Human Resources Vice President jobs at Good Shepherd Services - 42 jobs

Job Title: Director of Human Resources Department: Finance and Administration Office: New York Office, Hybrid Reports To: Chief Operating Officer Who We Are: The Drug Policy Alliance (DPA) addresses the harms of drug use and drug criminalization through policy solutions, organizing, and public education. We advocate for a holistic approach to drugs that prioritizes health, social supports, and community wellbeing. DPA opposes punitive approaches that destabilize people, block access to care, and drain communities of resources. We believe that the regulation of drugs should be grounded in evidence, health, equity, and human rights. In collaboration with other movements, we change laws, advance justice, and save lives. DPA has 40 staff across the U.S. an annual operating budget of approximately $12 million, and 200,000 members, activists, and supporters. The organization has a solid track record of success at the local, state, and federal levels and consistent visibility in prominent media and policy circles. Recognizing the broad reach of the drug war, DPA works across issue areas to engage more deeply with organizations and leaders in immigration, family policing, education, reproductive justice, housing, and other aligned spaces. This commitment to building power across movements and building a base contributes to and works in tandem with DPA's work on policy and legislative change. Learn more about working at the Drug Policy Alliance here and learn about our work to end the drug war here. The Role: The Director of Human Resources will lead the organization's people operations with a focus on mission alignment, compliance, and staff development. This position is responsible for building and maintaining a workplace culture grounded in equity, transparency, and care, while ensuring effective management of payroll, benefits, compliance, and HR systems. The Director will also oversee professional development opportunities, support staff growth, and manage the organization's intern program. The successful candidate must be a self-starter and a risk taker, with a high degree of confidence and energy. Excellent interpersonal skills and a passion for racial and social justice are essentials for success. Key Responsibilities: People & Culture Leadership Develop and implement HR strategies and policies that align with the organization's mission, values, and social justice principles. Partner with leadership to foster an inclusive and supportive workplace culture. Serve as a trusted advisor to managers and staff on employee relations, performance, and workplace practices. HR Operations & Compliance Ensure compliance with federal, state, and local labor laws as well as nonprofit regulations. Manage and oversee accurate payroll administration and HRIS systems. Maintain employee records, policies, and procedures with an emphasis on clarity and accessibility. Compensation & Benefits Oversee employee benefits administration, including health, retirement, and leave programs. Ensure staff understand and can access benefits that support their well-being. Lead annual benefits review and renewal processes. Talent Development & Performance Design and implement equitable professional development opportunities for staff. Support performance management processes, coaching managers to set goals and provide constructive feedback. Develop pathways for staff growth within organizational capacity. Internship Program Manage the recruitment, onboarding, and supervision of interns. Ensure intern experiences are meaningful, educational, and aligned with organizational values. Skills and Experience: To fulfill the responsibilities of the role, we are seeking candidates with the following qualifications and characteristics: Demonstrated commitment to social justice, equity, diversity, and inclusion. Strong knowledge of HR best practices, employment law, payroll, and benefits administration. Experience developing and leading professional development initiatives. Excellent interpersonal, communication, and conflict resolution skills. Ability to balance strategic thinking with hands-on implementation. Minimum of 7-10 years of progressive HR experience, including leadership roles (nonprofit or mission-driven environment strongly preferred). Compensation: This is a full-time, exempt position. The salary range for this position is $100,000-$130,000 depending on experience. Benefits for DPA staff include comprehensive health insurance and coverage (including dental and vision), 403b retirement plan with 10% employer matching contribution after completion of one-year, paid time off including 20 days of vacation, plus national holidays, sick days, organizational closure at the end of December, and year-round early dismissal on Fridays. Location Applicants must be able to report to the NYC office a minimum of twice a week. This position is hybrid. Some travel is required. Hours: Full-time and hybrid schedule. How to Apply: To apply, please submit the following: Your resume. A cover letter Equal Opportunity Drug Policy Alliance (DPA) is an equal opportunity employer and values a diverse workforce and an inclusive culture. DPA encourages applications from all qualified individuals without regard to race, color, religion, gender, ethnicity, personal appearance, political affiliation, family responsibility, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship, disability, veteran status and record of arrest or conviction. Drug Policy Alliance is particularly interested in hiring people who have been adversely affected by the war on drugs.

Full-time Description Director of Human Resources & Benefits Reports To: Deputy Director of Workplace Culture & Operations Classification: Full-time, 1.0 FTE FLSA Status: Exempt Compensation: $96,000 to 120,000 DOE ORGANIZATION BACKGROUND Latino Network's mission is: Leading with love, we cultivate our staff and community as a powerful force for radical social change. We do this through Latino community-driven programs, advocacy, and service. Our work springs from the core belief in Latino community self-determination, that is, the ability of community members to participate meaningfully in the decisions that affect their lives and the lives of their families. We actively partner across a variety of city, county, state, and community organizations to deliver training and support, a wide range of services, as well as influence policy. BENEFITS & PERKS Latino Network provides a generous benefits package that includes: Health Plans including Medical, Dental, Vision, and Alternative Care FSA - Flexible Spending Account for Medical & Dependent Care expenses 401k Plan with Match Employee Assistance Program Employer sponsored Life, AD&D, and Long-Term Disability Insurance Paid Leave (Vacation, Sick, Sabbatical) Professional development opportunities Self - Care perks Team and family events POSITION DESCRIPTION The Director of HR & Benefits serves as a key member of the Leadership Team responsible for developing and executing human resource and benefits policies, practices, and strategies in alignment with agency values and objectives. With strategic leadership and a strong partnership mindset, this role works to inspire and drive both individual and agency growth and serves as a champion for best practice consistency, continuous evolution, and improvement along the entire employment lifecycle. RESPONSIBILITIES: Leads, oversees, and supports the Human Resources department and all agency employee Benefits administration, including but not limited to health, 401K, time off plans, tenure and recognition awards, and Workers Compensation in alignment with Latino Network's mission and values. Leads HR legal compliance across the full employee lifecycle, including recruitment, onboarding, performance management, discipline, separation, benefits, and record retention, ensuring policies and practices align with employment law, risk management standards, and organizational values. Identifies, influences, supports, and implements opportunities for improvements across areas related to HR & Benefits: i.e. recruitment and retention, employee engagement, training and development, performance management, benefits, employee perks, and workplace culture. Assists in coaching agency leaders and supervisors on people practices for a high-performance culture in alignment with the agency's core values and mission, including providing end-to-end employee relations and sourcing support from external contracted partners and internal HR team staff as needed. Oversees new hire onboarding and off-boarding process and experience for team members at Latino Network including specific oversight of Paylocity related functions to achieve these outcomes. Strengthens best practices for teamwork and leadership, and introduces new methods to support staff. Leads and coordinates strategic analysis of Latino Network benefits programs and recommends areas for improvement to help attract and retain staff in alignment with agency values and compliance. Attends all staff and program team meetings as needed to assist with and ensure awareness and alignment with Agency HR & benefits policies and practices. Manages relationships with contracted human resources partners, DEI consultants, Benefit Consultants, HRIS Systems, and other project contractors, in consultation and collaboration with the Deputy Director of Workplace Culture & Operations. Work with compensation consultants to regularly analyze wage and salary reports and data to determine and assist in ensuring the Agency maintains a competitive and equitable compensation plan. Advise supervisors and staff of HR related policies and procedures, in consultation and collaboration with the Deputy Director of Workplace Culture & Operations. Oversees and continuously reviews all agency Employee and Supervisor HR forms for accuracy, and directs HR staff to make updates as necessary. Consults with HR consulting firm and/or legal counsel as needed to ensure that policies and practices comply with federal and state law. Prepare and manage the annual HR department budget in collaboration with and consultation from the Deputy Director of Workplace Culture & Operations. Oversees the analysis, maintenance, and communication of human resources records required by law or local governing bodies. Responsible for HR & Benefits related vendor contract negotiation and approvals, and serves as a decision maker point of contact. Partners with the Board of Directors on Executive Directors' employment administration, including performance management, compensation review, coaching support, and compliance with employment policies in alignment with organizational values and strategic goals. Evaluates new and existing HR related processes for effectiveness using tools such as surveys, focus groups, participant feedback, and consulting with partner agencies. Serves as a member of the agency Leadership team, agency annual In-Service planning team, and represents Latino Network at meetings and events as assigned. Leads the Supervisors Training and Development Committee and Internal Disability Justice Committee. Supervises HR & Benefits staff, including but not limited to HR Manager, HR Project and Benefits Manager, Senior HR & Workplace Culture Coordinator. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Specific supervisory responsibilities include interviewing, hiring, training, planning, assigning, and directing work to meet goals in alignment with the Agency's mission and values; appraising performance; recognizing and rewarding employees; carrying out any necessary corrective actions; addressing complaints and conflict resolution. Keeps appropriate stakeholders abreast of project progress and relays any urgent information in a timely manner as needed. Works in coordination and collaboration with other staff to maximize use and functionality of the HRIS (Paylocity) system. Works in collaboration with the Deputy Director of Workplace Culture & Operations to support Staff Committee oversight and efforts to help boost and build staff morale and serves as the leadership sponsor for the Staff Wellness Committee. Oversees the Performance Evaluation system, including staff training and working to eliminate bias in evaluation, sourcing consultant expertise and support as needed. Maintains reliable and regular attendance. Works collaboratively in a team environment with a spirit of cooperation. Respectfully takes direction from the Deputy Director of Workplace Culture & Operations. Requirements The requirements listed below are representative of the knowledge, skill, and/or ability required for this position. Five to ten years of progressive HR leadership experience & employee benefits education or equivalent combination of education and experience. Ability to write and communicate in Spanish and English, including public speaking and presentations required. Demonstrated knowledge of and experience ensuring compliance with federal, state, and local employment laws and regulations, including wage and hour, benefits administration, leave laws, workers' compensation, employee relations, investigations, and personnel recordkeeping. Experience working in a nonprofit or mission-driven organization strongly preferred. Demonstrated experience supervising HR staff and managing complex HR functions. Experience supporting or advising senior leadership and a Board of Directors. Professional in Human Resources (SPHR) or SHRM Certified Professional (SHRM-CP) certification a plus but not required. Strong HR experience across areas such as performance management, onboarding and recruiting, compliance, employee relations, investigations, workers compensation. Previous experience managing/overseeing complex Employee Relations cases. Bicultural proficiency required: knowledge of Latinx culturally based worldview, adaptive reasoning, and problem-solving practices of Latinx individuals, families, and community. Genuine interest in people and a passion for improving the employee experience at Latino Network. Exceptional organizational, interpersonal, time management & communication skills Understanding of HR policies, procedures, and knowledge of Federal and State regulations relating to HR practices. Experience with HRIS and/or Applicant tracking/ Payroll systems and openness to training to further develop management and oversight of agency systems (Paylocity). Ability to deliver a focused and collaborative approach to solving agency employment-related issues. Ability to motivate, inspire, and empower staff to think creatively to develop and foster collaborative and respectful working relationships. Professional writing skills, attention to detail, and excellent communication through one on one meetings, phone, e-mail, and group forums with Latino Network Staff and Board members. Ability to employ critical thinking and good judgment in decision-making. Strong analytical and strategic problem-solving skills. Ability to maintain stakeholder relationships in areas of disagreement or opposition. Experience leading groups with diverse professional levels and effectively facilitating knowledge sharing and collaboration. Basic knowledge of systemic issues affecting Oregon Latinos and/or communities of color and other vulnerable populations. Demonstrated proficiency with Microsoft Office Suite, Excel, and PowerPoint. Adept at using various applications, including database, spreadsheet, report writing, word processing, presentation creation/editing, communicating by email, using virtual meeting and scheduling software. Attend key organizational annual events as needed, and some limited travel. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential duties of this job. The work environment characteristics described here are representative of those an employee encounters while performing the essential duties of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties of this role. The employee must occasionally lift and/or move up to 10 pounds. While performing the duties of this job, the employee is regularly required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is occasionally required to stoop, kneel, crouch, or crawl. The noise level in the work environment is usually moderate. WORK ENVIRONMENT Latino Network is a highly engaged work environment with satellite operations and positions performing work both onsite and remotely. We actively seek opportunities for professional development for our staff and promote a willingness to change for continual improvement. While performing the duties of this job, the employee is occasionally exposed to wet or humid conditions (non-weather); outdoor weather conditions; extreme cold (non-weather), and extreme heat (non-weather). This position requires frequent computer use. Specific vision abilities required by this job include close vision, color vision, distance vision, depth perception, and ability to adjust focus. The noise level in the work environment is usually moderate. Latino Network strives to communicate effectively and respectfully within the context of varying beliefs, behaviors, orientations, identities, and cultural backgrounds. TO APPLY If you, or anyone you know, are interested in joining us in supporting our mission to positively transform the lives of Latino Youth families and communities, please submit your application, resume, and cover letter at: Careers Successful completion of initial and ongoing employment screens, including but not limited to criminal background and vehicle record as required. Latino Network is an equal opportunity employer. We value and support diversity and inclusion to create a culture of dignity and respect.

