Director of human resources jobs in Vermont - 24 jobs

Client: Vermont Student Assistance Corporation (VSAC) Website: ********************* Job Title: Director of Human Resources Reports To: Vice President and Chief Operating Officer Compensation: $106,000 - $127,000/year depending on previous experience About VSAC: VSAC helps Vermont students of all ages save, plan, and pay for college or career training. Established by the Vermont Legislature in 1965 as a public nonprofit agency, we champion the cause of students and their families, ensuring they receive the necessary information, counseling, and financial aid to reach their educational aspirations. VSAC's commitment starts with assisting families in saving for education. Counselors work with students in nearly every Vermont middle school and high school, and again as adults. Our financial aid programs attract national recognition, and our loan programs and loan forgiveness programs are saving Vermont families thousands of dollars in interest. VSAC is committed to creating opportunities for all Vermont Students, but particularly for those-of any age- who believe that the doors to higher education are closed to them. By the Numbers in FY'24: VSAC Staff counseled 5,900 Vermont students Awarded $40,000,000 in grants and scholarships Assisted over 40,000 Vermonters and other borrowers Supported 2,600 Vermonters with 802 Opportunity Position Summary: Director of Human Resources oversees the Human Resource Department operations, promotes and implements policies and programs that support organizational effectiveness, employee satisfaction and a growth mindset organization. The Director of Human Resources performs general Human Resource functions including but not limited to activities to recruit and hire new employees, manage benefit programs, ensure compliance with applicable laws and regulations and support management and line staff in HR related issues and challenges. Responsibilities: Oversee, manage, and participate in the administration of benefits, upkeep of the compensation structure, delivery and maintenance of key HR focused training, the maintenance of VSAC's job classification system, job descriptions, budget planning and reporting, new hire related functions, and Human Resource related policies and procedures. Provide leadership and direction to the Human Resources staff in the performance of their duties and streamline HR processes to maximize efficiency and effectiveness. Be a resource for all staff; management and line staff; on HR related issues. Answer questions and provide appropriate guidance and coaching to enable staff to be productive in their roles. Provide leadership and consulting to senior management on HR related topics including risks and mitigation strategies, new and innovative HR topics and trends and other applicable HR related topics. Appropriately assess the competitiveness of benefits and salary plans against relevant comparable companies, industries and markets. Participate and at times oversee and plan various employee events. Perform and/or oversee any HR related federal reporting and conduct or oversee HR audits to ensure compliance. Maintain current knowledge and understanding of regulations, industry trends, reporting requirements, current practices, new development and applicable laws regarding human resources. Act as the primary liaison with employment attorneys or consults with legal counsel as appropriate. Establish and maintain a meaningful employment statistics and reporting package to inform departmental practices and executive strategies. Perform other duties as required. Education: Bachelor's degree or the equivalent in Human Resources experience. Experience/Skills: Exceptional communication and leadership skills with a demonstrable record of progressive leadership and management experience (5+ years). Strong interpersonal skills with a proven ability to work effectively as part of a team and as a leader. Skills in operating computers, keyboard, standard office equipment, and standard office software (Microsoft Office preferred). Knowledgeable about federal and state laws governing employment. 3-5 years of direct supervision experience. Excellent presentation and facilitation skills. Self-directed, organized, and detail-oriented with strong problem solving and decision-making skills. Flexible, team-oriented person with strong written and oral communication skills. Preferred Experience and Certifications: PHR Certification Experience with Human Resources Information Systems (HRIS) Organizational training experience, including development and delivery of training programs Benefits: Two options for Medical, Dental & Prescription Drug Plans Employer contribution to either a Flexible Spending Account or Health Savings Account depending on your Medical plan selection Eligibility for annual salary increases and merit bonuses Paid Time Off, 12 Sick Days and 11 paid holidays Employer contribution of 10% of employee's base salary rate to their 403(b)-retirement plan with no matching requirement. Tuition Assistance VSAC values employees' work-life balance, proven by its hybrid work model combining remote and in-office work. VSAC is also committed to staff well-being, demonstrated by its wellness offerings, onsite gym, and partnership with Marathon Health's South Burlington clinic to provide opportunities for staff to improve and maintain their physical and behavioral health for free or low cost depending on the employee's benefit plan. #VSAC Gallagher, Flynn, & Company, LLP has been retained to conduct this search. While we appreciate all interest in this opportunity, only candidates most closely aligned with our search will be contacted. Disclaimer: What's listed above is representative of the responsibilities of the position but is not meant to be an exhaustive list. Responsibilities may change during employment at the company's discretion. Gallagher, Flynn and Company and our clients do not discriminate in employment based on race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.

