Human resources business partner jobs in Bensalem, PA - 213 jobs

Title: Human Resources Business Partner Travel: PA & MD Department: Human Resources - Retail Reports to: Senior Human Resources Manager SUMMARY OF JOB RESPONSIBILITIES: The Human Resources Business Partner will assist the in the assigned HR functions to support company culture and growth. This role will facilitate employee relations on behalf of the company within the different locations in the designated geographic area(s). The Human Resources Business Partner will help to provide an excellent workplace experience, assisting with inquiries about company policies, and ensuring best employee relations practices. ESSENTIAL FUNCTIONS AND BASIC DUTIES: Meets regularly in the assigned locations and attends department meetings to understand goals and objectives to provide appropriate guidance and support. Provides day-to-day assistance to all employees within the geographic area in any HR related matters maintaining effective communication. Recognizes sensitivity, complexity, and urgency of employee relations issues and takes appropriate action to provide sound guidance on resolutions protecting sensitive information or escalate issues to Senior Human Resources Manager. Serves as the initial contact and liaison for intake and assessment of employee issues and complaints. Responds to fact-findings and to conduct prompt, thorough, neutral, and accurate workplace investigations related to employee misconduct, discrimination, and other complaints. Conducts high-level workplace investigations on short timeframes ranging from simple to, sometimes, complex issues and escalating most significant issues to Senior Human Resources Manager. Tracks and logs thorough documentation of all incident reports and investigations on employee-related incidents following company protocols and in the corresponding company systems. Assesses training needs and provides recommendations on topics of employee-related training with Regional HR and assists with the coordination of training as needed. Provides HR policy guidance and interpretation to employees and/or supervisors assisting management in formulating responses. Assesses the location's work environment and communicate with Senior Human Resources Manager in areas of development. Interprets the need for the intermediate and long-term advancement potential of individuals and jobs to create organization opportunities for development. Promotes a collaborative approach to serve and support all employees across the geographic area in conjunction with strong ethics to represent and practice the company values. Assists with HRIS systems use and HR programs to employees when needed or recommends points of contact to help address employees' inquiries. Opens, organizes, and updates employee files. Tracks employee progress, noting promotions, recognitions, policy violations, and documenting them accordingly. Ensures all employee files are maintained according to law. Provides feedback to the Senior Human Resources Manager and Retail Area Managers regarding trends revealed when conducting exit interviews. Provides feedback to Talent Acquisition Recruiters regarding the competency of terminated employees. Participates in legal hearings to provide testimonies and monitoring proceedings. Assists the HR team with ensuring Employee Handbook is updated with current policies and procedures. Works closely with management and employees to improve work relationships, build morale, increase productivity, and retention. Provides recommendations on policies and procedures that support best practices and a positive work environment Any other duties as assigned. REQUIRED EDUCATION AND EXPERIENCE: Bachelor's degree in human resources or related field required. Minimum of three years of professional HR experience. One year of employee relations experience or equivalent through training and/or education. SKILLS/ABILITIES: Excellent oral and written communication skills, including excellent documentation and presentation skills. Thorough understanding of state and federal laws concerning labor relations, employment laws, EEOC, ADA, and any others. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. High level of analytical ability to find solutions on complex legal issues and dispute resolution. Highly organized and able to multi-task and meet deadlines in a fast-paced environment. Interpersonal skills to effectively and sensitively communicate with all levels of management, employees, as well as external contractors. Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations. Must maintain a high level of confidentiality. Microsoft Office knowledge. Travel Required: Frequent travel to different locations within a specific geographic area.

Client: International Media/Technology Organization Role: HR Operations Manager Salary: $90,000 - $100,000/annually + Bonus & Benefits Key Responsibilities: Benefits Support Ensure benefits programs comply with all applicable federal and state laws, including ERISA, HIPAA, COBRA, FMLA, ACA, and IRS regulations. Prepare and submit required compliance filings (e.g., 5500 forms, ACA reporting). Support internal and external audits by providing documentation and data as needed. Manage our benefits administration, including enrollments, changes, and employee inquiries. Direct the annual benefits open enrollment and compliance reporting. Liaise with benefits providers, consultants, and third-party administrators. Evaluate benefit plan performance, utilization, and employee satisfaction to identify improvement opportunities. Assist with the renewal and negotiation process for benefits plans and contracts. Payroll Support Prepare and process payroll on a weekly, biweekly, or monthly basis, depending on company schedule. Validate employee timecards, pay rates, deductions, and benefits contributions. Review and reconcile payroll reports to ensure accuracy before final submission. Process off-cycle payments, bonuses, commissions, and adjustments as needed. Maintain accurate payroll records in accordance with company policies and legal requirements. HR Administration Maintain accurate and up-to-date employee records in the HRIS (Human Resources Information System). Process employee onboarding, transfers, promotions, and terminations. Manage employment verification requests and employee documentation. Ensure HR policies and procedures are correctly implemented and followed. Compliance and Reporting Ensure compliance with local, state, and federal employment laws and company policies. Prepare HR metrics and reports, such as headcount, turnover, and absenteeism. Support audits (internal and external) by providing necessary documentation. Process Improvement Identify opportunities to streamline HR processes and improve operational efficiency. Support implementation and optimization of HR systems and tools. Contribute to the development and documentation of HR standard operating procedures (SOPs). Employee Support Serve as a point of contact for employee questions related to HR policies, benefits, and payroll. Provide guidance on HR processes and promote positive employee experience.

