Director of human resources jobs in Pittsfield, MA - 70 jobs

The New York Independent System Operator (NYISO) manages the efficient flow of electricity on more than 11,000 circuit-miles of high-voltage transmission lines, dispatching power from hundreds of generating units across the state. The New York Independent System Operator (NYISO) applies cutting-edge technology to operating a reliable electricity system, managing competitive markets for wholesale electricity, and planning for the Empire State's energy future. The NYISO's Human Resources department invites applications for a full-time Manager, Human Resources. This position serves as the organizational leader of Talent Acquisition and Immigration, while also serving as a business partner and advocate for an assigned group of employees. As the functional leader of Talent Acquisition and Immigration, this individual will provide strategic direction and tactical implementation of organization-wide hiring programs, immigration workflows, and talent strategies. This role ensures the organization attracts, selects, and retains a high performing workforce through the use of best practices. This individual is also responsible for federal, state and local regulatory compliance, including oversight of employment-based immigration requirements. As the business partner, the manager will lead organization-wide processes to attract, retain, develop, and motivate a talented and diverse workforce, with a specific focus on staffing and workforce planning for their assigned groups. The individual will work collaboratively with leadership from those teams to identify needs and take ownership for providing solutions. This will involve work primarily focused around staffing, on boarding, performance management, employee relations, employee engagement, employee learning and development and reward and recognition. This role will model team leadership and management, innovation, strategic vision, empowerment, teamwork, accountability, communication, adaptability, problem solving, decision making, and ethics and integrity. ESSENTIAL DUTIES and RESPONSIBILITIES include the following. Leads, executes and administers human resource processes including employment, on-boarding, training, organizational design and development, performance management, employee and labor relations, compensation benefits and reward and recognition, and leads the deployment of all programs developed by the human resources department. Serves as the functional leader for the Talent Acquisition area, providing organizational direction, expertise, and oversight of recruitment strategies, processes, and tools. Manages the Talent Acquisition team, ensuring consistent, equitable, and compliant execution of hiring and immigration practices Oversees all employment-based immigration activities, partnering with the Immigration Specialist and both internal and external counsel to ensure timely case management, employee communication, and adherence to federal requirements for sponsorships, visa processing, and documentation. Leads the collaboration with management to ensure understanding and compliance with Human Resources Policies and Procedures. Audits and administers processes to ensure compliance with federal, state and local laws and regulatory requirements including EEO, ADA, FMLA, USDOL, AAP, FLSA and NYSDHR. Designs, develops, and recommends policies and procedures to meet changing organizational needs. Proactively identifies employee relations issues and leads the strategy to ensure resolution in a timely and efficient manner. Leads employee committees with respect to mentoring, Diversity, Equity and Inclusion and professional development Advises and counsels Vice Presidents, Directors, Senior Managers, Managers, and employees on all human resource policies and procedures. Collaborates with HR Team for process improvements and for conflict and problem resolution. Develops and delivers employee communications including training on topics such as performance management, succession planning and effective recruiting. Manages internal programs including but not limited to annual internship and co-op programs. Leads and oversees full-cycle staffing efforts across the organization. Leads collaboration efforts with management staff to identify key employees and develop career and/or succession plans. Partners with management on the development of performance evaluations, succession plans and performance improvement plans as required. Is a participant and contributor at management team meetings. Drives organizational change and develops and administers management focus groups for input regarding changes in policies, processes and procedures. Coaches Managers and Supervisors.in execution of human resources processes and practices. Is aware of the organizational climate and proactively makes suggestions and recommendations to improve the organization. Recruits, interviews, and selects employees to fill vacant positions in collaboration with the HR Team and management. Monitors the success of implementation of new policies and programs and provides feedback to management. Conducts employee exit interviews, supplies data and analyzes trending and/or metrics regarding terminations. Other duties may be assigned. SUPERVISORY RESPONSIBILITIES Manages and directs the work of experienced Human Resources professionals. 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/or EXPERIENCE Bachelor's Degree (B.S.) in Human Resources, Business or equivalent; Master's degree (M.A./M.B.A.) desirable; ten years human resources experience and/or training; or equivalent combination of education and experience. PHR or SPHR Certification preferred. LEADERSHIP & MANAGEMENT SKILLS Excellent project management skills are essential for all aspects of this assignment. Highly developed leadership, communication, negotiation, strategic thinking, consensus building and decision-making skills are essential. The ability to maintain a high degree of confidentiality is essential due to the sensitive nature of the data with which the position deals, and mandates in ISO Agreements. LANGUAGE SKILLS Ability to read, analyze and interpret complex documents. Ability to respond effectively to the most sensitive inquiries or complaints. Ability to write business documents and policies using business writing techniques or style. Ability to make effective and persuasive speeches and presentations on controversial or complex topics to employees at all levels of the organization including the senior leadership team.. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand, walk, sit and use hands to perform routine office tasks. The employee is occasionally required to reach with hands and arms. The employee must occasionally lift and/or move up to 10 pounds. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The ability to travel to various locations, mostly in the continental US, to represent the NYISO and/or provide training sessions, and speak in public forums on behalf of the NYISO. At the NYISO, we realize the importance of balancing the availability of remote work with the inherent value of bringing people together to attain success in the areas of maximum collaboration, relationship building and growth, teamwork, innovation and problem solving, as well as professional development and mentoring. In this role, you will be required to work onsite from our Rensselaer, NY location several days per workweek, with the option to work remotely on the remaining days. You will also be expected to respond to all business needs that may require any increase to the regular onsite requirements. The NYISO takes pride in recruiting, developing and retaining highly talented individuals. In addition to competitive salaries, we offer a comprehensive benefits package and innovative reward programs. All offers of employment will be made contingent upon the successful completion of a drug screening and background check. The NYISO is an Equal Opportunity Employer and as such, does not discriminate in its hiring or employment practices. #LI-Onsite Salary Range$114,500-$198,500 USD