Oracle is seeking a highly experienced **AI & Analytics Lead** to design, build, and operate **enterprise-grade AI-powered analytics solutions** across Oracle HR Analytics platforms. This role blends **Generative AI (GenAI), agentic workflows, and Retrieval-Augmented Generation (RAG)** with full ownership of the **analytics platform stack (Oracle Analytics Cloud + ODI)** . You will operate at the intersection of **LLM application engineering, analytics platforms, and enterprise data** , shaping how AI capabilities are embedded into Oracle's global HR business applications. As a senior IC4, you will **design, implementation, and operational excellence** , while influencing platform-level decisions and mentoring engineers through best practices in AI, Analytics, and Responsible AI. **Responsibilities** **Key Responsibilities** + Design, build, and operate **Generative AI systems** , including **agentic workflows and RAG pipelines** , for enterprise analytics use cases. + Architect **LLM-based workflows** using prompt engineering, task decomposition, tool orchestration, and structured output validation. + Integrate AI capabilities with **enterprise analytics and data warehouse platforms** to deliver reliable, explainable insights. + Own and evolve the **Oracle Analytics Cloud (OAC)** platform and **ODI-based ETL pipelines** , supporting both AI-assisted and traditional analytics workloads. + Optimize **semantic AI & Analytics models, data pipelines, dashboards, and reports** for performance, scalability, and AI-readiness. + Manage and tune **ODI workflows** and ensure high performance on **Autonomous Data Warehouse (ADW)** and OCI data services. + Establish **operational excellence** through logging, tracing, monitoring, retries, and alerting for AI and analytics systems. + Define and track **AI & Analytics quality metrics** , including precision, recall, hallucination detection, and business relevance. + Implement **Responsible AI guardrails** , ensuring data privacy, security, compliance, and safe AI behavior aligned with Oracle policies. + Evaluate emerging AI technologies and lead **proof-of-concept experiments** to assess enterprise viability. + Build secure, scalable integrations using **REST APIs** and enterprise integration patterns. + Enforce **data governance** , access controls, lineage, and documentation standards. + Collaborate with product, engineering, and business stakeholders to translate requirements into **scalable AI-driven solutions** . + Provide technical mentorship and guidance across AI, Analytics, and platform engineering disciplines. **Required Qualifications** + **10+ years** of experience in software engineering, AI, analytics, or enterprise data platforms. + **5+ years** of hands-on experience building and operating **Generative AI, agentic workflows, RAG systems, MCP, LangChain, APEX** in production environments. + Proven experience owning **end-to-end analytics platforms** , including **Oracle Analytics Cloud (OAC)** and **ETL pipelines (ODI)** . + Strong hands-on experience with **OAC** (RPD, DV, Dataflows etc), **ODI, Autonomous Data Warehouse (ADW), and OCI data services** . + Proficiency in **Python** and **SQL / PL/SQL** ; experience with **R** , is a plus. + Experience working with **open-source LLMs** and **MLOps / LLMOps tooling** . + Solid understanding of **REST APIs** , secure enterprise integration, and distributed systems. + Strong problem-solving, communication, and technical leadership skills. **Technical & Core AI Skills** + **Core Programming:** Advanced proficiency in **Python** for AI and data engineering. + **ML / DL Frameworks:** Hands-on experience OCI, OML model optimization and production deployment. + **Data Skills:** Strong background in **data analysis, feature engineering, and data pipeline development** . + **Cloud Platforms:** Experience building and operating AI systems on **OCI etc** . + **Specialized AI Domains:** Expertise in **Natural Language Processing (NLP)** , **NL2SQL** , conversational AI, and familiarity with **Computer Vision** pipelines. + **AI Operations:** Experience with **MLOps / LLMOps** , including versioning, experiment tracking, CI/CD, observability, and governance. + **Foundational Skills:** Strong grounding in **mathematics, statistics, critical thinking, and problem-solving** , with a deep commitment to **ethical AI and Responsible AI practices** . **Preferred Qualifications** + Experience integrating AI & Analytics capabilities into **Oracle HR business applications** . + Familiarity with **OCI AI, Data Science, and MLOps platforms** . + Background in **Responsible AI, AI governance, or model evaluation frameworks** . + Experience delivering **AI & Analytics driven features at enterprise scale** with measurable business impact. **Why Join Oracle** + Lead **AI-powered analytics** initiatives across Oracle's global HR product portfolio. + Build and operate **production-grade AI & analytics systems** embedded in enterprise applications. + Collaborate with world-class engineers, data scientists, and product leaders. + Enjoy **remote flexibility** , strong work-life balance, and long-term career growth. + Influence **platform-level decisions** with global reach and impact. Disclaimer: **Certain US customer or client-facing roles may be required to comply with applicable requirements, such as immunization and occupational health mandates.** **Range and benefit information provided in this posting are specific to the stated locations only** US: Hiring Range in USD from $41.83 to $85.63 per hour; from: $87,000 to $178,100 per annum. May be eligible for equity. Oracle maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect Oracle's differing products, industries and lines of business. Candidates are typically placed into the range based on the preceding factors as well as internal peer equity. Oracle US offers a comprehensive benefits package which includes the following: 1. Medical, dental, and vision insurance, including expert medical opinion 2. Short term disability and long term disability 3. Life insurance and AD&D 4. Supplemental life insurance (Employee/Spouse/Child) 5. Health care and dependent care Flexible Spending Accounts 6. Pre-tax commuter and parking benefits 7. 401(k) Savings and Investment Plan with company match 8. Paid time off: Flexible Vacation is provided to all eligible employees assigned to a salaried (non-overtime eligible) position. Accrued Vacation is provided to all other employees eligible for vacation benefits. For employees working at least 35 hours per week, the vacation accrual rate is 13 days annually for the first three years of employment and 18 days annually for subsequent years of employment. Vacation accrual is prorated for employees working between 20 and 34 hours per week. Employees working fewer than 20 hours per week are not eligible for vacation. 9. 11 paid holidays 10. Paid sick leave: 72 hours of paid sick leave upon date of hire. Refreshes each calendar year. Unused balance will carry over each year up to a maximum cap of 112 hours. 11. Paid parental leave 12. Adoption assistance 13. Employee Stock Purchase Plan 14. Financial planning and group legal 15. Voluntary benefits including auto, homeowner and pet insurance The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted. Career Level - IC4 **About Us** As a world leader in cloud solutions, Oracle uses tomorrow's technology to tackle today's challenges. We've partnered with industry-leaders in almost every sector-and continue to thrive after 40+ years of change by operating with integrity. We know that true innovation starts when everyone is empowered to contribute. That's why we're committed to growing an inclusive workforce that promotes opportunities for all. Oracle careers open the door to global opportunities where work-life balance flourishes. We offer competitive benefits based on parity and consistency and support our people with flexible medical, life insurance, and retirement options. We also encourage employees to give back to their communities through our volunteer programs. We're committed to including people with disabilities at all stages of the employment process. If you require accessibility assistance or accommodation for a disability at any point, let us know by emailing accommodation-request_************* or by calling *************** in the United States. Oracle is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans' status, or any other characteristic protected by law. Oracle will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.