We are seeking a highly organized, detail-oriented Skills First Talent Program Support Specialist to manage the day-to-day operations of our Skills First internship and apprenticeship programs. This role focuses on attracting and developing candidates who possess in demand skills but may not have a four-year degree. You will help build and sustain innovative pathway programs that deliver skilled candidates to our teams. Qualifications • Bachelor's degree in a related field (e.g., Human Resources, Business Administration) or equivalent work experience. • Proven experience in program management, preferably within talent acquisition or career focused programs. • Strong understanding of future talent development and talent pipeline identification. • Demonstrated ability to design and deliver robust learning and development experiences. • Excellent written and verbal communication skills; able to interact effectively with stakeholders at all levels. • Strong organizational and project management skills, with the ability to prioritize and manage multiple tasks simultaneously. • Proficient with technology and software applications used to optimize program management processes. • Familiarity with social media platforms and their use for talent attraction and employer branding. • Strong analytical and problem-solving skills; able to collect and interpret data to inform program improvements. • Ability to work independently and collaboratively in a fast paced, deadline driven environment. • Able to identify trends and recommend curriculum improvements to align with business needs. • Ability to influence without authority, using data and stakeholder feedback. • Experience managing vendors and external partners. • Experience tracking and updating program budgets. Key Responsibilities • Serve as the primary point of contact for hiring managers, partners, and program participants-providing guidance, answering questions, and offering coaching/mentoring support. • Manage 6- and 12-month program experiences, including onboarding and offboarding, information sessions, networking events, and professional development activities. • Coordinate recruitment and outreach efforts to source candidates from alternative pathways. • Promote awareness of future talent programs internally to support participants' career progression and conversions to full time roles. • Develop, monitor, and maintain a comprehensive program dashboard tracking placements, conversions, retention, participant satisfaction, and other performance metrics. • Collect, document, and share best practices internally and externally; partner with other corporate and community organizations to continuously improve programming. • Utilize technology to streamline program operations, communications, data tracking, and reporting. Preferred (optional) • Prior experience working with community colleges, bootcamps, or apprenticeship providers.

Our Talent Managers work in a team environment and have responsibility for negotiating and developing business with new and current clients. Talent Managers market our services via telephone, video and by conducting in-person meetings with hiring managers and decision-makers in accounting and finance departments. Additional responsibilities include: recruiting, interviewing and matching highly skilled accounting and finance professionals with clients' projects, contract assignments and contract to full-time opportunities; managing ongoing engagements to deliver outstanding customer service to both clients and candidates; providing ongoing communication and career guidance to candidates; and participating in local trade association and networking events to increase Robert Half's presence in the local business community. Qualifications: 4-year degree preferred. 2+ years' experience with Business Development in a Metrics Driven environment. At least one with success in developing new business in a multi‐call, multi‐decision maker environment. Prior success marketing to and closing top level decision makers at small/medium sized businesses and cultivating mutually beneficial long term relationships. Working knowledge of current Windows Operating System, Microsoft Office Suite (especially Excel), and any Contact Management Application (Salesforce). Knowledge and familiarity with accounting and finance department operations. Positive attitude and an engaging businesslike approach.

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

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

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

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

Job DescriptionDescription: Venture Optical Management is searching for a SHRM certified professional with 10+ years of progressive human resources experience. Experienced in multistate payroll processing. This is a fully on-site role. SKILLS · Expert knowledge of employee benefits and 401(k) plan administration · Proficient in multi-state payroll processing · Strong analytical and problem-solving skills · Proficient in MS Office · Experience with Paylocity software · Must be responsive in addressing issues and completing projects that require timely management/oversight. · Excellent verbal and written communication skills · Responsible for all functions related to payroll processing. Ensuring timely and accurate payments to employees. · Validate tax and benefit deductions are accurate and in compliance with federal, state, and local laws. · Verify the accuracy of monthly employee benefits' premiums and maintain data to track, verify and analyze employee benefits-related costs. · Manage multi-state payroll tax issues and resolve tax notices · Manage annual open enrollment process. Ensure benefit profiles are set up accurately and file feeds to carriers are correct. · Administer leave of absence/FMLA claims · Consult with managers and employees on human resources issues. Establish trusted and collaborative relationships to promote and maintain a positive work environment. · Manage company benefit plans including 401(k), 457(b), PTO, health, dental, spending accounts, life & disability insurance, Cobra. · Process biweekly multistate payroll. · Lead the open enrollment process, effectively communicate plan details to ensure employees have the information needed to make informed choices. · Direct the annual employee performance review process. Calibrate performance scores and merit increases to achieve equity throughout the organization. · Perform compensation benchmarking, establishing market rates to guide pay decisions. · Develop annual labor and benefits budget. Identify staffing needs, forecast salary increases, budget future labor and benefit costs. Requirements: EDUCATION and QUALIFICATIONS · Bachelor's degree in human resources, business, or other relevant discipline preferred · An active member of SHRM

The Director of Human Resources coordinates long and short term planning and implementation of policies and procedures relating to hotel associates to help create a safe culture of hospitable service, resulting in strong productivity and an engaged workforce. Core Responsibilities: Administer, direct and facilitate the property Human Resources functions. Coordinate and direct the recruitment, processing, orientation and training of qualified applicants for all positions. Monitor performance appraisal systems. Administer benefits program appropriately. Accurately administer wage and salary program. Monitor compliance with local, state and federal laws, as well as established policies and procedures. Act in concert with hotel management team and property General Manager. Coach and counsel associates, including managers. Work in a cooperative and friendly manner with fellow associates. Practice a culture of guest service in all you do; promote courtesy, good will and a positive attitude in each and every encounter. Perform any reasonable request as assigned or directed by management. Knowledge, Skills and Abilities: Bachelor's degree in Human Resource or related business field Minimum 5 years' experience leading HR functions, demonstrating proven investigation and problem resolution skills Strong business communication skills verbal and written Strong presentation skills and ability to train at leadership and hourly level Knowledge of federal, state and local employment laws and regulations High work ethic and self-initiative Strong computer skills in Microsoft Suite Some travel may be required Regular attendance according to established guidelines May be required to work varying schedules to reflect the business needs of the property Must possess basic computational ability Focus and maintain attention to tasks, and complete work assignments on time despite frequent interruptions Ability to maintain excellent relationships with staff and maintain staff and guest confidentiality at all times Ability to converse calmly with upset associates, superiors and guests in intense emotional situations Ability to participate in, and at times lead departmental and/or hotel team meetings This job description is not an exhaustive list of all job functions that are required of an employee in this position. Therefore, other duties may be asked of an employee in this position from time to time.

