Director Of Human Resources jobs at Fidelity Investments

Hi, we're Primark. We're all about fun, fashion, and a fabulous career. We're fast-paced, with our stores receiving hundreds of new products every week. We have amazing fashion at amazing prices, all of the time. We set the fashion trends. We're committed to providing our customers with service that is second to none. As part of our global team, you'll be at the forefront of expanding this fashion revolution in the United States. Are you game? People & Culture HR Administrator Key Responsibilities: Functional Expertise Working collaboratively with the Store Management Team and the Store P&C Business Partner, to deliver the people agenda in Store. This is a generalist role, responsible for all day-to-day P&C administrative activity, with particular focus on: Recruitment • Support the Retail Management team with recruitment administration • Carry out the pre interview recruitment activity required for Retail Assistant/ non-management roles including uploading/ advertising roles, screening, interview coordination and candidate contact • In conjunction with the Retail Management team, complete the relevant right to work checks and documentation retention steps • Deliver a consistent and engaging candidate experience through the recruitment administration process • Administer the applicant tracking system to include role creation, candidate response and onboarding steps • Liaise with third party contacts for graduate, work placement and/ or temporary resource as required • Participate in recruitment and selection activities for seasonal recruitment events Onboarding and Induction • Administer the onboarding process including contract / offer preparation and payroll / systems set up • Complete the appropriate administrative checks • Organize the relevant workwear and lanyards for new starters • Participate in the delivery of the Primark Induction/ Welcome event for new starters in partnership with the Retail Management team Resource Planning • Responsible for the maintenance of people data in the resource planning tool including adding/ removing joiners and leavers, printing weekly rotas and collating overtime • Communicate rotas and schedules to colleagues (checking that shifts/ overtime allow for regulatory breaks) • Administer holiday requests in line with Country regulatory requirements • Periodically review holiday balances to ensure colleagues are actively booking holiday • Provide weekly absence reports to Retail Management for review • Support the administration process for Colleague store transfers as required Payroll • Set up new starters/remove leavers on the payroll system and work with third party payroll provider • Complete the daily and weekly payroll activities including a review of the T&A and resolution of any errors with the relevant Colleagues/Managers • Update the T&A/payroll system with relevant absence information and ensure documentation is received and processed in accordance with Country Regulations • Process any payroll adjustments and changes • Work with the P&C Business Partner to administer any levy / subsidy payments • Act as a point of contact for Colleague queries and resolve any issues or concerns Training & Development • Support the delivery of core learning programs via learning platforms and maintain records of learning activity • Maintenance of mandatory learning activity records e.g. first aid, data protection • Carry out administration support for Retail Assistant Succession planning for Retail Management roles Engagement & Well-being • In partnership with the Retail Management team proactively support implementation of events and activities that drive engagement, wellbeing, and a positive Primark culture in store • Responsible for updating all engagement and wellbeing communication on the in-store Notice Boards and in store meeting huddles • Schedule the listening group meetings and support the Store Manager in preparing for and responding to colleagues • Provide administrative support for store recognition activities, including nominations and Store Manager review • Encourage participation in the Primark Engagement Survey and collate completion rates • Support Retail Management to hold colleague conversations on health or well-being issues Performance Management (MYP) • Collate completion of the mid-year and end of year Make Your Primark review process • Provide support to the Retail Management team on the probationary period and performance review process and encourage a culture of feedback • Support the Retail Management team in the administration of the performance review process • Prepare template documentation for the Retail Management team for Probationary periods and Performance Improvement Plans (PIPs) Talent & Succession • Carry out administration support for Retail Assistant Succession planning for Retail Management roles • Provide administrative support during the Retail Management talent review process Employee Relations • Maintain colleague records (paper and electronic) in accordance with Country regulations (GDPR / Data Protection guidelines) • Support Retail Management as a first point of contact on people procedures and absence queries • Preparing template documentation required for ER investigation and outcomes • Responsible for tracking ER cases and recording progress Reporting & KPIs • Maintain the people systems that provide reporting and analysis to the Store Manager on people measures and KPIs • Support with completion of Store, Area and Central Office reporting • Administer and collate data from colleague exit interviews • Administer leavers process including the return of Company property • Participate in store audit procedures Business Alignment & Change • Demonstrate an understanding of the overall P&C strategy and purpose • Maintain relationships with the Central P&C team and network effectively with the wider P&C community to share best practice Commercial and Business Impact • Develop understanding of store commercial performance and customer experience • Deliver against company expectations and policy, ensuring good governance and best practice is in place, compliance with regulations and mitigation of risk to the business • Review the administrative aspects of P&C in store and make recommendations where efficiency gains are identified Behavioral Competencies Decision Making • Apply experience and relevant information to support day to day P&C advice and decision making Self-Direction and Agility • Promote a culture of inclusion, optimism, enthusiasm, and mutual support. • Demonstrate resilience and tenacity to overcome any barriers with a flexible and agile approach to changing business needs • Strong organization skills and a natural self-starter Customer Experience • Demonstrate a high level of trust, collaboration, confidentiality, and diplomacy with all Colleagues in the store Innovation • Encourage a culture of continuous improvement and openness to change Technical Requirements of the Role-holder • Experience working as a P&C Administrator or similar role • Attention to detail and accuracy • Excellent organizational skills, with the ability to prioritize well and be flexible in a fast-paced environment with changing demands • Strong communication skills (written and verbal) and effective in communicating clearly and persuasively • Working knowledge of employment legislation and best practice • Good analytical and problem-solving skills and an interest in developing commercial acumen • Retail sector experience desirable

Reporting into the VP of HR Technology, Operations and Analytics, the Director of HR Technology will lead a globally distributed HRIS team and oversee all HR systems within a service-oriented and employee-first Human Resources function. This role is critical in supporting a rapidly evolving global organization, with a strong emphasis on partnering with HR Centers of Excellence (COEs)-including Payroll, Employee Relations, HR Operations, Talent and Learning, and Talent Acquisition-to deliver strategic projects and initiatives. In addition to driving operational excellence, this leader will play a key role in global M&A integration efforts, ensuring seamless alignment of HR technology platforms, data, and processes during acquisitions and divestitures. The Director will be responsible for designing and implementing scalable, innovative solutions to complex business challenges, driving automation, and ensuring systems are optimized to meet global business needs. Expertise in Workday is essential, and experience with ServiceNow is strongly preferred, as both platforms are foundational to the company's HR technology ecosystem. Role Responsibilities: * Lead the global HRIS team and manage all HR systems including HCM, Onboarding, Self-Service, Payroll, Compensation, Time & Attendance, Absence Management, Performance Management, Learning Management, Benefits, and Reporting * Partner with HR COEs to support strategic initiatives and deliver integrated, scalable solutions * Drive global change management efforts and co-create solutions across regions and functions * Build custom tools and collaborate with engineering and cross-functional partners to meet evolving business needs * Champion automation and process improvement across HR systems and workflows * Serve as a liaison with Privacy, IT, Internal Audit, and other departments to ensure compliance and alignment * Lead planning, design, implementation, and administration of HR systems * Own the annual HR systems budget review process and contribute to long-term technology planning * Present complex technical and analytical solutions in a clear, accessible manner to stakeholders at all levels * Stay current on trends in HR technology and recommend innovative solutions to enhance employee experience and operational efficiency * Ensure data integrity through rigorous auditing and analysis * Manage large-scale, global projects using standard project management methodologies * Build collaborative relationships across geographies and functions Role Requirements: * 10+ years of IT/HRIS experience in a global, high-growth organization * 5+ years leading high-performing global teams * Proven success managing globally diverse teams and initiatives * Expert-level proficiency in Workday across all major modules * Strong experience with ServiceNow (preferred) * Experience with global M&A integration and HR systems alignment * Advanced project management skills and experience with change management methodologies * Ability to influence and communicate effectively at all levels of a global organization Salary The base salary range is $180,000 - 210,000 USD per year, total on target compensation includes a base salary plus a variable target incentive that aligns with individual and company performance. Benefits You will also have access to short-term incentives, multiple health insurance options, accident and life insurance, and access to best-in-class development platforms, to name a few (*************************************************** Please see the below benefits specific to your location and note that your recruiter may share additional role-specific benefits during your interview process or in an offer of employment. Your US specific benefits include: * Flexible Time off * Medical, Dental and Life Insurance * Tuition Assistance Program * Student Loan Repayment (below manager level only) * Parental Leave * One day volunteer time off * $0 Money Transfer Fee Discount Code - Quarterly * Recognition Program "Game Changers" * Employee Discount Program * Global Adoption Assistance * Global Scholarship Awards Program * 401K Plan Western Union values in-person collaboration, learning, and ideation whenever possible. We believe this creates value through common ways of working and supports the execution of enterprise objectives which will ultimately help us achieve our strategic goals. By connecting face-to-face, we are better able to learn from our peers, problem-solve together, and innovate. For residents of Colorado, California, Connecticut, Delaware, Minnesota, and Pennsylvania: Please do not respond to any questions on this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information. Our Hybrid Work Model categorizes each role into one of three categories. Western Union has determined the category of this role to be Hybrid. This is defined as a flexible working arrangement that enables employees to divide their time between working from home and working from an office location. The expectation is to work from the office a minimum of three days a week. We are passionate about diversity. Our commitment is to provide an inclusive culture that celebrates the unique backgrounds and perspectives of our global teams while reflecting the communities we serve. We do not discriminate based on race, color, national origin, religion, political affiliation, sex (including pregnancy), sexual orientation, gender identity, age, disability, marital status, or veteran status. The company will provide accommodation to applicants, including those with disabilities, during the recruitment process, following applicable laws. #LI-AM3 Estimated Job Posting End Date: 12-31-2025 This application window is a good-faith estimate of the time that this posting will remain open. This posting will be promptly updated if the deadline is extended or the role is filled.

