Director of human resources jobs in Norwalk, CT

HR Business Partner We are currently searching for an HR Generalist. You will be responsible for supporting the engineering & operations division for our client. Our client is creating revolutionary technology that is impacting the manufacturing industry that supports over 1 billion people on a daily basis. If you want to be part of a company that is changing the world, we want to hear from you! This is a 12-month contract to direct hire. We are seeking candidates who are only interested in full-time opportunities. Job Description As a Human Resources Generalist, you will make a real difference as a key member of the HR Team where you will provide knowledge and expertise while tackling multiple tasks to support growing business divisions. To achieve this, you will be using your unique mix of technical, creative, and interpersonal skills to include but not limited to: Responsibilities for HR Generalist: Lead/manage talent selection and onboarding, talent succession and development, employee engagement, employee relations, and organization development and change initiatives. Gather statistics and metrics (headcount, turnover, talent movement, HR program execution) and provide analysis and recommendations based on the data. Influence new hire selection through active participation in candidate interviews and selection, lead the onboarding activities including assessing new employee onboarding experience. Partner with 3rd party and internal recruiting teams to execute on hiring plans. Oversee moderately complex level employee relations issues including fact gathering, analysis, recommendations, and performance improvement progress. Coach the manager on conflict resolution and addressing escalations. Guide managers and employees through the annual HR program cycle including performance management, salary planning, employee development, and other related annual programs. Deliver HR support to manufacturing production supervisors/managers with a focus on high-touch coaching and program support. Assist in facilitating workshops on various HR programs and professional development topics. Gather data/metrics to understand headcount, turnover, talent movement, HR programs, etc. Education: BA/BS in Human Resources, Organizational Behavior, or related degree preferred. Qualifications: 4-10+ years of applicable HR experience. A proactive thinker with the ability to manage multiple projects and priorities. Experience with employee relations and supporting managers on employee management and succession planning. Strong interpersonal relationship skills. Experience with supporting hiring managers on conflict resolution Analytical skills including data and trend analysis and recommending solutions. Ability to work in a fast-paced and ever-changing work environment. Proficient in MS Word, Excel, PowerPoint, and HRIS/SAP or similar.

Title: Senior HR Business Partner Classification: Full-Time, Non- Exempt Reports to: COO Compensation: 45.00-55.00/hr. (87,750K-107,250K) (DOE) + year end bonus + incentive structure + OT eligibility *No agency or recruiter submissions - direct applicants only* Excellent opportunity to be part of an independent, successful, family-oriented Professional Services Firm that provides a healthy work/life balance, flexibility, and career growth. We have been named a Top Workplace by Hearst Media Group! With offices in Ridgefield and New Canaan CT, Reynolds + Rowella provides accounting and advisory services to individuals and businesses. We're proud to be one of the few independent regional accounting firms in Fairfield County-offering the expertise and reach of a large firm with the personal touch of a close-knit team, where quality always comes before quantity. We're built on culture, powered by our people, and driven by purpose. We have been named a Top Workplace by Hearst Media Group multiple years, recognized in Accounting Today as a Top Firm in New England, Inside Public Accounting Top 400 Firms, and Best Accounting Award! Why work with Reynolds + Rowella? We offer: Healthy Work/Life Balance - Hybrid Work Schedules Rewarding Working Culture - team building and volunteer events, employee-led committees Coaching/Mentorship Programs for our staff Strong Competitive Compensation + bonuses 401(k) savings plan with company match Strong Comprehensive Benefits: Medical, Dental, Vision, Voluntary/Company Paid Life Insurance, short/long-term disability insurance, Medical FSA and Dependent Care Generous PTO Program + Paid Holiday Schedule Reimbursement for Career Development including passed exams, certifications, approved training programs Summer Flex Time/Hours - off Fridays Dress for your day policy Summary of Position The Senior HR Business Partner serves as a strategic HR advisor to both internal leadership at Reynolds & Rowella and a diverse portfolio of external clients. Internally, this role delivers high-level guidance on HR strategy, compliance, organizational development, and talent management. The Senior HR Generalist also partners with our clients to build effective people practices, mitigate risk, enhance employee experience, and support long-term business objectives. The role will be located on site at our main office in Ridgefield 3 days a week, with 2 days remote. Essential Functions Client Advisory Act as a trusted HR consultant for multiple clients, providing strategic guidance on employee relations, workforce planning, compliance, and HR best practices. Conduct client HR assessments to identify gaps, risks, and opportunities, and develop tailored recommendations and implementation plans. Advise clients on complex employment law and compliance matters, helping them mitigate risk and maintain effective HR frameworks. Partner with client leadership teams to develop HR strategies that support organizational objectives, culture, and growth. Provide high-level oversight of client HR operations, including benefits, payroll, and HRIS functionality-ensuring accuracy and compliance while delegating execution to appropriate support staff or client resources. Lead and advise on sensitive employee relations issues, investigations, performance management interventions, and conflict resolution for clients. Support clients through organizational changes such as restructuring, role redesign, and policy updates. Develop and deliver HR-related training for client managers and teams, including leadership skills, compliance topics, and HR fundamentals. Build strong, long-term relationships with clients, ensuring satisfaction and identifying opportunities for expanded HR partnership. Manage multiple client priorities effectively while maintaining a high level of service and professionalism. Internal HR Provide senior-level guidance on internal employee relations matters, including investigations, coaching, conflict resolution, and performance management strategies for managers and staff. Lead or support firmwide training initiatives, including leadership development, professional skills programs, compliance training, and new manager development. Oversee HR policy development and continuous improvement, ensuring firm policies are current, compliant, and aligned with evolving business needs and best practices. Provide strategic input on compensation planning, retention strategies, and employee engagement initiatives. Maintain expert knowledge of federal, state, and local employment regulations to support firm compliance and guide leadership decision-making. Minimum Qualifications Bachelor's degree in human resources, Business Administration, or related field required 8-10 years of progressive HR experience, with significant experience in an advisory, consulting, or business-partner capacity. HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) strongly preferred. Demonstrated expertise in employment laws, employee relations, organizational development, and HR best practices. Exceptional communication, presentation, and client relationship management skills. Proven ability to navigate complex and sensitive HR issues with sound judgment, professionalism, and discretion. Strong analytical and problem-solving skills with the ability to develop strategic recommendations. Ability to work independently, manage competing priorities, and deliver high-quality results across multiple clients. Proficiency with HRIS systems, talent management tools, and Microsoft Office Suite. Preferred Qualifications HRCI or SHRM certification preferred. Reynolds + Rowella, LLP is an Equal Opportunity Employer and does not discriminate against qualified applicants with regard to race, color, religion, age, sex, national origin, disability, sexual orientation, genetics or veteran status. In addition to federal law requirements Reynolds + Rowella, LLP complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment. This job description indicates in general terms, the type and level of work performed. The duties described are not to be interpreted as being all-inclusive and management reserves the rights to add, modify, change or rescind the tasks as assigned at any time. Nothing in this position description changes the at-will employment relationship existing between the company its employees.