We are seeking an HR Director to join our Penn Color team. You will play a pivotal role in executing HR strategies that align with organizational goals, with a strong focus on building and implementing a comprehensive HR roadmap. This is a true HR generalist role that requires a well-rounded background across all functional areas of Human Resources, including Recruitment & Talent Acquisition, Performance Management, Compensation & Benefits, Training & Development, Compliance & Legal, HR Policies & Procedures, HRIS (specifically Workday), Workforce Planning & Talent Management, Health & Safety, Change Management, and Employee Relations. This position requires someone who can balance strategic and tactical responsibilities, shaping long-term HR programs and strategies while remaining hands-on in daily operations. The ideal candidate is a strategic thinker who thrives on building from the ground up, with the ability to design and implement programs that drive engagement, talent development, and operational excellence while fostering trusted relationships with leaders and employees. A deep understanding of manufacturing environments is essential. The ultimate goal of this role is to help Penn Color achieve recognition as a “Best Company to Work For.” This position will have one direct report and report to the Vice President of Human Resources. It is an onsite role (no hybrid option), located at our Hatfield, PA Corporate facility, with a business casual environment. Key Responsibilities: Strategic HR Leadership & Program Design: Partner with the VP of HR to execute the multi-year HR Roadmap by designing, building, and optimizing HR programs and processes that strengthen Penn Color's people foundation. Focus areas include talent management, leadership development, performance enablement, total rewards, onboarding, and recognition. Ensure programs are scalable, compliant, and aligned with both operational needs and long-term business strategy. Corporate Site Business Partner: Serve as the primary HR partner for the Corporate site, supporting leadership and department managers on all aspects of HR including by not limited to Employee Relations, workforce planning, employee engagement, and organizational design. Leadership Coaching & Support: Provide trusted counsel to leaders on performance management, employee relations, and organizational effectiveness, ensuring alignment with business and people priorities. Employee Relations: Support the HR Generalist in managing day-to-day employee relations matters, ensuring fair, consistent, and timely resolution of issues. Talent Acquisition & Development: Partner with Talent Acquisition team and hiring managers to attract, onboard, and develop a diverse, high-caliber workforce. Design and deliver training programs that build capability and support career growth. Training & Capability Building: Design, deliver, and evaluate training programs that enhance employee skills, leadership capability, and organizational effectiveness. Ensure learning initiatives align with business goals and support a culture of continuous development. Employee Experience & Culture: Champion Penn Color's Core Values by fostering a positive, inclusive, and high-performing culture. Develop initiatives that strengthen engagement, retention, and cross-functional collaboration. Data-Driven Insights: Utilize HRIS (Workday) to monitor workforce trends, ensure data accuracy, and provide actionable insights to inform decision-making. Compliance & Policy Stewardship: Maintain compliance with employment laws and internal policies while driving continuous improvement in governance and process consistency. Manufacturing & Global Alignment: Apply knowledge of manufacturing environments to address unique workforce challenges, while ensuring alignment with global HR practices and standards. Team Leadership: Lead, coach, and develop one HR Generalist responsible for supporting daily HR operations and employee engagement activities. Qualifications: Bachelor's degree in Human Resources or HR certification; Master's degree preferred. 10+ years of progressive HR experience, with a strong background in manufacturing environments. Familiarity with program designs, implementation and change management Strong knowledge of labor laws, safety regulations, and HR best practices within a manufacturing setting. Excellent leadership, communication, and interpersonal skills, with the ability to influence at all levels of the organization. Experience with HR technologies and systems, with a focus on process optimization and efficiency. Ability to thrive in a fast-paced, dynamic environment with a focus on continuous improvement. Workday experience a plus Working Conditions: This position is based in a manufacturing facility, requiring occasional travel to other sites as needed. The role may require working beyond standard business hours to meet deadlines or address urgent HR matters. We are a 5 day, 3 shift operation and from time to time will need to attend early or late meetings to accommodate all 3 shifts. Penn Color offers many tangible and intangible benefits to our full-time employees: Tangible benefits include: Highly competitive compensation A choice between 3 outstanding medical plans 401K with a strong company match PTO to balance your life Additional company perks And More! Our intangible benefits really set us apart: Unmatched company stability Long-term career opportunity True open door, friendly environment Ability to "own" your role Company events that bring us all together If you desire a long-term career, want to work alongside an exceptional group of people, and wish to use your talents to shape a world-class company, then we are your employer of choice! Penn Color, Inc. is an Equal Employment Opportunity employer. We adhere to a policy of making employment decisions without regards to race, color, religion, sex, age, disability or any other protected categories. It is our intention that all qualified applicants be given an equal opportunity and that selection decisions be based on job-related factors.