Reporting into the VP of HR Technology, Operations and Analytics, the Director of HR Technology will lead a globally distributed HRIS team and oversee all HR systems within a service-oriented and employee-first Human Resources function. This role is critical in supporting a rapidly evolving global organization, with a strong emphasis on partnering with HR Centers of Excellence (COEs)-including Payroll, Employee Relations, HR Operations, Talent and Learning, and Talent Acquisition-to deliver strategic projects and initiatives. In addition to driving operational excellence, this leader will play a key role in global M&A integration efforts, ensuring seamless alignment of HR technology platforms, data, and processes during acquisitions and divestitures. The Director will be responsible for designing and implementing scalable, innovative solutions to complex business challenges, driving automation, and ensuring systems are optimized to meet global business needs. Expertise in Workday is essential, and experience with ServiceNow is strongly preferred, as both platforms are foundational to the company's HR technology ecosystem. Role Responsibilities: * Lead the global HRIS team and manage all HR systems including HCM, Onboarding, Self-Service, Payroll, Compensation, Time & Attendance, Absence Management, Performance Management, Learning Management, Benefits, and Reporting * Partner with HR COEs to support strategic initiatives and deliver integrated, scalable solutions * Drive global change management efforts and co-create solutions across regions and functions * Build custom tools and collaborate with engineering and cross-functional partners to meet evolving business needs * Champion automation and process improvement across HR systems and workflows * Serve as a liaison with Privacy, IT, Internal Audit, and other departments to ensure compliance and alignment * Lead planning, design, implementation, and administration of HR systems * Own the annual HR systems budget review process and contribute to long-term technology planning * Present complex technical and analytical solutions in a clear, accessible manner to stakeholders at all levels * Stay current on trends in HR technology and recommend innovative solutions to enhance employee experience and operational efficiency * Ensure data integrity through rigorous auditing and analysis * Manage large-scale, global projects using standard project management methodologies * Build collaborative relationships across geographies and functions Role Requirements: * 10+ years of IT/HRIS experience in a global, high-growth organization * 5+ years leading high-performing global teams * Proven success managing globally diverse teams and initiatives * Expert-level proficiency in Workday across all major modules * Strong experience with ServiceNow (preferred) * Experience with global M&A integration and HR systems alignment * Advanced project management skills and experience with change management methodologies * Ability to influence and communicate effectively at all levels of a global organization Salary The base salary range is $180,000 - 210,000 USD per year, total on target compensation includes a base salary plus a variable target incentive that aligns with individual and company performance. Benefits You will also have access to short-term incentives, multiple health insurance options, accident and life insurance, and access to best-in-class development platforms, to name a few (*************************************************** Please see the below benefits specific to your location and note that your recruiter may share additional role-specific benefits during your interview process or in an offer of employment. Your US specific benefits include: * Flexible Time off * Medical, Dental and Life Insurance * Tuition Assistance Program * Student Loan Repayment (below manager level only) * Parental Leave * One day volunteer time off * $0 Money Transfer Fee Discount Code - Quarterly * Recognition Program "Game Changers" * Employee Discount Program * Global Adoption Assistance * Global Scholarship Awards Program * 401K Plan Western Union values in-person collaboration, learning, and ideation whenever possible. We believe this creates value through common ways of working and supports the execution of enterprise objectives which will ultimately help us achieve our strategic goals. By connecting face-to-face, we are better able to learn from our peers, problem-solve together, and innovate. For residents of Colorado, California, Connecticut, Delaware, Minnesota, and Pennsylvania: Please do not respond to any questions on this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information. Our Hybrid Work Model categorizes each role into one of three categories. Western Union has determined the category of this role to be Hybrid. This is defined as a flexible working arrangement that enables employees to divide their time between working from home and working from an office location. The expectation is to work from the office a minimum of three days a week. We are passionate about diversity. Our commitment is to provide an inclusive culture that celebrates the unique backgrounds and perspectives of our global teams while reflecting the communities we serve. We do not discriminate based on race, color, national origin, religion, political affiliation, sex (including pregnancy), sexual orientation, gender identity, age, disability, marital status, or veteran status. The company will provide accommodation to applicants, including those with disabilities, during the recruitment process, following applicable laws. #LI-AM3 Estimated Job Posting End Date: 12-31-2025 This application window is a good-faith estimate of the time that this posting will remain open. This posting will be promptly updated if the deadline is extended or the role is filled.

Reporting into the VP of HR Technology, Operations and Analytics, the Director of HR Technology will lead a globally distributed HRIS team and oversee all HR systems within a service-oriented and employee-first Human Resources function. This role is critical in supporting a rapidly evolving global organization, with a strong emphasis on partnering with HR Centers of Excellence (COEs)-including Payroll, Employee Relations, HR Operations, Talent and Learning, and Talent Acquisition-to deliver strategic projects and initiatives. In addition to driving operational excellence, this leader will play a key role in global M&A integration efforts, ensuring seamless alignment of HR technology platforms, data, and processes during acquisitions and divestitures. The Director will be responsible for designing and implementing scalable, innovative solutions to complex business challenges, driving automation, and ensuring systems are optimized to meet global business needs. Expertise in Workday is essential, and experience with ServiceNow is strongly preferred, as both platforms are foundational to the company's HR technology ecosystem. Role Responsibilities: Lead the global HRIS team and manage all HR systems including HCM, Onboarding, Self-Service, Payroll, Compensation, Time & Attendance, Absence Management, Performance Management, Learning Management, Benefits, and Reporting Partner with HR COEs to support strategic initiatives and deliver integrated, scalable solutions Drive global change management efforts and co-create solutions across regions and functions Build custom tools and collaborate with engineering and cross-functional partners to meet evolving business needs Champion automation and process improvement across HR systems and workflows Serve as a liaison with Privacy, IT, Internal Audit, and other departments to ensure compliance and alignment Lead planning, design, implementation, and administration of HR systems Own the annual HR systems budget review process and contribute to long-term technology planning Present complex technical and analytical solutions in a clear, accessible manner to stakeholders at all levels Stay current on trends in HR technology and recommend innovative solutions to enhance employee experience and operational efficiency Ensure data integrity through rigorous auditing and analysis Manage large-scale, global projects using standard project management methodologies Build collaborative relationships across geographies and functions Role Requirements: 10+ years of IT/HRIS experience in a global, high-growth organization 5+ years leading high-performing global teams Proven success managing globally diverse teams and initiatives Expert-level proficiency in Workday across all major modules Strong experience with ServiceNow (preferred) Experience with global M&A integration and HR systems alignment Advanced project management skills and experience with change management methodologies Ability to influence and communicate effectively at all levels of a global organization Salary The base salary range is $180,000 - 210,000 USD per year, total on target compensation includes a base salary plus a variable target incentive that aligns with individual and company performance. Benefits You will also have access to short-term incentives, multiple health insurance options, accident and life insurance, and access to best-in-class development platforms, to name a few (*************************************************** Please see the below benefits specific to your location and note that your recruiter may share additional role-specific benefits during your interview process or in an offer of employment. Your US specific benefits include: Flexible Time off Medical, Dental and Life Insurance Tuition Assistance Program Student Loan Repayment (below manager level only) Parental Leave One day volunteer time off $0 Money Transfer Fee Discount Code - Quarterly Recognition Program “Game Changers” Employee Discount Program Global Adoption Assistance Global Scholarship Awards Program 401K Plan Western Union values in-person collaboration, learning, and ideation whenever possible. We believe this creates value through common ways of working and supports the execution of enterprise objectives which will ultimately help us achieve our strategic goals. By connecting face-to-face, we are better able to learn from our peers, problem-solve together, and innovate. For residents of Colorado, California, Connecticut, Delaware, Minnesota, and Pennsylvania: Please do not respond to any questions on this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information. Our Hybrid Work Model categorizes each role into one of three categories. Western Union has determined the category of this role to be Hybrid. This is defined as a flexible working arrangement that enables employees to divide their time between working from home and working from an office location. The expectation is to work from the office a minimum of three days a week. We are passionate about diversity. Our commitment is to provide an inclusive culture that celebrates the unique backgrounds and perspectives of our global teams while reflecting the communities we serve. We do not discriminate based on race, color, national origin, religion, political affiliation, sex (including pregnancy), sexual orientation, gender identity, age, disability, marital status, or veteran status. The company will provide accommodation to applicants, including those with disabilities, during the recruitment process, following applicable laws. #LI-AM3 Estimated Job Posting End Date: 12-31-2025 This application window is a good-faith estimate of the time that this posting will remain open. This posting will be promptly updated if the deadline is extended or the role is filled.