About Northside Northside Center for Child Development serves over 4,000 children annually through high-quality, outcomes-driven behavioral health, early childhood, and enrichment services. With over $30 million in annual funding, the organization provides children and their families with the support they need to overcome adversity, thrive, and pursue their dreams. Northside has been a staple of the Harlem community since its founding in 1946 and a pioneer at the intersection of education and behavioral health for Black and Latino children. Several of its programs were the first in Harlem and established the standard of care for many social service agencies. Northside s founders, Doctors Kenneth, and Mamie Clark were psychologists whose breakthrough Black/White Doll Study was used as evidence in Brown v. Board of Education, which declared public school segregation unconstitutional. The philosophy behind this landmark decision, now on its 70 th anniversary, continues to inspire Northside to create and drive innovative programs that focus on the strengths of families and the importance of children s self-esteem. For more information on Northside Center for Child Development, please visit *************************************** OBJECTIVES Reporting to the President and CEO, or another Senior Level Executive as designated by the President and CEO, the Director, Human Resources serves as a strategic leader, technical expert, and role model for Northside s organizational climate and culture. This position is responsible for designing, implementing, and managing robust HR systems and processes that support a sustainable business model. The Director will lead and mentor HR staff while collaborating with all departments to ensure alignment with organizational goals. Developing and implementing strategies and plans to provide the infrastructure for all human resources and talent management as a part of a sustainable business model includes collaborating with and supporting all members of Northside staff while leading and managing Human Resources staff members. Responsibility for human resource strategy, growth, leadership and people development, compensation, total rewards, benefits, regulatory compliance, and the smooth functioning of the entire organization are critical. The Director, Human Resources, will be available as needed and requested, both in-person and virtually, and will provide support in pursuit of Northside s mission through other duties as assigned by the President and CEO. DUTIES AND RESPONSIBILITIES: Provide strong executive leadership and organizational development to enable Northside to achieve its mission, strategy, and operating goals. Collaborate with the President and CEO and members of the board of directors and senior and management teams to regularly assess the organizational needs of the human resource department to keep pace with supporting the strategic and operating needs of Northside consistent with its mission. Develop, execute, and achieve strategic and operating plans and goals to attract, retain, and develop human talent to support Northside s mission and programs. Develop and evolve practical and creative processes, solutions, applications, documentation, and reports for the effective and efficient administration of the human resources function. Ensure highly effective operations and outcomes in all human resources functions including compensation and benefits, total rewards, recruitment, onboarding, retention, talent management and development, offboarding union management, information systems, and regulatory compliance. Prepare presentations for Northside s board of directors, management, and other stakeholders as needed and requested by the President and CEO. Ensure that the Human Resources Committee of the Board of Directors receives all relevant information that may affect Northside and all information as requested by the board. Provide leadership to support the overall mission of Northside as directed by the President and CEO. CORE COMPENTENCIES: Excellent work ethic Commitment to working in a mission-driven organization Demonstrated personal ethics and values Cross-team collaboration and cooperation Team player who works well with a diverse group of people SPECIFIC SKILLS: Knowledge and experience as a human resources generalist with progressive leadership and management Strong judgment, ability to manage confidentiality, compensation, efficiency, and accountability Confident, friendly, collaborative, and the ability to work with a diversity of people and engage people at all levels, including professional staff Strong writing, relationship development, interpersonal, communication, and presentation skills Critical thinker, analytical, and detail-oriented Creative, strategic, and results-oriented Model leadership as a senior human resources executive. Team player, flexible, and agile with the ability to work in a complex and fast-paced environment and manage multiple relationships and projects under deadlines QUALIFICATIONS: Bachelor s Degree required (MBA, Master s with focus on human resources preferred) 7-10 Years of human resources experience, 5+ years of union-labor relations, knowledge of Human Resources Information Systems, and Human Resource and Health Care regulatory requirements including HIPAA, FERPA, Not-For-Profit experience, with a clear commitment to and passion for mission and the community Northside serves Track record of working in a collaborative open culture, obtaining engagement of a diverse group of people, and team building Member Human Resources Professional Organizations (SHRM-CP and PHR certifications preferred) Multi-lingual a plus COMPENSATION: $115,000 - $135,000