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. Director of Human Resources DEPARTMENT: Human Resources REPORTS TO: SVP, Human Resources FLSA STATUS: Salaried LEGENDS & ASM GLOBAL Two powerhouse companies have joined forces to redefine excellence in sports, entertainment, and live events. Together, we combine unmatched expertise with a global reach, offering end-to-end solutions - from venue development and event booking to revenue strategy and hospitality. Legends brings a 360-degree, data-driven approach across Global Partnerships, Hospitality, Merchandise, and Attractions, working with top-tier clients to deliver exceptional experiences. ASM Global, the world leader in venue management and live event production, oversees 350+ iconic venues stadiums, arenas, conventions centers and theaters. Our organization is committed to building an inclusive, innovative environment where differences drive solutions that benefit our team members, guests, and partners. Guided by our values of respect, integrity, and accountability, we create a workplace where everyone can succeed. Are you ready to be part of the team that is transforming live entertainment? Join us to make legends happen! ALLEGIANT STADIUM Located adjacent to the world-famous Las Vegas Strip and home to the Las Vegas Raiders, Allegiant Stadium is an award-winning global events destination. A state-of-the-art, multipurpose venue with a capacity of 65,000, Allegiant Stadium has hosted world-class music artists such as Garth Brooks, The Rolling Stones, Guns N' Roses, Illenium and BTS with more legendary concerts to come. The fully enclosed stadium is also home to the UNLV Rebels football team and has hosted premier sporting events such as the CONCACAF Gold Cup Final, Pac-12 Championship Game, Las Vegas Bowl, and WWE SummerSlam. The venue also hosted the NFL Pro Bowl in 2022 and has hosted Super Bowl LVIII in 2024. Allegiant Stadium is committed to giving back to the community though numerous diversity, inclusion, and community outreach initiatives. THE ROLE The Director, Human Resources is responsible for the overall operation of the human resources function for Allegiant Stadium. This includes aligning HR strategy with the business objectives of the venue. Related activity includes organizational design & development, staffing and resource planning, training, employee relations, strategic compensation/human resources, and HRIS. The Director, Human Resources works closely with Legends | ASM Global and their respective functions/organizations to ensure common and consistent application of human resource initiatives, policies, and practices across all areas of the venue. Essential Duties and Responsibilities Align HR strategy with the business objectives of the Business. Consult with business unit management on Human Resources issues. Assess and anticipate HR-related needs of business unit. Communicate needs proactively with to develop integrated solutions. Partner across HR functions to deliver value added service to management and employees that reflect the business objectives of the division. Understand client group business fully to align HR strategy to business objectives. Participate in key meetings with business unit management bringing HR expertise to business/operational discussions. Manage day-to-day paperwork associated with employees, Payroll, and Benefits. Ensuring regulatory compliance of all HR related Functions. Partner with legal department as needed/required. Provide Management with guidance and interpretation on HR Policy. Generate and maintain paperwork for processing new hires, promotions, transfers. Maintain a presence with employees, through attendance at department meetings, events, and games. Ensure recruitment, selection and hiring of employees is made in accordance with approved procedures and that recruitment needs are fulfilled in a timely manner in all departments. Ensure the implementation of an effective and fair strategic approach to equal opportunities and the recognition of diversity across the organization. Drive opportunities to increase the level of diversity in all areas of diversity across the organization. Manage the performance review and merit increase process annually and as needed. Ensure that the necessary human resource administrative procedures are in place and to ensure that adequate and up-to-date records are maintained. Responsible for the integrity, security, and confidentiality of employee data including ensuring compliance of all documents and administering record retention and purging of personnel files. Serve as a liaison between Legends | ASM Global corporate office and local employees to implement corporate wide programs and initiatives. Qualifications To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. 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. EDUCATION AND/OR EXPERIENCE A minimum education level of a BA/BS Degree (4-year) in Business Administration, Human Resources, or a related area (Advanced Degree Preferred) A minimum of 7 years of related work experience in a supervisory role. Strong knowledge of federal and state laws that affect HR policies and procedures, including EEOC, FLSA, FMLA, ADA, and other regulatory and compliance laws. Excellent customer service skills working with diverse backgrounds. Must possess and exude a positive, team-oriented attitude. Self-starter with a willingness and enthusiasm for taking on additional responsibility. Creative and detail oriented, organized, and capable of meeting established deadlines Independent thinking and problem-solving capabilities Demonstrated knowledge of and success with conflict management and resolution Knowledge of federal, state, and local employee laws and regulations Prior labor and union relations experience. Due to the cyclical nature of the entertainment industry, employees may be required to work varying schedules to reflect the business needs of the company. PHR/SPHR designation preferred. SKILLS AND ABILITIES Ability to read, listen and communicate effectively. Exceptional verbal, written, listening and public relations skills. Demonstrated ability to forge strong, trusting relationships within all levels of management. Ability to multi-task and prioritize projects and tasks while remaining productive and professional. Ability to multi-task in a fast-paced environment Ability to access and accurately input information using a moderately complex computer system. Proficient with Microsoft Word, Excel, and PowerPoint. Superior people skills to provide exceptional service to employees and clients. Able to work with a sense of urgency to perform administrative tasks efficiently. Hours of Work and Travel Requirements Hours are based on a 40-hour workweek. Hours are determined by the needs of the department. Limited land/air travel may be required. COMPENSATION Competitive salary, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: Onsite - Allegiant Stadium 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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends & ASM Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

