Human resources business partner jobs in Hamilton, NJ - 246 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.

About us US Elogistics Service Corp is a leading e-commerce fulfillment service provider that offers comprehensive, high-standard, and customized supply chain solutions, especially on warehouse services and cargo transportation. Currently, there are over 4,000 active customers and operates using our fulfillment service over 30 fulfillment centers. We keep improving the construction of warehouse automation and distribution systems to accommodate the future expansion of our clients' cross-border e-commerce business Responsibilities: Develop, lead and secure optimal HR support structure based on the overall development planning of the company; ensure employees are informed, engaged and proficient in the use of tools, systems, processes and policies Oversees the implementation and execution of company policies and SOPs; Talent management for key contributor and management positions, training and development programs employee knowledge and capability Evaluate, recommend and manage 3rd party recruitment outsourcing vendors as needed to fulfill talent acquisition needs. Liaison with department heads to lead and drive the execution of performance management processes. Manage employee relations related matters, including work injuries, workers compensation, employee complaints and conflict resolutions. Audit HR operation costs and control HR budget. Act as a strategic partner to work with Department Heads to build talent and develop people to achieve the company success strategically. Qualifications and Requirements Bachelor degree or above, administrative management and HRM related majors preferred; Minimum 5 years of operation management and HR management experience； Proficiency in basic office software； Communication & coordination skills, strong leadership & judgment decision-making abilities; strong planning and execution skills; Proficiency in Mandarin and English reading, writing and speaking.

Reporting to the President and CEO of SeniorLIFE+, the Vice President of Human Resources leads the implementation of people strategies and processes to support business goals and outcomes while building an engaged and inspired culture across Aramark's SeniorLIFE+ line of business. This role is pivotal in shaping organizational readiness, talent development, and leadership capability, with a strong emphasis on collaboration and strategic partnership. Aramark's SeniorLIFE+ business is dedicated to elevating the senior living experience by investing in our people. From dining and housekeeping to amenities, programs, and technology, we provide the tools and support that empower our teams to create meaningful connections. Our expertise delivers tailored experiences that foster engagement, comfort, and joy for residents across the country, allowing them to focus on what matters most: cherishing the journey. Success in this role includes developing people, driving measurable outcomes, collaboration across disciplines and modeling the Aramark Leadership Capabilities: Business Leadership, Customer Leadership, People Leadership, and Personal Leadership. This is an executive level role that is heavily focused on field operations and operating teams requiring approximately 30% travel. As the successful candidate onboards, higher travel will be required to establish strong relationships and build credibility as a business partner to our field operating teams. Job Responsibilities Business Leadership Serve as a strategic HR partner to the President/CEO and to the line of business executive leadership team, leveraging people strategies to achieve business goals. Create and execute a line of business HR strategy, aligned with US HR strategy and is informed locally through data and metrics, to drive action and execution against business goals and enable growth. Drive organizational readiness by leading capacity, capability, and engagement initiatives that support operational efficiency and growth. Customer Leadership Champion engagement and hospitality focus by building an inspired and inclusive culture that anticipates needs and drives service excellence. Act with urgency and accountability to remedy field challenges and deliver timely, people-centered solutions. Lead Talent Acquisition and Talent Management initiatives to ensure readiness for growth and succession aligned with business needs. People Leadership Lead and develop a high-performing HR team, including Regional HR Directors, Managers, and Associates, fostering collaboration and capability-building. Drive talent development through performance management, talent reviews, succession planning, and salary planning processes. Influence and inspire cross-functional teams by partnering with peer HR VPs and HR COEs to define and share best practices across the enterprise. Personal Leadership Model resilience and agility by navigating complex labor relations and employment law issues across diverse jurisdictions. Demonstrate curiosity and initiative by identifying innovative approaches to attract, develop and retain talent, both managerial and hourly, nationwide. Build trust and connection by resolving escalated field operations issues with integrity and consistency. Qualifications Bachelor's degree required; graduate degree preferred. Minimum of 10 years of progressive HR experience, including 5+ years leading HR teams. Expertise in staffing, organizational change, talent development, training, employee and labor relations, compensation, and benefits. Proven success in unionized environments across multiple jurisdictions. Strong change leadership and strategic thinking skills. Excellent interpersonal, communication, and influencing abilities. About Aramark Our Mission Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law. About Aramark The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at ***************************** or connect with us on Facebook, Instagram and Twitter. Nearest Major Market: Philadelphia

The Human Resource Manager will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization's mission and talent strategy. *Supervisory Responsibilities:* • Supervise HR generalists *Primary Responsibilities:* • Always be compliant with all company and regulatory policies and procedures. • Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention. • Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs. • Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. • Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system. • Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. *Education and Qualifications:* • Bachelor's degree in Human Resources, Business Administration, or related field required, Master's degree preferred. • A minimum of five (5) years of human resource management experience is preferred. • SHRM-CP or SHRM-SCP highly desired. The expected salary for this position is $70,000, depending on experience, education, and qualifications.