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

Ready to be pushed beyond what you think you're capable of? At Coinbase, our mission is to increase economic freedom in the world. It's a massive, ambitious opportunity that demands the best of us, every day, as we build the emerging onchain platform - and with it, the future global financial system. To achieve our mission, we're seeking a very specific candidate. We want someone who is passionate about our mission and who believes in the power of crypto and blockchain technology to update the financial system. We want someone who is eager to leave their mark on the world, who relishes the pressure and privilege of working with high caliber colleagues, and who actively seeks feedback to keep leveling up. We want someone who will run towards, not away from, solving the company's hardest problems. Our ******************************** is intense and isn't for everyone. But if you want to build the future alongside others who excel in their disciplines and expect the same from you, there's no better place to be. While many roles at Coinbase are remote-first, we are not remote-only. In-person participation is required throughout the year. Team and company-wide offsites are held multiple times annually to foster collaboration, connection, and alignment. Attendance is expected and fully supported. The HR Business Partner will support one or more functional teams playing a vital role in ensuring the functions they partner with are thriving and executing people programs at scale -- and, most importantly, translating business strategy into people & org strategy over time. As a key member of our People team, you will work closely with functional leaders on engagement, org health, performance management, employee development, diversity, policy, etc. You'll provide proactive guidance and counsel and will have the opportunity to improve and impact every employee's experience at Coinbase. Using data, combined with sound judgment and creativity, you'll directly influence the growth & scale of our organization. We're looking for an innovative person to help us continue to build a best in class team. *What you'll be doing (ie. job duties):* * Work with relevant stakeholders to help spearhead people programs and strategies that enhance our culture -- including performance management, compensation, talent development & feedback, employee engagement & retention, and internal communications. * Partner with functional leaders on org design, planning, and relevant people strategies at scale. * Regularly provide coaching/guidance on skill & professional development, career pathing and leveling, change management, and sensitive people situations. * Identify and advise leaders on the development needs of their teams and functions. * Approach people matters with an eye toward compliance and reducing risks; help build and apply HR policies and manage global employee relations issues. * Analyze trends & use data to develop people's insights and influence change. * Build excellent working relationships across the business and our People Team COEs. *What we look for in you (ie. job requirements):*** * Minimum of 7 years of relevant experience as a HR professional, chief of staff, or consultant. * Solid mindset and ability to create, improve, and execute on people processes and programs with efficient execution. * Proven stakeholder management skills with capability to navigate nuanced and elevated situations with poise and good judgment - separating signal from noise. * Data driven decision making experience or examples of analytical thinking patterns * Demonstrated skills in clear communication and escalation methods. * Comfortability with stepping into feedback conversations throughout all levels of the organization. * Ability to thrive in a fast-paced environment with ever-changing priorities. * Motivation to problem solve in an ambiguous environment. * Reputation for integrity, confidentiality, dedicated work ethic, and desire for ownership & accountability. P72558 *Pay Transparency Notice:* Depending on your work location, the target annual salary for this position can range as detailed below. Full time offers from Coinbase also include bonus eligibility + equity eligibility**+ benefits (including medical, dental, vision and 401(k)). Pay Range: $176,035-$207,100 USD Please be advised that each candidate may submit a maximum of four applications within any 30-day period. We encourage you to carefully evaluate how your skills and interests align with Coinbase's roles before applying. Commitment to Equal Opportunity Coinbase is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sex, gender expression or identity, sexual orientation or any other basis protected by applicable law. Coinbase will also consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state and local law. For US applicants, you may view the *********************************************** in certain locations, as required by law. Coinbase is also committed to providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please contact us at accommodations*********************************** *Global Data Privacy Notice for Job Candidates and Applicants* Depending on your location, the General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA) may regulate the way we manage the data of job applicants. Our full notice outlining how data will be processed as part of the application procedure for applicable locations is available ********************************************************** By submitting your application, you are agreeing to our use and processing of your data as required. *AI Disclosure* For select roles, Coinbase is piloting an AI tool based on machine learning technologies to conduct initial screening interviews to qualified applicants. The tool simulates realistic interview scenarios and engages in dynamic conversation. A human recruiter will review your interview responses, provided in the form of a voice recording and/or transcript, to assess them against the qualifications and characteristics outlined in the job description. For select roles, Coinbase is also piloting an AI interview intelligence platform to transcribe and summarize interview notes, allowing our interviewers to fully focus on you as the candidate. *The above pilots are for testing purposes and Coinbase will not use AI to make decisions impacting employment*. To request a reasonable accommodation due to disability, please contact accommodations[at]coinbase.com

EXTERNAL JOB OPENING ANNOUNCEMENT HR Officer EMPLOYMENT MODALITY: Permanent | Full Time QUALIFICATION REQUIREMENT: EDUCATION & EXPERIENCE: BA Degree in Management/Busines Management/Business Administration/Management Information System/Business Administration & Information System or any related field of study from a recognized Colleage / University with a minimum of one year experience N.B.: Age limit: 18 - 35 years old. Please bring your 8th grade or Birth certificate and 1 photo when you come to apply CONTACT/APPLICATION INFORMATION: If you're interested, please submit your application to Ethiopian Skylight Hotel Human Resources Office on or before January 14, 2026. Thank you for your interest, and we look forward to hearing from you.

TITLE: Human Resource Business Partner II REPORTS TO: Human Resource Manager The Human Resource Business Partner II is responsible for administering compensation and benefit plans. Assisting in talent acquisition and recruitment processes. Conducting employee onboarding and help plan training & development. RESPONSIBILITIES Serve as payroll processor and become familiar with Dayforce HRIS system. Administer the various benefit programs and address employee/applicant inquires. Conduct employee wellness programs. Process and manage employee offboarding and COBRA notification. Maintain understanding of related regulations such as ERISA, HIPPA, and COBRA., etc. Maintain sensitive employee benefit information in an accurate and private manner. Assist in the development and delivery of training programs. Maintain HRIS system and accurate auditable records. Maintain policies & procedures. Assist in the implementation of HR process improvements to better serve employees and support division. Perform special projects as assigned. Provide support for Human Resource Manager, including but not limited to employee relations, staffing and talent development, benefits/payroll administration and employee engagement. Serve as a point of contact for HR topics, questions and issues for all employees and managers. Maintain all HR systems and files with timely and accurate updates. Develop and maintain the facility employee personnel files, I-9 documentation, continual education supports, training records, etc. Document and track procedures for on-the-job training. Maintain knowledge of local, state, and federal labor and wage laws. Performs other duties as required or assigned. QUALIFICATIONS: Bachelor's degree required from an accredited college/university Minimum 3 years of human resources work experience (may include internship experience) Some knowledge of the general technical field of human resources and human resources practices Strong attention to detail and ability to work in a team environment Require fluent verbal and written communication skills, good problem solving and organizational skills.

