Human Resources Manager jobs at Guardian Life - 1656 jobs

A leading cancer research organization in Brookline, MA, seeks a Senior People Strategy Partner to provide strategic HR consultation and improve organizational effectiveness. The role involves driving talent management practices in a hybrid work environment with 4 days remote and 1 day on-campus. Candidates should have over 7 years of experience in HR partnership, a relevant bachelor's degree, and strong coaching and analytical skills. Competitive salary range offered is between $115,300 and $124,900. #J-18808-Ljbffr

A community health center in Boston is searching for an Associate Director of Human Resources to develop HR strategies that support the mission. The successful candidate will engage with managers and staff, fostering a culture of collaboration and professional growth. Responsibilities include oversight of employee relations and staffing needs while maintaining alignment with organizational values. This role offers a hybrid work model and a salary range of $72,800 to $101,000 annually. #J-18808-Ljbffr

A national health organization is seeking a Director, Senior Business Partner to align people strategies with organizational goals. This role involves advising leaders on workforce planning, implementing programs, and fostering an inclusive culture. The ideal candidate has significant HR experience and strong problem-solving skills. Annual compensation ranges from $170,000 to $180,000. Commitment to diversity and employee wellness is essential within the organization's framework. #J-18808-Ljbffr

A global healthcare company located in Foster City, California, is looking for a Director, HR Business Partner. This role involves partnering with the U.S. Commercial organization, providing strategic HR support, and participating in leadership teams while promoting an inclusive culture. Candidates should have extensive experience in HR, strong communication skills, and the ability to manage complex organizational dynamics. The position offers a hybrid work model, a competitive salary range, and comprehensive benefits. #J-18808-Ljbffr

mTrade is a financial technology company focused on debt capital markets. Our clients include many of the major financial institutions. Please visit: ************** for additional information. Performance Management: Proficient in helping executives create Key Performance Indicators (KPI's) and other performance management processes for their departments as well as for the overall organization. Regulatory and Compliance Knowledge: The financial services industry operates under intense regulatory scrutiny. This candidate must have a strong ability to keep the organization running with the highest levels of compliance with all regulatory requirements, mitigating risks. Financial Expertise: Understanding the financial mechanics of the business is crucial. The ability to read and interpret P&L statements, manage complex compensation and equity plans, and connect HR initiatives directly to profitability and ROI. Company Benefits Expertise: Understanding of company Benefits working with 3rd party providers to ensure timely decisions and dissemination of information to employees on plan updates. Exceptional Communication: The CHRO serves as a liaison between the CEO, President, executives, and employees. It is imperative that they be an exceptional communicator capable of articulating complex strategies clearly and building trust with diverse stakeholders. Business Acumen: Understands financial/ business facets to deliver talent strategies that serve business goals. Culture Focus: Helps build resilience and cohesion among team members as well as fostering innovation/learning. Change Agent: Manages organizational change for our rapidly scaling company. 10+ years in all areas of Human Resources. Bachelor's degree required in a Human Resources Related field. Master's Degree preferred. #J-18808-Ljbffr

CLASSIFICATION/STATUS: Exempt, Full Time, Permanent IMMEDIATE SUPERVISOR: Director of Employee Relations and Human Resources SUPERVISORY RESPONSIBILITIES: None FLEXIBLE WORK: Hybrid (3-4 days on-site, based on managerial discretion) SALARY BAND: Band 5($72,800 to $101,000 annual) WHO YOU ARE: YOUR ROLE & IMPACT The mission of Charles River Community Health (CRCH) is to partner with individuals and families to help them thrive and lead healthier lives by delivering the comprehensive, integrated, and equitable primary healthcare that matters most to them. As part of the dynamic Human Resources team at Charles River Community Health (CRCH), the Associate Director of Human Resources plays a vital role in developing and executing HR strategy to support the health center's mission, workforce, and strategic goals. Reporting to the Director of Employee Relations and Human Resources, the Associate Director of Human Resources maintains a strong and regular presence across departments and cultivates relationships with managers and staff to promote employee engagement, mission alignment, and company culture. The Associate Director of Human Resources serves as a senior member of the HR team, providing oversight in areas such as workforce development, employee relations, and HR operations, while helping build an HR department that is proactive and aligned with organizational values. We are seeking a collaborative, strategic, and hands‑on Associate Director of Human Resources to help lead key HR functions and support our expanding organization. YOUR RESPONSIBILITIES Partner with the Director of HR to develop, implement, and refine HR strategies, policies, and initiatives. Serve as a trusted advisor to managers and staff, promoting a culture of collaboration, engagement, and professional growth Support Director of HR with employee relations matters, acting as a trusted advisor for problem resolution and maintaining a positive work environment, while remaining in compliance with legal regulations and internal processes. Provide guidance to managers on employee relations issues, performance concerns, conflict resolution, and progressive disciplinary action. Collaborate with department leaders to assess staffing needs, workforce trends, and retention opportunities Collaborate with hiring managers across the health center to ensure strategic candidate screening, effective interviewing processes, and clear communication. Document key variables to enable future data driven hiring decisions and move CRCH to a “hiring the right fit” model Support recruitment processes by coordinating onsite interviews and shadowing days with hiring managers, including preparing staff for participation in interviews and facilitating on day of interviews. Develop behavioral interview guides and tools, including customized forms with feedback and rating sections, to set managers up for hiring success. Work with hiring managers to design and implement role‑specific interviewing, onboarding, training, and development tools and processes. Collaborate with leaders to identify training, development, and coaching needs across the organization. Assist in building career development pathways and departmental succession planning strategies. Provide regular coaching for select managers and targeted coaching for those in need of development, with timelines and metrics to track progress. Meet with internal candidates applying for management roles to assess their readiness, provide feedback, and ensure alignment with hiring manager expectations. Deliver individualized training for new and newly promoted hiring managers on hiring processes, performance management, payroll workflows, progressive discipline, ATS utilization, and other essential HR systems and processes. Work with HR Generalists to develop and deliver bi‑monthly leadership training workshops and peer learning round tables, to support manager development of the essential skills for leadership success. Monitor and update job descriptions as needed, ensuring alignment with organizational goals, and provide guidance to recruiters when necessary. Guide the Internship Coordinator and relevant hiring managers to strategically and proactively plan for grant funding and additional staffing. Provide support to HR with design, execution, and evaluation of organization‑wide culture and engagement initiatives to enhance staff satisfaction and retention. Perform additional duties as assigned by the Director of Employee Relations and Human Resources, Chief Operating Officer, or designee. YOUR QUALIFICATIONS, COMPETENCIES, TRAITS Bachelor's degree or equivalent work experience required. Alignment with CRCH's values required. Belief that everyone, regardless of social, cultural, or economic status, should receive superb health care services. Demonstrated effective recruitment and retention strategies required, and a plus if within a CHC context. Proven experience achieving organizational placement goals for two consecutive fiscal years, required. Established history of developing innovative recruitment strategies, building healthy pipelines and talent pools, and proven experience streamlining processes and creating efficiencies to inform ongoing work. Must be a continuous learner, self‑starter, and confident in own ability to lead recruitment efforts and retain high‑performing staff. Must be self‑reflective, open to feedback, and speak transparently in order to achieve buy‑in. Must be available to meet regularly with managers, staff, and team members to support work in employee relations, workforce development, benefits, and HR operations. Must be highly organized with the capacity to manage work and priorities autonomously. Advanced knowledge of PowerPoint, Excel, Word, Microsoft Outlook, Email, and Calendar required. Advanced knowledge of ATS, HRIS, and Payroll systems required. Advanced knowledge of Paylocity, Survey Monkey, internet search queries, a plus. Ability to manage confidential and sensitive information required. Excellent problem solving, follow up, assertive project management and analytical skills required. Must be “hands‑on,” roll‑up-your‑sleeves, meet deadlines and bring projects over the finish line in order for the health center to succeed. Must believe in the work we do at CRCH, with a strong passion to serve underserved populations in diverse settings. WHO WE ARE & WHAT WE DO Charles River Community Health's mission is to partner with individuals and families so they can thrive and lead healthier lives by delivering the comprehensive, integrated, and equitable primary healthcare that matters most to them. CRCH is a comprehensive practice providing medical, pharmacy, dental, behavioral health, optical, and vision services to diverse underserved local communities. We serve over 13,500 patients annually, and 90% of those served are low income, while over 70% need services in a language other than English. We are committed to providing patients with timely access to the right care, at the right place and at the right time, collaborating with other organizations to connect patients with a comprehensive range of services and provide continuity of care, and creating new community partnerships to meet the changing needs of patients and the community. We value caring for everyone with dignity, respect, and compassion, reducing cultural, financial and other barriers to care, and eliminating health care disparities for our patients. We also advocate for the needs of our patients, the community, and public health causes. OUR PROMISE If you are passionate about providing service excellence in a mission‑driven, team‑oriented, and progressive organization, you will find your career as Associate Director of Human Resources rewarding and impactful! You will also find a partner in your career path goals and trajectory! OUR BENEFITS & PERKS Medical Vision, & Dental Insurance Short, Long‑term Disability, and Life Insurance Generous Paid Time Off Flexible Spending Account Employee Assistance Program Tickets at Work Health Reimbursement Arrangement Travel Reimbursement Professional Development Opportunities Solid track record of developing and promoting employees internally! Charles River Community Health is strongly committed to diversity and a workplace environment that respects, appreciates and values employee differences and similarities. By providing and supporting a work culture that fosters and builds upon diversity and its strengths, CRCH will better serve our local communities and continue to provide quality patient care and services. CRCH is an employment at‑will organization and an equal opportunity employer committed to maintaining a work and learning environment free from discrimination on the basis of sex, race, color, religion, national origin, pregnancy, gender identity, sexual orientation, marital/civil union status, ancestry, place of birth, age, citizenship status, veteran status, political affiliation, genetic information or disability, as defined and required by state and federal laws. Additionally, CRCH prohibits retaliation against an applicant or employee because he or she has engaged in protected activity under the statutes prohibiting discrimination in the workplace. #J-18808-Ljbffr

