Director of human resources jobs in Plattekill, NY - 42 jobs

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

Hannaford Supermarkets started out as a fresh produce vendor in Portland, Maine way back in 1883, and is still connected to those early roots as a local market. Hannaford actively seeks out farmers and producers to join our Local program which celebrates not only local foods, but the preservation of farmland, local traditions and local jobs. The connection we have to the source of our fresh foods is core to the way we do business, becoming the first major supermarket in the United States to document that all its seafood products were sustainably harvested. HR Lead - 08313 Hannaford provides equal opportunity in employment to all associates and applicants for employment without regard to race, religion, color, sex (including pregnancy, childbirth and related conditions), age, veteran status, national origin, sexual orientation, gender identity and gender expression, disability, or any other characteristic protected by law.

The Director, Human Resources is responsible for delivering exceptional HR services across large and complex organizational unit(s) in alignment with organizational objectives. Serves as an extended leadership team member to executive leadership, actively engages in the facilitation of solutions to business challenges, and influences positive change. Increases organizational effectiveness and delivers solutions that retain and develop talent. Ensures organizational leadership, management, and employees have the support and guidance they need in order to be successful. Manages a team of HR Business Partners and HR Coordinators in providing HR support across the generalist skillset. Leads Talent Acquisition team for assigned client groups responsible for sourcing, attracting, interviewing, hiring and onboarding employees. Partners with client leaders to ensure business continuity, drive employee engagement, and deliver exceptional patient care. This leader serves as a role model for the Health System mission and values. *Responsibilities:* 1.Assesses, evaluates, and identifies areas for leadership development/improvement to optimize the current and future operational performance of the organization, including influencing positive outcomes. Coaches executive leaders to encourage ongoing expansion of leadership capabilities, senior level collaboration, change leadership, and high level competency of critical healthcare leader attributes. 2.Leverages annual processes to identify opportunities to improve organizational structures, address competency and performance gaps, support the development of top talent, and plan for the future. Partners with executive leadership to maximize the completion of annual and ongoing performance management, compensation planning, and succession planning. 3.Understands the unit and organizations business strategies and challenges, and applies human resources strategies and programs to facilitate achievement of the unit s business goals. 4.Provides thought leadership through best in class strategic human resources planning in alignment with employer of choice initiatives. Develops and delivers against comprehensive people plans, which translate the strategic and tactical business plans into HR operational plans. 5.Champions delivery of best in class retention tools and programs in partnership with management. 6.Actively participates in the sourcing of leadership roles and the selection of exceptional talent. 7.Serves as a key member of business due diligence and integration teams, advising and influencing on human resources decisions related to business development initiatives including acquisitions, divestitures, joint ventures, and outsourcing. 8.Oversees a highly effective, fair, and consistent employee relations program. Partners with Employee Relations resources to ensure that issues are addressed in a timely manner through a comprehensive, thorough, and objective investigation and resolution process. 9.Manages relationships with union representatives to ensure proactive resolution of issues. Ensures that labor contract provisions are applied accurately and consistently. Serves as a key organizational representative at Labor Management meetings. 10.Collaborates with HR Centers of Excellence to develop and deliver programs responsive to the needs of the unit, including training, development, competitive pay, and creative staffing. 11.Provides day to day direction and coaching to a team of HR Business Partners and HR Coordinators to ensure an exceptional level of service to employees, managers, and leaders. Actively develops team members to increase competency, demonstrate a high level of performance, and meet personal growth objectives. 12.Manages a team of locally deployed sourcing and recruiting professionals, ensuring acquisition of high-quality talent, proactive development of deep talent pipelines, and optimized talent acquisition processes that allow for rapid hiring and onboarding. 13.Fosters collaboration among the sourcing and recruiting team across Nuvance Health to drive best practice sharing, collaboration, program development, and discipline-specific creative problem solving. 14.Analyzes and works with data to understand positive and negative drivers of business issues, employee engagement, retention, and diversity. Proactively develops plans to address current and future challenges in response to data analysis. 15.Monitors and reviews Service Level Agreements (SLAs) and Key Performance Indicators (KPIs), ensuring transparency and accountability for attainment of targeted metrics and delivery of exceptional customer services. Proactively identifies root causes for any service gaps and facilitates the resolution of systemic or process related issues. 16.Fosters open and transparent organizational communication, ensuring that key business and human resources information is widely shared in a format and method focused on the needs of the employee. 17.Leads system-wide projects and/or processes that directly impact the ability to deliver exceptional service at all levels of the organization. 18. Fulfills all compliance responsibilities related to the position. 19.Other duties as assigned *Other Information:* * Bachelors degree in human resources, business, organizational development, industrial/organizational psychology or other related discipline preferred. * Minimum 10 years of experience in Human Resources Management roles. At least 3 years managing teams preferred. * A strong team player who supports their team and embraces ownership, accountability, and responsibility for the teams work. * Healthcare industry experience preferred. * SPHR or SHRM-CP certification preferred Working Conditions: Manual: Little or no manual skills/motor coord & finger dexterity Occupational: Little or no potential for occupational risk Physical Effort: Sedentary/light effort. May exert up to 10 lbs. force Physical Environment: Generally pleasant working conditions Company: Nuvance Health Org Unit: 1786 Department: Human Resources Exempt: Yes Salary Range: $59.84 - $111.12 Hourly We are an equal opportunity employer Qualified applicants are considered for positions and are evaluated without regard to mental or physical disability, race, color, religion, gender, national origin, age, genetic information, military or veteran status, sexual orientation, marital status or any other classification protected under applicable Federal, State or Local law. We will endeavor to make a reasonable accommodation to the known physical or mental limitations of a qualified applicant with a disability unless the accommodation would impose an undue hardship on the operation or our business. If you believe you require such assistance to complete this form or to participate in an interview, please contact Human Resources at ************ (for reasonable accommodation requests only). Please provide all information requested to ensure that you are considered for current or future opportunities.

