Human resources business partner jobs in Henrietta, NY - 43 jobs

Gorbel's mission is simple: We improve people's lives. That mission guides everything we do, from the products and service we provide to our outside customers to the work environment we foster for our employees. We are a manufacturer of material handling and fall protection products for the production and warehouse/distribution sectors. We're on the cutting edge of manufacturing and distribution; a thriving, growing company that is constantly seeking out new ways to innovate and elevate our products and our processes - and we're looking for people like you to join us in that mission. We're currently hiring for open positions in the US and Canada. We operate in Canada as Engineered Lifting Systems and Equipment (ELS)/DBA Gorbel Canada, and subsequent communication related to Canadian positions may show the ELS name. You may be contacted by phone by recruitment personnel based in either Canada or New York. Work Shift: Job Description: The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The HRBP collaborates with management and employees in areas of employee relations; benefit administration; training; terminations; compliance, employment records and safety. The HRBP assesses and anticipates HR related needs, communicating needs proactively with our HR department and business management. The HRBP seeks to develop integrated solutions. The HRBP promotes collaboration amongst HRBP group to deliver value-added service to management and employees that reflect the business objectives of the organization. The successful candidate will promote and support a positive employee experience and an environment of open communication and trust. Responsibilities: Provide guidance and coaching to management and employees when responding to day-to-day performance management (coaching, counseling, career development, disciplinary action, performance improvement plans and terminations). Conducts effective, thorough and objective investigations. Conducts weekly meetings with respective business units. Administer health and welfare plans, assures compliance with COBRA guidelines and HIPAA Privacy Rule and conducts open enrollment each year. Provides HR policy and procedure guidance and interpretation. Assists in revision and/or creation and implementation of new policies and procedures. Partner with Gorbel 's HSE Manager by posting monthly communications, participate with accident reporting and follow-up investigations, is the on-site point person working with the WC carrier, assist with administration of required safety trainings, and maintain records pertaining to health, safety and environmental programs in accordance to regulatory guidelines. Responsible for FMLA and Disability benefit process. Consults with management to facilitate initiatives and develop programs such as, management development, succession planning, and conducts employee training. Evaluates skills and competencies necessary for positions. Establishes programs to fill gaps in leadership skills and develops and conducts training programs to enhance management performance. Performs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company. Plan, organize and deliver training programs across the business. Responsible for facilitation of performance management and calibration. Reviews developmental goals in employee performance appraisals and develops internal and external learning activities to accomplish designated developmental objectives. Administers company educational tuition assistance program. Tracks and coaches individuals to ensure goals are consistent with future company staffing requirements, succession plans and individual careers. Coaches supervisors and managers to facilitate employee coaching and mentoring activities. Supports various human resources project, plans, procedures and audits. Process changes and terminations for insurance providers to ensure accurate record keeping and proper deductions. Act as a resource for payroll to ensure their understanding and compliance with benefit and HR policies and regulations. Perform other related duties and various special projects as required and assigned. Qualifications: Bachelor's degree in Human Resources, Business or equivalent required Minimum of five years of progressive experience in Human Resources, or internal Gorbel experience demonstrating increasing responsibility across HR roles, including time spent in HR Generalist or HR Specialist positions. Considerable knowledge of principles and practices of Human Resource administration Commitment to confidentiality and attention to detail Current knowledge of applicable governmental regulations Proficiency in MS Office applications essential (Excel, PowerPoint and Word skills) Prior experience working with Health and Safety Team. Excellent communication skills required (both verbal and written) Independent judgment and demonstrated ability to work with minimum supervision Demonstrated ability to prioritize and manage multiple projects Prior experience working with WorkDay including reporting, developing and monitoring HR metrics helpful. (preferred) Certified (PHR) Professional in Human Resource (preferred) Core Competencies to be Successful: Technical/Professional knowledge and skills Interpersonal/Influence/Negotiation skills Business Acumen Integrity and trust Action Orientation; Follow Through Emotional capacity Customer/Quality focus Effective Presentation/Communication skills Work Environment: ADA Physical/Mental/Workplace