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.

As Regional HR Director US you'll develop, direct, and coordinate human resources strategies such as recruiting, workforce planning, associate relations, performance management, talent development, compensation, and training. You'll direct and lead human resource associates and upper management through mentoring and coaching. The HR Director will report solid line into the HR Business Advisor for Coperion. Work You'll Do: Contributes as a member of the Human Resources team to achieve business goals by establishing both long-term and short-term people strategies. Actively drives and supports organizational transformation projects that also include the HR function. Provides direct coaching and feedback to the regional leadership and his/her leadership team. Collaborates with management to ensure timely understanding of current and future workforce needs based on organizational business need and recommends structure changes as appropriate; implements structure improvements by realigning, sourcing and/or selecting talent. Functions as a business partner to the site leadership teams in the US, providing guidance and counsel and acts as a conduit for organizational feedback, including areas of coaching, associate performance, and managing risk (i.e. ADA, FMLA, EEOC, etc.). Facilitates the Talent Review process, including talent identification and development and Performance Management process. Support the annual compensation award process for both the operating company population in the US while working in partnership with global HR teams. Champions company culture by evaluating the current environment, coaching leaders to support the company culture, and utilizing change management methodologies to adjust where needed. Develops and administers a wide variety of HR policies and processes. Stays informed on industry trends by reading and evaluating legislation and other HR matters such as NLRB, federal and state laws. Other duties/projects may be assigned. Supervisory Responsibilities: Directly supervises employees through influential leadership. Carries out supervisory responsibilities in accordance with the Company policies, the Code of Ethical Business Conduct, and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Basic Qualifications: Possess excellent judgment, deep understanding of HR principles and practices, demonstrated leadership and strong business acumen. Practical HR experience, preferably with multiple sites in an international company with a matrix structure. Leadership experience where the leader, peers and teams are remote. International Practical Business Experience outside the US and additional language skills next to English are considered a significant plus. Exhibit a high degree of creativity and innovation to support the business needs through people strategies. Ability to gauge impact on decisions which effect multiple departments and functions. Have at least five to seven years of HR management experience with strong knowledge in employee/labor relations, sales compensation, leadership development, and staffing, training, performance management. Experience in union environment; with contract negotiations and in ratifying contracts (CBAs) beneficial. Proven ability of developing/identifying top talent. Support business objectives while creating a positive human resource culture in the company. Possess an executive presence and the ability to exhibit the desire and ability to communicate effectively with groups at all levels and all sizes. Preferred Qualifications: SPHR or SHRM-SCP certification preferred. Master's degree preferred. Travel: Employee must be able to travel up to 20% of the time. The pay range is 118k-189k USD . Exact compensation will be based on experience, education and other job-related factors. Incentive Compensation: This position may be eligible to earn annual performance-based incentive compensation, which may include annual cash bonuses [and/or long term incentives] based on individual and company results. Actual bonus amounts may vary and are not guaranteed. Benefits: Medical, dental and vision insurance, 401K with company match, paid time off and holidays, parental leave #LI-SC1 Who we are: Coperion is an industry leader in compounding and extrusion, feeding and weighing, bulk material handling and service, bringing a wealth of know-how and experience to the market. Customers benefit from Coperion's divisions of Polymer, Equipment & Systems, and Service that are optimally networked on a global basis to offer ultimate support in the design, manufacturing and implementation of ideal systems. Staffed by engineers, chemists, technicians and a variety of industry experts, these Divisions form a powerhouse of process solutions for their customers. Coperion is an Operating Company of Hillenbrand. Hillenbrand (NYSE: HI) is a global industrial company that provides highly-engineered, mission-critical processing equipment and solutions to customers in over 100 countries around the world. Our portfolio is composed of leading industrial brands that serve large, attractive end markets, including durable plastics, food, and recycling. Guided by our Purpose - Shape What Matters For Tomorrow™ - we pursue excellence, collaboration, and innovation to consistently shape solutions that best serve our associates, customers, communities, and other stakeholders. To learn more, visit: ******************** EEO: The policy of Hillenbrand Inc. is to extend opportunities to qualified applicants and employees on an equal basis regardless of an individual's age, race, color, sex, religion, national origin, disability, sexual orientation, gender identity/expression or veteran status. Additionally, Hillenbrand Inc. and our operating companies are committed to being an Equal Employment Opportunity (EEO) Employer and offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us at recruitingaccommodations@hillenbrand.com . In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying. At Hillenbrand, everyone is welcome to apply and "Shape What Matters for Tomorrow".

