Director of human resources jobs in Wilmington, DE - 218 jobs

HR Administrative Assistant About the Role We are seeking a detail-oriented HR Administrative Assistant to support daily HR operations in a fast-paced environment. This role is ideal for someone who enjoys organization, employee interaction, and maintaining accurate HR records. What You'll Do Maintain employee records, files, and time-off documentation Assist with job postings, resume processing, and interview scheduling Support onboarding and offboarding, including orientations and paperwork Handle HR administrative tasks: emails, phones, filing, and scheduling Serve as the first point of contact for employee inquiries Support payroll by managing time-clock data and approving temp hours What We're Looking For 3-5 years of administrative experience (HR preferred) Bilingual Spanish REQUIRED Proficient in Microsoft Office (Excel, Word, Outlook, Teams) Strong organization, communication, and confidentiality skills Comfortable in a busy, open office environment Experience in logistics, warehouse, or produce operations a plus Apply now or message us directly to learn more.

The Assistant Director of HR (ADHR) is responsible for the day-to-day operations of the Human Resources department. The ADHR will have the primary responsibility of assisting the Director of Human Resource in creating and implementing departmental plans, which involves identifying departmental needs and establishing plans of action. Specific Responsibilities: Supervise HR staff of 3: HR Administrative Coordinator and 2 HR Generalists. Provide leadership and oversight of the administration of all employee benefits programs such as health insurance, dental insurance, long-term disability insurance, life insurance, long-term care insurance, retirement, Emeriti program, HSA & FSA, COBRA and other related plans. Under general direction of the Director, plan and direct the administration of the annual open enrollment, tuition assistance programs, worker's compensation program, leave programs, and wellness programs. Provide direct oversight of payment and reconciliation of related benefits bills, including electronic transmissions, in a timely manner. Manage reconciliation of College accounts associated with all benefits plans on a monthly basis to ensure proper accounting of all payroll deductions. Provide direction to Benefits Administration Specialist on rules and regulations associated with the Affordable Care Act (ACA); collaborates tracking workloads of part-time employees, calculating and submitting payment of various fees associated with the ACA, and implements tracking systems necessary to stay in compliance with the ACA (Form 1095/1096 reporting). Manages Oracle HRIS system, including identifying and addressing departmental and institutional needs. In coordination with the Director, manages salary administration of all employees. Under direction of the Director, establishes departmental processes to address the HRSOP as initiatives become operational. Provide counsel and advice to all employees on matters associated with their employment with the College. Coordinate involvement in employee relations with Director and assist with action plans. Oversee recruitment and onboarding of all new employees, including tracking applicant logs, performing background checks, orientation of new employees. Manage employment and benefits data through databases, spreadsheets and reports and assist with updates to written policies as they relate to employment and benefits. Oversee departmental webpage; work with Administrative Coordinator to update information on HR webpage and new employee landing platform. Serve as primary liaison for HR department and Wellness Committee on Wellness Initiatives. Qualifications: Bachelor's degree required in a related field; master's degree preferred. 2-5 years HR Generalist experience or education in HR management is required Demonstrated knowledge of benefits management and plan designs Strong skills and experience with Microsoft Office, particularly spreadsheets, word processing and outlook is essential Demonstrated leadership and supervisory skills required. Excellent communication and organizational skills required. Full understanding of applicable HR statutes and regulations such as ADA, COBRA, FMLA, FLSA, HIPAA, OSHA and Title VII of the Civil Rights Act of 1964 required Must be strong team player Prior experience in higher education is a plus Professional designation a plus: either SHRM, PHR or CEBS Other Duties: The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Job responsibilities and activities may be modified or changed at any time with or without notice. Job descriptions will be audited periodically by the Ursinus Human Resources department to ensure they are up-to-date and reflect the essential responsibilities and duties of the job. Equal Employment Opportunity Statement Ursinus College is a selective, independent, co-educational, residential liberal arts college of approximately 1500 students located about 25 miles northwest of center city Philadelphia. With a diverse community of students, it is an expectation of all faculty to contribute to the inclusion, engagement, and success of all students. Ursinus is an EEO employer. Ursinus College does not discriminate on grounds of race, color, national origin, gender, sexual orientation, gender identity or expression, religion, age, creed, ancestry, veteran status, marital status, disability, or other classification protected by applicable law in the administration of any of its educational programs or activities or with respect to employment. E-Verify: Ursinus College participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. Employment is contingent upon completion of the Form I-9 and verification through E-Verify. This position may be offered at a different title or level, depending on the background, qualifications, and experience of the candidate selected.

