driven environment focused on student and employee success * Opportunity to shape HR strategy and drive meaningful organizational growth * Competitive compensation and benefits package How to Apply Submit your resume and cover letter to LIM College's Career Page and addressed to Michael Donohue, Executive Vice President of Finance and Operations, Treasurer (***********************).

Reports To: Chief Executive Officer (CEO) Program: Administration Location: Tarrytown, NY and Rockland, NY-In-Person Hours Per Week: 35 FLSA Status: Full Time, Exempt Salary Range: $120,000-$140,000 annually Summary Description The Vice President of Human Resources (VP of HR) of Greater Mental Health of New York is responsible for overseeing all aspects of the Human Resources function at the agency. As a key member of the executive leadership team, the VP of HR is expected to exemplify the highest standards of professional integrity and organizational excellence. The VP of HR will be a values-based leader who can build and maintain a high-integrity culture, foster collaborative partnerships, and drive strategic organizational growth. This leader will demonstrate ethical conduct, strong business acumen, and the ability to create a harmonious and inclusive workplace culture that emphasizes diversity, equity, inclusion, teamwork, and collaboration. The VP of HR will bring creativity and an entrepreneurial approach to problem-solving, supported by strong communication, presentation, and interpersonal skills. They will demonstrate cultural awareness, emotional intelligence, and credibility in building trust across the agency and with community stakeholders. Acting as a trusted partner to the CEO and the executive team, the VP of HR will lead with a person-centered, trauma-informed philosophy aligned with the values of Greater Mental Health of NY. Key Responsibilities and Competencies: Human Capital Vision & Strategy: Partner with executive leadership to define and implement GMH's short- and long-term strategic goals through talent management. Participate in business planning and strategic direction with executives, including organizational structure, recruiting strategies, retention, exit strategies, ramifications of agency growth, reduction, or change. Establish and monitor key performance indicators for HR and talent management; assess organizational effectiveness and market competitiveness. Develop and maintain a diversity, equity, and inclusion strategy with measurable outcomes. Communicate changes in personnel policies and ensure compliance across the agency. Serve as liaison to the Human Resources Committee of the Board. Talent Acquisition, Engagement & Management: Advise senior leadership on workforce and demographic trends to strengthen organizational readiness and how to effectively support an evolving workforce. With the talent and acquisition specialist, deliver a clear and sustainable recruitment strategy, inclusive of employment branding, that encourages and enables the development of internal talent, the identification of external talent, and the use of tools and methods for recruitment. Ensure onboarding practices are engaging, effective, and supportive of retention. Implement initiatives that promote staff well-being and organizational health. Provide supervision, coaching, and performance management to direct reports. Compensation & Benefits: Lead the design and implementation of a Total Rewards strategy that aligns with organizational goals and supports recruitment and retention. Develop equitable position levels and salary bands, ensuring compliance with labor regulations. Manage compensation policies and conduct competitive studies to ensure market alignment. Oversee benefits administration, including health, retirement, and wellness programs. Serve as Plan Sponsor for retirement programs and ensure compliance with all federal and state laws (ERISA, ACA, EEOC, DOL, etc.). Oversee workers' compensation plans, including mediation and contract negotiation, in collaboration with legal counsel. Talent Development: Lead performance management processes, including appraisals, coaching, and succession planning. Promote career development and clear advancement pathways through an equity lens. Foster a culture of accountability and high performance. Advise executives on employee relations and disciplinary actions. Provides counsel in employee relations issues and partners with legal when necessary. Employee Relations Case Management: Manage and resolve complex ER issues, including disciplinary actions, counseling, performance improvement plans, and workplace conflicts. Conduct thorough investigations into employee complaints and concerns related to alleged harassment or discrimination and policy violations. Clearly and professionally document findings and provide recommendations for resolution. Budget, Data, Technology & Compliance: Develop and manage the HR budget, reporting staffing costs and initiatives in partnership with Finance. Ensure HR systems are accurate, effective, and compliant with regulations. Maintain and update HR policies, procedures, and the employee handbook. Ensure compliance with EEO, affirmative action, and accessibility requirements. Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Other Duties as assigned. Required Knowledge and Skills: Exceptional verbal and written communication skills. Strong interpersonal, leadership, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical, data-driven decision-making, and problem-solving skills. Proven ability to supervise, mentor, and lead diverse teams. Thorough knowledge of multi-state employment laws and HR best practices. Previous HR business partner or advisory experience; non-profit or healthcare background preferred. Proficiency with HRIS systems (e.g., ADP WorkforceNow, ADP ACA Compliance). Advanced proficiency in Microsoft Office Suite and related technology. Qualifications: Master's degree in Human Resources, Human Services, Business Administration, or Industrial Psychology preferred. Professional HR certification (e.g., SHRM-SCP, SPHR) strongly preferred. Broad expertise across HR disciplines, including talent management, organizational development, compensation, benefits, and compliance. Demonstrated success in building and sustaining a strong talent pipeline and highly engaged workforce. Minimum of 5-10 years of progressive HR management experience, with at least 5 years in a senior leadership or supervisory role. Non-profit or healthcare HR experience strongly preferred. Must maintain confidentiality, reliability, and integrity at all times. Must pass and maintain required background checks (Criminal, Financial, Justice Center Staff Exclusion List, NY State Medicaid Exclusion List). Must be legally eligible to work in the United States. Special Considerations : Hours per week, reporting structure, and location are subject to change per program needs. Mandated Reporter: This is a Mandated Reporter position. The NYS Justice Center legislation defines anyone who has regular and substantial contact with any person with special needs as a “custodian” under the law and, therefore, a mandated reporter. You can be held liable by both the civil and criminal legal systems for intentionally failing to make a report. Greater Mental Health of New York is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Greater Mental Health of New York is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request a reasonable accommodation, contact the Human Resources Department.