Why USAA? At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families. Embrace a fulfilling career at USAA, where our core values - honesty, integrity, loyalty and service - define how we treat each other and our members. Be part of what truly makes us special and impactful. The Opportunity We're looking for a collaborative and strategic HR leader to drive excellence in our HR functions through the power of data, and the ability to manage and develop a team of 10. In this role, you will be the bridge between HR, IT, and the business, ensuring our HR data solutions align with overall business strategy. You will leverage your deep understanding of HR data models, data architecture principles, and business architecture practices to design and implement scalable solutions. You'll also lead a team in developing impactful data visualizations and dashboards, providing actionable insights to support data-driven decision-making. If you are a results-oriented leader with a passion for HR analytics, business alignment, and developing high-performing teams, we encourage you to apply. We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position can be based in one of the following locations: San Antonio, TX or Charlotte, NC. Relocation assistance is not available for this position. What you'll do: Responsible for development and execution of team strategic execution plan in coordination with departmental, CoSA, and Enterprise plans. Accountable for internal customer relationship creation, sustainment, and strengthening through team execution and brand management. Responsible for direct report performance management, talent development, and career progression planning Accountable for overall teamwork product volume, quality, and business value delivery. Accountable for overall team regulatory, risk, and internal control compliance. Ensures industry trends and best practices are evaluated and integrated into current process, technology, and development strategic plans. A strategic partner and subject matter expert in consulting and advising business partners on decision support solutions. Encourages innovation, provides direction on work prioritization, manages capacity, assists with problem resolution. Holds team members accountable for performance goals and establishes business-driven development plans for the team. Partners with IT to build USAA core information delivery capabilities and assist process owners in retiring key UDAs. Provides thought leadership and system thinking to influence relevant data, information, and application architecture decisions to include staying abreast of changes or evolution to industry standards. Provides oversight and direction to the adherence of information governance and managements standards for Enterprise teams and CoSA/LOBs. Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures. What you have: Bachelor's degree in quantitative analytics field such as Economics, Finance, Statistics, Mathematics, Actuarial Sciences, Operations Research, Data and/or Business Analysis, Data Science or other quantitative discipline; OR 4 years of related work experience in statistics, mathematics or quantitative analytics (in addition to the minimum years of experience required) may be substituted in lieu of degree. 8 years of experience in data and analytics, technical, or business-relevant function OR If advanced degree in a STEM discipline, 6 or more years' experience in data and analytics, technical, or business-relevant function. 3 years of direct team lead or management experience. Experience overseeing teams conduct cost benefit analyses and leveraging results to drive business intelligence solutions. Experience guiding teams in the gathering and authoring of business intelligence solutions for large scale complex projects. Advanced facilitation, collaboration and consensus building skills, with extensive experience in presenting to cross-functional teams and Senior/Executive leaders. Demonstrated subject matter expertise in applying and creating business intelligence practices, methods, and problem-solving strategies. Experience leading and coaching others in understanding and translating needs into requirements. Expert knowledge of relevant regulatory compliance, industry regulations, risk management practices, and regulatory data sources. SME developing business deliverables that leverage business intelligence platforms, data management platforms, or SQL-based languages (Tableau, Business Objects, Snowflake, Hadoop, Netezza, NoSQL, ANSI SQL, or related). Demonstrated thought leadership in embedding intuitive story telling within the business intelligence solutions and platforms including concise presentation of complex technical details. What sets you apart: Experience leading teams in the development and maintenance of data visualizations and dashboards, leveraging tools such as Tableau, QlikView, BusinessObjects or similar platforms, to provide actionable insights and support data-driven decision-making. Familiarity with HR technology landscapes, including experience working with HRIS systems and data models related to HR Technology/Engineering and HR Data Architecture. Strong understanding of data modeling principles, data architecture concepts, and their application within the context of HR data, HR analytics, and people insights. Experience in direct people management, including coaching, mentoring, and performance management. Knowledge of Business Architecture principles and practices, with the ability to align data and technology solutions with overall business strategy. Compensation range: The salary range for this position is: $143,320.00 - $273,930.00. USAA does not provide visa sponsorship for this role. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.). Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location. Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors. The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job. Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals. For more details on our outstanding benefits, visit our benefits page on USAAjobs.com. Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting. USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Reporting into the VP of HR Technology, Operations and Analytics, the Director of HR Technology will lead a globally distributed HRIS team and oversee all HR systems within a service-oriented and employee-first Human Resources function. This role is critical in supporting a rapidly evolving global organization, with a strong emphasis on partnering with HR Centers of Excellence (COEs)-including Payroll, Employee Relations, HR Operations, Talent and Learning, and Talent Acquisition-to deliver strategic projects and initiatives. In addition to driving operational excellence, this leader will play a key role in global M&A integration efforts, ensuring seamless alignment of HR technology platforms, data, and processes during acquisitions and divestitures. The Director will be responsible for designing and implementing scalable, innovative solutions to complex business challenges, driving automation, and ensuring systems are optimized to meet global business needs. Expertise in Workday is essential, and experience with ServiceNow is strongly preferred, as both platforms are foundational to the company's HR technology ecosystem. Role Responsibilities: * Lead the global HRIS team and manage all HR systems including HCM, Onboarding, Self-Service, Payroll, Compensation, Time & Attendance, Absence Management, Performance Management, Learning Management, Benefits, and Reporting * Partner with HR COEs to support strategic initiatives and deliver integrated, scalable solutions * Drive global change management efforts and co-create solutions across regions and functions * Build custom tools and collaborate with engineering and cross-functional partners to meet evolving business needs * Champion automation and process improvement across HR systems and workflows * Serve as a liaison with Privacy, IT, Internal Audit, and other departments to ensure compliance and alignment * Lead planning, design, implementation, and administration of HR systems * Own the annual HR systems budget review process and contribute to long-term technology planning * Present complex technical and analytical solutions in a clear, accessible manner to stakeholders at all levels * Stay current on trends in HR technology and recommend innovative solutions to enhance employee experience and operational efficiency * Ensure data integrity through rigorous auditing and analysis * Manage large-scale, global projects using standard project management methodologies * Build collaborative relationships across geographies and functions Role Requirements: * 10+ years of IT/HRIS experience in a global, high-growth organization * 5+ years leading high-performing global teams * Proven success managing globally diverse teams and initiatives * Expert-level proficiency in Workday across all major modules * Strong experience with ServiceNow (preferred) * Experience with global M&A integration and HR systems alignment * Advanced project management skills and experience with change management methodologies * Ability to influence and communicate effectively at all levels of a global organization Salary The base salary range is $180,000 - 210,000 USD per year, total on target compensation includes a base salary plus a variable target incentive that aligns with individual and company performance. Benefits You will also have access to short-term incentives, multiple health insurance options, accident and life insurance, and access to best-in-class development platforms, to name a few (*************************************************** Please see the below benefits specific to your location and note that your recruiter may share additional role-specific benefits during your interview process or in an offer of employment. Your US specific benefits include: * Flexible Time off * Medical, Dental and Life Insurance * Tuition Assistance Program * Student Loan Repayment (below manager level only) * Parental Leave * One day volunteer time off * $0 Money Transfer Fee Discount Code - Quarterly * Recognition Program "Game Changers" * Employee Discount Program * Global Adoption Assistance * Global Scholarship Awards Program * 401K Plan Western Union values in-person collaboration, learning, and ideation whenever possible. We believe this creates value through common ways of working and supports the execution of enterprise objectives which will ultimately help us achieve our strategic goals. By connecting face-to-face, we are better able to learn from our peers, problem-solve together, and innovate. For residents of Colorado, California, Connecticut, Delaware, Minnesota, and Pennsylvania: Please do not respond to any questions on this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information. Our Hybrid Work Model categorizes each role into one of three categories. Western Union has determined the category of this role to be Hybrid. This is defined as a flexible working arrangement that enables employees to divide their time between working from home and working from an office location. The expectation is to work from the office a minimum of three days a week. We are passionate about diversity. Our commitment is to provide an inclusive culture that celebrates the unique backgrounds and perspectives of our global teams while reflecting the communities we serve. We do not discriminate based on race, color, national origin, religion, political affiliation, sex (including pregnancy), sexual orientation, gender identity, age, disability, marital status, or veteran status. The company will provide accommodation to applicants, including those with disabilities, during the recruitment process, following applicable laws. #LI-AM3 Estimated Job Posting End Date: 12-31-2025 This application window is a good-faith estimate of the time that this posting will remain open. This posting will be promptly updated if the deadline is extended or the role is filled.

