Director of human resources jobs in Upper Darby, PA

About us Rural King Farm and Home Store strives to create a positive and rewarding workplace for our associates. We offer opportunities for growth, competitive benefits, a people first environment, and an opportunity to work alongside dedicated associates who share a passion for providing an exceptional experience and service to our rural communities. Whether you are starting an entry-level position or joining with professional experience, Rural King encourages professional growth and provides the necessary resource to help you succeed and grow with us. When you join the Rural King team, you become a contributing member in supporting the needs of and making a difference in the lives of those within the people and communities we serve. How we reward you 401(k) plan that provides a 100% match on the first 3% of your contributions and 50% of the next 2% * Healthcare plans to support your needs * Virtual doctor visits * Access to Centers of Excellence with Barnes Jewish Hospital and Mayo Clinic's Complex Care Program * 15% Associate Discount * Dave Ramsey's SmartDollar Program (no cost to you!) * Associate Assistance Program * RK Cares Associate Hardship Program * 24/7 Chaplaincy Services What You'll do The Purpose of the Human Resources Lead is to assist with various human resources functions and to provide support to both management and associates at their location. This role plays a vital part in ensuring a positive and productive work environment while upholding company policies and legal compliance. The HR Lead will be responsible for overseeing employment-related activities at the location level, which include but are not limited to staffing, timekeeping, record keeping of performance coaching, benefits administration, and training coordination. Promote positive associate relations through effective communication and fostering a supportive work culture. Play a vital role in shaping the perception of our company and our values. Communicate with professionalism, empathy, and enthusiasm to deliver a positive experience to all. Review applications to assess candidate qualifications and suitability for open positions. Conduct initial phone screenings to evaluate candidate skills, experience, and cultural fit. Coordinate and schedule interviews between candidates and store management, ensuring a smooth and positive candidate experience. Coordinate and facilitate new hire onboarding to provide a smooth and positive new hire experience. Plan and take part in community events to enhance hiring efforts and promote employment opportunities. Coordinate and conduct new associate orientations, ensuring a smooth onboarding experience. Prepare and maintain accurate and up-to-date associate records in the Human Capital Management system, including personal information, attendance, leave management, and all other relevant documentation. Assist with benefits administration and enrollment processes. Coordinate and conduct training sessions on assorted topics, including workplace policies, positions specific training, and associate development. Support performance management processes, aiding with goal setting, performance evaluations, and associate development plans. Serve as a point of contact for associates, addressing inquiries promptly and providing guidance. Assist your HR Business Partner to resolve associate conflicts and disciplinary issues, adhering to company policies and legal requirements. Partner with the Store Support Center Human Resources and the Store Manager with policy, procedure, and initiatives. Maintain associate communication by removing outdated communications and posting current information on RK programs, benefits, schedules, location performance, wellness, safety compliance, and other pertinent information. Oversee the location's safety program including maintaining the accident/incident files, communicating daily safety topics, completing the safety audits, and completing accident reviews. Maintain a strong code of ethics and high degree of confidentiality of information about all company, associate, community, legal, and all other matters. Regularly communicate, both written and verbally, with partners from Store Support Center in a professional manner. Use general office equipment such as telephone, copy machine, fax machine, and computer. May be required to work evenings and weekends. Oversee monthly cash reporting as needed. Maintain office and breakroom supplies. Maintain breakroom and training space standards. Participate in cross-training for flexibility in various departments and responsibilities. Provide friendly, proactive, and professional internal and external support to others, assisting with inquiries, concerns, and issues promptly and effectively. Demonstrate behaviors that exemplify Rural King's Values: People First, Integrity, Attitude, Initiative, Teamwork, Accountability, and Continuous Improvement. Perform other duties as assigned. Supervisory Responsibilities None Essential Qualities for Success At least 2 years of human resources experience or equivalent combination of experience and education. Proficiency with Microsoft Office Suite or related software. Working knowledge of Microsoft Office Suite. Excellent verbal and written communication skills to convey ideas, instructions, and information clearly and concisely. Excellent customer service skills. Demonstrated ability to prioritize tasks, meet deadlines, and maintain a high level of attention to detail. Proven track record of consistently producing error-free work and meeting quality standards. Strong interpersonal skills to build rapport, foster relationships, and collaborate effectively. Proficiency in adapting communication style and tone to effectively interact with individuals from diverse backgrounds and at different levels within the organization. Demonstrate a high level of adaptability in response to changing priorities, unexpected challenges, and evolving business needs. Comfortable navigating computer systems and software to assist customers or manage activities. Possession of a growth mindset, characterized by a belief in the ability to develop talents and intelligence through hard work, dedication, and continuous learning. Physical Requirements Ability to maintain a seated or standing position for extended durations. Ability to lift, push, and/or pull a minimum of 30 pounds repetitively and 31-50 pounds intermittently. Able to navigate and access all facilities. Skill to effectively communicate verbally with others, both in-person and via electronic devices. Close vision for computer-related activities. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin or ancestry, sex, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, marital status, or any other characteristic protected by law. We use E-Verify to confirm the employment eligibility of all newly hired associates. To learn more about E-Verify, including your rights and responsibilities, please visit *********************

The Human Resources Generalist supports the full employee lifecycle with a focus on recruiting, employee relations, payroll coordination, and safety compliance for designated business units within the construction industry. This role ensures compliance with federal, state, and local employment regulations - including OSHA and prevailing wage requirements - while helping to cultivate a positive and productive workplace culture. Essential Functions HR Operations & Recordkeeping Maintain accurate and up-to-date HR files, employee documentation and records in accordance with company policy and retention requirements. Performs periodic audits of HR files and records to ensure that all required documents are collected and filed appropriately. Support benefit enrollment and maintenance, and respond to employee questions regarding health, retirement, and leave programs. Assists with planning and execution of special events including organization-wide meetings, holiday parties, and retirement celebrations. Talent Acquisition & Onboarding Lead recruitment for open positions, including sourcing, screening, interviewing and coordinating offers with business leadership. Build and maintain a talent pipeline for skilled trades through relationships with local trade schools. Coordinate pre-employment screening and maintain new hire compliance requirements. Manage the onboarding process, ensuring new hires complete required documentation, safety training, and jobsite orientation. Employee Relations & Engagement Serve as the first point of contact for employees regarding workplace concerns, policy questions, and conflict resolution. Support supervisors and managers with coaching conversations, corrective actions, and performance management. Promote positive employee relations and assist with recognition programs, retention initiatives, and culture-building activities. Workplace Compliance & Safety Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance. Partner with operational leaders to support OSHA compliance, workers compensation claims management, and incident reporting. Maintain accurate OSHA logs and coordinate required annual postings. Ensure all new hires complete safety orientations and refresher training as needed. Track and maintain required certifications (e.g., CPR/First Aid, equipment operation) Payroll Administration Process weekly payroll data, ensuring accuracy for all employee pay groups. Administer prevailing wage reporting for public works project, ensuring correct fringe benefit and wage rates and maintain compliance with state prevailing wage laws. Support certified payroll submissions and maintain documentation for audits. Required Education & Experience Bachelor's degree in HR, Business Administration, or a related field. At least five years' Human Resource experience, preferably in the construction or skilled trades industry. Experience with recruiting skilled trades, prevailing wage payroll, and OSHA safety compliance strongly preferred. PHR or SHRM-CP certification a plus Additional Eligibility Requirements Excellent verbal and written communication skills, strong note taking skills. Excellent organizational skills, accuracy and attention to detail, ability to prioritize effectively. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to act with integrity, professionalism, and confidentiality. Proven track record of reliability and confidentiality. Ability to multitask, adapt and work efficiently in a rapidly changing dynamic environment with deadline pressures. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite, specifically Excel, Word, and PowerPoint Work Environment & Physical Demands: While performing the duties of this job, the employee may be regularly required to stand, sit, talk, hear, reach, stoop, kneel, and use hands and fingers to operate a computer, telephone, and keyboard. Specific vision abilities required by the job include close vision requirements due to computer work. Light to moderate lifting may be required. Ability to sit at a computer for an extended period of time.

ABOUT THE ROLE Reporting to the global SVP Human Resources, we are seeking an experienced and strategic Director of Human Resources to lead our People Team across North America. This role requires strong operational HR expertise to oversee HR service delivery, process implementation, and alignment with business objectives across a dynamic, multi-state, and international environment (U.S., Puerto Rico, and Canada). SCHEDULE: Monday-Friday, 8:00 AM - 5:00 PM | Hybrid schedule: On-site at our Radnor, PA corporate office on Tuesdays and Wednesdays, and remote on Mondays, Thursdays, and Fridays COMPENSATION: $150K - $175K + annual bonus Key Responsibilities Lead and manage the North American HR function in the region. Supervise and mentor the HR Business Partner and HR Specialist, fostering a high-performance and service-oriented team. Partner with North American leadership to develop and execute people strategies that enable business success. Develop and execute the employee relations strategy aligned with company values and culture. Oversee complex cases, including investigations, conflict resolution, disciplinary actions, and separations, ensuring fairness, consistency, and legal compliance. Partner with outside legal counsel on employment law, compliance, and broader HR risk matters to ensure consistent, legally sound people practices across North America. Design and implement scalable HR processes and systems to support a geographically dispersed workforce. Ensure compliance with federal, state, provincial, and local employment laws and regulations across the U.S., Puerto Rico, and Canada. Collaborate closely with global HR teams in the UK and EU to ensure alignment, consistency, and knowledge sharing across regions. Support and participate in design and implementation of global HR process and policy with the RS Group COE leaders and teams. Partner with the shared North America Total Rewards team based in Texas to support compensation, benefits, and recognition programs. Drive initiatives in employee engagement, performance management, workforce planning, talent development, and diversity, equity, and inclusion (DEI). Manage vendor relationships related to HR services (e.g., payroll, benefits, HRIS). Lead change management efforts related to organizational development and process improvements. Serve as a strategic business partner and trusted advisor to leadership on all people-related matters. Qualifications Bachelor's degree in human resources, Business Administration, or related field; Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred. 8+ years of progressive HR experience, with at least 3 years in a leadership role. Experience managing HR in a multi-state and international context (U.S., Puerto Rico, Canada). Strong knowledge of employment laws and HR best practices across North America. Strong operational, hands-on experience across the full HR lifecycle. Proven track record of managing a disciplined, process-driven HR function with clear SOPs, metrics, and accountability. Proven ability to lead teams, implement HR systems, and drive strategic initiatives. Excellent communication, interpersonal, and organizational skills. Experience in a BPO, supply chain, or service-oriented industry is a plus. What We Offer Competitive compensation and benefits Flexible work arrangements A collaborative and mission-driven culture Opportunities for professional growth and impact #LI-IS