At Gilead, we're creating a healthier world for all people. For more than 35 years, we've tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer - working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world's biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference. Every member of Gilead's team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we're looking for the next wave of passionate and ambitious people ready to make a direct impact. We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together. At Gilead our pursuit of a healthier world for all people has yielded a cure for hepatitis C, revolutionary improvements in HIV treatment and prevention as well as advancements in therapies for viral and inflammatory diseases and certain cancers. We set and achieve bold ambitions in our fight against the world's most devastating diseases, united in our commitment to confronting the largest public health challenges of our day and improving the lives of patients for generations to come. We are seeking a Director, HR Business Partner to partner with the U.S. Commercial organization. The Director will act as a strategic HRBP to Senior Business Leaders and Commercial Vice Presidents adopting a business-focused approach to translate objectives into actionable people plans, emphasizing organizational design, talent management, and capability building. The Director will be a member of the respective business leadership teams and the Global Commercial HRBP team to drive and implement workforce strategies that facilitate business success, promote an inclusive and high-performing culture, and embody Gilead's core behaviors and leadership accountabilities. This role reports to the Executive Director of Human Resources for Gilead U.S. Commercial. This is a hybrid/office based role located in Foster City, California. Specific job responsibilities Directs the planning, development, implementation, administration and budgeting for a portion of a large client group, or a specific geographic area. Challenges are unique and solutions may serve as a precedent for future decisions. Provides support directly to senior management and defines the HR strategy for the client group or groups supported. Advises company management on HR policy and program matters, making or recommending appropriate decisions, which may be significantly complex. Initiates discussions regarding organizational changes and presents each of the HR specialty functional areas (training, compensation, benefits, etc.) when working with management. Within client group, facilitates the management and development of the corporate culture and values, and leads employee and manager engagement initiatives to foster teamwork and enhance employee engagement. Viewed as subject matter expert and maintains contacts with external sources to stay apprised of current trends and new legislative changes. Accomplishes results as an individual contributor or through HR subordinates or specialist employees/CoE. May select, develop and evaluate HR staff to ensure the efficient operation of the function. Develops concepts, techniques, and standards for flawless execution on the delivery of HR services including talent acquisition, performance management, talent reviews, compensation planning, and project management. Develops new applications based on professional principles and theories. Provides analysis and recommendations about the reengineering and optimization of the organizational structure, roles, process and resource allocation, and facilitates change management. Designs, develops and implements communication strategy using various media. Ensures effective communication strategies are in place within the organization and builds two-way communication channels. Proactively questions the decisions of management that impact the long-term direction of the client group. Provides coaching support for site or client group leadership, building skills, knowledge, and competencies to achieve results and make employee-related decisions in a fast changing environment. May be responsible for representing client group or site with labor unions and/or works councils to ensure compliance with relevant labor laws and a favorable climate with employee representative groups. May require strong business knowledge as well as a sophisticated understanding of labor relations and union negotiation rules. Knowledge 12+ years of relevant experience in the HR field and a BA or BS degree, preferably with an emphasis in HR or Business or 10+ years of relevant experience in HR with a master's degree. Works under consultative direction toward long-range goals and objectives. Assignments are self-initiated with very little direct supervision. Excellent verbal, written, and interpersonal communication skills are required. Must possess excellent influencing skills. Requires a thorough knowledge and understanding of Human Resources legislation/employment law, principles, policies, and procedures. Must be able to develop solutions to a wide range of highly complex problems, which require an in depth degree of ingenuity, creativity, and innovativeness. May require experience and ability to manage staff. Must be able to exercise judgment and independently determine and take appropriate action within defined HR policies and procedures. Specific education and experience requirements. People Leader Accountabilities Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams. Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose. Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem. The salary range for this position is: $210,375.00 - $272,250.00. Gilead considers a variety of factors when determining base compensation, including experience, qualifications, and geographic location. These considerations mean actual compensation will vary. This position may also be eligible for a discretionary annual bonus, discretionary stock-based long-term incentives (eligibility may vary based on role), paid time off, and a benefits package. Benefits include company-sponsored medical, dental, vision, and life insurance plans*. For additional benefits information, visit: ****************************************************************** * Eligible employees may participate in benefit plans, subject to the terms and conditions of the applicable plans. For jobs in the United States: Gilead Sciences Inc. is committed to providing equal employment opportunities to all employees and applicants for employment, and is dedicated to fostering an inclusive work environment comprised of diverse perspectives, backgrounds, and experiences. Employment decisions regarding recruitment and selection will be made without discrimination based on race, color, religion, national origin, sex, age, sexual orientation, physical or mental disability, genetic information or characteristic, gender identity and expression, veteran status or other non‑job related characteristics or other prohibited grounds specified in applicable federal, state and local laws. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact ApplicantAccommodations@gilead.com for assistance. For more information about equal employment opportunity protections, please view the ‘Know Your Rights' poster. NOTICE: EMPLOYEE POLYGRAPH PROTECTION ACT YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT Gilead Sciences will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, (c) consistent with the legal duty to furnish information; or (d) otherwise protected by law. Our environment respects individual differences and recognizes each employee as an integral member of our company. Our workforce reflects these values and celebrates the individuals who make up our growing team. Gilead provides a work environment free of harassment and prohibited conduct. We promote and support individual differences and diversity of thoughts and opinion. For Current Gilead Employees and Contractors: Please apply via the Internal Career Opportunities portal in Workday. Job Requisition ID R0049454 Job Level Director #J-18808-Ljbffr

