Director of human resources jobs in Waterbury, CT

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

The ideal candidate will be responsible for recruitment efforts, new hire orientation and onboarding, employee termination, payroll and benefits, company policy and procedure adherence. In addition, you will build strong relationships with our company's managers in order to help them with their human resource needs. Responsibilities Oversee full-cycle of recruitment efforts Develop and oversee new hire orientation, onboarding efforts and employee termination process Assist with payroll and benefits administration Ensures compliance with company policies and procedures and legal Responsibilities Support managers with effective employee relations practices. Qualifications Bachelor's Degree preferred, or some combination of college work and more hands on HR work experience will be considered. 1+ years' of experience working in Human Resources preferably in a manufacturing or operations environment. Previous experience in employee relations, recruiting, training, and HRIS preferred.

Job Details Waterbury, CT - Waterbury, CT Full Time 4 Year Degree Up to 25% Day Human ResourcesDescription About Us At Hubbard-Hall Inc., we've been helping manufacturers get better results with less chemistry, cost, and complexity for more than 175 years. As a specialty chemical manufacturer and distributor with headquarters in Connecticut and manufacturing operations in South Carolina and Michigan, we're known for combining tank-side expertise with best-in-class logistics. We're proud of our history-and excited about our future. The Opportunity We're looking for a Director of Human Resources to lead and evolve our HR function. This is a key leadership role where you'll shape our people strategy, partner with senior leadership, and help ensure Hubbard-Hall continues to be a place where talented people thrive. From employee engagement and organizational development to recruiting, benefits, and compliance, you'll oversee the full scope of HR while driving programs that strengthen culture and performance. What You'll Do As our HR leader, you'll: Partner with senior leadership to align HR initiatives with company strategy and goals. Lead workforce planning, succession planning, employee engagement, and organizational development initiatives. Oversee recruiting, hiring, and onboarding to ensure we attract and retain top talent. Manage performance management, training, and development programs that build skills and support career growth. Ensure competitive compensation and benefits programs through benchmarking and regular review. Provide guidance to managers and employees on employee relations, coaching, and policy interpretation. Drive diversity, equity, and inclusion efforts, ensuring programs reflect our company values. Ensure compliance with all applicable employment laws and regulations. Collaborate with EHS&S to maintain a safe, healthy workplace. Stay current on HR best practices and emerging trends to continuously strengthen HR effectiveness. What You'll Bring 10-15 years of HR experience, including at least 3 years in a senior leadership role. A track record of partnering with executive leadership to design and implement impactful HR strategies. Strong leadership skills with the ability to develop and mentor employees. High emotional intelligence and professionalism in handling sensitive matters. Excellent communication, presentation, and problem-solving skills. Ability to balance multiple priorities and deliver results in a fast-paced environment. SHRM or HRCI certification preferred. Why Join Us? At Hubbard-Hall, you'll join a company that values candor, respect, and quick decision-making. We're proud of our history and excited about our growth-and we know that our people are at the heart of it. This is your opportunity to make a meaningful impact on both our organization and our employees. Hubbard-Hall Inc. is an equal opportunity employer. Hubbard-Hall, Inc. does not discriminate in employment with regard to race, color, religion, national origin, citizenship status, ancestry, age, sex (including sexual harassment), sexual orientation, marital status, physical or mental disability, military status or unfavorable discharge from military service or any other characteristic protected by law.

SHRM-CP, SPHR, or PHR certification preferred Full-Time, Exempt Stokes Counseling Services On-site Company Stokes Counseling Services is the largest mental health private practice in Connecticut. Our practice comprises a diverse team of licensed clinicians and medication management professionals who specialize in providing comprehensive mental health services, focusing particularly on the treatment of depression, anxiety, and PTSD. We adopt a holistic approach to treatment, offering individual, group, and family therapy options to ensure our patient's needs are met effectively. Our unwavering commitment lies in delivering exceptional care to our patients while fostering a supportive environment for our dedicated clinicians. Stokes Counseling Services is seeking a Human Resources Director to be a strategic partner working as a member of the Stokes Counseling executive team. This is a full-time, exempt position that is based in our main office in Naugatuck, CT. At Stokes Counseling, we recognize that people are the business, and we are looking for a dynamic leader to help build a best-in-class People organization to support our existing workforce and our future growth initiatives. This leader will be pivotal to the success of our workforce and our business as a whole. We need someone who is just as passionate about the culture as they are about their core responsibilities as an HR Leader. The ideal candidate is a builder -- Someone who can come in with a willingness and an ability to build HR Operations and Programs. You will own and heavily influence everything from Career Mapping and Performance Management programs, to bonus & incentive planning and employee onboarding/offboarding. Responsibilities Leading all tactical and strategic HR initiatives throughout the organization Developing strategic HR initiatives including total rewards strategy, compensation philosophy, HR team growth, and expansion into new locations and business lines Supporting leadership and managers by designing performance management processes and metrics and providing management feedback and development opportunities Implementing and executing HR processes related to reporting, employee handbook updates, compliance, training, and overall employee lifecycle management Management of existing HR programs including but not limited to leaves of absence, 401k, health insurance, open enrollment, workers' compensation, accommodations, promotions, and employee rewards programs Partnering with the leadership team in designing goals and roadmap for long-term organizational growth strategy Requirements Experience owning HR Operations in a high-growth, fast-paced environment with the ability to lead an organization of 250+ employees Experience leading the HR function in a healthcare organization At least 7 years of HR Generalist or Business Partner experience Expertise in federal and local compliance regulations and reporting requirements Strong capacity in leading HR decision-making and supporting the broader leadership team in decision-making for organizational growth Experience in building compensation philosophy in conjunction with performance management strategies Enthusiasm for coaching, manager development, and building Ability to work on-site at the main office in Naugatuck, CT Nice-to-have Experience leading the HR function at a mental health organization Strong business partnership: able to establish credibility and rapport with operating leaders Experience managing teams SHRM-CP, SPHR, or PHR certification preferred Salary 90k-120k Benefits 401(k) after 1 year of service Health insurance Paid time off