State of Location: Pennsylvania As the Vice President of Human Resources, everything you do must be in direct alignment with Ivy Rehab Network's core commitment to transforming lives and communities. We strive for excellence so that our patients can thrive and live life to the fullest. This role is crucial in ensuring that our people-our greatest asset-are supported by a culture of clinical excellence, professional development, community, and fun. Join Ivy Rehab's dedicated team where you're not just an employee, but a valued teammate! Together, we provide world-class care in physical therapy, occupational therapy, speech therapy, and applied behavior analysis (ABA) services. Our culture promotes authenticity, inclusion, growth, community, and a passion for exceptional care for every patient. Job Description: The Vice President of Human Resources (VP of HR) is a strategic leadership role responsible for elevating the employee experience and organizational effectiveness across the entire Ivy Rehab Network. This leader will provide strategic direction, vision, and oversight for two critical functions: the Human Resources Business Partner (HRBP) team and the Training & Learning (L&D) department. This role will expand over time, leading multiple functions. The VP of HR will act as a champion for the Ivy culture, ensuring that our HR strategies enable rapid growth, maintain clinical quality, and reinforce our commitment to developing and retaining the best talent in the physical, occupational, speech, and ABA therapy fields. Key Responsibilities I. Strategic HR Business Partner Leadership A. Organizational Strategy & Effectiveness: Serve as a key people leader, collaborating with Executives, Divisional Presidents and operational leaders to develop and implement workforce strategies that drive business outcomes, expansion, and clinical excellence. B. Talent Management: Oversee and guide the HRBP team in executing comprehensive talent management strategies, including workforce planning, performance management cycles, career pathing, succession planning, and proactive organizational design. C. Employee Relations & Culture: Lead the HRBP function in resolving complex employee relations issues, conducting internal investigations, and coaching managers to build high-performing, inclusive, and values-driven teams. Ensure HR programs foster a community of support, inclusivity, and fun, consistent with Ivy's values. D. HR Metrics & Analytics: Partner with the HRIS and Analytics teams to monitor, analyze, and report on key HR metrics (e.g., turnover, engagement, time-to-fill) to identify trends, inform strategic decision-making, and measure the effectiveness of HR programs. E. Immigration Strategy and Compliance Management: Serve as the executive HR lead responsible for developing, managing, and executing the organization's corporate immigration strategy. This includes overseeing: Program Management: Strategic oversight of all employment-based immigration processes (e.g., H-1B, TN, Green Card sponsorships) for clinical and corporate roles, ensuring compliance with U.S. Citizenship and Immigration Services (USCIS) regulations Vendor Management: Selection and management of outside legal counsel and vendors specializing in immigration to ensure efficient and legally compliant case processing. Policy Development: Creating and maintaining internal policies and guidelines related to sponsoring foreign national employees, ensuring equity and alignment with our talent strategy and Ivy's growth objectives. II. Training and Learning & Development Oversight A. Strategic Succession Planning: Design, implement, and continuously refine a comprehensive, succession plan with proactive management of identified successor development plans. Ensure focus on Ivy's core leadership competencies, succession readiness, change management, and the ability to lead high-performing teams while upholding the company's culture and values. B. Vision & Strategy for L&D: Define the strategic vision for all enterprise-wide learning and development programs, ensuring they align with Ivy's standards for clinical excellence and professional growth. C. Clinical and Professional Training: Oversee the development and delivery of robust professional and continuing education programs (including residency support and mentorship) that support the clinical teams and ensure high-quality patient care. D. New Hire Experience: Drive the strategy for a best-in-class onboarding and integration experience across all roles to ensure new team members are immediately aligned with Ivy's Mission and Code of Conduct. III. Leadership and Compliance A. Team Leadership: Lead, mentor, and develop the HRBP and L&D teams, fostering a culture of high performance, accountability, and continuous improvement within the HR function. B. Policy and Compliance: Ensure all HR policies, programs, and practices comply with federal, state, and local regulations. Serve as a subject matter expert on HR best practices and provide guidance on complex legal and regulatory matters. C. Budget Management: Manage the operational budgets for the HRBP and L&D functions, ensuring effective allocation of resources to meet strategic objectives. V. Culture and Engagement Stewardship A. Cultivate Organizational Culture and Engagement: Lead the strategy, deployment, and management of the enterprise-wide Employee Engagement Survey program. This includes: Survey Leadership: Selecting and managing the appropriate survey methodology and technology to ensure high participation and actionable data. Data Analysis & Insight: Directing the analysis of survey results, identifying key drivers of engagement, pinpointing areas of cultural strength, and highlighting opportunities for improvement (e.g., in communication, professional development, or manager effectiveness). Action Planning: Developing and overseeing the strategic, organization-wide action planning process, partnering closely with the HRBP team and operational leaders to ensure meaningful, measurable follow-up that directly addresses employee feedback and reinforces Ivy's Mission and Values. Measure the impact of these actions on subsequent engagement scores and organizational performance. Qualifications Required Education & Experience: Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or a related field. A minimum of 10 years of progressive experience in Human Resources, with at least 5 years in a leadership role overseeing multiple HR functions (such as HR Business Partners, Training, HRIS, Total Rewards or Talent Management). Demonstrated experience in a high-growth, multi-site, or geographically dispersed organization (healthcare, retail, or similar service industry preferred). Proven success in building and scaling a robust organizational training/L&D function. Preferred Qualifications: Master's degree (MBA, MA in HR, or similar). Relevant professional certification (e.g., SPHR, SHRM-SCP, CPTM). Experience in the outpatient rehabilitation or healthcare services industry. Prior experience leading a total rewards function. Required Skills & Competencies: Exceptional strategic thinking and business acumen, with the ability to translate organizational goals into effective people strategies. Strong leadership presence and the ability to influence and partner with executives and senior operational leaders. Expert knowledge of US labor laws and HR best practices. Outstanding communication, presentation, and interpersonal skills. A passion for talent development, with a track record of driving learning initiatives that yield measurable improvements in performance and engagement. Why Choose Ivy? Best Employer: A prestigious honor to be recognized by Modern Healthcare, signifying excellence in our industry and providing an outstanding workplace culture. Exceeding Expectations: Deliver best-in-class care and witness exceptional patient outcomes. Incentives Galore: Eligibility for full benefits package beginning within your first month of employment. Generous PTO (Paid Time Off) plans and paid holidays. Empowering Values: Live by values that prioritize teamwork, growth, and serving others. #LI-Remote #LI-ST1 We are an equal opportunity employer, committed to diversity and inclusion in all aspects of the recruiting and employment process. Actual salaries depend on a variety of factors, including experience, specialty, education, and organizational need. Any listed salary range or contractual rate does not include bonuses/incentive, differential pay, or other forms of compensation or benefits. ivyrehab.com

Join Us at XpanseHR: Where Your Passion Meets Purpose About Us At XpanseHR, we're more than just an HR firm. We're a team of dedicated professionals committed to transforming how companies manage their most valuable asset: their people. Guided by our core values of wisdom, integrity, compassion, and faith, we operate in a dynamic environment where every team member's expertise and impact truly matter. If you're eager to make a meaningful difference in a supportive and flexible setting, we'd love to meet you. The Role: Part-Time HR Consultant Are you an experienced HR professional seeking a role that combines flexibility with purpose? As a Part-Time HR Consultant at XpanseHR, you will provide outsourced and project-based HR services, manage client HR functions, lead client engagements, and contribute to larger, complex HR initiatives. This role offers the opportunity to apply your expertise in a vibrant, collaborative environment that supports both personal and professional growth. Key Responsibilities Deliver comprehensive HR services to clients, ensuring precision and efficiency in managing HR functions. Lead client engagements and contribute to larger, complex projects. Build and maintain strong client relationships, addressing their HR needs with urgency and detail. Proactively identify and resolve issues with innovative and practical solutions. Handle multiple priorities and projects concurrently, showcasing exceptional organization skills and high productivity. Hourly Requirements: Average of 20 hours per week, with flexibility up to 25 hours. Weekly hours may vary based on client needs and project workload. Salary: $55 - $75 per hour, based on experience Location: This is a hybrid position primarily conducted remotely, with occasional onsite client visits in the Delaware Valley and Philadelphia region, plus possible travel to neighboring states . Who You Are An accomplished HR practitioner with 5+ years of experience across all HR functional areas. Skilled in supporting diverse industries or multi-site organizations. Comfortable adapting to a range of projects and engagements, thriving in a dynamic, client-focused environment. A strong communicator who values collaboration, respect, and professionalism Passionate about making a positive impact and achieving excellence in a dynamic environment. A bachelor's degree is required, and HR professional certification is preferred. Prior experience in a professional service firm is a plus. Why You'll Love This Role Collaborative Environment: Join a passionate, mission-driven HR team focused on tackling complex challenges and driving meaningful impact for organizations. Personal and Professional Growth: Engage with diverse projects and industries that expand your expertise. Balanced Flexibility: Enjoy the freedom to set a schedule that works for you within standard business hours (Mon-Fri, 9-5), while maintaining consistency week-to-week for client needs. Ready to Be Part of Something Great? Apply Now If you meet these qualifications and are excited about enhancing organizational success through exceptional HR and people management, we encourage you to apply.