Revolution Medicines is a clinical‑stage precision oncology company focused on developing novel targeted therapies to inhibit frontier targets in RAS‑addicted cancers. The company's R&D pipeline comprises RAS(ON) Inhibitors designed to suppress diverse oncogenic variants of RAS proteins, and RAS Companion Inhibitors for use in combination treatment strategies. As a new member of the Revolution Medicines team, you will join other outstanding Revolutionaries in a tireless commitment to patients with cancers harboring mutations in the RAS signaling pathway. The Opportunity We are seeking a strategic and collaborative leader to shape the global employee experience at Revolution Medicines. As Director, Culture & Engagement, you will define and drive the long‑term strategy for culture, onboarding, engagement, and recognition programs that support our rapid growth and strengthen our mission‑driven, values‑aligned culture. This role leads a high‑performing team and partners closely with HR Business Partners, People Operations, Learning & Organizational Development, and business leaders across all regions. You will develop a strategy to ensure programs are scalable, data‑driven, and aligned with function and region‑specific needs. Your leadership will ensure clear insights are provided to senior leadership and driving meaningful improvements in engagement and culture across the enterprise. This position reports to the Executive Director, Culture, Engagement & Learning and is based at our Redwood City headquarters. Core Responsibilities Develop and oversee the multi‑year global Culture & Engagement strategy aligned to RevMed's values and business priorities. Ensure Culture & Engagement programs are designed for global consistency and regional relevance, partnering with functional and geographic leaders. Lead enterprise‑wide design and evolution of onboarding, culture, recognition, and engagement programs. Drive education and evolution of engagement survey strategy, leveraging Workday Peakon and other survey tools to ensure actionable insights and enterprise‑wide action planning. Embed the Core Values across programs, communications, and employee touchpoints. Lead the HR communication strategy, partnering across the function to ensure communications drive employee engagement and awareness. Cross‑Functional Leadership & Influence Lead, coach, and develop the Culture & Engagement team to deliver high‑quality programs with strong cross‑functional partnership. Act as a strategic advisor to functional leaders and HRBPs, using data and insights to guide decisions that shape culture and organizational effectiveness. Partner with the Executive Director to provide input into the evolution of the company's performance management process, including enablement of feedback, goal‑setting, and career development within Workday. Serve as a key integrator across HR COEs, ensuring alignment, visibility, and coordinated delivery of enterprise‑wide initiatives. Data, Insights & Program Effectiveness Establish and maintain enterprise success metrics and dashboards for culture and engagement programs. Drive accountability for outcomes by using analytics to inform program evolution and improve employee experience and organizational impact. Benchmark externally and maintain awareness of industry best practices to ensure RevMed's approach remains innovative and scalable. Required Skills, Experience and Education Passion for building culture through programs that connect employees to purpose and impact. Bachelor's degree required. 15+ years of progressive experience in employee engagement and HR programs, including 3+ years leading a team and complex programs. Strong management skills, with strength in leading team including setting functional goals, supporting team member career development and building strong team culture. Proven experience managing and optimizing engagement, onboarding, recognition, or performance platforms. Demonstrated ability to consult with senior leaders and partner in translating analytics and survey insights into actionable strategies. Strong project management, facilitation, and stakeholder influence skills. Preferred Skills Experience with Workday Peakon or similar engagement platforms. Experience with Workday onboarding, talent and learning. Experience scaling programs within a growth global organization. Experience leading or supporting performance management processes including performance review, goal‑setting, talent review and promotion process. Experience managing recognition and rewards platforms or vendors. #J-18808-Ljbffr

HR Specialist - Harrison on 5th by Senior Star Community (Columbus, OH) At Senior Star, we believe in doing for each other with love. We are searching for a dedicated HR Specialist to join our Harrison on 5th community in Columbus, Ohio, and help us support our associates through every stage of their journey with us. What You'll Do As an HR Specialist, you'll be the on-site partner for associates and leaders, providing guidance and support in areas such as: Handling day-to-day employee relations issues with fairness and professionalism Supporting recruitment, onboarding, and orientation of new associates Administering HR policies, programs, and procedures consistently across the community Ensuring compliance with state and federal employment laws and company policies Partnering closely with community leadership in a fast-paced, operational environment Managing multiple priorities at once while responding to the evolving needs of the community Building trusted relationships with associates while fostering a culture of respect, teamwork, and Legendary Hospitality What We're Looking For Minimum of 2 years of prior HR experience, with a strong focus on employee relations Experience supporting Human Resources in an operational setting is strongly preferred Demonstrated ability to work effectively in a fast-paced environment and successfully multitask while maintaining attention to detail Strong knowledge of employment laws, HR best practices, and conflict resolution skills Excellent communication and interpersonal skills, with the ability to build trust at all levels HR certification (PHR, SHRM-CP, or similar) is preferred but not required A passion for supporting associates and contributing to a positive workplace culture Why Senior Star? At Senior Star, you'll find more than a career, you'll find a purpose. We are committed to: Supporting your growth with training and development opportunities Offering competitive compensation and benefits Creating a culture where associates feel valued, respected, and part of something bigger Location Harrison on 5th by Senior Star Columbus, Ohio If you are ready to make a difference in the lives of associates while growing your HR career, we'd love to hear from you. Apply today and help us continue our promise to “do for each other with love.”

