Human resources business partner jobs in Cheshire, CT - 138 jobs

The Field HRBP position will be a critical part of the Human Resources Operations team, reporting to the Sr. Human Resources Manager Retail Ops. The HRBP will align business objectives with field employees and management within assigned territories. The successful HRBP will act as an employee champion and change agent, assess and anticipate HR-related needs and communicate needs proactively to appropriate business stakeholders. This role requires a service-oriented approach, with the ability and interest to collaborate and work across multiple functions. You will contribute as a valuable team member to the HR Ops team to execute business goals and objectives aligned with the Global Partners people strategies. At Global Partners, business starts with people. Since 1933, we've believed in taking care of our customers, our guests, our communities, and each other-and that belief continues to guide us. The Global Spirit is how we work to fuel that long term commitment to success. As a Fortune 500 company with 90+ years of experience, we're proud to fuel communities-responsibly and sustainably. We show up every day with grit, passion, and purpose-anticipating needs, building lasting relationships, and creating shared value. : Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provide day-to-day performance management guidance to line management (coaching, counseling career development, disciplinary actions, etc.). Provide guidance and support on business uit organizational issues, restructures, workforce planning and succession planning. Identify training needs/opportunities for assigned territories and individual training/coaching needs. Supports our Talent and Training Team by delivering HR programs, services, solutions and workshops to the field. Assists our Recruiting Team and field management in talent acquisition activities for approved internship programs, campus recruiting, and, as needed, difficult to recruit roles/markets. Provides guidance and support in various HR areas which include new hire onboarding and assimilation, mergers and acquisition support, safety compliance and monitoring, performance and talent management programs deployment, and general team member education. Supports succession planning, performance management, performance planning and other corporately driven talent management and OD/OE programs as directed by Director of Human Resources Functions as the HR representative in conducting escalated employee investigations and collaborates with appropriate HR team members. Escalates broader based issues to the roles immediate supervisor and/or the appropriate representative(s) within the HR Shared Services function on more complex issues. Guides the escalation and resolution of HR questions, issues and requests to the appropriate channels by acting as a champion of the HR shared services delivery model. Additional Job Description: Ability to foster teamwork. Ability to drive strategic direction. Problem-solving skills. Oral and written communication skills. Ability to build collaborative relationships. Experience evaluating information to determine compliance with standards, laws, and regulations. Experience delivering presentations and facilitating workshops to various audience levels within an organization. Ability to work a flexible schedule to meet the needs of the business while also having the capability to travel weekly up to 70% of the time. A proactive, self-starter who is motivated by balancing multiple ongoing projects while simultaneously meeting deadlines. The ability to anticipate needs, innovate, and flourish in a fast-paced environment and a passion for providing exceptional customer service to all you connect with. Proficient in email, Microsoft office - Word, Excel and PowerPoint. Prior experience using Workday is a plus. Bachelor's Degree Bachelor's degree preferred in human resource management or related field or equivalent combination of education, training and experience. Pay Range: $64,000.00 - $96,000.00 The pay range for this position is outlined above. The final amount offered at the start of employment is determined based on factors including, but not limited to, experience level, knowledge, skills, abilities and geographic location, and the Company reserves the right to modify base salary at any time, including for reasons related to individual performance, Company or individual department/team performance and market factors. Our Commitments to You Coins! We offer competitive salaries and opportunities for growth. We have an amazing Talent Development Team who create trainings for growth and job development. Health & Wellness - Medical, Dental, Visions and Life Insurance. Along with additional wellness support. The Road Ahead - We offer 401k and a match component! Professional Development - We provide tuition reimbursement; this benefit is offered after 6 months of service. What to Expect From the Hiring Process We value passion and potential. Please apply if you're qualified and interested-we'd love to hear from you. A member of our Talent Acquisition team will review your application and may connect you with the hiring manager if your experience is a strong match. Interviews are conducted virtually and in person, depending on the role. We'll provide more details about next steps if selected to move forward. Global Partners LP is an equal opportunity employer. We foster a company culture where ideas from all people help us grow, move and thrive. We embrace the diversity of all applicants and do not discriminate against race, color, religion, sex, age, national origin, sexual orientation, gender identity, disability, protected veteran status or any other basis prohibited by federal, state or local law. If you have a disability and need an accommodation to apply, please contact our recruiting department at ************ or 781-7GP-WORK. *Disclaimer: At Global Partners, we don't use lie detector tests for any employment decisions. We follow all the rules and regulations, so we need to let you know: In Massachusetts, it's illegal to require or administer a lie detector test as a condition of employment of continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Lead the development, implementation and coordination of the Human Resource function. Develop and manage programs and company culture to attract and support a high-functioning and passionate workforce. Coordinate the administration of human resource policies, procedures and programs throughout the global organization to support business strategy. Essential Job Functions & Responsibilities: Ensure organizational structure, company culture and HR practices support attainment of business strategies, goals and objectives. Work with management to communicate the company vision, strategies and plans to the entire company. Develop, recommend and implement human resource policies and procedures. Direct the recruitment process for and selection of candidates to fill vacant positions. Ensure the hiring of top-quality personnel, the effectiveness of recruiting and selection techniques and compliance with regulatory requirements. Direct the orientation of new employees. Responsible for managing the employee performance appraisal system to insure that company policies are being adhered to. Conduct annual salary surveys and recommend budget salary increase percentage. Establish and maintain pay structures; analyze salary grades and ranges annually for competitiveness within industry. Coordinate the review and update, as necessary, all job descriptions. Assist in developing individual and group incentive compensation plans for all global business units. Coordinate annual renewal for all U.S. employee benefit plans. Oversee administration of employee enrollment, changes and termination for all plans. Recommend modifications to plans to ensure the company provides cost effective, competitive benefits to employees. Manage workers' compensation and unemployment claims, FMLA and ADA programs, severance program. Review and recommend employee and management training needs. Contract with outside sources when necessary to provide group training. Direct and participate in employee relations programs ensuring positive morale and an enjoyable work environment. Coordinate employee incentive, team building, employee suggestion and wellness programs. Counsel management personnel regarding employee performance issues, disciplinary procedures, rewards programs, etc. Perform exit interviews. Identify legal requirements and government reporting regulations under OSHA, COBRA, ERISA, WARN, wage/hour, EEO/AAP, drug testing and other relevant statutes. Counsel top management on potential exposure of the company to emerging labor law trends. Prepare information requested or required for regulatory compliance. In consultation with legal counsel, represent company in all employee grievances and legal matters. Monitor systems for proper processing and accuracy of personnel records. Publish regular reports relating to headcount, turnover and other key HR performance indicators. Supervise and manage the daily activities of the Human Resources Department. Provide Human Resource services as outlined above and as required for Laticrete International Joint Ventures and Subsidiaries. Nonessential Job Functions: Performs other duties and assumes accountabilities as apparent or as delegated, including mutually agreed upon objectives. Job Specifications/Skills: Minimum of seven years of Human Resource senior- level leadership experience. Superior written and verbal communication skills. Exceptional interpersonal skills, tact, maturity and flexibility. High degree of responsibility. Good reasoning abilities and sound judgment. Ability to interact well with employees of all levels of the organization, senior staff, employment agencies, placement firms, governmental agencies and educational institutions, legal counsel for Human Resource issues, benefits consultants, job applicants, peer group professionals and local community/civic contacts. High energy level; comfortable performing multi-faceted projects in conjunction with regular daily activities. Experience with integration of acquisitions preferred. Experience with international cultures and business preferred. Computer skills: Intermediate to advanced knowledge of Microsoft Office (Word, Excel, PowerPoint and Outlook. Experience with HRIS. Bending and reaching to file. Infrequent ability to lift up to 25 pounds. Team Cooperation - maintain positive, cooperative attitude with all employees of Laticrete and all customers. Minimum Educational Requirements: Bachelor's degree in Human Resources or another related field . PHR/SPHR certification preferred. Travel: 1. 20% (including international) 2. Must have or be able to obtain a passport.