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Job Description Chief Human Resources Officer We are requesting all applicants to please include a Cover Letter with their application. Who We Are Central Vermont Home Health & Hospice (CVHHH) is a full service, not-for-profit Visiting Nurse Association committed to providing high quality, medically necessary home health and hospice care to all central Vermonters, regardless of a person's ability to pay. In addition, we promote the general welfare of all central Vermonters with health promotion, long term care, and maternal-and-child health services. The Role The Chief Human Resources Officer (CHRO) is a member of the senior leadership team responsible for leading the organization's human resources functions. The CHRO oversees the HR team to foster a culture of inclusivity that supports and optimizes employee capacity, professional growth, and well-being. The CHRO is a visionary and a strategist who directly engages - and is a direct contact and resource for - all employees' human resources needs. This person plays a pivotal role in developing policies to meet organizational and employee needs and to position CVHHH as an employer of choice. This position oversees management of CVHHH Facilities and serves an integral role on the Incident Command team. Who You Are You embrace challenge with creativity, resilience, and a problem-solving mindset. You have experience fostering a positive and engaging workplace culture and can comfortably adapt to shifting priorities. You are a passionate employee advocate. You collaborate seamlessly with staff across departments and levels. You demonstrate compassion, empathy, and caring for the people around you. You are an effective strategic planner who sees the big picture and drives practical solutions. You embody CVHHH's values, mission, and vision. If this, is you, read on & apply! Your Day-to-Day or Core Responsibilities 1. Engage with the senior leadership team and employees at all levels to foster a culture of inclusivity. 2. Develop and implement recruitment and retention strategies to engage employees, build and support employee resilience, and promote professional development and well-being. 3. Lead ongoing strategic planning work as it pertains to recruitment, retention, employee education, and development. 4. Conduct competitive market research and establishes competitive pay structures. 5. Design and implement employee benefits programs to promote health and wellness, align with organizational values, and strengthen recruitment and retention. 6. Oversee and assist with internal investigations, as necessary, and in compliance with State regulations. Your Benefits 28 days combined paid time off in your first year (with sell back option). Group health, dental, and life insurance, as well as long-term disability. 401(k) safe harbor retirement plan with employer match. Tuition reimbursement for career advancement and continuing education. Enjoy the flexibility of a hybrid schedule-part in-office, part remote. Requirements Bachelor's degree in Human Resources, business administration or a combination of education and experience from which comparable knowledge and skills are acquired. Five years human resources management experience. Health care experience a plus. SHRM or SPHR preferred but not required.

Posting Details Position will be posted for a minimum of one week, after which it is subject to removal without notice. Advertising Copy The University of Vermont (UVM), the oldest university in Vermont and a public land-grant research university, seeks an innovative and strategic leader to serve as its next Chief Human Resources Officer (CHRO). This is an incredible opportunity to shape UVM's future at this pivotal moment of new leadership and the recent designation as a very high research activity university, or R1 institution, by implementing modern systems, creating organizational continuity, and fostering a supported, connected, and thriving workplace. UVM plays a vital role in the well-being of communities and people across the state. The University community includes 4,482 faculty and staff and an enrollment approaching 15,000, including nearly 12,000 undergraduates. Today, UVM is a Public Ivy and research university of an ideal size, large enough to offer a breadth of ideas, resources, and opportunities, yet small enough to enable close faculty-student mentorship across all levels of study, from bachelor's to doctoral programs. Here, the UVM experience and activities are enriched by our location - from the energy and innovation of Burlington to the forests, farms, mountains, and independent spirit of Vermont. This is an exciting time for a new leader to join UVM, a time when intentional organizational change is not only possible but desired. The University is ready for evolution and to more fully embrace its grand mission of education, research, and stewardship. Over the last year, the University has undergone many positive changes, including the appointment of a new President, a new Vice President for Finance and Administration, and achieving R1 status. New leadership and a new strategic planning process have generated energy and enthusiasm on campus for a more collaborative shared future. A central part of UVM's success will be a modern and interconnected human resources office. The CHRO will join an organization and leadership team that is ready to lead through action and build long-term systems, future-oriented workforce strategies, and competitive total rewards incentives to ensure the entire UVM community feels valued. The CHRO will oversee an office of about 40 staff and be responsible for the core HR functions that serve UVM's employees. Overall, the CHRO will be charged with leading the development and implementation of an HR strategy, including integrating a new ERP system, that is modern, proactive, and supports faculty and staff in their efforts to prepare ethical, engaged leaders who are ready to tackle complex challenges to benefit society. Given the decentralized nature of HR at UVM, the CHRO must serve as a collaborative and trusted counsel to the broad community of stakeholders across all units of the University. With overall accountability for HR performance across the University, the CHRO will work to ensure compliance with federal, state, and University labor standards and policies. They will also have responsibility for planning, developing, and implementing university-wide initiatives and strategies that support employee engagement, development, and UVM's aspiration to recruit and retain exceptional talent. They will develop strategies for their team to deliver proactive, high-quality service and communication while effectively leading through change. The most successful candidates must demonstrate knowledge of this current moment in higher education and, based on that, a vision for leading within a complex public university. The compensation for this role is expected to be $225,000-270,000. The demands on the role necessitate a commitment to being a consistent physical presence on campus. APPLICATIONS, INQUIRIES, AND NOMINATIONS Screening of complete applications will begin immediately and continue until the completion of the search process. Inquiries, nominations, referrals, and resumes with cover letters should be sent via the Isaacson, Miller website linked here. All nominations and inquiries regarding the position should be submitted via the same site. The position will remain open until it is successfully filled. All correspondence can be addressed to the Isaacson, Miller representatives noted below: Lindsay Gold, Partner Angelo Alexander, Senior Associate Julia Hochner, Managing Search Coordinator Anticipated Pay Range $225,000-270,000 Job Location Burlington, Vermont, United States Job Open Date Job Close Date Category Position Information Posting Number F3594PO Department Human Resource Services Admin/11306 Advertising/Posting Title Chief Human Resources Officer FLSA Exempt Position Number 00026087 Employee FTE 1.00 Employee Term (months) 12 Supplemental Questions