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.

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.

Spectrum The Manager of HR Data & Reporting Analytics role is responsible for analyzing processes and data by extracting and analyzing complex data from various data warehouse environments. This position identifies and reports on trends and patterns found within the data, and makes recommendations for business and process improvement. This position will work with business users to understand requirements and expectations for permanent and ad hoc requests, to meet the analytical data needs of the business. MAJOR DUTIES AND RESPONSIBILITIES Actively and consistently support all efforts to simplify and enhance the customer experience. Demonstrate a consultative and client-oriented approach to the Data analysis and interpretation. Acquire data from primary or secondary data sources for use in analysis and trending. Identify, analyze and interpret trends or patterns in complex data sets. Interpret data and analyze results using statistical techniques and provide ongoing reports. Produce ad hoc reports to answer business questions quickly and thoroughly. Create reports and data driven presentations. Generate reports, charts and dashboards to allow management to track business information; provide links to department goals to evaluate progress Use data to create reports in Tableau, Excel, Power Point and other reporting tools Work closely with management to prioritize business and information needs. Work independently with internal clients to determine their reporting requirements. Investigate and perform root cause analysis. Define, document, implement and track process flows for all processes, procedures, and policies for the department. Interact with cross-functional teams to ensure business processes and rules are aligned, adjusting documentation accordingly. Document processes using Microsoft Office Suite of tools including Excel, PowerPoint, Access, etc. Interact with internal teams to ensure systems/tools are in accordance with business processes and rules; adjust systems/documentation accordingly. Perform a cross-functional role to facilitate business process changes with stakeholders in other departments; work with stakeholders to support the integration of new processes, into existing operations. Audit and recommend updates to existing methods, procedures and process documentation on an as needed basis. Participate in process requirements, planning and validation through operational testing to ensure plan changes meet business sponsor needs. Manage the process review and signoff of new methods and procedures. Support testing and roll out of all projects/process improvements that impact the department. Understand policies, procedures and practices for analysis of business performance and impact. Identify trends and occurrences in data and translate findings into various mediums including text, charts, graphs, displays and tables. Perform other duties as requested by management. REQUIRED QUALIFICATIONS Skills/Abilities and Knowledge Ability to read, write, speak and understand English Knowledge of HR database/reporting systems Strong written and verbal communication and presentation skills

Who We Are At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward - always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities. The Role We are seeking a seasoned HR Technology leader with proven experience in large, global organizations to drive Kyndryl's HR technology strategy and transformation. This role is not about hands-on technical configuration, it is about strategic product leadership, enterprise-scale integration, and managing a team of Product Owners to deliver world-class HR solutions. The Director, HR Information Systems, will provide operational excellence and strategic, proactive support for the delivery and execution of Kyndryl's technical HR strategy. Lead the evaluation, implementation and adoption of advanced and transformative technology that advances the HR Strategy and the growth of Kyndryl. This position will lead and influence complex, people-centered HR Transformation programs, including: * Workday capabilities transformation * ServiceNow enhancements * Payroll modernization In addition, you will have the opportunity to contribute to other initiatives within the HR Transformation team, such as digital transformation, special projects, and employment-related programs. Key Responsibilities * Lead Global HR Technology Strategy Define and communicate the product vision for Workday, ServiceNow, and other HR platforms, ensuring alignment with Kyndryl's strategic goals and global HR transformation roadmap. * Manage Product Ownership at Scale Oversee a team of Product Owners responsible for Workday and Employee Experience platforms. Drive prioritization, trade-off decisions, and roadmap execution across multiple HR functional areas. * Enterprise Integration & Employee Experience Deliver solutions that integrate Workday with Professional Services Automation (PSA) or Projects modules and ensure seamless connectivity with Employee Experience platforms (ideally ServiceNow or equivalent). * Stakeholder Engagement & Governance Partner with HR Centers of Excellence, business leaders, and technology teams to architect scalable solutions using industry best practices. Establish governance and project management discipline for end-to-end delivery. * Global Transformation Leadership Lead complex HR transformation initiatives, including digital transformation, payroll modernization, and service delivery enhancements, ensuring consistent and exceptional employee experience worldwide. * Continuous Improvement & Risk Management Maintain platform health, monitor security and compliance, and proactively identify opportunities for optimization and innovation. What We're Looking For * Global Enterprise Experience Demonstrated success in leading HR technology strategy and transformation for a large, multinational organization. * Workday Expertise Beyond Core HR Experience with Workday in environments that include Professional Services Automation or Projects, not just core HCM. * Employee Experience Platform Knowledge Hands-on leadership experience with ServiceNow or similar platforms as part of an integrated HR ecosystem. * Product Leadership Proven ability to manage Product Owners, set vision, and deliver complex, cross-functional technology programs. * Strategic & Operational Balance Ability to align business priorities, make trade-offs, and balance strategic development with ongoing production support. Your Future at Kyndryl Every position at Kyndryl offers a way forward to grow your career, from Junior Administrator to Architect. We have training and upskilling programs that you find anywhere else, including hands-on experience, learning opportunities, and the change to certify in all four major platforms. One of the benefits of Kyndryl is that we work with customers in a variety of industries, from banking to retail. Whether you want to broaden your knowledge base or narrow your scope and specialize in a specific sector, you can find your opportunity here. Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment. Who You Are You're good at what you do and possess the required experience to prove it. However, equally as important - you have a growth mindset; keen to drive your own personal and professional development. You are customer-focused - someone who prioritizes customer success in their work. And finally, you're open and borderless - naturally inclusive in how you work with others. Required Skills, Experience and Circumstances: * Minimum of 10 years experience as a Product Owner, Consultant or Business Analyst in the HRIS space across a variety of disciplines. * 7+ years Workday, ServiceNow and/or HR Systems experience with an in depth understanding of the product and business processes related to various functional areas within Workday, including understanding of E2E Workday integration points. * 5+ years leading Consulting teams focused on Systems Implementation. * Global experience with other HR Applications and vendors in the HR Technology tech stack including Service Now. * Experience with Product Roadmap development and influencing key collaborators for consensus on business priorities. Ability to facilitate complex discussions. * Project Management experience with focus on design, facilitating development, testing and delivery. * Demonstrates abilities and/or a proven record of success working in a consultative capacity on Human Capital technology projects. * A driver, decision maker, and effective team collaborator. Ability to acquire crucial information and key objectives. * Organized, self-motivated, highly adaptable, and have a strong desire to embrace change. * Outstanding leadership and motivational skills - possessing a willingness to empower as well as inspire commitment and positive attitude in the team * Ability and/or experience to work independently as well as in a team environment through collaboration and consultation skills while working with individuals from all backgrounds and organizational levels and across functional areas * Exposure to advanced technologies like AI What We Offer: * Competitive salary and benefits package. * Opportunities for professional growth and development. * A dynamic and inclusive work environment. * The chance to work with a leading global IT services company. Compensation The compensation range for the position in the U.S. is $150,720 to $286,200 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills and experience. For part time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city or local minimum wage requirement. There is a different applicable compensation range for the following work locations: California: $165,720 to $343,560 Colorado: $150,720 to $286,200 New York City: $180,720 to $343,560 Washington: $165,720 to $314,880 Washington DC: $165,720 to $314,880 This position will be eligible for Kyndryl's discretionary annual bonus program, based on performance and subject to the terms of Kyndryl's applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave, and paid time off. Note: If this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program. Applications will be accepted on a rolling basis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Know Your Rights: Workplace Discrimination is Illegal Pay Transparency Nondiscrimination Provision Being You Diversity is a whole lot more than what we look like or where we come from, it's how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we're not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you - and everyone next to you - the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That's the Kyndryl Way. What You Can Expect With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter - wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed. Get Referred! If you know someone that works at Kyndryl, when asked 'How Did You Hear About Us' during the application process, select 'Employee Referral' and enter your contact's Kyndryl email address.