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

Salary Range: $80,000 - $130,000 Type: Full-Time | Onsite About the Role A well-established, fast-paced organization in the Capital Region is seeking an experienced Human Resources Manager to join its leadership team. This role is responsible for delivering a broad range of HR functions while supporting both employees and management in a dynamic operational environment. The ideal candidate is a hands-on HR professional who thrives in a high-energy workplace, brings strong compliance and employee-relations expertise, and enjoys building and improving HR programs that support business goals. Key Responsibilities Lead full-cycle recruiting, hiring, and onboarding processes Administer employee benefits programs and serve as a resource for benefits-related questions Support employee development through coaching, training, and performance management Develop, implement, and maintain HR policies, procedures, and compliance initiatives Advise managers on employee relations, workplace issues, and best practices Analyze existing HR systems and recommend process improvements or new initiatives Ensure compliance with federal, state, and local employment laws Maintain accurate HR records and reporting Partner closely with HR leadership to support organizational objectives Qualifications Proven experience in a Human Resources Manager or senior HR generalist role Strong working knowledge of employment law, HR compliance, and best practices Experience with recruiting, benefits administration, and employee relations Excellent communication, interpersonal, and problem-solving skills Ability to work independently while collaborating across departments Organized, adaptable, and comfortable in a fast-paced environment To see a full listing of all our open positions, please visit: ****************************************************** red Shift Recruiting is the region's premier recruiting agency with over 100 years of combined experience in the recruiting field. We specialize in permanent, temporary, and temp-to-hire positions. Our superior service combined with our highly qualified and carefully selected bank of candidates sets us apart.

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

The Sidney Albert Albany Jewish Community Center provides a nurturing environment where individuals and families can grow and develop in mind, body and spirit. We serve the spectrum of family life, from infants through seniors, through programs related to education, physical fitness, and communal life. Our core values are rooted in Jewish principles, and we welcome members of the community at large, regardless of their faith or background. The Director of HR will oversee all aspects of human resources, including talent acquisition, employee relations, compliance, performance management, and organizational development. This role is both strategic and hands-on, requiring a leader who can drive initiatives while supporting day-to-day HR operations. This position is full time, 40hours/week, and is the sole HR presence for the the Albany JCC supporting an employee base of approximately 140 employees, which grows during summer months. As a member of a collaborative management team, you'll report directly to the Campus Director, and will partner closely with each member of leadership to oversee the daily HR operations, enhance the culture, morale, communication and engagement for employees, and guide the organization with quickly changing compliance and legal requirements. Communication is a key component of this position, with the goals of creating transparent, appropriate free-flowing information across departments, sharing ideas, and creating accountability. The work environment is a warm and welcoming setting where honesty, support and collaboration are essential for success. We need someone who can truly develop rapport with each and every employee, build trust, and reinforce a culture that will increase employee retention and satisfaction. As a leader within a membership driven organization, it is equally important to be an accessible, articulate and professional presence to members, the Board of Directors, and in the community. Qualifications Minimum requirements: • 7 years of HR experience with a minimum of 2-4 years at the management level • 4-year degree preferred. SHRM-CP or SHRM-SCP certification also preferred • Experience managing payroll systems preferred • Expertise in all facets of HR, with an emphasis on employee relations, compliance. FLSA requirements, leave management and employee engagement • Proven experience with the following: - Managing benefits plans in partnership with an outside broker - Developing and delivering HR related training, updating employee handbooks, recruiting, onboarding, writing job descriptions and determining equitable pay structures, and managing employee filing and documentation in compliance with all state and federal regulations - Internal communications and effective messaging • Ability and confidence to lead the HR function independently. • Willingness to represent the organization with attendance and support at events, programs and fundraisers

The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Summary The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Skills & Requirements Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Job Description This team member will need to sit in our Enfield Distribution Center. Salary: $110K - $120K (based on individual qualifications) Annual Bonus: 15% Annual LTI Benefits: Medical, dental, and vision insurance, plus 401K Travel: 10%-20% Preferred Bilingual Candidate: English/Spanish Responsibilities include: Leading the Human Resources function for our Distribution Center. This HRM will be establishing solid business partnerships and driving functional excellence. Developing, implementing and validating Human Resources programs, policies and initiatives aligned with short and long-term business plans. Fostering a culture in the organization that promotes employee involvement and engagement and a passion for customer excellence. Essential Functions include: As strategic business partner, work with local Leadership team to set direction, priorities and culture expectations while championing and embodying AAP's Cultural Beliefs. Leading cycles of improvement, ensuring alignment of key programs and initiatives and driving change management plans to maximize employee ownership and engagement. Driving HR functional excellence through AAP's programs, ensuring quality of process and content and alignment to achieve goals and objectives. Develop, optimize, document and standardize sustainable processes, sharing best practices across the function. Building organizational capability through ownership of talent management processes including talent assessment, performance management, and employee development. Managing and developing employee compensation/reward and recognition programs, driving high performance culture aligned with business objectives. Fostering a culture of manager ownership and accountability of the employee life cycle. Driving positive employee relations to provide an optimal work environment for all employees within area of responsibility. Effectively deploying communication plans and utilizing assessment tools (e.g. the employee survey) to determine organizational issues and action plans. Exemplifying and leading AAP's cultural beliefs. Providing leadership guidance and coaching. Developing and implementing solutions to organizational challenges by leading/coaching others through change. Facilitating the design and implementation of impactful change initiatives that ensure the best possible solution for all key stakeholders. Establishing diversity initiatives and maintaining governmental compliance through EEO practices Collaborate with HR COEs to oversee HR processes locally, including staffing, payroll, disability and leave administration. QUALIFICATIONS: Ability to lead as well as champion change High level of business/financial acumen Strong skills in the following areas: Verbal and written communication Talent management & development Direct and indirect influence Cross-functional collaboration Leading and championing change management Conflict management Ability to travel as necessary Proficiency in Spanish is desired Proficiency in Workday is desired, but not required EDUCATION and/or EXPERIENCE Bachelor's degree from four-year college or university; and 3-5 years related experience and/or training; or Equivalent combination of education and experience. Experience supporting front-line employees preferred Compensation Range The good faith estimate for this role is between 81,000.00 USD and 108,000.00 USD salary for a new team member. The rate offered depends on a number of factors, including geographic location, experience in retail, automotive knowledge, education, leadership roles, and other skillsets ideal for this position and shift differential (if applicable). Benefits: Advance Auto Parts offers a comprehensive health and wellness benefits program to improve the way of life for our Team Members and those who mean the most to them: their families. Find out more by visiting: ************************************************ California Residents click below for Privacy Notice: ***************************************************