Requirements Occasional lifting up to 25 lbs. Sitting, working at desk/personal computer for extended periods of time Primary work environment is professional corporate office Travel requirement: 5% required Gorbel is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, gender, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. Gorbel is also committed to providing reasonable accommodations to qualified individuals so that an individual can perform their job related duties. If you are interested in applying for an employment opportunity and require special assistance or an accommodation to apply due to a disability, please contact us at ************. The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Gorbel, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is: HR Business Partner: Min $71,334 - Max $107,001 HR Business Partner, Sr: Min $78,467 - Max $117,701

A Day in Your Life at MKS: As a Senior HR Business Partner at MKS, you will handle day-to-day operational support for a dynamic product development and manufacturing organization. You will balance talent strategy development for a growing business unit with execution and results. Your work will be in a variety of HR areas including talent & culture development, employee relations, leave management, performance management, staffing, immigration, communications and employee engagement. You will report into a Sr HR Manager. You Will Make an Impact: * Talent Strategy: Develop and execute plans in partnership with key leaders at the site. Contribute to organization structure and leadership capability. * Workplace Culture: Interact with employees and managers to address employee relations proactively and in response to problems that arise. Conduct interviews, inquiries, investigations, exit interviews, and focus groups. Facilitate excellence in workplace culture and communications practices. * Performance Management: Advise, guide, and execute actions aligned to Company process and to improve performance at the organization and individual levels. * Leader Development: Leverage a systematic approach to identify and act on opportunities for leader and management development. Facilitate development plans and actions for key talent. Leverage COE to identify and implement training and development programs. * Operations: Perform processes such as onboarding, orientation, immigration support, unemployment claims, benefits support, and leave of absence management. Maintain accurate documentation and employee records. * Compliance: Ensure compliance with legal and policy requirements. Facilitate completion of required compliance training. * Data: Leverage Workday system, Engagement Survey Data, and manual tracking to assess talent metrics, communicate trends, and implement actions. * Programs: Partner with HR colleagues to leverage global programs and ensure successful implementation. * Participate in and/or lead projects Skills You Bring: * Bachelor's degree and a minimum of 5+ years of related HR experience * HR experience at a manufacturing facility * An organized, results-oriented approach and problem-solving skills. * Exceptional interpersonal and communication skills Preferred Skills: * Higher education or HR certification * Experience with Workday HRIS. * Demonstrated partnering with COEs, across functions, and in a matrixed organization * Ability in areas such as coaching, conflict resolution, team building, influencing, facilitation, training, data reporting & analysis, presentation, process development, problem-solving. Working Conditions * On-site office and plant environment; Frequent use of computers and office productivity tools. We are interested in a qualified candidate who is eligible to work in the United States. However, we will not be sponsoring work visas for this position, at this time. MKS is an equal opportunity employer, including disability, veteran status and all categories protected by law. Please review our EOE statements for additional details. MKS is generally only hiring candidates who reside in states where we are registered to do business. #LI-DJ1 Compensation and Benefits: Salary Pay Range: Total Base Pay Range $ 80,000.00 to $140,000.00 per year. This range is a good faith estimate of the expected salary range for this position, based on a wide range of factors including qualifications, experience and training, operational and business needs and other considerations permitted by law. Bonus: This position is eligible for a discretionary annual bonus, in an amount to be determined by MKS [or as applicable]. Benefits: MKS offers a comprehensive benefits package, including health insurance coverage (medical, dental and vision), 401(k) with company match, life and disability insurance, 12 paid holidays, sick time, 15 paid vacation days, [6 weeks fully paid] parental leave, adoption assistance and tuition reimbursement [and for participation in any stock programs, signing bonus, etc.]