Cadia Healthcare is a leading provider of skilled nursing and rehabilitation in your area. Compassion and appreciation are at the heart of who we are. We are currently seeking a Human Resource Director to join our team! Cadia rewards it's employees for their hard work and dedication to providing the best care possible, with a wide-range of benefits and perks to show we care. BENEFITS AND PERKS WE OFFER: Benefits Competitive Salary Affordable Medical, Dental, and Vision Benefits for You & Your Family 401k Retirement With Company Match Company Paid Life Insurance Flexible Spending Accounts (FSA) & Health Reimbursement Accounts (HRA) Paid Time Off - Vacation, Personal, Sick Days & Paid Holidays Short-term Disability and Maternity Leave Options, Personal and Family Medical Leave Company provided Life and Long Term Disability Coverage Referral Bonuses and More! Employee Perks Program Tickets At Work for Discounted Entertainment Tickets! Free and Discounted Employee Meals Tuition Reimbursement In Facility Training/Inservice Programs Employee Assistance Program Free Will/Estate Preparation Services Optional Legal & Identity Protection Services Verizon Wireless Discount Costco Membership Discount (DE only) Annual $35 Non-Slip Shoe Replacement (DE only) Position Description As the facility Human Resources Director you will be responsible for overseeing the implementation and administration of the Human Resource function for our skilled nursing center; including, but not limited to, Human Resource policies, programs and practices. The Human Resources Director is also responsible for ensuring compliance with the following functional areas: recruitment, employee relations, regulatory, payroll, training, employment, and employee welfare programs. Duties and Responsibilities Implement full-cycle recruitment, onboarding of new employees, and employee retention Administer compensation, benefits, and workers compensation Implement and maintain employee relations, conflict resolution, and training and compliance with applicable State and Federal laws Maintain an effective and efficient payroll system Maintain employee files in accordance to federal regulations Enforce facility policies and procedures Qualifications Minimum of 3 years experience in an HR Role Required Must have prior experience in a Skilled Nursing or Long-term Care Facility Bachelor's Degree in Human Resource Management preferred Must have experience using an ATS Must be able to multitask Must have excellent written and oral skills Must be a self-starter

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

Status: Full Time - Exempt Reports To: CEO Direct Reports: Yes SELF Inc., is a nonprofit human services agency that provides emergency and permanent supportive housing, housing-focused case management, mentoring and other vital services and resources for Philadelphia's most vulnerable communities. Since its founding over 40 years ago, SELF Inc. has led the way in developing effective programming for Philadelphia's homeless. We continue to identify innovative solutions to end homelessness and improve the delivery of services within the city's emergency shelter system. Job Overview: The Human Resources Director will be responsible for developing and executing comprehensive HR strategies that align with organizational goals and drive business success. This leadership role will oversee key HR functions including talent management, employee relations, employee engagement, compensation, benefits administration, and compliance with labor laws. The HR Director will partner with senior leadership and program directors to foster a culture of accountability, integrity, and compassion while ensuring effective operational management of HR processes across the organization. Key Duties & Responsibilities Talent Management Oversee the full talent lifecycle, including recruitment, selection, onboarding, and retention initiatives to attract and retain high-performing employees. Develop strategies to strengthen candidate and employee experience. Partner with leadership to forecast staffing needs and implement effective workforce planning. HR Operations & Strategy Align HR strategies with overall organizational goals to support growth, change, and innovation. Manage core HR operations including payroll, attendance and time management, performance management, and benefits administration. Develop, implement, and maintain HR policies and procedures to ensure compliance and consistency across the organization. Learning & Development Champion professional development by overseeing learning programs including Relias that enhance employee capabilities and leadership potential. Identify skill gaps and work with department heads to implement targeted training initiatives. Leadership & Team Supervision Lead, mentor, and develop a team of three HR professionals, providing guidance in managing daily operations and complex employee matters. Encourage collaboration, accountability, and professional growth within the HR team. Employee Relations & Engagement Serve as a trusted advisor to management and employees on HR-related issues, ensuring fair and consistent resolution of employee concerns. Foster a positive work environment that promotes trust, transparency, and mutual respect. Lead initiatives that strengthen employee engagement and reinforce organizational values. Culture & Organizational Development Cultivate a workplace culture rooted in organizational values Partner with senior leadership to drive culture initiatives that enhance morale, collaboration, and productivity. Ensure benefit offerings remain competitive and aligned with employee needs to support retention and well-being. Qualifications Education/Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree or HR certification (e.g., SHRM-CP, PHR) preferred 7+ years of progressive experience in HR management Experience in non-profit organizations SELF is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran and/or disability status.