Job Description The Stellix Group of companies share a common mission of providing transformative solutions at the intersection of science and technology that enable our customers to deliver a healthier and more sustainable future. Our unique portfolio of companies is focused on helping life sciences and industry manufacturers build, connect, and transform operations and IT to make real progress in breakthrough therapeutics, food, energy, and more. Role Summary This position requires a strategic mindset and a hands-on approach to implementing strategies to support the company's goals and objectives. You will serve as a trusted advisor to management, ensuring compliance with HR policies and procedures while fostering a positive work environment. As an HR Business Partner, you will be responsible for ensuring HR priorities are aligned with business strategies and objectives in designated business unit(s). This position will develop partnerships across the HR function to deliver value-added programs to management and employees that reflect the business objectives of the organization. The HR Business Partner maintains an effective level of business literacy about the business unit's financial position, its short- and long-term plans, its culture, and its competition. As a critical member of the business unit's leadership team, the HR Business Partner will help business leaders anticipate future needs with data-driven recommendations that improve performance, retention, and the overall employee experience. The HR Business Partner will be responsible for supporting, designing, and implementing various HR programs and initiatives in collaboration with the Manager, Human Resources Business Partners, and HR Centers of Excellence Duties and Responsibilities Provides day-to-day HR business partner support for the NECI (Emerson product focused) business unit, consisting of approximately 150 exempt and non-exempt employees in multiple locations; NY (Clifton Park, Rochester & Buffalo), ME (Bangor) and MA (Foxborough and Auburn). Provides employee relations and performance management guidance to line managers (e.g., coaching, counseling, career development, disciplinary actions). Supports execution of critical HR initiatives and projects (e.g., Performance Management, Compensation reviews, Org Design, Workforce Planning and Learning and Development). Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with external legal counsel as needed. Responsible for HR site compliance; ensures any new state or federal posters are posted accordingly and coordinates with other NY locations for the same. Partners with site leadership to assign workspace when a new employee comes on board or has a role change and ensures workspace is up to par for new assignment. Supports Clifton Park office activities to foster cooperation and employee engagement by participating in all company meetings, site employee engagement events Supports, designs and implements various programs and initiatives in collaboration with the Director, Human Resources, HR Centers of Excellence and Business Leaders. Attends and actively participates in leadership and management team meetings and conducts regular 1:1 meeting with management and leadership in designated business unit(s). Provide data analysis, metrics, and tools that demonstrate progress toward achieving key milestones and help drive strategy. Participates in special projects and initiatives as assigned by HR leadership. Establish relationships with the broader Emerson Impact Partner network, participating in and contributing to Talent Management initiatives. Qualifications Excellent written and verbal communication skills. Strong analytical, critical thinking skills and technical aptitude. Demonstrated business acumen and a working knowledge of multiple HR disciplines. Exceptional customer focus, ability to influence and build effective working relationships with employees at all levels of the organization. Strong problem-solving skills, ability to demonstrate sound judgment with strong follow-through. Ability to make effective small and large group presentations; ability to meet deadlines; capable of leading project team members that are not direct reports, and ability to balance the needs of both management and employees. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinance, and policies. Knowledge of organization development concepts and models, such as team effectiveness, change management, communication styles, facilitation, and leadership development. Here's What You'll Get Highly competitive Medical, Dental, and Vision Insurance Flexible Spending or Health Savings Accounts Unlimited Vacation Time 10 Paid Holidays 12 Paid Weeks Maternity Leave Pet Insurance Retirement Savings: 401(k) and Employee Stock Ownership Plan Employee Referral Bonus Professional Development Reimbursement Company Paid STD, LTD, and Life Insurance This position will offer a starting salary between $100K and $130K. Must be currently authorized to work in the United States. Policy on Third-Party Unsolicited Resume Submissions: Please note that any third-party unsolicited resume submissions will immediately become the property of Stellix. Stellix will not pay any fee to a submitting employment agency, person, or entity unless a signed agreement is established. Please Note: Stellix is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability, protected veteran status or any other characteristic protected by law.

Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity. + Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues. + Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training. + Interprets human resources policies for supervision, counseling employees concerning work related problems. + Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations. + Conducts research, analyzes data and prepares recommendations on assigned projects. + Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team. + Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues. + Recommends strategies to motivate and engage employees and supports change management and culture initiatives. + Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management. + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training. **Minimum Qualifications** + Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience. + PHR, SPHR, or related HR Certification preferred + 5-10 years of experience in Human Resources or a specific HR discipline. **Other Job Specific Skills** + Strong verbal and written communication skills, including presentations and training. + Experience developing, implementing, and supporting HR programs, policies, practices and procedures. + Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees. + Tactfulness and self-confidence to appropriately maintain employee confidential information. + Ability to manage multiple projects and priorities in a matrixed organization. + Must have strong facilitation, persuasion, and listening skills. + Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. + Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. + Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. + Experience conducting and investigating employee relations issues to closure. + Ability to work independently or as a team and effectively manage time. **Compensation Ranges** Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. **EEO Requirements** It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. **Disclaimer** The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. 90000 - 115000 EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, gender identity, veteran status, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, veteran status, disability, gender identity, or age. All decisions on employment are made to abide by the principle of equal employment.