The Director of Human Resources exercises the powers and duties of a Personnel Officer as provided for in the New York State Civil Service Law; Responsibilities of the Director of Human Resources fall within the areas of Civil Service administration, labor relations, benefits administration, and responsibility for the operations of the Livingston County Human Resources Department. Work is performed in the office and in the field. The individual works under the direction of the County Administrator and exercises supervision over the staff of the Livingston County Human Resources Department. The individual performs the typical work activities set forth below and performs other related duties as assigned. TYPICAL WORK ACTIVITIES: Administers the provisions of the New York State Civil Service Law and Civil Service Rules for Livingston County, as well as all municipalities, school districts, public libraries, and special districts within Livingston County; Prepares and administers rules for County officers and employees subject to the approval of the County Administrator and as otherwise provided by law; Assists the County Administrator with collective bargaining negotiations, as well as analyzing, responding to, and resolving grievances under existing collective bargaining agreements; Administrates and coordinates all benefits programs and plans for current County employees and eligible retired County employees, as appropriate; Assists department heads with handling and resolving employee complaints and grievances under existing collective bargaining agreements, and other personnel related matters including but not limited to employee performance issues and corrective action; Conducts employment investigations regarding discrimination and harassment complaints and other employment matters as directed by the County Administrator or the Board of Supervisors; Provides certification for payrolls in compliance with federal and state law, rules, and regulations; Oversees the County's unemployment program, including but not limited to ensuring timely and appropriate responses to unemployment claims and assisting with unemployment appeals; RECRUITMENT BROCHURE CAN BE FOUND HERE: ************************************************************************ FULL JOB SPECIFICATION CAN BE FOUND HERE: ************************************************************************

DoubleTree by Hilton Hotel Tarrytown is an award-winning hotel ideally situated in the historic town of Tarrytown in suburban Westchester County's business corridor. They are currently seeking a Human Resources/Payroll Manager to assist with daily HR/Payroll needs within the hotel. DoubleTree by Hilton Hotel Tarrytown is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected Veteran status Job Description The Human Resource/Payroll Manager will be responsible for the overall administration of the Human Resources/Payroll functions, including but not limited to recruiting, administration of benefits, compliance, payroll processing, and workers compensation. Daily responsibilities include, but not limited to, timely and accurate completion of new hire paperwork, monitoring employee benefits administration, posting of open positions, interviewing and scheduling of interviews, verification of references and background information, working with managers on coaching and progressive guidance, administering appropriate paperwork for payroll processing, and various other duties. Qualifications EDUCATION, EXPERIENCE and SKILLS: Education & Experience: • At least 5 years of progressive Human Resources experience, development/construction background preferred • Bachelor's Degree or course work in related field required • Excellent written and verbal communication skills Additional Information All your information will be kept confidential according to EEO guidelines.

DoubleTree by Hilton Hotel Tarrytown is an award-winning hotel ideally situated in the historic town of Tarrytown in suburban Westchester County's business corridor. They are currently seeking a Human Resources/Payroll Manager to assist with daily HR/Payroll needs within the hotel. DoubleTree by Hilton Hotel Tarrytown is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected Veteran status Job Description The Human Resource/Payroll Manager will be responsible for the overall administration of the Human Resources/Payroll functions, including but not limited to recruiting, administration of benefits, compliance, payroll processing, and workers compensation. Daily responsibilities include, but not limited to, timely and accurate completion of new hire paperwork, monitoring employee benefits administration, posting of open positions, interviewing and scheduling of interviews, verification of references and background information, working with managers on coaching and progressive guidance, administering appropriate paperwork for payroll processing, and various other duties. Qualifications EDUCATION, EXPERIENCE and SKILLS: Education & Experience: • At least 5 years of progressive Human Resources experience, development/construction background preferred • Bachelor's Degree or course work in related field required • Excellent written and verbal communication skills Additional Information All your information will be kept confidential according to EEO guidelines.

The Human Resources Manager will run the daily functions of the Human Resource (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and procedures. Essential Job Functions and Responsibilities The Human Resources Manager must have the ability to meet deadlines, exhibit great attention to detail, and communicate in a positive manner. A thorough understanding of HRIS and ATS software is a plus. The Human Resources Manager will maintain up-to-date knowledge of federal and state employment law and compliance requirements. The Human Resources Manager will also coordinate open enrollments, changes, and training for employee benefits programs, and process payroll. Responding to human resources-related inquiries appropriately and timely is key to success. Knowledge, Skills and Abilities Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and safety certifications. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Conducts or acquires background checks and employee eligibility verifications. Implements new hire orientation and employee recognition programs. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Attends and participates in employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs other duties as assigned. Minimum Qualifications Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. One-year human resource management experience. Preferred Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required. At least three years of human resource management experience preferred. SHRM-CP a plus. Comments This job description in no way states or implies these are the only duties to be performed by the employee occupying this position. The incumbent will be required to follow any other job-related instructions and to perform any other job-related duties requested by their supervisor or manager. This document does not create an employee contract, implied or otherwise other than an “at will” relationship.