The Human Resources Business Partner is responsible for providing HR Support to specific business units/departments. This position collaborates closely with management teams to gain a deep understanding of their business objectives, challenges and priorities and utilizes this knowledge to develop and implement HR strategies that align with the overall business strategy. This position is partnered with our Plant Operations, Engineering and Sales team supporting primarily a non-exempt workforce. ESSENTIAL DUTIES AND RESPONSIBILITIES Additional duties and responsibilities may be assigned as necessary. Business Partnership (25%): Partner with business leaders to identify HR needs and develop effective solutions that address them. Implement HR programs and initiatives including talent management, employee engagement, performance management and succession planning. Coach and mentor employees to support their professional development. Provide guidance on coaching to managers and employees on HR policies, procedures and best practices. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Act as change agent to business through process design and approaches that support change and transformation. Conduct regular visits to plant locations partnered with. Partner with hiring manager to interview candidates for open positions. Employee Relations (30%): Work closely with management and employees to improve work relationships, build morale, and increase productivity, engagement and retention. Manage and resolve complex employee relations issues including conflict resolution. Conducts and documents employee investigations. Conduct new hire check-in meeting to get feedback both from the new employee and their management. Manages the employee off-boarding process including exit interviews and terminations meetings as required. Document Disciplinary Action as required for policy, procedure and conduct violations. Organize employee events and activities. Performance and Talent Development (30%) Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development). Coach and mentor employees to support their professional development. Partner with the Learning and Development team and managers to develop Individual Development Plans. Work with managers to address performance concerns through the Performance Coaching Plan process. Manage internal applicant process for assigned group(s). Review candidates' skills, aptitude and experience against position requirements. Manage and coordinate all communications with internal candidates and provide excellent candidate care throughout the recruiting processes. Manage Disciplinary Points program including auditing reports, working with team to put in system enhancements and procedure improvements. Work with Managers to ensure accuracy of data and compliance with administrative requirements. Partner with managers to deliver required disciplinary action. Administration & Reporting (15%) Manage and maintain employee records and HRIS. Create, generate and analyze reports as needed. Participate in the planning and execution of quarterly new hire orientation. Ensure newly hired employees are onboarded properly and paperwork is complete. REQUIRED SKILLS & QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and Experience: Master's Degree (MBA, MIB, or MS) in Human Resources, Psychology, Organizational Development, and/or related field. 4+ years' professional Human Resources experience. PHR, SPHR - preferred Specialized Skills and Experience: Demonstrated success in creating and managing individual performance programs such as improvement and development plans. Strong experience conducting internal investigations. Strong computer skills including Microsoft Office Word, Excel, and PowerPoint. Thorough knowledge of employment laws. Strong knowledge of the principles and practices of human resource administration; knowledge of sound techniques in all aspects of human resource management. Demonstrates highest level of ability in all aspects of communications: written, oral, listening and expressing ideas. Strong presentation skills. Strong problem-solving ability and ability to analyze qualitative data. §Exceptional analytical, quantitative and deduction skills. Ability to work both effectively independently and harmoniously with a team. Ability to lead, participate and manage large-scale projects. Must be able to manage multiple assignments simultaneously with shifting priorities, deadlines and focus and have strong organizational skills. Demonstrates strong attention to detail. Travel Requirement: Must be able to travel 20%

Human Resources Business Partner (HRBP) Program: HR Department Salary: $80,000-100,000/year Schedule: Full time, 40 hours, 1 st shift, Monday-Friday Job Summary: The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to program leadership across a multi-site, statewide human services agency. This role provides hands-on HR support with a strong focus on employee relations, recruitment, and manager coaching, while ensuring compliance with employment laws and organizational policies. The HRBP enhances the employee and stakeholder experience by acting as a trusted liaison between program management and the Human Resources department. Regular presence at program locations is required to build strong relationships, understand operational needs, and deliver timely, practical HR solutions that support staff and advance the agency's mission. Reporting To: VP of Human Resources Requirements: Bachelor's Degree (Master's Degree preferred) 5+ years of relevant experience Valid Connecticut Driver's License Regular and predictable attendance is required Orientation: If selected for employment with The Connection, newly hired employees will be required to attend a two (2) day mandatory New Hire Orientation at our Roscommon office located in Middletown. Benefits: Medical, dental, vision benefits are offered along with other additional voluntary coverages with full time employment 403(b) retirement plan with employer matching contribution Company paid short and long term disability and life insurance with full time employment Paid time off (vacation, personal and sick) with full time employment 12 paid holidays The Connection is a statewide human services and community development agency that provides unique solutions to the problems of homelessness, mental illness, substance use, improving child welfare and community justice rehabilitation. For additional information, visit ************************ .