The Director, Human Resources Operations is responsible for overseeing strategic and operational HR functions across the employee lifecycle. This role ensures a strong foundation of people engagement, performance management, workforce planning, compliance, and data integrity. This role partners closely cross functionally to drive consistent and high-impact results across the organization both within the HR department, as well as cross-departmentally with Facilities, Technology and Legal. Responsibilities Employee Engagement & Events Make data-driven recommendations utilizing employee and organizational feedback to improve the employee experience, including design, deployment, and action planning to enhance culture and engagement. Plan and oversee employee engagement events, including but not limited to staff outings, volunteer events, employee lunches, and internal celebrations. Coordinate additional ad hoc employee initiatives such as headshots, lunch & learn programs, and organizational awards. Performance Management Mange the annual review cycle, including goal setting, mid-year and year-end reviews, and promotion process. Develop and deliver employee communications related to performance processes, send timely reminders, and provide weekly status updates to stakeholders. Manage the performance management system, including setting up and testing the annual review process, generating required reports, supporting system training, and supporting future system enhancements and implementations. Maintain accurate employee data, including overseeing promotion updates and reporting structure changes in HR systems. Contingent Workforce Oversee contingent workforce lifecycle management through external staffing partners and internal processes. Lead strategy, vendor selection, and process improvements for contingent workforce management. Partner with HRBPs who manage the day-to-day contingent worker experience and workforce strategy within client groups. Onboarding & Orientation Oversee end-to-end onboarding processes, ensuring consistency and a positive experience for all new hires, including the contingent workforce. Enhance orientation programming to reflect company culture, policies, systems, and early success enablement, applying ongoing feedback to continually review and modify the employee experience. Partner with Tech, Facilities, and hiring managers to deliver a seamless Day 1 and overall onboarding experience, including creation of manager and employee resources. Manage and oversee pre-employment screening processes and procedures, including vendor management, compliance, adverse action, and process improvements. Support and enhance the relocation experience and processing in coordination with the Total Rewards team. Compliance & Policies Own the development, maintenance, and distribution of company-wide HR policies and the employee handbook. Ensure adherence to all local, state, and federal employment laws and regulations. Monitor changes in employment legislation and recommend policy updates. Oversee and track mandatory compliance trainings (e.g., Code of Conduct, Anti-Harassment, Non-Discrimination, Gambling, etc.). Lead I-9 compliance, unemployment claims management, employment classification audits, EEO-1 reporting, and required labor law postings. Employee Data Management Oversee employee records management, including digital employee folders and secure documentation processes, as well as managing and ensuring employee data integrity in our HCM. Manage employment verification requests and maintain compliance with data privacy standards. Lead headcount management, including organizational charts and workforce planning documentation. Additional Responsibilities Partner with Facilities to lead space planning, desk assignments, and office move coordination, ensuring space utilization aligns with organizational growth and hybrid workforce needs. Maintain updated seating charts and provide headcount data to inform workspace strategy. Act as the HR lead in crisis and emergency planning and execution, developing and maintaining response protocols for employee communication, safety, and organizational continuity. Manage training coordination for office safety preparedness. Qualifications Bachelor's Degree required. 8+ years of progressive HR experience required, including 3+ years in a leadership role. Required Skills In-depth knowledge of employment law, HR compliance, and people operations. Solid experience with HR systems (Workday preferred), project and vendor management. Demonstrated ability to manage complex projects and cross-functional partnerships. High-level of commitment to quality work product and organizational ethics, integrity and compliance. Ability to work effectively in a fast-paced, team environment. Strong interpersonal skills and the ability to effectively communicate, both verbally and in writing. Demonstrated decision making and problem-solving skills. High attention to detail with the ability to multi-task and meet deadlines with minimal supervision. Proficiency in Word, Excel, PowerPoint and Outlook. Desired Skills Knowledge of the Spanish Language (business proficiency) Knowledge of the sport of soccer Total Rewards Major League Soccer offers a competitive starting base salary of $115,000 - $150,000, based on individual qualifications, market financials, and operational business needs. We are committed to providing a Total Rewards package that attracts, supports, engages, and retains talent. Our benefits package includes comprehensive medical, dental, and vision coverage, a $500 wellness reimbursement, and generous Holiday and PTO schedule to promote work-life balance. We also prioritize career and professional development, offering on-the-job training, feedback, and ongoing educational opportunities. We believe in the power of in-person collaboration to fuel creativity, strengthen connections, and cultivate a vibrant workplace. As a result, employees are required to work from an MLS office at least four days a week. We understand the value of balance, so employees also have the flexibility of working remotely on Fridays, along with the option to take up to two additional remote flex days each month. At Major League Soccer, we are proud to be an equal opportunity employer. We value diversity and inclusion and believe that a diverse workforce enhances our ability to compete in the marketplace. We are committed to providing equal employment opportunities to all individuals regardless of race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. We are dedicated to ensuring that individuals with disabilities are provided reasonable accommodation throughout the job application or interview process, essential job functions, and other benefits and privileges of employment. If you require accommodation, please contact us to request it. Join our team and be part of the Major League Soccer family, where we elevate the game and inspire greatness!