Job Description Our client, a food manufacturer in Sullivan County, NY is looking for a Human Resource Manager to join their team. The Human Resource Generalist is responsible for various functions of the Human Resource department, including talent, compensation, benefits, leave, reporting, payroll, and administration of company policies. The ideal person for this position has proven expertise in Human Resources. This includes benefits administration, talent acquisition, compensation, reporting, benefits and training. To be a competent HR Manager, you should be patient and compassionate, have excellent listening skills, and be able to multitask effectively. Responsibilities: Recruitment - Recruit, interview, and facilitate the hiring of qualified job applicants for all open positions. Work closely with hiring managers to understand the needs of their department and any required job openings. Schedule and coordinate pre-employment drug tests and background verification. Create new-hire onboarding programs and deliver compelling new-hire orientations. Education and training - Ensure mandatory training and continuing education is complete and documented, including safety training, code of conduct and handbook training, anti-harassment training and certifications required. Maintain knowledge of trends, best practices, changes to regulations, new technology breakthroughs in HR, talent, and employment law. Benefits - Assist employees with benefit programs and all leave requests. Work closely with the Human Resource team on the annual Open Enrollment period. Comply with all federal, state, and local employment laws and regulations. Employee relations - Manage all details and coordination of disciplinary discussions, terminations, and investigations. Guide the leadership team on sensitive or complex matters and elevate to the appropriate staff when investigations are required. Ensure professionalism and confidentiality in all aspects of the role. Payroll - process weekly payroll for 350 employees using Paychex. Requirements: Bachelor's degree in Human Resources, Business Administration or a related field required A minimum of five years of experience in Human Resources Bi-Lingual in Spanish Strong ability to multitask and remain calm in emergencies Superb conflict resolution skills Ability to display integrity, professionalism, and confidentiality at all times Strong knowledge of laws and regulations Proficient with Microsoft Office Suite or related software Proficient in HRIS and talent management systems Proficient in Payroll Systems such as Paychex, ADP, Paylocity, etc. SPHR or SHRM-SCP preferred Experience in hands on HR in a Manufacturing Plant environment highly preferred HR experience in food related manufacturing desirable This position presents an excellent opportunity to shape the HR department and really make a difference. A unique blend of operations and strategy! Excellent benefits package. Powered by JazzHR hn2JIgC0X9

Job Description HR Generalist - Manufacturing Facility We're looking to hire a Human Resources associate who will provide recruiting, hiring, and training new and existing employees. The position will also help plan and plan maintain programs and processes designed to improve employee welfare. They maintain vital employee records and ensure operational safety compliance of staff. Salary: 85k + benefits Job Responsibilities: Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence. Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations. Explain company personnel policies, benefits, and procedures to employees or job applicants. Provide assistance in administering employee benefit programs and worker's compensation plans. Prepare and set up for new employee orientations. Examine employee files to answer inquiries and provide information for personnel actions. Compile and prepare reports and documents pertaining to personnel activities. Interview job applicants to obtain and verify information used to screen and evaluate them. Process and review employment applications to evaluate qualifications or eligibility of applicants. Inform job applicants of their acceptance or rejection of employment. Select applicants meeting specified job requirements and refer them to hiring personnel. Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. Assist with executive payroll Conduct daily safety walks in operations and manufacturing facilities Maintain inventory and replenishment of PPE and first aid items Conduct monthly safety and OSHA audits document and report worker's compensation incidents prepare routine reports for recruiting , staffing and safety along with adhoc requests Position Requirements Education and Experience Bachelor's degree with 3+ years of Human Resources and Safety experience in manufacturing environment or any combination of relevant education and experience HR Certification a + Bilingual Spanish a + Microsoft Office Outlook Excel Teams Powerpoint HR Systems (i.e. ADP, Paychex, etc) Confidentiality with employee data Physical Requirements Sitting and working at a computer for long periods of time Standing and walking through a manufacturing environment Hours: 10am-6pm or 11am-7pm #IND1000

The HR Business Partner (‘HRBP”) is responsible for aligning client/organizational objectives with HR plans and services. The role is key to the effective integration of HR value-added services with the administrative and academic departments of the college. The HR Business Partner is responsible for the overall service delivery of the business partner function and focuses on the strategic impact of HR. The position serves as a consultant to management on human resource-related issues, determining alternative courses of action, assessing risk, and proposing integrated solutions to achieve desired outcomes. Responsibilities Primary point of contact for managers and employees. Consults with line management, providing HR guidance by presenting options and influencing decision-making. Establishes and manages strategic projects, often in conjunction with supervisors and HR colleagues across the organization. Support managers in the use of, and participation in, the Employee Development Program for administrative staff. Helps to analyze trends and metrics to develop solutions, programs and policies. Manages and resolves complex employee relations issues, including providing guidance to managers on performance improvement plans. Assists with conducting effective, thorough and objective investigations. Conducts exit interviews, and determines trends. Provides HR policy and collective bargaining unit guidance and interpretation. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, e. FLSA, ensuring regulatory compliance. Partners with the legal department as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Assists managers in the creation of job descriptions, and provides guidance in hiring, promotion and transfer processes and decisions. Identifies organizational development opportunities, and facilitates identification/creation of employee training programs. Ensures overall high quality service delivery of the business partner model. Lead high visibility HR process/technology improvement projects, as assigned. Other tasks as assigned by the Assistant Director or Director of Human Resources. Qualifications Education requirement: Bachelor's Degree required. Master's degree or other advanced education with emphasis in Business, Employment, Human Resources and/or Labor Relations preferred. Technical/Computer skills: Proficiency in Microsoft Office Suite including Word, Excel, PowerPoint, Outlook. Experience in HR systems and technology. Prior experience: 2 or more years of Human Resources experience, including working knowledge of HR services (employee relations, performance management, compensation, talent management and recruitment, organizational development, employment law) preferably in higher education. Strong interpersonal skills. Demonstrated proficiency in communication (written and verbal). Overall business acumen, ethical decision making and relationship management skills. Physical: Office work with extensive computer usage. Extensive sitting and standing. Ability to lift up to 5 lbs. Minimum Salary USD $53,040.00/Yr. Maximum Salary USD $66,300.00/Yr.