We are seeking an experienced HR Professional to join our team! DeCrescente Distributing Company is the premier beverage distributor in the Capital Region, located in Mechanicville, NY. Check us out Health Benefits (Medical, Dental and vision) after 30 days 401(k) with Generous Company Match FREE Onsite Wellness Center for Medical Care and Physical Therapy FREE Onsite Fitness Center with Round the Clock Access Employee Purchase Discount Program Generous Paid Time Off (Including your birthday!) Holidays (Including a Super Bowl Holiday!) Family Oriented Activities and Events Job Summary: The Human Resource Manager is responsible for delivering a variety of human resource functions inclusive of recruiting, hiring, benefits administration, employee development and coaching, policy development, and compliance. The HR Manager provides services to employees and supports management objectives. As an integral member of the HR Department, the HR Manager must analyze existing systems and identify and communicate ways of developing and implementing new systems as needed to the Director of Human Resources. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. All employees are held accountable for practicing and promoting a safe and healthy work environment. Essential Functions: Business Lends compliance expertise and assistance to the Director of HR with regard to all applicable State and Federal Laws affecting employees' compensation, employment status, and benefits. Serves as the primary contact for employees on a day-to-day basis regarding a wide variety of HR topics including policy/procedure, employee benefits, and employee satisfaction/employee relations. Works with the Director of HR to coordinate and execute HR projects and annual tasks (open enrollment, focus groups, TMR, etc.) Works with managers and employees to resolve labor relations concerns, consulting the Director of HR, legal counsel and other senior staff as needed. Serves as a resource for managers and executives regarding performance management, HR compliance, and procedural requirements. Works with the Director of HR to coordinate and oversee injury and illness reporting, modified duty programming, and other Worker's Compensation and Disability related items. Assists in the oversight of benefits administration (employee enrollments, bill payment, bill reconciliation, carrier connections, etc.) Manages Unemployment Insurance claims by tracking charges, providing timely responses, and requesting/attending hearings when warranted. Coordinates reporting for departmental Key Performance Indicators and other HR data as requested. Reviews and edits disciplinary documentation; attend disciplinary/termination meetings as necessary. People Works directly with employees in relation to human resource activities including understanding policies, procedures, employee benefits and other key HR areas. Acts as a primary resource for employee issues, concerns, and benefit needs Acts as a management resource by coaching and developing managers regarding employee development and performance management Provides daily guidance and assistance to other members of the HR Team when needed Attends required meetings Performs employee investigations as needed Self-Organization Ensures that employee documentation is complete and compliant. Participates in Human Resource related associations Participates/engages in personal Human Resource development Required Skills: Bachelor's Degree or higher in Human Resources/Business 7-10 years of HR experience PHR or SPHR preferred Strong HR Generalist background Strong working knowledge of HRIS systems and reporting MS Office expert Strong problem-solving ability Work Shift Requirements: Ability to work additional hours as needed Use and maintenance of company-issued laptop and cell phone Must speak to supervisor to notify him/her any time prior to the beginning of work shift when calling in sick. Voice mail or e-mail messages are not acceptable replacements Environment & Physical Demands Work safely and follow all OSHA regulations and company safety policies and procedures For all on-the-job injuries or accidents, must notify Safety Officer, supervisor, and Human Resources immediately (no later than 1 hour) Ability to lift a minimum of 30 lbs Ability to sit or stand for extended periods.

Schedule: Monday-Friday approx. 8a-5p Compensation: $75,000-85,000 per year Opus Inspection builds and operates emission testing programs in states and counties across the US, tailored to local requirements. We work closely with our government partners to help them increase compliance with air quality standards and achieve their public policy goals. The Human Resources Generalist is responsible for the daily functions of the Human Resources (HR) Department, including employee relations, leave administration, compliance, and benefits support. This role partners closely with program leaders across multiple states to ensure consistent, fair, and compliant HR practices while fostering a positive, inclusive, and high-performance work environment. Responsibilities and Duties * Responsible for Human Resources functions across the employee life-cycle. * Provides cross-functional leadership support on employee relations matters including conducting investigations, disciplinary actions, conflict resolution and training. * Partners with program leadership and employees to ensure fair, equitable and consistent workforce practices. * Collaborates on development and delivery of leadership training. * Reviews, tracks, and documents compliance with mandatory and non-mandatory training. * Supports benefits administration as needed. * Works closely with Senior HR Director to evaluate employee data, company trends, departmental goals, and translates findings into actionable recommendations and outputs. * Collaborates with Human Resources colleagues across disciplines and programs in multiple states. * Participates in developing department goals, objectives, and HR systems. * Assists with administering FMLA and other leave programs across multiple states. * Supports the administration of workers' compensation claims, including coordinating with carriers and internal stakeholders. * Ensures compliance with federal, state, and local employment laws and regulations, and recommends best practices. * Conducts OSHA, EEO, BLS reporting and assists with other required state and federal reporting. * Responds to unemployment claims and participates in hearings when required. * Partners with HR and management in developing and enhancing safety initiatives as needed. * Travels up to 5% as needed. * Performs other duties as assigned. Qualifications and Skills Required * 3-5 years of Human Resources experience. * Knowledge of State and Federal employment laws and regulations. * Familiarity with leave and workers compensation programs, * Proficiency in Microsoft Office suite. * Ability to analyze data and develop solutions. * Ability to pass a background investigation and drug screen. Preferred * Bachelor's degree in Human Resources or related field. * Experience with multi-state employers. * Experience with benefits administration. * Knowledge of HRIS systems.

We are looking for a strong, energetic, detail oriented HR Business Partner that focuses on execution, meeting commitments, supporting our staff and has a passion to exceed customer expectations. This position will support various client areas within Valley Health Systems. The main functions of the HR Business Partner will be to collaborate with executive leadership to improve leadership capabilities, workforce performance, retention, recognition, talent acquisition and overall engagement; manage and resolve employee relations issues; this includes working with managers on coaching, counseling, disciplinary action etc; promote HR process standardization and process improvement across Valley Health System. Essential Duties & Responsibilities Under limited direction, perform broad professional human resources tasks to support policies and programs including orientation, talent acquisition, compensation, performance appraisal processes, organizational development, affirmative action, equal employment opportunity, complaint investigation * Participate in the development, implementation, and/or administration of organizational development, talent management, training and development, performance management, and compensation programs/initiatives * Lead performance management and compensation processes * Serve as a liaison to Benefit Specialist on all benefit administration and leave management * Manage the day to day human resources functions and oversee operational adherence to HR policies, procedures, and systems * Ensure compliance with all state and federal requirements * Consult with managers on talent management and development needs. * Conduct research and/or prepare HR analytics, HR metrics and data gathering Qualifications Required * BA/BS degree in Human Resources or related field * 10+ years HR Generalist experience * Must hold strong HR background to direct, develop, and implement HR policies and procedures * Expertise with wage and salary administration, performance management, and benefits management * Strong knowledge of FMLA and ADA and leave management programs * Strong employee and labor relations and conflict resolution experience * Working knowledge of employment law and industry best practices * Proven track record of building strong relationships vertically and horizontally within an organization * Able to interact with all functions and levels of employees * Ability to work in a confidential environment * Strong interpersonal and communication skills; leadership, organizational and teaching skills; ability to maintain a professional demeanor with employees, medical staff, physicians, and patients/families * Strong analytical and conceptual thinking skills; ability to analyze data * Experience with Microsoft Office - Excel, PowerPoint, Word, Access and Outlook Qualifications Preferred * PHR or SPHR or SHRM-CP or SHRM-SCP * Experience in a healthcare setting Please Note: The posted compensation range represents the base salary for positions at a given grade across the health system. Typically, a new hire can expect a starting salary somewhere in the lower part of the range. Actual salaries may vary by position and will be determined based on the candidate's relevant experience. No employee will be paid below the minimum of the range.