Job DescriptionBenefits: Competitive salary Flexible schedule Training & development HR Director (Permanent) Industry Requirement: Home Health Agency experience is mandatory (minimum 3 years). Experience limited to nursing homes, rehabilitation centers, hospitals, doctors offices, or corporate environments will not be considered. Key Qualifications & Responsibilities: Hands-on HR leadership role (must not be solely a delegator) Strong payroll experience, specifically with Paychex Flex Comprehensive knowledge of HR functions, including: Benefits administration HR policies and compliance Credentialing and audits Training and in-services for home health aides Proven experience in: Recruiting nurses and home health aides Scheduling and conducting interviews Onboarding Participating in and organizing career fairs If you are interested and meet the above qualifications, please forward your updated resume to *********************************. You may also contact me directly at ************ for any questions or additional details. I look forward to hearing from you. Unfeigned Regards, Saikumar Thathari | Health Care Recruiter Phone No:- 404 - 844 - 5073 Ext No : 1003 Email: ********************************* GeniePro Healthcare Inc | Alpharetta GA 30022| **************************

Job DescriptionDescription: Job Type: Full Time, Exempt Work Schedule: Monday through Friday from 8:30 am to 5 pm ABOUT APM Asociación Puertorriqueños en Marcha (APM) has been helping families achieve their greatest potential since 1970 by providing early childhood education, foster care & adoption, child welfare, mental & behavioral health, community and economic development, housing, and community school services to the North Philadelphia communities. JOB SUMMARY As the Human Resources Director, you will play a critical role in maintaining and supporting top talent within our organization. You will assist in leading the development and implementation of strategic initiatives to ensure compliance with regulators and funders while also fostering a culture of employee engagement and retention. Job Responsibilities Compliance: Maximize the usage of Paylocity to ensure that staff maintain program and regulatory compliance. Work with programs to understand and implement strategies to address gaps. Investigate and work through employee complaints and concerns. Collaborate with legal on EEOC and Workman's Compensation claims. Administer HR internal audits. Benefits Management: Ensure that employees have a good understanding of all employee benefits available to them. Serve as an advocate of and liaison between staff and benefits administrator, as necessary. Support employees with leave requests, FMLA, etc. Annual benefits enrollment. Performance Management: Collaborate with department managers to establish effective performance management processes, providing guidance on goal setting, feedback, and performance evaluation to drive employee development and productivity. Data Analysis and Reporting: Utilize HR analytics and metrics to track recruitment and retention trends, identify areas for improvement, and provide regular reports and insights to senior management. Maintains responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters. Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed. In coordination with the Finance Department, assist in negotiating employee benefits to recommend to President and CEO. Collaborate with Information Technology (IT) and staff to update and maintain the HRIS to maximize system usage. Collaborate with Payroll to ensure that all employee actions are processed timely with seamless workflow. Manages vendors and third-party administrators pertaining to personnel or benefits. May supervise staff of the human resource department. Annually review and make recommendations to executive management for improvement of the organization's policies, procedures and practices on personnel matters. Other duties as assigned. BENEFITS Health Insurance through Independence Administrators or $100/month reimbursement with proof of current insurance Vision and Dental Plans through SunLife Basic Life Insurance (100% Employer Funded) 403B Retirement Plan with Company Contribution Flexible Spending Accounts for Health, Childcare, and Public Transportation expenses Employee Assistance Program including free counseling, trainings, webinars, and other resources Could be eligible for the Public Service Loan Forgiveness Program as APM is a non-profit Voluntary Plans include Accident, Critical Illness, and Hospital Indemnity Short-term and Long-term Disabilities Employee Referral Program 20 Days of Paid Time Off include Illness, Vacation, Appointments, and Emergencies 12 Days of Paid Holidays Requirements: Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred. 8+ years of experience in compliance, benefits, and employee relations with at least 3 years in a leadership role. Strong cultural competency to work and recruit Puerto Rican/Latino and African American staff that understand the communities we serve and can relate to them. Strong ability to multi-task. Strong understanding and maintenance of HR best practices, employment laws, and industry trends. Excellent communication, interpersonal, and negotiation skills.7. Ability to build relationships with internal stakeholders and external partners. Ability to influence and negotiate with employees of all levels. Proficiency in HRIS systems (Paylocity) and recruitment software. Strategic mindset with the ability to think creatively and solve complex problems. Exercise effective judgement, sensitivity, and creativity in all situations. Certification in Human Resources (e.g., PHR, SPHR) required. Bilingual in Spanish and English preferred