Job Details PHILADELPHIA, PADescription Our company has been providing local restaurants with the finest ingredients available since 1915. Located in Philadelphia, we are a family-owned food wholesale distribution company. In the past several years we have experienced tremendous growth, and we are currently looking to add to our team. We recognize that a quality team is vital to support our quality products and services. With this in mind, we are continually striving to find the most qualified and committed candidates to join our team--those with a talent and passion for what they do! Position Summary: The Director of Human Resources will be strategic and lead recruiting, employee engagement, and benefits administration while ensuring compliance and HR operations run smoothly. This is an on-site, player-coach role, meaning the HR Director will be actively involved in day-to-day HR functions while also driving strategic initiatives. The ideal candidate is a culture builder, problem solver, and change agent who can lead talent acquisition, enhance benefits programs, and foster a high-performance workplace. This position offers long-term career growth, with a pathway upwards. Responsibilities: Strategic HR Leadership & Culture Development Act as a change agent, driving a positive workplace culture and strengthening employee engagement. Develop leadership programs and succession planning to promote internal mobility and long-term retention. Partner with senior leadership to align HR strategies with company growth plans. Talent Acquisition & Workforce Planning Oversee full cycle recruiting for key roles across Warehouse, Operations, IT, and Sales. Collaborate on a proactive hiring strategy to anticipate workforce needs and reduce turnover. Hire and support the external 1099 process, including offshore and onshore staff, consultants, and contractors. Employee Relations & Performance Serve as the on-site leader for employee relations, handling conflict resolution, coaching, and engagement programs. Implement a structured 30-60-90-day onboarding process to increase retention and employee satisfaction. Oversee performance evaluations and career development programs to create growth opportunities for employees. Conduct employee engagement surveys and develop action plans to continuously improve company culture. Lead conflict resolution strategies and crisis management processes to ensure fair and effective solutions for workplace challenges. Insurance & Benefits Administration Manage and enhance Julius Silvert's benefits package, ensuring employees have access to top-tier healthcare, dental, and vision coverage. Administer Independence Blue Cross (IBX) health insurance, providing employees with comprehensive medical coverage, including preventive care, hospital services, and specialist visits. Oversee United Concordia Dental plans, covering routine checkups, major procedures, and orthodontics. Support vision benefits through IBX, ensuring access to affordable eye exams, prescription glasses, and contact lenses. Lead open enrollment, benefits education, and compliance with ACA regulations. Oversee workers' compensation claims, disability benefits, and FMLA administration. HR Operations & Process Optimization Utilize Paycom for HRIS management, payroll processing oversight, and compliance tracking. Maintain light oversight of payroll processing, ensuring accuracy and compliance, while leveraging Paycom's automation capabilities. Lead HR compliance efforts, ensuring adherence to OSHA, EEOC, FMLA, and HACCP regulations. Streamline HR workflows, reporting, and automation to enhance efficiency and data-driven decision-making. Implement HR analytics and metrics tracking to improve hiring, retention, and employee satisfaction through data-driven decision-making. Training & Workforce Development Design and implement employee training programs to enhance skills, knowledge, and career growth opportunities. Oversee the development of leadership and professional training initiatives to ensure continuous workforce development. Collaborate with department heads to identify training needs and execute programs that align with business goals. #IND123 Qualifications Qualifications: Education & Experience: Bachelor's degree in human resources, business administration, or related field. Minimum of 7 years of HR leadership experience with a focus on recruiting, benefits, and culture development. Solid job history of 5+ years at previous employers (outside of COVID-related gaps). Prior experience in food distribution, logistics, warehousing, or manufacturing industries preferred. Strong knowledge of HR laws, compliance, and employee relations best practices. Skills & Competencies: Conversational Spanish highly preferred. Proven experience leading recruiting efforts for hourly and salaried roles in high-demand industries. Strong culture-building and employee engagement skills-must be an HR change agent. Ability to coach employees and managers, fostering a high-performance work environment. Experience with HR technology, ATS systems, and benefits platforms (Paycom experience preferred). Excellent communication, negotiation, and conflict resolution skills. Understanding of international labor laws and compliance for managing offshore staff and consultants.

Director of Human Resources Bebashi - Transition to Hope (Non-Profit) Philadelphia, PA (Full Time, Permanent Opportunity) Bebashi - Transition to Hope is a well-established nonprofit organization seeking a hands-on, results oriented Director of Human Resources to join our Philadelphia, PA team. This strategic leader will oversee a “one-stop shop” HR function, managing all aspects of human resources including recruitment, employee relations, compliance, benefits, and performance management. If you're ready to make a meaningful impact while building a strong HR foundation, we'd love to hear from you! MAJOR DUTIES AND RESPONSIBILITIES: • Serve as the organization's strategic and operational leader for all HR functions, acting as a one-stop shop for a 40-45 employee nonprofit. • Partner with the President & CEO and senior leadership to align HR strategies with organizational goals. • Develop, implement, and maintain HR policies and procedures to ensure compliance with federal, state, and local labor and employment laws. • Oversee full-cycle recruitment, onboarding, and retention programs to attract and retain top talent. • Provide leadership in employee relations, conflict resolution, and workplace culture initiatives. • Manage compensation and benefits administration, including payroll oversight and wellness programs. • Lead performance management processes, including goal setting, coaching, feedback, and annual reviews. • Coordinate training and professional development opportunities for staff at all levels. • Ensure compliance with FMLA, ADA, EEO, OSHA, and other employment regulations. • Maintain accurate HR records, systems, and metrics; prepare reports for leadership as needed. Experience and Skills: EXPERIENCE AND QUALIFICATIONS: Education: • Bachelor's degree in Human Resources, Business Administration, or a related field (required). • Master's degree Preferred Licenses/Certifications: • Professional certification preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP. Experience • Minimum 7-10 years of progressive HR experience with at least 3 years in a leadership role. • Experience building or leading HR functions in a small-to-mid-size organization. • Strong knowledge of employment laws, compliance, and HR best practices. • Nonprofit experience preferred. KEY COMPETENCIES: • Strategic Leadership: Ability to align HR practices with organizational goals and long-term planning. • Employee-Centered Mindset: Skilled at building a positive, inclusive, and engaging workplace culture. • Communication: Excellent written and verbal communication skills; able to influence and build trust across all levels. • Problem-Solving: Strong conflict resolution and decision-making skills with sound judgment. • Confidentiality: High level of integrity and discretion in handling sensitive employee information. • Adaptability: Comfortable wearing multiple hats and managing both strategic and tactical HR responsibilities. • Technology: Proficiency with HRIS systems, Microsoft Office Suite, and HR data reporting/analytics. • Opportunity to make a direct impact within a purpose-driven organization If you are an experienced, hands-on finance leader who thrives in a collaborative and mission-driven environment, we encourage you to apply and join us in creating a healthier, brighter future for the communities we serve. Apply now and be a catalyst for change! Benefits • Competitive salary • Comprehensive benefits package, including health insurance, retirement plans, and paid time off

ECBM is a distinguished, family-owned and privately-operated insurance brokerage and consulting firm that has served clients for over 50 years. Based in Media, PA, with additional Pennsylvania locations, our sole mission is to serve our clients and employees-not shareholders-ensuring a transparent and client-first approach. We specialize in complex insurance solutions across Commercial Lines, Workers' Compensation, Employee Benefits, and Cyber Liability. ECBM operates on core values of Empathy, Loyalty, Accountability, Tenacity and Energy, which drives our team to provide the highest level of service and problem-solving for client challenges. We are proud to have been a Best Place to Work in Insurance recipient for eight consecutive years. Position Overview The Director of HR will lead the operational functions of the HR department, ensuring alignment with ECBM's business objectives. This role will oversee HR systems, compliance, employee relations, and operational efficiency across all HR functions. The ideal candidate is a seasoned HR leader with a strong background in HR strategy and operations, and HR compliance. Key Responsibilities Strategic HR Leadership Partner with executive leadership to develop and execute HR processes that support business growth, employee engagement and maintain compliance. Partner with the CHRO to execute the multi-year HR Roadmap by designing, building, and optimizing HR programs and processes (e.g., performance management, job architecture) that strengthen ECBM's people foundation. Ensure programs are scalable, compliant, and aligned with both operational needs and long-term business strategy. HR Operations Management Support with the HRIS transition and long-term strategy for HR technology implementation, user adoption, and process optimization. Oversee HR systems, workflows, and processes to ensure operational excellence and compliance. Manage HRIS platforms, ensure data integrity, reporting accuracy, and system optimization. Compliance & Risk Mitigation Ensure full compliance with federal, state, and local labor laws. Develop and enforce HR policies, procedures, and governance frameworks. Employee Relations Serve as a trusted advisor to employees and management, addressing employee concerns and fostering a positive work environment. Mediate conflicts and facilitate resolution. Benefits & Compensation Administration Lead the administration of employee benefits programs. Collaborate with finance and leadership on compensation strategy and benchmarking. HR Analytics & Reporting Leverage data to inform strategic decisions and measure HR effectiveness. Present insights and recommendations to senior leadership on workforce trends. Training and Development Identify training needs and develop programs to enhance employee skills and career growth. Promote a culture of continuous learning and development. Qualifications SHRM-SCP or SPHR certification strongly preferred. 5-10 years of HR experience with strong background in insurance or professional services environments. Familiarity with program designs, implementation and change management Strong knowledge of labor laws, safety regulations, and HR best practices. Excellent leadership, communication, and interpersonal skills, with the ability to influence at all levels of the organization. Experience with HR technologies and systems, with a focus on process optimization and efficiency. Benefits Competitive compensation package Medical, dental, and vision insurance 401(k) with company match Hybrid work flexibility, competitive PTO and holiday schedule Career growth and leadership development opportunities