As a leader in advancing New York's energy transition, the New York State Energy Research and Development Authority (NYSERDA) has remained a credible, objective and trusted partner in our State's energy planning as well as deploying new and innovative technologies to expand New York's economy. NYSERDA has worked for the past 50 years to protect the environment and help New Yorkers increase energy efficiency, lower energy costs and reduce reliance on fossil fuels. NYSERDA engages with stakeholders including residents, business owners, developers, community leaders, local government officials, universities, utilities, investors, entrepreneurs, and more, to develop, invest, and foster conditions that: Attract the private sector capital investment needed to expand New York's clean energy economy. Overcome barriers to using clean energy at a large-scale in New York. Enable New York's communities and residents to benefit equitably in the clean energy transition. Job Overview The Sr. HR Office Manager/ Office Manager II serves as the operational "air traffic controller" for the HR function, coordinating schedules, meetings, communications, documentation, and administrative workflows so the HR Governance & Leadership Development and HR Operations & Experience teams run smoothly, predictably, and on time. This role blends HR knowledge with high-end project coordination and administrative execution, ensuring HR operations, governance, and leadership development workflows move from request to completion with speed and accuracy. The Sr. HR Office Manager/ Office Manager II anticipates conflicts, tracks next steps through closure, maintains strong documentation discipline, and ensures the right information, materials, and people are in the right place at the right time. This position has extensive interaction with IT, Contracts/Procurement, Communications, Facilities, and Finance, and is trusted with sensitive information requiring discretion and sound judgment. Primary Responsibilities General responsibilities: Cadence, Scheduling, and Team Coordination Monitor and maintain HR team schedules (hybrid schedules, out-of-office coverage, key deadlines) to ensure continuity of support and predictable execution. Coordinate meetings end-to-end (scheduling, room/Teams logistics, agendas/pre-reads, attendee coordination) across both HR departments and cross-functional partners. Take meeting minutes/notes and distribute clear decisions, owners, due dates, and follow-ups; communicate reminders and ensure next steps close on time. Support Directors in monitoring and maintaining OKRs and team performance metrics, including cadence tracking, status rollups, and follow-through against commitments. Provide high-trust "managing up" support to HR leaders by anticipating needs, preparing materials, surfacing risks early, proactively closing loops, and ensuring leaders have what they need ahead of deadlines and meetings. Presentations, Drafting, and HR Communications Develop and format executive-ready PowerPoint presentations; compile inputs, build drafts, manage versions, and prepare final materials. Draft and coordinate HR communications (employee notices, program updates, reminders, event communications), ensuring alignment with HR leadership and Communications as needed. Maintain trackers for commitments, action items, approvals, and key deliverables; escalate risks and slippage proactively. HR Documentation, Governance, and Knowledge Management Support development, updates, and maintenance of Job Descriptions, HR policies, procedures, SOPs, templates, and other HR documentation across both departments. Coordinate review cycles, incorporate edits, and route documents for required stakeholder review/approval; maintain approvals and version control. Maintain "source of truth" storage, naming conventions, permissions, and file structure for HR documentation and shared work products. Perform all managerial and supervisory responsibilities with respect, fairness, consistency, and inclusion. HR Records, Personnel Files, Retention, and Compliance: Create and manage employee personnel files (digital and/or paper) with confidentiality and consistent file architecture. Manage governance, employee relations and leadership development data bases as first point of contact in scheduling and data entry. Manage document retention practices and disposition processes in alignment with policy and regulatory requirements. Maintain compliance bulletin boards and required federal/state/local postings; support audit readiness by ensuring documentation is accurate and retrievable. HRIS Reporting, Data Updates, and Org Maintenance Run recurring and ad hoc HRIS reports (e.g., headcount, turnover, org changes, onboarding status, participation tracking, compliance-related reporting support). Support HRIS data updates and data integrity (timely corrections, exception tracking, validation support). Maintain and update org charts and support organizational data; coordinate validation cycles with leaders as needed. Provide onboarding scheduling coordination (orientation schedule, stakeholder meetings, required sessions, 30/60/90-day check-in scheduling support). Support Contracts, Budgets, Purchasing, and Expenses Support HR contracts, purchasing requests, vendor coordination, invoice tracking, and budget monitoring (as assigned). Support expense and related approval processes (routing, documentation, reconciliation support, follow-ups with approvers). Events, Recognition, and Culture Touchpoints Coordinate company events and recognition activities (planning logistics, calendars/invites, vendor coordination, communications drafts, day-of support). Coordinate HR team celebrations and culture touchpoints (birthdays, anniversaries, milestones) and support broader employee experience logistics as assigned. Emergency Communications and Operational Readiness Support emergency communication alerts and readiness processes in coordination with designated partners (Facilities/Security/IT/Communications), including distribution lists and templates as assigned. Minimum Qualifications For the Sr. Office Manager title (Salary: $70,720-$96,764) High School diploma with 7 years of progressively responsible experience in HR administration, HR Operations, office management, executive coordination, or similar in a high accountability environment including 2 years in a supervisory role. For the Office Manager II title (Salary: $67,119-$96,764) High School diploma with 6 years of progressively responsible experience in HR administration, HR Operations office management, executive coordination, or similar in a high accountability environment including at least 1 year in a supervisory role. Strong working knowledge of HR practices and confidentiality requirements across core HR processes. Significant experience managing up (supporting senior leaders with proactive planning, prioritization, follow-through, and anticipatory execution in a fast-moving environment). Advanced proficiency in Microsoft 365, including PowerPoint (executive-ready decks) and Excel (tracking, reporting, reconciliations; pivots/filters as needed). Demonstrated strength in professional drafting (memos, templates, SOPs, communications, meeting notes) with high attention to detail and tone. HRIS experience running reports and supporting accurate data updates (ADP experience helpful). Strong project coordination and administrative execution capability, tracking tasks, managing dependencies, driving follow-through, and maintaining high-quality documentation. Exceptional organization, responsiveness, and customer service orientation; able to manage competing priorities across multiple leaders and deadlines. Must be in-office at least 3 days each week with full-time presence in office for the initial 3-6 months. Preferred Qualifications For Sr. Office Manager(Salary: $70,720-$96,764) An Associate degree with 6 years of progressively responsible experience in HR administration, HR Operations, office management, executive coordination, or similar in a high accountability environment including 2 years in a supervisory role. For Office Manager II(Salary: $67,119-$96,764) An Associate degree with 5 years of progressively responsible experience in HR administration, HR Operations, office management, executive coordination, or similar in a high accountability environment including 1 year in a supervisory role. HR certification (SHRM/HRCI) The ability to support full-time on-site presence highly desired. Accounting and/or Finance experience, including comfort with budget tracking, invoice review, reconciliations, and/or partnering closely with Finance teams. Experience supporting governance functions (policies, committee support, approvals tracking, audit readiness) and/or leadership development operations (training schedules, participation tracking). Experience supporting contracts/procurement workflows and budget/invoice tracking in partnership with Finance. Experience working in a broader Corporate Operations support capacity with responsibilities for, or tight coordination with, IT, Contracts/Procurement, Communications, Facilities, Finance, and HR, including managing dependencies, routing approvals, and ensuring cross-functional follow-through. Demonstrated ability to operate as a high-volume workflow coordinator across multiple leaders, anticipating conflicts, prioritizing rapidly, and driving action tracking through closure (air traffic control" style execution). Please submit two files, one for your cover letter and another for a resume. Please apply by the priority application date of 01/30/2026 to receive full consideration. Please note that during the application process, you may be prompted to opt-in to Artificial Intelligence (“AI”) scoring. This is an automatic request in the ADP system but is not a feature that is used by NYSERDA in its recruiting and hiring process. Your response will have no impact on your application to NYSERDA. For further information on our hiring policies, employment opportunities for people with disabilities and EEO please click on this link and scroll down to the Policies section. [INDASF]

