Human resources business partner jobs in Albany, NY - 71 jobs

Our client is currently seeking a Human Resources Director to join their team. This is a full-time, permanent position. Responsibilities Include: Development of company HR strategy. Lead initiatives to boost employee morale and engagement. Oversight of the talent management process. Address employee concerns in a considerate and effective manner. Maintain that HR policies are clearly communicated, followed and compliant. Draft career progression plans for employees. Extend feedback regarding employee progress. Oversight of HR systems and software. Track HR metrics and communicate results to management. Qualifications: Must have at least ten years of human resource experience. A bachelor's degree in human resources or a related field is required, SHRM certification preferred. Leadership experience at the executive level is required. Must understand employment laws and regulations. Proficiency with the Microsoft Office Suite. Ability to learn new management systems. Advanced written and verbal communication skills. Ability to maintain confidentiality. Hours & Benefits: Monday -Friday 8-5, (100% in office) Health Dental Vision 401k

Your new company A growing leader in renewable energy and heavy civil construction, committed to building sustainable solutions for communities. The organization fosters a collaborative culture where safety, respect, and innovation are at the forefront, offering opportunities for professional growth and impact. They are looking for an HR Leader to join their team in Fulton County, NY! Your new role As the senior HR leader, you will shape the people strategy for a dynamic business. This role partners closely with executives to drive culture, talent development, and organizational effectiveness. You'll oversee key areas such as workforce planning, employee engagement, compliance, and leadership development, ensuring the company attracts and retains top talent. What you will need to succeed • Bachelor's degree in HR, Business, or related field • Extensive HR leadership experience, ideally at an executive level • Strong knowledge of employment laws and compliance • Exceptional communication and relationship-building skills • Ability to lead change and foster a high-performance culture • Proficiency with HR systems and data-driven decision-making What you will get in return A strategic seat at the table in a growing organization, competitive compensation, and the chance to influence company-wide initiatives. You'll join a team that values integrity, collaboration, and continuous improvement. What you need to do now If you're interested in this role, click 'apply now' to forward an up-to-date copy of your CV, or call us now. If this job isn't quite right for you but you are looking for a new position, please contact us for a confidential discussion on your career.

Reporting to the President and serving on the University's executive and cabinet team, the VP-HR is responsible for leading and directing all of the human resources functions in support of the university's mission and with the intent of ensuring that Excelsior's faculty and staff are positioned to excel in delivering on that mission. The VP-HR acts in accordance with relevant institutional policies and practices, and laws, regulations, and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The VP-HR is responsible for setting strategic direction in the areas of talent acquisition, talent management, performance management, employee relations, compliance, payroll and HRIS, training and development and compensation and benefits. Consistent with the mission of the institution, the VP-HR promotes a culture of respect, innovation and performance, as well as diversity, equity and inclusion throughout the organization, particularly regarding the aspects of human resource management. ESSENTIAL DUTIES AND RESPONSIBILITIES includes the following: Other duties may be assigned. Supervisory Responsibilities: * Leads a team of human resources professionals in the functions of talent acquisition, HRIS & compensation, training & development, payroll, benefits, compliance and employee relations. * Recruits, interviews, hires, and trains leadership-level HR staff. * Oversees the high-level daily workflow of the department. * Provides constructive and timely performance feedback and coaching, as well as formal annual evaluations. Duties/Responsibilities: * Team/Institutional Leadership * Collaborates with executive leadership to define the organization's long-term mission, goals and strategic imperatives; identifies ways to support this mission and strategic plan through talent management. * As a member of the President's Cabinet, participate in university strategy setting, goal setting and achievement, handling high-level matters that come up, etc. * Serves as a trusted advisor to the President on matters related to human capital including workforce planning, leadership development, culture and risk management. * Signs contractual agreements as an officer of the university. * Attend daily and weekly Cabinet and Executive Council meetings. * Participate in other governance groups and meetings, such as ERP systems governance, Retirement Plan Committee, etc. * Set strategic direction for and lead Human Resources team. * Oversees the human resources team to ensure that it provides full service to the college for its talent management priorities and day-to-day key functions, including, but not limited to, payroll, benefits, compensation, talent acquisition, employee relations, training, performance management, people-related data analytics, HR systems administration, compliance, policy development and enforcement and leaves administration. * Identifies key performance indicators for the university human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics. * Provides guidance and leadership to the human resource team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. * Oversees the Human Resources unit budget and ensures expenses comply with organizational policies and stay within budget parameters. * Participates in the university's budget planning, forecasting and operational processes. * Participates in professional development and networking conferences and events. * Provides continuous improvement of the efficiency and effectiveness of the Office of Human Resources. * Assists with university communications as needed. * Completes reports as needed - including for the Board of Trustees, external agencies and other key constituencies. * Assists with partnership, mergers and acquisitions activities, including due diligence work, with a particular focus on HR-related matters. * Talent Management * Works with the CFO and Fiscal office to manage the Personnel budget for the university. * Oversees Talent Acquisition work, including leading senior-level searches; ensures that the university it attracting, selecting and effectively onboarding qualified and exceptional talent. * Works with leadership to ensure optimal organizational structures and leads reorganization efforts as needed. * Assists with immigration-related matters. * Oversees Employee Training and Development, including ensuring that there are appropriate training opportunities available to all employees. * Handles employee performance issues and works with managers to make termination decisions. * Reviews requests for promotions, title changes, salary changes and related matters. * Oversees the administration of and follow-up actions related to employee engagement and similar surveys. * Assists with talent acquisition, as well as other HR-related actions, related to the university opening new sites/offices, as well as working with mergers and acquisitions. * Compensation, Benefits and HRIS * Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. * Ensures that the bi-weekly payroll is completed accurately and on time. * Handles annual benefits insurance renewal negotiations and plan design decisions. * Chairs the Retirement Plan Committee. * Assists with Accommodations and Leaves of Absence as needed - ensures that appropriate support is provided to employees. * Ensures that the HRIS is properly maintained and updated as needed to ensure full and appropriate functionality. * Ensures that the university's Education Assistance program is appropriately managed. * Oversees annual salary review process. * Handles executive compensation tasks, including compensation surveys and salary recommendations. * Employee Relations * Works with managers to ensure appropriate and legal handling of personnel matters. * Facilitates conflict resolution, coaching, and counseling of staff. * Establishes and maintains credibility with management and employees as a role model, communicator, and listener. * Ensures effective employee relations that balance employee and leadership support and strives for positive and productive outcomes; handles more complex issues that arise. * Ensures that employee complaints are investigated thoroughly and that the appropriate follow up and actions are taken. * Policies and Compliance * Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. * Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. * Oversees the development and updating of employment-related policies and procedures. * Ensures that the university and its leaders operate in an ethical manner that complies with university policies and relevant laws and regulations. * Handles legal matters to the extent possible; works with General Counsel and outside counsel as needed. * University Administration * Participates in leadership of emergency and contingency planning for the College. * Serves on, oversees, or chairs College committees, as designated. * Approves various invoices and other documents as needed. * Oversees development of the holiday schedule each year. * Oversees the Rewards and Recognition program and plays major role in annual Charter Day celebration. * Chairs the Crisis Prevention and Response Group. * Assists in managing the on-site Café. * Assists with university and community events. * Performs other duties, projects and tasks as assigned. QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Required Skills/Abilities: * Excellent verbal and written communication skills. * Excellent interpersonal and conflict resolution skills. * Excellent organizational skills and attention to detail. * Strong analytical and problem-solving skills. * Strong supervisory and leadership skills. * Thorough knowledge of employment-related laws and regulations. * Knowledge of and experience with varied human resource information systems. * Proficient with Microsoft Office Suite or related software. Education and Experience: * Bachelor's degree in human resources, Business Administration, or related field required; Masters or law degree highly preferred. * At least ten years of human resource management experience required, with strategic, talent management, and/or business development. Work Location: This position is based in the university's main Albany, NY location. The hiring salary range for this position is $190,000.00 - $225,000.00. The hiring salary range above represents the University's good faith estimate at the time of posting