Artheon is seeking a Vice Presiden of Human Resources. The Human Resources Leader is a dynamic, forward-thinking leader who is responsible for all areas of the talent life cycle. This role will be deeply involved with new company integrations, the planning and execution of talent strategies and retention programs, workforce planning, and will be a key business partner on the leadership team. This role will work closely with the Regional Chief People Officer. About Artheon Artheon is a trusted engineering and consulting firm offering services that rival large organizations while maintaining the personalized client relationships of a boutique firm. With expertise spanning civil/site engineering, environmental permitting, transportation infrastructure, construction management, and advanced surveying technologies, we are committed to delivering high-quality, timely solutions to local, state, and federal clients. Responsibilities Primary Responsibilities: 1. Talent Management: * Develop and implement talent acquisition and retention strategies to attract and retain top talent. * Lead the design and execution of performance management, career development, and succession planning programs. * Identify and address skills gaps and provide learning and development opportunities for employees. 2. M&A Integration: * Partner closely with the Trilon HR Leadership team in preparation for a potential acquisition. * Lead the HR integration efforts for acquisitions, collaborating with cross-functional teams to ensure a smooth transition. * Manage change management processes during integration to minimize disruption and maintain employee morale. 3. Team Leadership: * Lead and mentor the HR team, providing guidance, feedback, and support to enhance their capabilities. * Assess current HR processes and develop a plan to enhance processes and delivery. * Foster a collaborative and high-performance work environment within the HR department. * Delegate responsibilities effectively to maximize team productivity and deliver results. * Enhance HR communication within the team, with key stakeholders, and throughout the organization. 4. Culture Stewardship: * Champion and shape our organizational culture, drive behavior that results in a healthy and thriving culture. * Implement culture-enhancing initiatives, such as employee engagement programs, recognition systems, and employee feedback mechanisms. * Drive employee well-being and work-life balance initiatives to enhance the overall employee experience. 5. Strategic Partner: * Collaborate with the executive leadership team to align HR strategies with the overall business objectives. * Provide HR expertise and insights to support decision-making, workforce planning, and organizational development. * Develop and maintain HR metrics and reporting to assess the effectiveness of HR initiatives. * Partner with CFO to create and maintain an HR budget. Qualifications * Proven experience in HR leadership roles, with a minimum of 7 years of experience. * Demonstrated expertise in talent management, engagement and retention, and M&A integration. * Connecting with others and building relationships comes easily. * Demonstrated ability to effectively partner with executive leadership. * Excellent communication and interpersonal skills, with the ability to effectively collaborate with stakeholders at all levels of the organization. * Ability to think strategically and implement innovative HR solutions. * Proven leadership experience, with the ability to mentor and motivate HR professionals. * Strong knowledge of employment laws and regulations. * Willing and able to periodically travel to different office locations. #LI-KH1 Benefits Artheon offers a competitive compensation package including medical, prescription, dental and vision coverage, 401(k) retirement plan with employer match, educational assistance program and paid time off/parental leave.