Job Description About Northside Northside Center for Child Development serves over 4,000 children annually through high-quality, outcomes-driven behavioral health, early childhood, and enrichment services. With over $30 million in annual funding, the organization provides children and their families with the support they need to overcome adversity, thrive, and pursue their dreams. Northside has been a staple of the Harlem community since its founding in 1946 and a pioneer at the intersection of education and behavioral health for Black and Latino children. Several of its programs were the first in Harlem and established the standard of care for many social service agencies. Northside's founders, Doctors Kenneth, and Mamie Clark were psychologists whose breakthrough Black/White Doll Study was used as evidence in Brown v. Board of Education, which declared public school segregation unconstitutional. The philosophy behind this landmark decision, now on its 70th anniversary, continues to inspire Northside to create and drive innovative programs that focus on the strengths of families and the importance of children's self-esteem. For more information on Northside Center for Child Development, please visit *************************************** OBJECTIVES Reporting to the President and CEO, or another Senior Level Executive as designated by the President and CEO, the Director, Human Resources serves as a strategic leader, technical expert, and role model for Northside's organizational climate and culture. This position is responsible for designing, implementing, and managing robust HR systems and processes that support a sustainable business model. The Director will lead and mentor HR staff while collaborating with all departments to ensure alignment with organizational goals. Developing and implementing strategies and plans to provide the infrastructure for all human resources and talent management as a part of a sustainable business model includes collaborating with and supporting all members of Northside staff while leading and managing Human Resources staff members. Responsibility for human resource strategy, growth, leadership and people development, compensation, total rewards, benefits, regulatory compliance, and the smooth functioning of the entire organization are critical. The Director, Human Resources, will be available as needed and requested, both in-person and virtually, and will provide support in pursuit of Northside's mission through other duties as assigned by the President and CEO. DUTIES AND RESPONSIBILITIES: Provide strong executive leadership and organizational development to enable Northside to achieve its mission, strategy, and operating goals. Collaborate with the President and CEO and members of the board of directors and senior and management teams to regularly assess the organizational needs of the human resource department to keep pace with supporting the strategic and operating needs of Northside consistent with its mission. Develop, execute, and achieve strategic and operating plans and goals to attract, retain, and develop human talent to support Northside's mission and programs. Develop and evolve practical and creative processes, solutions, applications, documentation, and reports for the effective and efficient administration of the human resources function. Ensure highly effective operations and outcomes in all human resources functions including compensation and benefits, total rewards, recruitment, onboarding, retention, talent management and development, offboarding union management, information systems, and regulatory compliance. Prepare presentations for Northside's board of directors, management, and other stakeholders as needed and requested by the President and CEO. Ensure that the Human Resources Committee of the Board of Directors receives all relevant information that may affect Northside and all information as requested by the board. Provide leadership to support the overall mission of Northside as directed by the President and CEO. CORE COMPENTENCIES: Excellent work ethic Commitment to working in a mission-driven organization Demonstrated personal ethics and values Cross-team collaboration and cooperation Team player who works well with a diverse group of people SPECIFIC SKILLS: Knowledge and experience as a human resources generalist with progressive leadership and management Strong judgment, ability to manage confidentiality, compensation, efficiency, and accountability Confident, friendly, collaborative, and the ability to work with a diversity of people and engage people at all levels, including professional staff Strong writing, relationship development, interpersonal, communication, and presentation skills Critical thinker, analytical, and detail-oriented Creative, strategic, and results-oriented Model leadership as a senior human resources executive. Team player, flexible, and agile with the ability to work in a complex and fast-paced environment and manage multiple relationships and projects under deadlines QUALIFICATIONS: Bachelor's Degree required (MBA, Master's with focus on human resources preferred) 7-10 Years of human resources experience, 5+ years of union-labor relations, knowledge of Human Resources Information Systems, and Human Resource and Health Care regulatory requirements including HIPAA, FERPA, Not-For-Profit experience, with a clear commitment to and passion for mission and the community Northside serves Track record of working in a collaborative open culture, obtaining engagement of a diverse group of people, and team building Member Human Resources Professional Organizations (SHRM-CP and PHR certifications preferred) Multi-lingual a plus COMPENSATION: $115,000 - $135,000

Job Title: Human Resources Business Partner Employment Status: Exempt Department: Human Resources Reports To: Senior Vice President, Human Resources based in Brooklyn, NY requiring 3 days/week in office Summary The Brooklyn Navy Yard Development Corporation (BNYDC) is a not-for-profit corporation that serves as the real estate developer and property manager of the Yard on behalf of its owner, the City of New York. BNYDC strives to provide an environment in which innovative companies can take root and grow. The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to department leaders, aligning people strategies with organizational goals. This manager-level role provides both strategic and hands-on HR support in the areas of performance management, employee and labor relations, workforce planning, and organizational effectiveness. They play a key role in fostering a positive, equitable, and high-performance culture at BNYDC. This role serves as the primary liaison between the organization and its union partners, and supervises one direct report; Senior Coordinator, Employee Engagement. The HRBP will partner closely with the SVP of Human Resources & Director of Talent & Organizational Development to align initiatives that strengthen leadership capacity, employee engagement, and retention. Areas of Responsibility Partner with department heads to understand business objectives and design people strategies that align with organizational goals Act as the primary point of contact for employees seeking assistance on workplace issues, concerns, and conflicts Coach managers on all aspects of performance management including: Drafting and refining performance reviews, counseling documents, and written corrective actions Designing and monitoring Performance Improvement Plans (PIPs) and guiding managers through performance conversations Lead employee investigations, ensuring objective, thorough, and compliant handling of complaints and workplace concerns Provide expert guidance on disciplinary actions, ensuring consistency, fairness, and adherence to employment law, company policy, and/or labor agreements Build manager capability by training supervisors on feedback delivery, documentation, and performance conversations Serve as the primary liaison between the organization and its union partners Manage grievance process, facilitate labor-management discussions, and support contract interpretation Lead the Engagement Committee, facilitating discussions that identify challenges and opportunities related to morale and organizational effectiveness; translate committee feedback into actionable recommendations to drive improvements Lead organization-wide engagement initiatives, including surveys, feedback mechanisms, and action planning Champion initiatives that enhance inclusion, belonging, and employee voice s Supervisor the Sr. Coordinator, Employee Engagement, providing ongoing mentorship and professional development Partner with the SVP and Director, Talent & Organizational Development, to identify and address leadership development needs; support learning, training, and talent initiatives and provide insights from to inform development and succession planning strategies Leverage HR data and analytics to identify workforce trends and inform decision-making Interpret and apply employment laws, collective bargaining agreements, and internal policies to ensure compliance and mitigate risk; contribute to ongoing review and improvement of HR policies, processes, and documentation standards The above duties and responsibilities are not intended to limit specific duties and responsibilities of this position. It is not intended to limit in any way the authority of supervisors to assign, direct and control the work of employees under their supervision. Required Skills and Abilities Strong interpersonal and relationship-building skills with the ability to influence outcomes, and partner effectively across all organizational levels Deep expertise in employee relations issues with sound judgment and professionalism Demonstrated commitment to equity, inclusion, and organizational culture In-depth knowledge of employment laws, regulations, and HR industry best practices Exceptional written, verbal, and presentation skills Strong quantitative and analytical skills with the ability to collect and analyze critical HR data, build reports, and use insights to inform strategy Proactive, solutions-oriented mindset. Able to balance strategic vision with operational execution Comfort navigating ambiguity in a dynamic organizational environment Strong organization and project management skills Ability to maintain strict confidentiality and exercise sound judgement Proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint) Qualifications Bachelor's degree in Human Resources, Business Administration, or related field 5+ years of progressive HR experience, with 3+ years in an HRBP or HR management capacity supporting organizational leadership Demonstrated experience managing performance management processes, including coaching leaders, drafting corrective actions and PIPs, and conducting investigations Prior experience as a people manager / team leader strongly preferred Experience working in a unionized environment, non-profit sector, and/or for mission-driven organizations preferred Experience supporting organizational change, restructuring, or culture initiatives preferred