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

Spectrum The Manager of HR Data & Reporting Analytics role is responsible for analyzing processes and data by extracting and analyzing complex data from various data warehouse environments. This position identifies and reports on trends and patterns found within the data, and makes recommendations for business and process improvement. This position will work with business users to understand requirements and expectations for permanent and ad hoc requests, to meet the analytical data needs of the business. MAJOR DUTIES AND RESPONSIBILITIES Actively and consistently support all efforts to simplify and enhance the customer experience. Demonstrate a consultative and client-oriented approach to the Data analysis and interpretation. Acquire data from primary or secondary data sources for use in analysis and trending. Identify, analyze and interpret trends or patterns in complex data sets. Interpret data and analyze results using statistical techniques and provide ongoing reports. Produce ad hoc reports to answer business questions quickly and thoroughly. Create reports and data driven presentations. Generate reports, charts and dashboards to allow management to track business information; provide links to department goals to evaluate progress Use data to create reports in Tableau, Excel, Power Point and other reporting tools Work closely with management to prioritize business and information needs. Work independently with internal clients to determine their reporting requirements. Investigate and perform root cause analysis. Define, document, implement and track process flows for all processes, procedures, and policies for the department. Interact with cross-functional teams to ensure business processes and rules are aligned, adjusting documentation accordingly. Document processes using Microsoft Office Suite of tools including Excel, PowerPoint, Access, etc. Interact with internal teams to ensure systems/tools are in accordance with business processes and rules; adjust systems/documentation accordingly. Perform a cross-functional role to facilitate business process changes with stakeholders in other departments; work with stakeholders to support the integration of new processes, into existing operations. Audit and recommend updates to existing methods, procedures and process documentation on an as needed basis. Participate in process requirements, planning and validation through operational testing to ensure plan changes meet business sponsor needs. Manage the process review and signoff of new methods and procedures. Support testing and roll out of all projects/process improvements that impact the department. Understand policies, procedures and practices for analysis of business performance and impact. Identify trends and occurrences in data and translate findings into various mediums including text, charts, graphs, displays and tables. Perform other duties as requested by management. REQUIRED QUALIFICATIONS Skills/Abilities and Knowledge Ability to read, write, speak and understand English Knowledge of HR database/reporting systems Strong written and verbal communication and presentation skills

Administration/Human Resources Director Additional Information: Show/Hide Wallingford Public Schools is seeking candidates for a Human Resources Director. Please see attached job description regarding responsibilities and qualifications. Position to begin around March, 2026. Please complete our on-line application as soon as possible. Application deadline: 02/13/26. EOE Attachment(s): * Human Resources Director.pdf

OMG, Inc. is a leading manufacturer of fastening products and technologies for the commercial roofing and other construction industries worldwide. Based in Massachusetts, with manufacturing facilities in Agawam, MA, Addison, IL, Asheville, NC, and Rockford MN, OMG is an equal opportunity employer valuing integrity, teamwork, diversity, trust, respect, communication, accountability, proactive performance and a passion for excellence! APPLY

Who We Are: WWE is an integrated media organization and the recognized global leader in sports entertainment. The company consists of a portfolio of businesses that create and deliver original content 52 weeks a year to a global audience. WWE is committed to family-friendly entertainment on its television programming, premium live events, digital media, and publishing platforms. WWE's TV-PG programming can be seen in more than 1 billion households worldwide in more than 20 languages through world-class distribution partners including NBCUniversal, The CW and Netflix. In the United States, NBCUniversal's streaming service, Peacock, is the exclusive home to all premium live events, a variety of original programming and a massive video-on-demand library. Netflix is the exclusive home for WWE programming around the world, other than select international markets. WWE is part of TKO Group Holdings (NYSE: TKO). Additional information on WWE can be found at wwe.com and corporate.wwe.com. TKO Group Holdings, Inc. (NYSE: TKO) is a premium sports and entertainment company. TKO owns iconic properties including UFC, the world's premier mixed martial arts organization; WWE, the global leader in sports entertainment; and PBR, the world's premier bull riding organization. Together, these properties reach 1 billion households across 210 countries and territories and organize more than 500 live events year-round, attracting more than three million fans. TKO also services and partners with major sports rights holders through IMG, an industry-leading global sports marketing agency; and On Location, a global leader in premium experiential hospitality. Are you passionate about creating exceptional employee experiences and supporting a high-performing HR team? We're looking for a detail-driven and proactive HR Advisor to join our dynamic Human Resources department. In this role, you'll be a trusted partner to HR leadership, helping to streamline processes, coordinate key initiatives, and serve as the first point of contact for HR-related inquiries. If you enjoy crafting polished presentations, working cross-functionally, and being at the heart of a collaborative team, this is a great opportunity to grow your career in a fast-paced, people-focused environment. Key Responsibilities: * Serve as a trusted resource for employees and managers, responding to HR-related questions and escalating issues as needed. * Create high-quality presentations, reports, and documentation using PowerPoint, Word, and Excel to support HR initiatives and leadership communications. * Partner with HR Business Partners in employee relations activities, including note taking, documentation, coordinating meetings, and escalating matters as needed. * Conduct Exit Interviews for junior and mid-level employees and analyze feedback to identify trends and opportunities for improvement as well as escalating issues as needed. * Assist in the coordination and execution of HR programs, including engagement initiatives, training sessions, and talent reviews. * Maintain employee records and ensure compliance with company policies and employment laws. * Partner with Total Rewards and HR Operations to ensure accurate processing of employee transactions (e.g., promotions, job changes, terminations, STD, LTD) in HRIS systems. * Collaborate with Finance and Recruitment teams on headcount tracking and reporting. * Support data analysis and reporting needs across HR functions. * Liaise with Learning & Development and HR Operations teams to ensure smooth onboarding and orientation processes. * Participate in cross-functional HR projects and ad hoc initiatives as needed. Qualifications: * Bachelor's degree in Human Resources, Business Administration, or a related field. * 2-4 years of HR experience, preferably in a corporate or fast-paced environment. * Strong proficiency in Microsoft Office Suite, especially PowerPoint, Word, and Excel. * Familiarity with HRIS systems (e.g., Workday) is preferred. * General knowledge of HR practices and employment law is a plus. Skills & Competencies: * Comfortable handling sensitive information with discretion and professionalism. * Ability to build strong working relationships across all levels of the organization. * Team-oriented with a "no task too small" attitude. * Able to manage multiple priorities and meet deadlines. * Highly organized with strong attention to detail and time management skills. * Excellent written and verbal communication skills. * Proactive, resourceful, and adaptable in a dynamic environment. * Strong analytical and problem-solving abilities. WWE EEO Statement: WWE is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws regarding non-discrimination in employment. WWE makes employment decisions based on merit and qualifications, without considering an employee's or applicant's race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, veteran status, or any other basis prohibited under federal, state or local laws governing non-discrimination in employment in every location in which the Company has facilities. WWE also provides reasonable accommodations for qualified individuals with disabilities in accordance with the Americans with Disabilities Act (ADA) and applicable state or local laws. For information about Privacy and Information Security for WWE employment candidates, please review our Candidate Privacy Policy. For information regarding Terms and Conditions for this and other WWE websites, please review our Terms and Conditions.