Join the worldwide leader in playing cards and in “play” solutions. Play is what keeps us going, and it always has been our greatest motivation. That's why we live different , play different . The Human Resources Business Partner (HRBP) will be responsible for partnering with management, salaried and hourly (union population) at the East Longmeadow, MA manufacturing facility. What you'll do as a Human Resources Business Partner (HRBP) : Partner with management to ensure HR strategies support business objectives and drive organizational success. Advise management on people-related matters to foster an engaged, effective workforce. Oversee sourcing, interviewing, and onboarding to attract and integrate top talent. Identify and address workforce challenges, promoting a culture of high performance, continuous improvement, and employee satisfaction. Provide guidance to employees and managers on HR policies, procedures, and best practices. Manage onboarding, offboarding, payroll changes, benefits administration, and HR system updates, ensuring accuracy and compliance. Support payroll, benefits, employee engagement, training, and development initiatives. We're looking for a Human Resources Business Partner (HRBP) with: Bachelor's degree in human resources, Business Administration, or a related field; HR certification preferred. Minimum of 7 years in HR with a focus on talent acquisition and employee relations; experience in a unionized manufacturing environment preferred. Experience with ADP Workforce Now is a plus. Strong understanding of HR practices, employment laws, payroll, benefits, health, and safety regulations. IDemonstrated ability to handle sensitive matters with discretion, professionalism, and ethical judgment Strong planning, time management, and decision-making skills. Proficiency with Microsoft products and analyzing business data and metrics Excellent verbal and written communication abilities. Proven ability to provide effective customer service to internal and external stakeholders. Exceptional organizational and attention-to-detail skills in a high-volume, multitasking environment. Benefits a Human Resources Business Partner (HRBP) Can Expect from Cartamundi: Competitive pay Climate controlled facility 401(k) with company match Health, dental, and vision insurance starting day one HSA (Health Savings Account) and FSA (Flexible Savings Account) Life insurance Short-Term and Long-Term Disability Paid time off Tuition reimbursement Employee discounts on daycare, gym memberships, travel, and much more Physical requirements and working conditions: Our manufacturing Plant is comprised of enclosed office and manufacturing space. This position requires the ability to: Move throughout the entire facility to attend to various issues Work effectively in teams across functional groups with strong communication skills and the ability to lead Perform sedentary work on various computer systems This Human Resources Business Partner (HRBP) position is located on-site in our East Longmeadow, MA facility Apply today and discover the magic of making a difference at Cartamundi! Cartamundi does not discriminate based on race, sex, color, religion, age, national origin, marital status, disability, veteran status, genetic information, sexual orientation, gender identity or any other reason prohibited by law in provision of employment opportunities. Candidates must be 18 years old to work for Cartamundi. No agencies please. No sponsorship available. About Cartamundi: At Cartamundi, we're all united by our common belief that world is better with play. Play is what keeps us going, and it always has been our greatest motivation. That's why we live different and play different. To us, it is not just an activity. It is a guiding mindset that reminds us to have fun, to be fair, to connect with people - across cultures and generations - and to embrace shared experiences. We are a worldwide leader in playing cards and in “play” solutions. Our owned brand portfolio includes a suite of heritage brands which go back as far as 1848, including global brands like Bicycle , HRO , Bee , Copag , Shuffle and many locally loved brands. These brands combine craftsmanship with innovation as the basis for their continued relevance and positive contribution to the local communities that love and use these brands. At Cartamundi, we have significant expertise in printing; our presses have been running since 1765. Today, our company has become the largest playing cards and board game manufacturer in the world and the trusted partner of leading toy companies. We make well-known brands such as Monopoly , Uno , Magic: The Gathering , Guess Who , Pokémon , Trivial Pursuit every day. As we look into the future and how entertainment evolves, we are bringing the digital world to the physical world and vice versa. We have a dedicated team of experts that is looking into future technologies, products, applications that can get our consumers and communities to truly live different and play different. We are still a family-owned company with headquarters in Belgium and have a global network of 16 manufacturing facilities, 6 design centers, 1 digital studio and 1 global R&D center.