Why the National Baseball Hall of Fame and Museum? Working at the National Baseball Hall of Fame is a career experience unlike any other. Every member of our team is a steward of the game's history. Our mission is simple - we preserve history , honor excellence and connect generations . These six words define our commitment to giving fans and visitors a home to celebrate the game and its history, honor the all-time greats, and make memories that will last a lifetime. To best fulfill our mission we prioritize people, and that starts with our own team. We deeply value and support our dedicated team members. We provide a respectful and inclusive workplace. We work to foster connection, grow, and cultivate talent, and provide flexibility to best support the health and well-being of our staff - all while having fun along the way. If you are a baseball fan, a fan of museums, a student of history, love arts and culture, or someone who appreciates the unique connections that sports can create, this could be the team for you! The Cooperstown Pitch. Located on Main Street in the heart of picturesque Cooperstown, New York, the National Baseball Hall of Fame and Museum opened its doors for the first time on June 12, 1939, and has grown to become one of the country's most popular destinations. The Hall of Fame is the home of the game's treasures, where the magic of baseball's stories and legends are passed on from generation to generation. With its character and charm, the Village of Cooperstown is an American treasure. For many Cooperstown means baseball, but it also offers golf, shopping and dining, hiking, biking, snowmobile trails, a pristine lake, unique museums, world-class arts, and a wide array of craft beverages. To check out more information about living and working in Cooperstown, please visit: ************************************************ Our Commitment to Diversity, Equity, Accessibility & Inclusion. We're looking to recruit, hire, and collaborate with people of all backgrounds to help us build a team with varied perspectives and experiences. We are committed to cultivating a diverse, inclusive, welcoming, and supportive environment for all and are proud to be an Equal Opportunity Employer. Overview: The National Baseball Hall of Fame is looking for a people-oriented Human Resources Manager who will support a healthy organizational culture and positive employee experience for all. This position will serve as a key point of contact for all human resources related aspects of the employee life cycle including but not limited to recruitment, on-boarding, policy administration, and supporting an engaged culture of inclusion. This position will also support and administer HR related payroll functions, HRIS, and compliance responsibilities. Position Type: This is a full-time, benefit eligible position that will work in-person at the National Baseball Hall of Fame and Museum in Cooperstown NY. Benefits associated with this position include health insurance, dental insurance, retirement, medical/dental, flexible spending account, employee assistance program, and paid time off (vacation, sick, holidays). The salary range is $55,000-$65,000 commensurate with education and experience. Key Duties and Responsibilities: Manage talent acquisition and recruitment processes, including posting and managing open positions within ATS (Applicant Tracking System) and candidate communication and compliance, including background checks. Oversee new hire onboarding and help plan and administer employee training & development. Assist employees with annual open enrollment process. Manage all aspects of employee HR lifecycle within HRIS including position and organizational management, seasonal on/off boarding activities, employee changes, and HR business processes. Be a key point of contact for employees and managers, providing guidance on Human Resources processes and policies. Gather employee feedback and contribute to action plans that enhance our culture and work environment Help plan and execute employee events. Research, develop, recommend, and execute creative strategies attract employees from diverse backgrounds. Ensure compliance with labor regulations, all federal and state laws and that all Company HR related policies are applied consistently. Serve as backup and support of all payroll functions, including tasks such as, general internal and external reporting, monitoring of timekeeping system, 403(b) administration and employee communication, etc. Physical Requirements: Able to spend considerable time at a desk using a computer. Typical Equipment Used: Computer, phone, printers, copiers, and other office equipment. Qualifications Education/ Experience: Bachelor's degree in human resources, business, organizational development/communication or related subject. 2-5 years of previous Human Resources experience. administration, recruitment, and/or payroll. Previous management or leadership experience a plus. Computer proficiency with Excel and MS Office. Knowledge of third-party payroll software (ADP). Additional HR training and/or certificates. Skills & Abilities : Ability to handle multiple responsibilities and tasks at one time with strong attention to detail. Strong interpersonal, problem-solving, and decision-making skills. Excellent communication and people skills. Must be well organized with the ability to handle and meet deadlines. Working knowledge and experience with labor laws and regulations in the US (federal, state, local). Ability to maintain company and employee confidentiality. Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time.

Why the National Baseball Hall of Fame and Museum? Working at the National Baseball Hall of Fame is a career experience unlike any other. Every member of our team is a steward of the game's history. Our mission is simple - we preserve history, honor excellence and connect generations. These six words define our commitment to giving fans and visitors a home to celebrate the game and its history, honor the all-time greats, and make memories that will last a lifetime. To best fulfill our mission we prioritize people, and that starts with our own team. We deeply value and support our dedicated team members. We provide a respectful and inclusive workplace. We work to foster connection, grow, and cultivate talent, and provide flexibility to best support the health and well-being of our staff - all while having fun along the way. If you are a baseball fan, a fan of museums, a student of history, love arts and culture, or someone who appreciates the unique connections that sports can create, this could be the team for you! The Cooperstown Pitch. Located on Main Street in the heart of picturesque Cooperstown, New York, the National Baseball Hall of Fame and Museum opened its doors for the first time on June 12, 1939, and has grown to become one of the country's most popular destinations. The Hall of Fame is the home of the game's treasures, where the magic of baseball's stories and legends are passed on from generation to generation. With its character and charm, the Village of Cooperstown is an American treasure. For many Cooperstown means baseball, but it also offers golf, shopping and dining, hiking, biking, snowmobile trails, a pristine lake, unique museums, world-class arts, and a wide array of craft beverages. To check out more information about living and working in Cooperstown, please visit: ************************************************ Our Commitment to Diversity, Equity, Accessibility & Inclusion. We're looking to recruit, hire, and collaborate with people of all backgrounds to help us build a team with varied perspectives and experiences. We are committed to cultivating a diverse, inclusive, welcoming, and supportive environment for all and are proud to be an Equal Opportunity Employer. Overview: The National Baseball Hall of Fame is looking for a people-oriented Human Resources Manager who will support a healthy organizational culture and positive employee experience for all. This position will serve as a key point of contact for all human resources related aspects of the employee life cycle including but not limited to recruitment, on-boarding, policy administration, and supporting an engaged culture of inclusion. This position will also support and administer HR related payroll functions, HRIS, and compliance responsibilities. Position Type: This is a full-time, benefit eligible position that will work in-person at the National Baseball Hall of Fame and Museum in Cooperstown NY. Benefits associated with this position include health insurance, dental insurance, retirement, medical/dental, flexible spending account, employee assistance program, and paid time off (vacation, sick, holidays). The salary range is $55,000-$65,000 commensurate with education and experience. Key Duties and Responsibilities: Manage talent acquisition and recruitment processes, including posting and managing open positions within ATS (Applicant Tracking System) and candidate communication and compliance, including background checks. Oversee new hire onboarding and help plan and administer employee training & development. Assist employees with annual open enrollment process. Manage all aspects of employee HR lifecycle within HRIS including position and organizational management, seasonal on/off boarding activities, employee changes, and HR business processes. Be a key point of contact for employees and managers, providing guidance on Human Resources processes and policies. Gather employee feedback and contribute to action plans that enhance our culture and work environment Help plan and execute employee events. Research, develop, recommend, and execute creative strategies attract employees from diverse backgrounds. Ensure compliance with labor regulations, all federal and state laws and that all Company HR related policies are applied consistently. Serve as backup and support of all payroll functions, including tasks such as, general internal and external reporting, monitoring of timekeeping system, 403(b) administration and employee communication, etc. Physical Requirements: Able to spend considerable time at a desk using a computer. Typical Equipment Used: Computer, phone, printers, copiers, and other office equipment. Qualifications Education/ Experience: Bachelor's degree in human resources, business, organizational development/communication or related subject. 2-5 years of previous Human Resources experience. administration, recruitment, and/or payroll. Previous management or leadership experience a plus. Computer proficiency with Excel and MS Office. Knowledge of third-party payroll software (ADP). Additional HR training and/or certificates. Skills & Abilities: Ability to handle multiple responsibilities and tasks at one time with strong attention to detail. Strong interpersonal, problem-solving, and decision-making skills. Excellent communication and people skills. Must be well organized with the ability to handle and meet deadlines. Working knowledge and experience with labor laws and regulations in the US (federal, state, local). Ability to maintain company and employee confidentiality. Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time.

Background Bloomberg Philanthropies works to create catalytic change across five areas of focus: arts and culture, education, the environment, government innovation, and public health. Our mission is to ensure better, longer lives for the greatest number of people. Our approach is rooted in Mike Bloomberg's unique experience and success across the field of business, government, and philanthropy. The distinguished board of directors of Bloomberg Philanthropies plays a critical role in shaping the organization's strategic direction and maximizing our impact across the globe. Position We are seeking a Board Relations Manager to serve as a strategic partner and key liaison between the board and Bloomberg Philanthropies' senior leadership ensuring that board member engagement is purposeful, proactive, and compelling. In this pivotal role, you will design and manage the full arc of the board experience, from year-round engagement to the execution of board meetings, trips and events. You will lead on logistics and project management for meetings and help translate complex programmatic work into clear, compelling materials, ensuring board members are informed and able to provide meaningful insight and guidance. This role will require both strategic thinking and meticulous attention to detail. You will build strong working relationships with board members and their teams , partner closely with groups across the organization including finance, legal, events and communications, and steer the systems that ensure board governance is strong, efficient and forward-thinking. We are seeking someone who thrives at the intersection of big-picture thinking and detailed project management. Essential Duties and Responsibilities Strategic Engagement & Relationship Management Serve as the primary point of contact for the board, fostering strong, trusted relationships and ensuring every interaction is thoughtful, seamless, and aligned with strategic goals. Ensure board members are meaningfully engaged year-round across Bloomberg Philanthropies' programs, events, and priorities. Anticipate information needs and identify opportunities for board members to contribute and participate. Help generate creative ideas for board experiences, including meeting themes, guest speakers, site visits, and strategic programming. Serve as day-to-day internal contact for anything related to the board members or board meetings. Leadership of Board Meeting Strategy & Execution Lead the full lifecycle of all board and committee meetings, including scheduling, agenda development, preparation with senior leadership, tracking RSVPs and execution of meetings, ensuring conversations are substantive, productive, and well-structured. Drive the end-to-end process for developing high-quality briefing materials, memos, press clips, grant documentation, and strategic content in partnership with content, legal, finance, and communications teams. Manage all logistics for board and committee meetings, dinners, and trips, working closely with the events team to ensure all experiences reflect the organization's standards of excellence and support meaningful board engagement. Partner with the content and communications teams to ensure meetings reinforce strategic objectives, including coordination with high-profile external speakers. Governance, Systems & Information Management Maintain accurate, up-to-date records on board membership, board member biographies, contact information, terms, committee assignments, and engagement. Lead annual compliance and administrative processes, including legal forms, stipend administration, minutes approval, and matching gifts. Record and track all board interactions across the organization through our relationship management system and generate monthly interaction summaries, pre-meeting briefings, and year-end reports. Cross-Collaboration & Special Projects Partner closely with leaders across the organization, including finance, legal, grants, events, and executive teams to ensure seamless communication, alignment, and execution. Liaise with Bloomberg LP on relevant inquiries, including technical access. Support engagement with other boards on which Mike Bloomberg serves and lead a variety of other special projects or events. Qualifications of the Ideal Candidate Minimum of 5 years of experience working in events, project management or chief of staff capacity. Exceptional organizational and time management skills, with the ability to see the big picture while managing complex details. Superior project management skills, with the capacity to balance a high volume of responsibilities in a fast-paced environment. Strong relationship-building skills and comfort engaging with senior leaders and external stakeholders. Ability to work in a collaborative team environment, self-direct, exercise sound judgment, and navigate a complex organization with clarity and confidence. Experience managing relationships with senior executives, donors, supporters, or board members. Proficiency in Outlook, Word, Excel, PowerPoint, and CRM platforms (e.g., Salesforce). For additional information on the Board of Directors, refer to: ************************************************* Accommodation Bloomberg Philanthropies provides reasonable adjustment/accommodation to individuals with disabilities. Please let us know if you require a reasonable adjustment/accommodation to apply for a job. Examples of reasonable adjustment/accommodation include but are not limited to making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. To request an adjustment/accommodation to apply for a job, please email *********************. Equal Opportunity Bloomberg Philanthropies is an equal opportunity employer and prohibits discrimination in employment. It is Bloomberg Philanthropies' policy to provide equal opportunity and access for all persons, and the Organization is committed to attracting, retaining, developing, and promoting the most qualified individuals without regard to age, ancestry, color, gender identity or expression, genetic predisposition or carrier status, marital status, national or ethnic origin, race, religion or belief, sex, sexual orientation, sexual and other reproductive health decisions, parental or caring status, physical or mental disability, pregnancy or maternity/parental leave, protected veteran status, status as a victim of domestic violence, or any other classification protected by applicable law (each, a “Protected Characteristic”). Bloomberg Philanthropies prohibits treating applicants or employees less favorably in connection with the terms and conditions of employment, in all phases of the employment process, because of one or more Protected Characteristics. We're proud to provide all full-time employees with comprehensive healthcare coverage, as well as programs and services to help them and their families manage their health and well-being. In addition to health, dental, and vision coverage, we offer disability and life insurance, a retirement savings plan (complete with a generous company match), and an array of wellness programs. We also have perks including fitness and gym reimbursement, commuter savings programs, and discounts on products and services. The referenced salary range is based on the Company's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, education/training and skill level. Annual Salary Range $90,000-$150,000 USD