OMG, Inc. is a leading manufacturer of fastening products and technologies for the commercial roofing and other construction industries worldwide. Based in Massachusetts, with manufacturing facilities in Agawam, MA, Addison, IL, Asheville, NC, and Rockford MN, OMG is an equal opportunity employer valuing integrity, teamwork, diversity, trust, respect, communication, accountability, proactive performance and a passion for excellence! APPLY

Job Description The Director of Human Resources is a strategic and hands-on HR leader responsible for shaping an employee-focused, high-performance culture. This role drives organizational success by overseeing HR operations, payroll, recruiting, compliance, and the full lifecycle of employee engagement. The Director leads the design and execution of HR programs, systems, and processes that support OneWall's mission, talent strategy, and operational goals. The role requires deep HR expertise, advanced proficiency with ADP Workforce Now or equivalent HRIS, and the ability to partner with leaders across a multi-site organization. The Director also manages and develops HR departmental staff, ensuring effective performance, strong service delivery, and alignment with organizational goals. Essential Duties and Responsibilities Lead the development, implementation, and continuous improvement of HR policies, workflows, processes, and training programs that support compliance and operational excellence. Oversee and enhance organizational culture initiatives to strengthen engagement, retention, and employee satisfaction. Manage full-cycle recruiting, including workforce planning, sourcing strategies, interviewing, selection, and onboarding for corporate and onsite teams. Analyze HRIS data, dashboards, metrics, and trends to guide business decisions and support continuous improvement. Serve as the subject-matter expert for ADP Workforce Now, including system configuration, reporting, workflows, analytics, and troubleshooting. Oversee bi-weekly, multi-state payroll processing ensuring accuracy, compliance, and timely delivery, including audits, adjustments, PTO, deductions, and garnishments. Partner with senior leadership to align talent management, staffing needs, and organizational development with business strategy. Ensure compliance with federal, state, and local employment laws; regularly audit HR processes and documentation for accuracy and risk mitigation. Remain current on HR best practices, regulatory changes, compensation trends, and new technologies to inform improvements to policy and practice. Develop and oversee the HR department budget, including staffing, training, systems, and operational resources. Provide coaching, leadership, guidance, and mentorship to HR team members and cross-functional leaders. Conduct compensation analysis and manage salary structure updates to ensure competitive and equitable pay practices. Maintain accurate and compliant employee documentation, I-9 files, and HR records. Develop and deliver presentations and communications regarding HR policies, programs, and organizational initiatives. Complete all required OneWall University courses by the designated deadlines. Education and Experience Requirements Bachelor's degree in Human Resources, Business, or related field preferred Minimum 8+ years of progressive Human Resources experience, ideally in a multi-site or property management environment. Strong experience in ADP Workforce Now or equivalent HRIS (configuration, reporting, workflows, payroll integration). Expertise in multi-state payroll processing, time & attendance, and compliance. Proven full-cycle recruiting and talent acquisition experience. Experience supporting organizational leaders and navigating complex employee relations issues. Supervisory Responsibilities Oversee HR department staff, including hiring, training, performance management, coaching, and workflow management. Address and resolve employee issues in alignment with organizational policy and applicable laws.