. Globally, our policy is to recruit individuals from wide and diverse backgrounds. However, certain positions require access to controlled goods and technologies subject to the International Traffic in Arms Regulations (ITAR) or Export Administration Regulations (EAR). Applicants for these positions may need to be "U.S. persons." "U.S. persons" are generally defined as U.S. citizens, noncitizen nationals, lawful permanent residents (or, green card holders), individuals granted asylum, and individuals admitted as refugees. MKS Inc. and its affiliates and subsidiaries ("MKS") is an affirmative action and equal opportunity employer: diverse candidates are encouraged to apply. We win as a team and are committed to recruiting and hiring qualified applicants regardless of race, color, national origin, sex (including pregnancy and pregnancy-related conditions), religion, age, ancestry, physical or mental disability or handicap, marital status, membership in the uniformed services, veteran status, sexual orientation, gender identity or expression, genetic information, or any other category protected by applicable law. Hiring decisions are based on merit, qualifications and business needs. We conduct background checks and drug screens, in accordance with applicable law and company policies. MKS is generally only hiring candidates who reside in states where we are registered to do business. MKS is committed to working with and providing reasonable accommodations to qualified individuals with disabilities. If you need a reasonable accommodation during the application or interview process due to a disability, please contact us at: accommodationsat *************** . If applying for a specific job, please include the requisition number (ex: RXXXX), the title and location of the role

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive. Job Location (Full Address): 601 Elmwood Ave, Rochester, New York, United States of America, 14642 Opening: Worker Subtype: Regular Time Type: Full time Scheduled Weekly Hours: 40 Department: 100989 University HR at Med Ctr Work Shift: UR - Day (United States of America) Range: UR URG 114 Compensation Range: $86,482.00 - $129,723.00 The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations. Responsibilities: GENERAL PURPOSE Serves as the primary associate to Human Resources Business Partner(s) in assigned business unit(s). Provides counsel to business units in the areas of policy, procedures, corrective discipline, and dispute resolution. Devises methods for gathering information, analyzing and interpreting data. Prepares reports and makes recommendations which may have broad Human Resources implications. Acts as an employee champion and change agent. Assesses and anticipates HR-related needs. Formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the business objectives of the organization. Maintains business literacy as it relates to the financial position, culture, business objectives and goals of designated business unit(s). ESSENTIAL FUNCTIONS Assists staff in the consistent interpretation and application of Human Resources Policies, procedures, regulations, and programs by demonstrating and applying thorough knowledge base of each. Encourages and assists in the use of positive means of resolving supervisors' and employees' concerns, problems, and formal grievances for both represented and non-represented employees. Integrates best practices to enhance the efficiency and effectiveness of the delivery of HR services to business units. Maintains relationships and collaborates with University Human Resources divisions such as Compensation, Benefits, Organization Development and Labor Relations to develop applicable solutions to business challenges. Serves as a contributing member of the extended leadership management team (s) of designated business unit(s). Contributes to the development and execution of the overall business strategy by partnering with business leaders to identify, prioritize, and build organizational capabilities. Assists in compliance, performance management, employee relations, organizational development, employee development, and compensation administration. Provides leadership for various Human Resources projects and initiatives by gathering, validating, and evaluating data and relevant metrics to develop reports, proposals, and recommendations. Analyzes trends and partners with other HR partners and organizations as appropriate, aligning institutional and HR goals and developing solutions, programs, and policies. Ensures compliance with various HR policies and procedures, laws, standards and government regulations for all assigned personnel. Provides professional knowledge and counsel based on experience. Collaborates with clients to communicate and train staff at all levels on personnel policies and procedures. Ensures the creation and maintenance of employee handbooks and policies and procedures manuals. Advises management on application of corrective disciplinary actions, organization policies, procedures and regulations, and other compliance related issues. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees. Provides counsel in collaboration with the Human Resource Business Partner to management in order to reduce legal risks and ensure regulatory compliance. Other duties as assigned. MINIMUM EDUCATION & EXPERIENCE Bachelor's degree and 5 years of professional Human Resources experience required Or equivalent combination of education and experience The University of Rochester is committed to fostering, cultivating, and preserving an inclusive and welcoming culture to advance the University's Mission to Learn, Discover, Heal, Create - and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion, creed, sex, sexual orientation, citizenship status, or any other characteristic protected by federal, state, or local law (Protected Characteristics). This commitment extends to non-discrimination in the administration of our policies, admissions, employment, access, and recruitment of candidates, for all persons consistent with our values and based on applicable law.