**Who We Are** At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward - always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities. **The Role** We are seeking a seasoned HR Technology leader with proven experience in large, global organizations to drive Kyndryl's HR technology strategy and transformation. This role is not about hands-on technical configuration, it is about strategic product leadership, enterprise-scale integration, and managing a team of Product Owners to deliver world-class HR solutions. The Director, HR Information Systems, will provide operational excellence and strategic, proactive support for the delivery and execution of Kyndryl's technical HR strategy. Lead the evaluation, implementation and adoption of advanced and transformative technology that advances the HR Strategy and the growth of Kyndryl. This position will lead and influence complex, people-centered HR Transformation programs, including: + Workday capabilities transformation + ServiceNow enhancements + Payroll modernization In addition, you will have the opportunity to contribute to other initiatives within the HR Transformation team, such as digital transformation, special projects, and employment-related programs. **Key Responsibilities** + **Lead Global HR Technology Strategy** Define and communicate the product vision for Workday, ServiceNow, and other HR platforms, ensuring alignment with Kyndryl's strategic goals and global HR transformation roadmap. + **Manage Product Ownership at Scale** Oversee a team of Product Owners responsible for Workday and Employee Experience platforms. Drive prioritization, trade-off decisions, and roadmap execution across multiple HR functional areas. + **Enterprise Integration & Employee Experience** Deliver solutions that integrate Workday with Professional Services Automation (PSA) or Projects modules and ensure seamless connectivity with Employee Experience platforms (ideally ServiceNow or equivalent). + **Stakeholder Engagement & Governance** Partner with HR Centers of Excellence, business leaders, and technology teams to architect scalable solutions using industry best practices. Establish governance and project management discipline for end-to-end delivery. + **Global Transformation Leadership** Lead complex HR transformation initiatives, including digital transformation, payroll modernization, and service delivery enhancements, ensuring consistent and exceptional employee experience worldwide. + **Continuous Improvement & Risk Management** Maintain platform health, monitor security and compliance, and proactively identify opportunities for optimization and innovation. **What We're Looking For** + **Global Enterprise Experience** Demonstrated success in leading HR technology strategy and transformation for a large, multinational organization. + **Workday Expertise Beyond Core HR** Experience with Workday in environments that include Professional Services Automation or **Projects** , not just core HCM. + **Employee Experience Platform Knowledge** Hands-on leadership experience with ServiceNow or similar platforms as part of an integrated HR ecosystem. + **Product Leadership** Proven ability to manage **Product Owners** , set vision, and deliver complex, cross-functional technology programs. + **Strategic & Operational Balance** Ability to align business priorities, make trade-offs, and balance strategic development with ongoing production support. **Your Future at Kyndryl** Every position at Kyndryl offers a way forward to grow your career, from Junior Administrator to Architect. We have training and upskilling programs that you find anywhere else, including hands-on experience, learning opportunities, and the change to certify in all four major platforms. One of the benefits of Kyndryl is that we work with customers in a variety of industries, from banking to retail. Whether you want to broaden your knowledge base or narrow your scope and specialize in a specific sector, you can find your opportunity here. Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment. **Who You Are** You're good at what you do and possess the required experience to prove it. However, equally as important - you have a growth mindset; keen to drive your own personal and professional development. You are customer-focused - someone who prioritizes customer success in their work. And finally, you're open and borderless - naturally inclusive in how you work with others. **Required Skills, Experience and Circumstances:** + Minimum of 10 years experience as a Product Owner, Consultant or Business Analyst in the HRIS space across a variety of disciplines. + 7+ years Workday, ServiceNow and/or HR Systems experience with an in depth understanding of the product and business processes related to various functional areas within Workday, including understanding of E2E Workday integration points. + 5+ years leading Consulting teams focused on Systems Implementation. + Global experience with other HR Applications and vendors in the HR Technology tech stack including Service Now. + Experience with Product Roadmap development and influencing key collaborators for consensus on business priorities. Ability to facilitate complex discussions. + Project Management experience with focus on design, facilitating development, testing and delivery. + Demonstrates abilities and/or a proven record of success working in a consultative capacity on Human Capital technology projects. + A driver, decision maker, and effective team collaborator. Ability to acquire crucial information and key objectives. + Organized, self-motivated, highly adaptable, and have a strong desire to embrace change. + Outstanding leadership and motivational skills - possessing a willingness to empower as well as inspire commitment and positive attitude in the team + Ability and/or experience to work independently as well as in a team environment through collaboration and consultation skills while working with individuals from all backgrounds and organizational levels and across functional areas + Exposure to advanced technologies like AI **What We Offer:** + Competitive salary and benefits package. + Opportunities for professional growth and development. + A dynamic and inclusive work environment. + The chance to work with a leading global IT services company. **Compensation** The compensation range for the position in the U.S. is $150,720 to $286,200 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills and experience. For part time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city or local minimum wage requirement. There is a different applicable compensation range for the following work locations: California: $165,720 to $343,560 Colorado: $150,720 to $286,200 New York City: $180,720 to $343,560 Washington: $165,720 to $314,880 Washington DC: $165,720 to $314,880 This position will be eligible for Kyndryl's discretionary annual bonus program, based on performance and subject to the terms of Kyndryl's applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave, and paid time off. Note: If this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program. Applications will be accepted on a rolling basis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Know Your Rights: Workplace Discrimination is Illegal (************************************************************************************** Pay Transparency Nondiscrimination Provision **Being You** Diversity is a whole lot more than what we look like or where we come from, it's how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we're not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you - and everyone next to you - the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That's the Kyndryl Way. **What You Can Expect** With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter - wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed. **Get Referred!** If you know someone that works at Kyndryl, when asked 'How Did You Hear About Us' during the application process, select 'Employee Referral' and enter your contact's Kyndryl email address. Kyndryl is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, pregnancy, disability, age, veteran status, or other characteristics. Kyndryl is also committed to compliance with all fair employment practices regarding citizenship and immigration status.