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

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

Under the administrative direction of the Mayor or his or her designee, plans, organizes, administers, monitors and ensures compliance with the City's human resources, civil service, labor relations and benefits administration programs as outlined in the City Charter, Municipal Code and Connecticut General Statutes. Directs all activities of the City's human resources program relating to employee selection as prescribed in Chapter VIII, Section 5(e) of the City Charter, including, but not limited to, the publication of announcements, the conduct of competitive examinations, the maintenance of eligibility lists, the certification of eligibles, and the authorization of temporary appointments. Develops, implements and administers comprehensive human resources management programs, policies, guidelines, procedures and practices that are consistent and in compliance with City Charter provisions, state and federal requirements and sound professional principles and practices. Directs the maintenance of classification and pay plans for City employees. Directs the maintenance of employee records, including record retention, and the development and management of electronic information pertaining to employees' classification and employment history. Certifies all appointments and promotions of employees in the classified service as to the propriety of their appointment and employment. Identifies needs and develops training and education programs for City employees. Prepares and monitors the department budget and presents to the Mayor and Court of Common Council. Periodically reviews the operation and effect of the personnel provisions of the City Charter, Municipal Code and the Personnel Rules and Regulations and recommends needed revisions. At the direction of the Mayor negotiates labor contracts. Directs the administration of labor contract compliance. Advises elected executives, directors and others on labor relations and employee relations matters, including grievance and arbitration procedures and actions. Works with managers and labor organizations to resolve labor issues. Develops new programs, policies and procedures for improving the quality and efficiency of the City's work force, and ensures that all programs, policies and procedures are administered in a fair and equitable manner. Develops and administers affirmative action and diversity programs, and directs the investigation and resolution of discrimination and other complaints. Directs the City's employment benefits including but not limited to, group medical and dental insurance, life insurance, family and medical leave management, and unemployment benefits. Performs related work as required. DISTINGUISHING CHARACTERISTICS This position is in the classified, non-union service and incumbent is appointed by the Mayor through an open competitive examination in accordance with Chapter VIII, Section 5(e), Subsections (1) and (3)(iii) of the City Charter. Incumbents are required to obtain Hartford Residency within six (6) months of appointment to the position in accordance with Article XVIII, Section 2-850 of the Municipal Code, and you will be required to maintain Hartford residency for the duration of your appointment. The City of Hartford is seeking candidates for this role with: Thorough Knowledge of: * Principles of public human resources administration, labor relations, and benefits administration and the techniques utilized in these fields. * Recognized standards of merit system administration and their operating requirements. * Principles and practices of labor management relations, including negotiations and contract administration. * Federal, state and local laws and regulations pertaining to civil service, human resource management and benefits administration. * Principles and practices of public administration including budgeting, purchasing, and maintenance of public records. * Current trends and practices in human resource management. * Principles and practices of effective management and supervision of staff. Ability to: * Lead, plan, direct and supervise the activities of the City's human resources, civil service labor relations and benefits administration programs. * Develop and execute strategic objectives and supporting work plans and make sound recommendations on complex human resource management issues. * Exercise tact and diplomacy in dealing with sensitive, complex, and confidential issues and situations. * Understand and apply City, state and federal law, policy, regulations and court decisions governing the City's human resource management programs. * Represent the City effectively in negotiations and other dealings with employees and labor organizations on various issues. * Prepare clear, concise and comprehensive reports, studies and other written materials. * Communicate effectively both orally and in writing. * Establish and maintain effective working relationships with departmental officials, subordinates, employees and their representatives, professional groups and the general public. Open to all applicants who meet the following qualifications: Graduation from an accredited college or university with a Bachelor's degree in a field related to Human Resources Management, Public Administration, Labor or Industrial Relations, Business Administration, or a closely related field, AND five (5) years of progressively responsible experience in human resources management or labor relations, which includes the supervision of professional staff in such activities. Wherever possible, an equivalent combination of training and experience deemed sufficient to perform the duties of the position will be considered. A Master's Degree in Human Resources Management or a related field as noted above is preferred. LICENSES; CERTIFICATIONS; SPECIAL REQUIREMENTS A valid driver's license may be required for certain assignments. A copy of this license must be submitted with your application. PHYSICAL DEMANDS AND WORKING CONDITIONS Work is performed primarily in an office environment with some travel to different sites; incumbents may be required to work extended hours including evenings and weekends. RESIDENCY REQUIREMENT In accordance with Article XVIII, Section 2-850 of the Municipal Code, you must establish Hartford residency within six (6) months of appointment, and you will be required to maintain Hartford residency for the duration of your appointment. A COPY OF YOUR DEGREE OR TRANSCRIPT MUST BE SUBMITTED WITH YOUR APPLICATION. A DEGREE OR TRANSCRIPT SUBMITTED WILL BE VERIFIED BY THE HUMAN RESOURCES DEPARTMENT. APPLICATION MUST BE COMPLETED IN ITS ENTIRETY, INCLUDING REQUIRED DOCUMENTATION. APPLICATIONS WITHOUT PROPER DOCUMENTATION SHALL RESULT IN YOUR DISQUALIFICATION. APPLICATIONS VIA FACSIMILE OR EMAIL ARE NOT ACCEPTED If selected, you will be required to pass a physical examination administered by a City physician, a drug and alcohol screening examination, and a background check. If appointed, you will serve 3-12 months of probation. This examination and employment process is subject to all federal, state, and municipal laws, rules and regulations. ALL CORRESPONDENCE AND INFORMATION CONCERNING THE APPLICATION AND TESTING PROCESS WILL OCCUR THROUGH EMAIL, UNLESS OTHERWISE REQUESTED AT THE TIME OF APPLICATION. IN ADDITION TO YOUR INBOX, PLEASE BE SURE TO CHECK YOUR JUNK AND SPAM EMAIL FOR ALL RECRUITMENT COMMUNICATION. VETERAN'S PREFERENCE: Preferential Points may be given to Eligible Veterans. Must submit a Veteran's Preference Form along with a DD214 and Disability letter (if applicable) from the Office of Veteran's Affairs. The Human Resources Department provides reasonable accommodation to persons with disabilities in accordance with the Americans with Disabilities Act (ADA). If you need an accommodation in the application or testing process, please contact the Human Resources Department. AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER The City of Hartford is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, veterans and persons with disabilities.