Job Description ABOUT US ShiftHop, LLC. is a technology services company for healthcare professionals and healthcare facilities. Our mission is to bring the PRN/gig-work to the healthcare field, allowing for decreased staffing shortages in the healthcare field. We empower healthcare professionals to become independent of their full-time job, by offering credentialing services and a clear path for becoming an independent contractor. With ShiftHop, healthcare professionals can find work 24/7, working whenever, wherever, and however often they'd like. ROLE AND RESPONSIBILITIES: ShiftHop is looking for a Human Resources Business Partner to join our team in our Rochester, NY office.. The Human Resources Business Partner is responsible for various functions of the Human Resource department, including talent, compensation, benefits, leave, reporting, and administration of company policies. The ideal person for this position has proven expertise in Human Resources. This includes benefits administration, talent acquisition, compensation, reporting, benefits and training. To be a competent HR Generalist, you should be patient and compassionate, have excellent listening skills, and be able to multitask effectively. Recruitment - Recruit, interview, and facilitate the hiring of qualified job applicants for all open positions. Work closely with hiring managers to understand the needs of their department and any required job openings. Schedule and coordinate pre-employment drug tests and background verification. Create new-hire onboarding programs and deliver compelling new-hire orientations. Education and training - Ensure mandatory training and continuing education is complete and documented, including safety training, code of conduct and handbook training, anti-harassment training and certifications required. Maintain knowledge of trends, best practices, changes to regulations, new technology breakthroughs in HR, talent, and employment law. Benefits - Assist employees with benefit programs and all leave requests. Work closely with the Human Resource team on the annual Open Enrollment period. Comply with all federal, state, and local employment laws and regulations. Employee relations - Manage all details and coordination of disciplinary discussions, terminations, and investigations. Guide the leadership team on sensitive or complex matters and elevate to the appropriate staff when investigations are required. Ensure professionalism and confidentiality in all aspects of the role. QUALIFICATIONS AND EDUCATION REQUIREMENTS: Bachelor's degree in Human Resources, Business Administration or a related field required A minimum of three years of experience in Human Resources Strong ability to multitask and remain calm in emergencies Superb conflict resolution skills Ability to display integrity, professionalism, and confidentiality at all times Strong knowledge of laws and regulations Proficient with Microsoft Office Suite or related software Proficient in HRIS and talent management systems BENEFITS: 100% employer paid medical, dental and vision (MVP Healthcare) 100% employer paid life insurance 100% short and long-term disability 401k matching up to 10% annually, plus eligibility for immediate vesting Same day pay option $500.00 annual fitness credit Powered by JazzHR 7cLimpeMPy

ABOUT US ShiftHop, LLC. is a technology services company for healthcare professionals and healthcare facilities. Our mission is to bring the PRN/gig-work to the healthcare field, allowing for decreased staffing shortages in the healthcare field. We empower healthcare professionals to become independent of their full-time job, by offering credentialing services and a clear path for becoming an independent contractor. With ShiftHop, healthcare professionals can find work 24/7, working whenever, wherever, and however often they'd like. ROLE AND RESPONSIBILITIES: ShiftHop is looking for a Human Resources Business Partner to join our team in our Rochester, NY office.. The Human Resources Business Partner is responsible for various functions of the Human Resource department, including talent, compensation, benefits, leave, reporting, and administration of company policies. The ideal person for this position has proven expertise in Human Resources. This includes benefits administration, talent acquisition, compensation, reporting, benefits and training. To be a competent HR Generalist, you should be patient and compassionate, have excellent listening skills, and be able to multitask effectively. Recruitment - Recruit, interview, and facilitate the hiring of qualified job applicants for all open positions. Work closely with hiring managers to understand the needs of their department and any required job openings. Schedule and coordinate pre-employment drug tests and background verification. Create