Joining the Benchmark Senior Living team means putting your passion to work. Our associates feel a sense of belonging with the care that they provide, empowered by the open and reliable team that surrounds them. Our diverse and skilled workforce takes immense pride in a shared commitment: a devotion to providing caring and dedicated service. In our supportive environment, associates can learn and grow. With professional and personal training programs, as well as education for career advancement, we empower associates to explore their interests, feed their passion, and pursue growth opportunities. We invite you to connect with your calling, find purpose in your career, and gain lifelong relationships through the power of human connection by transforming the lives of seniors! As the Director of Business Administration/Human Resources, you will report to the Executive Director and maintain a close relationship with corporate accounting and Human Resources and the Organizational Development teams. Schedule is Sunday through Thursday. Responsibilities Acting as the initial point-of-contact for all HR (Human Resources) and accounting related matters Managing the recruitment process in your community, including updates in the ATS, outreach to and screening of candidates, and managing the offer and onboarding process Interpreting policies and procedures and communicating them to all employees both proactively and in response to questions Processing A/R and A/P timely Processing monthly billing statements, answering related question from residents and families in a timely manner Processing employee payroll and archiving and discarding payrolls at the end of each cycle Analyzing variances in departmental payroll vs. budget Gathering monthly accruals from department heads Producing proposals and presentation packets Requirements 2-year degree in a Business-related field; 4-year degree from an accredited university in a Business-related field preferred Must have excellent organizational skills as well as effective written and verbal communication skills Be knowledgeable regarding ADP payroll systems and basic GL and Accounts Payable systems 3 years of business office experience with HR and accounting Prior Human Resources experience and/or education preferred Proficiency in Microsoft Office Suite applications such as Word, Excel, and Outlook Knowledge of HRIS system a plus As a community leader at Benchmark, you will have access to a variety of benefits including, but not limited to, the following: 8 holidays & 3 floating holidays Vacation and Health & Wellness Paid Time Off Discounted Meal Program Associate Referral Bonus Program, up to $1,500 Physical & Mental Health Wellness Programs Medical, Vision & Dental Benefits; no enrollment waiting period 401k Retirement Plan with Company Match Company-provided Life Insurance & Long-Term Disability

Who We Are: WWE is an integrated media organization and the recognized global leader in sports entertainment. The company consists of a portfolio of businesses that create and deliver original content 52 weeks a year to a global audience. WWE is committed to family-friendly entertainment on its television programming, premium live events, digital media, and publishing platforms. WWE's TV-PG programming can be seen in more than 1 billion households worldwide in more than 20 languages through world-class distribution partners including NBCUniversal, The CW and Netflix. In the United States, NBCUniversal's streaming service, Peacock, is the exclusive home to all premium live events, a variety of original programming and a massive video-on-demand library. Netflix is the exclusive home for WWE programming around the world, other than select international markets. WWE is part of TKO Group Holdings (NYSE: TKO). Additional information on WWE can be found at wwe.com and corporate.wwe.com. TKO Group Holdings, Inc. (NYSE: TKO) is a premium sports and entertainment company. TKO owns iconic properties including UFC, the world's premier mixed martial arts organization; WWE, the global leader in sports entertainment; and PBR, the world's premier bull riding organization. Together, these properties reach 1 billion households across 210 countries and territories and organize more than 500 live events year-round, attracting more than three million fans. TKO also services and partners with major sports rights holders through IMG, an industry-leading global sports marketing agency; and On Location, a global leader in premium experiential hospitality. Are you passionate about creating exceptional employee experiences and supporting a high-performing HR team? We're looking for a detail-driven and proactive HR Advisor to join our dynamic Human Resources department. In this role, you'll be a trusted partner to HR leadership, helping to streamline processes, coordinate key initiatives, and serve as the first point of contact for HR-related inquiries. If you enjoy crafting polished presentations, working cross-functionally, and being at the heart of a collaborative team, this is a great opportunity to grow your career in a fast-paced, people-focused environment. Key Responsibilities: Serve as a trusted resource for employees and managers, responding to HR-related questions and escalating issues as needed. Create high-quality presentations, reports, and documentation using PowerPoint, Word, and Excel to support HR initiatives and leadership communications. Partner with HR Business Partners in employee relations activities, including note taking, documentation, coordinating meetings, and escalating matters as needed. Conduct Exit Interviews for junior and mid-level employees and analyze feedback to identify trends and opportunities for improvement as well as escalating issues as needed. Assist in the coordination and execution of HR programs, including engagement initiatives, training sessions, and talent reviews. Maintain employee records and ensure compliance with company policies and employment laws. Partner with Total Rewards and HR Operations to ensure accurate processing of employee transactions (e.g., promotions, job changes, terminations, STD, LTD) in HRIS systems. Collaborate with Finance and Recruitment teams on headcount tracking and reporting. Support data analysis and reporting needs across HR functions. Liaise with Learning & Development and HR Operations teams to ensure smooth onboarding and orientation processes. Participate in cross-functional HR projects and ad hoc initiatives as needed. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. 2-4 years of HR experience, preferably in a corporate or fast-paced environment. Strong proficiency in Microsoft Office Suite, especially PowerPoint, Word, and Excel. Familiarity with HRIS systems (e.g., Workday) is preferred. General knowledge of HR practices and employment law is a plus. Skills & Competencies: Comfortable handling sensitive information with discretion and professionalism. Ability to build strong working relationships across all levels of the organization. Team-oriented with a “no task too small” attitude. Able to manage multiple priorities and meet deadlines. Highly organized with strong attention to detail and time management skills. Excellent written and verbal communication skills. Proactive, resourceful, and adaptable in a dynamic environment. Strong analytical and problem-solving abilities. WWE EEO Statement: WWE is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws regarding non-discrimination in employment. WWE makes employment decisions based on merit and qualifications, without considering an employee's or applicant's race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, veteran status, or any other basis prohibited under federal, state or local laws governing non-discrimination in employment in every location in which the Company has facilities. WWE also provides reasonable accommodations for qualified individuals with disabilities in accordance with the Americans with Disabilities Act (ADA) and applicable state or local laws. For information about Privacy and Information Security for WWE employment candidates, please review our Candidate Privacy Policy. For information regarding Terms and Conditions for this and other WWE websites, please review our Terms and Conditions.