Job Details BHI Bristol Hospital Main Campus - Bristol, CT Full Time 4 Year Degree 1st Shift (Days) Description At Bristol Health, we begin each day caring today for your tomorrow. We have been an integral part of our community for the past 100 years. We are dedicated to providing the best possible care and service to our patients, residents and families. We are committed to provide compassionate, quality care at all times and to uphold our values of Communication, Accountability, Respect and Empathy (C.A.R.E.). We are Magnet and received the 2020 Press Ganey Leading Innovator award for our rapid adoption and implementation of healthcare solutions during the COVID-19 pandemic. Use your expertise, compassion, and kindness to transform the patient experience. Make a difference. Make Bristol Health your choice. Position Summary: The Human Resources Business Partner (HRBP) serves as a strategic partner to leadership and management within Bristol Health, providing expert guidance on HR policies, employee relations, organizational development, and workforce planning. The HRBP collaborates closely with departments to align HR strategies with business objectives, fostering a high-performing and engaged workforce in a healthcare environment. Key Responsibilities: Act as a consultant to management on human resource-related issues, serving as a trusted advisor. Provide guidance on employee relations issues, including investigations, disciplinary actions, and conflict resolution. Support talent management processes, including workforce planning, performance reviews, succession planning, and employee engagement. Ensure compliance with federal, state, and local employment laws and healthcare-specific regulations. Partner with Talent Acquisition to support staffing needs, onboarding, and workforce development. Work with leadership to improve work relationships, build morale, and increase productivity and retention. Analyze HR metrics and trends to develop solutions and programs. Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable). Support departmental action planning as a result of employee engagement surveys; assess facility “temperature” through formal and informal sensing and plan actions with department managers. Prepare managers for the compensation planning process and provide compensation budget information. Facilitate training and development initiatives aligned with organizational goals. Lead or support HR projects and organizational change initiatives. Qualifications Qualifications: Education: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification preferred - SHRM-CP, SHRM-SCP, or PHR/SPHR). Experience: Minimum of 3-5 years of HR experience, with at least 2 years in an HRBP or strategic HR role. Familiarity with HRIS systems (e.g., Paycom, Workday, ADP, Kronos). Healthcare industry experience is strongly preferred. Strong knowledge of employment law and HR best practices. Excellent communication, interpersonal, and problem-solving skills. Ability to manage multiple priorities and maintain confidentiality

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

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

Salary: $66,500 - 70,000 For over 60 years, Abilities First has been a trusted provider of education, vocation, residential and support programs in the Hudson Valley serving over 1400 people with intellectual and developmental disabilities and their families. Committed to inclusion, Abilities First seeks to break down the barriers between people with and without disabilities, envisioning a world where all people are recognized and valued for their Abilities First. Abilities First recognizes the value of diverse experiences, identities, and backgrounds, and does not discriminate in hiring. We are inclusive, welcoming, and supportive of people of varying abilities, races, ethnicities, religions, socio-economic status, gender, and gender identities. Abilities First is proud to be an equal opportunity employer. POSITION SUMMARY The Human Resources Manager will support strategies that contribute to organizational success in selecting, engaging and developing employees, improving performance, and enhancing the experiences of the people we serve. The HR Manager is responsible for communicating with staff regarding workplace concerns, conducting investigations where warranted, and supporting program administrators with employee relations. This position will advise on policies, regulations, federal and state laws, union interactions, and disciplinary matters. POSITION STANDARDS Will act as the primary point of contact with staff regarding any workplace concerns they may have, performing intake of any reports and returning to program or performing investigation. Conducts complete investigations related to allegations that fall under Human Resources, such as discrimination and sexual harassment. Informs management of HR investigation outcome, assists them with disciplinary measures as needed. Advises administrators on disciplinary measures as needed related to employee performance deficiencies and misconduct. Submits Corrective Action Plan follow up to Quality Assurance after incident closure. May assist in training management staff on various policies and procedures, i.e., leaves of absence, disciplinary actions, etc. May attend departmental meetings to familiarize staff with various policies and procedures. Acts as the HR representative to various department staff/liaison committee meetings to facilitate effective interpersonal communication among employees and management. Maintains working relationship with union officers and adheres to terms of labor contract, ensuring compliance with departments by implementing policies concerning wages, hours and working conditions. Advises management on contract to assist with compliance. Will assist with employee development efforts across the agency. Assist management staff with performance management and guidance for completing performance evaluations. Provide direction to Recruiters, increase recruitment efficiencies, and develop practices in support of employee retention and positive employee experience. Provide guidance to Recruiters with job analysis and assessment, ensuring hiring practices include RJP's and ensure job descriptions are reviewed and updated regularly. May prepare reports and analyze data as directed. Represents Abilities First, Inc. in a positive and professional manner. Performs appropriate job-related activities as required by the immediate supervisor or as circumstances warrant. Ensures that all communication is handled appropriately and confidentially. Demonstrates proficiency in all goals and skillsets required, on which performance will be evaluated. Ensures all training and certifications required are current, and seeks further support and training where needed. Follows all agency policy and procedures and demonstrates continuous regard to personal safety and the safety of others. This is a full-time position eligible for these benefits: Vacation, sick, personal, and holiday time off Health, Dental, and Vision Insurance options Retirement savings options with 403(b) plan Employer paid life insurance Tuition reimbursement On Demand Payment - access your earnings as early as the next day Discounts with Verizon, AT&T, Royal Carting, etc. And More! Requirements Bachelor's degree in business or related field; in lieu of degree, a combination of experience and education may be deemed acceptable by the Director. Minimum 3 years' experience working in Human Resources; experience must include workplace investigations and delivery of administrative actions. Supervisory experience preferred. Requires excellent verbal and written communication skills. Requires excellent analytical, organizational and computer skills, with the ability to work with strict confidentiality. PHR / SHRM-CP preferred. Current, valid, NYS driver's license deemed acceptable by agency insurance carrier; reliable transportation to visit agency locations as needed.