The Remote HR Manager will play a critical role in managing core HR functions and supporting our nationwide team. This role is ideal for someone who thrives in a fast-paced, entrepreneurial environment and has experience in small to mid-sized companies. You'll be the go-to person for HR administration, benefits, payroll, and employee relations, while also assisting in recruiting top-tier sales talent. Administer HR operations including: - FMLA and leave management - Payroll processing (via Paychex) - Benefits administration and open enrollment - Compliance with federal and state employment laws - Support recruitment efforts for sales professionals and other roles - Handle employee relations, conflict resolution, and performance management - Maintain accurate employee records and HR documentation - Collaborate with leadership to enhance company culture and employee engagement - Assist with onboarding and offboarding processes We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to ********************.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: **************************************************** Skills and Requirements - 5+ years of HR experience, preferably in a small to mid-sized company - Strong knowledge of HR compliance, payroll, and benefits administration - Experience with Paychex or similar HRIS/payroll systems - Proven track record of job longevity and professional growth - Exceptional attention to detail and organizational skills - Ability to work independently and communicate effectively in a remote environment - Experience recruiting sales professionals is a plus

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.

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.

Work closely with Executive Director to ensure a seamless communication channel to all employees regarding employee relations. Recruitment Management Job Requisition Approvals Vendor Management Supplier Agreements Supplier Review Supplier Payments Employee Relations Employment Handbooks Employment Onboarding Kits New-Hire Training/Intake Employee Evaluations Employee Benefits Pension 401k Medical Perks (Mobile Discounts, etc) Employee Seminars Workplace Diversity Workplace Safety Whistleblowing Discrimination Inter-Employee Issues Theft/Fraud Qualifications Bachelor's Degree Experience in handling full HR life cycle Certification in any of the HR systems is a plus Additional Information All your information will be kept confidential according to EEO guidelines.