INTRODUCTION The Department of Agricultural and Resource Economics within the College of Agriculture, Health and Natural Resources, at the University of Connecticut in Storrs (UConn) invites applications for the position of Department Head with an appointment at the rank of Professor or Associate Professor. We seek a highly organized and well-respected individual as Department Head to provide leadership and coordinate teaching, research, and extension for a highly ranked and productive department in alignment with the strategic plans for the College and the University. This is a full-time, nine-month, tenured position with an additional month of compensated service in this administrative role. The successful candidate must meet University requirements for appointment at the rank of Full Professor or be an accomplished Associate Professor with qualifications meriting promotion to Full Professor within the next few years. Active engagement in teaching, research, and/or extension programs is expected. The Department Head serves as a leader and advocate for Agricultural and Resource Economics at UConn, fostering excellence within the department and representing it to external partners and stakeholders. As the departmental administrative officer, the Department Head reports directly to the Dean. ABOUT THE UNIVERSITY Founded in 1881, UConn is a Land and Sea Grant institution and member of the Space Grant Consortium. The university is the state's flagship institution of higher education and includes seven campuses across the state: Avery Point, Hartford, Stamford, Storrs, and Waterbury, the Law School in Hartford, and UConn Health in Farmington. UConn has approximately 10,000 faculty and staff and 32,000 students, including more than 24,000 undergraduates and nearly 8,000 graduate and professional students. UConn Extension reaches over 175,000 residents through over 500 programs, connecting with communities in all 169 of Connecticut's cities and towns. UConn faculty are recognized nationally and internationally for their research, teaching, creative work, and extension programs, advancing discovery across disciplines and generating high societal impact. UConn's dedicated staff provide the expertise and support that sustain the university's mission and advance institutional achievement. The University of Connecticut is dedicated to excellence demonstrated through national and international recognition. Through freedom of academic inquiry and expression, UConn creates and disseminates knowledge by means of scholarly and creative achievements, graduate and professional education, and community engagement. With a focus on teaching and learning, the University helps every student grow intellectually and become a contributing member of the state, national, and world communities. Through research, teaching, extension, and service, UConn promotes the health and well-being of Connecticut's citizens through enhancing the social, economic, cultural and natural environments of the state and beyond. In 2024, the University adopted its strategic plan, Envisioning 2034, with three major goals: promoting holistic student success, expanding research impact, and powering a thriving Connecticut. To learn more, visit https://strategicplan.uconn.edu/. ABOUT THE COLLEGE The College of Agriculture, Health and Natural Resources (CAHNR) is located on UConn's Storrs campus with teaching, research, and extension activities reaching across the state. CAHNR faculty, staff, and students explore the interrelationships among food, natural resources, and human, plant and animal health, seeking to connect them in a manner that is economically viable and environmentally sustainable. The College evolved from the original Storrs Agricultural School, established in 1881. As Connecticut's Land-Grant University, UConn has federal and state mandates to carry out the tripartite mission of teaching, research, and extension. As such, CAHNR is the home of UConn Extension, part of the national Cooperative Extension System. UConn Extension reaches over 175,000 residents through over 500 programs, connecting with communities in all 169 of Connecticut's cities and towns. The College consists of eight academics departments offering 17 undergraduate majors and 23 undergraduate minors, along with several PhD, MS, and graduate certificate programs. It is also the home to innovative interdisciplinary research and clinical centers. ABOUT THE DEPARTMENT The Department of Agricultural and Resource Economics (ARE) is a welcoming, supportive, and inclusive community of undergraduates, graduate students from diverse backgrounds, postdoctoral scholars, and nationally recognized faculty. The Department's teaching and research focus on the economics and policy of food, health, the environment, and international development, emphasizing real-world problems, practical applications, and policy relevance. The Department also houses the Zwick Center for Food and Resource Policy, a research and outreach center that advances its mission. UConn's ARE Department ranks among the top 26 worldwide and top 20 in the United States among Agricultural Economics Departments. In addition to its long-established Ph.D. and master's programs, the Department recently launched an entrepreneurial 4+1 master's program for outstanding ARE undergraduates, as well as two undergraduate majors. The Department is located on UConn's Storrs campus, within convenient access to Hartford, Boston, and New York City. For additional information, visit us at http://www.are.uconn.edu. DUTIES & RESPONSIBILITIES Provide Leadership and promote the excellence of our multi-faceted teaching, research, extension, and service activities. Drives strategic growth and innovation across undergraduate and graduate programs, enhancing enrollment, academic excellence, and program visibility. Support existing and lead development of new entrepreneurial initiatives to grow the department Teach one undergraduate course and participate in research and/or extension programs. Mentor and support faculty, staff, and graduate students in their academic and professional development, including pursuing external funding opportunities. Develop and implement effective recruitment and retention programs to increase undergraduate and graduate student enrollment. Serve as a team-builder to encourage interactions among faculty within the department and among departments to achieve individual and departmental goals. Represent and promote the department within the college, the university, and the state, as well as at the national and international levels. Acquire and maintain current knowledge of all relevant campuses, college, and union policies and procedures, and develop appropriate policies as required. Manage administrative responsibilities for academic, personnel, and fiscal affairs. Collaborate with the CAHNR Foundation Development team to support fundraising and donor engagement efforts to increase Foundation funds which can be used to support departmental initiatives. Oversee department facilities to ensure efficient operation and alignment with program needs. Perform other duties as assigned in support of departmental and CAHNR missions. MINIMUM QUALIFICATIONS Ph.D. degree in Agricultural, Development, or Resource Economics, Economics, or a closely related discipline. Record of outstanding and nationally recognized scholarship and professional activities related to teaching, research, and/or extension or outreach that will qualify the individual to be tenured at the rank of Professor or Associate Professor in the Department of Agricultural and Resource Economics. Record of leadership and active engagement in an elected or appointment-based leadership position in a professional setting. Interpersonal and communication skills. Record of successfully mentoring and advising students. PREFERRED QUALIFICATIONS Leadership experience in developing departmental initiatives. Administrative experience at an academic department engaged in teaching, research, extension, and service activities at a land-grant university. Experience and interest in developing entrepreneurial programs, including fee- or revenue-based degrees and/or online certificates. Significant record of success in obtaining extramural funding from nationally competitive research programs, foundations, private, or other donors. Nationally and internationally recognized record of scholarship in research, teaching, or extension. Demonstrated record of effective engagement and relationship-building with stakeholders, industry partners, and/or donors. Full professorship or equivalence in Agricultural, Development, or Resource Economics, Economics, or a closely related discipline. APPOINTMENT TERM This is a full-time, tenure-track, 9-month position with a 10 th month of service in this administrative capacity. The anticipated start date is August 23, 2026. The College of Agriculture, Health and Natural Resources (CAHNR) is willing to accommodate an earlier summer start date in consultation with the selected candidate. Salary will be competitive and commensurate with the candidate's experience and record of achievement. The University offers a competitive salary, and outstanding benefits, including employee and dependent tuition waivers at UConn, and a highly desirable work environment. For additional information regarding benefits visit: https://hr.uconn.edu/health-benefits/. TERMS AND CONDITIONS OF EMPLOYMENT Employment of the successful candidate is contingent upon the successful completion of a pre-employment criminal background check. TO APPLY Please apply online at https://hr.uconn.edu/jobs, Faculty and Staff Positions, Search #499239 and submit the following application materials: Cover letter that addresses how your experience meets the minimum and preferred qualifications (maximum of two pages) Curriculum Vitae (must include a list of publications, grants received, and records of teaching, extension and/or service) Leadership Statement summarizing how you will provide innovative leadership for CAHNR Department of Agricultural and Resource Economics and how you will contribute to the department's success (maximum of two pages) Names and contact information for at least three references. References will only be contacted for applicants that are identified as finalists. Review of applications will start December 15, 2025, and will continue until the position is filled. Send inquiries about this position to the search committee chair, Rigoberto.Lopez@uconn.edu. At the University of Connecticut, our commitment to excellence is complemented by our commitment to building a culturally diverse community. This position will be filled subject to budgetary approval. All employees are subject to adherence to the State Code of Ethics which may be found at https://portal.ct.gov/Ethics/Statutes-and-Regulations. All members of the University of Connecticut are expected to exhibit appreciation of, and contribute to, an inclusive, respectful, and diverse environment for the University community. The University of Connecticut aspires to create a community built on collaboration and belonging and has actively sought to create an inclusive culture within the workforce. The success of the University is dependent on the willingness of our diverse employee and student populations to share their rich perspectives and backgrounds in a respectful manner. This makes it essential for each member of our community to feel secure and welcomed and to thoroughly understand and believe that their ideas are respected by all. We strongly respect each individual employee's unique experiences and perspectives and encourage all members of the community to do the same. All applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. The University of Connecticut is an AA/EEO Employer.