JobID: 210672088 JobSchedule: Full time JobShift: Base Pay/Salary: New York,NY $223,250.00-$325,000.00 Are you ready to shape the future of work for over 320,000 employees? This is a rare opportunity to lead applied AI and GenAI innovation at scale, delivering high-impact solutions that will define the next era of HR analytics, talent strategy, and employee experience. Join a high-performing team and set the standard for communications, governance, and stakeholder engagement, while driving measurable business impact across the firm. As an Applied AI/ML Director - HR Analytics in the HR leadership team, you will lead a team of approximately 10 Applied AI Practitioners to deliver scalable, business-impactful AI solutions. You will drive cross-pillar influence, ensure robust governance, and set the standard for communications and stakeholder engagement. This full-time, in-office position is responsible for leading all US-based AI/ML and Data Science work for HR firmwide, integrating solutions with cloud-native infrastructure and championing innovation. Job responsibilities * Translate complex technical concepts into actionable business insights for senior HR, Tech, and Product stakeholders * Influence, engage, and drive alignment across functions * Architect, build, and deploy ML/GenAI models (NLP, LLMs, RAG, agentic workflows) for HR analytics use cases * Lead, mentor, and develop a diverse team of Applied AI Practitioners, fostering collaboration, upskilling, and internal mobility * Integrate solutions with HR data lake and cloud-native infrastructure (AWS, Databricks) * Champion reusable ML assets, feature stores, and standardized pipelines * Ensure understanding and adherence to controls and governance processes for model development and deployment * Surface risks, drive closed-loop feedback, and optimize for scale, reliability, and performance * Navigate cross-pillar dynamics and surface ROI/reputational impact Required qualifications, capabilities, and skills * BS/B.Tech/MS/PhD in AI/ML or a relevant field, with advanced degrees such as MS or PhD highly valued. * 10+ years hands-on experience in ML/GenAI model development and deployment * Strong in AI/ML fundamentals, Statistics, and knowledge of classical AI and Algorithms * Strong problem-solving ability * Proven leadership of technical teams in applied AI/ML * Exceptional communication skills; able to influence and engage senior stakeholders * Deep expertise in Python, TensorFlow, PyTorch, and cloud-native infrastructure (AWS, Databricks) * Experience with NLP, LLMs, agentic workflows, and scalable ML architectures Preferred qualifications, capabilities, and skills * Experience in financial services, Human Resources, or regulated industries * Familiarity with agentic workflows, LLMs, GenAI, and cloud platforms * Proven ability to scale AI/ML solutions across complex, multi-stakeholder environments

Are you passionate about driving responsible AI innovation in a dynamic, people-focused environment? Join us to lead a new Center of Excellence dedicated to testing and monitoring AI solutions that support HR and Employee Experience. You will have the opportunity to shape the future of AI governance, collaborate with cross-functional teams, and make a meaningful impact on how we support our employees. This is your chance to champion ethical AI practices and deliver enterprise-grade solutions. As an Executive Director, AI Testing & Monitoring - HR & Employee Experience in the HR & Employee Experience CDAO team, you will establish and lead a new Center of Excellence focused on ensuring the accuracy, fairness, security, and governance of all AI and ML systems supporting HR and Employee Experience. You will partner with internal and external stakeholders to design, operate, and continuously improve a centralized testing framework, delivering trustworthy and explainable AI solutions. Job responsibilities: Establish and lead the AI Testing & Monitoring Center of Excellence for HR and Employee Experience, setting its mission, strategy, and success metrics. Serve as the accountable owner for model quality assurance and ethical compliance across all HR and Employee Experience AI use cases. Align testing standards with firmwide AI risk management and governance frameworks. Design and operationalize a dual-lane testing model for generative and statistical/ML AI solutions. Implement continuous monitoring pipelines and dashboards to detect model drift, data quality issues, and policy violations. Define and maintain standard metrics, SLAs, and certification thresholds for production readiness and operational health. Act as the primary executive interface for external vendors delivering testing capabilities, overseeing vendor performance, budget, and contract management. Ensure vendor alignment with security, privacy, and regulatory standards, and drive innovation through automated testing, synthetic data, and bias mitigation techniques. Partner with HR and Employee Experience product teams to embed testing checkpoints throughout the AI development lifecycle. Collaborate with Compliance, Legal, Model Risk, and Operational Risk teams to ensure traceability, auditability, and regulatory adherence. Deliver regular executive dashboards and readouts to HR leadership and governance committees, and champion a culture of responsible AI by educating stakeholders on best practices and ethical principles. Required qualifications, capabilities, and skills: Minimum 10 years of experience in AI/ML governance, data science, or AI product leadership, with at least 5 years in a regulated enterprise environment and Advanced degree in Data Science, Statistics, Computer Science, or related discipline. Proven experience building or managing model testing or validation functions, ideally within financial services, technology, or consulting. Deep understanding of generative AI and large language model evaluation techniques, including prompt variance testing, bias audits, hallucination metrics, and guardrail evaluation. Strong grounding in statistical and predictive model validation, including drift analytics, bias detection, and performance monitoring. Exceptional cross-functional influence and vendor management skills. Demonstrated ability to translate technical risk concepts into business and ethical language for senior executives. Preferred qualifications, capabilities, and skills: Experience with automated testing, synthetic data generation, and AI judging techniques. Familiarity with enterprise MLOps, data lineage, and cataloging systems. Strong understanding of HR and Employee Experience processes and technologies. Experience working with global teams and managing complex stakeholder relationships. Excellent communication and presentation skills. Track record of driving innovation in AI governance and risk management. Professional certifications in AI, data science, or risk management.

Are you ready to shape the future of work for over 320,000 employees? This is a rare opportunity to lead applied AI and GenAI innovation at scale, delivering high-impact solutions that will define the next era of HR analytics, talent strategy, and employee experience. Join a high-performing team and set the standard for communications, governance, and stakeholder engagement, while driving measurable business impact across the firm. As an Applied AI/ML Director - HR Analytics in the HR leadership team, you will lead a team of approximately 10 Applied AI Practitioners to deliver scalable, business-impactful AI solutions. You will drive cross-pillar influence, ensure robust governance, and set the standard for communications and stakeholder engagement. This full-time, in-office position is responsible for leading all US-based AI/ML and Data Science work for HR firmwide, integrating solutions with cloud-native infrastructure and championing innovation. Job responsibilities Translate complex technical concepts into actionable business insights for senior HR, Tech, and Product stakeholders Influence, engage, and drive alignment across functions Architect, build, and deploy ML/GenAI models (NLP, LLMs, RAG, agentic workflows) for HR analytics use cases Lead, mentor, and develop a diverse team of Applied AI Practitioners, fostering collaboration, upskilling, and internal mobility Integrate solutions with HR data lake and cloud-native infrastructure (AWS, Databricks) Champion reusable ML assets, feature stores, and standardized pipelines Ensure understanding and adherence to controls and governance processes for model development and deployment Surface risks, drive closed-loop feedback, and optimize for scale, reliability, and performance Navigate cross-pillar dynamics and surface ROI/reputational impact Required qualifications, capabilities, and skills BS/B.Tech/MS/PhD in AI/ML or a relevant field, with advanced degrees such as MS or PhD highly valued. 10+ years hands-on experience in ML/GenAI model development and deployment Strong in AI/ML fundamentals, Statistics, and knowledge of classical AI and Algorithms Strong problem-solving ability Proven leadership of technical teams in applied AI/ML Exceptional communication skills; able to influence and engage senior stakeholders Deep expertise in Python, TensorFlow, PyTorch, and cloud-native infrastructure (AWS, Databricks) Experience with NLP, LLMs, agentic workflows, and scalable ML architectures Preferred qualifications, capabilities, and skills Experience in financial services, Human Resources, or regulated industries Familiarity with agentic workflows, LLMs, GenAI, and cloud platforms Proven ability to scale AI/ML solutions across complex, multi-stakeholder environments