The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. CANDIDATE PROFILE Education and Experience • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area. OR • 4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing the Human Resources Strategy • Executes and follows-up on engagement survey related activities. • Champions and builds the talent management ranks in support of property and region diversity strategy. • Translates business priorities into property Human Resources strategies, plans and actions • Implements and sustains Human Resources initiatives at the property. • Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate. • Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up. • Creates value through proactive approaches that will affect performance outcome or control cost. • Monitors effective use of my HR by property managers and employees. • Leads and participates in succession management and workforce planning. • Responsible for Human Resources strategy and execution. • Serves as key change manager for initiatives that have high employee impact. • Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities. • Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate. Managing Staffing and Recruitment Process • Analyzes open positions to balance the development of existing talent and business needs. • Serves as coach and expert facilitator of the selection and interviewing process. • Surfaces opportunities in work processes and staffing optimization. • Makes staffing decisions to manage the talent cadre and pipeline at the property. • Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc. • Monitors sourcing process and outcomes of staffing process. • Ensures managers are competent in assessing and evaluating hourly staff. Managing Employee Compensation Strategy • Remains current and knowledgeable in the internal and external compensation and work competitive environments. • Leads the planning of the hourly employee total compensation strategy. • Champions the communication and proper use of total compensation systems, tools, programs, policies, etc. • Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution. • Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities. Managing Staff Development Activities • Ensures completion of the duties and responsibilities of the properties' Human Resources staff members, as outlined in applicable job description(s). • Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees. • Serves as resource to property Human Resources staff on employee relations questions and issues. • Continually reinforces positive employee relations concepts. Candidate must reside in either Philadelphia or Baltimore area. MIRJ At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