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

McInnis Inc. is a professional Outsource Human Resource and Staffing firm specializing in, Life Science, Healthcare, Hospitality, Finance and Municipal operations management, based in Milford, CT. Our mission is to provide superior talent, cutting-edge HR services, payroll solutions, comprehensive workforce management and back office administration for our diverse list of clients. This position is onsite in Milford, CT. ---------------------- DESCRIPTION: We are looking for a Manager of Talent Acquisition who will be an adaptable, empathetic, and proactive leader supporting all recruiting activities. This role involves overseeing the full-cycle recruitment process for both internal and external client needs, managing a team of recruiters, and cultivating strong relationships with clients and internal team members to effectively address staffing requirements. ------------------------ RESPONSIBILITIES: Talent Acquisition Manage and support full-desk operations, including full-cycle recruiting, offer extension, and salary negotiation for all external permanent and contract placements. Drive new business opportunities by generating strong leads and partnering with the recruitment team to develop and execute effective business development strategies. Oversee scheduling, candidate evaluation, job postings, job descriptions, and the administrative needs of the recruiting department. Manage multiple projects and deadlines to improve recruiting processes and enhance the candidate experience. Monitor and report on recruitment budget activities to ensure cost-effective solutions for high-priority requisitions and ROI evaluation. Stay informed about industry trends, market insights, and innovative recruiting strategies to support training, team development, and resource planning. Team Management Lead and train the Talent Acquisition team, including recruiters and researchers. Provide ongoing coaching and feedback to support individual and team development, fostering a culture of collaboration and excellence using metric-driven insights. Serve as a trusted thought leader on candidate evaluation, recruiting processes, team development, and requisition updates. Maintain up-to-date recruitment SOPs, procedures, training resources, and tools. Build, revise, and oversee processes as they are implemented. Relationship Management Collaborate closely with external clients, hiring managers, candidates, and internal teams to address staffing needs and follow-ups. Participate in client and internal meetings, including recruitment updates, one-on-one check-ins, and team development sessions. Serve as an HR liaison for employees and contractors, handling onboarding, performance management, employee relations, and terminations under the Director of HR's supervision. Metrics and Reporting Generate regular reports for leadership to track recruitment metrics, analyze data, and optimize strategies for team, individual, and business insights. Monitor the ATS, job posting channels, and other recruiting tools to identify and resolve data discrepancies, ensuring compliance and accuracy. ------------------------ KNOWLEDGE, SKILLS, AND ABILITIES: Bachelor's degree or equivalent in Business, Human Resources, Psychology, Communications, or a related field (preferred). At least 3 years of combined experience in talent acquisition, project management, team leadership, and account management. Ability to work independently and solve problems intuitively. Strong communication, customer service, and interpersonal skills. Adherence to HR regulations, policies, compliance standards, and confidentiality guidelines. Proficiency in MS Office, ATS, HRIS, and other relevant databases and tools. ------------------------ BENEFITS Salary + Commission - Salary Dependent on Experience Comprehensive Health, Dental, & Vision Paid Time Off Sick time Holidays Life Insurance 401k Contributions Charity Matching Join us in this exciting opportunity to make a meaningful impact on our talent acquisition efforts. Apply today and become an integral part of our dynamic team! IND125