The Breakdown: This is an exciting and challenging role on Burton's People & Culture team to help build Burton's culture and workplace practices and enable Burton to achieve its strategic business and purpose goals. This role serves as a strategic business partner to one or more functions within the organization, with primary responsibility for employee relations, talent management, and recruiting. Acting as an extended member of the team and a trusted advisor to Senior Managers, this position plays a key role in aligning people strategies with business objectives. In addition to these core responsibilities, the role also supports performance management, employee development, and the implementation of organizational design initiatives. The position will proactively address a wide range of P&C needs, and help Burton build toward fostering a workplace culture of high performance and belonging. The BP Team is led by the Global Head of P&C Business Partners and includes several Business Partners assigned to specific functions and/or regions. Burton's BPs are the primary points of contact and relationship-holders with functional leads and Burton employees. The P&C Talent, Total Rewards and People Operations Teams provide subject matter expertise and strategic direction and for the BPs in the design and development of shared tools, frameworks and systems. The BPs work as a close team deploy these tools within their respective assigned functional/regional areas of responsibility and share best practices within the BP team for continuous improvement of employee relations. What You Get to Do: (For all items listed below: 'In assigned functions/regional areas…') * Provide strategic partnership with assigned business leaders to deploy talent management and employee relation strategies that help deliver on the chosen company strategy, functional priorities, and that deliver against People & Culture objectives and priorities. • Provide a full range of P&C expertise, services and solutions to leadership and employees, including recruiting, talent management, employee engagement, organizational design and development; collaborate with Talent, Total Rewards, and People Operations teammates to deploy compensation, performance management, employee development, and employee relations tools. • Partner with the Head of P&C Business Partners and Director of Talent to ensure the successful and complete deployment of Burton's performance management and talent systems, ensuring regular, transparent and effective communication between managers and employees regarding performance and development. • Ensure all staffing needs are identified and resourced, including the effective and timely recruiting and onboarding of new external talent, and the advancement, development, promotion, and/or internal transfer/movement of existing internal talent, all with a focus on attracting and retaining top talent, and building and sustaining a diverse and inclusive workforce. • Work in close partnership with leaders and employees to assess and elevate levels of employee engagement.• Act as a culture ambassador and champion, fostering greater levels of diversity and inclusion, and creating a workplace culture where all employees feel welcome. Partner with the Director of Justice, Equity Diversity and Inclusion to ensure BP activities support Burton's JEDI strategy and deliver on JEDI best practices • Partner with the Head of P&C Business Partners and Director of Talent to provide coaching, tools and mentoring to employees to assist them in creating and owning their development plans. • Handle a range of employee relations issues with professionalism and finesse. This includes mediating conflicts, conducting investigations, and ensuring a positive workplace culture. Ensure clear transparency, feedback, coaching and follow-up are provided. • Provide guidance, counseling and development for regulatory and compliance issues regarding company policies, practices, procedures, etc. • Collect, summarize, report and analyze data across key P&C metrics and results, and use the data to drive improved business and people actions and outcomes.• Be a role model and champion for cross-functional collaboration. What You'll Bring to The Team: * 5+ years of progressive P&C/HR experience, with at least 2 years in a Business Partner or consultative HR role.• Demonstrated P&C/HR expertise with some or all of the following: recruitment, performance management, employee relations, talent planning, employee development, and change management. • A positive attitude that models Burton's Purpose, and Stance, always with a high degree of trust, poise and professionalism. • Strong interpersonal, communication, and influencing skills.• Proven ability to create relationships rooted in trust and credibility, with a diverse range of people. Strong business acumen to work as a trusted business advisor to assigned functions/regions. • Excellent organization and time management skills with the ability to manage multiple priorities. • Intellectually curious and able to explore new ideas to foster change. • Analytical mindset with experience using data to inform decisions.• Strong team orientation and collaborative skillset, works well with others, adds positive energy to the team. • Strong experience with P&C systems (Dayforce preferred but not required) and Microsoft Suite (emphasis on intermediate/advanced level Excel skills, Teams, PowerPoint). Demonstrated technical aptitude to adapt to new and change tools, systems and technology on an ongoing basis. Additional Position Details: * This position is in a typical, stationary office setting. Over 80% of the day will be spent seated (and/or at a stand-up desk).• This is an on-site role, based in Burlington, VT. Expectations for time on-site are aligned with the company's Stance on Remote Roles. We will offer relocation assistance to move to Vermont to any candidate who is hired.• The position requires minimal travel to assigned/supported offices, stores and/or other company locations.• This is an exempt/salaried year-round position. More Info to Seal the Deal: Burton's benefits package includes health insurance (medical, dental and vision), life insurance (company paid), flex spending, short- and long-term disability insurance (company paid), great parental benefits, 401k plan with company match, and paid time-off. Other perks include a discounted season pass, free lessons, product discounts, free demo equipment, ride days, casual work environment, and many more… The hiring range for this role is $80,000-$90,000, depending on relevant experience and/or education, specific skills, function, and available budget. Please note that the range details above reflect the base pay only and does not include any potential bonus and other benefits that we offer.

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

The Breakdown: This is an exciting and challenging role on Burton's People & Culture team to help build Burton's culture and workplace practices and enable Burton to achieve its strategic business and purpose goals. This role serves as a strategic business partner to one or more functions within the organization, with primary responsibility for employee relations, talent management, and recruiting. Acting as an extended member of the team and a trusted advisor to Senior Managers, this position plays a key role in aligning people strategies with business objectives. In addition to these core responsibilities, the role also supports performance management, employee development, and the implementation of organizational design initiatives. The position will proactively address a wide range of P&C needs, and help Burton build toward fostering a workplace culture of high performance and belonging. The BP Team is led by the Global Head of P&C Business Partners and includes several Business Partners assigned to specific functions and/or regions. Burton's BPs are the primary points of contact and relationship-holders with functional leads and Burton employees. The P&C Talent, Total Rewards and People Operations Teams provide subject matter expertise and strategic direction and for the BPs in the design and development of shared tools, frameworks and systems. The BPs work as a close team deploy these tools within their respective assigned functional/regional areas of responsibility and share best practices within the BP team for continuous improvement of employee relations. What You Get to Do: (For all items listed below: ‘In assigned functions/regional areas…') • Provide strategic partnership with assigned business leaders to deploy talent management and employee relation strategies that help deliver on the chosen company strategy, functional priorities, and that deliver against People & Culture objectives and priorities. • Provide a full range of P&C expertise, services and solutions to leadership and employees, including recruiting, talent management, employee engagement, organizational design and development; collaborate with Talent, Total Rewards, and People Operations teammates to deploy compensation, performance management, employee development, and employee relations tools. • Partner with the Head of P&C Business Partners and Director of Talent to ensure the successful and complete deployment of Burton's performance management and talent systems, ensuring regular, transparent and effective communication between managers and employees regarding performance and development. • Ensure all staffing needs are identified and resourced, including the effective and timely recruiting and onboarding of new external talent, and the advancement, development, promotion, and/or internal transfer/movement of existing internal talent, all with a focus on attracting and retaining top talent, and building and sustaining a diverse and inclusive workforce. • Work in close partnership with leaders and employees to assess and elevate levels of employee engagement.• Act as a culture ambassador and champion, fostering greater levels of diversity and inclusion, and creating a workplace culture where all employees feel welcome. Partner with the Director of Justice, Equity Diversity and Inclusion to ensure BP activities support Burton's JEDI strategy and deliver on JEDI best practices • Partner with the Head of P&C Business Partners and Director of Talent to provide coaching, tools and mentoring to employees to assist them in creating and owning their development plans. • Handle a range of employee relations issues with professionalism and finesse. This includes mediating conflicts, conducting investigations, and ensuring a positive workplace culture. Ensure clear transparency, feedback, coaching and follow-up are provided. • Provide guidance, counseling and development for regulatory and compliance issues regarding company policies, practices, procedures, etc. • Collect, summarize, report and analyze data across key P&C metrics and results, and use the data to drive improved business and people actions and outcomes.• Be a role model and champion for cross-functional collaboration. What You'll Bring to The Team: • 5+ years of progressive P&C/HR experience, with at least 2 years in a Business Partner or consultative HR role.• Demonstrated P&C/HR expertise with some or all of the following: recruitment, performance management, employee relations, talent planning, employee development, and change management. • A positive attitude that models Burton's Purpose, and Stance, always with a high degree of trust, poise and professionalism. • Strong interpersonal, communication, and influencing skills.• Proven ability to create relationships rooted in trust and credibility, with a diverse range of people. Strong business acumen to work as a trusted business advisor to assigned functions/regions. • Excellent organization and time management skills with the ability to manage multiple priorities. • Intellectually curious and able to explore new ideas to foster change. • Analytical mindset with experience using data to inform decisions.• Strong team orientation and collaborative skillset, works well with others, adds positive energy to the team. • Strong experience with P&C systems (Dayforce preferred but not required) and Microsoft Suite (emphasis on intermediate/advanced level Excel skills, Teams, PowerPoint). Demonstrated technical aptitude to adapt to new and change tools, systems and technology on an ongoing basis. Additional Position Details: • This position is in a typical, stationary office setting. Over 80% of the day will be spent seated (and/or at a stand-up desk).• This is an on-site role, based in Burlington, VT. Expectations for time on-site are aligned with the company's Stance on Remote Roles. We will offer relocation assistance to move to Vermont to any candidate who is hired.• The position requires minimal travel to assigned/supported offices, stores and/or other company locations.• This is an exempt/salaried year-round position. More Info to Seal the Deal: Burton's benefits package includes health insurance (medical, dental and vision), life insurance (company paid), flex spending, short- and long-term disability insurance (company paid), great parental benefits, 401k plan with company match, and paid time-off. Other perks include a discounted season pass, free lessons, product discounts, free demo equipment, ride days, casual work environment, and many more… The hiring range for this role is $80,000-$90,000, depending on relevant experience and/or education, specific skills, function, and available budget. Please note that the range details above reflect the base pay only and does not include any potential bonus and other benefits that we offer.