Are you ready to shape the future of work for over 320,000 employees? This is a rare opportunity to lead applied AI and GenAI innovation at scale, delivering high-impact solutions that will define the next era of HR analytics, talent strategy, and employee experience. Join a high-performing team and set the standard for communications, governance, and stakeholder engagement, while driving measurable business impact across the firm. As an Applied AI/ML Director - HR Analytics in the HR leadership team, you will lead a team of approximately 10 Applied AI Practitioners to deliver scalable, business-impactful AI solutions. You will drive cross-pillar influence, ensure robust governance, and set the standard for communications and stakeholder engagement. This full-time, in-office position is responsible for leading all US-based AI/ML and Data Science work for HR firmwide, integrating solutions with cloud-native infrastructure and championing innovation. **Job responsibilities** + Translate complex technical concepts into actionable business insights for senior HR, Tech, and Product stakeholders + Influence, engage, and drive alignment across functions + Architect, build, and deploy ML/GenAI models (NLP, LLMs, RAG, agentic workflows) for HR analytics use cases + Lead, mentor, and develop a diverse team of Applied AI Practitioners, fostering collaboration, upskilling, and internal mobility + Integrate solutions with HR data lake and cloud-native infrastructure (AWS, Databricks) + Champion reusable ML assets, feature stores, and standardized pipelines + Ensure understanding and adherence to controls and governance processes for model development and deployment + Surface risks, drive closed-loop feedback, and optimize for scale, reliability, and performance + Navigate cross-pillar dynamics and surface ROI/reputational impact **Required qualifications, capabilities, and skills** + BS/B.Tech/MS/PhD in AI/ML or a relevant field, with advanced degrees such as MS or PhD highly valued. + 10+ years hands-on experience in ML/GenAI model development and deployment + Strong in AI/ML fundamentals, Statistics, and knowledge of classical AI and Algorithms + Strong problem-solving ability + Proven leadership of technical teams in applied AI/ML + Exceptional communication skills; able to influence and engage senior stakeholders + Deep expertise in Python, TensorFlow, PyTorch, and cloud-native infrastructure (AWS, Databricks) + Experience with NLP, LLMs, agentic workflows, and scalable ML architectures **Preferred qualifications, capabilities, and skills** + Experience in financial services, Human Resources, or regulated industries + Familiarity with agentic workflows, LLMs, GenAI, and cloud platforms + Proven ability to scale AI/ML solutions across complex, multi-stakeholder environments JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management. We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process. We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation. JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans **Base Pay/Salary** New York,NY $223,250.00 - $325,000.00 / year

The Director of Human Resources is a key member of the executive leadership team, serving as a strategic advisor to the President and senior stakeholders. This role is responsible for driving organizational culture, talent strategy, training and development, compensation/payroll, regulatory compliance, and employee wellbeing initiatives across the company. The Director will lead the HR functions enterprise-wide, aligning people strategies with business objectives to support growth, mitigate risk, and foster a high-performance environment. Key Responsibilities: Strategic Leadership & Business Partnership * Serve as a strategic partner to the President and senior leadership, contributing to overall business planning and decision-making. * Champion a culture of safety, engagement, and continuous improvement that supports organizational goals and values. * Provide leadership and direction across all HR, ensuring alignment with corporate objectives. Human Resources Oversight * Lead all HR functions including talent acquisition, compensation and benefits, employee engagement, organizational development, HRIS, performance management, and compliance. * Develop and execute strategies to attract, develop, and retain top talent, including succession planning and leadership development initiatives. * Oversee the integrity of all HR policies, procedures, and reporting to ensure legal compliance and ethical standards are met. Team Leadership & Performance Management * Direct and develop a high-performing HR team, setting clear goals, fostering collaboration, and ensuring accountability. * Implement effective performance management systems and processes to drive team and organizational success. * Leverage KPIs and business intelligence to inform strategy, optimize processes, and improve operational outcomes. Corporate & Partner Collaboration * Act as the primary liaison with corporate partners, legal advisors, third-party administrators, and benefit providers. * Represent the company in enterprise-level HR forums, collaborative initiatives, and strategic programming with affiliated organizations. * Support cross-functional initiatives such as internship programs, wellness strategies, diversity and inclusion efforts, and community engagement activities. Risk, Compliance & Ethical Governance * Oversee internal investigations, ethics cases, and risk mitigation strategies, ensuring prompt resolution and adherence to core values. * Ensure compliance with employment laws and regulatory bodies (e.g., DOL, EEOC, OSHA) while maintaining confidentiality and integrity and support EHS leader in any employee safety initiatives. * Drive continuous improvement through audit readiness, corrective action planning, and policy refinement. Qualifications & Experience: * Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree and HR certifications (e.g., SHRM-SCP, SPHR) strongly preferred. * 10+ years of progressive leadership experience in Human Resources within a manufacturing, industrial, or operationally complex environment. * Demonstrated success as a strategic business partner with strong leadership, communication, and change management capabilities. * Deep understanding of HR and regulatory frameworks, labor market trends, and workforce planning. * Ability to travel up to 30% as required to support multi-site operations (primarily regional travel). Core Competencies: * Strategic Thinking & Execution * Executive Presence & Influence * Operational Excellence * Relationship Building & Stakeholder Management * Risk & Compliance Leadership * Talent Development & Organizational Effectiveness

The City of Ithaca, NY is seeking qualified applicants for the role of Director of Human Resources! The Director of Human Resources is a highly confidential public officer position responsible for developing, implementing, managing and objectively administering public personnel administration programs and policies for the City. This individual will serve as the department head for the City's Department of Human Resources, and act as a leading advisor to the City Manager and the City's Common Council. Key responsibilities include: Providing direction and directives to the Human Resources staff in the performance of their duties, establishing work priorities, and achieving department and citywide goals; Acting as a key management representative in personnel functions including labor relations matters such as collective bargaining, grievance arbitration, and similar proceedings; and Ensuring the success of the City's commitment to equity and justice. Qualified candidates will hold a master's degree in Public Administration, Industrial or Labor Relations, Human Resources Management or a closely related field and 3 years of experience in the Human Resources field with progressively responsible leadership experience; or a bachelor's degree and 5 years of experience as previously defined; or an equivalent combination of training and experience as previously defined.

Salary: $170,000 - $200,000 plus bonus The Opportunity The Managing Director, Human Resources is a pivotal, firmwide leadership role. You will serve as a member of the senior management team, aligning talent strategy and corporate policies with our core business objectives. This role goes beyond managing policies; it's about shaping our future with an eye towards all stakeholders. You will collaborate with department heads on critical organizational initiatives including workforce evaluation, leadership development, legal compliance, and succession planning. Your experience in labor and immigration laws will be essential as you anticipate and proactively address HR-related needs and implement new corporate policies. What We Do & Who We Are Group One is a proprietary trading firm specializing in market making and liquidity providing strategies in options markets. Our traders provide competitive liquidity across a broad range of securities by managing complex portfolios of underlying issues and simultaneously streaming quotes across multiple exchanges. We are committed to creating a diverse environment and are proud to be an equal opportunity employer. At Group One, we value transparency and collaboration coming from unique perspectives and backgrounds. We strive to create a workplace in which all employees have an opportunity to participate and contribute to the success of the business. The Challenge We are looking for a strategic leader to tackle the critical challenges our firm faces. Your primary focus will be to transform our HR function, ultimately integrating recruiting and traditional HR into a unified, high-impact department. This requires a highly collaborative approach to build strong working relationships with our long-tenured senior management team, who have a deep understanding of our culture and business goals. You will work to enhance our New York HR presence while leveraging the established expertise of our Chicago teams. Ultimately, you will play a crucial role in our future, ensuring our policies meet evolving needs and leading succession planning for key senior leaders over the coming years. The Skill Set and Responsibilities A broad skill set will help you be successful in this role. The essential responsibilities are outlined below. * Department Management: Build and manage a team of HR and recruiting professionals in New York and Chicago offices. * Policy Development: Ensure all firm policies are designed to meet our goals and initiatives while complying with federal, state and local regulations. * Talent Acquisition and Management: Work with department heads to forecast headcount needs, developing plans to recruit to the firm's needs. Serve as a resource to our employees throughout their employment, from onboarding through performance reviews and professional growth and leadership development. * Benefits Administration: Perform annual benefit renewal process with brokers and open enrollment activity for the firm. Manage the firm's benefits offering, including Health Insurance, FSA, 401k, etc. * Compensation Planning: Work with CEO, CFO and department heads in developing and maintaining competitive compensation plans. Schedule all annual compensation meetings. * Immigration Policy and Procedures: Oversee immigration policy in collaboration with legal counsel, including deep knowledge of OPT/CPT, H-1B Visa and PERM Visa processing. * Governmental Compliance: Maintain updated knowledge and understanding of US feeral and state employment and labor laws, regulations, procedures, and standards. Qualifications * Ten plus years of Human Resources experience, including four years of management experience. Experience in a trading environment or financial services desired, but not required. * Strong management and team building skills. Experience managing remotely located team members a plus. * Demonstrated ability to collaborate and build strong relationships across the company, from the leadership team to traders to software developers. * Comfort in managing highly sensitive matters, maintaining confidentiality and objectivity. * Impeccable ethics and integrity in all aspects. * Immigration and labor law expertise is strongly preferred. * Effective written and verbal communication skills. * Adaptable and highly flexible personality. * Self-Motivated, dependable, and responsible team player. * Problem solver who is driven, self-motivated, and proactive in approach. What to Expect As Managing Director, Human Resources Within 1 month, you will: * Complete your initial orientation as well as become familiar with our environment, our team, and our business. * Begin a comprehensive, cross-functional training plan to learn more about every aspect of our firm and HR's impact. Within 3 months, you will: * Understand all HR processes including payroll, benefits, performance evaluations, etc. * Develop an understanding of Group One, its business, leaders, departmental functions and employees. * Start to build relationships with managers and employees across the firm. Within 6 months, you will: * Drive key processes including policy evaluation, performance reviews, compensation planning, hiring forecasting, payroll, and benefits open enrollment. * Be sought out as an advisor and subject matter expert by our management team and employees. The Benefits We provide competitive compensation, including a performance-based bonus and comprehensive benefits including health insurance, group life insurance, long-term disability coverage, and a 401(k) with annual company contribution. In addition, we ensure our people have at least three weeks of paid vacation in addition to sick leave and paid holidays. Group One gladly sponsors qualified international candidates selected to join our team. In-person interview expenses for travel and childcare will be reimbursed by Group One.