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

Company Details "Our Company provides a state of predictability which allows brokers and agents to act with confidence." Founded in 1967, W. R. Berkley Corporation has grown from a small investment management firm into one of the largest commercial lines property and casualty insurers in the United States. Along the way, we've been listed on the New York Stock Exchange, become a Fortune 500 Company, joined the S&P 500, and seen our gross written premiums exceed $10 billion. Today the Berkley brand comprises more than 50 businesses worldwide and is divided into two segments: Insurance and Reinsurance and Monoline Excess. Led by our Executive Chairman, founder and largest shareholder, William. R. Berkley and our President and Chief Executive Officer, W. Robert Berkley, Jr., W.R. Berkley Corporation is well-positioned to respond to opportunities for future growth. The Company is an equal employment opportunity employer. Responsibilities The Human Resources Partner is responsible for collaborating with managers and senior leaders to develop and implement HR strategies that support business goals. The HR Partner will collaborate with the HR Manager to deliver key strategic HR initiatives and projects to ensure we develop and retain top talent and foster a positive work environment. Responsibilities will include the below: • Performance Management: Lead performance management processes, including goal setting, performance reviews, and development plans. • Talent Management: conduct talent reviews and partner with leaders on development plans and nominations for leadership development programs. • Employee Relations: Provide guidance and support on employee relations issues, ensuring compliance with labor laws and company policies. • Data-Driven Decisions: Utilize HR metrics and analytics to inform decision-making and measure the effectiveness of HR programs. • Culture and Engagement: Promote a positive workplace culture and enhance employee engagement through various initiatives. • Compliance: Ensure compliance with all relevant employment laws and regulations. • Employee Support: Research and respond to employee queries; liaise with the HR shared services team as needed. • HR Administration: Conduct employee meetings (i.e., onboarding/check-ins/offboarding) and perform HR administration as needed in HRIS. • Innovation Initiative: Partner with the HR Manager to lead the Innovation Initiative for the HR Community. • Employee Events: Facilitate or support on-site employee events, activities, and/or training. • Special Projects: Assist with special projects and perform other duties as assigned. Qualifications • Experience: Minimum of 7 years of HR experience, with at least 2 years in a strategic HR role. • Skills: Strong business acumen, excellent communication and interpersonal skills, and proficiency in HRIS and data analytics. • Certifications: SHRM-CP, SHRM-SCP, or equivalent HR certification a plus. • HR Expertise: Solid understanding of human resource principles, practices, and procedures. • Organizational Skills: Excellent organizational skills and attention to detail. • Professional Demeanor: Strong verbal and written communication skills. • Interpersonal Skills: Ability to interact well with various levels of management and employees. • Technical Proficiency: Proficient in MS Office Suite: Word, Excel, PowerPoint, Outlook, Teams. • Analytical Skills: Data analysis and problem-solving skills. • Confidentiality: Able to appropriately handle confidential/sensitive information. • Time Management: Excellent time management skills, able to multi-task with a proven ability to meet deadlines. • Adaptability: Flexible and adaptable to new situations and work assignments. • HRIS Experience: Experience with HRIS (i.e., Workday) a plus. Education Requirement • Education: Bachelor's degree in Human Resources, Business Administration, or a related field.

**_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 (***************************************************************************************************************************