The Human Resources Director for Faculty Affairs has a strong background in human resources and plays a crucial role in supporting the academic mission of Sacred Heart University. The incumbent is a member of the Academic Affairs Leadership Council (AALC) and is responsible for overseeing all aspects of faculty affairs, ensuring the recruitment and retention of a highly qualified and diverse faculty body. The Human Resources Director for Faculty Affairs collaborates with various stakeholders, including academic departments, faculty committees, and university administration, to foster a positive and inclusive academic environment that promotes teaching excellence, research productivity, and faculty growth. Principal Duties & Responsibilities Leadership, Management, and Strategic Planning Provides counsel to the Provost and members of the AALC on all faculty-related personnel matters. Collaborates with University leadership to align faculty affairs initiatives with the institution's strategic goals and priorities. Provides leadership in identifying emerging trends and best practices in faculty recruitment and retention. Supervises the Faculty Affairs Coordinator, who is responsible for operational activities including onboarding all new faculty, maintaining the HRIS database for faculty, supporting faculty recruitment processes, managing the adjunct and overload payroll process, and coordinating with payroll to ensure all faculty are paid properly. As ex officio member of the Faculty Handbook and Governance Committee, lead the ongoing review, revision, and implementation of changes to the Faculty Handbook and the shared governance structure. Works closely with the shared governance (currently University Academic Assembly (UAA)) officers and committees to maintain productive, positive relationships and open lines of communication. Collaborates with the Office for Inclusive Excellence to continually strive to create an inclusive environment for faculty via policies, procedures, and processes related to faculty, to reflect SHU's commitment to inclusivity. Collaborates with Academic Affairs senior leaders, deans, associate deans, and stakeholders in matters related to faculty personnel, interpreting provisions of the Faculty Handbook, SHU Human Resources Policies as they apply to faculty, and other related areas crucial to achieving University goals and objectives. Faculty Recruitment and Hiring Provide HR support to Academic Affairs leadership searches conducted through retained search firms and as assigned. Collaborate with academic departments to identify faculty needs and job ads, ensuring compliance with university policies and relevant regulations throughout the search process. Provide search committee training and support Faculty Policies, Procedures, and Compliance Oversees the implementation of all faculty personnel processes, policies, and procedures. Provides leadership to revise or develop new faculty personnel processes, policies, and procedures consistent with the mission and strategic goals of Human Resources, the Academic Affairs division, the University, and maintains compliance with Federal and State employment laws. Partners with appropriate Human Resources partners to provide oversight over all personnel processes related to faculty, academic affairs administrators, and staff within the Academic Affairs Division, including, but not limited to, recruitment, appointment/reappointment, tenure and/or promotion, faculty benefit and compensation plan implementation, faculty performance evaluation processes (annual, mid-tenure review, etc.), paid and unpaid leaves, retirement programs, and termination processes. Participates in Title VII and IX complaints/investigations as they relate to faculty. Oversees employee relations matters related to faculty, including performance improvement, corrective action, grievances, termination, and/or layoffs. Coordinates with the university appointed immigration attorney to submit applications for working visas and permanent residence for faculty who require work authorization. Implements smooth termination processes for resignations and negotiated terminations of faculty members. Collaborate with Human Resources partners to ensure all separating faculty are appropriately compensated, benefits are terminated or transitioned, and SHU property is returned. Provide guidance to faculty and academic departments on matters such as leaves of absence, sabbaticals, workload assignments, and faculty grievances. Maintain an up-to-date understanding of relevant laws, regulations, and policies related to faculty employment and academic affairs. Plan and conduct workshops for faculty, department chairs/program directors, and deans on all faculty-related personnel processes and development as appropriate. Faculty Relations and Engagement Serve as a resource for faculty concerns, grievances, and conflict resolution. Promote faculty engagement in shared governance, encouraging participation in faculty committees and university-wide initiatives. Foster positive faculty relations and facilitate open lines of communication. Faculty Data Management Acts in the capacity of System Administrator of Watermark for the Faculty Success and Workflow modules. Updates administrative data, creates and launches workflows, and makes training available for faculty and deans. Generate reports and analyze faculty data to inform decision-making and strategic planning processes. Oversee the maintenance of accurate and up-to-date faculty records. Other duties as assigned Knowledge, Skills, Abilities, & Other Attributes A bachelor's or master's degree in human resources, business administration, or a related field, or equivalent experience. Extensive knowledge (10+ years) and experience in human resources management, preferably in a higher education or academic setting. Strong leadership and interpersonal skills, with the ability to work effectively with diverse stakeholders. Excellent organizational and project management skills, including the ability to manage multiple priorities and meet deadlines in a timely manner. Effective communication skills, both written and verbal, with the ability to articulate complex ideas clearly and concisely. Commitment to promoting and supporting the mission of the University and the Office of Inclusive Excellence. Knowledge of employment laws and practices, including but not limited to Title VI, VII, Title IX, ERISA, EEO, FMLA, and ADA. Strong computer skills with a focus on Microsoft Office (Word, Excel, Outlook, PowerPoint) in a Windows-based environment. Experience with Dayforce and Watermark's Faculty Success and Workflow modules is ideal. Evidence of the practice of high levels of confidentiality and discretion. Unusual Working Conditions Extra work hours may be necessary as required by special projects, workload, or deadlines.

The Human Resources Business Partner is responsible for providing HR Support to specific business units/departments. This position collaborates closely with management teams to gain a deep understanding of their business objectives, challenges and priorities and utilizes this knowledge to develop and implement HR strategies that align with the overall business strategy. This position is partnered with our Plant Operations, Engineering and Sales team supporting primarily a non-exempt workforce. ESSENTIAL DUTIES AND RESPONSIBILITIES Additional duties and responsibilities may be assigned as necessary. Business Partnership (25%): Partner with business leaders to identify HR needs and develop effective solutions that address them. Implement HR programs and initiatives including talent management, employee engagement, performance management and succession planning. Coach and mentor employees to support their professional development. Provide guidance on coaching to managers and employees on HR policies, procedures and best practices. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Act as change agent to business through process design and approaches that support change and transformation. Conduct regular visits to plant locations partnered with. Partner with hiring manager to interview candidates for open positions. Employee Relations (30%): Work closely with management and employees to improve work relationships, build morale, and increase productivity, engagement and retention. Manage and resolve complex employee relations issues including conflict resolution. Conducts and documents employee investigations. Conduct new hire check-in meeting to get feedback both from the new employee and their management. Manages the employee off-boarding process including exit interviews and terminations meetings as required. Document Disciplinary Action as required for policy, procedure and conduct violations. Organize employee events and activities. Performance and Talent Development (30%) Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development). Coach and mentor employees to support their professional development. Partner with the Learning and Development team and managers to develop Individual Development Plans. Work with managers to address performance concerns through the Performance Coaching Plan process. Manage internal applicant process for assigned group(s). Review candidates' skills, aptitude and experience against position requirements. Manage and coordinate all communications with internal candidates and provide excellent candidate care throughout the recruiting processes. Manage Disciplinary Points program including auditing reports, working with team to put in system enhancements and procedure improvements. Work with Managers to ensure accuracy of data and compliance with administrative requirements. Partner with managers to deliver required disciplinary action. Administration & Reporting (15%) Manage and maintain employee records and HRIS. Create, generate and analyze reports as needed. Participate in the planning and execution of quarterly new hire orientation. Ensure newly hired employees are onboarded properly and paperwork is complete. REQUIRED SKILLS & QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and Experience: Master's Degree (MBA, MIB, or MS) in Human Resources, Psychology, Organizational Development, and/or related field. 4+ years' professional Human Resources experience. PHR, SPHR - preferred Specialized Skills and Experience: Demonstrated success in creating and managing individual performance programs such as improvement and development plans. Strong experience conducting internal investigations. Strong computer skills including Microsoft Office Word, Excel, and PowerPoint. Thorough knowledge of employment laws. Strong knowledge of the principles and practices of human resource administration; knowledge of sound techniques in all aspects of human resource management. Demonstrates highest level of ability in all aspects of communications: written, oral, listening and expressing ideas. Strong presentation skills. Strong problem-solving ability and ability to analyze qualitative data. §Exceptional analytical, quantitative and deduction skills. Ability to work both effectively independently and harmoniously with a team. Ability to lead, participate and manage large-scale projects. Must be able to manage multiple assignments simultaneously with shifting priorities, deadlines and focus and have strong organizational skills. Demonstrates strong attention to detail. Travel Requirement: Must be able to travel 20%

Want a better work-life balance? Want to decide what types of clients you will consult with? Want to consult part-time? Whether you have your own HR consulting firm, and your own book of clients, and just want to add on 1 or more days or want to start a consulting company and take on multiple clients, SevenStar HR will work with you to meet your personal needs. Projects may include some or all of these based on our client's needs: HR Compliance Employee Issues Policies and Procedures Recruiting Compensation Skills/Qualifications: Minimum of 5 years of experience in Human Resources required Able to work independently managing a variety of projects Strong project management and time management skills Able to advise clients on employment legislation and policies Able to work efficiently as a team member Strong attention to detail Ability to multi-task in a fast-paced dynamic environment Able to develop a strong rapport with clients and maintain excellent working relationships Part-time assignment ONLY, Candidate seeking a full-time position need not apply. SevenStar HR is a rapidly growing company adding multiple people to our pool of HR Consultants. We are a lifestyle business priding ourselves on focusing on the needs of our HR Consultants. We would love the opportunity to speak with you about our open opportunities.