Job Description Salary: $170,000 - $200,000 plus bonus The Opportunity The Managing Director, Human Resources is a pivotal, firmwide leadership role. You will serve as a member of the senior management team, aligning talent strategy and corporate policies with our core business objectives. This role goes beyond managing policies; it's about shaping our future with an eye towards all stakeholders. You will collaborate with department heads on critical organizational initiatives including workforce evaluation, leadership development, legal compliance, and succession planning. Your experience in labor and immigration laws will be essential as you anticipate and proactively address HR-related needs and implement new corporate policies. What We Do & Who We Are Group One is a proprietary trading firm specializing in market making and liquidity providing strategies in options markets. Our traders provide competitive liquidity across a broad range of securities by managing complex portfolios of underlying issues and simultaneously streaming quotes across multiple exchanges. We are committed to creating a diverse environment and are proud to be an equal opportunity employer. At Group One, we value transparency and collaboration coming from unique perspectives and backgrounds. We strive to create a workplace in which all employees have an opportunity to participate and contribute to the success of the business. The Challenge We are looking for a strategic leader to tackle the critical challenges our firm faces. Your primary focus will be to transform our HR function, ultimately integrating recruiting and traditional HR into a unified, high-impact department. This requires a highly collaborative approach to build strong working relationships with our long-tenured senior management team, who have a deep understanding of our culture and business goals. You will work to enhance our New York HR presence while leveraging the established expertise of our Chicago teams. Ultimately, you will play a crucial role in our future, ensuring our policies meet evolving needs and leading succession planning for key senior leaders over the coming years. The Skill Set and Responsibilities A broad skill set will help you be successful in this role. The essential responsibilities are outlined below. Department Management: Build and manage a team of HR and recruiting professionals in New York and Chicago offices. Policy Development: Ensure all firm policies are designed to meet our goals and initiatives while complying with federal, state and local regulations. Talent Acquisition and Management: Work with department heads to forecast headcount needs, developing plans to recruit to the firm's needs. Serve as a resource to our employees throughout their employment, from onboarding through performance reviews and professional growth and leadership development. Benefits Administration: Perform annual benefit renewal process with brokers and open enrollment activity for the firm. Manage the firm's benefits offering, including Health Insurance, FSA, 401k, etc. Compensation Planning: Work with CEO, CFO and department heads in developing and maintaining competitive compensation plans. Schedule all annual compensation meetings. Immigration Policy and Procedures: Oversee immigration policy in collaboration with legal counsel, including deep knowledge of OPT/CPT, H-1B Visa and PERM Visa processing. Governmental Compliance: Maintain updated knowledge and understanding of US feeral and state employment and labor laws, regulations, procedures, and standards. Qualifications Ten plus years of Human Resources experience, including four years of management experience. Experience in a trading environment or financial services desired, but not required. Strong management and team building skills. Experience managing remotely located team members a plus. Demonstrated ability to collaborate and build strong relationships across the company, from the leadership team to traders to software developers. Comfort in managing highly sensitive matters, maintaining confidentiality and objectivity. Impeccable ethics and integrity in all aspects. Immigration and labor law expertise is strongly preferred. Effective written and verbal communication skills. Adaptable and highly flexible personality. Self-Motivated, dependable, and responsible team player. Problem solver who is driven, self-motivated, and proactive in approach. What to Expect As Managing Director, Human Resources Within 1 month, you will: Complete your initial orientation as well as become familiar with our environment, our team, and our business. Begin a comprehensive, cross-functional training plan to learn more about every aspect of our firm and HR's impact. Within 3 months, you will: Understand all HR processes including payroll, benefits, performance evaluations, etc. Develop an understanding of Group One, its business, leaders, departmental functions and employees. Start to build relationships with managers and employees across the firm. Within 6 months, you will: Drive key processes including policy evaluation, performance reviews, compensation planning, hiring forecasting, payroll, and benefits open enrollment. Be sought out as an advisor and subject matter expert by our management team and employees. The Benefits We provide competitive compensation, including a performance-based bonus and comprehensive benefits including health insurance, group life insurance, long-term disability coverage, and a 401(k) with annual company contribution. In addition, we ensure our people have at least three weeks of paid vacation in addition to sick leave and paid holidays. Group One gladly sponsors qualified international candidates selected to join our team. In-person interview expenses for travel and childcare will be reimbursed by Group One. Job Posted by ApplicantPro

Ventas is a leading S&P 500 real estate investment trust focused on the longevity economy, with a $45 billion enterprise value and a portfolio of ~1,400 properties across North America and the UK. Its largest business is private-pay senior housing, which includes over 850 communities serving nearly 90,000 residents, alongside outpatient medical buildings, research centers, and healthcare facilities that meet the needs of an aging population. Backed by strong financial performance and a collaborative culture, Ventas is positioned at the intersection of real estate, healthcare, and innovation to help people live longer, healthier, happier lives. The Human Resources team partners closely with business leadership to attract, retain, and develop talent while ensuring strong governance, equitable pay practices, competitive benefits, and operational excellence through scalable systems and data-driven decision-making. The Compensation, Benefits & HR Systems function serves as the enterprise steward of total rewards, regulatory alignment, and workforce technology that enables accurate reporting, sound financial planning, and informed decision-making. About the Role The Director Compensation, Benefits and HR Systems provides enterprise leadership for the strategic design, governance and execution of Ventas's total rewards and HR systems strategy. This role leads the development and continuous refinement of compensation, benefits and equity programs to ensure market competitiveness, internal equity, regulatory compliance and alignment with the Company's long-term business objectives. The Director partners closely with Legal, Finance, Accounting and IT to ensure strong program governance, accurate financial reporting and scalable systems that enable data-driven decision-making across the enterprise. This role also provides direct people leadership for managers and professionals responsible for the execution of compensation, benefits, equity, and HR systems programs, with accountability for performance, capability-building, and long-term bench strength. Key responsibilities include: Compensation Strategy & Governance Lead enterprise compensation programs across base pay, annual incentives, and non-proxy programs to ensure competitiveness, internal equity and regulatory compliance Oversee annual merit, bonus and off-cycle compensation cycles, including planning, budgeting, documentation and employee communications Direct job evaluations, market benchmarking and participation in compensation surveys to inform pay structure and positioning Provide strategic counsel on offers, promotions and pay actions to ensure consistency with market data and internal equity standards Partner with Finance on quarterly forecasting and reporting of total compensation expense Ensure compliance with all federal, state, and local compensation regulations and proactively manage legislative and regulatory risk Deliver executive-ready compensation data, modeling and insights to Finance, Accounting, HR and senior leadership Support Legal and HR leadership in the development of the annual proxy and executive compensation disclosures Equity Management Lead the administration and governance of the enterprise equity programs, including RSUs and PSUs Provide strategic input into the design and evolution of equity compensation programs to support executive retention and long-term value creation Partner with Legal, Finance and Accounting on equity controls, disclosures, accruals and regulatory compliance Oversee equity data reporting, reconciliations and audit procedures to ensure data integrity and risk mitigation Benefits Strategy & Governance Lead the strategy, renewal, and oversight of all employee benefit programs, including health, retirement, wellness, paid time off and leave programs Direct vendor, broker and consultant relationships to ensure high-quality service delivery, cost optimization and competitive plan design Oversee open enrollment, benefits communications and employee education initiatives to drive engagement and informed decision-making Ensure full regulatory compliance across all benefits programs, including ERISA, COBRA, FMLA, HIPAA, Section 125 and related requirements Partner with Accounting on Form 5500 filings and all benefits-related regulatory reporting Lead benefits integration for mergers and acquisitions, including plan alignment, compliance and budget adherence Address and resolve employee compensation and benefits inquiries with professionalism, accuracy and efficiency Workday & HR Systems Strategy Provide enterprise oversight of all HR systems and data management processes to ensure accuracy, consistency, security and operational efficiency Safeguard data integrity, privacy and regulatory compliance across all HR platforms Partner with IT and cross-functional teams to integrate Workday with broader enterprise systems to enhance connectivity and data flow Lead standardized reporting, data definitions and governance practices to enable scalable enterprise-wide analytics and decision-making Partner with internal and external audit teams to ensure successful completion of annual systems audits and adherence to control standards Qualifications Bachelor's degree in Business, Accounting, Finance, or related field required; advanced degree preferred 15+ years of progressive experience in compensation, benefits, and total rewards, ideally within real estate, financial services or similarly regulated industries Deep expertise in compensation program design, executive and enterprise equity administration and comprehensive benefits strategy Advanced analytical capability with strong Excel skills and demonstrated HR systems proficiency, including Workday Extensive knowledge of federal, state, and local compensation and benefits regulations, including ERISA, COBRA, FMLA, HIPAA, Section 125 and DOL requirements Proven ability to partner effectively with Finance, Legal, Accounting, IT and senior leadership on complex, high-impact initiatives Excellent written, verbal and executive-level communication skills with strong attention to detail Demonstrated ability to manage competing priorities in high-pressure, deadline-driven environments Must be located in the Chicago, IL area or willing to relocate for the duration of employment. Willingness to adapt and thrive in a blended work environment with 3-days in office, seamlessly transitioning between remote work and in-office operations Must be legally authorized to work in the United States without employer sponsorship now or in the future The estimated base salary range for this position is $180,000 - $250,000 per year. This range reflects a good-faith estimate of the base salary Ventas reasonably expects to pay at the time of posting. Actual base pay will be determined based on work location, skills, qualifications, relevant experience and business needs. In addition to base salary, this role is eligible for discretionary incentive compensation and a comprehensive benefits package, which includes medical, dental, vision, retirement savings, paid time off and other wellness benefits under applicable plan terms. #LI-hybrid#LI-MB1 Ventas, Inc. offers a competitive compensation and benefits package to the successful candidate. Ventas, Inc. is an Equal Opportunity Employer. Ventas, Inc. does not accept unsolicited resumes from staffing agencies, search firms or any third parties.