Job Description Located in the nation's first skyscraper, Loews Philadelphia Hotel combines living history with warm sophistication. The city's expanding skyline, vibrant arts scene and diverse atmosphere have transformed our neighborhood into a cultural destination. Welcome to Where History Meets Modern Day. Job Specific Ensure local compliance with all Loews Corporate Human Resources policies and practices Develop a recruitment strategy and recruit staff. Utilize various sources to assist in this process, ensuring affirmative action compliance Evaluate changes in guest needs, the hotel's guest mix, and industry and competitive trends to recommend appropriate product/service and operational changes to be made to ensure guest and employee satisfaction and to maintain market dominance and exceptional financial returns Ensure employment offers have the necessary approvals and fall within specific company guidelines Prepare offer letters according to hotel policy or upon request by Executive Committee Members Maintain up-to-date staffing guides and ensure their adherence Participate in policy making and general operating decisions as a member of the Executive Committee Oversee the development and administration of all employee benefits Respond to any labor charges brought against the hotel and represent the hotel in all such hearings Oversee the administration of all workers' compensation claims and represent the hotel at all hearings. Serve as intermediary between employee, physician, and insurance company. Develop modified work whenever possible. Develop and define training programs with appropriate individuals. Perform the training for pertinent subjects associated with HR policies, laws, etc. Train all managers in HR policies and procedures, including the proper usage of all Human Resources forms. Oversee Hotel Orientation. Monitor discipline, suspension, and termination documentation and procedures Develop budgets and work within approved budgetary guidelines for the department Direct all Human Resources managers in setting annual personal objectives and PACE Plan goals Evaluate the performance of Human Resources employees, determining improvement and training needs and requirements for advancement Maintain records and retain all personnel related records according to prescribed local, state, or federal law and company policy Oversee the administration of unemployment insurance tax management, including all responses, appeals, and hearings Ensure timely response is made to any claim, court issued documentation, or other report requiring Human Resource approval, action, or contribution Develop policies and procedures relating to all employee issues. Ensure consistent application of such. Oversee the investigation of any insurance, benefit, or work-related issues management or staff may have Remains current with hotel information and changes Complies with hotel uniform and grooming standards General Promotes and applies teamwork skills at all times Notifies appropriate individual promptly and fully of problems and/or unusual matters of significance Is polite, friendly, and helpful to guests, management and fellow employees Executes emergency procedures in accordance with hotel standards Complies with required safety regulations and procedures Attends appropriate hotel meetings and training sessions Maintains cleanliness and excellent condition of equipment and work area Complies with hotel standards, policies and rules Recycles whenever possible Qualifications B.A. or B.S. in related field or equivalent experience Minimum five years experience in HR leadership at a single property or two years experience managing multiple locations Full knowledge of applicable state and federal labor laws Excellent communication skills - oral and written Excellent organizational skills Ability to interact with all levels of staff effectively Experience with Workers' Compensation issues and the development of modified work programs Able to push, stand, stoop, bend, and lift items weighing up to 25 pounds repetitively Able to work a flexible schedule, including weekends and holidays Loews Hotels & Co is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances.

JOB RESPONSIBILITIES Manage full-cycle recruitment and selection, including sourcing, job postings, candidate screening, interview coordination, offer negotiation, and onboarding in compliance with regulatory requirements. Oversee personnel file maintenance, ensuring files are accurate, complete, and organized; identify and resolve missing documentation and produce reports as needed. Manage employee relations by responding to inquiries in a timely manner, advising managers and employees, ensuring appropriate documentation, and resolving issues in a fair, compliant, and solution-oriented manner. Identify legal requirements and government reporting regulations impacting human resources functions and ensure organizational policies, procedures, and reporting remain compliant. Prepare, monitor, and adhere to the Human Resources department budget. Lead employee health and welfare benefit programs, including vendor management, contract negotiation, participation tracking, and benefits communication. Coordinate and facilitate management training in interviewing and selection, terminations, performance management, workplace safety, and sexual harassment prevention. Administer the performance review program to ensure effectiveness, compliance, and equitable application across the organization. Administer salary administration programs to ensure internal equity and regulatory compliance. Effectively communicate policies, procedures, and other relevant information to management and employees. Supervise Human Resources staff by assigning, monitoring, and evaluating job duties and performance. Accurately complete and submit all personnel- and payroll-related documentation within required timeframes, including personnel/payroll action forms, disciplinary actions, performance reviews, timesheets, orientation records, and mandatory training documentation. Provide appropriate supervision of subordinate staff, including training, performance feedback, coaching, and corrective action as necessary. Promote staff development through ongoing communication and recommended training opportunities. Perform other duties and responsibilities related to organizational operations, including utilization management, compliance, and quality assurance initiatives. QUALIFICATIONS Bachelor's degree in Human Resources or a related field required; Master's degree preferred. Minimum of six (6) years of Human Resources experience in a healthcare setting. Strong written and verbal communication skills. Ability to interact effectively with all levels of management, clinical teams, and staff. Strong organizational, problem-solving, and time-management skills. Demonstrated flexibility and ability to manage multiple priorities in a fast-paced environment. Proven ability to maintain highly confidential information with discretion and professionalism.