Job Description Join a Mission-Driven HR Team that Changes Lives At The Arc Lexington, our employees are the heart of everything we do-and our HR team is here to support them every step of the way. We are seeking an experienced, compassionate, and strategic Assistant Director of Human Resources to lead our recruitment strategy, drive data-informed decision-making, and help create a supportive workplace for all. This is a rare opportunity to blend people leadership with analytics expertise in a role that supports nearly 1,600 employees across a high-impact, values-driven organization. What You'll Do Lead Recruitment with Purpose Oversee Lexington's hiring strategies to attract and retain top talent. Partner with the Recruitment Manager to create strong pipelines and promote inclusive hiring. Ensure alignment with workforce goals and Lexington's culture of care. Use Data to Drive Decisions Build dashboards and analyze key HR metrics, such as recruitment, turnover, cost-per-hire, benefits use, etc. Translate data into clear, actionable strategies for senior leadership. Collaborate across HR, Benefits, and HRIS teams to ensure accuracy and insights. Supporting a Positive Workplace Culture Handle employee relations concerns with fairness, confidentiality, and compassion. Serve as a resource for managers on complex HR matters. Promote consistency and legal compliance across all staff interactions. Being a Trusted HR Partner Support the Director of HR and represent the department on strategic initiatives. Mentor HR team members and foster cross-functional collaboration. Model the Nurturing Environment culture that makes Lexington a great place to work. What We're Looking For Qualified applicants will have a bachelor's degree in human resources, Business, or a related field. 3-5 years of progressive HR experience with a focus on recruitment and employee relations. 2+ years in a supervisory or team lead role. Hands-on experience using HR data and tools to support planning. A strong understanding of recruitment strategy, talent pipelines, and HR systems. Proficiency in Excel and HR platforms (HRIS, ATS). Excellent communication, analytical, and problem-solving skills. A collaborative, calm, people-first leadership style. SHRM-CP, PHR, or similar certifications are preferred. Why work at The Arc Lexington? The Arc Lexington always strives to be the best possible employer. This means going to great lengths to ensure it is a great place to work, a place where employees feel valued, nurtured, and respected. Employees find fulfilling, meaningful careers at The Arc Lexington and enjoy being part of our family. The Arc Lexington employees have repeatedly voted us for several awards: 2013 - Albany Times Union Top Workplace Award 2014 - Voted #1 Large Workplace in the Capital District 2014 - Albany Times Union Top Workplace Award 2017 - Best Company to Work For in New York State 2022 - Albany Times Union Top Workplace Award & Times Union Meaningfulness Award We hope you will join us in making a difference! Apply Today! The Arc Lexington provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, national origin, age, physical or mental disability, genetic information, predisposition or carrier status, marital status, military or veteran status or any other status protected by applicable laws ("each a "Protected Characteristic"). This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Job Posted by ApplicantPro

The Director of Human Resources provides leadership, policy guidance, and strategic direction for all human resource functions at WELS Center for Mission and Ministry (CMM), including employment, compensation, employee relations, resource development, personnel policies, and compliance with employment laws and WELS policies. This role ensures that personnel practices reflect WELS's mission and theology while maintaining compliance with applicable federal and state regulations. The Director also provides human resources leadership and policy guidance to the synod's ministerial education schools, promoting consistent, legally sound, and Christ-centered human resource practices. The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters. Working collaboratively with the synod's areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Provides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance. Oversees development, implementation, and communication of CMM personnel policies and procedures; ensures consistency with WELS theology and alignment with federal and state employment laws and regulations. Ensures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters. Maintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council. Supervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters. Directs recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; collaborates with synod leadership in supporting and advising on the filling of called worker positions. Develops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator. Collaborates with the synod's areas of ministry and Financial Services to develop and align the compensation components of the synod's ministry financial plan. Develops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee. Works in close collaboration with the WELS Benefits Plan Office to administer benefit programs. Communicates employee benefits offered to CMM staff. Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools. Oversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff. Gathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning. Manages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible. Collaborates with Financial Services to ensure accurate payroll data. Advises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure. Serves as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management. Maintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training. Investigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers. Coordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary. Coordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents. Develops and manages the budget for the Human Resources department. Facilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices. Supports and advises the Synodical Council, including its Compensation Review Committee. Assists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; maintains centralized records of nominee data and vacancies. Performs background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices. Serves as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards. Performs other duties as assigned in support of the mission and ministry of WELS. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job. Other duties may be assigned. Qualifications QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. An active, voting member in the Wisconsin Evangelical Lutheran Synod (WELS) and a deep commitment to the mission, theology, and ministry philosophy of WELS. Strong knowledge of human resources principles and employment law, including federal and state labor regulations, church-employer distinctions, risk management practices, and HR compliance obligations. Demonstrated leadership experience in human resources administration, including the ability to interpret policy, advise senior leaders, manage sensitive personnel matters, and provide sound judgment rooted in Christian stewardship. Proficiency with HRIS systems and strong technical competency with Microsoft Office applications; ability to generate and interpret data for decision-making. Excellent interpersonal and communication skills, including the ability to build trust, provide clear guidance, conduct effective training, and work collaboratively with a wide range of stakeholders across WELS. Strong analytical and problem-solving abilities, with demonstrated experience using data to identify trends, support planning, and recommend improvements. Ability to maintain confidentiality and handle sensitive personnel and compliance matters with discretion, integrity, and sound ethical judgment. Demonstrated ability to design, implement, and improve processes, manage projects, and support organizational effectiveness across multiple ministries and entities. A willingness to pursue continuing education to remain current in the fields of human resources, compliance, ministry administration, and organizational effectiveness. Demonstrated proactive leadership and initiative in developing and implementing appropriate program goals. EDUCATION AND/OR EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or a related field required (master's degree preferred) Minimum of ten (10) years of progressively responsible human resources experience, including significant experience in HR leadership, compliance, oversight, and policy administration. Experience supervising HR staff or leading an HR function required. Experience working in a church, nonprofit, educational, or ministry setting preferred, particularly in environments involving called workers or unique employment structures. Professional HR certification is strongly preferred, such as SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR).