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

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

ECBM is a distinguished, family-owned and privately-operated insurance brokerage and consulting firm that has served clients for over 50 years. Based in Media, PA, with additional Pennsylvania locations, our sole mission is to serve our clients and employees-not shareholders-ensuring a transparent and client-first approach. We specialize in complex insurance solutions across Commercial Lines, Workers' Compensation, Employee Benefits, and Cyber Liability. ECBM operates on core values of Empathy, Loyalty, Accountability, Tenacity and Energy, which drives our team to provide the highest level of service and problem-solving for client challenges. We are proud to have been a Best Place to Work in Insurance recipient for eight consecutive years. Position Overview The Director of HR will lead the operational functions of the HR department, ensuring alignment with ECBM's business objectives. This role will oversee HR systems, compliance, employee relations, and operational efficiency across all HR functions. The ideal candidate is a seasoned HR leader with a strong background in HR strategy and operations, and HR compliance. Key Responsibilities Strategic HR Leadership Partner with executive leadership to develop and execute HR processes that support business growth, employee engagement and maintain compliance. Partner with the CHRO to execute the multi-year HR Roadmap by designing, building, and optimizing HR programs and processes (e.g., performance management, job architecture) that strengthen ECBM's people foundation. Ensure programs are scalable, compliant, and aligned with both operational needs and long-term business strategy. HR Operations Management Support with the HRIS transition and long-term strategy for HR technology implementation, user adoption, and process optimization. Oversee HR systems, workflows, and processes to ensure operational excellence and compliance. Manage HRIS platforms, ensure data integrity, reporting accuracy, and system optimization. Compliance & Risk Mitigation Ensure full compliance with federal, state, and local labor laws. Develop and enforce HR policies, procedures, and governance frameworks. Employee Relations Serve as a trusted advisor to employees and management, addressing employee concerns and fostering a positive work environment. Mediate conflicts and facilitate resolution. Benefits & Compensation Administration Lead the administration of employee benefits programs. Collaborate with finance and leadership on compensation strategy and benchmarking. HR Analytics & Reporting Leverage data to inform strategic decisions and measure HR effectiveness. Present insights and recommendations to senior leadership on workforce trends. Training and Development Identify training needs and develop programs to enhance employee skills and career growth. Promote a culture of continuous learning and development. Qualifications SHRM-SCP or SPHR certification strongly preferred. 5-10 years of HR experience with strong background in insurance or professional services environments. Familiarity with program designs, implementation and change management Strong knowledge of labor laws, safety regulations, and HR best practices. Excellent leadership, communication, and interpersonal skills, with the ability to influence at all levels of the organization. Experience with HR technologies and systems, with a focus on process optimization and efficiency. Benefits Competitive compensation package Medical, dental, and vision insurance 401(k) with company match Hybrid work flexibility, competitive PTO and holiday schedule Career growth and leadership development opportunities