We are seeking an HR Director to join our Penn Color team. You will play a pivotal role in executing HR strategies that align with organizational goals, with a strong focus on building and implementing a comprehensive HR roadmap. This is a true HR generalist role that requires a well-rounded background across all functional areas of Human Resources, including Recruitment & Talent Acquisition, Performance Management, Compensation & Benefits, Training & Development, Compliance & Legal, HR Policies & Procedures, HRIS (specifically Workday), Workforce Planning & Talent Management, Health & Safety, Change Management, and Employee Relations. This position requires someone who can balance strategic and tactical responsibilities, shaping long-term HR programs and strategies while remaining hands-on in daily operations. The ideal candidate is a strategic thinker who thrives on building from the ground up, with the ability to design and implement programs that drive engagement, talent development, and operational excellence while fostering trusted relationships with leaders and employees. A deep understanding of manufacturing environments is essential. The ultimate goal of this role is to help Penn Color achieve recognition as a “Best Company to Work For.” This position will have one direct report and report to the Vice President of Human Resources. It is an onsite role (no hybrid option), located at our Hatfield, PA Corporate facility, with a business casual environment. Key Responsibilities: Strategic HR Leadership & Program Design: Partner with the VP of HR to execute the multi-year HR Roadmap by designing, building, and optimizing HR programs and processes that strengthen Penn Color's people foundation. Focus areas include talent management, leadership development, performance enablement, total rewards, onboarding, and recognition. Ensure programs are scalable, compliant, and aligned with both operational needs and long-term business strategy. Corporate Site Business Partner: Serve as the primary HR partner for the Corporate site, supporting leadership and department managers on all aspects of HR including by not limited to Employee Relations, workforce planning, employee engagement, and organizational design. Leadership Coaching & Support: Provide trusted counsel to leaders on performance management, employee relations, and organizational effectiveness, ensuring alignment with business and people priorities. Employee Relations: Support the HR Generalist in managing day-to-day employee relations matters, ensuring fair, consistent, and timely resolution of issues. Talent Acquisition & Development: Partner with Talent Acquisition team and hiring managers to attract, onboard, and develop a diverse, high-caliber workforce. Design and deliver training programs that build capability and support career growth. Training & Capability Building: Design, deliver, and evaluate training programs that enhance employee skills, leadership capability, and organizational effectiveness. Ensure learning initiatives align with business goals and support a culture of continuous development. Employee Experience & Culture: Champion Penn Color's Core Values by fostering a positive, inclusive, and high-performing culture. Develop initiatives that strengthen engagement, retention, and cross-functional collaboration. Data-Driven Insights: Utilize HRIS (Workday) to monitor workforce trends, ensure data accuracy, and provide actionable insights to inform decision-making. Compliance & Policy Stewardship: Maintain compliance with employment laws and internal policies while driving continuous improvement in governance and process consistency. Manufacturing & Global Alignment: Apply knowledge of manufacturing environments to address unique workforce challenges, while ensuring alignment with global HR practices and standards. Team Leadership: Lead, coach, and develop one HR Generalist responsible for supporting daily HR operations and employee engagement activities. Qualifications: Bachelor's degree in Human Resources or HR certification; Master's degree preferred. 10+ years of progressive HR experience, with a strong background in manufacturing environments. Familiarity with program designs, implementation and change management Strong knowledge of labor laws, safety regulations, and HR best practices within a manufacturing setting. Excellent leadership, communication, and interpersonal skills, with the ability to influence at all levels of the organization. Experience with HR technologies and systems, with a focus on process optimization and efficiency. Ability to thrive in a fast-paced, dynamic environment with a focus on continuous improvement. Workday experience a plus Working Conditions: This position is based in a manufacturing facility, requiring occasional travel to other sites as needed. The role may require working beyond standard business hours to meet deadlines or address urgent HR matters. We are a 5 day, 3 shift operation and from time to time will need to attend early or late meetings to accommodate all 3 shifts. Penn Color offers many tangible and intangible benefits to our full-time employees: Tangible benefits include: Highly competitive compensation A choice between 3 outstanding medical plans 401K with a strong company match PTO to balance your life Additional company perks And More! Our intangible benefits really set us apart: Unmatched company stability Long-term career opportunity True open door, friendly environment Ability to "own" your role Company events that bring us all together If you desire a long-term career, want to work alongside an exceptional group of people, and wish to use your talents to shape a world-class company, then we are your employer of choice! Penn Color, Inc. is an Equal Employment Opportunity employer. We adhere to a policy of making employment decisions without regards to race, color, religion, sex, age, disability or any other protected categories. It is our intention that all qualified applicants be given an equal opportunity and that selection decisions be based on job-related factors.

Purpose: Under the general guidance of the President and VP of Finance, the Human Resources Director is responsible for providing strategic leadership and direction surrounding all human resources initiatives and priorities for the College. Overall management responsibilities include policy development, recruitment, retention, employee relations, benefits management, compensation and classification, training and development, regulatory compliance, student worker employment, and human resource information systems (HRIS) and records management. The Director manages a staff of one in support of approximately 200 full and part-time employees, plus student employees. About Chestnut Hill College Founded by the Sisters of Saint Joseph in 1924, Chestnut Hill College is an independent, Catholic institution rooted in a strong liberal arts tradition that fosters equality through holistic education. Distinguished by its strong mission, collegial environment, and dedication to personalized instruction through a small faculty-to-student ratio, the College promotes the spiritual, academic, social, ethical, and moral development of the whole person. Located in the charming Chestnut Hill neighborhood of Northwest Philadelphia, it serves a culturally diverse student body. Responsibilities: • Partners with colleagues and the College's Administration to ensure business alignment, mutual trust and accountability, positive business results, and organization effectiveness with respect to all Human Resources matters; Participates in various College committees, as appropriate. • In close collaboration with the VP/CFO and President, recommends, establishes, and implements HR policies and initiatives that effectively communicate and support the College's vision, mission, and desired culture. • Leads and manages human resources operations through effective coordination and supervision of HR staff; mentors and develops staff. • Identifies and researches human resources issues, conducting and contributing information analyses, and recommendations to provide direction; establishes human resources objectives in line with organizational objectives. • Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and EEOC matters; proactively and reactively resolve employee issues. • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and upholding organization values. • Oversees and participates in recruiting, selection, orientation, training, coaching, counseling, and disciplining staff in coordination with departmental managers and executives planning, monitoring, appraising, and reviewing staff job contributions, resolving problems and implementing change. • Develops, implements, and sustains a high-quality employee on-boarding and orientation program and processes; solicits input and measures effectiveness. • Champions a compensation philosophy that is both market-based and performance-based to ensurethat all employees are appropriately rewarded and equitably treated. • Oversees that performance management reviews is an ongoing process. • Works with benefits broker(s), directs benefit administration and vendor selection; Assesses benefit needs, trends, and recommend changes. • Report worker's compensation injuries to third party; maintains report of injuries on an annual basis. • Provides guidance to and answer questions for employees retiring from the College. • Ensures compliance with federal, state, and local employment laws and provides policy guidance and interpretation; monitors changes in legislation, enforcing adherence to requirements and advises management on necessary actions. • Manages the budget and other financial measures of the HR department. • Maintains HR departmental metrics and dashboard for high-level reporting to leadership. • Accomplishes special projects by identifying and clarifying HR issues and priorities, communicating, and coordinating requirements, implementing recommendations, evaluating milestones and accomplishments, evaluating, and selecting courses of action. • Prepare and submit annual IPEDs survey; Participate in CUPA-HR surveys and 403(b) Plan and financial audits, as needed. • Collaborates with Title IX compliance manager, as necessary. • Other duties and responsibilities as assigned Education, Experience, Knowledge, Skills, and Abilities Desired: • BS/BA in Human Resources Management, Business Administration, or related discipline;MBA/MA/PHR or SPHR or SHRM-SCP a plus. • 10+years' Human Resources generalist experience with five years at a leadership level. • Higher education or related institutional / non-profit experience preferred. • Broad based knowledge of all areas of HR disciplines, inclusive of recruiting, compensation, employee relations, talent management. • Ability to function in a fast-paced environment, with competing priorities and deadlines. • Strong analytical, assessment, and problem-solving capabilities. • Experience implementing pragmatic and business focused HR related programs and initiatives. • Strong relationship building and influencing skills; ability to work with leadership to gain consensus around HR strategies and tactics. • Ability to build credibility for self and the HR function through professional qualifications, experience, leadership, and highest levels of integrity. • Ability to function in a strategic and heavily tactical capacity. • Superior interpersonal, communications, and presentation skills. • Ability to work collaboratively with all members and levels of the organization as a customer-focused and service centric leader. • Experienced in interpersonal dynamics, conflict management, employee engagement, and change Management. • Demonstrated knowledge of and ability to interpret federal, state, and local employment laws. • Knowledge of Title IX regulations preferred. • Experience in complaint resolution, investigations, and grievances. • Excellent computer skills including Excel, Power Point and HRIS; experience with ADP Workforce Now strongly preferred; Jenzabar or similar LMS experience a plus. Interested candidates should submit application materials via ADP Workforce Now HERE . No phone calls, please. Chestnut Hill College is an employer committed to a culture of diversity, equity, and inclusion as a core value. To foster an inclusive community and support our diverse student body, we embrace equal access. We welcome applications from candidates of all backgrounds, experiences, and perspectives, and encourage applications from groups historically underrepresented in higher education. We are committed to increasing the diversity of the college community and the curriculum.