new-hire onboarding programs and deliver compelling new-hire orientations. Education and training - Ensure mandatory training and continuing education is complete and documented, including safety training, code of conduct and handbook training, anti-harassment training and certifications required. Maintain knowledge of trends, best practices, changes to regulations, new technology breakthroughs in HR, talent, and employment law. Benefits - Assist employees with benefit programs and all leave requests. Work closely with the Human Resource team on the annual Open Enrollment period. Comply with all federal, state, and local employment laws and regulations. Employee relations - Manage all details and coordination of disciplinary discussions, terminations, and investigations. Guide the leadership team on sensitive or complex matters and elevate to the appropriate staff when investigations are required. Ensure professionalism and confidentiality in all aspects of the role. QUALIFICATIONS AND EDUCATION REQUIREMENTS: Bachelor's degree in Human Resources, Business Administration or a related field required A minimum of three years of experience in Human Resources Strong ability to multitask and remain calm in emergencies Superb conflict resolution skills Ability to display integrity, professionalism, and confidentiality at all times Strong knowledge of laws and regulations Proficient with Microsoft Office Suite or related software Proficient in HRIS and talent management systems BENEFITS: 100% employer paid medical, dental and vision (MVP Healthcare) 100% employer paid life insurance 100% short and long-term disability 401k matching up to 10% annually, plus eligibility for immediate vesting Same day pay option $500.00 annual fitness credit

ABOUT US G&H is a world leader in optical designing, testing and manufacturing. As experts in the technology of light, G&H works with customers to provide optical systems, assemblies, and components for demanding applications Headquartered in Ilminster Somerset, UK with primary operations in the USA and Europe, G&H is recognized for the breadth of their acousto-optic, electro-optic, crystal-optic, fiber optic, and precision optic products. G&H is recognized as the preferred source for OEMs in the life sciences, industrial, and aerospace and defense industries, with a history of quality and excellence that dates back over seventy-five years. ROLE The Senior Manager, Total Rewards & HR Site Lead plays a dual role: (1) Total Rewards Leadership: designing, implementing, and managing global compensation and benefits programs; ensuring equity, compliance, employee value, and fiscal responsibility. (2) HR Site Leadership for Rochester: serving as the on-site HR representative, coaching leaders, supporting employees, and enabling a high-performance, engaged culture. This role requires strong analytical capability, excellent judgment, multi-state compliance awareness, and the ability to balance strategic planning with hands-on execution. This role will be instrumental in ensuring our total rewards strategy supports the attraction, retention, and engagement of top talent while maintaining internal equity and compliance across all markets. RESPONSIBILITIES & PERFORMANCE MEASURES I. Total Rewards (Compensation & Benefits) Program Strategy, Design & Administration * Design and maintain compensation structures, global job frameworks, salary bands, and leveling methodologies that support organizational growth. * Conduct role evaluations, compensation placement, job benchmarking, and internal equity audits; advise leaders on offers, promotions, and pay adjustments. * Administer the annual merit and bonus cycle, including modeling, budgeting, data validation, and communication materials for managers and employees. * Lead the development and administration of short-term incentive plans; evaluate eligibility, metrics, plan governance, and ROI. Market Competitiveness & Cost Prudence * Conduct market benchmarking (multi-state and global) using external tools/vendors; recommend pay adjustments based on market movement, retention risk, and performance alignment. * Partner with HR, Finance, and Executive leadership to forecast compensation and benefit costs and evaluate financial impact. Benefits & Vendor Management * Manage U.S. benefits (health, dental, vision, life, disability, retirement, wellness), and collaborate with global HR for UK/local statutory benefits. * Lead annual renewals, open enrollment, and benefit program analysis; recommend plan design changes to improve value and cost efficiency. * Manage brokers and benefit vendors, negotiate service terms, monitor service delivery, ensure compliance, and track utilization trends. * Evaluate and introduce programs that support employee well-being, mental health, retention, and