The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Summary The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Skills & Requirements Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Over the last 20 years, Ares' success has been driven by our people and our culture. Today, our team is guided by our core values - Collaborative, Responsible, Entrepreneurial, Self-Aware, Trustworthy - and our purpose to be a catalyst for shared prosperity and a better future. Through our recruitment, career development and employee-focused programming, we are committed to fostering a welcoming and inclusive work environment where high-performance talent of diverse backgrounds, experiences, and perspectives can build careers within this exciting and growing industry. Ares is looking for an experienced Senior Human Resources Business Partner to join the Global Human Resources team. HR Business Partners (HRBPs) deliver best in class services to their clients to drive individual, team, and Firm performance. They serve as positive change agent and partner with business leadership to define and drive a strategic people agenda that is focused on continuously elevating the talent bar, employee experience and talent acquisition processes within their assigned groups and across the Firm. Ares is a fast-paced, high growth and rapidly changing environment; to succeed, the HRBP will need a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations. The Senior HRBP will provide exceptional advisory services to Information Technology management and employees on a range of human resources issues while taking into account internal policy, best practices, relevant legislative frameworks, culture, and desired commercial outcomes. Core responsibilities will include providing general HR guidance/counsel to business leaders, managers and employees, managing employee relations and performance issues; facilitating new employee onboarding and exits; facilitating core processes related to headcount planning/organizational design, performance management, compensation, promotions; partnering with the Talent Acquisition team on searches from a recruitment strategy standpoint; playing a leading role in diversity and learning and development initiatives. Reporting relationships Reports to: Managing Director, Head of Talent Management, Business Operations Primary functions and essential responsibilities Technology Organization Partnership Serve as a strategic advisor and partner to the IT leadership team, and functional technology managers across Infrastructure, Cybersecurity, Enterprise Applications, Data Engineering, and Service Delivery. Develop a deep understanding of IT operating models, Agile methodologies, SDLC processes, and technology roadmaps to ensure HR strategies align with evolving business and technical priorities. Partner with IT leadership to anticipate workforce needs related to cloud transformation, automation, cybersecurity maturity, data governance, and emerging technologies. Support organizational design efforts for complex technical environments, including restructuring around product teams, centers of excellence, shared services, and global delivery models. Technical Talent Strategy & Workforce Planning Lead workforce planning for specialized technical roles (e.g., cloud engineers, cybersecurity analysts, data scientists, enterprise architects), ensuring alignment with market trends and internal capability needs. Advise on build‑vs‑buy talent strategies, including upskilling, reskilling, vendor utilization, and global talent sourcing. Partner with Talent Acquisition to refine technical job descriptions, competency models, and interview frameworks to ensure accurate assessment of technical and behavioral capabilities. Support the development of career pathways for technical talent, including dual‑track progression (technical expert vs. people leader). Employee Relations & Performance in a Technical Environment Guide leaders through performance management for technical contributors, including evaluating code quality, project delivery, sprint velocity, incident response performance, and adherence to engineering best practices. Manage employee relations issues that may arise in high‑pressure IT environments, such as on‑call responsibilities, production outages, cross‑functional friction, or vendor‑related challenges. Support leaders in managing distributed or hybrid technical teams, including offshore/nearshore resources and managed service providers Global IT Workforce Support Support globally distributed IT teams across multiple time zones and regulatory environments, ensuring consistent application of HR policies and practices. Advise on cross‑border hiring, mobility, and compliance considerations for technical roles. Change Management for Technology Initiatives Lead HR components of major technology transformations, including system implementations, cloud migrations, cybersecurity initiatives, and digital modernization programs. Develop change management strategies that support adoption of new tools, processes, and ways of working within IT. Partner with Learning & Development to design technical and leadership development programs that support evolving IT capabilities. Preferred Experience Experience supporting Information Technology, Engineering, or Digital Transformation teams within a global financial services or asset management environment. Familiarity with IT frameworks such as Agile, Scrum, ITIL, DevOps, and cloud operating models. Understanding of technical talent markets, including compensation trends for specialized IT roles. Experience partnering with cybersecurity, data governance, and infrastructure teams on sensitive or confidential initiatives. Technical & Analytical Skills Ability to interpret IT organizational metrics and translate them into actionable HR strategies. Comfort working with technical leaders and understanding the nuances of engineering culture, delivery cycles, and technical career progression. Qualifications Education: Bachelor's degree required Master's degree preferred Experience Required: 10+ years of experience in Human Resources and at least 8 years in an HR Business Partner or other client-facing role Prior alternate asset management/financial services, Private Equity and/or Investment Banking experience required Must possess strong Microsoft office skills, especially Excel and PowerPoint; experience with Workday is a plus General Requirements: Ability to operate effectively across the full range of HR disciplines and be able to work with managers and colleagues at all levels across the business Have a strong bias for action, tireless work ethic, and thrive in a fast-paced, high volume environment Take a hands-on approach, with the ability to stay organized while managing multiple priorities and competing demands Have exceptional client relationship skills; must be able to quickly establish credibility with the business and influence outcomes Strong data management and operational excellence skill sets; ability to apply judgment to data to support decisions and recommend practical steps Strong experience in talent acquisition, ideally coupled with broad HR knowledge Strong knowledge of recruitment market practices; able to consistently and proactively identify and attract passive candidates by utilizing advanced recruiting techniques Possess a global mindset and demonstrated experience operating internationally across large, highly matrixed organizations Demonstrate the highest levels of judgment and integrity Be comfortable in dealing with ambiguity and uncertainty in a dynamic and fast-paced environment Have high accuracy and detail orientation Expertise in organizational design and workforce transformation. Experience supporting mergers, acquisitions, and integrations, including due diligence and change management. Strong data analysis and interpretation skills to drive evidence-based HR strategies. Demonstrate excellent communication skills, both written and verbal Maintain professionalism and composure in high-pressure situations Dependable, great attitude, highly motivated and a team player Ability to handle confidential information appropriately Reporting Relationships Head of Talent Management, Business Operations Compensation The anticipated base salary range for this position is listed below. Total compensation may also include a discretionary performance-based bonus. Note, the range takes into account a broad spectrum of qualifications, including, but not limited to, years of relevant work experience, education, and other relevant qualifications specific to the role. $200,000-$250,000 The firm also offers robust Benefits offerings. Ares U.S. Core Benefits include Comprehensive Medical/Rx, Dental and Vision plans; 401(k) program with company match; Flexible Savings Accounts (FSA); Healthcare Savings Accounts (HSA) with company contribution; Basic and Voluntary Life Insurance; Long-Term Disability (LTD) and Short-Term Disability (STD) insurance; Employee Assistance Program (EAP), and Commuter Benefits plan for parking and transit. Ares offers a number of additional benefits including access to a world-class medical advisory team, a mental health app that includes coaching, therapy and psychiatry, a mindfulness and wellbeing app, financial wellness benefit that includes access to a financial advisor, new parent leave, reproductive and adoption assistance, emergency backup care, matching gift program, education sponsorship program, and much more. There is no set deadline to apply for this job opportunity. Applications will be accepted on an ongoing basis until the search is no longer active.