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Chief Human Resources Officer Full Time Dir/Exec KPC CORONA, Corona, CA, US 7 days ago Requisition ID: 1494 Salary Range: $180,000.00 To $281,250.00 Annually Chief Human Resources Officer (CHRO) Location: Corona Department: Human Resources Reports to: Executive Leadership Team SUMMARY The Chief Human Resources Officer (CHRO) serves as the executive leader responsible for designing, executing, and evaluating a comprehensive human capital strategy aligned with the organization's mission, values, and long-term business objectives. This role provides vision and strategic direction across all HR domains, including talent acquisition, workforce planning, labor relations, organizational development, learning and leadership development, total rewards, employee experience, change management, and compliance. The CHRO partners closely with the executive team to drive organizational effectiveness, shape culture, and ensure the workforce is capable, engaged, and aligned with system-wide operational priorities across multiple hospitals in a complex healthcare environment. SUPERVISORY RESPONSIBILITIES Provides executive leadership to HR Directors, Managers, and cross-functional HR teams across multiple facilities. Oversees the full scope of HR operations and is accountable for HR service delivery and outcomes for all employees within the division. DUTIES / RESPONSIBILITIES Strategic Leadership & Organizational Alignment Develop and execute an enterprise-wide HR strategy that supports organizational growth, financial performance, and operational excellence. Advise senior leadership on workforce trends, organizational effectiveness, and leadership needs. Lead change-management initiatives that support organizational transformation, system integration, and continuous improvement. Labor Relations & Workforce Compliance Lead labor relations strategy and serve as the executive authority on all union matters, including negotiations, contract administration, and grievance resolution. Ensure system-wide compliance with employment laws, healthcare regulatory standards, and labor obligations. Talent Management, Succession, and Workforce Planning Establish and drive a comprehensive succession planning and leadership development framework. Direct talent acquisition strategies to meet current and future workforce needs. Oversee workforce planning, skills analysis, talent mobility, and staffing optimization across facilities. Compensation, Benefits & Total Rewards Oversee the development and continual refinement of competitive, equitable, and cost-effective compensation and benefits programs. Ensure total rewards programs support performance, retention, and long-term workforce sustainability. Employee Experience, Culture & Engagement Advance a culture of equity, accountability, and organizational well-being. Champion DEI initiatives, employee engagement strategies, and communication frameworks that strengthen workplace culture. Learning, Development & Performance Optimization Provide executive oversight of training, leadership development, and performance management systems. Implement strategies that increase workforce capability and support the organization's transition toward a learning-centered model. General Executive Responsibilities Maintain strong HRIS oversight and lead HR process optimization through technology. Deliver HR metrics, analytics, and dashboards to inform executive decision‑making. Perform additional executive duties as required. REQUIRED SKILLS / ABILITIES Exceptional written, verbal, and executive-level communication skills. Advanced interpersonal, negotiation, and conflict‑resolution abilities. Strong analytical, organizational, and problem-solving capabilities with excellent attention to detail. Demonstrated success leading HR operations across multi‑site or multi‑hospital environments. Required experience in unionized settings, including negotiation and grievance administration. Deep knowledge of federal, state, and local labor/employment laws and healthcare regulations. Proficiency with HRIS systems, data analytics, and modern HR technology platforms. Strong leadership presence, sound judgment, and high emotional intelligence. EDUCATION & EXPERIENCE Master's degree required in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or related field. Minimum of 15 years of progressive HR leadership experience, with at least 7 years in senior management roles within healthcare or a similarly complex industry. Experience working in a unionized environment is required; healthcare labor relations strongly preferred. #J-18808-Ljbffr

Gilead's mission is to discover, develop, and deliver therapies that will improve the lives of patients with life‑threatening illnesses worldwide. Kite Senior Director, Commercial HRBP The Senior Director, HR Business Partner will support our Global Commercial Organization at Kite. This role will partner with a dynamic, fast‑paced global function of over 500 employees and play a critical role in shaping talent strategies that drive business success. This role reports to the Vice President of Human Resources for Kite Pharma and is based in Santa Monica, CA with a requirement to be on‑site 3-days per week. Key Responsibilities Organizational Development. Partner with clients in planning and implementation of workforce strategies and thoughtful changes in organizational structure or processes to support growth. Drive organizational effectiveness and thoughtful change management. Strategic Advisor. Serve as integrated part of the business, working with and advising leaders to accomplish broader strategic objectives. Partner with cross‑functional leaders to understand how they can better develop and support Kite's operating model and how they might consider realigning organization structures, resource plans, and processes to better align to product team deliverables across pipeline and marketed assets. Talent Acquisition, Assessment and Development. Serve as a strategic business partner with Talent Acquisition, Total Rewards, and Global Mobility to support efforts to attract, develop and retain the best talent. Analyze talent data to recommend solutions to improve performance, retention, engagement, and employee experience. Drive comprehensive talent management, critical capability build, development planning, and key succession planning. Team Effectiveness. Support the build of high‑performing teams through chartering and effectiveness activities. Partner on feedback loops to identify pain points and areas for improvement in ways of working. Assist with clarifying roles and responsibilities as needed. Talent Development, Leadership & Inclusion. Drive leadership and manager capability development. Observe, diagnose, and coach leaders to maximize their impact. Advise leaders on identifying critical roles, pipelining, and developing key talent for future needs and building robust succession plans. Encourage utilization of resources to improve talent and career development. Partner in building and embedding Inclusion & Diversity (I&D) strategies. HR Programs & Services. Partner to ensure seamless delivery of enterprise HR programs to client group. Identify the need for HR programs or strategies to support business goals. Develop and conduct presentations on HR subjects as needed. Basic Qualifications MS/MA and 12+ years of experience in Human Resources OR BS/BA and 14+ years of experience in Human Resources OR High School diploma and 18+ years of experience in Human Resources Preferred Qualifications BS or BA degree, preferably with an emphasis in HR or Business. Master's degree preferred 8+ years of HR business partner experience with in-depth knowledge of HR practices, preferably with some experience in more than one HR function Strong track record of serving as a strategic HR partner for senior executives, HR leaders, and employees at all levels, preferably in life sciences, healthcare or pharma/biotech Strong track record of developing solutions to a wide range of highly complex problems Strong business acumen with the ability to translate business objectives into talent priorities Strong leadership competencies, demonstrating accountability for coaching, developing, progressing and retaining employees while ensuring an inclusive work environment Ability to exercise judgment and independently determine and take appropriate action Excellent active listening skills that encourage employee trust Professional and effective verbal, written, and interpersonal communication skills Strong conflict management and resolution skills Proficient knowledge of employment laws, principles, policies, and procedures Role model for Kite and Gilead core values and People Leader Accountabilities (PLA) People Leader Accountabilities Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams. Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose. Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem. #J-18808-Ljbffr