A best-in-class city that attracts best-in-class talent, Philadelphia is an incredible place to build a career. From our thriving arts scene and rich history to our culture of passion and grit, there are countless reasons to love living and working here. With a workforce of over 30,000 people, and more than 1,000 different job categories, the City of Philadelphia offers boundless opportunities to make an impact. As an employer, the City of Philadelphia values inclusion, integrity, innovation, empowerment, and hard work above all else. We offer a vibrant work environment, comprehensive health care and benefits, and the experience you need to grow and excel. If you're interested in working with a passionate team of people who care about the future of Philadelphia, start here. What we offer * Impact - The work you do here matters to millions. * Growth - Philadelphia is growing, why not grow with it? * Diversity & Inclusion - Find a career in a place where everyone belongs. * Benefits - We care about your well-being. Agency Description The Office of Human Resources is the City's centralized human resources agency with responsibility for attracting and retaining a 21st century workforce to drive outcomes for our businesses, residents, visitors and community. The Office of Human Resources (OHR) works with City departments, agencies, boards, and commissions to attract and keep a talented and diverse workforce for the City of Philadelphia. The City employs over 25,000 people in more than 1,000 different job categories. We are committed to developing careers that make a difference in the lives of others. Our office: * Promotes employee growth and development. * Ensures a supportive work environment. * Provides education and training programs. * Manages employee benefits. * Makes sure employees understand City policies. Job Description Position Summary The Benefits Division's focus is to provide a quality health benefits package that serves the needs of both the organization and its employees. The Deputy Director of Health and Welfare directs the design and administration of the City Administered Benefits Plan for active employees and retirees, with a strong focus on health equity and wellbeing. Many initiatives are primarily intended to promote health literacy, and healthy lifestyles of employees, and families while effectively managing costs. The Deputy Chief Human Resources Officer (DCHRO) of Health and Welfare reports to the Chief Human Resources Officer for the City. The position provides effective management of employees benefits though vendor relationships and direction of activities including health provider contract solicitation and evaluation, oversight of the union-administered plans for active and retiree members, administration of citywide life insurance, dependent care, and transportation benefits, payment validation for self-insured union plans, provision of retiree data for actuarial analysis for inclusion in the City's Annual Financial Report, maintenance of data on incurred-but-not-paid claims, annual provision of the 1095 form for employee tax compliance, administration of the City's service-connected disability program under Regulation 32, and provision of ongoing training for HR representatives in client departments. City Representation, Trustee for all City Health and Welfare Union Funds. Essential Functions * The DCHRO of Health and Welfare has responsibility for key areas that include strategic direction, financial oversight, program management, and compliance. * Designs, implements, and refines the company's health and welfare plans for active and retiree populations. This includes medical, prescription, dental, vision, life insurance, wellness, EAP, FSA other ancillary benefits include: Back up Care/ Concierge Services, Pregnancy / Postpartum / Menopause, Voluntary Benefits include: Term Life, Hospital, Accident, Critical Illness, Pet Insurance. * Stewards financial resources and monitors budget and performance of all benefits plans; negotiates with carriers and vendors to manage costs and ensure a competitive and fiscally sound benefits portfolio. * Engages and maintains relationships with all third-party vendors, including insurance companies, benefit administrators, and wellness providers. * Ensures all benefits programs comply with complex federal and state laws, such as the Affordable Care Act (ACA), COBRA, ERISA, HIPAA, FMLA and Medicare. * Leads Health literacy communications to educate the HR community and City employees about benefits and champions change to improve health outcomes. * Directs a team of benefits professional and administrative staff, providing technical direction and guidance as well as growth and development in all aspects of health and welfare program administration. * Reports on the status and performance of benefits programs to the Mayor, City Council, and other key City officials. * And other duties as assigned. Required Competencies, Knowledge, Skills, and Abilities Knowledge of: * Principles and practices of employee benefits administration, including medical, prescription, dental, vision, life insurance, FSA / Health/ Dependent Care and Commuter Benefits, wellness programs and voluntary benefits. * Federal, state, and local laws governing employee benefits, including ACA, HIPAA, COBRA, FMLA, ERISA, Medicare and related compliance requirements. * Health plan design, funding strategies, and cost containment methods for large, complex organizations. * Collective bargaining agreements and the interaction between union-administered and City-administered benefit programs. * Actuarial principles, financial reporting requirements, and data analytics used to evaluate plan performance, incurred-but-not-paid claims, and retiree health liabilities. * Demonstrated thorough understanding and articulation of group health plans, insurance principles, and benefits administration is essential. Skill in: * Strategic program design and evaluation to balance employee wellness with fiscal sustainability. * Negotiating and managing contracts with benefit providers, consultants, and third-party administrators to ensure value and accountability. * Analyzing and interpreting complex data, including claims experience, utilization trends, and actuarial valuations, to inform policy decisions. * Leading and developing multidisciplinary teams responsible for benefit operations, compliance, and customer service. * Communicating complex benefit concepts clearly and persuasively to executive leadership, unions, employees, and external stakeholders. * A strong command of the complex legal landscape governing employee benefits is mandatory. Ability to: * Develop and implement comprehensive benefits strategies that align with organizational goals and promote employee well-being. * Ensure compliance with all applicable benefit laws, regulations, and reporting obligations, including preparation of annual filings and tax documentation (e.g., 1095 forms). * Collaborate effectively with union representatives, actuaries, finance staff, and departmental HR offices to resolve complex benefit issues. * Evaluate program effectiveness through metrics and performance indicators, recommending data-driven improvements to enhance outcomes and control costs. * Exercise sound judgment and confidentiality in handling sensitive employee, financial, and health information. * The ability to lead a team, manage vendors, and communicate with diverse stakeholder audiences and employees is critical. * Advocacy for improving disparate health outcomes among varied employee populations and fostering access to quality health and wellness coverage and resources. Qualifications Bachelor's degree in human resources management, public administration, business administration, finance, health administration, or a closely related field. Master's degree preferred. At least seven (7) years of progressively responsible experience in human resources, with a significant focus on benefits management and administration within a large, complex organization. Demonstrated success in implementing cost-saving measures and innovative strategies to enhance health and wellness programs, improve plan design, and optimize employee coverage options. We value diverse experiences and are open to flexible qualifications. If you are passionate about this role and meet some of the key criteria, we encourage you to apply. Additional Information TO APPLY: Interested candidates must submit a cover letter and resume. Salary Range: $155,000 - $175,000 Discover the Perks of Being a City of Philadelphia Employee: * Transportation: City employees get unlimited FREE public transportation all year long through SEPTA's Key Advantage program. Employees can ride on SEPTA buses, subways, trolleys, and regional rail for their daily commute and more. * Parental Benefits: The City offers its employees 8 weeks of paid parental leave. * We offer Comprehensive health coverage for employees and their eligible dependents. * Our wellness program offers eligibility into the discounted medical plan * Employees receive paid vacation, sick leave, and holidays * Generous retirement savings options are available * Pay off your student loans faster - As a qualifying employer, City of Philadelphia employees are eligible to participate in the Public Service Loan Forgiveness program. Join the ranks of hundreds of employees who have already benefited from this program and achieved student loan forgiveness. * Unlock Tuition Discounts and Scholarships - The City of Philadelphia has forged partnerships with over a dozen esteemed colleges and universities in the area, ensuring that our employees have access to a wide range of tuition discounts and scholarships. Experience savings of 10% to 40% on your educational expenses, extending not only to City employees but in some cases, spouse and dependents too! Join the City of Philadelphia team today and seize these incredible benefits designed to enhance your financial well-being and personal growth! * The successful candidate must be a city of Philadelphia resident within six months of hire Effective May 22, 2023, vaccinations are no longer required for new employees that work in non-medical, non-emergency or patient facing positions with the City of Philadelphia. As a result, only employees in positions providing services that are patient-facing medical care (ex: Nurses, doctors, emergency medical personnel), must be fully vaccinated. The City of Philadelphia is an Equal Opportunity employer and does not permit discrimination based on race, ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, source of income, familial status, genetic information or domestic or sexual violence victim status. If you believe you were discriminated against, call the Philadelphia Commission on Human Relations at ************ or send an email to [email protected] . For more information, go to: Human Relations Website: ****************************************************** Job Location Google Maps requires functional cookies to be enabled

BrandPoint Services is a $100M+ leader in facilities maintenance, construction, remodeling, and fixtures. We provide turnkey solutions for some of the nation's most recognizable brands, serving clients across retail, restaurant, healthcare, grocery, senior living, banking, and other multi-site industries. Role Overview We are seeking a highly motivated and experienced Director of Human Resources to lead all aspects of HR across our organization. This individual will serve as a strategic partner to leadership while also handling the day-to-day responsibilities of HR administration. The Director of HR will oversee the full employee lifecycle, including payroll, recruiting, employee relations, performance management, compliance, and culture initiatives. This role is hands-on, requiring someone who can balance strategy with execution while fostering a positive, compliant, and high-performing workplace. Key Responsibilities Payroll & Benefits Manage and process payroll for approximately 200 employees using Paylocity. Ensure accurate compensation, tax compliance, and timely resolution of payroll issues. Administer employee benefits, leave programs, and annual open enrollment. HR Leadership & Strategy Serve as the HR leader and advisor to the executive team, providing guidance on people strategy, organizational development, and compliance. Lead HR initiatives that align with company goals, values, and culture. Employee Lifecycle Management Oversee all HR functions, including hiring, onboarding, employee reviews, promotions, disciplinary actions, and terminations. Partner with department leaders to develop effective staffing strategies and workforce planning. Ensure a positive employee experience through engagement, recognition, and retention programs. Performance Management & Development Own the performance review process and provide coaching to managers on employee development. Identify training needs and implement learning opportunities to support career growth. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws. Maintain HR policies, employee handbook, and consistent enforcement of company standards. Manage sensitive employee relations issues with discretion and professionalism. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred. Minimum 5+ years of progressive HR leadership experience, ideally in a multi-state or mid-sized company environment. Proficiency with Paylocity payroll and HRIS is required. Proven success in owning the full HR function, including payroll, recruiting, employee relations, and compliance. Strong knowledge of employment laws and HR best practices. Excellent interpersonal, communication, and leadership skills. Ability to balance hands-on execution with strategic HR initiatives. What We Offer Competitive salary with a performance-based bonus program that recognizes and rewards your contributions. Opportunity to shape a department within a rapidly expanding company, defining its structure, processes, and future growth. Career paths partnering closely with senior leadership, gaining direct executive exposure in a collaborative, entrepreneurial environment. Comprehensive benefits package including health insurance, flexible time off, and a 401(k) plan with generous company contribution. BrandPoint Services is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee on the basis of race, color, religion, creed, national origin or ancestry, sex, age, disability, military status, genetic information, sexual orientation, or any other legally recognized protected basis under federal, state, or local law.