GlobalFoundries (GF) is a leading full-service semiconductor foundry providing a unique combination of design, development, and fabrication services to some of the world's most inspired technology companies. With a global manufacturing footprint spanning three continents, GF makes possible the technologies and systems that transform industries and give customers the power to shape their markets. For more information, visit *********** New College Graduates Overview: We offer many full-time employment paths for recent graduates, which provide accelerated training in a fast-paced work environment, cross-functional working opportunities, and talent mobility. New college graduates are provided with mentorship, networking, and leadership opportunities, which give our new team members life-long connections and skills. Summary of Role: GlobalFoundries is seeking a New College Graduate HR Business Partner to join our dynamic and collaborative Global HR team. This role offers hands-on experience supporting business leaders and employees within the Enablement Functions. Essential Responsibilities include: Support the Global Lead HRBP in executing HR programs aligned with business goals, including performance management, talent development and employee engagement initiatives. Partner with leaders in the Enablement Functions to design and implement medium-to long-term HR strategies aligned with business objectives. Drive organization and leadership development efforts, supporting employee engagement, and partner with managers to address root causes of people-related issues using a data driven, systematic approach Contribute to talent management and succession planning initiatives within the client organization. Serve as a trusted HR partner, acting as a change agent, brand ambassador, advisor, and member of the line management staff. Other Responsibilities: Perform all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs. Works and collaborates other projects and/or assignments as needed. Required Qualifications: Education - Graduating with Bachelor's or Master's in Business Administration, Psychology, Labor Relations, Marketing or related field from an accredited degree program. Exposure to core HR functions such as onboarding, employee engagement or performance management. Familiarity with HR systems or tools such as Workday or similar platforms Demonstrated ability to work within cross-functional teams, ideally in a team-based academic project or student organization. Strong communication, interpersonal, and problem-solving skills, with the ability to handle sensitive topics with professionalism Experience in data analysis or using metrics to help make or inform decisions, ideally in an academic, internship or project-based setting. Must have at least an overall 3.0 GPA and proven good academic standing. Language Fluency - English (Written & Verbal) Travel - Up to 10% Preferred Qualifications: Prior related internship or co-op experience. Demonstrated prior leadership experience in the workplace, school projects, competitions, etc. Project management skills, i.e. the ability to innovate and execute on solutions that matter; the ability to navigate ambiguity. Strong written and verbal communication skills Strong planning & organizational skills #NCGProgramUS Expected Salary Range $50,400.00 - $99,100.00 The exact Salary will be determined based on qualifications, experience and location. If you need a reasonable accommodation for any part of the employment process, please contact us by email at usaccommodations@gf.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address. An offer with GlobalFoundries is conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations. GlobalFoundries is fully committed to equal opportunity in the workplace and believes that cultural diversity within the company enhances its business potential. GlobalFoundries goal of excellence in business necessitates the attraction and retention of highly qualified people. Artificial barriers and stereotypic biases detract from this objective and may be illegally discriminatory. All policies and processes which pertain to employees including recruitment, selection, training, utilization, promotion, compensation, benefits, extracurricular programs, and termination are created and implemented without regard to age, ethnicity, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic or category specified by local, state or federal law

The Director of Human Resources exercises the powers and duties of a Personnel Officer as provided for in the New York State Civil Service Law; Responsibilities of the Director of Human Resources fall within the areas of Civil Service administration, labor relations, benefits administration, and responsibility for the operations of the Livingston County Human Resources Department. Work is performed in the office and in the field. The individual works under the direction of the County Administrator and exercises supervision over the staff of the Livingston County Human Resources Department. The individual performs the typical work activities set forth below and performs other related duties as assigned. TYPICAL WORK ACTIVITIES: Administers the provisions of the New York State Civil Service Law and Civil Service Rules for Livingston County, as well as all municipalities, school districts, public libraries, and special districts within Livingston County; Prepares and administers rules for County officers and employees subject to the approval of the County Administrator and as otherwise provided by law; Assists the County Administrator with collective bargaining negotiations, as well as analyzing, responding to, and resolving grievances under existing collective bargaining agreements; Administrates and coordinates all benefits programs and plans for current County employees and eligible retired County employees, as appropriate; Assists department heads with handling and resolving employee complaints and grievances under existing collective bargaining agreements, and other personnel related matters including but not limited to employee performance issues and corrective action; Conducts employment investigations regarding discrimination and harassment complaints and other employment matters as directed by the County Administrator or the Board of Supervisors; Provides certification for payrolls in compliance with federal and state law, rules, and regulations; Oversees the County's unemployment program, including but not limited to ensuring timely and appropriate responses to unemployment claims and assisting with unemployment appeals; RECRUITMENT BROCHURE CAN BE FOUND HERE: ************************************************************************ FULL JOB SPECIFICATION CAN BE FOUND HERE: ************************************************************************

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.

Are you a strategic partner who thrives on empowering leaders and teams to scale effectively? Do you bring a deep understanding of Go-to-Market dynamics and a passion for building high-performing, values-driven organizations? Are you excited to leverage data, technology, and coaching to shape a future-ready workforce and culture? If so, we invite you to be a part of our innovative team. As a Senior Staff / Principal HR Business Partner at Ridgeline, you'll serve as a critical advisor to our Go-to-Market (GTM) leadership team across Sales, Marketing, Customer Success, and Product Strategy. This highly visible role blends strategy and execution, influencing everything from organizational design and workforce planning to leadership development and performance culture. You'll craft people strategies that directly support scalable growth and innovation-and you'll be empowered to leverage the latest tools, including AI platforms like ChatGPT, to amplify impact and efficiency across the function. *NOTE: This role may be hired at a Senior Staff level or a Principal Level.* At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions-not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture. If this excites you, we'd love to meet you. You must be work authorized in the United States without the need for employer sponsorship. The impact you will have: Serve as a trusted strategic advisor to GTM and executive leaders, aligning people strategies with business goals. Design and implement scalable organizational structures, workforce strategies, and talent roadmaps through cross-functional alignment and influence. Coach executives and senior leaders to elevate their leadership effectiveness, impact, and organizational health. Lead cross-functional initiatives to build leadership capability and drive talent planning across GTM. Partner with Finance, GTM Operations, and HR to shape compensation and incentive programs that balance competitiveness, accountability, and fiscal discipline. Apply data, analytics, and AI-driven insights to inform people decisions, identify organizational opportunities, and measure program outcomes. Navigate and resolve complex employee relations matters with integrity and alignment to Ridgeline values Drive a culture of accountability, feedback, and inclusion to promote team clarity and engagement. Mentor other HR team members and model Ridgeline's culture of continuous learning, collaboration, and resilience. Stay informed on HR and technology trends (including AI) and translate insights into actionable strategies that enhance GTM effectiveness and innovation. What we look for: 10-12+ years of HR Business Partner experience, ideally in high-growth, customer-facing tech environments. Demonstrated success advising executive leadership and shaping people strategy in GTM functions. Strong background in organizational design, talent planning, leadership development, and change management. Analytical mindset with the ability to translate insights into strategic people programs. Skilled at influencing cross-functional stakeholders with clarity and empathy. Exceptional communication and coaching skills. High comfort with ambiguity and a proactive, ownership-driven mindset. Experience with or curiosity about using AI tools and people analytics to scale impact. Experience leading HR initiatives during a period of GTM hypergrowth Bonus: Familiarity with investment management or enterprise SaaS business models About Ridgeline Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry. Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before. With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a “Best Workplace for Innovators,” by The Software Report as a “Top 100 Software Company,” and by Forbes as one of “America's Best Startup Employers.” Ridgeline is proud to be a community-minded, discrimination-free equal opportunity workplace. Ridgeline processes the information you submit in connection with your application in accordance with the Ridgeline Applicant Privacy Statement Compensation and Benefits The typical starting salary range for new hires in this role is listed below. This role may be hired at a Senior Staff Level or Principal level depending on candidate skill, experience and qualifications The typical starting salary range for this role at the Senior Staff Level is: $170,000 - $190,000. The typical starting salary range for this role at the Principal Level is: $200,000 - $235,000. Final compensation amounts are determined by multiple factors, including candidate experience and expertise, and may vary from the amount listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary, 100% of Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits. #LI-Hybrid