The Manager of Talent Management Experience at Otsuka is a pivotal role responsible for leading and enhancing the talent management processes within the organization. This role involves leading programs to improve employee experience, drive talent development, and ensure program excellence in talent management practices. The manager will oversee as Program Lead the Talent Marketplace Program and Leaders for Life Mentorship Program, as well as support functions including succession planning and selection and assessment initiatives/processes under the guide of senior leadership. This role reports to the Director of Talent Management with strong partnership to Enterprise Leadership Development and Inclusion and Belonging leader as well as Selection, Assessment and Performance Management leader. **Key Responsibilities:** **Talent Management Support:** + Collaborate to evolve processes that drive efficiency, simplification and optimize practices to drive enterprise impact in partnership with the Talent Management Leader and Leadership team. + Support comprehensive talent management strategies, succession planning administration, and a robust pipeline of future leaders overall. Succession planning support includes but is not limited to: employee development tracking, strategy support, data insights, PPT creation, and road-map development. **Talent Marketplace:** + Support administration of Talent Marketplace and Mentorship Program under guidance of senior leadership, ensuring it effectively matches employees with opportunities that align with their skills and career aspirations. + Continuously evaluate and improve the Talent Marketplace to enhance user experience and program efficiency. + Provide overall program management which includes but not limited to thought partnership and collaboration to the senior leader on the design, communications, long-term planning, and outcomes aligned to business strategy, partnerships across PBS and non-PBS functions (i.e., total rewards, mobility, workforce planning, legal, compliance, etc.), resources, toolkits, and other for effective team delivery. + Includes change management, partnership with Change & Comms teams, HRIS, and potentially IT/Vendor support for potential systems and/or integrations + Influence without authority with participants, people leaders, HRBPs, and others + Help drive insights from KPIs metrics for program effectiveness, pivot as appropriate based on data **Mentorship Program:** + Support the responsibility to oversee the Mentorship Program (Leaders for Life) to foster employee development and engagement in alignment with PBS development, onboarding, culture and engagement strategies. + Monitor program effectiveness and make data-driven recommendations to maximize impact. **Selection and Assessment:** + Collaborate with the Selection and Assessment Leader to support coaching, 360-degree feedback processes, and skill mapping initiatives. + Ensure assessment tools and processes are effective and aligned with organizational goals. + Includes support and ownership of coaching data and analytics in partnership with the leader of selection and assessment + Includes but not limited to other initiatives **Program Excellence:** + Maintain program documentation and ensure compliance with established processes to help drive program excellence + In partnership with HRIS, utilize data analytics to measure the effectiveness of talent management initiatives and inform decision for the Talent Management leader and leadership team to analyze for potential future programmatic evolutions + Partner to provide input to HRIS (in partnership with the Talent Management leader) to create a one holistic Talent Management dashboard which includes but not limited to succession, performance management, leadership development, inclusion and belonging, coach, selection and assessment, and talent experiences which will provide a total holistic story to inform talent strategies with the business. + Responsible for exceptional day-to-day task execution of all responsible programs, initiatives and projects. **Stakeholder Engagement:** + Build strong relationships with key stakeholders across the organization to ensure alignment and support for talent management initiatives. + Support the communicate, and any change plans as needed in collaboration with the change and comms leaders to drive effective comms with all levels of the organization with goals to promote understanding and engagement with talent management strategies under the guidance, leadership, and partnership of the ED, Talent Management Leader and other senior leaders. **Compliance and Best Practices:** + Ensure all talent management practices comply with legal requirements and industry best practices. + Stay updated on the latest trends and innovations in talent management. **Qualifications:** + Bachelor's degree; Master's degree preferred with a focus on leadership + Minimum of 3-5 years of work experience in talent management, human resources, program management, or related field. + Proven experience and knowledge of talent management programs and initiatives. + Strong understanding and of talent development, succession planning, and employee engagement strategies with preferred experience working with succession, performance management, and talent management reporting + Excellent communication, leadership, and interpersonal skills. + Ability to work collaboratively and influence stakeholders at all levels. + Proficiency in data analysis and the use of HR technology platforms. + Strategic thinking and problem-solving abilities. + Ability to manage multiple projects and priorities simultaneously. + Ability to work independently, prioritize, and work with multiple leaders + Strong analytical skills with a focus on data-driven decision-making. + Ability to work collaboratively with peers across departments and with senior leadership. + Preferred knowledge of Otsuka Talent Management functions + MS Teams and Sharepoint proficiency + Program Management expertise **Competencies** **Accountability for Results -** Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. **Strategic Thinking & Problem Solving -** Make decisions considering the long-term impact to customers, patients, employees, and the business. **Patient & Customer Centricity -** Maintain an ongoing focus on the needs of our customers and/or key stakeholders. **Impactful Communication -** Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. **Respectful Collaboration -** Seek and value others' perspectives and strive for diverse partnerships to enhance work toward common goals. **Empowered Development -** Play an active role in professional development as a business imperative. Minimum $104,640.00 - Maximum $156,400.00, plus incentive opportunity: The range shown represents a typical pay range or starting pay for individuals who are hired in the role to perform in the United States. Other elements may be used to determine actual pay such as the candidate's job experience, specific skills, and comparison to internal incumbents currently in role. Typically, actual pay will be positioned within the established range, rather than at its minimum or maximum. This information is provided to applicants in accordance with states and local laws. **Application Deadline** : This will be posted for a minimum of 5 business days. **Company benefits:** Comprehensive medical, dental, vision, prescription drug coverage, company provided basic life, accidental death & dismemberment, short-term and long-term disability insurance, tuition reimbursement, student loan assistance, a generous 401(k) match, flexible time off, paid holidays, and paid leave programs as well as other company provided benefits. Come discover more about Otsuka and our benefit offerings; ********************************************* . **Disclaimer:** This job description is intended to describe the general nature and level of the work being performed by the people assigned to this position. It is not intended to include every job duty and responsibility specific to the position. Otsuka reserves the right to amend and change responsibilities to meet business and organizational needs as necessary. Otsuka is an equal opportunity employer. All qualified applicants are encouraged to apply and will be given consideration for employment without regard to race, color, sex, gender identity or gender expression, sexual orientation, age, disability, religion, national origin, veteran status, marital status, or any other legally protected characteristic. If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation, if you are unable or limited in your ability to apply to this job opening as a result of your disability. You can request reasonable accommodations by contacting Accommodation Request (EEAccommodations@otsuka-us.com) . **Statement Regarding Job Recruiting Fraud Scams** At Otsuka we take security and protection of your personal information very seriously. Please be aware individuals may approach you and falsely present themselves as our employees or representatives. They may use this false pretense to try to gain access to your personal information or acquire money from you by offering fictitious employment opportunities purportedly on our behalf. Please understand, Otsuka will **never** ask for financial information of any kind or for payment of money during the job application process. We do not require any financial, credit card or bank account information and/or any payment of any kind to be considered for employment. We will also not offer you money to buy equipment, software, or for any other purpose during the job application process. If you are being asked to pay or offered money for equipment fees or some other application processing fee, even if claimed you will be reimbursed, this is not Otsuka. These claims are fraudulent and you are strongly advised to exercise caution when you receive such an offer of employment. Otsuka will also never ask you to download a third-party application in order to communicate about a legitimate job opportunity. Scammers may also send offers or claims from a fake email address or from Yahoo, Gmail, Hotmail, etc, and not from an official Otsuka email address. Please take extra caution while examining such an email address, as the scammers may misspell an official Otsuka email address and use a slightly modified version duplicating letters. To ensure that you are communicating about a legitimate job opportunity at Otsuka, please only deal directly with Otsuka through its official Otsuka Career website ******************************************************* . Otsuka will not be held liable or responsible for any claims, losses, damages or expenses resulting from job recruiting scams. If you suspect a position is fraudulent, please contact Otsuka's call center at: ************. If you believe you are the victim of fraud resulting from a job recruiting scam, please contact the FBI through the Internet Crime Complaint Center at: ******************* , or your local authorities. Otsuka America Pharmaceutical Inc., Otsuka Pharmaceutical Development & Commercialization, Inc., and Otsuka Precision Health, Inc. ("Otsuka") does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any Otsuka employee directly or through Otsuka's application portal without a valid written search agreement in place for the position will be considered Otsuka's sole property. No fee will be paid if a candidate is hired by Otsuka as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.