is incentive eligible. Introduction Last year our HCA Healthcare colleagues invested over 156,000 hours volunteering in our communities. As a Human Resources Vice President with HCA Healthcare you can be a part of an organization that is devoted to giving back! Benefits HCA Healthcare offers a total rewards package that supports the health, life, career and retirement of our colleagues. The available plans and programs include: Comprehensive medical coverage that covers many common services at no cost or for a low copay. Plans include prescription drug and behavioral health coverage as well as free telemedicine services and free AirMed medical transportation. Additional options for dental and vision benefits, life and disability coverage, flexible spending accounts, supplemental health protection plans (accident, critical illness, hospital indemnity), auto and home insurance, identity theft protection, legal counseling, long-term care coverage, moving assistance, pet insurance and more. Free counseling services and resources for emotional, physical and financial wellbeing 401(k) Plan with a 100% match on 3% to 9% of pay (based on years of service) Employee Stock Purchase Plan with 10% off HCA Healthcare stock Family support through fertility and family building benefits with Progyny and adoption assistance. Referral services for child, elder and pet care, home and auto repair, event planning and more Consumer discounts through Abenity and Consumer Discounts Retirement readiness, rollover assistance services and preferred banking partnerships Education assistance (tuition, student loan, certification support, dependent scholarships) Colleague recognition program Time Away From Work Program (paid time off, paid family leave, long- and short-term disability coverage and leaves of absence) Employee Health Assistance Fund that offers free employee-only coverage to full-time and part-time colleagues based on income. Learn more about Employee Benefits Note: Eligibility for benefits may vary by location. Would you like to unlock your potential with a leading healthcare provider dedicated to the growth and development of our colleagues? Join the HCA Healthcare family! We will give you the tools and resources you need to succeed in our organization. We are looking for an enthusiastic Human Resources Vice President to help us reach our goals. Unlock your potential! Job Summary and Qualifications As Vice President of Human Resources, you will provide strategic human resources and talent guidance to the executive team for our Clinical Services Group- Emergency and Hospital Medicine Service Line. You will create the desired workplace culture which includes an engaged and productive workforce through HCA's policies, programs, and practices. What you will do in this role: Manage the facility HR team to deliver strategic and operational HR support. Partner with the executive leadership team to understand and prioritize the critical business challenges. Deploy appropriate HR interventions in collaboration with appropriate Centers of Excellence. Work collaboratively with other Region HR heads, HR Centers of Excellence and HR Service Centers to provide feedback and improve enterprise-wide programs and services. Deploy talent and development programs. You will drive local Employee & Community engagement efforts. Partner to support business performance, quality and patient care initiatives. What you should have for this role: Bachelor's degree is required Master's Degree preferred 10+ years of relevant work experience in a facility size > 1400 is required PHR or SPHR preferred Human Resources Group empowers our people to grow and give purpose to the HCA Healthcare culture. We deliver our Human Resource model in three sectors: HR Business Partners, HR Shared Operations and HR Centers of Excellence. HR Business Partner teams are critical to the success of our HR delivery model. We drive performance to achieve successful results to better care for our patients, communities and each other. HCA Healthcare has been recognized as one of the World's Most Ethical Companies by the Ethisphere Institute more than ten times. In recent years, HCA Healthcare spent an estimated $3.7 billion in cost for the delivery of charitable care, uninsured discounts, and other uncompensated expenses. In recent years, HCA Healthcare spent an estimated $3.7 billion in cost for the delivery of charitable care, uninsured discounts, and other uncompensated expenses. CORP-AFHP "There is so much good to do in the world and so many different ways to do it."- Dr. Thomas Frist, Sr. HCA Healthcare Co-Founder Be a part of an organization that invests in you! We are reviewing applications for our Human Resources Vice President opening. Qualified candidates will be contacted for interviews. Submit your application and help us raise the bar in patient care! We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Shorehaven is a faith-based organization that has been a trusted provider of senior care services for over 80 years. The organization offers a wide range of services including skilled and memory care, assisted and independent living, rehabilitation, and in-home care. With a deep commitment to quality and compassionate care, Shorehaven continues to be a cornerstone resource for individuals and families. Their long-standing reputation is built on integrity and support for both residents and staff. JOB SUMMARY The Director of Human Resources provides strategic and operational leadership for all human resources functions within our nonprofit Life Plan Community, Shorehaven. This role supports a mission-driven culture focused on resident-centered care, staff engagement, and regulatory compliance across the full continuum of services, including Independent Living, Assisted Living, Memory Care, and Skilled Nursing. The Director of Human Resources serves as a key member of the leadership team, partnering with executives, department directors, and the Board (as appropriate) to ensure the organization attracts, develops, and retains a high-quality workforce aligned with the organization's mission and values. QUALIFICATIONS Required: Bachelor's degree in Human Resources, Business Administration, or related field Minimum of 5-7 years of progressive human resources leadership experience Experience in senior living, healthcare, long-term care, or another highly regulated environment Strong working knowledge of employment law and HR best practices Demonstrated ability to balance strategic leadership with hands-on operational support Preferred: Master's degree and/or HR certification (SHRM-CP/SCP, PHR, SPHR) Experience in a nonprofit organization or CCRC environment Experience supporting multi-department or campus-based operations Skills & Competencies Mission-driven leadership mindset Strong interpersonal, communication, and conflict-resolution skills High level of discretion and professionalism Ability to partner effectively with leaders at all levels Organized, adaptable, and solutions-oriented ESSENTIAL JOB FUNCTIONS Strategic & Mission-Based Leadership Align human resources strategy with the organization's mission, values, and strategic plan Serve as a trusted advisor to the CEO and leadership team on workforce planning, organizational development, and culture Support leadership development, succession planning, and long-term workforce sustainability Talent Acquisition, Engagement & Retention Oversee recruitment, hiring, onboarding, and retention strategies across all levels of care Develop creative staffing and retention strategies in response to senior living and healthcare workforce challenges Promote employee engagement, recognition, and a culture of accountability and respect Ensure equitable, inclusive, and mission-aligned employment practices Employee Relations & Performance Management Provide guidance and support to leaders on coaching, performance management, corrective action, and disciplinary processes Lead or oversee employee relations investigations and conflict resolution Ensure consistent application of policies and procedures across the organization Compliance, Risk & Survey Readiness Ensure compliance with all applicable employment laws and regulations (FLSA, FMLA, ADA, EEOC, OSHA, state labor laws, etc.) Oversee HR policies, employee handbook, and procedures Partner with clinical and operational leaders to support regulatory compliance and survey readiness, particularly in Skilled Nursing Manage workers' compensation, unemployment claims, and risk mitigation related to employment practices Compensation, Benefits & HR Operations Oversee compensation philosophy, wage structures, and benefit programs consistent with nonprofit values and market competitiveness Administer payroll, benefits, HRIS, and leave management systems Analyze HR metrics and workforce data to inform leadership decisions Support annual budgeting related to staffing, benefits, and labor costs Training, Development & Culture Building Oversee new employee orientation, mandatory training, and ongoing education programs Support leadership and supervisory training initiatives Foster a learning environment that supports professional growth, regulatory compliance, and quality outcomes Interested in applying for this position? Please visit our careers page to complete the application. Shorehavenliving.org/careers We are an equal opportunity employer.