The Director of HR will support New Canaan Country School's (NCCS) HR administrative needs, including benefits administration; maintenance of employee records; interpretation of personnel policy; overseeing payroll; coordinating annual effort reporting; and overseeing personnel systems. The Director of HR will report to the Chief Financial and Operations Officer (CFOO). The Director of HR will be part of a small team and will work closely with the Controller and the leadership team. More importantly, the Director of HR will partner with all faculty and staff, NCCS's most important asset. We are looking for someone who will think and act in a strategic manner while ensuring seamless execution of daily operations. This position is a combination of HR operations and employee relations. We would like to hire someone who is hands-on, a creative problem-solver and has previous HR generalist experience. The person should be willing to take risks, question the status quo and continuously strive to improve systems and processes. The person needs to be extremely customer service-oriented, always anticipating the employees' needs. Positive attitude and teamwork approach are essential to be successful in this role. Responsibilities include, but are not limited to: Employee Relations and Performance Management Support performance management processes. Serve as an advisor and accountability partner to supervisors around effective coaching and management. Counsel managers and senior leaders on matters of employee discipline, policy, and practices. Work to mediate conflicts among faculty and staff, recommending steps for resolving interpersonal relationship issues. Provide investigative support, including, but not limited to, the coordination of investigations for allegations of employee misconduct, discrimination, harassment, and whistleblower complaints. Payroll, Benefits and Compensation Oversee the compensation plan in accordance with policy and maintain personnel and payroll records, including time and attendance information, appointment data, and other personnel information in compliance with applicable laws, regulations, and policies. Administer the employee benefit programs for more than 150 eligible employees: including medical, vision, life and disability insurance, healthcare savings and flexible spending accounts and retirement plans. This includes internal communication, proper enrollment of employees, and ongoing external reviews of the total benefit program to ensure a competitive posture Work with the benefits broker on annual benefits renewal to maintain premium benefits and manage costs. Records Maintenance and Compliance Maintain personnel and payroll records, including time and attendance information, appointment data, and other personnel information in compliance with applicable laws, regulations, and policies. Maximize utilization of Paylocity as an HRIS. Monitor and ensure compliance with federal and state laws and regulations such as FMLA, ADA, Sexual Harassment, OSHA, Workers' Compensation, EEOC and ERISA. Develop, identify and recommend human resources policies and changes as necessary to comply with changes in federal and state legislation. Update the employee handbook as necessary. Collaborate on the annual workers' compensation and 403(b) audits. Serve as the Plan administrator for retirement plans; ensuring compliance with IRS, DOL, and ERISA guidelines. Employee Recruitment and Lifecycle Manage the hiring and appointment processes for NCCS, including assisting hiring managers and search committees to develop positions, write job descriptions, request appropriate salary levels, define and implement recruitment plans. Systematize and implement procedures for hiring, appointing, orienting, evaluating, and developing employees in conjunction with school leadership. Conduct new hire orientations. Ensure that new hire paperwork (including background checks) is completed. Requirements REQUIRED QUALIFICATIONS Bachelor's degree in Finance, Human Resources Management, Business Administration, or related field required. HR certification (SHRM-CP; SHRM-SCP) and/or Master's Degree in Human Resources preferred. Minimum of 5 years of experience in human resources leadership, preferable in a school or non-profit setting. Knowledge of human resource management and related laws and policies required Strong understanding of financial principles, HR best practices, and employment law. Excellent analytical, communication, and presentation skills. Demonstrated ability to manage budgets, financial software, and HRIS systems. Proven experience in team leadership and management. Strategic thinker with the ability to align financial and HR strategies with organizational goals. Demonstrated tact, discretion and diplomacy. Effective communication with groups and individuals. Engage in team work and work cooperatively with others. Excellent writing and oral communication skills; attention to detail and ability to multi-task required. Customer service orientation and strong problem-solving skills.

We help Procurement and Recruiting departments faced with the challenge of filling multiple IT-related openings for either long-term employment, or short-term projects. They need to find reliable candidates, with the right expertise, quickly and at the right cost to enable their company to remain competitive, and to increase profit and efficiency. Stefanini provides the IT contract resources you need to implement crucial projects, handle short-term assignments, or fulfill long-term placements. Our IT staffing services free you from the challenges of finding, recruiting, training and retaining high-quality professional staff, and allow you to focus on managing your business growth. We provide the ongoing skill development to ensure that professionals placed at your site are trained in leading technologies to support your information technology hardware, software, and network infrastructure. Augment your staff for short or long-term engagements, or for specialized expertise on specific projects. We have more than 25 years of staffing industry knowledge and can provide you with superior candidates to match your technical and professional needs. Job Description Investigate and resolve cases escalated cases by Employee Service Associates and organizations regarding Human Resources benefits, services and information. Quickly and accurately resolve escalated cases in a professional, sensitive and client focused manner. Strive to achieve unparalleled customer service. Provide verbal confirmation when case is closed. Interface with internal and external personnel and organization to furnish or obtain information. Conducts research in order to resolve cases. Submit fulfillment requests. Familiarity with various HR plans, procedures and requirements including health and welfare plans, payroll procedures, retirement, leave of absence/ disability plans; HR Administration functions. Review for accuracy and completeness Perform data and entry changes associated with resolving cases. Identify eligibility for employee retirement benefit commencement, COBRA. Participate in new employee benefit orientation. Performa calculations related to pension, benefits. Maintain a high level of confidentiality with employee and company information. Prepare kits/ packages regarding retirement information, benefits, long term disability, new employee orientation, Perform Employee Service Associate job duties as require. Performs similar or less skilled work. Qualifications Proficient in PeopleSoft, SmartTime, Microsoft Word, E-mail. Detailed knowledge of Human Resources benefits, services and information preferred. Knowledge of office practices/procedure. Knowledge of office filling systems, and record keeping procedures. Deep expertise in one area and general knowledge of one or more of the following areas: Benefits, payroll, pension/insurance, Health Services, HR Administration and Compensation, Staffing, Training, Tuition, Relocation, Physical/ Wellness, Administration. Four years satisfactory work performance as an ESA, plus demonstrated in depth expertise in Benefits, Payroll, Pension/Insurance, Health Services, HR Administration and Compensation, Staffing, Training, Tuition, Relocation, Physical/Wellness and Administration Required: SAP Modules Additional InformationDuration: 3 Months