The Director, HRIS is responsible for managing the HRIS (human resources information system) environment and maximizing relevant applications in order to capture, maintain, analyze and communicate human resources data to support organizational goals and guide human resources department strategies and tactics. This position leads the implementation of the HRIS modules as we build out the HRIS functionality for building business analytics and intelligence capacity. This position works closely with all members of the Human Resources department and Senior Management team to leverage technology for streamlining workflow processes and identifying automation efficiencies. Essential Functions: Managing the Child Center's HRIS system and related applications to meet immediate and long-term organizational business intelligence needs. This includes, but not limited to: Lead /coordinate implementation activities; review and test system patches and upgrades; process automation/ systems integration; determine best process for data migration and sustaining data integrity. Identify and collect relevant data for the creation of ad hoc and customized HRIS reports, analyze data to report on key findings, trends, recommendations relevant organizational need and business operations. Independently preparing analysis of HR-related data to troubleshoot issues, including missing data, identifying compliance related issues, etc.; Managing mass updating initiatives including wage increases, title changes, program modifications, etc. Oversees and maintains optimal function of the HRIS, which may include installation, customization, development, maintenance, and upgrade to applications, systems, and modules. Provides technical support, troubleshooting, and guidance, training on system to HRIS users. Collaborates with executive leadership and HR staff to identify system improvements and enhancements; recommends and implements solutions. Manages permissions, access, personalization, and similar system operations and settings for HRIS users. Programs custom functions and documentation such as automated queries, filters and reports. Compiles or assists with the acquisition of complex data reports, summaries, and logs for senior executives and HR staff. Manages time off accruals and union deductions such as initiation fees, dues, political action and benefit related deductions and as subject to various CBAs and agency policies. Ensures accurate best practice business process/workflows and other system dependencies are in place within ADP to support benefits administration and open enrollment, and payroll reporting efforts. Serves as lead representative and liaison between HR, information services, external vendors, and other stakeholders for HRIS design and implementation projects. Ensures system compliance with data security and privacy requirements. Maintains knowledge of trends and developments in HRIS providers, vendors, and technology. Performs other duties as required. Qualifications Required: Bachelor's degree in Information Technology, Human Resources Management, Business Administration, or related field desired. A minimum of 10 years of -progressive HRIS Human Resources experience in large and complex organizations with a minimum of 1000 employees. Or combination of education and experience. Thorough understanding of all areas of information systems with a highly technical understanding of Ceridian Dayforce and experience managing module implementations. Must be detailed oriented team player who possesses excellent interpersonal, analytical, organizational, communication, conflict resolution and writing skills in order to handle multiple projects and effectively work with numerous constituents. The ability to function with minimal direction, under pressure, and to approach unique problems and situations with creativity and innovativeness is essential. Knowledgeable of human resource policies and procedures to ensure the HRIS meets organizational needs and goals. Experience interpreting language in CBAs, Job Behavioral Expectations: Adherence to all policies and practices. Punctual and regular attendance. Safe and successful performance, including meeting productivity standards.

Department Human Resources Employment Type Fixed Term Contract Location Global Workplace type Onsite Reporting To Captain Key Responsibilities Skills, Knowledge & Expertise Job Benefits About Princess Cruises At Princess Cruises, we believe in creating a welcoming, inclusive, and supportive work environment for our diverse, multicultural teams, both at sea and on shore. We offer unique career opportunities that combine professional growth, adventure, and the chance to make a lasting impact on people's lives through travel. Whether you're looking to advance your hospitality career, explore the world, or work in a dynamic, high-performing environment, Princess Cruises offers: Opportunities to travel and experience new cultures. Comprehensive training and development programs. A strong focus on teamwork and personal growth. Competitive compensation and benefits. A chance to be part of a world-class brand known for excellence. Get to know us by exploring our career site. You'll learn about our history, hear first-hand what our employees love about working for Princess Cruises, and discover the passion we have for giving our guests lifetime memories. Princess Cruises is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to the applicant's age, color, race, religion, national origin, sex (including pregnancy and pregnancy related conditions), sexual orientation, gender identity or expression, disability, genetic information, or military or protected veteran status or any other characteristic protected under applicable laws. Scam Alert Protect Yourself from Recruitment Scams. Your safety and trust are important to us. Thank you for helping us maintain a secure and transparent hiring process.

"Urgently Hiring!! Looking to fill as soon as possible!!" The salary range for this position is $60,000-$80,000 annually QSAC is seeking to fill the position of Senior Human Resource Generalist. Position is responsible for performing HR related duties at a professional level. Under the direction of the Senior Director of Human Resources and Assistant Director of Human Resources, they will manage HR services by carrying out responsibilities which are focused on the following but not limited to core functional areas: benefits and leave administration, employee relations, onboarding, and HRIS. Key responsibilities include supervising staff, managing annual Benefits Open Enrollment, handling employee relations issues, managing employee leave of absence program, overseeing all unemployment claims / responses ,auditing HRIS system data and report writing. Preferred skills and background that will ensure your success in this role are: In-depth knowledge of relevant Federal and State employment laws, including but not limited to labor law, the Family Medical Leave Act (FMLA), New York State Paid Family Leave (PFL), NYS Non-Occupational Disability, Workers Compensation regulations and Americans with Disabilities Act (ADA) UKG and PayPro Time and Attendance experience Must have intermediate to advance knowledge of Microsoft/Google spreadsheets Excellent interpersonal skills and attention to detail. Excellent communication skills (written and verbal) Ability to balance multiple projects simultaneously Strong work ethic, meticulous organization skills and the ability to handle challenging priorities Proficient Excel skills are essential. Required Education and Experience: A bachelor's degree and two to three years of human resource experience, or a masters degree in human resource management or related field and three to five years related human resource experience. Prior supervisory experience and SHRM/HRG certification are preferred. This is a full-time on site position at our main office located in Manhattan. Days and hours of work are Monday through Friday, 9:00 a.m. to 5 p.m. Position may require some travel to various programs in Manhattan, Queens, the Bronx, Nassau and Suffolk Counties. Benefits QSAC benefits are some of the best and go beyond health and retirement. You will be joining a passionate community of professionals and staff who support each other in a challenging and rewarding work culture. Competitive salary Medical, Dental and Vision Insurance have very low out of pocket costs (for FT staff) Medical can be as low as $1 dollar per paycheck / $26 dollars a year for full medical coverage ( for FT staff) Generous Paid Time Off policy (for full time staff) Start with 24 days annually Group Life Insurance and Long Term Disability (for FT staff) Flexible Spending Accounts Pre-Tax Commuter Benefits 403(b) Retirement with Employer Discretionary Match Opportunities for career advancement Qualifications are subject to change in accordance with government regulations. QSAC is an Equal Opportunity Employer (EOE) Mission-Oriented. Results-Driven. Collaborative. Passionate. We Are QSAC. For quick apply: Please send your resume to jobs@qsac.com QSACHP1

Job Description "Urgently Hiring!! Looking to fill as soon as possible!!" The salary range for this position is $60,000-$80,000 annually QSAC is seeking to fill the position of Senior Human Resource Generalist. Position is responsible for performing HR related duties at a professional level. Under the direction of the Senior Director of Human Resources and Assistant Director of Human Resources, they will manage HR services by carrying out responsibilities which are focused on the following but not limited to core functional areas: benefits and leave administration, employee relations, onboarding, and HRIS. Key responsibilities include supervising staff, managing annual Benefits Open Enrollment, handling employee relations issues, managing employee leave of absence program, overseeing all unemployment claims / responses ,auditing HRIS system data and report writing. Preferred skills and background that will ensure your success in this role are: In-depth knowledge of relevant Federal and State employment laws, including but not limited to labor law, the Family Medical Leave Act (FMLA), New York State Paid Family Leave (PFL), NYS Non-Occupational Disability, Workers Compensation regulations and Americans with Disabilities Act (ADA) UKG and PayPro Time and Attendance experience Must have intermediate to advance knowledge of Microsoft/Google spreadsheets Excellent interpersonal skills and attention to detail. Excellent communication skills (written and verbal) Ability to balance multiple projects simultaneously Strong work ethic, meticulous organization skills and the ability to handle challenging priorities Proficient Excel skills are essential. Required Education and Experience:A bachelor's degree and two to three years of human resource experience, or a masters degree in human resource management or related field and three to five years related human resource experience. Prior supervisory experience and SHRM/HRG certification are preferred. This is a full-time on site position at our main office located in Manhattan. Days and hours of work are Monday through Friday, 9:00 a.m. to 5 p.m. Position may require some travel to various programs in Manhattan, Queens, the Bronx, Nassau and Suffolk Counties. Benefits QSAC benefits are some of the best and go beyond health and retirement. You will be joining a passionate community of professionals and staff who support each other in a challenging and rewarding work culture. Competitive salary Medical, Dental and Vision Insurance have very low out of pocket costs (for FT staff) Medical can be as low as $1 dollar per paycheck / $26 dollars a year for full medical coverage ( for FT staff) Generous Paid Time Off policy (for full time staff) Start with 24 days annually Group Life Insurance and Long Term Disability (for FT staff) Flexible Spending Accounts Pre-Tax Commuter Benefits 403(b) Retirement with Employer Discretionary Match Opportunities for career advancement Qualifications are subject to change in accordance with government regulations. QSAC is an Equal Opportunity Employer (EOE) Mission-Oriented. Results-Driven. Collaborative. Passionate. We Are QSAC. For quick apply: Please send your resume to ************* QSACHP1