Job DescriptionDescriptionArtheon is seeking a Vice Presiden of Human Resources. The Human Resources Leader is a dynamic, forward-thinking leader who is responsible for all areas of the talent life cycle. This role will be deeply involved with new company integrations, the planning and execution of talent strategies and retention programs, workforce planning, and will be a key business partner on the leadership team. This role will work closely with the Regional Chief People Officer. About ArtheonArtheon is a trusted engineering and consulting firm offering services that rival large organizations while maintaining the personalized client relationships of a boutique firm. With expertise spanning civil/site engineering, environmental permitting, transportation infrastructure, construction management, and advanced surveying technologies, we are committed to delivering high-quality, timely solutions to local, state, and federal clients. ResponsibilitiesPrimary Responsibilities: 1. Talent Management: Develop and implement talent acquisition and retention strategies to attract and retain top talent. Lead the design and execution of performance management, career development, and succession planning programs. Identify and address skills gaps and provide learning and development opportunities for employees. 2. M&A Integration: Partner closely with the Trilon HR Leadership team in preparation for a potential acquisition. Lead the HR integration efforts for acquisitions, collaborating with cross-functional teams to ensure a smooth transition. Manage change management processes during integration to minimize disruption and maintain employee morale. 3. Team Leadership: Lead and mentor the HR team, providing guidance, feedback, and support to enhance their capabilities. Assess current HR processes and develop a plan to enhance processes and delivery. Foster a collaborative and high-performance work environment within the HR department. Delegate responsibilities effectively to maximize team productivity and deliver results. Enhance HR communication within the team, with key stakeholders, and throughout the organization. 4. Culture Stewardship: Champion and shape our organizational culture, drive behavior that results in a healthy and thriving culture. Implement culture-enhancing initiatives, such as employee engagement programs, recognition systems, and employee feedback mechanisms. Drive employee well-being and work-life balance initiatives to enhance the overall employee experience. 5. Strategic Partner: Collaborate with the executive leadership team to align HR strategies with the overall business objectives. Provide HR expertise and insights to support decision-making, workforce planning, and organizational development. Develop and maintain HR metrics and reporting to assess the effectiveness of HR initiatives. Partner with CFO to create and maintain an HR budget. Qualifications Proven experience in HR leadership roles, with a minimum of 7 years of experience. Demonstrated expertise in talent management, engagement and retention, and M&A integration. Connecting with others and building relationships comes easily. Demonstrated ability to effectively partner with executive leadership. Excellent communication and interpersonal skills, with the ability to effectively collaborate with stakeholders at all levels of the organization. Ability to think strategically and implement innovative HR solutions. Proven leadership experience, with the ability to mentor and motivate HR professionals. Strong knowledge of employment laws and regulations. Willing and able to periodically travel to different office locations. #LI-KH1 BenefitsArtheon offers a competitive compensation package including medical, prescription, dental and vision coverage, 401(k) retirement plan with employer match, educational assistance program and paid time off/parental leave.

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

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.

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

Job Description CubX Inc. is a growing, dynamic managed services provider (MSP) focused on delivering cutting-edge IT solutions, cloud services, and operational excellence to clients across industries, especially in healthcare. We believe in building strong teams, driving performance, and ensuring that every team member contributes meaningfully to our success. About the Role: We are seeking a seasoned HR Director to join our leadership team. This role is perfect for someone who understands that HR is not just about policies and paperwork - it's about building a thriving workplace that supports the company's goals. The right candidate will bring a business-first mindset, helping guide decisions around performance, raises, recruiting, and team structure with an ownership mentality. Key Responsibilities: Lead all HR functions: recruitment, onboarding, performance management, benefits, payroll administration, compensation, compliance, and employee relations. Drive talent acquisition efforts, including developing strategies to attract, hire, and retain top talent. Build high-performing teams across departments, ensuring the right people are in the right roles. Partner with leadership to align HR strategies with business goals. Assess employee performance and recommend fair, business-driven compensation decisions. Support managers in addressing underperformance and strengthening team dynamics. Develop programs to improve engagement, retention, and company culture. Ensure compliance with all employment laws and regulations. Who You Are: A strategic thinker with a strong business mindset. An excellent communicator, able to navigate sensitive conversations with respect and clarity. Experienced in recruiting and team-building; a background in technical recruiting is a strong plus. Someone who balances empathy for employees with accountability to the company. A proven leader who has built and led high-performing HR teams. Why Join Us: Work directly with company leadership on high-impact decisions. Help shape the future of a growing, ambitious company. Competitive compensation and benefits. Opportunity to make a real difference in how we build and manage our teams. Schedule: Monday to Friday 9AM - 6PM Requirements Qualifications: Bachelor's degree in Human Resources, Business Administration, Human Psychology, or a related field (required); Master's degree or HR certifications (e.g., SHRM-SCP, SPHR) preferred. 7+ years of progressive HR experience, including leadership roles. Experience managing compensation, performance, recruiting, and employee relations. Strong understanding of business operations and financial implications of HR decisions. Familiarity with HR systems, metrics, and the psychological drivers of employee motivation and performance. Background in technical recruiting (preferred but not required). Benefits Competitive pay Paid time off and company holidays Health, dental, and vision insurance options 401(k) retirement plan with company match On-site gym for employee wellness Modern, collaborative office environment Opportunity to work with cutting-edge technology Team events and employee appreciation initiatives Strong company culture focused on innovation and teamwork