Full-Time, Annual Salary - $85,000 - $90,000 Make a Real Difference Every Day: Do you want a career where you directly impact lives, experiencing the deep fulfillment that comes from helping others and a strong sense of purpose? About DDI: For nearly 65 years, DDI (Developmental Disabilities Institute) has been a leading agency providing a full spectrum of care for over 1,600 children and adults with autism and other developmental disabilities. We are driven by a dedicated team and a deep belief in the potential of every individual. The Role: The Assistant Director of Total Rewards & Talent Acquisition is responsible for strategic oversight of the Human Resources Department as it relates to DDI's workforce and business practices including but not limited to the areas of total rewards, employee health & safety and recruitment & retention. What You'll Do: Provide supervision to the Recruitment Manager, Manager of Employee Health & Total Rewards, and Workforce Administrator. Compile data and identify trends in areas of total rewards, employee health & safety and recruitment & retention as well as other areas as needed. Work with subject matter experts for these areas and make strategic recommendations to reduce negative trends in these areas. Review all business processes and make recommendations for greater efficiency and effectiveness. Serve as one of the system administrators for the HCMS. Be familiar with security access for employees, managers and administrators and how to maintain business rules to ensure up to date information with proper controls in place. Generate monthly, standard, custom and ad hoc reports in support of program needs & strategic management objectives. Prepare reports for the Board of Directors HR Committee meetings and make recommendations for additional strategic relevant workforce metrics for consideration. Conduct compensation benchmarking analysis for agency positions and determine job matches and make recommendations for adjustments that are in line with the agency's compensation philosophy. Oversee the agency's job creation and update process. Ensure job descriptions are current and the agency's salary chart is up to date. Ensure positions and salaries are in compliance with the FLSA as well as reviewing compensation on selected positions on an annual basis to determine if structures are externally competitive. Ensure DDI's total rewards package is market competitive to drive the intended behaviors and results, including employee satisfaction and cost efficiencies; gather and analyze benchmark data to review and adjust benefit plans as needed to remain the employer of choice in the relevant labor market with respect to total reward packages offered. Make strategic recommendations to HR & Executive Leadership for changes as necessary. Act as the backup to the Manager of Employee Health & Total Rewards for all job changes, salary increases, incentive plans, etc. Complete regulatory salary and benefit surveys. Ensure confidentiality of all employee/agency information. Other duties as assigned. What You Need for the Role: Bachelor's Degree and 5 years of experience in Human Resources Ability to present and speak in front of groups Must be able to prioritize tasks and work on projects with limited supervision. Must have strong analytical and problem solving skills with attention to detail. Computer proficiency and technical aptitude with advanced MS Excel ability. Effective verbal and written communication skills Why You'll Love This Job: Build Meaningful Relationships: Develop strong connections with our dedicated workforce and stakeholders Learn and Grow: Benefit from ongoing training and professional development. Be Part of a Supportive Team: Work with passionate and dedicated colleagues. Experience Job Satisfaction: Feel a deep sense of accomplishment knowing your work matters. Here's How We Support You: Comprehensive Paid Training: Get the skills you need to succeed. Exceptional Benefits: Including medical, dental, vision, life insurance, FSA, and EAP. Retirement Security: 403(b) retirement plan. Invest in Your Future: Tuition reimbursement opportunities. Career Growth: Opportunities for advancement within DDI. Work-Life Balance: Flexible schedules to support your life. And More: Paid time off, paid holidays and other valuable benefits! If You Are: Empathic, compassionate, and patient Positive, energetic, and enthusiastic A good communicator and team player Passionate about making a difference Then, we encourage you to apply and join the DDI team! When you join our team, you become part of the DDI Family! Click here to watch our video to find out more about the DDI Family. DDI is committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and employees without regard to actual or perceived race, color, sex, pregnancy, reproductive decision making, gender expression or identity, national origin, disability, military status, creed, religion, age, sexual orientation, marital status, genetic information, status as a victim of domestic violence or any other group protected by federal, state or local law. We are committed to creating a deep sense of belonging and a culture where all applicants and employees feel welcomed, valued and respected. We are people inspired by purpose.

JOB SUMMARYAs a Human Resource Senior Generalist, you will be a key player in overseeing and managing a wide range of human resources functions within the organization. Your role will involve providing strategic Human Resource support, leading initiatives, and collaborating with various departments to ensure effective workforce management and a positive employee experience. Onboarding: Conduct initial orientation sessions to familiarize new hires with company culture, values, and expectations Stay informed about company policies, industry trends, and best practices to enhance the onboarding process Facilitate and lead the background check process Communicate new hire and employee departures information to the appropriate departments Employee Relations: Address employee inquiries regarding Human Resource policies and other related matters Mediate and resolve workplace conflicts in a fair and professional manner Human Resource Administration: Maintain accurate and up-to-date employee records and files Prepare Human Resource-related reports and documents as needed Legal Compliance: Stay updated on labor laws and regulations to ensure Human Resource practices are compliant Human Resource Projects and Initiatives: Contribute to the planning and execution of Human Resource projects, such as employee engagement initiatives, wellness programs, and diversity and inclusion efforts HR Metrics and Reporting: Analyze HR data and metrics to identify trends, areas for improvement, and strategic insights Prepare and present reports to leadership on Human Resource-related matters Human Resource Projects: Contribute to the planning and execution of Human Resource projects, such as employee engagement initiatives, wellness programs, and diversity and inclusion efforts Supervisory responsibilities None Work environment Work is conducted in a professional office environment with minimal distractions Physical demands Prolonged periods of sitting at a desk and performing work in front of a computer screen for long periods of time Must be able to lift up to 15 pounds at a time Travel required Occasional travel between local UHY offices possible Required education and experience Bachelor's degree in human resources, business administration, or a related field 5+ years of experience in a Human Resource Role Preferred education and experience Master's degree in human resources, business administration, or a related field CP/SCP certifications Other duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the colleague for this job. Duties, responsibilities and activities may change at any time with or without notice. For job postings in our New York location, we are required by law to include a good faith salary range for every job, promotion, and transfer opportunities. This range considers many factors, including but not limited to a candidate's knowledge, job specific skills, experience, licensure, and certifications. A reasonable estimate of the current range for this position is $89,765.28 - $115,797.22. WHO WE ARE UHY is one of the nation's largest professional services firms providing audit, tax, consulting and advisory services to clients primarily in the dynamic middle market. We are trailblazers who bring our experience from working within numerous industries to our clients so that we can provide them with a 360-degree view of their businesses. Together with our clients, UHY works collaboratively to develop flexible, innovative solutions that meet our clients' business challenges. As an independent member of UHY International, we are proud to be a part of a top 20 international network of independent accounting and consulting firms. WHAT WE OFFER POSITIVE WORK ENVIRONMENT Enjoy a collaborative and supportive work environment where teamwork is valued. ATTRACTIVE COMPENSATION PACKAGES Our compensation is competitive and tailored to reflect the role, qualifications, and expertise of each individual. COMPREHENSIVE BENEFIT PACKAGE Access comprehensive benefits including group health insurance, dental and vision coverage, 401(k) retirement plans, and generous paid time off (PTO) allowances.