Job DescriptionDescription: We are seeking a proactive and dynamic Recruiter / HR Manager to lead and manage our recruitment strategy and support key HR and marketing functions. This individual will be responsible for attracting top talent, managing candidate pipelines, supporting HR operations, and enhancing the company's brand presence online and at events. The ideal candidate will be highly organized, people-oriented, and able to work collaboratively with cross-functional teams. Key Responsibilities: Recruiting Responsibilities: Lead all aspects of the recruitment lifecycle, including identifying, sourcing, and engaging qualified candidates. Serve as the initial point of contact for candidate communications, including conducting preliminary screening interviews. Manage recruiting jobs board, ensuring job postings are accurate, current, and optimized for visibility. Collaborate consistently with Project Managers to understand talent needs, job requirements, and future resource planning. Represent the company at job fairs and recruiting events to attract talent and build brand awareness. Identify, evaluate, and leverage existing additional recruiting tools and platforms to expand candidate pools and improve recruitment outcomes. HR & Marketing Support: Assist in core HR functions including open enrollment, benefits administration, employee communication, and dashboard management. Send timesheet reminders and help facilitate efficient timekeeping processes. Manage and grow the company's presence on social media and other relevant platforms. Create compelling job advertisements and develop marketing content that promotes employee achievements, company milestones, press releases, and other updates. Requirements: Desired Qualifications: Associates or bachelor's degree in human resources, business, management or related discipline 3 or more years of proven experience in recruiting, HR, or talent acquisition roles. Strong communication and interpersonal skills. Experience with HRIS systems (Paylocity a plus). Marketing or content creation experience is a plus. Knowledge and Familiarity with security or government contracting environments is preferred Security Clearance or Clearance eligibility preferred

Job Details Management ELLIS WAREHOUSE - GLASSBORO, NJ $65000.00 - $80000.00 Salary Human ResourcesDescription Job Title: Assistant Director of Human Resources Employment Type: Full-Time, Exempt Reports To: Director of Human Resources Direct Reports: HR Admins and Coordinators Department: Human Resources Location: Glassboro, NJ (on site) Company Overview: Liscio's Italian Bakery, Inc. is a leading corporation in the food retail and wholesale industry, headquartered in Glassboro, New Jersey. In addition to its production plant, Liscio's operates three retail stores and employs a dedicated, growing workforce of over 600. Its distribution network spans local, regional, interstate, and national markets, serving as the primary bread supplier for several major national chains. Position Overview: The HR Manager / Assistant Director of Human Resources will oversee the daily operations of the Human Resources department and report directly to the Director of Human Resources. This is a full-time, exempt position responsible for managing a team of four HR professionals, including HR Administrators and Coordinators. The role is critical in advancing HR initiatives that align with the company's strategic objectives. The ideal candidate will have a strong background in HR management, with extensive experience in employee relations-including conducting investigations, coaching, counseling, and terminations-as well as talent acquisition, training, and development. This role requires the ability to handle high-level employee matters, resolve conflicts effectively, and foster a positive workplace culture. Spanish proficiency is required to effectively communicate with our diverse workforce. Key Responsibilities Team Leadership: Manage, mentor, and develop a team of HR Administrators and Coordinators, ensuring efficient and effective HR service delivery. Employee Relations: Lead and manage all aspects of employee relations, including conducting thorough investigations, providing coaching and counseling, managing disciplinary actions, and handling terminations. Resolve high-level employee-related matters with a focus on conflict resolution and maintaining a positive workplace culture. Recruitment & Onboarding: Oversee the recruitment process, from job posting to onboarding, ensuring that Liscio's attracts and retains top talent. Payroll Management: Oversee payroll processes to ensure accurate and timely payroll administration, compliance with wage and hour laws, and address any payroll-related issues. Workers' Compensation Management: Oversee workers' compensation claims, ensuring timely reporting, investigation, and coordination with insurance carriers. Manage injury reporting and follow-up with employees to support their recovery and return to work. Compliance: Ensure compliance with all federal, state, and local labor laws and regulations, including but not limited to FMLA, ACA, ADA, OSHA, FLSA, COBRA, and EEO laws. Maintain strong knowledge of these laws and ensure that all HR practices are aligned with current legal requirements. Performance Management: Implement and manage performance review processes, providing guidance to managers and employees to drive continuous improvement. Training & Development: Develop and implement training programs to enhance employee skills and support career growth within the company. HR Policies: Assist in the development, implementation, and enforcement of HR policies and procedures. Data Management: Oversee HRIS and maintain accurate employee records, ensuring confidentiality and compliance with data protection regulations. Reporting: Provide regular reports and updates to the Director of Human Resources on HR metrics, employee engagement, and departmental performance. Strategic Initiatives: Support the Director of Human Resources in developing and executing strategic HR initiatives that align with the company's growth plans. Qualifications Qualifications Education: Bachelor's degree in Human Resources, Business Administration, Communications, or a related field. Experience: Minimum of 2-3 years of progressive HR experience, with at least 1 year in a management or supervisory role. Extensive experience in employee relations, including conducting investigations, coaching, counseling, terminations, and resolving high-level conflicts. Language Skills: Proficiency in Spanish is required. HR Expertise: Knowledge of HR practices, including employee relations, recruitment, performance management, payroll, and compliance familiarity with employment laws such as FMLA, ACA, ADA ,OSHA, FLSA, COBRA, EEO, and other relevant regulations. Leadership: Proven ability to lead and manage a team, with excellent interpersonal and communication skills. Writing Skills: A very good writer with the ability to craft clear, concise, and effective communications. Technical Skills: Proficiency in Microsoft Excel and other Microsoft Office Suite applications. Experience with HRIS systems (experience with Paycom and Paycor is a plus). Problem-Solving: Strong analytical and problem-solving abilities, with a focus on practical solutions. Adaptability: Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities. Compensation & Benefits Competitive Base Salary: The exact compensation will vary based on skills and experience. Benefits Package: Includes Medical and Dental Insurance, 401(k) Retirement Plan with Company Match, Life & Disability Insurance, Paid Time Off (PTO), and a Generous Employee Discount on Company Retail Food Items Working Hours & Environment Office Hours: Monday through Friday. Regular business office hours, averaging 42.5 to 50 hours per week. Work Location: On-site work is required, with on-call availability as needed Liscio's Italian Bakery, Inc. is an Equal Opportunity Employer. We are committed to creating an inclusive environment for all employees and do not discriminate based on race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other legally protected status. We encourage applicants from all backgrounds to apply. This job description is intended to provide a general overview of the responsibilities and requirements for the HR Manager / Assistant Director of Human Resources position. Duties, responsibilities, and activities may change at any time with or without advance notice to meet the evolving needs of the company.

A best-in-class city that attracts best-in-class talent, Philadelphia is an incredible place to build a career. From our thriving arts scene and rich history to our culture of passion and grit, there are countless reasons to love living and working here. With a workforce of over 30,000 people, and more than 1,000 different job categories, the City of Philadelphia offers boundless opportunities to make an impact. As an employer, the City of Philadelphia values inclusion, integrity, innovation, empowerment, and hard work above all else. We offer a vibrant work environment, comprehensive health care and benefits, and the experience you need to grow and excel. If you're interested in working with a passionate team of people who care about the future of Philadelphia, start here. What we offer Impact - The work you do here matters to millions. Growth - Philadelphia is growing, why not grow with it? Diversity & Inclusion - Find a career in a place where everyone belongs. Benefits - We care about your well-being. Agency Description The Office of Human Resources is the City's centralized human resources agency with responsibility for attracting and retaining a 21st century workforce to drive outcomes for our businesses, residents, visitors and community. The Office of Human Resources (OHR) works with City departments, agencies, boards, and commissions to attract and keep a talented and diverse workforce for the City of Philadelphia. The City employs over 25,000 people in more than 1,000 different job categories. We are committed to developing careers that make a difference in the lives of others. Our office: Promotes employee growth and development. Ensures a supportive work environment. Provides education and training programs. Manages employee benefits. Makes sure employees understand City policies. Job Description Position Summary The Benefits Division's focus is to provide a quality health benefits package that serves the needs of both the organization and its employees. The Deputy Director of Health and Welfare directs the design and administration of the City Administered Benefits Plan for active employees and retirees, with a strong focus on health equity and wellbeing. Many initiatives are primarily intended to promote health literacy, and healthy lifestyles of employees, and families while effectively managing costs. The Deputy Chief Human Resources Officer (DCHRO) of Health and Welfare reports to the Chief Human Resources Officer for the City. The position provides effective management of employees benefits though vendor relationships and direction of activities including health provider contract solicitation and evaluation, oversight of the union-administered plans for active and retiree members, administration of citywide life insurance, dependent care, and transportation benefits, payment validation for self-insured union plans, provision of retiree data for actuarial analysis for inclusion in the City's Annual Financial Report, maintenance of data on incurred-but-not-paid claims, annual provision of the 1095 form for employee tax compliance, administration of the City's service-connected disability program under Regulation 32, and provision of ongoing training for HR representatives in client departments. City Representation, Trustee for all City Health and Welfare Union Funds. Essential Functions The DCHRO of Health and Welfare has responsibility for key areas that include strategic direction, financial oversight, program management, and compliance. Designs, implements, and refines the company's health and welfare plans for active and retiree populations. This includes medical, prescription, dental, vision, life insurance, wellness, EAP, FSA other ancillary benefits include: Back up Care/ Concierge Services, Pregnancy / Postpartum / Menopause, Voluntary Benefits include: Term Life, Hospital, Accident, Critical Illness, Pet Insurance. Stewards financial resources and monitors budget and performance of all benefits plans; negotiates with carriers and vendors to manage costs and ensure a competitive and fiscally sound benefits portfolio. Engages and maintains relationships with all third-party vendors, including insurance companies, benefit administrators, and wellness providers. Ensures all benefits programs comply with complex federal and state laws, such as the Affordable Care Act (ACA), COBRA, ERISA, HIPAA, FMLA and Medicare. Leads Health literacy communications to educate the HR community and City employees about benefits and champions change to improve health outcomes. Directs a team of benefits professional and administrative staff, providing technical direction and guidance as well as growth and development in all aspects of health and welfare program administration. Reports on the status and performance of benefits programs to the Mayor, City Council, and other key City officials. And other duties as assigned. Required Competencies, Knowledge, Skills, and Abilities Knowledge of: Principles and practices of employee benefits administration, including medical, prescription, dental, vision, life insurance, FSA / Health/ Dependent Care and Commuter Benefits, wellness programs and voluntary benefits. Federal, state, and local laws governing employee benefits, including ACA, HIPAA, COBRA, FMLA, ERISA, Medicare and related compliance requirements. Health plan design, funding strategies, and cost containment methods for large, complex organizations. Collective bargaining agreements and the interaction between union-administered and City-administered benefit programs. Actuarial principles, financial reporting requirements, and data analytics used to evaluate plan performance, incurred-but-not-paid claims, and retiree health liabilities. Demonstrated thorough understanding and articulation of group health plans, insurance principles, and benefits administration is essential. Skill in: Strategic program design and evaluation to balance employee wellness with fiscal sustainability. Negotiating and managing contracts with benefit providers, consultants, and third-party administrators to ensure value and accountability. Analyzing and interpreting complex data, including claims experience, utilization trends, and actuarial valuations, to inform policy decisions. Leading and developing multidisciplinary teams responsible for benefit operations, compliance, and customer service. Communicating complex benefit concepts clearly and persuasively to executive leadership, unions, employees, and external stakeholders. A strong command of the complex legal landscape governing employee benefits is mandatory. Ability to: Develop and implement comprehensive benefits strategies that align with organizational goals and promote employee well-being. Ensure compliance with all applicable benefit laws, regulations, and reporting obligations, including preparation of annual filings and tax documentation (e.g., 1095 forms). Collaborate effectively with union representatives, actuaries, finance staff, and departmental HR offices to resolve complex benefit issues. Evaluate program effectiveness through metrics and performance indicators, recommending data-driven improvements to enhance outcomes and control costs. Exercise sound judgment and confidentiality in handling sensitive employee, financial, and health information. The ability to lead a team, manage vendors, and communicate with diverse stakeholder audiences and employees is critical. Advocacy for improving disparate health outcomes among varied employee populations and fostering access to quality health and wellness coverage and resources. Qualifications Bachelor's degree in human resources management, public administration, business administration, finance, health administration, or a closely related field. Master's degree preferred. At least seven (7) years of progressively responsible experience in human resources, with a significant focus on benefits management and administration within a large, complex organization. Demonstrated success in implementing cost-saving measures and innovative strategies to enhance health and wellness programs, improve plan design, and optimize employee coverage options. We value diverse experiences and are open to flexible qualifications. If you are passionate about this role and meet some of the key criteria, we encourage you to apply. Additional Information TO APPLY: Interested candidates must submit a cover letter and resume. Salary Range: $155,000 - $175,000 Discover the Perks of Being a City of Philadelphia Employee: Transportation : City employees get unlimited FREE public transportation all year long through SEPTA's Key Advantage program. Employees can ride on SEPTA buses, subways, trolleys, and regional rail for their daily commute and more. Parental Benefits: The City offers its employees 8 weeks of paid parental leave. We offer Comprehensive health coverage for employees and their eligible dependents. Our wellness program offers eligibility into the discounted medical plan Employees receive paid vacation, sick leave, and holidays Generous retirement savings options are available Pay off your student loans faster - As a qualifying employer, City of Philadelphia employees are eligible to participate in the Public Service Loan Forgiveness program. Join the ranks of hundreds of employees who have already benefited from this program and achieved student loan forgiveness. Unlock Tuition Discounts and Scholarships - The City of Philadelphia has forged partnerships with over a dozen esteemed colleges and universities in the area, ensuring that our employees have access to a wide range of tuition discounts and scholarships. Experience savings of 10% to 40% on your educational expenses, extending not only to City employees but in some cases, spouse and dependents too! Join the City of Philadelphia team today and seize these incredible benefits designed to enhance your financial well-being and personal growth! *The successful candidate must be a city of Philadelphia resident within six months of hire Effective May 22, 2023, vaccinations are no longer required for new employees that work in non-medical, non-emergency or patient facing positions with the City of Philadelphia. As a result, only employees in positions providing services that are patient-facing medical care (ex: Nurses, doctors, emergency medical personnel), must be fully vaccinated. The City of Philadelphia is an Equal Opportunity employer and does not permit discrimination based on race, ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, source of income, familial status, genetic information or domestic or sexual violence victim status. If you believe you were discriminated against, call the Philadelphia Commission on Human Relations at ************ or send an email to [email protected] . For more information, go to: Human Relations Website: ******************************************************