In this role, you will: You'll provide strategic insight and thought leadership while diving into data as needed to support resource adequacy policy development. You'll serve as a subject matter expert on the Planning Resource Auction (PRA), driving process improvements, ensuring data accuracy, and managing financial reviews and reporting. Your work will help ensure compliance, support transparency, and contribute to key MISO reliability initiatives. How You'll Make an Impact * Partner across MISO and with stakeholders to advance Resource Adequacy policy. * Lead enhancements to Resource Adequacy policies and tools aligned with MISO's reliability priorities. * Apply economic and financial concepts to support PRA execution, analysis, and interpretation-evaluating balance sheets, KPIs, and market outcomes. * Conduct ad-hoc financial analyses to support business performance reviews and resolve variances. * Build and maintain PRA financial reporting systems using industry best practices, including GAAP. * Lead post-auction financial processes such as Excess Revenue reviews and financial hedge options for PRA participants. What Success Looks Like You have a solid grasp of the PRA, its inputs, and its drivers. You can confidently review and assess LSE load forecasts, track and report financial settlements, and translate complex information into meaningful insights for internal teams and stakeholders. Qualifications * Bachelor's degree in Engineering, Economics, or a related field. * At least 5+ years of energy industry experience. Bonus experience: ISO/RTO experience, capacity or energy market knowledge, and familiarity with data analytics or visualization tools. This is your opportunity to shape the future of energy. Apply today and join us in revolutionizing the transmission industry! The base salary compensation range being offered for this role is $125,000-$150,000 USD annually. Base salary range for this position is included in accordance with requirements of various state/local pay transparency legislation. Please note that salaries may vary for different individuals in the same role based on several factors, including but not limited to location of the role, individual competencies, education/professional certifications, and qualifications/experience. Position is also eligible for an annual bonus if individual performance and company objectives are met. At MISO we offer a comprehensive benefits package, including 401k, vacation, sick and safe time, available on your first day of employment. Transformative innovation is happening in the electric industry, from digitalizing homes and distributed resources to renewable energy and an ever-changing grid. MISO manages the electricity superhighway in the Central U.S. Using groundbreaking research and sophisticated technology, our highly skilled employees ensure power flows reliably to 45 million people throughout North America. Operating the electricity grid, running a robust energy market, and planning for a bright future - it's what our immensely hard-working and dedicated team does every day. MISO, The Work We Do Join #TeamMISO to be a driving force as we build the grid of the future. #DiscoverMISO #MISOCareers #LifeatMISO #TeamMISO #WeAreMISO #LI-ONSITE #LI-MB1

Join Our Team and Make a Difference Every Day Senior HR Business Partner Pay: $62,225 - $70,000 Schedule: Monday - Friday, 8:30 AM - 4:00 PM, 37.5 hrs./week The Summit Center is Western New York's leading provider of evidence-based services for children and adults with autism and other developmental, social, and behavioral challenges. Our team is dedicated to helping every individual we serve achieve their highest level of independence. If you're passionate about making lives better and in search of a good job with dedicated supervisors, great benefits, and a supportive environment become a #DifferenceMaker and join our team. Why Work With Us? Up to 42 days of paid time off 14-16 paid holidays annually Potential for annual raises and profit sharing Health, dental, and vision insurance/Medical opt-out payment (up to $1,000/year) 401K with up to 4% employer match Life and long-term disability insurance Your Impact as a Senior HR Business Partner This role focuses heavily on handling time and attendance issues as well as employee relations matters. The Senior HR Business Partner drives our mission by working with leaders across the business to ensure Summit is a great place to work for all our employees. Our team achieves results by being adaptable, innovative, driven, collaborative and trustworthy. This role is both hands-on and strategic and provides expertise in the areas of employee relations, performance management, employee retention, coaching/development, conflict management, and ad hoc projects as necessary. Ensure employee relations matters are handled in compliance with all applicable laws, policies, and best practices. Address labor relations issues as they emerge. Conduct timely, objective, and thorough internal investigations including but not limited to allegations of harassment, discrimination, accommodation and Code of Ethics/Conduct violations Actively participate as a member of the agency's Safety Committee to promote a safe and healthy work environment. Maintain and regularly update job descriptions and performance standards for all agency positions. Proactively address and resolve employee concerns to foster a positive work culture and minimize potential conflicts. Promote employee engagement and satisfaction by addressing concerns promptly, implementing new perks and benefits, and coordinating team-building activities. Oversee the agency's performance appraisal and salary administration systems, ensuring consistency and alignment with organizational goals. Manage all aspects of agency unemployment claims, including documentation, responses, and hearings. Support the employee onboarding process to ensure a smooth and effective integration into the organization. Develop, revise, and maintain employment policies and procedures in accordance with legal and organizational requirements. Provide guidance and support to employees regarding agency policies, procedures, and human resources practices. Coordinate and assist with planning and execution of employee events, recognition programs, and wellness initiatives. Perform other duties as assigned by the supervisor, including support for benefits administration, employee training, and special projects. Adheres to The Summit Center Core Agency Values of Adaptability, Accountability, Collaboration, Integrity, Optimism, and Respect Adheres to the Summit Center employment policies as outlined in the Employee Handbook including, but not limited to dress code, attendance and punctuality, and Paid Time Off EDUCATION: Master's degree in related field preferred, bachelor's degree required. EXPERIENCE: Minimum of 6 years' experience in the HR field with direct responsibility for employee relations or labor relations. CERTIFICATES, LICENSES, REGISTRATIONS Etc. - PHR preferred but not required

Benefits: Voluntary Insurance Plans (Life/AD&D) PSLF Qualified Employer 403(b) Dental insurance Health insurance Paid time off Human Resource Manager PURPOSE OF POSITION The Manager of Human Resources (HR) is responsible for overseeing all HR functions, ensuring compliance with labor laws and regulations, and fostering a positive work culture that aligns with the organization's mission and values. This role includes managing recruitment, training, employee relations, enhancing professional development, benefits administration, performance management, and HR policy development. The HR Manager will work closely with leadership to enhance workforce engagement, development, and organizational effectiveness. RESPONSIBILITIES The major responsibilities of this position include, but are not limited to: 1. HR Strategy & Compliance Develop and implement HR policies, procedures, and best practices to ensure compliance with federal, state, and local labor laws. Ensure compliance with employment regulations, including FLSA, FMLA, ADA, EEO, OSHA, and other applicable laws. Maintain and update the Employee Handbook and organizational policies. Serve as the main point of contact for HR-related audits and legal matters. Develop and implement HR strategies that support organization goals and promote a positive and inclusive culture. 2. Talent Acquisition & Recruitment Oversee full-cycle recruitment, including job postings, interviewing, selection, and onboarding. Develop and implement strategies to attract and retain top talent. Collaborate with hiring managers to create job descriptions, interview processes, an selection criteria. Manage advertisement of open positions, the application process, background checks, employment reference checks, letter of offer correspondence, and initial orientation of new hires to the organization. Partner with hiring managers to ensure the organization hires skilled and culturally aligned employees. Ensure new hires receive comprehensive orientation and onboarding experiences. 3. Employee Relations & Engagement Serve as the primary contact for employee concerns, grievances, and conflict resolution. Foster a positive workplace culture by promoting a culture of respect and equity. Address employee relations issues, ensuring fair and consistent resolution. Conduct exit interviews and analyze trends to improve employee retention. Mediate conflicts and handle sensitive personnel matters with discretion and professionalism 4. Performance Management & Professional Development Develop and implement a robust performance management system. Partner with leadership to create and implement training and development programs. Support managers in providing feedback, coaching, and performance improvement plans. Promote leadership development and succession planning initiatives. 5. Training and Development Identify training needs and oversee professional development initiatives. Implement development programs and succession plans to build internal capacity. 6. Compensation & Benefits Administration Manage and administer employee benefits programs, including health insurance, dental, retirement plans, short-term and long-term disability, worker's compensation, leave policies, and wellness initiatives, etc. Conduct market research to ensure competitive compensation structures. Manage relationships with vendors and work with them to optimize benefits offerings while managing costs. Oversee payroll processing in collaboration with finance and ensure accuracy. 7. Payroll Maintain and review all documents necessary for payroll processing (including but not limited to W4s, timesheets, direct deposits, consultant W9's, invoices, and 1099s. Process bi-weekly payroll. Ensure accuracy of pay rates, deductions, and withdrawals; reconcile payroll accounts, calculate, and notify vendors of amounts contributed to 403b accounts, etc. Ensure that all timesheets, field forms, time and effort reports, PTO requests and consultant invoices are reviewed, approved, and signed by the appropriate individuals. Prepare payroll reports for pre and final approval. Liaison between employees, directors, and managers regarding major payroll changes. Distribute W2s, 1099s, etc. 8. HR Operations Maintain HRIS (Human Resources Information System) and ensure accurate record-keeping. Generate and monitor HR reports on key metrics such as turnover, hiring trends, and employee engagement to inform decision-making and report to leadership. Represent the agency in employment matters which may include agency changes, audits, unemployment hearings and legal matters. Ensure proper documentation of personnel records and confidentiality compliance. QUALIFICATIONS Education & Experience Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred). Minimum of 4 years of HR experience, with at least 2 years in a management. HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred. Experience working in nonprofit or healthcare settings is a plus. Excellent verbal and written communication skills. Strong attention to detail and accuracy required. Organizational and project management skills; detail oriented and highly efficient Sound business judgment and well-developed planning and analytical skills. Possess a high level of initiative and willingness and ability to respond to requests with urgency and enthusiasm. Maintain strict confidentiality of sensitive employee and company information Must have experience and facility with Excel, Word and PowerPoint, and ADP. Excellent interpersonal skills Strong knowledge of HR laws, regulations, and best practices. Excellent interpersonal, conflict resolution, and negotiation skills. Ability to handle sensitive employee matters with discretion and professionalism. Compensation: $60,000.00 - $75,000.00 per year We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. 40 Years of Community Service and Advocacy For 40 years, HCC has been a long-time trusted source to the most underserved and vulnerable (immigrants, seniors and working poor) and has been positioned in the community as a leading organization providing access to free educational resources, linkage to direct care, preventative, and social support services to a large Caribbean population regardless of their socioeconomic circumstances. For the past four decades, the community members we served have shaped the direction, vision and values of the organization as we continue to build a strong and resilient community, promoting equality, and collaborating with a network of community partners to address our community's most pressing health and racial injustices in the system. Our belief is that wellness begins with self-care and an investment in creating a safe environment for all. Employment Opportunities HCC is an equal opportunity employer. All candidates should have a demonstrated commitment to HCC's mission/guiding principles and People of Color and immigrant issues, and proven ability working with multi-racial, multi-ethnic, inter-generational, and multi-gendered communities. HCC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. HCC is always looking for talented people who are passionate about improving their community where they live, work and play. This page will be updated periodically to keep you informed about new job opportunities at HCC.