Focused on employment and labor law since 1958, Jackson Lewis P.C.'s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients' goals to emphasize belonging and respect for the contributions of every employee. The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers “Best Law Firms”. Job Summary (basic description) The Director of Talent Acquisition will lead strategic talent acquisition planning, drive implementation and execution of the plan to ensure that we achieve the firm's hiring goals and objectives. This role will have broad oversight of talent acquisition activities and will provide leadership and strategic direction to ensure that we drive the attraction, selection, and winning of top talent (including lateral Equity Principles), create the appropriate frameworks to define and measure our operational processes and collaborate across the broader talent teams to realize these goals. This role will be critical to the firm in identifying strategic hires in support of the firm's business objectives. This individual will be the resident expert on recruiting trends and best practices, called upon to map the market and to effectuate the firm's strategic recruitment plan. This role will have oversight of the talent acquisition team and budget. The Director of Talent Acquisition will be part of the talent senior leadership team. The Director of Talent Acquisition will work closely with the Firm Chair and other Executive Committee members, Practice Group Leaders, Regional Coordinators and Regional Office Managing Partners to achieve the firm's strategic talent acquisition objectives. This role will interact regularly with executive level internal and external stakeholders. This role will also work in close partnership with our On/Off Boarding Manager to ensure we are effectively integrating for all lateral partner hires. This position can be located in our New York City or Orange County and reports to the Sr. Director of Human Resources. Essential Functions Develop a talent acquisition strategy that ensures that we provide comprehensive talking points that explains our value proposition to various candidate types and positions, is supportive of our branding goals, delivers a robust candidate experience that moves talent through the process in a thoughtful and meaningful way, that ensures the team is communicating effectively with all constituents including partnering with attorneys and hiring leaders; develops workflows and metrics for measurement efforts and effectiveness. Lead the Talent Acquisition team by designing and implementing recruitment strategies, develop and streamline processes. Cultivate strong relationships with executive level management, practice group leaders, partners and hiring managers across offices to establish bespoke recruitment plans and provide them with best practices to support them in their part of the recruitment processes, including providing support for the Board on lateral partner hiring decisions. Create processes to incorporate market landscape intelligence into recruitment strategies by creating and reviewing competitive market data, market mapping reports, hiring trends, and internal research; educate stakeholders on trends and influence hiring plans. Partner with the Director of Human Resources to cultivate and provide reliable core talent acquisition data to facilitate effective analysis and insight for leadership that enable strategic hiring decisions and evaluates the success of our candidate pipeline. Partner with relevant business services teams to ensure we properly integrate new hires. Partner with internal communications and Talent team leadership to create collateral for candidates that demonstrate the firm's EVP. Build relationships with strategic search firms to achieve the firm's hiring needs while managing and negotiating terms and reviewing them regularly to ensure they are in line with market norms. Establishes and maintains a presence in the legal industry to stay abreast of trends, recruiting best practices, target industries, competitors, and roles. Experience with talent acquisition and systems, including overseeing the Agency Portal, RPO and Secondment programs. Ensures compliance with federal, state, and local recruitment and employment laws and regulations, and company policies. Leads a team of 7 recruiters; effectively communicates, manages and standardizes team processes. Qualifications/Skills Required Extensive experience leading all aspects of a talent acquisition function including proven experience driving change management, innovation, and continuous improvement. Experience in managing partner recruiting at a law firm or similar environment and an in-depth understanding of market and industry trends for lateral partner recruitment. Experience creating and implementing scalable recruitment programs (i.e., internship programs, on-campus hiring etc.) Strong business acumen and analytical skills; the ability to develop comprehensive short- and long-term strategic plans from broadly stated objectives. Demonstrates poise, gravitas, and the ability to lead through influence rather than direct control - creating consensus-based support for business strategies and decisions results-orientation. Ability to build highly effective working relationships with senior firm leadership, partners, firm committees, and other key stakeholders. Client-service oriented approach and highly collaborative. Ability to build rapport with internal and external stakeholders. Proven success leading teams including giving constructive feedback, mentoring, managing, developing, building, and leading high-performance teams. Leadership experience in highly sophisticated legal, professional services, or financial services environment. Strong relationship building skills; proactive, responsive, and tailoring effectively for different groups and audiences and key stakeholders. Demonstrates sound judgement to recognize confidential information and maintains strict discretion. Dynamic energy level and impeccable work ethic; willingness to “roll up your sleeves” and work closely with colleagues and team members. Outstanding presentation, writing, verbal skills. #LI-LM1 #LI-Hybrid Educational Requirements Bachelor's Degree in related discipline required; Master's or JD preferred. Minimum 10-15 years of relevant talent acquisition For New York City Metro area, the expected salary range for this position is between $175,000 and $205,000. For California, the expected salary range for this position is between $175,000 and $205,000. The actual compensation will be determined based on experience and other factors permitted by law. We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, marital status or any other characteristics protected by law.