Salary: $65,000.00 - $70,000.00 Job Type: Full Time Permanent The Human Resources Generalist will partner with management and other members of the HR team to ensure delivery of quality human resources programs and services. This position serves as a professional team member in the delivery of full-cycle HR services. The Human Resources Generalist is responsible for completing a variety of tasks to support the daily operations of the HR department. Their duties include comparing HR laws to current policies and procedures, drafting templates for HR documents and working with other members of the department to oversee the hiring and onboarding process for company employees; coordinate benefits and leave administration; HR information management and reporting; employee relations and compliance; and performance management. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Partner with department managers on staffing plans, job descriptions and recruitment strategies to attract and hire talent to the organization. Oversee the processing of all employment paperwork to include applicable background screening and pre-employment testing. Plan and facilitate new hire orientation program and on-boarding activities to assure a smooth transition to the organization. Handle benefits administration including orientations Provide guidance and recommendations to department managers with respect to the performance management system including performance evaluations and performance improvement plans. Provide open door to employees who need recommendations to assist in improving performance or guidance with career development. Demonstrated awareness of cultural competence Conducts or acquires background checks and employee eligibility verifications. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Attends and participates in employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs other duties as assigned. EDUCATION Bachelor's degree, or high school / associates degree with six years of HR experience WORK EXPERIENCE At least six years of progressively responsible Human Resources experience LICENSURE/CERTIFICATION Current SHRM certification

HR Generalist - Payroll and Benefits Reports to: VP of HR Pay: $65,000 - $75,000 annual DOE JP McHale is looking for a detail-oriented HR Generalist to take the lead on critical, non-negotiable HR functions. This isn't just an administrative job; it's a chance to use your expertise to ensure fairness, compliance, and stability for our entire team. What You'll Own: Total Payroll Oversight: Be the master of our pay process, ensuring every employee is paid accurately and on time, every time. The Compliance Crux: You will be the expert guiding us through the complexities of Workers' Compensation, Employee Leaves (including FMLA), and Reasonable Accommodations (ADA). You'll interpret regulations, manage requests, and ensure we meet all federal and state requirements. Benefits Administration: Serve as the hands-on overseer of our employee benefits programs, ensuring seamless enrollment and administration. Trusted Advisor: Act as a key point of contact and confidant for employees, handling sensitive situations with the utmost confidentiality and discretion. You'll be instrumental in supporting the VP of HR with various strategic projects. If you thrive on precision, love diving into complex compliance challenges, and want a role where your commitment to detail directly impacts our business and our people, apply today! Essential Job Functions and Duties Payroll Process weekly payroll accurately and on time for all employees, including salary, hourly wages, commissions, bonuses, prevailing wages and special payments. Ensure compliance with all federal, state, and local tax withholding and wage and hour laws. Manage and process payroll deductions for benefits, garnishments, and 401(k) contributions. Coordinate with the Finance department for payroll reconciliation and reporting. Respond to employee inquiries regarding pay, deductions, and tax forms (W−2, etc.). Workers Compensation Administration Serve as the primary point of contact for all Workers' Compensation claims. Manage the claim process from initial incident report through claim resolution, coordinating with the insurance carrier, medical providers, and the employee. Assist in maintaining accurate OSHA recordkeeping and reporting requirements. Develop and implement safety procedures and training as a member of the safety committee to minimize workplace injuries. Administer return-to-work and light-duty programs for injured employees. Benefits Administration Manage the day-to-day administration of all employee benefits programs, including health, dental, vision, life insurance, and 401(k) plans. Manage company annual Open Enrollment. Ensure timely processing of enrollments, changes, and terminations for all plans. Serve as the SME for all employee inquiries and complex issues. Leave Administration In conjunction with our corporate LOA Administrator, manage all employee leaves of absence, including FMLA (Family and Medical Leave Act), non-FMLA medical leaves, military leave, and personal leaves, ensuring full compliance with federal and state regulations. Communicate with employees regarding their eligibility, rights, and responsibilities under applicable leave policies. Track leave usage, manage necessary documentation, ensure continuity of coverage and accurate pay during leave periods. Develop and update leave policies and procedures as needed. Accommodation Request Management Serve as the lead contact for the interactive process regarding reasonable accommodation requests under the ADA and related state laws. Collect and review necessary medical documentation to determine the nature of the employee's limitation and the need for accommodation. Engage in the interactive process with the employee and management to identify and evaluate effective, reasonable accommodations. Document all steps of the accommodation process, including the granted accommodation or the legitimate reason for denial. Ensure accommodations are implemented and maintained appropriately across the organization. General HR Duties Assist in employee relations issues and resolutions while maintaining a high level of confidentiality and trust. Participate in the performance management cycle including coaching leaders through the Performance Management process. Assist in new hire onboarding/orientation as necessary. Assist in the annual performance review cycle. Provide guidance and support to employees and managers on HR-related topics, policies, and procedures. Contribute to the implementation and maintenance of the Human Resources Information System (Workday) Assist with company engagement activity planning. Assist with special projects and other duties as assigned. Experience, Education, and Skills Required Education: Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent work experience). Experience: 2-5+ years of experience in an HR Generalist or Specialist role with proven experience in payroll, benefits, and leave administration. Proficiency with HRIS systems (Workday, ADP, etc.) and Microsoft Office Suite. Strong understanding of federal and state employment laws, particularly FLSA, FMLA, ADA, and Workers' Compensation regulations. Good problem-solving, critical thinking and decision-making skills. Exceptional organization, time management and multitasking abilities. Keen attention to detail. Exceptional interpersonal, customer service, problem-solving, as well as verbal and written communication skills. Why work for JP McHale Pest Management? We offer: HEALTH BENEFITS Medical, dental and vision coverage Company-paid life insurance Company-paid short-term disability Optional supplemental benefits Enrollment eligibility begins first of the month following date of hire FINANCIAL ASSURANCE 401(k) plan with company match Weekly pay Convenient direct paycheck deposit Team Member reward and recognition program AND MORE Eight (8) paid holidays Paid Time Off Team Member referral bonuses Opportunities to participate in community events At Anticimex, we are driven by our Purpose: To Prevent and Protect. Join us in transforming the world into a healthier, safer place through innovative and sustainable pest control solutions! **Equal Opportunity Employer** ** We are an equal opportunity (M/F/V/D) employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, marital status or any other characteristics protected by law. **