total reward value. Compliance, Auditing & Governance * Ensure compliance with ERISA, ACA, FLSA, COBRA, HIPAA, IRS requirements, and multi-state employment laws. * Establish documentation, recordkeeping standards, and audit controls for compensation and benefits. * Lead pay equity reviews, reporting, and remediation recommendations. Communication & Continuous Improvement * Develop clear employee and manager tools (guides, FAQs, training, compensation tools). * Track, analyze, and report performance and utilization of total rewards programs; propose actionable improvements. * Align deliverables to G&H values: customer focus, integrity, action, unity, precision - with continuous improvement behavior expected. II. HR Site Lead - Rochester, NY Employee & Leader Support * Serve as primary point of contact for Rochester employees and leadership teams on employment matters, HR procedures, policy interpretation, and employee relations. * Take ownership of internal investigations, performance issues, documentation, and escalations; partner with legal and HR leadership where appropriate. * Provide coaching to managers on employee development, disciplinary actions, and performance optimization. Employee Engagement & Culture * Lead site-level engagement initiatives, corporate training, communication efforts, and local employee events that reinforce our values and support a positive work environment. * Coordinate site engagement surveys and action planning; track engagement metrics, communication effectiveness, and follow-through progress. * Support the creation and sustainability of a positive, safe, collaborative, and inclusive workplace culture aligned with company values. Talent & Performance Management * Facilitate goal-setting, performance reviews, calibration, and development planning processes at the site. * Support training and development programs; advise leaders on succession planning and skill development needs. * Assist with headcount planning, staffing strategies, and workforce analytics in partnership with Talent Acquisition and business leaders. Policy Compliance & Documentation * Promote compliance with multi-state employment laws, HR policies, and organizational standards. * Maintain accurate HR records, EEO, and documentation in partnership with HRIS and compliance teams. * Recommend HR process and policy improvements based on site needs and legal changes. HR Reporting, Metrics & Administration * Prepare site HR reports, turnover analyses, workforce trends, and risk indicators; advise leaders on data-driven actions. * Maintain employee files, data integrity, and reporting accuracy; recommend new tools and enhancements for efficiency. Collaboration & Communication * Represent Rochester HR in global HR initiatives; ensure alignment with corporate programs and compliance requirements. * Drive transparent, respectful communication between HR and business partners across departments and regions. Qualifications & Skills * Bachelor's degree in HR, Business, Finance, or related field (Master's is a plus). * 7+ years of compensation and benefits experience and 5+ years of HRBP/Generalist work, ideally in a manufacturing, engineering, or technology-driven environment. * Strong financial modeling, analytics, and advanced Excel capability (required). * Deep knowledge of U.S. employment law and benefits regulations; global exposure preferred. * Proven ability to translate complex technical concepts into clear employee communication. * Strong interpersonal skills with the ability to influence leaders and build trust. * Experience in a multi-site, international, or fast-growing environment preferred. Note: This is not intended to be exhaustive in every respect, but rather to clearly define the fundamental purpose, responsibilities and dimensions for the role. Therefore, this does not describe any individual role holder. In addition to the contents of this job description, employees are expected to undertake all other reasonable and related tasks allocated by their line manager. The Company is committed to providing equal employment opportunities for all employees and applicants for employment. The Company does not discriminate in employment opportunity or practices on the grounds of gender, race, religion or belief, age, disability, sexual orientation, gender identity, protected veteran status, or any other characteristic protected by national laws under which the Company operates. Potential candidates should be aware that many of the employment roles at Gooch & Housego are subject to government security and export control restrictions. These restrictions mean that factors such as your nationality, any nationalities that you may have previously held and your place of birth, could restrict the roles you are eligible to perform within the organization. All