McInnis Inc. is a professional Outsource Human Resource and Staffing firm specializing in, Life Science, Healthcare, Hospitality, Finance and Municipal operations management, based in Milford, CT. Our mission is to provide superior talent, cutting-edge HR services, payroll solutions, comprehensive workforce management and back office administration for our diverse list of clients. This position is onsite in Milford, CT. ---------------------- DESCRIPTION: We are looking for a Manager of Talent Acquisition who will be an adaptable, empathetic, and proactive leader supporting all recruiting activities. This role involves overseeing the full-cycle recruitment process for both internal and external client needs, managing a team of recruiters, and cultivating strong relationships with clients and internal team members to effectively address staffing requirements. ------------------------ RESPONSIBILITIES: Talent Acquisition Manage and support full-desk operations, including full-cycle recruiting, offer extension, and salary negotiation for all external permanent and contract placements. Drive new business opportunities by generating strong leads and partnering with the recruitment team to develop and execute effective business development strategies. Oversee scheduling, candidate evaluation, job postings, job descriptions, and the administrative needs of the recruiting department. Manage multiple projects and deadlines to improve recruiting processes and enhance the candidate experience. Monitor and report on recruitment budget activities to ensure cost-effective solutions for high-priority requisitions and ROI evaluation. Stay informed about industry trends, market insights, and innovative recruiting strategies to support training, team development, and resource planning. Team Management Lead and train the Talent Acquisition team, including recruiters and researchers. Provide ongoing coaching and feedback to support individual and team development, fostering a culture of collaboration and excellence using metric-driven insights. Serve as a trusted thought leader on candidate evaluation, recruiting processes, team development, and requisition updates. Maintain up-to-date recruitment SOPs, procedures, training resources, and tools. Build, revise, and oversee processes as they are implemented. Relationship Management Collaborate closely with external clients, hiring managers, candidates, and internal teams to address staffing needs and follow-ups. Participate in client and internal meetings, including recruitment updates, one-on-one check-ins, and team development sessions. Serve as an HR liaison for employees and contractors, handling onboarding, performance management, employee relations, and terminations under the Director of HR's supervision. Metrics and Reporting Generate regular reports for leadership to track recruitment metrics, analyze data, and optimize strategies for team, individual, and business insights. Monitor the ATS, job posting channels, and other recruiting tools to identify and resolve data discrepancies, ensuring compliance and accuracy. ------------------------ KNOWLEDGE, SKILLS, AND ABILITIES: Bachelor's degree or equivalent in Business, Human Resources, Psychology, Communications, or a related field (preferred). At least 3 years of combined experience in talent acquisition, project management, team leadership, and account management. Ability to work independently and solve problems intuitively. Strong communication, customer service, and interpersonal skills. Adherence to HR regulations, policies, compliance standards, and confidentiality guidelines. Proficiency in MS Office, ATS, HRIS, and other relevant databases and tools. ------------------------ BENEFITS Salary + Commission - Salary Dependent on Experience Comprehensive Health, Dental, & Vision Paid Time Off Sick time Holidays Life Insurance 401k Contributions Charity Matching Join us in this exciting opportunity to make a meaningful impact on our talent acquisition efforts. Apply today and become an integral part of our dynamic team! IND125 Powered by JazzHR Row1Doz38x

The Director of HR will support New Canaan Country School's (NCCS) HR administrative needs, including benefits administration; maintenance of employee records; interpretation of personnel policy; overseeing payroll; coordinating annual effort reporting; and overseeing personnel systems. The Director of HR will report to the Chief Financial and Operations Officer (CFOO). The Director of HR will be part of a small team and will work closely with the Controller and the leadership team. More importantly, the Director of HR will partner with all faculty and staff, NCCS's most important asset. We are looking for someone who will think and act in a strategic manner while ensuring seamless execution of daily operations. This position is a combination of HR operations and employee relations. We would like to hire someone who is hands-on, a creative problem-solver and has previous HR generalist experience. The person should be willing to take risks, question the status quo and continuously strive to improve systems and processes. The person needs to be extremely customer service-oriented, always anticipating the employees' needs. Positive attitude and teamwork approach are essential to be successful in this role. Responsibilities include, but are not limited to: Employee Relations and Performance Management Support performance management processes. Serve as an advisor and accountability partner to supervisors around effective coaching and management. Counsel managers and senior leaders on matters of employee discipline, policy, and practices. Work to mediate conflicts among faculty and staff, recommending steps for resolving interpersonal relationship issues. Provide investigative support, including, but not limited to, the coordination of investigations for allegations of employee misconduct, discrimination, harassment, and whistleblower complaints. Payroll, Benefits and Compensation Oversee the compensation plan in accordance with policy and maintain personnel and payroll records, including time and attendance information, appointment data, and other personnel information in compliance with applicable laws, regulations, and policies. Administer the employee benefit programs for more than 150 eligible employees: including medical, vision, life and disability insurance, healthcare savings and flexible spending accounts and retirement plans. This includes internal communication, proper enrollment of employees, and ongoing external reviews of the total benefit program to ensure a competitive posture Work with the benefits broker on annual benefits renewal to maintain premium benefits and manage costs. Records Maintenance and Compliance Maintain personnel and payroll records, including time and attendance information, appointment data, and other personnel information in compliance with applicable laws, regulations, and policies. Maximize utilization of Paylocity as an HRIS. Monitor and ensure compliance with federal and state laws and regulations such as FMLA, ADA, Sexual Harassment, OSHA, Workers' Compensation, EEOC and ERISA. Develop, identify and recommend human resources policies and changes as necessary to comply with changes in federal and state legislation. Update the employee handbook as necessary. Collaborate on the annual workers' compensation and 403(b) audits. Serve as the Plan administrator for retirement plans; ensuring compliance with IRS, DOL, and ERISA guidelines. Employee Recruitment and Lifecycle Manage the hiring and appointment processes for NCCS, including assisting hiring managers and search committees to develop positions, write job descriptions, request appropriate salary levels, define and implement recruitment plans. Systematize and implement procedures for hiring, appointing, orienting, evaluating, and developing employees in conjunction with school leadership. Conduct new hire orientations. Ensure that new hire paperwork (including background checks) is completed. Requirements REQUIRED QUALIFICATIONS Bachelor's degree in Finance, Human Resources Management, Business Administration, or related field required. HR certification (SHRM-CP; SHRM-SCP) and/or Master's Degree in Human Resources preferred. Minimum of 5 years of experience in human resources leadership, preferable in a school or non-profit setting. Knowledge of human resource management and related laws and policies required Strong understanding of financial principles, HR best practices, and employment law. Excellent analytical, communication, and presentation skills. Demonstrated ability to manage budgets, financial software, and HRIS systems. Proven experience in team leadership and management. Strategic thinker with the ability to align financial and HR strategies with organizational goals. Demonstrated tact, discretion and diplomacy. Effective communication with groups and individuals. Engage in team work and work cooperatively with others. Excellent writing and oral communication skills; attention to detail and ability to multi-task required. Customer service orientation and strong problem-solving skills.