The HR Business Partner (‘HRBP”) is responsible for aligning client/organizational objectives with HR plans and services. The role is key to the effective integration of HR value-added services with the administrative and academic departments of the college. The HR Business Partner is responsible for the overall service delivery of the business partner function and focuses on the strategic impact of HR. The position serves as a consultant to management on human resource-related issues, determining alternative courses of action, assessing risk, and proposing integrated solutions to achieve desired outcomes. Responsibilities Primary point of contact for managers and employees. Consults with line management, providing HR guidance by presenting options and influencing decision-making. Establishes and manages strategic projects, often in conjunction with supervisors and HR colleagues across the organization. Support managers in the use of, and participation in, the Employee Development Program for administrative staff. Helps to analyze trends and metrics to develop solutions, programs and policies. Manages and resolves complex employee relations issues, including providing guidance to managers on performance improvement plans. Assists with conducting effective, thorough and objective investigations. Conducts exit interviews, and determines trends. Provides HR policy and collective bargaining unit guidance and interpretation. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, e. FLSA, ensuring regulatory compliance. Partners with the legal department as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Assists managers in the creation of job descriptions, and provides guidance in hiring, promotion and transfer processes and decisions. Identifies organizational development opportunities, and facilitates identification/creation of employee training programs. Ensures overall high quality service delivery of the business partner model. Lead high visibility HR process/technology improvement projects, as assigned. Other tasks as assigned by the Assistant Director or Director of Human Resources. Qualifications Education requirement: Bachelor's Degree required. Master's degree or other advanced education with emphasis in Business, Employment, Human Resources and/or Labor Relations preferred. Technical/Computer skills: Proficiency in Microsoft Office Suite including Word, Excel, PowerPoint, Outlook. Experience in HR systems and technology. Prior experience: 2 or more years of Human Resources experience, including working knowledge of HR services (employee relations, performance management, compensation, talent management and recruitment, organizational development, employment law) preferably in higher education. Strong interpersonal skills. Demonstrated proficiency in communication (written and verbal). Overall business acumen, ethical decision making and relationship management skills. Physical: Office work with extensive computer usage. Extensive sitting and standing. Ability to lift up to 5 lbs. Minimum Salary USD $53,040.00/Yr. Maximum Salary USD $66,300.00/Yr.

The Executive Director, Global Procurement - HR & Professional Services, is responsible for shaping and executing a forward-thinking global Procurement strategy that aligns with the organization's overarching business objectives and delivers measurable strategic value. This critical leadership role spans HR, Legal, Consulting, Finance & Professional Services, focusing on optimizing procurement performance across these categories to drive competitive advantage and enterprise-wide efficiency. Reporting to the Head of Indirect Procurement, the Executive Director will act as the primary representative of Global Procurement in decisions that shape the organization's HR & Professional Services procurement landscape, influencing both short- and long-term success. The role requires a visionary leader who can anticipate market trends, foster innovation, and build strategic partnerships to deliver lasting value. In addition to driving strategy, the Executive Director will lead and inspire a team of procurement professionals, cultivating a high-performance culture that emphasizes collaboration, innovation, and inclusivity. By providing mentorship and thought leadership, the individual will empower the team to exceed expectations and contribute to the organization's strategic growth and operational excellence. A typical day in this role might look like: * Collaborate with senior executive leadership within HR & Professional Services and across the organization to identify transformative opportunities and drive innovation, aligning initiatives with strategic objectives to deliver measurable value and competitive advantage * Lead the development and execution of global HR & Professional Services procurement category strategies, aligning with business and stakeholder priorities. * Translate category strategies into actionable sourcing projects that deliver measurable value. * Partner with Indirect Procurement leadership and other stakeholders to ensure strategies evolve with organizational needs and goals. * Provide expert insight on HR & Professional Services procurement categories, including HR, Legal, Consulting, Finance & Professional Service * Cultivate and sustain strategic, high-impact relationships with senior executive stakeholders and key suppliers to drive measurable results, influence critical decision-making on make-or-buy operating models, and align procurement initiatives with organizational objectives * Lead high-impact negotiations and supplier management initiatives. Foster and develop strategic partnerships with key suppliers to drive innovation, value creation, and long-term success. * Execute a best-in-class vendor management program for HR & Professional Services suppliers and ensure compliance with GxP and applicable regulations. * Drive process improvements to enhance stakeholder experience and ensure seamless HR & Professional Services service delivery. This role might be for you if: * Bachelor's degree in a relevant field of study; advanced degree preferred. * 15-20 years of progressive experience in procurement, including substantial experience in HR & Professional Services procurement categories. * Proven success in leading global categories, teams, processes, and suppliers in a multi-national organization. * Experience managing senior level professionals and leading cross-functional teams * Strong negotiation and contract management skills specific to HR & Professional Services vendors and suppliers. * Proficiency in sourcing and contracting tools, ERP systems, and eRFx platforms (e.g., Oracle, Zycus, Ariba). * Ability to leverage standard business applications for communication, presentation, and data analysis (Word, Excel, PowerPoint). Does this sound like you? Apply now to take your first step towards living the Regeneron Way! We have an inclusive culture that provides comprehensive benefits, which vary by location. In the U.S., benefits may include health and wellness programs (including medical, dental, vision, life, and disability insurance), fitness centers, 401(k) company match, family support benefits, equity awards, annual bonuses, paid time off, and paid leaves (e.g., military and parental leave) for eligible employees at all levels! For additional information about Regeneron benefits in the US, please visit ********************************************************************* For other countries' specific benefits, please speak to your recruiter. Please be advised that at Regeneron, we believe we are most successful and work best when we are together. For that reason, many of Regeneron's roles are required to be performed on-site. Please speak with your recruiter and hiring manager for more information about Regeneron's on-site policy and expectations for your role and your location. Regeneron is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion or belief (or lack thereof), sex, nationality, national or ethnic origin, civil status, age, citizenship status, membership of the Traveler community, sexual orientation, disability, genetic information, familial status, marital or registered civil partnership status, pregnancy or parental status, gender identity, gender reassignment, military or veteran status, or any other protected characteristic in accordance with applicable laws and regulations. The Company will also provide reasonable accommodation to the known disabilities or chronic illnesses of an otherwise qualified applicant for employment, unless the accommodation would impose undue hardship on the operation of the Company's business. For roles in which the hired candidate will be working in the U.S., the salary ranges provided are shown in accordance with U.S. law and apply to U.S.-based positions. For roles which will be based in Japan and/or Canada, the salary ranges are shown in accordance with the applicable local law and currency. If you are outside the U.S, Japan or Canada, please speak with your recruiter about salaries and benefits in your location. Please note that certain background checks will form part of the recruitment process. Background checks will be conducted in accordance with the law of the country where the position is based, including the type of background checks conducted. The purpose of carrying out such checks is for Regeneron to verify certain information regarding a candidate prior to the commencement of employment such as identity, right to work, educational qualifications etc. Salary Range (annually) $255,000.00 - $424,900.00