HomeGoods At TJX Companies, every day brings new opportunities for growth, exploration, and achievement. You'll be part of our vibrant team that embraces diversity, fosters collaboration, and prioritizes your development. Whether you're working in our four global Home Offices, Distribution Centers or Retail Stores-TJ Maxx, Marshalls, Homegoods, Homesense, Sierra, Winners, and TK Maxx, you'll find abundant opportunities to learn, thrive, and make an impact. Come join our TJX family-a Fortune 100 company and the world's leading off-price retailer. Job Description: C Shift Schedule: Onsite Monday through Thursday 1:30PM- Midnight The Opportunity: Contribute To The Growth Of Your Career. Be actively involved with many areas of HR, including: talent management, talent mapping and development, labor relations/union, associate relations, risk management, benefits & payroll administration and workers' compensation. Collaborate with other managers within the DC network to maintain and foster TJX's core culture of leadership values. Build solid relationships and get to know associates on a personal level by walking the floor and being hands-on with the team. Work with a diverse group of employees, ranging from hourly to exempt-level. Identify areas of HR-related improvement opportunity within the facility. Who We Are Looking For: You. 5+ years of direct Human Resources experience with a focus on talent development Bachelor's degree or equivalent experience is Have the ability to pair strategic and tactical thinking in order to look at “big picture” HR operations Knowledge of State and Federal law (i.e. ADA, FMLA) Prior experience working with a Union is a plus We care about our culture, but we also prioritize your needs! This position has a starting salary range of $69,200 to $86,5000 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience. Benefits include Associate discount; 401(k) match; medical/dental/vision; HSA; health care FSA; life insurance; short/long-term disability; paid holidays/vacation /sick/bereavement/parental leave; EAP; incentive programs; auto/home insurance discounts; scholarship program; adoption/surrogacy assistance; smoking cessation; child care/cell phone discounts; pet/legal insurance; credit union; referral bonuses. All benefits are subject to applicable plan or program terms (including eligibility terms) and may change from time to time. Contact your TJX representative for more information. In addition to our open door policy and supportive work environment, we also strive to provide a competitive salary and benefits package. TJX considers all applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, marital or military status, or based on any individual's status in any group or class protected by applicable federal, state, or local law. TJX also provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. Address: 1415 Blue Hills Ave Location: USA HomeGoods Distribution Center BloomfieldThis position has a starting salary range of $69,200.00 to $86,500.00 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience.

Human Resources Officer 01/2026 Dept: Human Resources We are guided by our IDEA principles - Inclusion, Diversity, Equity, and Accessibility - to support a workforce that reflects our community. Our principles support Greylock's mission and our goals of building a diverse workforce - reflecting multiple identities - and supporting the diverse communities we serve. We strive to ensure that the spaces in which we work and community members we engage are inclusive, while also upholding our cultural standards of psychological safety, respect, and collaboration in every interaction. The Human Resources Officer serves as a trusted advisor to employees and leaders, supporting a positive, compliant, and high-performance workplace culture. Under the direction of the Manager of Human Resources, this role manages employee relations, talent acquisition, compliance, policy administration, and inclusion-focused initiatives aligned with Greylock Federal Credit Union's mission and IDEA principles. Essential Functions & Responsibilities: 1. Serve as the primary point of contact for employee relations matters by providing coaching, conflict resolution, and guidance to employees and leaders. Conduct timely and thorough investigations, recommend corrective actions, and promote a respectful, inclusive, and compliant workplace culture. 2. Lead full-cycle recruitment for exempt and non-exempt roles, including job postings, interviewing, selection, offers, and six-month check-ins. Facilitate onboarding activities, including new-hire paperwork and HR policy orientation, ensuring a welcoming and engaging experience aligned with organizational culture. 3. Ensure compliance with federal, state, and local employment laws. Maintain accurate employee records, HRIS data, audits, and personnel files. Act as subject matter expert for HR policies and the employee handbook, recommending updates based on regulatory or organizational changes. 4. Manage the reasonable accommodation and ADA interactive process by engaging employees, evaluating needs, recommending appropriate accommodations, and partnering with leadership to balance employee support and organizational requirements. 5. Manage the internship program to build a diverse and sustainable future talent pipeline. Design and support an engaging, educational, and inclusive intern experience that reflects Greylock's commitment to workforce development. 6. Actively represent Greylock in civic, community, and professional organizations to strengthen employer brand and talent networks. Partner with internal departments on audits, records requests, and off-boarding processes, including exit meetings and education on benefits and final pay. 7. Perform additional HR-related duties as assigned to support departmental and organizational goals. The above is a description of the ordinary duties of the position. It should be expected that from time to time other duties, both related and unrelated to the above, may be assigned and, therefore, required. Performance Measurements: Timely and effective resolution of employee relations issues with documented outcomes. Successful recruitment outcomes, including quality of hires and onboarding effectiveness. Accuracy and compliance of HR records, audits, and policy documentation. Employee and leader satisfaction with HR guidance and support. Compliance with employment laws and internal policies. Upholds Greylock's cultural standards by fostering respect, inclusion, psychological safety, and collaboration in all interactions. Knowledge and Skills: Experience: Minimum of five (5) years of progressively responsible human resources experience. Education: Bachelor's degree in a related field or equivalent experience. Interpersonal Skills: Strong interpersonal, coaching, and conflict-resolution skills with the ability to build trust across all levels of the organization. Technical/Other Skills: Knowledge of benefits administration, HR reporting and recordkeeping requirements, employment law compliance, and HRIS systems. Proficient in Microsoft Office. PHR or SHRM certification preferred. Bilingual capability preferred. Physical Requirements: Must be able to work in a stationary position for extended periods, operate standard office equipment, and communicate effectively in person, via phone, and electronically. Work Environment: Professional office environment with regular interaction with employees and leaders. May include participation in community and professional events. Salary Range: The salary range for this role is min $28.73 to mid $37.35 per hour. This is the salary range we in good faith believe we would pay for this role at the time of this posting. We may pay more than the posted range for exceptionally qualified individuals. An employee's pay position within the pay band will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience (job and life), skills (specific and transferable), seniority, performance, and business organizational needs. This range may also be modified in the future. Sign on Bonus $1,500 Benefits that work: Where's a great place to work and grow your career with a competitive benefits package to complement it? Greylock's health benefits, independently benchmarked, are largely market leading. We strive to offer a comprehensive package of value including a suite of health options (2 medical plan options, FSA Medical/Dependent Care, HSA/HRA, dental, vision, wellness), retirement- 401k plans with employer match & employer pension contributions, PTO, employee incentive plans, and an opportunity for profit sharing. We round out the package with employer paid life insurance along with both short- and long-term disability. To meet your individual needs additional life, accident, and critical illness benefits may be elected. We continue to engage with employee feedback and augment our offerings, recently adding pet insurance, and Medicare employee assistance to name a couple.