Fort Lauderdale Hotel Opening in Fall 2025, Omni Fort Lauderdale will provide South Florida with 120,000 square feet of event space, new food and beverage options, a Natural Spring inspired full-service spa and entertainment pedestrian plaza featuring high-end shopping, amphitheater, charter boat docking and beautiful promenade. The new iconic landmark offers unforgettable views of the Atlantic paired with unrivalled convenience and intelligently designed meeting spaces. The hotel will be directly connected to the Broward County Convention Center, immediately adjacent to Port Everglades cruise terminal and less than two miles from Fort Lauderdale Airport. Job Description Opening Fall 2025, the Omni Ft. Lauderdale Hotel is a 29-story hotel, located at 1950 Eisenhower Blvd, and connected directly to the Broward County Convention. The property offers 801 guest rooms and suites, multiple restaurants, a vibrant rooftop bar, a sprawling pool, spa, and fitness center. The hotel will also have over 120,000 square feet of indoor and outdoor meeting and event space, including a grand ballroom, junior ballroom, 25 breakout rooms and pre-function meeting space with waterfront views. Partner with the Director of HR in a leadership role supporting financial objectives, guest service, and company culture through strategic planning and development of organizational structure and policy that contribute to increased productivity, quality, and profitability. Supervise and train both hourly and management team members, partnering closely with the Director of HR to implement policies, culture, and leadership initiatives. From conducting investigations to implementing training programs and ensuring legal compliance, you'll play a pivotal role in maintaining Omni's standards and fostering a positive work environment. Responsibilities Supervise and train hourly and management Human Resources team members. Partner with the Director of HR in all areas of Omni policy, culture and leadership. Implement training and development programs. Recommend new programs based on need. Conduct investigations and assist the Director of HR and senior leadership in making employment status decisions. Assist the Director of HR in the creation of responses to employment litigation from Federal and State offices. Maintain an effective working relationship with the union based on mutual respect of applicable Collective Bargaining Agreements “CBA”. Ensure Omni leaders are educated on the particulars of the Collective Bargaining Agreement for their areas. Handle union issues including grievances, mediations and arbitrations. Fulfill all the responsibilities of the Director of HR in their absence, communicating effectively with property leadership as necessary Provide guidance and advice to department heads and leaders at all levels of the hotel on employee relations issues. Ensure our leadership team upholds Omni culture and complies with the law. Assist the Director of HR in developing and maintaining an active “Succession Plan” for all departments of the hotel. Ensures all Omni Benefits programs are implemented according to standards. Ensure on-boarding of new associates is implemented according to Omni standards. Ensure employee terminations are implemented according to Omni standards. Maintain legal compliance at all times. Ensure that team is up-to-date with evolving legislation and compliance. Maintain all Associate Service Center Standard Operating Procedures. Ensure the Associate Services complies with Internal Audit requirements. Ensure the department meets the standards of the HR Assessment. Implement the Associate Engagement survey and assist the hotel in creating substantial action plans that move the Hotel forward. Ensure all Omni Training Programs are implemented successfully. Ensure the hotel complies with all training required by law (ex: RBS, Food Handler, Sexual Harassment) etc. Manage the Worker's compensation & LOA processes Co-chair our Social Committee to plan and execute exciting, fun and interesting associate events at least quarterly. Consistently works to define Omni culture and Six Pillar philosophy on the property. Reflects and adapts to varying situations based on adherence to Omni culture and Standard Operating Procedures. Responsible for clear and accurate documentation of all associate issues, on a timely basis following counseling and disciplinary procedures. Ensure legal liability of the company is protected at all times. Fulfill reasonable requests of management as directed by Director of HR, GM or Managing Director. Conduct exit interviews for all terminating associates and ensure final clearance and pay check distribution. Qualifications Requirements: Must have at least 3 years of experience in Human Resources. Minimum of 3 years of experience in a Human Resources leadership role, with at least 2 years of experience as a Sr. HR Manager or 1 year of experience as an Assistant Director. Must have significant employee relations experience at a decision-making level, including experience conducting investigations, managing the coaching and counseling and handling grievances. Must have a well-rounded Human Resources background with solid experience in employee relations, benefits, training, safety, liability avoidance and compliance. Bachelor's Degree Must have outstanding verbal and written communication skills, ability to coach, counsel, advise, mentor and motivate associates and managers at all levels. Preferred: Hotel/Resort experience strongly preferred. Bilingual (English/Spanish). Experience in a unionized hotel preferred and a strong asset Experience conducting and implementing training and development programs Large hotel / resort experience preferred. Previous union experience preferred. Omni Hotels & Resorts is an equal opportunity employer. The EEO is the Law poster and its supplement are available using the following links:EEOC is the Law Poster and the following link is the OFCCP's Pay Transparency Nondiscrimination policy statement If you are interested in applying for employment with Omni Hotels & Resorts and need special assistance to apply for a posted position, please send an email to applicationassistance@omnihotels.com.

About AgCredit Our mission at AgCredit is to create lifelong opportunities for our customers and employees by striving to be the premier cooperative lender and employer in our rural communities. Our core values focus on relationships, respect, integrity, service, accountability, teamwork and courage for our customers' and employees' success. As a cooperative agricultural lending institution, our commitment is to our customer-owners. Headquartered in Fostoria, OH, AgCredit serves over 7,000 member-owners in 15 lending offices throughout 18 counties across northwest and central Ohio. As part of the nationwide Farm Credit System, we are proud to return our profits back to our members through our patronage program. We hope you'll consider joining our experienced lending team as we continue to serve our customers, employees and communities. Director of Human Resources, Fostoria, OH Administers a variety of human resource programs and activities designed to attract, motivate and retain a qualified workforce, as well as provide employee support in the areas of benefits, compensation, training and policy/procedure interpretation to ensure understanding and consistency throughout the association. Is knowledgeable of current human resources related regulations. Serves as the Affirmative Action Officer and Equal Employment Opportunity Officer. Fosters a corporate culture that promotes ethical practices, and the association core values, encourages individual integrity and fulfills social responsibility. Comply with all AgCredit, ACA policies and procedures while maintaining regular and punctual attendance as expected of this position. Responsibilities 1.Manages all aspects of Human Resources including Recruitment, Training, Onboarding, Payroll, Benefits, Performance Management, Diversity and Inclusion, Policies and Procedures. Develops, utilizes and maintains the Association's Strategic Human Capital Plan. Maintains current Human Resource policies and Employee Handbook. Custodian of the personnel records of employees and board members. Develops and maintains the association Succession Plan. Stays current on employment related regulations. Recommends and works with the CEO on establishing salaries. 2. Human Capital - Serves as the Association Affirmative Action Officer and EEO Officer. Makes recommendations to ELT on department & association staffing needs. Ensures that supervisory practices promote fair treatment of all employees, are free from discrimination and are supportive of AgCredit, ACA's Affirmative Action Plan. 3. Serves on the Association's Business Continuity Plan committee. 4. Business Plan - Manages to ensure the business plan goals and strategic objectives are met. 5. Attend training programs as provided by the Association relative to responsibilities. 6. Performs other duties as assigned. Knowledge, Skills and Abilities Education and/or experience equivalent to a bachelor's degree in business or human resources. 6 + years of demonstrated professional work experience in personnel administration including HR systems, salary administration, EEOC laws and regulations, and employee records maintenance. Ability to work independently and maintain confidentiality. Possesses a working knowledge of Microsoft Office products and other customized software. Verbal and written communications, writes clearly and informatively, and report preparation. Understands overall company operations, their policies and procedures. Assumes broad variety of moderately complex administrative details such as arranging meetings without clearance, assembling reports containing confidential and sensitive information, and addressing building concerns with the proper individual(s). Reacts well under pressure. Supports Affirmative Action and respects diversity and inclusion. Manages competing demands. Addresses and resolves employee complaints or refers to appropriate person. Maintains thorough knowledge on legal requirements and government reporting regulations affecting HR functions and ensures policies, procedures and reporting are in compliance. Tact, diplomacy and organization. Telephone presence. Benefits Offered Competitive compensation Top-rated benefits program 401k Plan with company match Tuition reimbursement, sponsored training and career development opportunities Generous paid time off with 11 holidays observed Employee Assistance Program Community Service PTO “Dress for your day” dress code Schedule Monday to Friday, 8:00am-4:30pm Diversity Statement / EEO Statement We are an Equal Opportunity/Affirmative Action Employer. AgCredit strives to recruit, hire, train, and promote individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, parental status, marital status, political affiliation, military service, or any other non-merit based factor. EOE including disability/veterans.