Proudly standing as the nation's oldest HBCU, Cheyney University of Pennsylvania has been a stalwart and highly respected institution of higher education since our founding in 1837. For over 185 years our alumni have emerged as leaders and left their mark on the social, economic, and political history of Philadelphia, the surrounding region, the nation, and the world. Building on this legacy, the vision for Cheyney University is to become the premier model for academic excellence, character development, and social responsibility. Here at Cheyney, we value scholarship, diversity, integrity, respect, and service. We are committed to maintaining a vibrant educational community that is dedicated to promoting scholarship and lifelong learning for its students, offering wide student access to resources to ensure an opportunity for all to acquire an education, encouraging freedom of thought and freedom from discrimination by ensuring a respectful environment, and provide outreach and service to external and constituent communities, demonstrating their understanding of the importance and value of service. We're looking for exceptional individuals who share our values, embrace our mission, recognize our potential, and covet the opportunity to continue to move our historic University forward. CU proudly offers a positive and purposeful work environment; comprehensive employee benefits including health, vision, and dental insurance along with many wellness programs; generous retirement plans; a commitment to work-life balance including generous paid vacation, paid sick time, military leave and paid time off for most major holidays; and a University mission to support employee personal and professional growth including a tuition waiver for self and family members, training and development, and advancement opportunities. Cheyney University is seeking an experienced and proactive Executive Director of Human Resources and Compliance to lead the university's human resources functions and ensure compliance with relevant laws and regulations. This role is critical in promoting operational excellence, fostering a positive workplace culture, and ensuring that institutional practices support student success and employee development. Key Responsibilities: * HR Management: * Oversee all aspects of human resources, including recruitment, employee relations, and performance management. * Develop strategies for effective employee relations, addressing employee concerns and fostering a positive work environment. * Labor Relations: * Manage relationships with labor unions and oversee collective bargaining processes to ensure effective negotiation and resolution of labor issues. * Ensure compliance with the terms of the Collective Bargaining Agreement (CBA) and address any grievances or disputes in a fair and timely manner. * Compliance Oversight: * Ensure compliance with federal, state, and university policies, including regulations related to employment, benefits, and workplace safety. * Act as the university's primary contact for compliance matters, ensuring adherence to ethical standards and legal requirements. * Policy Development and Implementation: * Develop, review, and update HR policies and procedures to align with best practices and compliance standards. * Promote a thorough understanding of policies across the university community. * Leadership and Team Development: * Foster a collaborative and supportive environment for HR staff, encouraging professional growth and development. * Mentor and guide team members, understanding their needs and ensuring adequate resources are provided for success. * Training and Awareness Programs: * Develop and deliver training programs on HR policies, compliance issues, and workplace best practices for faculty and staff. * Create awareness of diversity, equity, and inclusion initiatives within the university. * Monitoring and Reporting: * Monitor HR metrics and compliance with applicable regulations, preparing reports for senior management and making data-driven recommendations. * Maintain accurate records and documentation related to HR and compliance activities. Key Qualities: * Proactive Problem-Solver: Demonstrates initiative and accountability, taking ownership of tasks and responsibilities to ensure effective HR management and compliance. * Knowledgeable in HR Law and Policy: Possesses a thorough understanding of labor laws, human resources policies, and compliance requirements, ensuring institutional practices adhere to legal standards. * Familiarity with Collective Bargaining Agreements (CBA): Engages with and comprehends terms of the Collective Bargaining Agreement, applying this knowledge to inform HR practices and compliance efforts. * Collaborative Team Leader: Fosters teamwork and collaboration, creating an inclusive environment where team members feel supported and empowered to contribute to the university's goals. * Empathetic and Responsive: Understands the needs and challenges of employees, providing support and resources to facilitate their success and enhance departmental efficacy. * Action-Oriented: Exhibits a 'can-do' attitude, addressing challenges without deferring responsibility, and actively working to resolve issues in a timely manner. * Master's degree in Human Resources, Public Administration, or a related field. * Minimum of 7 years of progressive experience in human resources and compliance within a higher education setting or relevant environment. * In-depth knowledge of federal and state regulations impacting human resources and compliance processes. * Strong analytical skills with the ability to interpret and apply laws, regulations, and policies effectively. * Excellent communication and interpersonal skills, with the ability to engage effectively with diverse stakeholders. A complete online application will include the following attachments. Incomplete applications will not be reviewed. * Cover Letter * Resume/Curriculum * References MAILED, EMAILED or FAXED application materials will not be considered. All offers of employment are subject and contingent upon satisfactory completion of all pre-employment criminal background checks.Cheyney University an equal opportunity/affirmative action employer complies with all applicable federal and state laws and regulations regarding nondiscrimination and affirmative action; all qualified applicants will receive consideration for employment. The University is committed to a policy of equal opportunity for all persons and does not discriminate on the basis of race, color, religion, sex, national origin, physical or mental disability, protected veteran status, age, gender identity or expression, sexual orientation, creed, marital status, political affiliation, personal appearance, or on the basis of rights secured by the First Amendment, in all aspects of employment, educational programs and activities, and admissions.

WHO WE ARE: The Resources Group is a team of Operations, Human Resources, and Accounting & Finance professionals. We are business leaders, entrepreneurs, consultants, visionaries, strategists, facilitators, trainers, change leaders, collaborators, project managers, planners, implementers, and do-ers. We are experienced. We are passionate about serving our clients and improving their culture, operations, workforce, management, and business. WHAT WE BELIEVE: We believe that our clients are best served when things are kept simple, clear, and flexible. We know that every company has its own unique culture, like a fingerprint, so our work together is not "one size fits all." That is why our best partnerships are collaborative. We believe that great work is straightforward, strategic, smart, and even fun. And that great solutions are often found when we explore approaches that are creative and disrupt the norm. WHO WE SERVE: Our clients are small entrepreneurial companies to Fortune 100. Working across many industries allows us to dig in, get to know your company and industry, and bring a fresh approach. We love what we do. We have deep roots in healthcare communications, pharma, and advertising. We also have clients in manufacturing, consumer products, food distribution, local government, architecture, lighting, design, defense, automotive, retail, cement, quarry, mining, research, medical, and life sciences. The Human Resources Manager, Recruiter manages all recruiting efforts for identified clients, including sourcing applicants, building talent pipelines for in-demand positions, and identifying qualified candidates for final selection. He/she meets regularly with assigned clients to evaluate the quality of candidates being put forward, open positions, and sourcing tools. The Human Resources Manager, Recruiter is responsible for advising assigned clients on matters regarding employment law and regulations, recruiting and hiring process, and other Human Resources projects as assigned. He/she acts as the recruiting expert and responds to client requests in a timely manner. The Human Resources Manager, Recruiter works closely with assigned clients to foster strong business relationships and continued client engagements. This Human Resources Manager, Recruiter will join The Resources Group team as a Consultant/Contractor. Main Responsiblities: Write and post job ads for open positions as requested by the client based on client s or other job specific documentation Analyze existing s and make recommendations if updates are needed to more accurately represent the job and attract qualified candidates Identify and post jobs to appropriate job board/newspapers/colleges Source and recruit candidates by using databases, social media, etc.; conduct candidate searches and initiate communication to gauge interest levels Screen candidates resumes and job applications Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates Assess applicants' experience and aptitudes against the knowledge, skills and abilities listed for open positions Recommend qualified candidates for client interviews; work with clients to develop interview schedules and logistics Act as a point of contact and build influential candidate relationships during the selection process Promote and protect client relationships by accurately portraying clients to potential candidates Work on HR projects as needed, such as job descriptions, handbooks, compensation analysis, etc. Participate as an active member of our HR consulting team Qualifications Bachelor's degree in business, organizational psychology, human resource management or similar field 3-5 years of recruiting experience in various industries for a variety of positions and job levels Knowledge of human resources practices, employment law and recruiting practices Strong client and account management experience in a business service or consulting role An experienced HR Manager with appropriate work experience An energetic, forward-thinking and creative individual with high ethical standards and an appropriate professional image A well-organized and self-directed individual who is a team player An intelligent and articulate individual who can relate to people at all levels in an organization and possesses excellent communication skills; written, verbal, and presentation skills A demonstrated relationship builder The ability to respond effectively to the most sensitive inquiries or complaints Strong Microsoft Office Suite skills, particularly Word, Excel, and PowerPoint Additional Information All your information will be kept confidential according to EEO guidelines. If you are interested in learning more about this excellent career opportunity, please submit your cover letter and resume.