The von Trapp Family Lodge & Resort in Stowe Vermont is seeking a dedicated Human Resources Generalist to support our team-oriented and guest-focused workplace. This role provides hands-on HR support across recruiting, onboarding, benefits administration, compliance, and employee services. Position Duties: Coordinate job postings, applicant tracking, and new hire onboarding Support benefit enrollments, employee leave, and workers' comp processes Help ensure compliance with employment laws and internal policies Maintain accurate personnel records and assist with payroll data Conduct reference checks and pre-employment screenings Assist seasonal and international employees with onboarding, visa coordination, and housing logistics Provide friendly, professional support to staff throughout their employment Assist with internal audits and maintain up-to-date records for compliance readiness Support employee engagement initiatives and assist in planning recognition programs or events Qualifications: Bachelor's degree in HR or related field and/or 3+ years HR experience Strong organizational, communication, and data management skills Familiarity with federal and state employment laws and HR best practices (FMLA, ADA, ACA, etc.) Experience supporting or administering employee benefits programs, including health, dental, vision, and 401(k) Experience with HRIS systems (ADP preferred) and Microsoft Office Ability to manage multiple priorities and deadlines with strong attention to detail PHR or SHRM-CP certification a plus Why Join the von Trapp Family Lodge & Resort? As part of our HR team, you'll help foster a respectful, inclusive, and welcoming environment for employees from near and far. You'll enjoy meaningful work in a picturesque setting, with a team that values tradition, hospitality, and excellence. Hourly Rate: $30.00 - $33.00/hour commensurate with experience and qualifications.

G.S. Precision manufactures critical components for the Aerospace and Defense industries. With 700 employees across four integrated locations totaling 230,000 sq. ft., we draw on 60+ years of experience and cutting-edge technology to deliver consistent, high-quality results. Our Mission & Values: To provide a proud, caring, and safe environment that allows our team to thrive in delivering value to our customers. We encourage creative thinking and problem solving. We grow our company through open communication, strong leadership, and continuous improvement that benefits our customers, employees, their families, and our communities.Our Vision: To be the most trusted global partner in precision manufacturing and assembly of highly engineered mission critical products, recognized for our commitment to innovation, quality, and ability to enable our customers success. Generate Sustained Profitability We offer a competitive benefits package, which includes but not limited to: Comprehensive Health, Dental and Vision Care Coverage (Starting the Next Full Month After Hire) Paid Holidays starting on Day ONE Company Paid Life and AD&D Insurance Company Paid Short-Term Disability 401 (k) Matching Retirement Plan Employer Funded Health Reimbursement Account Flexible Spending Account Generous Paid Time Off Dependent Care Spending Account Employee Assistance Program Educational Assistance Program Employee Referral Bonus Safety Shoe Allowance Prescription Safety Glasses Program Shift Differentials for 2nd and 3rd Shifts Bereavement Leave Job Summary The Human Resources Generalist plays a critical role in supporting the day-to-day HR operations for the facility, with a strong focus on benefits administration, employee relations, compliance, and policy enforcement. This position works collaboratively with leaders at all levels across the company to support business goals and ensure HR practices align with operational needs. Key Responsibilities Serve as an HR business partner to plant leaders, offering guidance on employee relations, workforce planning, and team engagement strategies. Act as a trusted point of contact for employees, providing non-biased guidance on policies, benefits, and workplace issues. Address employee concerns and assist in resolving conflicts and complaints through effective problem-solving and communication. Support benefits enrollment, changes, and employee communications. Drive employee engagement initiatives and support a positive workplace culture by organizing programs, facilitating feedback, and partnering with leadership to enhance team morale and retention. Partner closely with the Safety team to support and champion safety initiatives, ensuring alignment with company policies and fostering a culture of workplace safety and compliance. Partner with the payroll team to ensure accurate and timely processing of changes. Interpret and enforce company policies, procedures, and employment laws. Ensure HR practices and documents are compliant with federal, state, and local employment laws (e.g., FMLA, ADA, FLSA). Conduct or support internal investigations and documentation related to employee relations matters. Maintain accurate and confidential employee records. Ensure timely, accurate, and thorough documentation of employee relations issues, disciplinary actions, investigations, and HR decisions in accordance with company policy and legal standards. Collaborate with Hiring Managers and the Talent Acquisition team to support staffing needs. Participate in the implementation and improvement of HR processes and systems. Support various HR projects and initiatives, as needed while working collaboratively with the other HR Generalists and team members. Requirements Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred. 2+ years of relevant HR experience, preferably in a manufacturing setting. Solid knowledge of employee benefits, HR compliance, and employee relations best practices. Demonstrated ability to build trust and effectively partner with leadership. Proficiency with HRIS systems and Microsoft Office Suite. SHRM-CP or equivalent certification a plus. Core Competencies Strong interpersonal and communication skills. High emotional and social intelligence to navigate sensitive situations and build positive working relationships. Business acumen and problem-solving abilities. Confidentiality and ethical practice. Adaptability and collaboration. Conflict resolution and coaching. We are looking for people who are highly motivated with the ability to work in a fast-paced environment. Must be a professional with strong work ethic and comfortable working as part of a team that includes all levels of the organization. Come join our team! G.S. Precision is committed to Equal Opportunity Employer (EOE) and to be in compliance with all Federal, State and local laws that prohibit employment discrimination on the basis of race, color, age, natural origin, ethnicity, religion, gender, pregnancy, marital status, sexual orientation, citizenship, genetic disposition, disability or veteran's status or any other classification protected by State/Federal laws. Salary Description $60,000 - $80,000 Annually