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

Details: Level: Management / Confidential (Manager 2) Hours: Full-time, 40 hours per week Campus coverage: Gateway (New Haven), Housatonic (Bridgeport) and Norwalk (Norwalk) Location: CT State Community College 185 Main Street, New Britain, CT 06051 **This position is not remote** Incumbent will be located at one of the 3 covered campuses. For more information about CT State Community College and the campus please visit Home - CT State CT State Community College Mission: Connecticut State Community College provides access to academically rigorous and innovative education and training focused on student success. The college supports excellence in teaching and learning, makes data-informed decisions, promotes equity, and advances positive change for the students, communities and industries it serves. CT State Community College Vision: Connecticut State Community College is recognized for exceptional student success, educational leadership and transformative collaboration with business and industry, government, educational and key stakeholders while advancing diverse opportunities for Connecticut's citizens and communities. CT State Community College Equity Statement: Connecticut State Community College commits to bold and disruptive change by actively identifying, naming, and dismantling structural racism, systemic poverty, and other barriers; establishing equitable and anti-racist policies and practices; and empowering students, faculty, staff, and administrators to advance racial, social, and economic justice. Our core collective responsibility is to continuously assess practices and policies and transform the world we live in by eliminating inequities. Anticipated Start Date: January 2026 Position Summary: This position leads a team of Human Resources Generalists in a highly matrixed (shared services) organization promoting employee engagement, inclusion and diversity initiatives, talent management, workforce planning, labor relations, organizational design, and strategic leadership while using data analytics to drive HR interventions and improvements. This position will collaborate with other parts of the Human Resources organization to ensure processes and programs are aligned with CSCU goals and designed to deliver seamless (and efficient) service. Example of Job Duties: Under the direction of the VP of HR Strategy, the Human Resources Manager Human Resources Manager through effective performance in these essential duties: Partners with and is accountable for successful relationships with CSCU regional leadership to ensure delivery of human resources services that are in line with organizational goals and strategies. Advises CSCU leadership teams on human resources policies, procedures and mission driven strategies. Manages human capital by analyzing data and planning for emerging human resources needs. ensuring proper organizational structure and use of job classes Partners with and is accountable for successful relationships with Talent and Recruitment, Equal Employment Opportunity, Labor Relations and Compensation/Benefits/HR Admin, COE's to ensure seamless service for customers. Directs implementation of employee engagement programs that support the CSCU culture and promote retention of talent, and improved organizational performance. Directs implementation of inclusion and diversity initiatives that are responsive to organizational culture, and in line with transforming demographics. Directs implementation of a talent management program to cultivate and develop future leaders to position the organization for sustained leadership effectiveness. Works in collaboration with the Recruitment and Talent Center to develop an onboarding program to ensure seamless transition for new employees and includes completion of state mandated training programs. Supervises, guides and coaches team members to optimal performance. Provides leadership to HR Generalists for day-to-day activities, and annual contractual processes including promotion, sabbatical and professional development. Oversees the administration of the performance management system, May serve as the hearing officer for the first step of the grievance process and represents management in the second step Provides guidance to campuses concerning employee performance and attendance problems. engaging Labor Relations COE when appropriate. Assists in ensuring compliance with applicable state and federal laws, regulations, policies and procedures. May serve as a project team leader on complex human resources projects involving the development and implementation of new systems, training initiatives, job classification studies and other projects with statewide impact. May assist, coordinate, implement, oversee, and/or provide training and/or staff development programs. Performs other related duties as assigned. This posting includes qualifications, experience and skills but is not limited to the full specifications stated in the job description.Minimum Qualifications: Master's degree in Human Resources, Business Management, Public Administration or related field and at least Five (5) years' experience in the principles, practices and techniques of Human Resources. Incumbents are required to have demonstrated advanced knowledge and abilities in the following: Considerable knowledge of human resources management, relevant state and federal laws, regulations, policies and procedures. Experience guiding the implementation of people management strategies in the areas of organizational development, workforce planning, employee engagement and labor relations. Understanding of change management principles, tools and methodologies. Experience working in a highly unionized environment. Experience using an HRMS systems. Ability to utilize technology to develop presentations. Strong decision making and problem-solving ability, including ability to collect and analyze information. Candidates must possess proven ability to effectively work with culturally, linguistically, and ethnically diverse faculty, staff, and students. They are expected to have excellent interpersonal oral and written communication skills along with strong Information technology literacy skills such as Microsoft Office (Word, Excel, PowerPoint, Outlook, Teams etc.).Preferred Qualifications: Recognized Human Resources industry certification such as CIPD, SPHR, and PHR. Two (2) or more years of supervisory experience. Experience in higher education. Salary & Benefits: Salary range; $101,935-$127,418 approximate annual. The salary will be based on the selected candidate's qualifications such as education and job-related experience, and internal equity. We offer a comprehensive benefits package to help you stay well, protect yourself and your family, and plan for a secure future. Benefits include generous leave policies; several retirement plans; and many choices for comprehensive health insurance. You also have access to many additional benefits to save for retirement, protect your family & more with supplemental benefits. Tuition reimbursement may apply if applicable. For more information, please visit our website at: CSCU - Human Resources - Future Employees. Application Instructions: To apply you must submit a cover letter and resume. The cover letter may be entered as text in the corresponding box, or it can be uploaded as a combined file with the resume. Incomplete applications or those submitted after the closing date will not be considered and links to other sources to view resumes are not acceptable. To apply via our website, visit ******************* Please note that CT State CC is currently unable to sponsor work visas. Applicants must be authorized to work in the United States on a full-time basis. Selection Procedure: Following the closing date, application materials will be evaluated by a selection committee. Candidates selected for further consideration will be limited to those applicants who are best qualified based on the minimum and preferred qualifications and who have submitted all the required documents by the closing date and time listed on the job announcement. Candidates who have been selected and approved to interview will be contacted, and finalists will be recommended for further consideration by the Hiring Manager for final selection and recommendation for employment. The selection process may also include practical exercises (i.e., teaching demonstration and/or other written, technical, manipulative, or simulation exercises) to evaluate candidates' qualifications. Background Screening: All employment, if offered, is contingent upon proof of citizenship or employability under the requirement of the Immigration and Control Act (IRCA) and the successful passing of a background check, including granting permission to contact current and previous employers for verification. CSCU is committed to providing a safe campus community. Background investigations include reference checks, a criminal history record check and, when appropriate, a financial (credit) report or driving history check. Continuing Notice of Nondiscrimination CT State Community College does not discriminate on the basis of age, ancestry, color, national origin, gender identity or expression, genetic information, learning disability, marital status, intellectual disability, physical disability (including but not limited to blindness), present or past history of mental disability, prior criminal record, race, religious creed, sex (including pregnancy and sexual harassment), sexual orientation, retaliation for previously opposed discrimination or coercion, veteran status, victims of domestic violence, sexual assault, and/or trafficking or any other federal or state protected class in its employment, programs, and activities, unless the provisions of Section 46a-80(b) or 46a-81(b) of the Connecticut General Statutes are controlling or there are bona fide occupational qualifications excluding persons in one of the above protected groups. For information regarding the nondiscrimination, disability, and Title IX policies/procedures, contact: John-Paul Chaisson-Cardenas, Vice President for Diversity, Equity, and Inclusion, CT State Community College, 185 Main Street, New Britain, CT 06051, ************ or ******************. CSCC IS AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER. Powered by JazzHR eLFu5whwCO