Healthcare | Union Environment | Mission-Driven Organization Why This Role? This is a high-impact opportunity for a senior HR leader who thrives in both strategic and hands-on work. As Director of Human Resources, you will shape workforce strategy, guide leaders, and ensure strong labor relations, compliance, and talent practices in a complex healthcare environment. This role offers visibility, influence, and the chance to directly support the hospital's mission through thoughtful, people-centered leadership. Position Summary The Human Resources Director provides comprehensive HR leadership and services to hospital departments, administrative leadership, and executive staff. This role oversees talent acquisition, compensation and benefits, employee relations, labor relations, compliance, and HR operations to support the hospital's mission and regulatory obligations. The Director directly supervises Human Resources staff and is responsible for their performance, development, and day-to-day operations. Key Responsibilities: Leadership, Labor Relations & Administration • Lead and develop the HR team; oversee recruitment, engagement, training, and leadership programs • Serve as primary liaison with bargaining units and lead collective bargaining negotiations • Coordinate grievance processes and advise leadership on employee relations and disciplinary actions • Support retention through transparent performance evaluation and compensation programs Recruitment & Workforce Planning • Oversee recruitment processes to ensure compliance with FTE budgets, hospital policies, and EEO standards • Ensure all recruitment documentation is maintained in accordance with regulatory requirements • Partner with leadership to maintain appropriate staffing levels • Manage ATS and HRIS systems Compensation, Benefits & Claims • Oversee competitive, cost-effective compensation and benefits programs • Serve as benefits administrator for health, dental, life, disability, and retirement plans • Collaborate on merit pay programs • Monitor unemployment (IDES) and workers' compensation claims Compliance, HRIS & Records • Ensure compliance with City of Chicago, State, and Federal labor laws; serve as EEO specialist • Maintain current knowledge of Joint Commission, CMS, and other regulatory standards • Oversee maintenance of employee files, including performance evaluations, licenses, certifications, training, and professional development records • Ensure HRIS is accurately maintained and effectively supports HR functions • Develop and implement HR policies and provide management training • Oversee employee recordkeeping in compliance with law and hospital policy Required Experience & Education • Bachelor's degree in Human Resource Management or related field • 10+ years of progressive HR experience with 5+ years of HR supervisory experience • 2+ years of HRIS experience Preferred Qualifications • Master's degree in Human Resource Management or related field • PHR or SPHR certification • 5+ years of HR experience in a healthcare or similarly regulated setting Core Competencies & Professional Expectations • Excellent written and verbal communication; strong presentation skills • Ability to prioritize, multitask, and exercise independent judgment • Calm, professional demeanor during high-pressure or emergency situations • Strong organizational skills and objective reasoning • Commitment to confidentiality, HIPAA compliance, and ethical practice • Proficiency in Microsoft Word, Excel, and PowerPoint • Regular attendance and participation in required trainings and safety programs Compensation & Benefits: • Salary Range: $110,000 - $120,000 • Benefits: St. Bernard Hospital and Health Care Center offers medical benefits, voluntary dental, voluntary vision, and a 403(b) Retirement Savings plan. About St. Bernard Hospital St. Bernard Hospital is a historic safety-net hospital on Chicago's South Side, committed for more than 120 years to providing accessible, high-quality, compassionate care, regardless of a patient's ability to pay. Guided by our values of Compassion, Respect, Stewardship, and Exceptional Care, we serve as a trusted provider, employer, and community partner.

More Lives, Better Lived As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home. It takes a village of passionate and tenacious innovators to revolutionize an industry and support individuals living with a chronic disease to fulfill our purpose of creating More Lives, Better Lived. Does this sound like you? Showing Up Somatus Strong We foster an inclusive work environment that promotes collaboration and innovation at every level. Our values bring our mission to life and serve as the DNA for every decision we make: · Authenticity: We believe in real dialogue. In any interaction, with patients, partners, vendors, or our teammates, we are true to who we are, say what we mean, and mean what we say. · Collaboration: We appreciate what every person at Somatus brings to the table and believe that together we can do and achieve more. · Empowerment: We make sure every voice gets heard and all ideas are considered, especially when it comes to our patients' lives or our partners' best interests. · Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions. · Tenacity: We see challenges as opportunities for growth and improvement - especially when new solutions will make a difference for our patients and partners. Showing Up for You We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including: · Subsidized, personal healthcare coverage (medical, dental vision) · Flexible PTO · Professional Development, CEU, and Tuition Reimbursement · Curated Wellness Benefits supporting teammates physical and mental well-being · Community engagement opportunities · And more! The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture This role requires a on a hybrid schedule to our office in Mclean VA. Strategic Talent Planning: Drive the development and execution of a comprehensive talent strategy that aligns with organizational goals. Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning. Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs. Metrics-Driven Insights: Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives. Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy. Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes. Employee Relations & Compliance: Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process. Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations. Performance Management: Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development. Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies. Organizational Development: Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability. Collaborate with leaders to design and implement development programs that enhance professional growth and contribute to improved patient outcomes driven by the healthcare teams. HR Process Management: Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits. Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation. Change Management: Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment. Ensure change efforts align clearly with strategic goals and contribute to a positive organizational culture. Collaboration with Talent Acquisition: Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards. Ensure clarity and consistency across teams through well-defined job descriptions. Required Skills and Experience: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred. Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams. Demonstrated success in implementing talent strategies that yield measurable results. Strong analytical skills, with the ability to translate data into actionable insights. In-depth knowledge of employment laws, with expertise in compliance within healthcare environments. Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability. Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships. Knowledge, Skills, and Abilities: Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement. Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement. Strong analytical skills to inform strategic decisions and optimize workforce performance.