Located in the nation's first skyscraper, Loews Philadelphia Hotel combines living history with warm sophistication. The city's expanding skyline, vibrant arts scene and diverse atmosphere have transformed our neighborhood into a cultural destination. Welcome to Where History Meets Modern Day. Job Specific * Ensure local compliance with all Loews Corporate Human Resources policies and practices * Develop a recruitment strategy and recruit staff. Utilize various sources to assist in this process, ensuring affirmative action compliance * Evaluate changes in guest needs, the hotel's guest mix, and industry and competitive trends to recommend appropriate product/service and operational changes to be made to ensure guest and employee satisfaction and to maintain market dominance and exceptional financial returns * Ensure employment offers have the necessary approvals and fall within specific company guidelines * Prepare offer letters according to hotel policy or upon request by Executive Committee Members * Maintain up-to-date staffing guides and ensure their adherence * Participate in policy making and general operating decisions as a member of the Executive Committee * Oversee the development and administration of all employee benefits * Respond to any labor charges brought against the hotel and represent the hotel in all such hearings * Oversee the administration of all workers' compensation claims and represent the hotel at all hearings. Serve as intermediary between employee, physician, and insurance company. Develop modified work whenever possible. * Develop and define training programs with appropriate individuals. Perform the training for pertinent subjects associated with HR policies, laws, etc. * Train all managers in HR policies and procedures, including the proper usage of all Human Resources forms. Oversee Hotel Orientation. * Monitor discipline, suspension, and termination documentation and procedures * Develop budgets and work within approved budgetary guidelines for the department * Direct all Human Resources managers in setting annual personal objectives and PACE Plan goals * Evaluate the performance of Human Resources employees, determining improvement and training needs and requirements for advancement * Maintain records and retain all personnel related records according to prescribed local, state, or federal law and company policy * Oversee the administration of unemployment insurance tax management, including all responses, appeals, and hearings * Ensure timely response is made to any claim, court issued documentation, or other report requiring Human Resource approval, action, or contribution * Develop policies and procedures relating to all employee issues. Ensure consistent application of such. * Oversee the investigation of any insurance, benefit, or work-related issues management or staff may have * Remains current with hotel information and changes * Complies with hotel uniform and grooming standards General * Promotes and applies teamwork skills at all times * Notifies appropriate individual promptly and fully of problems and/or unusual matters of significance * Is polite, friendly, and helpful to guests, management and fellow employees * Executes emergency procedures in accordance with hotel standards * Complies with required safety regulations and procedures * Attends appropriate hotel meetings and training sessions * Maintains cleanliness and excellent condition of equipment and work area * Complies with hotel standards, policies and rules * Recycles whenever possible Qualifications * B.A. or B.S. in related field or equivalent experience * Minimum five years experience in HR leadership at a single property or two years experience managing multiple locations * Full knowledge of applicable state and federal labor laws * Excellent communication skills - oral and written * Excellent organizational skills * Ability to interact with all levels of staff effectively * Experience with Workers' Compensation issues and the development of modified work programs * Able to push, stand, stoop, bend, and lift items weighing up to 25 pounds repetitively * Able to work a flexible schedule, including weekends and holidays