Benefits: Voluntary Insurance Plans (Life/AD&D) PSLF Qualified Employer 403(b) Dental insurance Health insurance Paid time off Human Resource Manager PURPOSE OF POSITION The Manager of Human Resources (HR) is responsible for overseeing all HR functions, ensuring compliance with labor laws and regulations, and fostering a positive work culture that aligns with the organizations mission and values. This role includes managing recruitment, training, employee relations, enhancing professional development, benefits administration, performance management, and HR policy development. The HR Manager will work closely with leadership to enhance workforce engagement, development, and organizational effectiveness. RESPONSIBILITIES The major responsibilities of this position include, but are not limited to: 1. HR Strategy & Compliance Develop and implement HR policies, procedures, and best practices to ensure compliance with federal, state, and local labor laws. Ensure compliance with employment regulations, including FLSA, FMLA, ADA, EEO, OSHA, and other applicable laws. Maintain and update the Employee Handbook and organizational policies. Serve as the main point of contact for HR-related audits and legal matters. Develop and implement HR strategies that support organization goals and promote a positive and inclusive culture. 2. Talent Acquisition & Recruitment Oversee full-cycle recruitment, including job postings, interviewing, selection, and onboarding. Develop and implement strategies to attract and retain top talent. Collaborate with hiring managers to create job descriptions, interview processes, an selection criteria. Manage advertisement of open positions, the application process, background checks, employment reference checks, letter of offer correspondence, and initial orientation of new hires to the organization. Partner with hiring managers to ensure the organization hires skilled and culturally aligned employees. Ensure new hires receive comprehensive orientation and onboarding experiences. 3. Employee Relations & Engagement Serve as the primary contact for employee concerns, grievances, and conflict resolution. Foster a positive workplace culture by promoting a culture of respect and equity. Address employee relations issues, ensuring fair and consistent resolution. Conduct exit interviews and analyze trends to improve employee retention. Mediate conflicts and handle sensitive personnel matters with discretion and professionalism 4. Performance Management & Professional Development Develop and implement a robust performance management system. Partner with leadership to create and implement training and development programs. Support managers in providing feedback, coaching, and performance improvement plans. Promote leadership development and succession planning initiatives. 5. Training and Development Identify training needs and oversee professional development initiatives. Implement development programs and succession plans to build internal capacity. 6. Compensation & Benefits Administration Manage and administer employee benefits programs, including health insurance, dental, retirement plans, short-term and long-term disability, workers compensation, leave policies, and wellness initiatives, etc. Conduct market research to ensure competitive compensation structures. Manage relationships with vendors and work with them to optimize benefits offerings while managing costs. Oversee payroll processing in collaboration with finance and ensure accuracy. 7. Payroll Maintain and review all documents necessary for payroll processing (including but not limited to W4s, timesheets, direct deposits, consultant W9s, invoices, and 1099s. Process bi-weekly payroll. Ensure accuracy of pay rates, deductions, and withdrawals; reconcile payroll accounts, calculate, and notify vendors of amounts contributed to 403b accounts, etc. Ensure that all timesheets, field forms, time and effort reports, PTO requests and consultant invoices are reviewed, approved, and signed by the appropriate individuals. Prepare payroll reports for pre and final approval. Liaison between employees, directors, and managers regarding major payroll changes. Distribute W2s, 1099s, etc. 8. HR Operations Maintain HRIS (Human Resources Information System) and ensure accurate record-keeping. Generate and monitor HR reports on key metrics such as turnover, hiring trends, and employee engagement to inform decision-making and report to leadership. Represent the agency in employment matters which may include agency changes, audits, unemployment hearings and legal matters. Ensure proper documentation of personnel records and confidentiality compliance. QUALIFICATIONS Education & Experience Bachelors degree in Human Resources, Business Administration, or related field (Masters degree preferred). Minimum of 4 years of HR experience, with at least 2 years in a management. HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred. Experience working in nonprofit or healthcare settings is a plus. Excellent verbal and written communication skills. Strong attention to detail and accuracy required. Organizational and project management skills; detail oriented and highly efficient Sound business judgment and well-developed planning and analytical skills. Possess a high level of initiative and willingness and ability to respond to requests with urgency and enthusiasm. Maintain strict confidentiality of sensitive employee and company information Must have experience and facility with Excel, Word and PowerPoint, and ADP. Excellent interpersonal skills Strong knowledge of HR laws, regulations, and best practices. Excellent interpersonal, conflict resolution, and negotiation skills. Ability to handle sensitive employee matters with discretion and professionalism.

Manager - Employer Relations - South Asia - (25000069) Description About the Role:You will build relationships with employers across the South Asia region, driving employability opportunities for CIMA & CGMA students. You will focus on improving internship and career pathways for university students, creating demand for the CGMA designation and helping B2B engagement which will expand the reach and understanding of AICPA & CIMA. You will report to the Regional VP as an individual contributor. You will work across the South Asia region, based from one of our India offices, using a hybrid work schedule. This role will be based in Chennai/ Bangalore. You Will:Strengthen partnerships with employers across diverse industries. Position AICPA & CIMA, along with the CGMA designation, as a trusted source of high-quality finance and business talent. Create a structured employer outreach plan aligned with organisational goals. Promote employability opportunities for CIMA/CGMA members and candidates, with a focus on India. Develop internship pipelines with top employers for university students pursuing CIMA. Partner with employers to map skill needs and align them with CIMA's offering. Expand the scope of AICPA & CIMA engagement with companies by identifying new partnership opportunities. Support employer-focused campaigns and programmes to increase awareness, adoption, and recruitment. Work with our teams to convert employer relationships into tangible opportunities (e. g. placements, internships, sponsorships) Be an ambassador for AICPA & CIMA in external engagements, industry forums, and employer roundtables. Enhance the visibility and recognition of the CGMA designation in the Indian market. Provide employer insights to inform strategy, research, and advocacy plans. Work in close collaboration with University Relations, Marketing, Member Engagement, and Global Employer Relations teams. Ensure agreement of employer-focused projects with the Association strategy. Monitor, and report on progress against agreed Goals Qualifications You Have:Bachelor's degree in Business, Marketing, HR, or related discipline5+ years of experience in employer relations, business development, or talent partnerships This role will be based in Chennai/ Bangalore. How We Support You:We provide flexibility to help you achieve a good work-life balance. You'll be part of a global, diverse team who foster an environment of inclusion and belonging where you are valued for who you are and where you come from. We offer benefit options in and out of the workplace, including healthcare, annual leave, parental leave, an employee assistance program. We care about our employees' welfare and focus our benefits package on the benefits which support your wellbeing. We also recognise that everyone has different priorities, so in addition to our core benefits to support your health we offer flexible options for you to choose benefits that are right for you, your family and your lifestyle. We believe in non-stop learning and are committed to investing in learning opportunities that help you reach your full potential and support your continued development. About Us:At The Association, a Great Place to Work-Certified company, we are transforming the accounting and finance profession. We are future-focused, empowering the world's most accomplished accountants to stay relevant, meet today's demands, and prepare for tomorrow's challenges through quality education, resources, and training. Learn more about The Association on LinkedIn and our Career Site. #GreatPlacetoWork #LI-HybridWe are committed to equal employment opportunity regardless of race, colour, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace. Primary Location: IN-MH-MumbaiWork Locations: India - Mumbai 3/302, Gala Impecca Andheri Kurla RoadVijay Nagar Colony, J. B. Nagar, Andheri East Mumbai 400059Job: External AffairsOrganization: CIMA India Business UnitSchedule: Regular StandardJob Type: Full-time Job Posting: Nov 11, 2025, 4:59:55 AM