INTRODUCTION The Department of Agricultural and Resource Economics within the College of Agriculture, Health and Natural Resources, at the University of Connecticut in Storrs (UConn) invites applications for the position of Department Head with an appointment at the rank of Professor or Associate Professor. We seek a highly organized and well-respected individual as Department Head to provide leadership and coordinate teaching, research, and extension for a highly ranked and productive department in alignment with the strategic plans for the College and the University. This is a full-time, nine-month, tenured position with an additional month of compensated service in this administrative role. The successful candidate must meet University requirements for appointment at the rank of Full Professor or be an accomplished Associate Professor with qualifications meriting promotion to Full Professor within the next few years. Active engagement in teaching, research, and/or extension programs is expected. The Department Head serves as a leader and advocate for Agricultural and Resource Economics at UConn, fostering excellence within the department and representing it to external partners and stakeholders. As the departmental administrative officer, the Department Head reports directly to the Dean. ABOUT THE UNIVERSITY Founded in 1881, UConn is a Land and Sea Grant institution and member of the Space Grant Consortium. The university is the state's flagship institution of higher education and includes seven campuses across the state: Avery Point, Hartford, Stamford, Storrs, and Waterbury, the Law School in Hartford, and UConn Health in Farmington. UConn has approximately 10,000 faculty and staff and 32,000 students, including more than 24,000 undergraduates and nearly 8,000 graduate and professional students. UConn Extension reaches over 175,000 residents through over 500 programs, connecting with communities in all 169 of Connecticut's cities and towns. UConn faculty are recognized nationally and internationally for their research, teaching, creative work, and extension programs, advancing discovery across disciplines and generating high societal impact. UConn's dedicated staff provide the expertise and support that sustain the university's mission and advance institutional achievement. The University of Connecticut is dedicated to excellence demonstrated through national and international recognition. Through freedom of academic inquiry and expression, UConn creates and disseminates knowledge by means of scholarly and creative achievements, graduate and professional education, and community engagement. With a focus on teaching and learning, the University helps every student grow intellectually and become a contributing member of the state, national, and world communities. Through research, teaching, extension, and service, UConn promotes the health and well-being of Connecticut's citizens through enhancing the social, economic, cultural and natural environments of the state and beyond. In 2024, the University adopted its strategic plan, Envisioning 2034, with three major goals: promoting holistic student success, expanding research impact, and powering a thriving Connecticut. To learn more, visit ********************************* ABOUT THE COLLEGE The College of Agriculture, Health and Natural Resources (CAHNR) is located on UConn's Storrs campus with teaching, research, and extension activities reaching across the state. CAHNR faculty, staff, and students explore the interrelationships among food, natural resources, and human, plant and animal health, seeking to connect them in a manner that is economically viable and environmentally sustainable. The College evolved from the original Storrs Agricultural School, established in 1881. As Connecticut's Land-Grant University, UConn has federal and state mandates to carry out the tripartite mission of teaching, research, and extension. As such, CAHNR is the home of UConn Extension, part of the national Cooperative Extension System. UConn Extension reaches over 175,000 residents through over 500 programs, connecting with communities in all 169 of Connecticut's cities and towns. The College consists of eight academics departments offering 17 undergraduate majors and 23 undergraduate minors, along with several PhD, MS, and graduate certificate programs. It is also the home to innovative interdisciplinary research and clinical centers. ABOUT THE DEPARTMENT The Department of Agricultural and Resource Economics (ARE) is a welcoming, supportive, and inclusive community of undergraduates, graduate students from diverse backgrounds, postdoctoral scholars, and nationally recognized faculty. The Department's teaching and research focus on the economics and policy of food, health, the environment, and international development, emphasizing real-world problems, practical applications, and policy relevance. The Department also houses the Zwick Center for Food and Resource Policy, a research and outreach center that advances its mission. UConn's ARE Department ranks among the top 26 worldwide and top 20 in the United States among Agricultural Economics Departments. In addition to its long-established Ph.D. and master's programs, the Department recently launched an entrepreneurial 4+1 master's program for outstanding ARE undergraduates, as well as two undergraduate majors. The Department is located on UConn's Storrs campus, within convenient access to Hartford, Boston, and New York City. For additional information, visit us at ************************* DUTIES & RESPONSIBILITIES * Provide Leadership and promote the excellence of our multi-faceted teaching, research, extension, and service activities. * Drives strategic growth and innovation across undergraduate and graduate programs, enhancing enrollment, academic excellence, and program visibility. * Support existing and lead development of new entrepreneurial initiatives to grow the