UK applicants must, as a minimum, be able to successfully complete security vetting to the UK government's Baseline Personnel Security Standard, which includes a criminal record check being performed. Many roles may also require higher levels of security vetting to be completed, where applicants must typically have been continuously resident within the UK for the past five to ten years. In the instance that the position will involve having access to items and technical data that may be controlled under U.S. export laws and regulations ("U.S. Export Control Laws"), including but not limited to the Export Administration Regulations ("EAR") and the International Traffic in Arms Regulations ("ITAR"). To comply with the U.S. Export Control Laws, and in conjunction with the review of candidates for those positions within G&H that may present access to export-controlled technical data, G&H must assess whether candidates are "U.S. persons" as defined under the EAR (15 C.F.R. Part 772) and the ITAR (22 C.F.R. § 120.15). Certain questions asked during the application process are intended to assess this and will be used for evaluation purposes only. Failure to provide the necessary information in this regard will result in our inability to consider you further for this position.

Description: ABOUT US G&H is a world leader in optical designing, testing and manufacturing. As experts in the technology of light, G&H works with customers to provide optical systems, assemblies, and components for demanding applications Headquartered in Ilminster Somerset, UK with primary operations in the USA and Europe, G&H is recognized for the breadth of their acousto-optic, electro-optic, crystal-optic, fiber optic, and precision optic products. G&H is recognized as the preferred source for OEMs in the life sciences, industrial, and aerospace and defense industries, with a history of quality and excellence that dates back over seventy-five years. ROLE The Senior Manager, Total Rewards & HR Site Lead plays a dual role: (1) Total Rewards Leadership: designing, implementing, and managing global compensation and benefits programs; ensuring equity, compliance, employee value, and fiscal responsibility. (2) HR Site Leadership for Rochester: serving as the on-site HR representative, coaching leaders, supporting employees, and enabling a high-performance, engaged culture. This role requires strong analytical capability, excellent judgment, multi-state compliance awareness, and the ability to balance strategic planning with hands-on execution. This role will be instrumental in ensuring our total rewards strategy supports the attraction, retention, and engagement of top talent while maintaining internal equity and compliance across all markets. RESPONSIBILITIES & PERFORMANCE MEASURES I. Total Rewards (Compensation & Benefits) Program Strategy, Design & Administration Design and maintain compensation structures, global job frameworks, salary bands, and leveling methodologies that support organizational growth. Conduct role evaluations, compensation placement, job benchmarking, and internal equity audits; advise leaders on offers, promotions, and pay adjustments. Administer the annual merit and bonus cycle, including modeling, budgeting, data validation, and communication materials for managers and employees. Lead the development and administration of short-term incentive plans; evaluate eligibility, metrics, plan governance, and ROI. Market Competitiveness & Cost Prudence Conduct market benchmarking (multi-state and global) using external tools/vendors; recommend pay adjustments based on market movement, retention risk, and performance alignment. Partner with HR, Finance, and Executive leadership to forecast compensation and benefit costs and evaluate financial impact. Benefits & Vendor Management Manage U.S. benefits (health, dental, vision, life, disability, retirement, wellness), and collaborate with global HR for UK/local statutory benefits. Lead annual renewals, open enrollment, and benefit program analysis; recommend plan design changes to improve value and cost efficiency. Manage brokers and benefit vendors, negotiate service terms, monitor service delivery, ensure compliance, and track utilization trends. Evaluate and introduce programs that support employee well-being, mental health, retention, and total reward value. Compliance, Auditing & Governance Ensure compliance with ERISA, ACA, FLSA, COBRA, HIPAA, IRS requirements, and multi-state employment laws. Establish documentation, recordkeeping standards, and audit controls for compensation and benefits. Lead pay equity reviews, reporting, and remediation recommendations. Communication & Continuous Improvement Develop clear employee and manager tools (guides, FAQs, training, compensation tools). Track, analyze, and report