Richmond Community Services, a leading non-profit provider of support services for Westchester County's developmentally, intellectually and behaviorally challenged individuals, is seeking a Human Resources Generalist. The HR Generalist serves as a strategic partner to management and staff, ensuring that HR initiatives and operations align with organizational goals. Under the supervision of the Director of Human Resources, this position provides guidance, support, and leadership across all aspects of employee relations, labor relations, organizational development, conflict resolution, and policy administration. The ideal candidate is a proactive problem-solver with strong interpersonal skills who can balance strategic HR planning with hands-on support. This position also acts on behalf of the HR Director in his/her absence. Employee & Labor Relations Manage and resolve complex employee relations matters; conduct thorough and objective investigations. Provide coaching, counseling, and progressive discipline guidance to supervisors. Mediate performance discussions and support termination processes in collaboration with leadership. Policy, Compliance & HR Operations Research, design, implement, and interpret HR policies, procedures, and collective bargaining agreement (CBA) language. Administer the performance evaluation process to ensure fairness, consistency, and organizational alignment. Prepare separation notices, documentation, and conduct exit interviews to analyze separation trends. Generate HR reports and support data-driven decision-making. Organizational Development & Training Identify training needs and provide conflict resolution training for managers, HR staff, and employees. Support the development and rollout of employee engagement and recognition initiatives. Assist in change management, workforce planning, restructures, and succession planning. Partner with leadership to strengthen morale, productivity, and workplace culture. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 3-5 years of HR generalist or HRBP experience, preferably in a unionized or healthcare setting. Strong understanding of employment law, labor relations, conflict resolution, and HR best practices. Exceptional communication, mediation, and analytical skills. Ability to maintain confidentiality, exercise good judgment, and manage sensitive situations. SHRM-CP, SHRM-SCP, PHR, certification preferred Why Join Us? Meaningful work supporting individuals with disabilities Supportive leadership and collaborative HR team Opportunities for growth, training, and professional development Comprehensive benefits package (medical, dental, retirement plan, PTO, etc.) Qualifications & Minimum Requirements: Master's degree in HR, organization development, business administration, or related field preferred, Bachelor's degree required. A minimum of three years of relevant business experience is required. Experience working with a Union preferred. Reliable transportation to travel between Agency sites is required. #RCS123