department * Teach one undergraduate course and participate in research and/or extension programs. * Mentor and support faculty, staff, and graduate students in their academic and professional development, including pursuing external funding opportunities. * Develop and implement effective recruitment and retention programs to increase undergraduate and graduate student enrollment. * Serve as a team-builder to encourage interactions among faculty within the department and among departments to achieve individual and departmental goals. * Represent and promote the department within the college, the university, and the state, as well as at the national and international levels. * Acquire and maintain current knowledge of all relevant campuses, college, and union policies and procedures, and develop appropriate policies as required. * Manage administrative responsibilities for academic, personnel, and fiscal affairs. * Collaborate with the CAHNR Foundation Development team to support fundraising and donor engagement efforts to increase Foundation funds which can be used to support departmental initiatives. * Oversee department facilities to ensure efficient operation and alignment with program needs. * Perform other duties as assigned in support of departmental and CAHNR missions. MINIMUM QUALIFICATIONS * Ph.D. degree in Agricultural, Development, or Resource Economics, Economics, or a closely related discipline. * Record of outstanding and nationally recognized scholarship and professional activities related to teaching, research, and/or extension or outreach that will qualify the individual to be tenured at the rank of Professor or Associate Professor in the Department of Agricultural and Resource Economics. * Record of leadership and active engagement in an elected or appointment-based leadership position in a professional setting. * Interpersonal and communication skills. * Record of successfully mentoring and advising students. PREFERRED QUALIFICATIONS * Leadership experience in developing departmental initiatives. * Administrative experience at an academic department engaged in teaching, research, extension, and service activities at a land-grant university. * Experience and interest in developing entrepreneurial programs, including fee- or revenue-based degrees and/or online certificates. * Significant record of success in obtaining extramural funding from nationally competitive research programs, foundations, private, or other donors. * Nationally and internationally recognized record of scholarship in research, teaching, or extension. * Demonstrated record of effective engagement and relationship-building with stakeholders, industry partners, and/or donors. * Full professorship or equivalence in Agricultural, Development, or Resource Economics, Economics, or a closely related discipline. APPOINTMENT TERM This is a full-time, tenure-track, 9-month position with a 10th month of service in this administrative capacity. The anticipated start date is August 23, 2026. The College of Agriculture, Health and Natural Resources (CAHNR) is willing to accommodate an earlier summer start date in consultation with the selected candidate. Salary will be competitive and commensurate with the candidate's experience and record of achievement. The University offers a competitive salary, and outstanding benefits, including employee and dependent tuition waivers at UConn, and a highly desirable work environment. For additional information regarding benefits visit: ************************************** TERMS AND CONDITIONS OF EMPLOYMENT Employment of the successful candidate is contingent upon the successful completion of a pre-employment criminal background check. TO APPLY Please apply online at ************************** Faculty and Staff Positions, Search #499239 and submit the following application materials: * Cover letter that addresses how your experience meets the minimum and preferred qualifications (maximum of two pages) * Curriculum Vitae (must include a list of publications, grants received, and records of teaching, extension and/or service) * Leadership Statement summarizing how you will provide innovative leadership for CAHNR Department of Agricultural and Resource Economics and how you will contribute to the department's success (maximum of two pages) * Names and contact information for at least three references. References will only be contacted for applicants that are identified as finalists. Review of applications will start December 15, 2025, and will continue until the position is filled. Send inquiries about this position to the search committee chair, *************************. At the University of Connecticut, our commitment to excellence is complemented by our commitment to building a culturally diverse community. This position will be filled subject to budgetary approval. All employees are subject to adherence to the State Code of Ethics which may be found at ****************************************************** All members of the University of Connecticut are expected to exhibit appreciation of, and contribute to, an inclusive, respectful, and diverse environment for the University community. The University of Connecticut aspires to create a community built on collaboration and belonging and has actively sought to create an inclusive culture within the workforce. The success of the University is dependent on the willingness of our diverse employee and student populations to share their rich perspectives and backgrounds in a respectful manner. This makes it essential for each member of our community to feel secure and welcomed and to thoroughly understand and believe that their ideas are respected by all. We strongly respect each individual employee's unique experiences and perspectives and encourage all members of the community to do the same. All applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. The University of Connecticut is an AA/EEO Employer.