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

COMMUNITY HEALTH: Community Health is a primary care network that provides nationally-recognized programs, a focus on wellness, dental, behavioral health and pediatric specialties, walk-in Express Care, a culture of community and quality health care that almost everyone, insured or uninsured, has come to depend on. As an equal opportunity employer, we offer a team-oriented, collaborative work environment for close to 400 employees at eight different locations in Rutland and southern Addison counties. POSITION SUMMARY: Develops and coordinates implementation of Human Resources policies and programs for Community Health including organizational planning, organizational development, employment, training, employee relations, compensation, benefits, and employee services. Originates Human Resources practices and objectives that will provide a balanced program throughout CHCRR. Assists and advises senior management on Human Resources issues. FUNCTIONS OF THE POSITION: Formulates and recommends Human Resources policies and objectives for the entire organization. Determines and recommends employee relations practices necessary to establish a positive employer[1]employee relationship and promote a high level of employee morale. Identifies legal requirements and government reporting, regulations affecting Human Resources function (e.g. OSHA, EEO, TEFRA, ERISA, Wage & Hour, etc.) requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies. Protects interests of employees and the organization in accordance with Community Health Human Resources policies and governmental laws and regulations. Approves recommendations for terminations. Reviews employee appeals through complaint procedure. Establish wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services and company safety and health programs. Establishes standard recruiting and placement practices and procedures. Defines all Human Resources programs, and authority/responsibility of Human Resources within those programs. Provides necessary education and materials to line management and employees -workshops, manuals, employee handbooks, and standardized reports. Selects and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specialists, labor counsel and other outside sources. Conducts a continuing study of all Human Resources policies, programs and practices to keep the organization abreast with current practice and informed of new developments. Directs the preparation and maintenance of such reports and records as are necessary to carry out functions of department. Prepares periodic reports to top management as necessary or requested. Responsible and evaluated for upholding Community Health's Corporate Compliance Program Keeps supervisors informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level. Assumes other duties and responsibilities as assigned. OTHER DUTIES: Develops and recommends budget. Authorizes expenditures in accordance with budget. Approves budget and expense of subordinates Develops short and long-range operating objectives, organizational structure and staffing requirements. Assures that the duties, responsibilities, and authority of each job are clearly defined, effective, and communicated to incumbents. • Assures that qualified personnel are selected and that the orientation and on-the-job training programs are conducted and effective. Ensures that the Community Health performance appraisal system is administered effectively. Assumes that a positive employee relations position is maintained. Ensures that Community Health management principles, policies and programs are consistently practiced. S-467 Page 2 of 4 Assures that effective communications are maintained within areas of responsibility. Where appropriate, informs employees as to plans and progress. Consults with all segments of management responsible for policy or action. Makes recommendations for improving effectiveness of policy or practices. Remains current with trends and practices in field of expertise. Assumes other special activities and responsibilities from time to time as directed. Assumes other tasks as assigned SKILLS REQUIRED FOR SUCCESS: Bachelor's Degree in Human Resources/Business Administration or equivalent 5-8 years' experience gained through increasingly responsible management position within Human Resources Knowledge of federal and state employment/labor laws, clinic policies. Knowledge of compensations/benefits administration. Knowledge of how to conduct wage/salary and employee satisfaction surveys; to mediate personnel grievances/disputes; to analyze human resources data for critical indicators. Specialized skill and/or training in organizational planning, compensation, preventive labor relations. Membership in associations which would enhance effective Human Resources Management Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development Well-developed administrative and management skills. Must have full and complete knowledge and understanding of all Community Health policies. Must maintain a good professional relationship with Administration, management and staff High energy level, comfortable performing multifaceted projects in conjunction with day-to-day activities. PERSONAL CHARACTERISTICS: Superior interpersonal abilities. Ability to get along with diverse personalities, tactful, mature flexible. Excellent communication skills - written and verbal • Participative management style - advocate team concept Ability to establish credibility and be decisive - but be able to recognize and support the organization's preferences and priorities Results and people oriented, but have sound and reasoned judgment - ability to balance other business considerations. Service oriented, but assertive/persuasive. HOW WE SUPPORT YOU: Work Life Balance Generous Time Off Medical, dental, and vision insurance. Health savings account option. Robust 403 (b) retirement savings plan, with employer match and 100% vesting schedule. Comprehensive Wellness Program.

**What We Offer:** - Weekly payroll - Medical, Vision, Dental coverage as well as voluntary benefits - Profit sharing - Paid personal time accrued within your first 90 days - Vacation time available after 90 days - 401(k) plan This comprehensive benefits package is designed to support your health, well-being, and financial future. This is a part-time, non-exempt/hourly paid, onsite, administrative position. (No remote work) Requirement of 2+ years of Human Resources experience, specifically in the following areas: Direct and hands-on experience with ADP WFN (Workforce Now) Preparing, processing, transmitting payroll Recruitment and onboarding employees A Human Resources Generalist performs administrative tasks and services to support effective and efficient operations of the organization's Human Resources Department. Employees in this position are required to adhere to a high level of confidentiality; Maintaining the utmost confidentiality in dealing with employee records and/or business information related to personal, medical, financial, procedural, and/or proprietary information. An HR Generalist will be responsible for providing assistance to and taking direction from the Director of Human Resources. Job functions are as follows: Perform routine tasks required to administer and execute the following components of Human Resources (HR) related matters: Compliance with federal, state and local employment laws & regulations and recommended best practices, inclusive of VPT internal practices, policies & procedures for this multi-state employer Preparation of weekly payroll, including verification of time and attendance records, ensuring accuracy of payroll deductions, taxes, and benefit contributions. Recruitment, on-boarding and terminations Conduct new hire and benefit orientations and employee recognition programs. Maintain performance evaluation schedules and talent management programs. Assist with disciplinary matters, disputes and investigations. Maintain employee personnel, medical, benefit, and complaint files. Act as a liaison for employee and manager interactions for complex and sensitive matters. Adhere to company procedures for handling and archiving both physical and electronic documents. Continued education to maintain knowledge of trends, best practices, regulatory changes, and new technologies in the areas of human resources, employment law and talent management. _____________________________________________________________________________________________________________________________________________________________________________ **Company Overview:** Vermont Precision Tools, Inc. manufactures tooling that serves various markets, including Medical, Aerospace, Automotive, and Defense. We are a stable family-owned business with over 50 years of experience in developing talents and advancing individuals within the company. Our employees receive coaching to enhance their effectiveness strategically, culturally, and through performance improvement.