A great career opportunity Ahold Delhaize USA, a division of Netherlands-based Ahold Delhaize, is the parent company for Ahold Delhaize's U.S. companies, including its local brands, Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop, and the U.S. services companies, Retail Business Services, Peapod Digital Labs and ADUSA Supply Chain. When considered together, the local brands of Ahold Delhaize USA comprise the largest grocery retail group on the East Coast and the fourth largest grocery retail group in the nation, operating more than 2,000 stores and distribution centers across more than 20 states and serving millions of customers each week through a uniquely local omnichannel experience. The Ahold Delhaize USA company team includes just over 100 associates across all East Coast office locations. Primary Purpose: Provide administrative support to a retail location, including processing weekly payroll, maintaining personnel, training, and attendance records and supporting all staffing efforts. Roles and Responsibilities: * Manage all administrative functions related to payroll (time and attendance, processing payroll, matching payroll to MPA plan, etc.). * Manage all required paperwork associated with Workers Compensation and Disability claims File Accident Investigations and supporting documentation in OSHA binder. * Act as the in-store expert for the SuccessFactors HR and Learning systems and the payroll system, helping associates with self-service functions and leveraging the systems for all administrative functions. * Direct associates with questions/concerns to the appropriate contact - self-service ticketing, their department manager, Assistant Store Manager, Store Manager. * Track associate attendance, including logging absences, identifying protected time, and review regularly with store leadership. * Perform initial screening with job applicants, schedule final interviews with appropriate manager. * Provide training reports to Department Managers and Store Leadership. * Ensure Criminal Background Check paperwork is completed for all required roles. * Conduct all new hire orientations. * Set up new associates in payroll and HR systems. * Set up associates who require mainframe access. * Support associate participation with Associate Experience Survey. * Support store level benefits enrollment. * Maintain accurate personnel and training files. * Order associate uniforms, name tags and associate recognition material. * Maintain all HR bulletin boards with current information, including compliance boards, legally mandated posters and materials. * Positively influence the Associate Experience and is a true brand ambassador. * Maintain confidentiality and security of associate and store information. * Complete Sunday payroll functions. Qualifications: * Strong organizational and time management skills. * Excellent verbal and written communication as well as interpersonal skills. * Ability to handle sensitive information with confidentiality. * Ability to master both the SuccessFactors HR and learning systems and the payroll system. * Strong attention to detail and follow-through skills. * Ability to think critically and logically. * High level understanding of standard practice and ethical behavior in record keeping. * Familiarity with Office applications including but not limited to Word and Excel. Physical Requirements: * Ability to use computer and other communication systems required for performing functions. * Ability to move freely about a retail store, with occasional bending and lifting as a contributor to various operational functions. Position's salary range is $18.95-$27.25 9/30/2025 At Ahold Delhaize USA, we embrace and celebrate diversity. Our employees and prospective employees are treated with fairness, respect and dignity. We provide an equal opportunity workplace committed to hiring, training, compensating, and promoting persons based on their talents and abilities and without regard to race, religion, color, national origin, gender, sexual orientation, age, family status, veteran status, disability status, or any other applicable characteristics protected by law.

at Nuvance Health The Director, Human Resources is responsible for delivering exceptional HR services across large and complex organizational unit(s) in alignment with organizational objectives. Serves as an extended leadership team member to executive leadership, actively engages in the facilitation of solutions to business challenges, and influences positive change. Increases organizational effectiveness and delivers solutions that retain and develop talent. Ensures organizational leadership, management, and employees have the support and guidance they need in order to be successful. Manages a team of HR Business Partners and HR Coordinators in providing HR support across the generalist skillset. Leads Talent Acquisition team for assigned client groups responsible for sourcing, attracting, interviewing, hiring and onboarding employees. Partners with client leaders to ensure business continuity, drive employee engagement, and deliver exceptional patient care. This leader serves as a role model for the Health System mission and values. Responsibilities: 1.Assesses, evaluates, and identifies areas for leadership development/improvement to optimize the current and future operational performance of the organization, including influencing positive outcomes. Coaches executive leaders to encourage ongoing expansion of leadership capabilities, senior level collaboration, change leadership, and high level competency of critical healthcare leader attributes. 2.Leverages annual processes to identify opportunities to improve organizational structures, address competency and performance gaps, support the development of top talent, and plan for the future. Partners with executive leadership to maximize the completion of annual and ongoing performance management, compensation planning, and succession planning. 3.Understands the unit and organizations business strategies and challenges, and applies human resources strategies and programs to facilitate achievement of the unit s business goals. 4.Provides thought leadership through best in class strategic human resources planning in alignment with employer of choice initiatives. Develops and delivers against comprehensive people plans, which translate the strategic and tactical business plans into HR operational plans. 5.Champions delivery of best in class retention tools and programs in partnership with management. 6.Actively participates in the sourcing of leadership roles and the selection of exceptional talent. 7.Serves as a key member of business due diligence and integration teams, advising and influencing on human resources decisions related to business development initiatives including acquisitions, divestitures, joint ventures, and outsourcing. 8.Oversees a highly effective, fair, and consistent employee relations program. Partners with Employee Relations resources to ensure that issues are addressed in a timely manner through a comprehensive, thorough, and objective investigation and resolution process. 9.Manages relationships with union representatives to ensure proactive resolution of issues. Ensures that labor contract provisions are applied accurately and consistently. Serves as a key organizational representative at Labor Management meetings. 10.Collaborates with HR Centers of Excellence to develop and deliver programs responsive to the needs of the unit, including training, development, competitive pay, and creative staffing. 11.Provides day to day direction and coaching to a team of HR Business Partners and HR Coordinators to ensure an exceptional level of service to employees, managers, and leaders. Actively develops team members to increase competency, demonstrate a high level of performance, and meet personal growth objectives. 12.Manages a team of locally deployed sourcing and recruiting professionals, ensuring acquisition of high-quality talent, proactive development of deep talent pipelines, and optimized talent acquisition processes that allow for rapid hiring and onboarding. 13.Fosters collaboration among the sourcing and recruiting team across Nuvance Health to drive best practice sharing, collaboration, program development, and discipline-specific creative problem solving. 14.Analyzes and works with data to understand positive and negative drivers of business issues, employee engagement, retention, and diversity. Proactively develops plans to address current and future challenges in response to data analysis. 15.Monitors and reviews Service Level Agreements (SLAs) and Key Performance Indicators (KPIs), ensuring transparency and accountability for attainment of targeted metrics and delivery of exceptional customer services. Proactively identifies root causes for any service gaps and facilitates the resolution of systemic or process related issues. 16.Fosters open and transparent organizational communication, ensuring that key business and human resources information is widely shared in a format and method focused on the needs of the employee. 17.Leads system-wide projects and/or processes that directly impact the ability to deliver exceptional service at all levels of the organization. 18. Fulfills all compliance responsibilities related to the position. 19.Other duties as assigned Other Information: Bachelors degree in human resources, business, organizational development, industrial/organizational psychology or other related discipline preferred. Minimum 10 years of experience in Human Resources Management roles. At least 3 years managing teams preferred. A strong team player who supports their team and embraces ownership, accountability, and responsibility for the teams work. Healthcare industry experience preferred. SPHR or SHRM-CP certification preferred Working Conditions: Manual: Little or no manual skills/motor coord & finger dexterity Occupational: Little or no potential for occupational risk Physical Effort: Sedentary/light effort. May exert up to 10 lbs. force Physical Environment: Generally pleasant working conditions Company: Nuvance Health Org Unit: 1786 Department: Human Resources Exempt: Yes Salary Range: $59.84 - $111.12 Hourly