Overview Incyte is a biopharmaceutical company focused on the discovery, development, and commercialization of novel medicines to meet serious unmet medical needs in oncology and inflammation and autoimmunity. Incyte is committed to the rigorous pursuit of research and development excellence to improve the lives of patients, make a difference in health care, and build sustainable value. The Company strives to discover and develop first-in-class and best-in-class medicines-advancing a diverse portfolio of large and small molecules. Job Summary (Primary function) The HR Business Partner (HRBP) for Global Technical Operations acts as a strategic partner to Technical Operations leadership, driving HR initiatives that enable business performance. This role focuses on workforce planning, talent development, organizational effectiveness, and employee engagement across global development & manufacturing as well as supply chain operations. Essential Functions of the Job (Key responsibilities) Partner closely with Technical Operations leadership to align HR strategy with operational goals, drive workforce planning, and support organizational effectiveness. Facilitates salary forecast/performance management process for client groups (merit increase, bonus, and stock option recommendations; performance review submission/review/approval). Effectively handles and resolves employee relations and performance issues, ensuring a fair and inclusive approach for all employees. Coordinates the recruiting, interviewing, and selection of candidates. Ensures compliance to EEOC requirements (e. g. requisition approval, sourcing, interviews, and offer Lead workforce planning and talent management initiatives for Global Technical Operations functions. Drive succession planning and leadership development for critical roles. Ensure compliance with labor laws and HR policies across multiple geographies, with a strong understanding of regional requirements. Champion Diversity, Equity & Inclusion (DEI) initiatives within technical operations. Complies with human resource legal mandates, such as FLSA, FMLA, ADA, and Title VII. Collaborate with HR Centers of Excellence (COEs) on compensation, benefits, and performance management. Provide guidance on employee relations, engagement, and cultural transformation. Act as a source of feedback for managers regarding trends in employee concerns/issues and provide recommendations. Drive safety culture and compliance Contribute to HR digitalization and process harmonization projects globally. Qualifications (Minimal acceptable level of education, work experience, and competency) Bachelor's degree in HR, Business, or related field; Master's degree preferred. 10+ years of HR experience, including at least 3-5 years as HRBP in manufacturing, technical operations, supply chain, biotech, pharma, or industrial company. Proven experience in global or multi-country environments, with the ability to support and influence stakeholders across different geographies. Strong knowledge of labor laws and compliance requirements, including union environments and collective bargaining (if relevant). Excellent communication, influencing, and stakeholder management skills. Ability to work in fast-paced, matrixed, and culturally diverse organizations. Disclaimer: The above statements are intended to describe the general nature and level of work performed by employees assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and qualifications. Management reserves the right to change or modify such duties as required. Incyte Corporation is committed to creating a diverse environment and is proud to be an equal opportunity employer. We Respect Your Privacy Learn more at: *********** incyte. com/privacy-policy The Incyte hiring organization processes your personal data to manage your job application in order to enter into an employment relationship with you if you are the successful candidate. During the process, you may be asked to respond to questions that will screen out your application if you do not meet certain objective criteria required by the job. You can learn more about this process here. You may have the right to access, delete, restrict, edit, move, or object to the use of your personal data. You may also have a right to report concerns to the authority responsible for data privacy in the country where the position is based or where you live or work. You can learn more about Incyte's data protection practices here. By accessing this link you can learn about the types of personal data we collect, how we use it, whether collection and processing is optional, sources of the personal data we process, how it is shared, where it is stored or transferred to, how long we keep it, and contact information for Incyte, Incyte's data protection officer, and your supervisory authority (if applicable). Please contact privacy@incyte. com if you have any questions or concerns or would like to exercise your rights.

About us Rural King Farm and Home Store strives to create a positive and rewarding workplace for our associates. We offer opportunities for growth, competitive benefits, a people first environment, and an opportunity to work alongside dedicated associates who share a passion for providing an exceptional experience and service to our rural communities. Whether you are starting an entry-level position or joining with professional experience, Rural King encourages professional growth and provides the necessary resource to help you succeed and grow with us. When you join the Rural King team, you become a contributing member in supporting the needs of and making a difference in the lives of those within the people and communities we serve. How we reward you 401(k) plan that provides a 100% match on the first 3% of your contributions and 50% of the next 2% * Healthcare plans to support your needs * Virtual doctor visits * Access to Centers of Excellence with Barnes Jewish Hospital and Mayo Clinic's Complex Care Program * 15% Associate Discount * Dave Ramsey's SmartDollar Program (no cost to you!) * Associate Assistance Program * RK Cares Associate Hardship Program * 24/7 Chaplaincy Services What You'll do The Purpose of the Human Resources Lead is to assist with various human resources functions and to provide support to both management and associates at their location. This role plays a vital part in ensuring a positive and productive work environment while upholding company policies and legal compliance. The HR Lead will be responsible for overseeing employment-related activities at the location level, which include but are not limited to staffing, timekeeping, record keeping of performance coaching, benefits administration, and training coordination. Promote positive associate relations through effective communication and fostering a supportive work culture. Play a vital role in shaping the perception of our company and our values. Communicate with professionalism, empathy, and enthusiasm to deliver a positive experience to all. Review applications to assess candidate qualifications and suitability for open positions. Conduct initial phone screenings to evaluate candidate skills, experience, and cultural fit. Coordinate and schedule interviews between candidates and store management, ensuring a smooth and positive candidate experience. Coordinate and facilitate new hire onboarding to provide a smooth and positive new hire experience. Plan and take part in community events to enhance hiring efforts and promote employment opportunities. Coordinate and conduct new associate orientations, ensuring a smooth onboarding experience. Prepare and maintain accurate and up-to-date associate records in the Human Capital Management system, including personal information, attendance, leave management, and all other relevant documentation. Assist with benefits administration and enrollment processes. Coordinate and conduct training sessions on assorted topics, including workplace policies, positions specific training, and associate development. Support performance management processes, aiding with goal setting, performance evaluations, and associate development plans. Serve as a point of contact for associates, addressing inquiries promptly and providing guidance. Assist your HR Business Partner to resolve associate conflicts and disciplinary issues, adhering to company policies and legal requirements. Partner with the Store Support Center Human Resources and the Store Manager with policy, procedure, and initiatives. Maintain associate communication by removing outdated communications and posting current information on RK programs, benefits, schedules, location performance, wellness, safety compliance, and other pertinent information. Oversee the location's safety program including maintaining the accident/incident files, communicating daily safety topics, completing the safety audits, and completing accident reviews. Maintain a strong code of ethics and high degree of confidentiality of information about all company, associate, community, legal, and all other matters. Regularly communicate, both written and verbally, with partners from Store Support Center in a professional manner. Use general office equipment such as telephone, copy machine, fax machine, and computer. May be required to work evenings and weekends. Oversee monthly cash reporting as needed. Maintain office and breakroom supplies. Maintain breakroom and training space standards. Participate in cross-training for flexibility in various departments and responsibilities. Provide friendly, proactive, and professional internal and external support to others, assisting with inquiries, concerns, and issues promptly and effectively. Demonstrate behaviors that exemplify Rural King's Values: People First, Integrity, Attitude, Initiative, Teamwork, Accountability, and Continuous Improvement. Perform other duties as assigned. Supervisory Responsibilities None Essential Qualities for Success At least 2 years of human resources experience or equivalent combination of experience and education. Proficiency with Microsoft Office Suite or related software. Working knowledge of Microsoft Office Suite. Excellent verbal and written communication skills to convey ideas, instructions, and information clearly and concisely. Excellent customer service skills. Demonstrated ability to prioritize tasks, meet deadlines, and maintain a high level of attention to detail. Proven track record of consistently producing error-free work and meeting quality standards. Strong interpersonal skills to build rapport, foster relationships, and collaborate effectively. Proficiency in adapting communication style and tone to effectively interact with individuals from diverse backgrounds and at different levels within the organization. Demonstrate a high level of adaptability in response to changing priorities, unexpected challenges, and evolving business needs. Comfortable navigating computer systems and software to assist customers or manage activities. Possession of a growth mindset, characterized by a belief in the ability to develop talents and intelligence through hard work, dedication, and continuous learning. Physical Requirements Ability to maintain a seated or standing position for extended durations. Ability to lift, push, and/or pull a minimum of 30 pounds repetitively and 31-50 pounds intermittently. Able to navigate and access all facilities. Skill to effectively communicate verbally with others, both in-person and via electronic devices. Close vision for computer-related activities. Pay Scale $17.25-$21.10 Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin or ancestry, sex, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, marital status, or any other characteristic protected by law. We use E-Verify to confirm the employment eligibility of all newly hired associates. To learn more about E-Verify, including your rights and responsibilities, please visit *********************