Compensation and Benefits: Compensation: Starting wage $20.00 - $25.00, adjusted based on experience. Benefits: Full-time, year-round, benefited position including: Optional company subsidized medical, dental, vision, flexible spending account, health savings account, employer paid short term disability & long-term disability offerings 401(k) retirement plan (with company match up to 5%) Paid parental leave Paid time off, holiday and sick pay Free season pass for employee/dependents Privileges at several other resorts Several discount programs (i.e. food & beverage, retail/rental, friends & family tickets, etc.) Job Summary: The Human Resources Recruiter acts as an information source to all applicants and employees answering routine employment inquiries. Performs a variety of human resources clerical duties to assist in a productive and efficient department operation. Facilitates the best possible applicant and employee experience through exceptional attention to guest service. The Human Resources Recruiter will work directly with multiple departments assisting with the entire recruitment and onboarding process. Summary of Key Responsibilities: Responsibilities and essential job functions include but are not limited to the following: Screens job applicants who meet the qualifications to keep the company optimally staffed Assists with identifying personnel needs and workforce planning strategies that ensure staffing needs are met in all Killington/Pico Resort divisions Develops and maintains strong working relationships with Killington/Pico Resort Leaders, vendors, community and regional organizations and other team members to create partnerships yielding success, predictable results and credibility Coordinate recruiting activities including job postings, application review, interview scheduling, and candidate communication Attend job fairs, college recruiting events, and local outreach efforts to attract seasonal and year-round talent Assist hiring managers with background checks, reference checks, and pre-employment documentation Prepare and process new hire paperwork, I-9 verifications, and employee file setup Facilitate portions of the new hire orientation process and ensure a welcoming onboarding experience Support department managers in integrating new employees efficiently and effectively into the resort Employee Relations & Front Office Support Serve as a point of contact for employee questions regarding pay, benefits, schedules, and policies Maintain accurate and confidential employee records in HRIS and paper files Support employee communications and resort-wide initiatives such as milestone recognition, employee appreciation events, and perks programs Assist with employee housing coordination, seasonal programs, and other employee experience initiatives Compliance & Reporting Ensure adherence to company policies, employment laws, and documentation standards Support audits and reporting for personnel records, I-9 compliance, and other HR functions Maintain knowledge of state and federal HR regulations and assist with updates to procedures as needed Qualifications Basic Qualifications: Associate's or Bachelor's degree in Human Resources, Business, or related field preferred 2+ years of HR or administrative experience, preferably in hospitality, recreation, or a seasonal business Strong organizational skills and attention to detail Required Knowledge, Skills and Abilities: Background check required Valid driver's license required Self motivated and shows initiative to learn and improve Excellent interpersonal and communication abilities Proficient with Microsoft Office and HRIS systems; experience with recruiting or onboarding platforms preferred Ability to manage multiple priorities in a fast-paced, team-oriented environment It is the policy of Killington/Pico Ski Resort Partners, LLC to provide equal opportunity and employment to all staff and applicants. No person shall be discriminated against in any condition of employment because of race, color, religion, ancestry, national origin, sex, sexual orientation, gender identity, place of birth, age, physical or mental condition, or any qualified individual with a disability or veteran status. Work where you play - Apply now!

Chief Human Resources Officer We are requesting all applicants to please include a Cover Letter with their application. Who We Are Central Vermont Home Health & Hospice (CVHHH) is a full service, not-for-profit Visiting Nurse Association committed to providing high quality, medically necessary home health and hospice care to all central Vermonters, regardless of a person's ability to pay. In addition, we promote the general welfare of all central Vermonters with health promotion, long term care, and maternal-and-child health services. The Role The Chief Human Resources Officer (CHRO) is a member of the senior leadership team responsible for leading the organization's human resources functions. The CHRO oversees the HR team to foster a culture of inclusivity that supports and optimizes employee capacity, professional growth, and well-being. The CHRO is a visionary and a strategist who directly engages - and is a direct contact and resource for - all employees' human resources needs. This person plays a pivotal role in developing policies to meet organizational and employee needs and to position CVHHH as an employer of choice. This position oversees management of CVHHH Facilities and serves an integral role on the Incident Command team. Who You Are You embrace challenge with creativity, resilience, and a problem-solving mindset. You have experience fostering a positive and engaging workplace culture and can comfortably adapt to shifting priorities. You are a passionate employee advocate. You collaborate seamlessly with staff across departments and levels. You demonstrate compassion, empathy, and caring for the people around you. You are an effective strategic planner who sees the big picture and drives practical solutions. You embody CVHHH's values, mission, and vision. If this, is you, read on & apply! Your Day-to-Day or Core Responsibilities 1. Engage with the senior leadership team and employees at all levels to foster a culture of inclusivity. 2. Develop and implement recruitment and retention strategies to engage employees, build and support employee resilience, and promote professional development and well-being. 3. Lead ongoing strategic planning work as it pertains to recruitment, retention, employee education, and development. 4. Conduct competitive market research and establishes competitive pay structures. 5. Design and implement employee benefits programs to promote health and wellness, align with organizational values, and strengthen recruitment and retention. 6. Oversee and assist with internal investigations, as necessary, and in compliance with State regulations. Your Benefits 28 days combined paid time off in your first year (with sell back option). Group health, dental, and life insurance, as well as long-term disability. 401(k) safe harbor retirement plan with employer match. Tuition reimbursement for career advancement and continuing education. Enjoy the flexibility of a hybrid schedule-part in-office, part remote. Requirements Bachelor's degree in Human Resources, business administration or a combination of education and experience from which comparable knowledge and skills are acquired. Five years human resources management experience. Health care experience a plus. SHRM or SPHR preferred but not required.