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

As a key member of our HR Technology team, you will help to shape and support a world class digital employee experience for our people. In this role, you'll act as a core part of the HR Technology team working across a wide variety of functional HR domains and partner with our Technology team to help design, deliver and support world-class technology enabled HR processes Our team partners closely with HR Centers of Excellence (COE), HR Business Partners and our HR Operations team, to understand their challenges and strategic priorities. We combine innovative HR process and operational support experience, with a strong appreciation of HR technology capabilities, to help these partners define their vision and business requirements. In collaboration with our IT partners, we provide the introduction, optimization, and business support of our key enabling technologies. This role will require 4 days per week onsite at one of our Corporate locations in Sleepy Hollow, NY, Rensselaer NY, or Warren, NJ. This is not available for fully remote / hybrid work. As a Sr. Manager, HR Technology a typical day may include: * Partner closely with our HR COE and HRBP leadership to understand their challenges, business priorities, and associated prioritization. Provide strategic guidance and ensure alignment with organizational goals. * Armed with this knowledge, oversee the development of clear and concise business and functional design requirements. Lead the creation of a prioritized backlog and ensure smooth transition to IT Product Managers for solution design and delivery. Provide oversight for, as well as conduct user acceptance testing and ensure alignment with business needs. Partner with COE resources to ensure change/comms/training materials are updated in line with process changes. * Drive successful business outcomes by applying advanced business analyst capabilities (strategic thinking, agile working, process design expertise, data analysis, critical thinking, problem solving, stakeholder communication, etc.) throughout project lifecycles. Identify and implement innovative tools to support workforce needs or extend the use of existing tools into new locations or functional areas. * Oversee and provide end-user support for Workday (Core HCM & Security) and ensure processes support the resolution of queries in a customer-centric manner. Provide strategic insights from ticket management trends to inform training/communication strategies and continuous improvement demands. * Manage the escalation process to Technology partners for any technical issues/incidents. Provide governance and ensure escalations are resolved in a timely and effective manner. * Establish and maintain strong relationships with stakeholders (globally and locally). Develop an intimate understanding of their key strategic and operational demands, translating these into actionable plans and requirements. Oversee the end-to-end journey of these demands and projects from idea to operational delivery to ensure key stakeholders are kept informed of progress. * Partner with IT Product Managers, to ensure business and functional requirements are documented and understood. Ensure prioritized demands are delivered within agreed timelines and to a level of quality expected by the business. * Stay abreast of the latest industry trends and thought leadership, to ensure that we are keeping an eye on the future and art of the possible with regards to all roadmap planning and delivery. This role may be for you if you have: * Proven ability to manage multiple projects delivered on time with high customer and team satisfaction. * Strong data analytics skills to distill complex details into actionable insights and recommendations. * Comfortable working with ambiguity, supporting diverse leaders with diverse needs, and driving alignment in a unified direction. * Effective communicator with credibility and empathy, engaging with stakeholders and driving collaboration. * Intellectual curiosity to optimize business requirements and identify innovative solutions to complex problems. To be considered for this role you are required to posses a Bachelor's or Master's degree in a related field with 8+ years of experience in HR, focusing on WorkDay Core HR and Security processes/technology in a global environment. Extensive hands-on experience with Workday HCM and Security, translating business demands into high-quality requirements. Does this sound like you? Apply now to take your first step towards living the Regeneron Way! We have an inclusive culture that provides comprehensive benefits, which vary by location. In the U.S., benefits may include health and wellness programs (including medical, dental, vision, life, and disability insurance), fitness centers, 401(k) company match, family support benefits, equity awards, annual bonuses, paid time off, and paid leaves (e.g., military and parental leave) for eligible employees at all levels! For additional information about Regeneron benefits in the US, please visit ********************************************************************* For other countries' specific benefits, please speak to your recruiter. Please be advised that at Regeneron, we believe we are most successful and work best when we are together. For that reason, many of Regeneron's roles are required to be performed on-site. Please speak with your recruiter and hiring manager for more information about Regeneron's on-site policy and expectations for your role and your location. Regeneron is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion or belief (or lack thereof), sex, nationality, national or ethnic origin, civil status, age, citizenship status, membership of the Traveler community, sexual orientation, disability, genetic information, familial status, marital or registered civil partnership status, pregnancy or parental status, gender identity, gender reassignment, military or veteran status, or any other protected characteristic in accordance with applicable laws and regulations. The Company will also provide reasonable accommodation to the known disabilities or chronic illnesses of an otherwise qualified applicant for employment, unless the accommodation would impose undue hardship on the operation of the Company's business. For roles in which the hired candidate will be working in the U.S., the salary ranges provided are shown in accordance with U.S. law and apply to U.S.-based positions. For roles which will be based in Japan and/or Canada, the salary ranges are shown in accordance with the applicable local law and currency. If you are outside the U.S, Japan or Canada, please speak with your recruiter about salaries and benefits in your location. Please note that certain background checks will form part of the recruitment process. Background checks will be conducted in accordance with the law of the country where the position is based, including the type of background checks conducted. The purpose of carrying out such checks is for Regeneron to verify certain information regarding a candidate prior to the commencement of employment such as identity, right to work, educational qualifications etc. Salary Range (annually) $132,400.00 - $216,000.00