People Inc. is looking for a Lead Human Resources Business Partner to help support our growing Product Development technology team. The ideal candidate will be a strategic thought leader and a hands-on problem solver who can effectively partner with business leaders to drive organizational success. This role requires someone who is not only an expert in HR but also a proactive and adaptable professional who can navigate complex challenges and ambiguity with confidence. The HRBP team partners with leadership to drive organizational effectiveness, implement change management strategies, and improve employee engagement. We work closely with various teams to shape performance management, talent retention strategies, and career development initiatives. Our goal is to foster a supportive and high-performance culture across the organization. Strategic Partnership & Planning: You'll act as a strategic advisor to business leaders, aligning HR initiatives and policies with organizational goals. This includes planning and prioritizing to effectively anticipate the needs of various stakeholders. You'll need to use your ability to make sense of complex, and sometimes contradictory, information to solve problems and drive results. Problem-Solving & Innovation: You'll use your expertise to solve complex issues, uncovering the root cause of problems and evaluating different solutions. We're looking for someone who comes up with new and better ideas, introducing fresh perspectives to old problems. You'll need to be action oriented, taking the lead on new challenges and seizing opportunities. Organizational Effectiveness: You'll maneuver comfortably through complex organizational dynamics, policies, and processes. You'll optimize work processes, finding the most efficient ways to get things done, and constantly seek ways to improve them. Your ability to manage ambiguity through being resourceful will be key, as you'll often have to operate effectively even when the way forward isn't clear. Accountability & Trust: You'll be responsible for ensuring accountability across the board, holding yourself and others accountable to meet commitments. A crucial part of this role is instilling trust in your partners by being honest, authentic, and following through on your commitments. Employee Relations & Development: You'll handle a variety of employee relations issues, demonstrating situational adaptability and a strong ability to understand different situations and adjust your approach accordingly. You'll also need to have self-awareness, strong ability to be resourceful and seek feedback to grow from every experience. The Role's Minimum Qualifications and Job Requirements: Education: Bachelor's degree or equivalent training/experience Experience: Minimum of 5 years in an HRBP role with experience supporting senior business leaders and multiple client groups. Prior experience in the digital, media, technology or the start-up space is highly preferred. Specific Knowledge, Skills, Certifications and Abilities: Strong HR procedure, best practice, and legal knowledge. Ability to successfully influence sustainable change Excellent consulting skills Must be a strong negotiator who can constructively position a positive POV Must have a strong business acumen Strong verbal and written communication skills High degree of ingenuity and creativity, with a past track record of developing innovative solutions that matter Must be resourceful especially in moments that may be ambiguous Experience with Workday is highly preferred. Ability to manage multiple projects and shift priorities as customer needs change Ability and desire to take on new and unfamiliar tasks and assignments Ability to work on teams as well as independently Good judgment skills Must be an effective problem solver Ability to deliver results in a consultative and collaborative manner % Travel Required ( Approximate ): It is the policy of People Inc. to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, the Company will provide reasonable accommodations for qualified individuals with disabilities. Accommodation requests can be made by emailing *************. The Company participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: ********************************** Pay Range Salary: New York: $100,000.00 - $120,000.00 The pay range above represents the anticipated low and high end of the pay range for this position and may change in the future. Actual pay may vary and may be above or below the range based on various factors including but not limited to work location, experience, and performance. The range listed is just one component of People Inc's total compensation package for employees. Other compensation may include annual bonuses, and short- and long-term incentives. In addition, People Inc. provides to employees (and their eligible family members) a variety of benefits, including medical, dental, vision, prescription drug coverage, unlimited paid time off (PTO), adoption or surrogate assistance, donation matching, tuition reimbursement, basic life insurance, basic accidental death & dismemberment, supplemental life insurance, supplemental accident insurance, commuter benefits, short term and long term disability, health savings and flexible spending accounts, family care benefits, a generous 401K savings plan with a company match program, 10-12 paid holidays annually, and generous paid parental leave (birthing and non-birthing parents), all of which may vary depending on the specific nature of your employment with People Inc. and your work location. We also offer voluntary benefits such as pet insurance, accident, critical and hospital indemnity health insurance coverage, life and disability insurance. #NMG#

Job Description Grow Your Career with Elm Grove Companies At Elm Grove Companies, we believe that great residential communities start with great people. If you're interested in property management and want to work in a casual, friendly environment with lots of room to grow, we'd love to stay connected. Even if the perfect role isn't open today, joining our Talent Community ensures you'll be the first to know when new opportunities come up across our properties. Who We Love to Meet We're always excited to connect with people who enjoy working with residents, solving everyday problems, and helping communities thrive. We frequently hire for: Property Management & Leasing - Property Manager - Assistant Property Manager - Community Manager - Leasing Consultant Maintenance & Facilities - Maintenance Technician - Maintenance Supervisor - Groundskeeper / Porter - HVAC & Skilled Trades Office & Support Roles - Resident Services - Administrative Support - Operations - Marketing or Accounting Support If you're dependable, people-focused, and like making a difference in residents' daily lives, Elm Grove Companies is a great place to build your career. Why Join the Elm Grove Talent Community? When you join, you'll: - Get updates on new openings that match your skills - Be considered for roles before they're widely posted - Learn more about our culture, team, and properties - Have a direct connection with our hiring team for future opportunities We're growing-and we love promoting from within and helping our team members grow with us. What It's Like Working at Elm Grove Companies Working here feels comfortable, supportive, and community driven. We keep things casual but professional, focused on teamwork and doing right by our residents. We offer: - Competitive pay - Health and wellness benefits - Paid time off - Training and career development - Opportunities to move up within the company - A welcoming team that supports your success Ready to Stay Connected? Joining our Talent Community is simple: - Share your resume and let us know the types of roles you're most interested in. - Tell us your preferred location or Elm Grove community. - We'll reach out when a position that fits your background becomes available. - We are always expanding in different locations including upstate NY Equal Opportunity Employer Elm Grove Companies is proud to be an Equal Opportunity Employer. We value a workplace where everyone feels welcome and supported.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Salary: $70,000?$85,000 per year Schedule: Full-Time Benefits: 401(k) with match, health, dental, vision, and life insurance, generous paid time off Join a Mission-Driven HR Team that Makes a Difference Our respected and values-driven client in the Amsterdam, NY area is seeking an Assistant Director of Human Resources to help shape an exceptional workplace culture and support a large, dedicated workforce. This is an opportunity to combine people leadership with strategic insight?supporting nearly 1,600 employees through data-driven decision-making, compassionate leadership, and forward-thinking HR initiatives. Key Responsibilities Lead Recruitment with Purpose Oversee hiring strategies to attract, engage, and retain high-quality talent. Partner with recruitment staff to develop strong candidate pipelines and promote inclusive hiring practices. Align workforce planning with organizational goals and values. Use Data to Drive Strategic Decisions Develop and maintain HR dashboards to monitor key metrics such as turnover, cost-per-hire, and benefits utilization. Analyze trends and translate data into actionable insights for senior leadership. Collaborate across HR, Benefits, and HRIS teams to ensure data accuracy and meaningful reporting. Foster a Positive and Supportive Workplace Address employee relations issues with fairness, discretion, and empathy. Provide guidance to managers on complex HR matters and promote compliance with policies and regulations. Support initiatives that strengthen engagement and organizational culture. Be a Trusted Partner and Mentor Work closely with the Director of Human Resources on strategic priorities. Mentor HR team members and encourage professional growth across the department. Represent HR in cross-departmental projects and organizational planning efforts. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. 3?5 years of progressive HR experience, including recruitment and employee relations. At least 2 years in a supervisory or team lead role. Strong analytical skills with experience using HR data and metrics to inform decisions. Proficiency in Excel and HR systems (HRIS, ATS). Excellent communication, collaboration, and problem-solving abilities. Calm, people-first leadership style with a focus on empathy and integrity. Preferred: SHRM-CP, PHR, or equivalent certification. Why You'll Love Working Here This organization is dedicated to creating a workplace where employees feel valued, respected, and supported in their professional growth. With a long history of excellence and multiple 'Top Workplace' awards, it's a place where HR leaders can make a genuine impact while advancing their own careers.