Where Hospitality Becomes Unscripted At OTH Hotels Resorts, we believe that genuine hospitality doesn't follow a script, it comes from people who care deeply about people. As our Human Resources Director, you are more than a policy expert, you are a culture architect, a trusted partner to leadership, and a champion for every team member's experience. Key Responsibilities Serve as the strategic HR leader, aligning people initiatives with overall business goals and the OTH Hotels Resorts vision. Lead all aspects of HR operations including recruiting, onboarding, training, performance management, employee relations, benefits, payroll compliance, and workplace safety. Partner with property leaders to foster a culture of inclusion, accountability, and engagement that reflects our brand values. Oversee talent acquisition strategies to attract top hospitality professionals and ensure a smooth candidate-to-team-member experience. Develop and implement training and career development programs that encourage growth, retention, and internal promotion. Provide guidance on complex employee relations matters, ensuring fair, consistent, and legally compliant practices. Lead benefits administration and open enrollment processes while monitoring competitive offerings to support retention. Ensure compliance with all federal, state, and local labor laws as well as company policies and brand standards. Oversee HR metrics, reporting, and analytics to drive informed decision-making and continuous improvement. Serve as a trusted advisor to executive leadership on organizational development, workforce planning, and change management. Represent the company's culture and values at industry events, brand meetings, and community initiatives. Who You Are A seasoned HR leader with a passion for hospitality and creating environments where people thrive. Skilled in both strategic thinking and hands-on execution, with a strong understanding of HR best practices. A relationship builder who can connect with all levels of the organization-from hourly team members to executive leaders. Adept at navigating change with professionalism, transparency, and empathy. Expert in federal and state employment laws, compliance requirements, and HR technology systems. Able to maintain confidentiality and handle sensitive situations with discretion. Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred. Minimum 5 years of progressive HR experience, with at least 3 years in a senior leadership role, ideally within hospitality. What Makes Us Different Unscripted Hospitality means we see our people as more than employees, they are the heart of our story. As Human Resources Director, you have the opportunity to shape an environment where every team member feels respected, supported, and empowered to bring their authentic selves to work. Join Us If you're ready to lead with empathy, drive meaningful change, and inspire a culture where hospitality flows from the heart, this is your place. Let your next chapter unfold and your story begin with OTH Hotels Resorts. This job description is intended to describe the general nature and level of work being performed. It is not an exhaustive list of all responsibilities, duties, and skills required. Management reserves the right to modify, add, or remove duties as necessary.