Responsible for the financial pricing and analysis of all governmental and commercial insurance contracts for FMOLHS facilities and all affiliated entities. Works collaboratively with Revenue Cycle, Revenue Management, Business Office, Medical Management and operational departments to ensure the accuracy of payment data, the optimization of reimbursements and the implementation and administration of all managed care contracts. Financial Analyst Function Develops and maintains financial information related to volume, financial performance and profitability for each managed care contract for all FMOLHS affiliated entities. Extracts and analyzes historical data to help direct reimbursement strategies. Responsible for updating and maintaining the Contract Management module of the cost accounting system to ensure accurate financial reporting and analysis of payor data. Works with all FMOLHS affiliated entities and their information systems to identify revenue enhancement opportunities and to quantify the financial impact of changes to contract reimbursements. Facilitates the operational process of managed care contracts by working with internal and external stakeholders to ensure policies and procedures are followed by hospital personnel in a manner that facilitates high quality patient care and accurate reporting. Assists Corporate Director of Payor Relations with contract negotiations for FMOLHS hospital and affiliated entities. Possesses the ability to resolve day-to-day managed care operational issues with contracted payers and serves as a liaison to FMOLHS hospitals and medical staff to provide continuous communication in regards to managed care contracts, plans and products. Responsible for benchmarking payment rates and cost to other hospitals, surgery centers, clinics or health systems. Analyzes and prepares clinical and financial data in requested operational service lines. Serves as the financial analyst in the supporting of partnerships and joint venture arrangements Strives to promote the quality and efficiency of his/her own performance by remaining current with the latest trends in field of expertise through participation in job-relevant seminars and workshops, attendance at professional conferences, and affiliations with national and state professional organizations. Job Requirements 5 years Hospital, Physician Office or Managed Care Experience Bachelor's Degree Strong Math and Logic Skills Reimbursement methodology skills a plus Preferred: EPIC Certifications must be obtained within 12 months of employment. Resolute Professional Billing Reimbursement Contracts and Resolute Hospital Billing Expected Reimbursement Contracts Administration.

The Executive Director of Human Resources will lead the development and execution of the company's HR strategy, including the build-out of internal HR infrastructure, benefits, talent acquisition, compliance, compensation, employee relations, performance management, training, and culture development, while also fostering an environment of respect, inclusion, and growth for all employees. This position is responsible for supporting the implementation of all human resources policies, procedures, programs, and systems. This includes, but not limited to, recruitment, on-boarding, employee relations, employee recognition and retention, compensation, benefits, employee records, employee communication, and compliance with regulatory requirements within corporate and the hospital systems. DUTIES AND RESPONSIBILITIES Provides management, oversight, support, and/or execution of day-to-day HR operations to include talent acquisition, employee relations, benefits, compensation, HRIS and compliance for corporate and hospital staff. Ensure that all aspects of the HR team and functions are operating seamlessly and at a pace that meets the organizational demand. Collaborates with key stakeholders across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and leadership development, performance management, professional development, succession planning, and rewards. Ensures leaders and hiring managers are supported to adequately determine and fulfill staffing needs in a consistent and timely manner. Leads the proper assessment of recruitment trends (internal and external) and refines the Talent Acquisition strategies, processes and systems to meet objectives. Partners with managers across the organization and provides effective support, coaching, and guidance around employee relation issues. Leads complex employee relations issues through to resolution, including full-scale investigations, documentation, and recommendation of appropriate courses of action in compliance with organizational policies and employment law. Consult with legal counsel when needed to actively manage organizational risk. OPERATIONAL Conducts a continuing study of all Human Resources policies, programs, and practices and defines all Human Resources training needs. Explore, identify and utilize software to increase efficiencies and effectiveness of the HR department. Meet with corporate and hospital administrators and staff, to determine priorities and tasks that are needed to achieve desired outcomes. Design, direct and manage a process of organization development that addresses issues such as succession planning, workforce development, key employee retention, organization design, and change management. Keep leadership informed of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately within the organization. Lead organizational change initiatives by communicating effectively, engaging stakeholders, and mitigating resistance. Support managers and employees through transitions such as mergers, and new system implementations. Bring solutions that address department needs while taking into account the broader implications for the organization both Corporate and Healthcare. BENEFITS ADMINISTRATION & LOA Oversee all aspects of benefit administration and LOA-(leaves) FMLA, leave w/o pay, EAP, ADA, STL, LTL,; medical insurance, enrollment, insurance onboarding and offboarding and other supportive services. Ensures compliance with all existing governmental and labor legal and government reporting requirements including but not limited to: Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, Occupational Safety and Health Administration (OSHA) Decisions for comprehensive employee benefits plans that are competitive and cost-effective. Oversee the design, selection, negotiation, and administration of employee benefits programs (health, dental, vision, retirement, wellness, leave, etc.). Manage vendor relationships, plan renewals, and the annual enrollment processes. Maintain internal HR website to ensure employees are updated and informed on all HR-related content. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. COMPENSATION & PAYROLL Review and update compensation plan including current benchmarking, staff job descriptions, department equity, market competitiveness, and compensation matrix, ensuring that the organization remains competitive in its compensation practices, which is vital for attracting and retaining top talent. Design and implement compensation structures including salary ranges, bonuses, and benefits pkgs. That align with the organization budget and strategic objectives. Manage compensation and benefits audits, government filings (e.g., 5500s), and reporting requirements. Monitor Payroll and enforce internal controls to prevent errors Oversee internal HRIS system for payroll operations including quarterly updates, integrations, and troubleshooting in coordination with IT, payroll administrator and current payroll system/vendor. Review and approve internal and external payroll reports and tax filings. Ensure proper documentation, timeliness and audit readiness. Manage pre- and post-tax earnings and deductions REQUIREMENTS Requires a BS or BA in Human Resources Management or equivalent in education and work experience. 7-10+years of progressive Human Resources experience in a Corporate environment and Healthcare PHR/SPHR/SHRM-SPHR preferred. 10+ years of progressive HR experience with preferably 5+ years in healthcare. Must have experience in reviewing/negotiating welfare benefits, administration, and plan management. Excellent leadership, analytical, operations, problem solving, and communication skills to maintain effective working relationships internally and externally. Healthcare industry experience preferred and familiarity with Joint Commission, DPH, BHDDH, BSAS, MA and RI state regulations strongly desired. Experience with employee investigations/disciplinary issues. Working knowledge of Microsoft Word, Excel, and Outlook. Experience with HRIS, Time & Attendance, Payroll systems, and Web based application. EDUCATION Bachelor's Degree in Business Management, Human Resources discipline or relevant experience. Master's degree in Human Resources, Public Administration, or related field is preferred. CERTIFICATION, LICENSURE PHR/SPHR/SHRM-SPHR preferred KNOWLEDGE SKILS AND ABILITIES Ability to influence decision makers. Ability to collaborate effectively with individuals at various levels. Ability to think logically and tactically. Possess a core set of ethical values. Possess effective organizational skills and attention to detail, and effective follow-through on responsibilities and requests.