KIPP Capital Region is a part of a national network of high-performing public Charter Schools committed to creating joyful, academically excellent, and prepared students with the skills, ability, and confidence to pursue their paths to college, career, and beyond. Located in both Albany and Troy, NY, KIPP Capital Region serves 2,500+ students in grades K-12 across seven schools. We believe every individual walks through the doors of schools bearing gifts. Talent. Perspective. Drive. Inspiration. So at KIPP Capital Region, we support every student and educator to see those gifts, and then build the skills and confidence they need to thrive. We are committed to furthering anti-racism, equity, and racial justice in all our efforts, and expect all of our stakeholders to participate in this work so that we can create a future without limits for our students, together. Position Overview The Manager of Talent Acquisition & Attraction is responsible for developing new, innovative, and competitive recruiting strategies, processes, and programs supporting business objectives to attract and acquire a qualified talent pool. Duties and Responsibilities Recruitment & Selection Manage the full recruitment process, including job postings, sourcing and screening candidates, coordinating all interview logistics, and facilitating Selection Days. Draft and post engaging job descriptions and social media content to attract qualified candidates. Design comprehensive, tailored interview materials to ensure alignment with role requirements and enable objective evaluations by Selection Day committees. Maintain consistent and professional candidate communication throughout the full recruitment lifecycle to ensure a timely, warm, and professional experience. Collaborate with hiring managers and the Director of Talent Acquisition & Attraction to ensure interview logistics are coordinated and processes are followed consistently. Support onboarding coordination by preparing materials and ensuring compliance with hiring requirements, including fingerprinting and documentation. Attend and support job fairs, college career days, and community events as a representative of KIPP Capital Region. Sourcing & Talent Pipelines Proactively source candidates through online platforms, networking, referrals, and community partnerships. Maintain and update candidate databases and talent pools for future hiring needs. Partner with staff across schools to encourage internal referrals and support the employee referral program. Research and recommend new tools and channels to improve sourcing and outreach efforts. Talent Attraction & Strategy Support the Director of Talent Acquisition & Attraction in developing and executing talent attraction and recruitment strategies that align with organizational goals. Assist in implementing employer branding initiatives to strengthen visibility and reputation as an employer of choice. Help maintain relationships with community partners, colleges, and organizations to build a diverse and qualified talent pipeline. Stay informed on current recruitment trends and share recommendations to enhance the region's hiring efforts. Assist with tracking and monitoring recruitment budgets, invoices, and advertising expenses for approval by the Director of Talent Acquisition & Attraction. Data, Analysis & Reporting Track and report on recruitment metrics to support reporting initiatives such as time-to-hire, applicant flow, and source of hire. Maintain accurate data in applicant tracking and ATS systems to ensure consistency and reliability. Prepare reports and dashboards for the Director and HR team to support data driven decision making. Assist the Director of Talent Acquisition & Attraction in conducting surveys or research related to talent trends, compensation, and employment activity. Collaboration & Stakeholder Engagement Work closely with the Director of Talent Acquisition & Attraction and the HR Team to coordinate priorities and ensure smooth communication with hiring managers. Maintain positive and professional relationships with internal stakeholders, including hiring managers and School Leaders. Provide consistent updates on recruitment status and candidate pipelines. Collaborate with Communications and Operations teams to align messaging, materials, and logistics for recruitment efforts. Represent KIPP Capital Region professionally at internal and external recruitment events. Retention & Employee Experience Support efforts to strengthen staff engagement and retention by maintaining positive relationships with current employees. Assist with the Intent to Return (ITR) process, including data tracking, communication, and follow up. Assist with the Intent to Return (ITR) process by updating the talent map throughout the school year, tracking data, communicating with stakeholders, following up with employees, ensuring key information is shared appropriately, and maintaining confidentiality throughout the process. Help collect and organize feedback from onboarding, exit, and engagement surveys to inform improvement plans. Partner with HR and school leaders to identify and support employee needs as they arise. KIPP Capital Region Perform other duties outlined by the Director of Talent Attraction & Acquisition and Chief People Officer (CPO). Committed to furthering anti-racism, equity, and racial justice in all our efforts, and expect all our stakeholders to participate in this work so that we can create a future without limits for our students together. Complies with all charter, federal, state, and local laws and regulations, including the NYS Department of Education, Department of Health, and NYS Office of Children and Family Services. Adheres to organization policies and procedures; promotes and supports mission, vision, and values, including developing and participating in internal surveys and data collection for continuous improvement initiatives. Qualifications Education and Experience Bachelor's Degree from an accredited College or University is required. A degree in Communications, Human Resources, Sales, or a related field is preferred. SHRM-CP or SHRM-SCP is a plus. Proven experience in Recruitment, Sales, HR, or education is preferred. Deep understanding of the competitive talent market, strong stakeholder relationship skills, and expertise in leveraging direct sourcing techniques with the ability to drive results-oriented initiatives. Ability to effectively advise, coach, interact, and navigate crucial conversations, including a demonstrated understanding of negotiation techniques. Strong interpersonal skills, with the ability to develop productive working relationships with stakeholders across functional and organizational lines. Experience working directly with students, preferably in a charter, private, or public school environment. Prior experience working in schools and urban communities is preferred but not required. Ability to work a flexible schedule outside of regular business hours, including night and weekend hours as necessary. Aptitude to create and work within an inclusive environment that honors and supports a diversity of backgrounds and perspectives. Physical Requirements The physical demands described here represent those that an employee must meet to perform the essential functions of this job successfully. Reasonable accommodations may enable individuals with disabilities to perform the essential functions. This role operates in a professional office environment and routinely uses standard office equipment. Prolonged periods of sitting at a desk and working on a computer. Must be able to access and navigate all areas of the school and other facilities as needed. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Must be able to communicate clearly and effectively through verbal and written means, both in person and via phone, video conferencing, and email. The employee must be able to read, write, and speak English fluently. While performing the duties of this job, the employee is required to stand, walk, sit, use fingers to type, handle or feel objects, tools, or controls, reach with hands and arms, climb stairs, balance, stoop/bend and reach, kneel, crouch or crawl, talk, and hear. Must be able to move throughout various work locations, attend recruitment events, and occasionally travel to schools, colleges, and job fairs (up to 25-30% of the time). Dexterity requires writing and operating standard office machines such as computers, printers, copiers, fax machines, phones, and calculators. Occasional standing, walking, bending, or lifting to 20 pounds (e.g., event materials, recruitment signage, or office supplies). Ability to focus on detailed work for extended periods of time. Ability to handle high volumes of information and multitask effectively. Capacity for sustained attention and problem-solving in dynamic, fast-paced settings. Ability to manage confidential information with discretion and sound judgment. Additional Information Work Perks When you join KIPP Capital Region, you are joining in on our promise to families that their children will enter college and the professional world able to thrive academically due to their literacy, numeracy, and core knowledge in science and social studies. We also promise that our students will develop a passion for learning and the drive necessary to persevere as they climb the mountain to and through college and career. Our graduates will be prepared to return to their community as teachers, leaders, and architects of continued growth in the Capital Region. And while the biggest perk to working at KIPP Capital Region is doing work that makes a lifelong difference in the lives of our students, you'll find that's not the only benefit we offer: Generous time-off Industry-leading medical, dental, and vision coverage Aggressive employer 403(b) contribution match Childcare benefits Unparalleled work/life integration Casual dress code Relocation stipend (conditions apply) And so much more! For more information on the benefits of joining KIPP Capital Region, please view our Employee Benefits Summary. Learn More: KIPP Capital Region offers a competitive salary ranging from $68,400 - $75,600 Salaries are determined using an equitable compensation scale that accounts for years of experience relevant to the role and longevity within the KIPP network. KIPP Capital Region will evaluate and determine the step/level a new hire will be placed within our teacher salary scale at point of hire. All staff and educators at KIPP Capital Region are committed to anti-racism and inclusion, are part of a close-knit diverse community, and are encouraged to show up authentically, inspiring our children to do the same. Learn more about what it's like to work at KIPP Capital Region: kippcapital.org/join-our-team/ This role is located at KIPP Capital Region schools in Albany, NY and Troy, NY.