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

Job Details The Director of Operations Excellence. Policy Governance & Compliance drives operational excellence and continuous improvement across all HR processes, develops and manages HR policies, and provides strategic oversight of HR compliance. The Director is responsible to develop, standardize, optimize, and continuously improve HR operations, lead HR policy development and governance, and oversee HR compliance. The Director serves as a critical strategic partner to key stakeholders within and outside of HR to deliver efficient, effective, and scalable HR operations while ensuring that all HR practices meet legal requirements and align with organizational values. Job Description In collaboration with the AVP, People Operations, develop and execute HR operations process excellence strategy aligned with organizational goals; lead optimization initiatives to improve efficiency and quality, reduce cycle times, lower cost-to-serve, and enhance colleague experience; implement process improvement methodologies (Lean, Six Sigma, Design Thinking) across HR operations; document and standardize HR processes, building and maintaining an HR operations process library, including documentation standards, for all HR Operations center functions; develop process performance metrics and KPIs to measure efficiency and effectiveness; identify opportunities for automation, digitization, and self-service enablement; lead change management for process improvements and new operational models; conduct process audits to ensure adherence to standards and identify improvement opportunities; build and maintain HR operations process library and documentation standards; champion innovation and best practice adoption across HR operations. Lead enterprise-wide HR policy development, review, approval, and governance framework; oversee the complete policy lifecycle from research and drafting through communication, implementation, and monitoring; partner with the Enterprise Office of Legal Affairs, HR Centers of Excellence, HR Leadership, and business leaders to ensure HR policies reflect business needs while maintaining compliance; manage enterprise policy repository and ensure version control, accessibility, and acknowledgment tracking; develop policy impact analyses and business cases for significant policy changes; lead HR policy review committee; ensure HR policy consistency in across business units while accommodating legitimate business-specific requirements; create and maintain policy communication and training strategies; develop HR policy exception management process and escalation framework. Provide strategic oversight of Enterprise-wide HR compliance; collaborate with the Enterprise Office of Legal Affairs, Compliance, and Risk develop and implement comprehensive compliance monitoring and testing programs to identify and mitigate HR-related risks; lead HR's response to regulatory changes, including impact assessments, policy updates, and implementation planning; oversee internal and external HR audits, ensuring timely identification and remediation of compliance gaps; develop and deliver executive-level compliance reporting to HR leadership. Foster a culture of compliance, continuous improvement, collaboration, and service excellence; establish clear roles, accountabilities, and performance expectations; serve as trusted advisor to AVP, People Operations COE on compliance, policy, and operational matters; partner with HR Business Partners to address business-specific HR compliance needs; collaborate with the Enterprise Office of Legal Affairs, Compliance, and Risk on cross-functional initiatives. Required Education and Experience: Bachelor's Degree in Human Resources, Business Administration, Law, Finance, or related field 5 years progressive HR experience with 2+ years in a shared services or operations leadership role. and Demonstrated success leading process improvement and operational excellence initiatives and Experience with HRIS platforms and experience with policy management systems and document repositories Strong knowledge of process improvement methodologies (Lean, Six Sigma, Design Thinking). Familiarity with data privacy and compliance regulations related to HR operations. Exceptional strategic thinking, business acumen, problem-solving and decision-making skills. Detail-oriented with strong analytical abilities. Advanced Excel skills, including complex formulas, pivot tables, and data analysis. Preferred Qualifications Master's Degree or equivalent experience 3 years in a shared services or operations leadership role and Experience with multi-business organizations in highly regulated industries (healthcare, higher education, insurance) and experience with Workday. SCP - Senior Certified Professional - Society for Human Resource Management SPHR - Senior Professional in Human Resources - HR Certification Institute CSSBB - Certified Six Sigma Black Belt - American Society for Quality CCMP - Certified Change Management Professional - PROSCI Work Shift Workday Day (United States of America) Worker Sub Type Regular Employee Entity Thomas Jefferson University Primary Location Address 1101 Market, Philadelphia, Pennsylvania, United States of America Nationally ranked, Jefferson, which is principally located in the greater Philadelphia region, Lehigh Valley and Northeastern Pennsylvania and southern New Jersey, is reimagining health care and higher education to create unparalleled value. Jefferson is more than 65,000 people strong, dedicated to providing the highest-quality, compassionate clinical care for patients; making our communities healthier and stronger; preparing tomorrow's professional leaders for 21st-century careers; and creating new knowledge through basic/programmatic, clinical and applied research. Thomas Jefferson University, home of Sidney Kimmel Medical College, Jefferson College of Nursing, and the Kanbar College of Design, Engineering and Commerce, dates back to 1824 and today comprises 10 colleges and three schools offering 200+ undergraduate and graduate programs to more than 8,300 students. Jefferson Health, nationally ranked as one of the top 15 not-for-profit health care systems in the country and the largest provider in the Philadelphia and Lehigh Valley areas, serves patients through millions of encounters each year at 32 hospitals campuses and more than 700 outpatient and urgent care locations throughout the region. Jefferson Health Plans is a not-for-profit managed health care organization providing a broad range of health coverage options in Pennsylvania and New Jersey for more than 35 years. Jefferson is committed to providing equal educa tional and employment opportunities for all persons without regard to age, race, color, religion, creed, sexual orientation, gender, gender identity, marital status, pregnancy, national origin, ancestry, citizenship, military status, veteran status, handicap or disability or any other protected group or status. Benefits Jefferson offers a comprehensive package of benefits for full-time and part-time colleagues, including medical (including prescription), supplemental insurance, dental, vision, life and AD&D insurance, short- and long-term disability, flexible spending accounts, retirement plans, tuition assistance, as well as voluntary benefits, which provide colleagues with access to group rates on insurance and discounts. Colleagues have access to tuition discounts at Thomas Jefferson University after one year of full time service or two years of part time service. All colleagues, including those who work less than part-time (including per diem colleagues, adjunct faculty, and Jeff Temps), have access to medical (including prescription) insurance. For more benefits information, please click here

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

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

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

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

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