A best-in-class city that attracts best-in-class talent, Philadelphia is an incredible place to build a career. From our thriving arts scene and rich history to our culture of passion and grit, there are countless reasons to love living and working here. With a workforce of over 30,000 people, and more than 1,000 different job categories, the City of Philadelphia offers boundless opportunities to make an impact. As an employer, the City of Philadelphia values inclusion, integrity, innovation, empowerment, and hard work above all else. We offer a vibrant work environment, comprehensive health care and benefits, and the experience you need to grow and excel. If you're interested in working with a passionate team of people who care about the future of Philadelphia, start here. What we offer * Impact - The work you do here matters to millions. * Growth - Philadelphia is growing, why not grow with it? * Diversity & Inclusion - Find a career in a place where everyone belongs. * Benefits - We care about your well-being. Agency Description The City College for Municipal Development & Workforce Programming (CCME &WP) unit sits within the Office of the Chief Administrative Officer (CAO). The City College for Municipal Employment (CCME) launched in October 2024 as an investment by the Parker Administration to create economic opportunity and open doors of access to residents seeking sustainable and fulfilling career pathways. The training and education CCME prepare Philadelphians to work and serve in a number of critical areas and industries with good paying jobs, health care and retirement benefits. CCME serves as a hub for the City's investments in workforce development across Philadelphia's economy and seeks to foster systemic solutions to City and external employers' human capital challenges and strengthen Philadelphia's workforce development ecosystem. Job Description Position Summary The CCME Youth Employment Pipeline Manager will support partnerships among a diverse set of stakeholders that connect school year and summer youth workforce opportunities, including youth workforce skill building, technical training, and credentials. In partnership with the Mayor's Office of Education (MOE), the Office of Children and Families (OCF), the School District of Philadelphia, various Charter Schools, and other partners, the Manager will collaborate with various offices to identify key priorities, shared best practices, support the development of strategy for implementation with the internal team and providers and collective measures for youth workforce programing. The Manager's primary role is to support City departments and other city-related agencies in the implementation of direct pipelines into City workforce employment and other quality jobs, work- based learning activities like summer and year-round internships with the City, and career awareness activities. The Manager will be responsible for supporting CCME, MOE and various City departments in the implementation of existing programming, development and implementation of new programming, ensuring best practices, and tracking deliverables. The Manager is a resource mobilizer, relationship-building expert, and is savvy at leading and leveraging people, process, and policy both internally and externally. Project management is an essential skill. The Manager will work in coordination with CCME and MOE leadership, to ensure youth workforce programming is equitable and accessible to all youth, working with SDP and Charter high schools, and career and technology schools. This position will report to the Director of Workforce Investments and work in close collaboration with various partners across CCME, CAO, MOE, OCF and other City departments. Essential Functions * Working with CCME and MOE Leadership, supports program development and implementation with partners to increase the pipeline of high school graduates who become employed by the City of Philadelphia across a variety of career pathways. Programming includes scaling public service career awareness activities; leveraging CCME programs and existing City training programs for youth leading to City employment; expanding and creating new workforce pipelines into City departments and positions. * Supports the re-introduction of the high school internship program with City Government as part of the City and Philadelphia Works Career Connected Learning Program (C2L-PHL). * Coordinates the program quality, delivery, and implementation across City departments and * ensures alignment with the City's overall youth workforce strategies and CCME priorities. * Act as a liaison between City staff, and C2L system partners ensuring alignment with system deliverables and youth outcomes. * Leverages key partnerships and establishes transformational relationships with major stakeholders to support scale across City departments. * Works with various City offices to align programming to system-wide quality benchmarks of professional development and ensure compliance with any funding requirements. * Create internal reports to identify and track program data, including program surveys, etc. * Participate in youth workforce communities of practice and trainings to ensure City departments success in tracking enrollment, measuring program performance and students' skill development, and using data for continuous improvement. * Support with the development and implementation of youth recruitment/referral and retention policies, especially about youth involved in the child welfare and/or juvenile justice system. * Coordinate and support presentations to partners, including City staff, about youth workforce activities. * Creates infrastructure to support City departments with developing high-quality youth skill attainment activities, tracking progress and reporting. * Supports the departmental communications team in ensuring all stakeholders are informed and aware of the youth workforce activities and program operations. * Identifies trends in operations to inform program and policy efforts. * Serve as an "on-call" expert to CCME and MOE staff, to help City departments with all operational aspects of youth workforce programming, including youth application requirements and processes, program requirements, youth skill building best practices, and youth and employer measurement processes. * Supports with the development of agreements and systems to accurately track the participation of all City departments in the CCME activities and system, ensuring roles and responsibilities are clear and all outcomes will be met. * Provide support to CCME and MOE team to find solutions to any issues that arise with City departments or partners participating in City-led youth workforce activities. * Work in coordination with the C2L-PHL capacity-building provider to identify youth workforce professional development needs for City departments. * As needed, supports other CCME programs, priorities and partners to support effective implementation of CCME activities. * All other duties as assigned. Minimal night and weekend work may be required. Required Competencies, Knowledge, Skills, and Abilities Knowledge of: * Develops and considers multiple options and solutions, considering their impact on the organization's objectives. * Enjoys balancing detail with vision and can engage diverse stakeholders in different settings on a common goal. * Youth workforce development, career pathways, and work-based learning models. * Public-sector operations, school district structures, and community-based youth systems. * Best practices for youth skill-building, program quality, and career-connected learning. * Data tracking, program evaluation, and outcome measurement. * Principles of equity, inclusion, and access in youth programming. Skills in: * Translate larger strategic priorities into action steps and leverage a team to make measurable progress against these larger goals efficiently and effectively. * Coordinating multi-stakeholder partnerships across City departments, schools, and external organizations. * Project management, including planning, execution, timeline management, and reporting. * Communicating clearly and persuasively, both orally and in writing, with diverse audiences. * Building and maintaining strong relationships with internal and external partners. * Using data to monitor progress, identify trends, and support continuous improvement. Abilities to: * Translate strategic youth workforce goals into actionable and scalable programming. * Work effectively with youth-serving organizations, school partners, and City leaders. * Exercise sound judgment, make timely decisions, and adapt to changing priorities. * Promote equity and ensure programs are accessible to youth from diverse backgrounds. * Work independently while managing multiple projects and maintaining attention to detail. * Develops and considers multiple options and solutions, considering their impact on the organization's objectives. Qualifications * Bachelors degree in education, public administration, public policy, human resources, workforce development, or a related field preferred. * Three to five years of experience in youth workforce development, education, career-connected learning, human services, or related program coordination. We value diverse experiences and are open to flexible qualifications. If you are passionate about this role and meet some of the key criteria, we encourage you to apply. Additional Information TO APPLY: Interested candidates must submit a cover letter and resume. Salary Range: $70,000 - $80,000 Discover the Perks of Being a City of Philadelphia Employee: * Transportation: City employees get unlimited FREE public transportation all year long through SEPTA's Key Advantage program. Employees can ride on SEPTA buses, subways, trolleys, and regional rail for their daily commute and more. * Parental Benefits: The City offers its employees 8 weeks of paid parental leave. * We offer Comprehensive health coverage for employees and their eligible dependents. * Our wellness program offers eligibility into the discounted medical plan * Employees receive paid vacation, sick leave, and holidays * Generous retirement savings options are available * Pay off your student loans faster - As a qualifying employer, City of Philadelphia employees are eligible to participate in the Public Service Loan Forgiveness program. Join the ranks of hundreds of employees who have already benefited from this program and achieved student loan forgiveness. * Unlock Tuition Discounts and Scholarships - The City of Philadelphia has forged partnerships with over a dozen esteemed colleges and universities in the area, ensuring that our employees have access to a wide range of tuition discounts and scholarships. Experience savings of 10% to 40% on your educational expenses, extending not only to City employees but in some cases, spouse and dependents too! Join the City of Philadelphia team today and seize these incredible benefits designed to enhance your financial well-being and personal growth! * The successful candidate must be a city of Philadelphia resident within six months of hire Effective May 22, 2023, vaccinations are no longer required for new employees that work in non-medical, non-emergency or patient facing positions with the City of Philadelphia. As a result, only employees in positions providing services that are patient-facing medical care (ex: Nurses, doctors, emergency medical personnel), must be fully vaccinated. The City of Philadelphia is an Equal Opportunity employer and does not permit discrimination based on race, ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, source of income, familial status, genetic information or domestic or sexual violence victim status. If you believe you were discriminated against, call the Philadelphia Commission on Human Relations at ************ or send an email to *****************. For more information, go to: Human Relations Website: ******************************************************