Benefits: 401(k) matching Dental insurance Paid time off Training & development Vision insurance Wellness resources Job Title: Director of Human Resources Department: Administration Status: Full Time Classification: Exempt Work Weeks/Year: 52 Reports To: Executive Director Grade Scale: Exempt Salary: Base $2,876.16 per pay period L.E.A.P.'s HR Director will serve as the head of the Human Resources function and as a key business partner and peer to the management team in leading and creating initiatives, systems, and best practices to recruit, develop, and train a diverse and high-performing workforce and who will build an organizational culture that supports advancement of our mission and strategic plans. It is the understanding and expectation of this organization that all employees will take the opportunity to contribute to the overall success and mission of the agency above and beyond the basic requirements of their job. ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to the following: (The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position) Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 1. Annually reviews, makes recommendations, and revises Agency's policies, procedures, and practices on personnel matters. Communicates changes in Agency personnel policies and procedures and ensures proper compliance is followed. 2. Maintains knowledge of industry trends and employment legislation and ensures Agency compliance. Consults with legal counsel as necessary. 3. Recommends, evaluates, and participates in Staff Development for the Agency. 4. Administers or oversees the administration of human resources programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management, productivity, recognition, and morale; occupational health and safety; and training and development. 5. Assists executive management in the annual review, preparation and administration of Agency Strategic Plan, Succession Plan, and Wage and Salary Programs. 6. Works directly with Program Directors and department managers to assist them in carrying out their responsibilities on personnel matters. 7. HRIS implementation or maintenance to meet and support Agency personnel information needs. 8. Compile and coordinate or oversee required program reporting and submittal of reports per specified guidelines and timeframes. 9. Supervision and professional development of HR Manager and Onboarding Coordinator. 10. Oversees hiring, training, discipline, and termination of employees; planning, assigning, and directing work; addressing complaints, and resolving issues in coordination with the Program Directors, HR Manager, Onboarding Coordinator and Supervisors. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions REQUIRED SKILLS/ABILITIES: 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, skills, and/or abilities required. 1. Demonstrated knowledge of labor relations laws, principles, and practices 2. Ability to adapt to the needs of the agency and employees 3. Superior verbal/written skills and presentation skills. Good punctuation, spelling, grammar and attention to detail a must. Strong interpersonal skills essential. 4. Strong analytical and problem-solving skills 5. Strong supervisory and leadership skills 6. Strong technology background and adept with multiple platforms and systems, especially as relates to maintaining HR functions (employment, tracking, personnel management) 7. Demonstrated ability to work effectively under pressure and meet established deadlines 8. Ability to prioritize tasks 9. Proficient with Microsoft Office Suite or related software 10. Excellent interpersonal and negotiation skills 11. Adhere to the agency's policy on confidentiality both within the Agency and community and adhere to all Agency and program policies and procedures EDUCATION and/or EXPERIENCE 1. Bachelor's degree or equivalent of four to ten years related experience and/or training or equivalent combination of education and experience. 2. HRCI/SHRM accreditation 3. Valid NYS Driver's License which meets agency standards PHYSICAL REQUIREMENTS 1. Sedentary work. The person in this position may occasionally exert up to 10 pounds of force to grasp, lift, carry, push, pull, or otherwise move objects 2. This position may require the person to frequently move about their assigned office and/or other L.E.A.P. centers 3. This position performs the essential functions in an indoor office setting This is not intended to be all inclusive. The employee will perform other reasonably related business duties as assigned by the Executive Director. L.E.A.P. reserves the right to revise or change job duties or responsibilities as the need arises. This job description does not constitute a written or implied contract of employment. The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Compensation: $74,780.16 per year We seek to take the burden and over-whelm of your financials and back-end business tasks off your plate; offering you a sense of relief and time to focus your attention on building your business. What Sets Us Apart We are relationship-driven and focused on providing successful solutions for our clients. Transparency and efficiency are key values we hold true to in our work. We support, we lead and we provide. We work in your business, so that you can focus your attention on growing your business. We reduce costs Hiring and training full or part-time staff can be very expensive. Paying for an employee with benefits is costly. Many companies and nonprofits either do not need a full-time position OR need additional help that does not require an additional in-house employee. Working with Capital CFO+ lets you focus your human resources where you need them most. We improve efficiency When you have an expert working on a project, they will be faster, effective, and efficient. Working with Capital CFO+ gives owners and leaders an essential competitive advantage. By outsourcing activities that are routine, administrative, or require specialized skills, you can focus more on core functions and ensure that your company thrives and succeeds. We level the playing field Most small firms simply can't afford to match the in-house support services that larger companies maintain. Capital CFO+ helps small firms act “big” by giving them access to the same economies of scale, efficiency, and expertise that large companies enjoy. Our Mission We are here to be your business partner. From simplifying your finances, to priori-tizing your back-end needs, we listen to your objectives and work to put the pieces of your business together to form a solid foundation and a brand built for success. Explaining your financials so they are straightforward and easy to understand. Being transparent with our work and allowing you to be, too. Being accurate and exact with our reporting and recordkeeping.