The Human Resources Director for Faculty Affairs has a strong background in human resources and plays a crucial role in supporting the academic mission of Sacred Heart University. The incumbent is a member of the Academic Affairs Leadership Council (AALC) and is responsible for overseeing all aspects of faculty affairs, ensuring the recruitment and retention of a highly qualified and diverse faculty body. The Human Resources Director for Faculty Affairs collaborates with various stakeholders, including academic departments, faculty committees, and university administration, to foster a positive and inclusive academic environment that promotes teaching excellence, research productivity, and faculty growth. Principal Duties & Responsibilities Leadership, Management, and Strategic Planning Provides counsel to the Provost and members of the AALC on all faculty-related personnel matters. Collaborates with University leadership to align faculty affairs initiatives with the institution's strategic goals and priorities. Provides leadership in identifying emerging trends and best practices in faculty recruitment and retention. Supervises the Faculty Affairs Coordinator, who is responsible for operational activities including onboarding all new faculty, maintaining the HRIS database for faculty, supporting faculty recruitment processes, managing the adjunct and overload payroll process, and coordinating with payroll to ensure all faculty are paid properly. As ex officio member of the Faculty Handbook and Governance Committee, lead the ongoing review, revision, and implementation of changes to the Faculty Handbook and the shared governance structure. Works closely with the shared governance (currently University Academic Assembly (UAA)) officers and committees to maintain productive, positive relationships and open lines of communication. Collaborates with the Office for Inclusive Excellence to continually strive to create an inclusive environment for faculty via policies, procedures, and processes related to faculty, to reflect SHU's commitment to inclusivity. Collaborates with Academic Affairs senior leaders, deans, associate deans, and stakeholders in matters related to faculty personnel, interpreting provisions of the Faculty Handbook, SHU Human Resources Policies as they apply to faculty, and other related areas crucial to achieving University goals and objectives. Faculty Recruitment and Hiring Provide HR support to Academic Affairs leadership searches conducted through retained search firms and as assigned. Collaborate with academic departments to identify faculty needs and job ads, ensuring compliance with university policies and relevant regulations throughout the search process. Provide search committee training and support Faculty Policies, Procedures, and Compliance Oversees the implementation of all faculty personnel processes, policies, and procedures. Provides leadership to revise or develop new faculty personnel processes, policies, and procedures consistent with the mission and strategic goals of Human Resources, the Academic Affairs division, the University, and maintains compliance with Federal and State employment laws. Partners with appropriate Human Resources partners to provide oversight over all personnel processes related to faculty, academic affairs administrators, and staff within the Academic Affairs Division, including, but not limited to, recruitment, appointment/reappointment, tenure and/or promotion, faculty benefit and compensation plan implementation, faculty performance evaluation processes (annual, mid-tenure review, etc.), paid and unpaid leaves, retirement programs, and termination processes. Participates in Title VII and IX complaints/investigations as they relate to faculty. Oversees employee relations matters related to faculty, including performance improvement, corrective action, grievances, termination, and/or layoffs. Coordinates with the university appointed immigration attorney to submit applications for working visas and permanent residence for faculty who require work authorization. Implements smooth termination processes for resignations and negotiated terminations of faculty members. Collaborate with Human Resources partners to ensure all separating faculty are appropriately compensated, benefits are terminated or transitioned, and SHU property is returned. Provide guidance to faculty and academic departments on matters such as leaves of absence, sabbaticals, workload assignments, and faculty grievances. Maintain an up-to-date understanding of relevant laws, regulations, and policies related to faculty employment and academic affairs. Plan and conduct workshops for faculty, department chairs/program directors, and deans on all faculty-related personnel processes and development as appropriate. Faculty Relations and Engagement Serve as a resource for faculty concerns, grievances, and conflict resolution. Promote faculty engagement in shared governance, encouraging participation in faculty committees and university-wide initiatives. Foster positive faculty relations and facilitate open lines of communication. Faculty Data Management Acts in the capacity of System Administrator of Watermark for the Faculty Success and Workflow modules. Updates administrative data, creates and launches workflows, and makes training available for faculty and deans. Generate reports and analyze faculty data to inform decision-making and strategic planning processes. Oversee the maintenance of accurate and up-to-date faculty records. Other duties as assigned Knowledge, Skills, Abilities, & Other Attributes A bachelor's or master's degree in human resources, business administration, or a related field, or equivalent experience. Extensive knowledge (10+ years) and experience in human resources management, preferably in a higher education or academic setting. Strong leadership and interpersonal skills, with the ability to work effectively with diverse stakeholders. Excellent organizational and project management skills, including the ability to manage multiple priorities and meet deadlines in a timely manner. Effective communication skills, both written and verbal, with the ability to articulate complex ideas clearly and concisely. Commitment to promoting and supporting the mission of the University and the Office of Inclusive Excellence. Knowledge of employment laws and practices, including but not limited to Title VI, VII, Title IX, ERISA, EEO, FMLA, and ADA. Strong computer skills with a focus on Microsoft Office (Word, Excel, Outlook, PowerPoint) in a Windows-based environment. Experience with Dayforce and Watermark's Faculty Success and Workflow modules is ideal. Evidence of the practice of high levels of confidentiality and discretion. Unusual Working Conditions Extra work hours may be necessary as required by special projects, workload, or deadlines.

Finario is a fast growing Software-as-a-Service technology company. Our Enterprise Capex Software helps large industrial firms thrive in a rapidly changing world by enabling the dynamic allocation of capital. Finario provides a single-source of truth for long-term planning, annual budgeting, approvals, forecasting and performance reporting. The Human Resources and Talent Acquisition Manager will be reponsible for the recruiting, human resources and people related operations of the company including travel & expense management and office administration. This is a hands-on role reporting directly to the Founder & CEO. If you are good with people and motivated by getting things done, this role could be for you. Finario seeks a self-starter with a "can do" attitude interested in being a dynamic contributor to our worldwide growth. Responsibilities: Recruiting - Work with business department heads to clarify hiring needs, job descriptions and recruiting strategies. Hiring - Coordinate the candidate evaluation process and new hire onboarding. Human Resources - Serve as the first-point of contact on routine employee related matters. Administration - Oversee the operations of our headquarters office. Desired Qualifications: Bachelor's degree and 2+ years of relevant experience Excellent communication skills, both verbal and written Experience with LinkedIn and modern SaaS tools used in recruiting Detail-oriented with strong attention to tactical execution and follow-through Natural sense of curiosity with a desire to problem-solve for others Compensation: Competitive Salary, 401(k), Healthcare

Application Deadline February 09, 2026 Department People Employment Type Permanent - Full Time Location Windsor Workplace type Onsite Compensation $90,000 - $100,000 / year Reporting To John Atkinson About the role What we need from you What we offer About Lincoln Waste Solutions test