Company Overview When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities. The Human Resources Director provides strategic leadership and operational oversight of the bank's Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank's business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent. Essential Functions and Primary Duties Executive Partnership & Strategic HR Leadership - Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy. - Act as a member of the leadership team, contributing to business discussions with a people-focused perspective. HR Department Oversight - Lead and develop the HR team, ensuring consistent delivery of HR programs and services. - Oversee department workflows and processes to ensure efficiency and service excellence. - Manage the budget for HR operations and programs. Compliance & Risk Management - Ensure compliance with all federal, state, and local employment laws and regulations. - Maintain up-to-date HR policies, practices, and procedures. - Serve as primary contact for audits and compliance-related matters. Vendor & Consultant Management - Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors. - Evaluate vendor performance and ensure services meet the bank's needs. Compensation & Benefits Administration - Design, implement, and oversee the bank's compensation and benefits programs. - Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness. - Partner with consultants to assess and adjust compensation and benefits structures as needed. - Create a pay for performance culture Performance Management & Talent Development - Oversee the bank's performance appraisal program, ensuring effective goal setting, coaching, and evaluation. - Guide executives on succession planning for senior leadership and critical roles. - Support development initiatives to strengthen leadership capabilities across the organization. Organizational Development & Change Leadership - Provide guidance on organizational structure, role design, and workforce planning. - Partner with senior leadership on change management strategies to support business transformation. - Champion initiatives that promote associate engagement, retention, and culture. Minimum Qualifications - Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred. - 10+ years of progressive HR experience, with at least 3-5 years in a leadership role. - Proven experience serving as an HR Business Partner to senior executives. - Strong knowledge of employment laws, compensation, benefits, and performance management. - Experience managing vendor relationships, including compensation, benefits, and HRIS providers. - Excellent communication, influencing, and leadership skills. - Ability to balance strategic vision with hands-on execution in a mid-sized organization. Key Competencies Include: - Executive Presence & Influence - Strategic Thinking with Operational Execution - Confidentiality & Integrity - Relationship Management - Business & Financial Acumen - Change Leadership Company Overview When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities. Position Summary The Human Resources Director provides strategic leadership and operational oversight of the bank's Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank's business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent. Essential Functions and Primary Duties Executive Partnership & Strategic HR Leadership * Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy. * Act as a member of the leadership team, contributing to business discussions with a people-focused perspective. HR Department Oversight * Lead and develop the HR team, ensuring consistent delivery of HR programs and services. * Oversee department workflows and processes to ensure efficiency and service excellence. * Manage the budget for HR operations and programs. Compliance & Risk Management * Ensure compliance with all federal, state, and local employment laws and regulations. * Maintain up-to-date HR policies, practices, and procedures. * Serve as primary contact for audits and compliance-related matters. Vendor & Consultant Management * Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors. * Evaluate vendor performance and ensure services meet the bank's needs. Compensation & Benefits Administration * Design, implement, and oversee the bank's compensation and benefits programs. * Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness. * Partner with consultants to assess and adjust compensation and benefits structures as needed. * Create a pay for performance culture Performance Management & Talent Development * Oversee the bank's performance appraisal program, ensuring effective goal setting, coaching, and evaluation. * Guide executives on succession planning for senior leadership and critical roles. * Support development initiatives to strengthen leadership capabilities across the organization. Organizational Development & Change Leadership * Provide guidance on organizational structure, role design, and workforce planning. * Partner with senior leadership on change management strategies to support business transformation. * Champion initiatives that promote associate engagement, retention, and culture. Minimum Qualifications * Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred. * 10+ years of progressive HR experience, with at least 3-5 years in a leadership role. * Proven experience serving as an HR Business Partner to senior executives. * Strong knowledge of employment laws, compensation, benefits, and performance management. * Experience managing vendor relationships, including compensation, benefits, and HRIS providers. * Excellent communication, influencing, and leadership skills. * Ability to balance strategic vision with hands-on execution in a mid-sized organization. Key Competencies Include: * Executive Presence & Influence * Strategic Thinking with Operational Execution * Confidentiality & Integrity * Relationship Management * Business & Financial Acumen * Change Leadership Physical Requirements * The physical demands listed below are a requirement to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. * While performing the duties of this job the associate is frequently required to sit or stand for long periods of time, speak, and listen; use hands to touch and grasp objects; and to reach with hands and arms. The associate is occasionally required to move about the facility. Visual ability to view a computer screen for long periods of time is required. * Evening and weekend work based on business need. * Ability to travel based on business need. Benefits Offered * Group Health Insurance options, Dental Insurance, Vision Insurance * Employee Assistant Program (EAP) and Wellness Reimbursements * HSA and FSA accounts * Fully paid Life Insurance and Long-term Disability * 401k Options with Matching and Profit Sharing Retirement Plan * Paid Time Off (PTO) program in addition to 11 paid holidays * Discount on various bank services * Employee Referral Bonus * 529 College Savings Plan Payroll Deduction A credit and background check is a final part of the hiring process. Landmark National Bank is an EEO/AA/ADA/Veteran employer.

About the Company: Headquartered in Santa Ana California, Veros (************** is a proven technology company that develops and delivers advanced data, software, and analytics solutions for enhanced risk management in financial services. We are looking for a self-motivated, independent person to play a critical role, supporting the company's end user technology needs. Veros offers a unique opportunity that encourages creativity and professional growth along with a competitive salary and benefits package including medical, dental, vision, life, 401(k), vacation, sick, holidays, and more. We are seeking driven and motivated individuals interested in being part of an amazing team and making a difference. Position Summary: The Director, Human Resources leads the development and integration of HR initiatives that support the company's mission, vision, values, and goals, managing HR across sister companies while ensuring consistent practices and entity-specific compliance. This important role leads and directs the Human Resources team and serves as the organization's strategic advisor on change management, all matters related to our team members and organizational culture. The position directs and guides all phases of the employee life-cycle including: recruiting, training and development, performance management, compensation and benefits, safety and workers compensation, employee relations, and employment law compliance. Principal Responsibilities: Leadership and Strategy Plan, lead, develop, coordinate, and implement HR policies, processes, training, and initiatives that support company goals. Serve as primary advisor to executives and managers on HR matters, workforce planning, and organizational health. Develop and manage the HR department budget and allocate resources effectively. Supervise and develop the HR team, setting clear goals and fostering growth. HR Programs and Operations Administer HR programs, including compensation, benefits, and leave of absence. Oversee team member relations, investigations, disciplinary actions, and dispute resolution. Lead performance and talent management, including goal setting, reviews, succession, and development. Drive programs that support productivity, recognition, morale, health and safety, and training. Compliance and Risk Management Maintain responsibility for compliance with federal, state, and local employment laws and regulations. Monitor regulatory changes, best practices, and communicate policy updates and resources to leadership and employees. Consult with legal counsel as needed or as directed by the CEO on personnel matters. Compensation and Benefits Partner with executive leadership on the annual compensation cycle, salary structures, and pay practices. Manage compensation, benefits, recognition, and leave programs to ensure market competitiveness and internal fairness. Data, Systems, and Analytics Develop and maintain the HRIS to meet organizational needs and ensure data integrity. Conduct research and analysis of workforce trends using reports and metrics from HRIS and talent systems to inform decisions. Communications and Engagement Communicate changes to HR policies and procedures and ensure consistent adoption. Coordinate and, as needed, conduct exit interviews to identify trends and inform retention strategies. Participate on cross-functional committees and lead special projects. Qualifications Required 10+ years of progressive HR experience, including 5+ years leading an HR team. Proven experience advising executives and managing complex employee relations. Strong knowledge of employment law, compensation, benefits, performance management, and organizational development. Demonstrated ability to turn data into clear insights and actions. Excellent judgment, discretion, and communication skills. Preferred HRIS/ADP experience Experience in a multi-state or multi-country environment. Bachelor's degree in HR, Business, or related field; advanced degree or HR certification (SHRM-CP/SCP or PHR/SPHR) preferred. Experience partnering with external auditors and CPAs on 401(k) or payroll-related audits. Competencies Strategic thinking with practical execution Relationship building and influence Problem solving and sound judgment Change leadership and coaching Data fluency and systems orientation Veros is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.