Compensation: Hourly: $34.62/hr *The offered salary or salary range is based on several factors, including, but not limited to, overall experience, relevant experience, education level, certifications, applicable skills and expertise, and location of the position.” Position Overview:Reporting into the store based Area HR Manager, the Human Resources Assistant Manager will be responsible for providing training and support for HR functions including but not limited to training Store Managers, HR Associates and Coordinators, payroll, timecard enforcement and maintenance of personnel files.Job Description: Partner with Area Human Resources Manager on employee relations issues and staffing objectives Process various reports and focus on the administrative tasks associated with HR recording, policy and procedure Process liaison for employee relations questions and concerns, leaves of absence, paid time off, workers compensation, etc. Assist with interviews, investigations, disciplinary actions, and provides HR support at the store level Collaborates with other functional groups including store managers, human resources, training and payroll Provides training for Store Managers and Human Resources Coordinators including but not limited to HR processes and procedures, employment laws, recruiting, etc. Advises Area Manager and Store Managers on workforce planning Supports in recruiting for the store by developing and maintaining professional relationships with external sources to generate applicant flow including learning institutions, government agencies, independent organizations including nonprofit agencies, and other employment sources Utilizes recruiting tools and employs talent acquisition strategies to source external candidates by conducting on-site recruiting events, holding job fairs, and shopping the competition to find potential talent Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying the department of new hire start date Assist with all recruitment efforts including setting up and participating in on-site and external job fairs Support in the posting and updating of open positions on internal and external job boards Partners with Store Manager to manage and control monthly personnel costs Partners with Stores HR group to solve company issues Assist with special projects as assigned by management Supports and manages support for multiple locations Qualifications: Bachelors Degree Minimum of two (2) years human resources or related experience. Experience in retail preferred Strong PC knowledge which include MS Excel, Word Experience with applicant tracking systems and Hume Resources Systems (Workday strongly preferred) Excellent Customer Service skills Ability to maintain confidentiality Must possess excellent written and verbal communication skills Knowledge of HR policies and practices, employment law, recruitment and employment practices, Equal Employment Opportunity regulations and guidelines Ability to work a flexible schedule that meets the business needs, including evenings and weekends Travel may be required (10-25%) Benefits: Medical, dental, and vision coverage 401k plan - 100% match on the first 3% you contribute, 50% on the next 2% you contribute Paid parental leave Fertility benefits, including IVF Life insurance Short-term and long-term disability insurance HSA/FSA options Employee Assistance Program Vacation & Personal Time Off Sick & Wellness Time Off 30% Employee Merchandise Discount Employee Referral Bonus Commuter benefits The Company is committed to equal pay initiatives and will not ask candidates for their current or past salary. As an Equal Opportunity Employer, Fast Retailing does not discriminate against applicants or employees because of race, color, creed, religion, sex, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other status or condition protected by applicable federal, state or local law.

People Inc. is looking for a Lead Human Resources Business Partner to help support our growing Product Development technology team. The ideal candidate will be a strategic thought leader and a hands-on problem solver who can effectively partner with business leaders to drive organizational success. This role requires someone who is not only an expert in HR but also a proactive and adaptable professional who can navigate complex challenges and ambiguity with confidence. The HRBP team partners with leadership to drive organizational effectiveness, implement change management strategies, and improve employee engagement. We work closely with various teams to shape performance management, talent retention strategies, and career development initiatives. Our goal is to foster a supportive and high-performance culture across the organization. Strategic Partnership & Planning: You'll act as a strategic advisor to business leaders, aligning HR initiatives and policies with organizational goals. This includes planning and prioritizing to effectively anticipate the needs of various stakeholders. You'll need to use your ability to make sense of complex, and sometimes contradictory, information to solve problems and drive results. Problem-Solving & Innovation: You'll use your expertise to solve complex issues, uncovering the root cause of problems and evaluating different solutions. We're looking for someone who comes up with new and better ideas, introducing fresh perspectives to old problems. You'll need to be action oriented, taking the lead on new challenges and seizing opportunities. Organizational Effectiveness: You'll maneuver comfortably through complex organizational dynamics, policies, and processes. You'll optimize work processes, finding the most efficient ways to get things done, and constantly seek ways to improve them. Your ability to manage ambiguity through being resourceful will be key, as you'll often have to operate effectively even when the way forward isn't clear. Accountability & Trust: You'll be responsible for ensuring accountability across the board, holding yourself and others accountable to meet commitments. A crucial part of this role is instilling trust in your partners by being honest, authentic, and following through on your commitments. Employee Relations & Development: You'll handle a variety of employee relations issues, demonstrating situational adaptability and a strong ability to understand different situations and adjust your approach accordingly. You'll also need to have self-awareness, strong ability to be resourceful and seek feedback to grow from every experience. The Role's Minimum Qualifications and Job Requirements: Education: Bachelor's degree or equivalent training/experience Experience: Minimum of 5 years in an HRBP role with experience supporting senior business leaders and multiple client groups. Prior experience in the digital, media, technology or the start-up space is highly preferred. Specific Knowledge, Skills, Certifications and Abilities: Strong HR procedure, best practice, and legal knowledge. Ability to successfully influence sustainable change Excellent consulting skills Must be a strong negotiator who can constructively position a positive POV Must have a strong business acumen Strong verbal and written communication skills High degree of ingenuity and creativity, with a past track record of developing innovative solutions that matter Must be resourceful especially in moments that may be ambiguous Experience with Workday is highly preferred. Ability to manage multiple projects and shift priorities as customer needs change Ability and desire to take on new and unfamiliar tasks and assignments Ability to work on teams as well as independently Good judgment skills Must be an effective problem solver Ability to deliver results in a consultative and collaborative manner % Travel Required ( Approximate ): It is the policy of People Inc. to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, the Company will provide reasonable accommodations for qualified individuals with disabilities. Accommodation requests can be made by emailing *************. The Company participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: ********************************** Pay Range Salary: New York: $100,000.00 - $120,000.00 The pay range above represents the anticipated low and high end of the pay range for this position and may change in the future. Actual pay may vary and may be above or below the range based on various factors including but not limited to work location, experience, and performance. The range listed is just one component of People Inc's total compensation package for employees. Other compensation may include annual bonuses, and short- and long-term incentives. In addition, People Inc. provides to employees (and their eligible family members) a variety of benefits, including medical, dental, vision, prescription drug coverage, unlimited paid time off (PTO), adoption or surrogate assistance, donation matching, tuition reimbursement, basic life insurance, basic accidental death & dismemberment, supplemental life insurance, supplemental accident insurance, commuter benefits, short term and long term disability, health savings and flexible spending accounts, family care benefits, a generous 401K savings plan with a company match program, 10-12 paid holidays annually, and generous paid parental leave (birthing and non-birthing parents), all of which may vary depending on the specific nature of your employment with People Inc. and your work location. We also offer voluntary benefits such as pet insurance, accident, critical and hospital indemnity health insurance coverage, life and disability insurance. #NMG#