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

Job Description About ECBM ECBM is a distinguished, family-owned and privately-operated insurance brokerage and consulting firm that has served clients for over 50 years. Based in Media, PA, with additional Pennsylvania locations, our sole mission is to serve our clients and employees-not shareholders-ensuring a transparent and client-first approach. We specialize in complex insurance solutions across Commercial Lines, Workers' Compensation, Employee Benefits, and Cyber Liability. ECBM operates on core values of Empathy, Loyalty, Accountability, Tenacity and Energy, which drives our team to provide the highest level of service and problem-solving for client challenges. We are proud to have been a Best Place to Work in Insurance recipient for eight consecutive years. Position Overview The Director of HR will lead the operational functions of the HR department, ensuring alignment with ECBM's business objectives. This role will oversee HR systems, compliance, employee relations, and operational efficiency across all HR functions. The ideal candidate is a seasoned HR leader with a strong background in HR strategy and operations, and HR compliance. Key Responsibilities Strategic HR Leadership Partner with executive leadership to develop and execute HR processes that support business growth, employee engagement and maintain compliance. Partner with the CHRO to execute the multi-year HR Roadmap by designing, building, and optimizing HR programs and processes (e.g., performance management, job architecture) that strengthen ECBM's people foundation. Ensure programs are scalable, compliant, and aligned with both operational needs and long-term business strategy. HR Operations Management Support with the HRIS transition and long-term strategy for HR technology implementation, user adoption, and process optimization. Oversee HR systems, workflows, and processes to ensure operational excellence and compliance. Manage HRIS platforms, ensure data integrity, reporting accuracy, and system optimization. Compliance & Risk Mitigation Ensure full compliance with federal, state, and local labor laws. Develop and enforce HR policies, procedures, and governance frameworks. Employee Relations Serve as a trusted advisor to employees and management, addressing employee concerns and fostering a positive work environment. Mediate conflicts and facilitate resolution. Benefits & Compensation Administration Lead the administration of employee benefits programs. Collaborate with finance and leadership on compensation strategy and benchmarking. HR Analytics & Reporting Leverage data to inform strategic decisions and measure HR effectiveness. Present insights and recommendations to senior leadership on workforce trends. Training and Development Identify training needs and develop programs to enhance employee skills and career growth. Promote a culture of continuous learning and development. Qualifications SHRM-SCP or SPHR certification strongly preferred. 5-10 years of HR experience with strong background in insurance or professional services environments. Familiarity with program designs, implementation and change management Strong knowledge of labor laws, safety regulations, and HR best practices. Excellent leadership, communication, and interpersonal skills, with the ability to influence at all levels of the organization. Experience with HR technologies and systems, with a focus on process optimization and efficiency. Benefits Competitive compensation package Medical, dental, and vision insurance 401(k) with company match Hybrid work flexibility, competitive PTO and holiday schedule Career growth and leadership development opportunities