Do you love building teams, supporting employees, and helping workplaces flourish? CompleteRx is seeking an experienced Human Resources Generalist to guide HR operations across our multi-state organization. This hybrid role offers flexibility to work from home while staying connected with your team and a corporate office for in-office days located in the Energy Corridor. You'll serve as a trusted partner to employees and managers, delivering exceptional customer service and ensuring smooth HR operations across all key areas, including onboarding, benefits, employee relations, compliance, and training. Why Join CompleteRx? CompleteRx is a leading independent provider of pharmacy management to hospitals and health systems across the United States. With 20+ years of pharmacy management experience, CompleteRx offers a collaborative, people-first culture, opportunities for growth, and a meaningful way to make an impact every day. What You Will Do Manage onboarding, offboarding, and employee transitions. Administer benefits and leave programs. Advise managers on employee relations and policy matters. Ensure HR compliance with federal and state employment laws. Support HR projects, reporting, and continuous improvement initiatives. What You Will Need Bachelor's degree required; Human Resources concentration preferred. Minimum of 7 years relevant experience in Human Resources in lieu of Bachelor's degree. PHR or SHRM-CP required. 3-5 years HR Generalist experience preferably in a healthcare related industry. Experience utilizing ADP's Workforce Now preferred. Compensation & Benefits As an employee of CompleteRx, your commitment to learning will be encouraged and supported through ongoing training and professional development. We nurture a collaborative, high-performance culture and offer a challenging career along with a comprehensive benefits package. Medical, dental, and vision Flexible Spending Account or Health Savings Account Vacation and sick time 401(k) plans: CompleteRx offers a 401(k) plan with a company match. Life and Disability Company Description Founded in 1998 as a service-driven organization with a strong sense of community, CompleteRx embarked on a strategy to become the employer of choice in hospital pharmacy management and consulting. Since our founding, we believe our success has been driven by our employees who are our most valuable resources. We believe the very best outcomes are accomplished when all employees share a sense of mutual ownership for successful results and where each employee accepts personal accountability for their individual contributions. These beliefs are the core of our Team Covenant which guides all of our actions to the patients we care for, hospitals we support, and fellow employees we work alongside of. CompleteRx is an Equal Opportunity Employer by choice.

Job Purpose: The HR Operations & Analytics Specialist is responsible for supporting core HR processes, systems, and workflows across the organization. This role partners closely with HR, Payroll, IT, and Management to ensure accuracy, efficiency, and a positive employee experience. The ideal candidate is detail-oriented, tech-savvy, and comfortable managing multiple priorities in a fast-paced environment. Essential Functions and Accountabilities: 1. HR Systems Administration (InvGate and Related Platforms) Oversee and maintain the InvGate ticketing system to ensure optimal functionality and user experience. Partner closely with IT to implement system modifications and update forms. Drive ongoing automation of workflows within the ticketing system to streamline processes and improve efficiency. Maintain approval workflows and update configurations when changes in leadership occur. Create, update, and distribute training guides, job aids, and communication materials. Provide general system access support and troubleshooting for staff. 2. Pay & Employment Change Processing Review and validate employment change requests submitted through InvGate. Connect with managers and leadership to confirm details prior to processing. Collaborate with Payroll to transition pay change responsibilities as needed. 3. Reporting & Data Management Fulfill management data requests and provide staff reporting for various initiatives and projects. Generate InvGate reports, including open request dashboards, to support department and manager oversight. 4. Integration & Acquisition Support Assist with HR integration activities during acquisitions or organizational onboarding efforts. Review incoming employee census data and align job title mappings. Prepare and distribute offer letters and integration communications. Support upload of employee information into the HRIS. 5. Separation Processing & Offboarding Track, document, and process employee separations in a timely and accurate manner. Complete all employee last-day tasks, including IT termination tickets, Medsafe removal, SAP SuccessFactors termination, and employee file documentation. 6. & Role Administration Maintain and update all job descriptions and ensure accurate filing. Add and update roles within organizational platforms including ADP, SAP SuccessFactors, and InvGate. 7. Management Partnership & HR Support Partner with managers on HR-related initiatives, including performance reviews, employee relations, workforce planning, and general HR guidance. Serve as a resource to leadership by providing timely and accurate HR support. 8. Additional Projects Support HR projects and organizational initiatives as needed. Academic Training: Bachelor's degree in Human Resources, Business Administration, or related field preferred. Position Requirements/Experience: 2+ years of HR operations, HRIS, or generalist experience preferred. Experience with HRIS platforms and ticketing systems (InvGate, SAP SuccessFactors, ADP) is a plus. Strong attention to detail, organization, and time-management skills. Excellent communication skills with the ability to partner across departments. Ability to handle confidential information with discretion. IVI-RMA offers a comprehensive benefits package to all employees who work a minimum of 30 hours per week. Medical, Dental, Vision Insurance Options Retirement 401K Plan Paid Time Off & Paid Holidays Company Paid: Life Insurance & Long-Term Disability & AD&D Flexible Spending Accounts Employee Assistance Program Tuition Reimbursement About IVIRMA Global: IVIRMA is the largest group in the world devoted exclusively to human Assisted Reproduction Technology. Along with the great privilege of providing fertility care to our patients, IVIRMA embraces the great responsibility of advancing the field of human reproduction. IVIRMA Innovation, as one of the pillars of IVIRMA Global, is a renowned leader in fertility research and science. Check out our websites at: *********************** & *********************** EEO “IVIRMA is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: IVIRMA is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at IVIRMA are based on business needs, job requirements and individual qualifications, without regard to race, color, religion and/or belief, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. IVIRMA will not tolerate discrimination or harassment based on any of these characteristics. IVIRMA encourages applicants of all ages.”