Benefits: 401(k) matching Dental insurance Paid time off Training & development Vision insurance Wellness resources Job Title: Director of Human Resources Department: Administration Status: Full Time Classification: Exempt Work Weeks/Year: 52 Reports To: Executive Director Grade Scale: Exempt Salary: Base $2,876.16 per pay period L.E.A.P.s HR Director will serve as the head of the Human Resources function and as a key business partner and peer to the management team in leading and creating initiatives, systems, and best practices to recruit, develop, and train a diverse and high-performing workforce and who will build an organizational culture that supports advancement of our mission and strategic plans. It is the understanding and expectation of this organization that all employees will take the opportunity to contribute to the overall success and mission of the agency above and beyond the basic requirements of their job. ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to the following: (The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position) Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 1. Annually reviews, makes recommendations, and revises Agencys policies, procedures, and practices on personnel matters. Communicates changes in Agency personnel policies and procedures and ensures proper compliance is followed. 2. Maintains knowledge of industry trends and employment legislation and ensures Agency compliance. Consults with legal counsel as necessary. 3. Recommends, evaluates, and participates in Staff Development for the Agency. 4. Administers or oversees the administration of human resources programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management, productivity, recognition, and morale; occupational health and safety; and training and development. 5. Assists executive management in the annual review, preparation and administration of Agency Strategic Plan, Succession Plan, and Wage and Salary Programs. 6. Works directly with Program Directors and department managers to assist them in carrying out their responsibilities on personnel matters. 7. HRIS implementation or maintenance to meet and support Agency personnel information needs. 8. Compile and coordinate or oversee required program reporting and submittal of reports per specified guidelines and timeframes. 9. Supervision and professional development of HR Manager and Onboarding Coordinator. 10. Oversees hiring, training, discipline, and termination of employees; planning, assigning, and directing work; addressing complaints, and resolving issues in coordination with the Program Directors, HR Manager, Onboarding Coordinator and Supervisors. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions REQUIRED SKILLS/ABILITIES: 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, skills, and/or abilities required. 1. Demonstrated knowledge of labor relations laws, principles, and practices 2. Ability to adapt to the needs of the agency and employees 3. Superior verbal/written skills and presentation skills. Good punctuation, spelling, grammar and attention to detail a must. Strong interpersonal skills essential. 4. Strong analytical and problem-solving skills 5. Strong supervisory and leadership skills 6. Strong technology background and adept with multiple platforms and systems, especially as relates to maintaining HR functions (employment, tracking, personnel management) 7. Demonstrated ability to work effectively under pressure and meet established deadlines 8. Ability to prioritize tasks 9. Proficient with Microsoft Office Suite or related software 10. Excellent interpersonal and negotiation skills 11. Adhere to the agencys policy on confidentiality both within the Agency and community and adhere to all Agency and program policies and procedures EDUCATION and/or EXPERIENCE 1. Bachelors degree or equivalent of four to ten years related experience and/or training or equivalent combination of education and experience. 2. HRCI/SHRM accreditation 3. Valid NYS Drivers License which meets agency standards PHYSICAL REQUIREMENTS 1. Sedentary work. The person in this position may occasionally exert up to 10 pounds of force to grasp, lift, carry, push, pull, or otherwise move objects 2. This position may require the person to frequently move about their assigned office and/or other L.E.A.P. centers 3. This position performs the essential functions in an indoor office setting This is not intended to be all inclusive. The employee will perform other reasonably related business duties as assigned by the Executive Director. L.E.A.P. reserves the right to revise or change job duties or responsibilities as the need arises. This job description does not constitute a written or implied contract of employment. The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Senior Talent Manager Sixteenth, part of Whalar Group, is one of the leading, global, 360°Creator talent management companies. As the home of “good influence,” we're dedicated to building long-term, strategic partnerships that help Creators fulfill their professional and human potential. We believe in promoting positivity and purpose, enabling Creators to deliver culturally relevant content, achieve deeper audience engagement, and build lasting careers. Our team represents a diverse roster of 300+ Creators across all platforms and verticals like comedy, food, beauty, parenting, gaming, entrepreneurship, wellness, and more. Learn more: ****************** About the role: As a Senior Talent Manager, you'll be the driving force behind the careers of a select roster of top creators. You won't just manage talent - you'll help them build lasting brands, expand into new revenue streams, and seize opportunities across every corner of the creator economy. This is a strategic, hands-on role for someone who thrives at the intersection of talent representation, brand partnerships, and creative business development. You bring an existing network of brand and agency connections, deep industry knowledge, and an instinct for spotting where culture and commerce meet. Above all, you have a passion for helping creators grow their influence, impact, and income. We're looking for someone who can think big-picture while mastering the details - a true partner to talent who can map a five-year growth plan and still roll up their sleeves to negotiate a contract or project-manage a campaign. Here's what you'll do day-to-day: Build and manage your own roster of creators, developing long-term strategic growth plans tailored to each talent's ambitions. Drive new business for your talent through partnerships in ambassadorships, publishing, content development, syndication, product licensing, IP development, and brand building. Lead all stages of brand collaborations - from pitch to negotiation to flawless delivery - ensuring opportunities align with each talent's vision. Collaborate with publicists, model bookers, and commercial team members to deliver 360° career support. Cultivate and expand brand and agency relationships that align with your talent's positioning. Stay ahead of industry trends, platform updates, and emerging revenue models across TikTok, YouTube, Instagram, Amazon, and beyond. Support talent in building off-platform ventures, including entertainment, live events, and product launches. Plan and oversee high-impact events, launches, and brand activations. Develop post-campaign reports and case studies to showcase results to partners and stakeholders. Adapt and take on new priorities as your roster's careers evolve. Here's what we're looking for: A proven track record in talent management, influencer marketing, or brand partnerships - ideally with direct experience signing and retaining creator clients. Established roster of talent. Strong commercial instincts paired with a creative, brand-building mindset. Established network of brand, agency, and industry relationships. Deep understanding of digital marketing, content creation, and the social media landscape. Skilled negotiator with experience structuring and managing commercial contracts. Detail-obsessed and highly organized, able to manage multiple projects and priorities at once. Excellent written and verbal communication skills. Thrives in a fast-paced environment, with the flexibility to manage opportunities outside standard office hours. Builds strong relationships at all levels - from talent to executives to brand partners. Our values: At Whalar Group, diversity, equity, and inclusion (DEI) isn't just a statement, it's our collective strength. Our people are our superpower. A diverse team and inclusive leadership have shaped Whalar Group since our inception in 2016, fueling a constant evolution of growth. We champion a culture of respect and empathy, fostering a sense of belonging that transcends demographics. We hire individuals of all backgrounds and empower them to thrive, challenge stereotypes, and actively break societal barriers. Learn more. Our benefits and perks: Whalar Group provides flexible benefits and collaborative work environments and experiences so employees can work productively in a setting that best and uniquely suits their needs. Medical, dental, and vision 25 days of PTO + sick days + winter break 401k: up to 4% matching Monthly phone/internet reimbursement Yearly professional development stipend New joiner home office allowance Fertility benefits Up to 16 weeks of paid parental leave Volunteer days Identity theft protection and legal assistance Company-paid life and disability insurance Extra voluntary life insurance policy Voluntary hospital and critical illness insurance Voluntary pet insurance Employee resource groups Whalar Group 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. Equal opportunity extends to all aspects of the employment relationship, including hiring, promotions, training, working conditions, compensation, and benefits.