GlobalFoundries (GF) is a leading full-service semiconductor foundry providing a unique combination of design, development, and fabrication services to some of the world's most inspired technology companies. With a global manufacturing footprint spanning three continents, GF makes possible the technologies and systems that transform industries and give customers the power to shape their markets. For more information, visit *********** New College Graduates Overview: We offer many full-time employment paths for recent graduates, which provide accelerated training in a fast-paced work environment, cross-functional working opportunities, and talent mobility. New college graduates are provided with mentorship, networking, and leadership opportunities, which give our new team members life-long connections and skills. Summary of Role: GlobalFoundries is seeking a New College Graduate HR Business Partner to join our dynamic and collaborative Global HR team. This role offers hands-on experience supporting business leaders and employees within the Enablement Functions. Essential Responsibilities include: Support the Global Lead HRBP in executing HR programs aligned with business goals, including performance management, talent development and employee engagement initiatives. Partner with leaders in the Enablement Functions to design and implement medium-to long-term HR strategies aligned with business objectives. Drive organization and leadership development efforts, supporting employee engagement, and partner with managers to address root causes of people-related issues using a data driven, systematic approach Contribute to talent management and succession planning initiatives within the client organization. Serve as a trusted HR partner, acting as a change agent, brand ambassador, advisor, and member of the line management staff. Other Responsibilities: Perform all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs. Works and collaborates other projects and/or assignments as needed. Required Qualifications: Education - Graduating with Bachelor's or Master's in Business Administration, Psychology, Labor Relations, Marketing or related field from an accredited degree program. Exposure to core HR functions such as onboarding, employee engagement or performance management. Familiarity with HR systems or tools such as Workday or similar platforms Demonstrated ability to work within cross-functional teams, ideally in a team-based academic project or student organization. Strong communication, interpersonal, and problem-solving skills, with the ability to handle sensitive topics with professionalism Experience in data analysis or using metrics to help make or inform decisions, ideally in an academic, internship or project-based setting. Must have at least an overall 3.0 GPA and proven good academic standing. Language Fluency - English (Written & Verbal) Travel - Up to 10% Preferred Qualifications: Prior related internship or co-op experience. Demonstrated prior leadership experience in the workplace, school projects, competitions, etc. Project management skills, i.e. the ability to innovate and execute on solutions that matter; the ability to navigate ambiguity. Strong written and verbal communication skills Strong planning & organizational skills #NCGProgramUS Expected Salary Range $50,400.00 - $99,100.00 The exact Salary will be determined based on qualifications, experience and location. If you need a reasonable accommodation for any part of the employment process, please contact us by email at usaccommodations@gf.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address. An offer with GlobalFoundries is conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations. GlobalFoundries is fully committed to equal opportunity in the workplace and believes that cultural diversity within the company enhances its business potential. GlobalFoundries goal of excellence in business necessitates the attraction and retention of highly qualified people. Artificial barriers and stereotypic biases detract from this objective and may be illegally discriminatory. All policies and processes which pertain to employees including recruitment, selection, training, utilization, promotion, compensation, benefits, extracurricular programs, and termination are created and implemented without regard to age, ethnicity, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic or category specified by local, state or federal law

LiquidPiston is an innovative technology company developing advanced rotary engines and power solutions. We are a fast-paced, growing organization that values creativity, collaboration, and excellence. We are seeking an experienced HR Generalist to support our team's growth and maintain a strong, compliant, and positive workplace culture. Position Overview: The HR Generalist will play a key role in managing and executing a broad range of human resources functions at LiquidPiston. This position involves hands-on responsibility for employee lifecycle management from recruitment and onboarding to benefits administration, payroll, compliance and employee engagement. The ideal candidate is highly organized, detail-oriented and capable of working independently in a dynamic environment. Key Responsibilities: Employee Lifecycle Management Support full-cycle recruitment, including job postings, interview coordination, and candidate communication. Draft and submit offer letters for approval and signature; ensure compliance with applicable state laws. Manage new hire onboarding, ensuring a seamless integration into the company. Manage employee offboarding, ensuring all protocols are followed. Maintain and update the LPI Employee Handbook to reflect company policies and legal requirements. Benefits & Payroll Select and administer yearly medical, dental, vision and disability insurance plans. Oversee day-to-day employee benefits management, including enrollments, changes and employee inquiries. Process and manage biweekly payroll in collaboration with finance. Conduct quarterly time-off reviews and ensure accurate tracking of PTO and leave balances. Employee Engagement & Development Manage LPI reviews, performance plans and employee development plans in collaboration with leadership. All quarterly and annual performance reviews are completed on schedule by staff. Support the development of programs to enhance employee growth, retention, and engagement. Compliance & Administration Maintain compliance with federal, state, and local employment laws and regulations. Manage state business registrations when hiring remote employees; terminate registrations as necessary. Ensure offer letters, posters, and required notices comply with state and federal guidelines. Oversee employment visas and liaise with external immigration counsel as needed. Manage expense reports and ensure timely reimbursements. Additional Responsibilities Maintain and manage co-op and internship relationships with partner universities. Plan and manage LPI's participation in conferences and professional events. Deploy upgrades to time keeping and other new systems. Support miscellaneous HR and administrative projects as needed. Perform “anything else that may be required” to ensure smooth HR operations. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 3+ years of progressive HR experience; manufacturing or technology environment preferred. Solid understanding of employment laws and compliance (multi-state experience a plus). Experience with benefits administration, payroll, and HRIS platforms. Excellent organizational, communication, and interpersonal skills. Ability to manage multiple priorities in a fast-paced, evolving environment. High attention to detail and professional discretion with confidential information. Benefits & Perks: Flexible PTO: We value work-life balance and encourage time to rest and recharge. Health & Wellness: Comprehensive medical, dental, and vision coverage. You choose what works best for you. Equity Participation: Permanent employees receive RSUs to share in our success. 401(k) Match: We offer a 401k w/100% matching up to 3% of your salary and then 50% of contributions between 3-5% Career Growth: Ongoing training, mentorship, and learning opportunities to accelerate your growth. Our Culture: At LiquidPiston, we embrace challenges, move fast, and celebrate curiosity. Our team thrives on collaboration, creativity, and perseverance. We understand that innovation involves risk-and we're not afraid to fail forward. Equal Opportunity Employer: LiquidPiston, Inc. is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. All offers of employment at LiquidPiston are contingent upon the successful completion of a pre-employment background check and drug screening. Powered by JazzHR oEkzbSnnp9

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