Director of Talent Acquisition A large, growing ABA services company is seeking a strategic and tech-savvy Talent Acquisition Director to lead and elevate a fast-paced recruitment team. This is a newly created leadership role with the chance to build structure, implement systems, and transform a decentralized team into a high-performing recruitment engine. What You'll Do: Lead & grow a large team of recruiters Build workflows, accountability, and structure Implement & optimize ATS and other systems Drive high-volume hiring & streamline processes Foster collaboration, ownership & performance What We're Looking For: Proven Talent Acquisition Director or senior recruitment leadership experience Tech-savvy & process-oriented (ATS experience a MUST) Strong people & leadership skills - inspire, motivate, and develop your team Strategic thinker who can execute under pressure Experience in high-turnover industries a plus Why This Role Rocks: Lead a big, growing team Build systems & processes from the ground up Make a real impact on a fast-growing company Salary: $140K Location: Lakewood, NJ

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.

through the QCI system following the link below (Copy and Paste): http://jobs.qcitech.com/jobseeker/Director__Human_Resources_J02155319.aspx *You can apply through Indeed using mobile devices with this link. Job Description The HR Director will be responsible for implementing and overseeing the Company's HR and business strategy. This position will work closely with the Company's CSO and the CFO. The Director will sit on the Human Resources Leadership Team and is responsible for the successful HR oversight of assigned client groups. The HR Director will support the company's R&D and Finance Departments - and will provide a wide range of HR Generalist support to include: Organization Design Talent Management Performance Management Succession Planning This position will report into the Sr. Director, Human Resources. The Director will provide HR generalist services for the following: Organizational Effectiveness & Development Employee Relations Performance Management Compensation Talent Management/Recruiting Succession Planning, Overseeing Employee Morale & Work Environment Additional Information

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.

JOB RESPONSIBILITIES Manage full-cycle recruitment and selection, including sourcing, job postings, candidate screening, interview coordination, offer negotiation, and onboarding in compliance with regulatory requirements. Oversee personnel file maintenance, ensuring files are accurate, complete, and organized; identify and resolve missing documentation and produce reports as needed. Manage employee relations by responding to inquiries in a timely manner, advising managers and employees, ensuring appropriate documentation, and resolving issues in a fair, compliant, and solution-oriented manner. Identify legal requirements and government reporting regulations impacting human resources functions and ensure organizational policies, procedures, and reporting remain compliant. Prepare, monitor, and adhere to the Human Resources department budget. Lead employee health and welfare benefit programs, including vendor management, contract negotiation, participation tracking, and benefits communication. Coordinate and facilitate management training in interviewing and selection, terminations, performance management, workplace safety, and sexual harassment prevention. Administer the performance review program to ensure effectiveness, compliance, and equitable application across the organization. Administer salary administration programs to ensure internal equity and regulatory compliance. Effectively communicate policies, procedures, and other relevant information to management and employees. Supervise Human Resources staff by assigning, monitoring, and evaluating job duties and performance. Accurately complete and submit all personnel- and payroll-related documentation within required timeframes, including personnel/payroll action forms, disciplinary actions, performance reviews, timesheets, orientation records, and mandatory training documentation. Provide appropriate supervision of subordinate staff, including training, performance feedback, coaching, and corrective action as necessary. Promote staff development through ongoing communication and recommended training opportunities. Perform other duties and responsibilities related to organizational operations, including utilization management, compliance, and quality assurance initiatives. QUALIFICATIONS Bachelor's degree in Human Resources or a related field required; Master's degree preferred. Minimum of six (6) years of Human Resources experience in a healthcare setting. Strong written and verbal communication skills. Ability to interact effectively with all levels of management, clinical teams, and staff. Strong organizational, problem-solving, and time-management skills. Demonstrated flexibility and ability to manage multiple priorities in a fast-paced environment. Proven ability to maintain highly confidential information with discretion and professionalism.

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 Title: Director of Human Resources / Talent Acquisition Specialist Salary: $75K-$110K We're seeking a Director of HR / Talent Acquisition Specialist to manage HR operations and recruitment for an organization of 100+ employees, including a large maintenance staff. This role covers recruiting, onboarding, employee relations, benefits, compliance, and policy development, with a focus on hands-on support in a growing, fast-paced environment. Key Responsibilities Recruit, interview, and onboard staff across departments Develop and implement HR policies and ensure compliance with NJ labor laws Manage benefits and compensation through third-party systems Address employee relations matters and provide HR guidance to managers Maintain accurate HR records and support employee development initiatives Qualifications HR management and recruiting experience Strong communication and problem-solving skills Able to work independently and as part of a team We value your confidentiality! All applications and inquiries will be handled discreetly.