performance and utilization of total rewards programs; propose actionable improvements. Align deliverables to G&H values: customer focus, integrity, action, unity, precision - with continuous improvement behavior expected. II. HR Site Lead - Rochester, NY Employee & Leader Support Serve as primary point of contact for Rochester employees and leadership teams on employment matters, HR procedures, policy interpretation, and employee relations. Take ownership of internal investigations, performance issues, documentation, and escalations; partner with legal and HR leadership where appropriate. Provide coaching to managers on employee development, disciplinary actions, and performance optimization. Employee Engagement & Culture Lead site-level engagement initiatives, corporate training, communication efforts, and local employee events that reinforce our values and support a positive work environment. Coordinate site engagement surveys and action planning; track engagement metrics, communication effectiveness, and follow-through progress. Support the creation and sustainability of a positive, safe, collaborative, and inclusive workplace culture aligned with company values. Talent & Performance Management Facilitate goal-setting, performance reviews, calibration, and development planning processes at the site. Support training and development programs; advise leaders on succession planning and skill development needs. Assist with headcount planning, staffing strategies, and workforce analytics in partnership with Talent Acquisition and business leaders. Policy Compliance & Documentation Promote compliance with multi-state employment laws, HR policies, and organizational standards. Maintain accurate HR records, EEO, and documentation in partnership with HRIS and compliance teams. Recommend HR process and policy improvements based on site needs and legal changes. HR Reporting, Metrics & Administration Prepare site HR reports, turnover analyses, workforce trends, and risk indicators; advise leaders on data-driven actions. Maintain employee files, data integrity, and reporting accuracy; recommend new tools and enhancements for efficiency. Collaboration & Communication Represent Rochester HR in global HR initiatives; ensure alignment with corporate programs and compliance requirements. Drive transparent, respectful communication between HR and business partners across departments and regions. Qualifications & Skills Bachelor's degree in HR, Business, Finance, or related field (Master's is a plus). 7+ years of compensation and benefits experience and 5+ years of HRBP/Generalist work, ideally in a manufacturing, engineering, or technology-driven environment. Strong financial modeling, analytics, and advanced Excel capability (required). Deep knowledge of U.S. employment law and benefits regulations; global exposure preferred. Proven ability to translate complex technical concepts into clear employee communication. Strong interpersonal skills with the ability to influence leaders and build trust. Experience in a multi-site, international, or fast-growing environment preferred. Note: This is not intended to be exhaustive in every respect, but rather to clearly define the fundamental purpose, responsibilities and dimensions for the role. Therefore, this does not describe any individual role holder. In addition to the contents of this job description, employees are expected to undertake all other reasonable and related tasks allocated by their line manager. The Company is committed to providing equal employment opportunities for all employees and applicants for employment. The Company does not discriminate in employment opportunity or practices on the grounds of gender, race, religion or belief, age, disability, sexual orientation, gender identity, protected veteran status, or any other characteristic protected by national laws under which the Company operates. Potential candidates should be aware that many of the employment roles at Gooch & Housego are subject to government security and export control restrictions. These restrictions mean that factors such as your nationality, any nationalities that you may have previously held and your place of birth, could restrict the roles you are eligible to perform within the organization. All UK applicants must, as a minimum, be able to successfully complete security vetting to the UK government's Baseline Personnel Security Standard, which includes a criminal record check being performed. Many roles may also require higher levels of security vetting to be completed, where applicants must typically have been continuously resident within the UK for the past five to ten years. In the instance that the position will involve having access to items and technical data that may be controlled under U.S. export laws and regulations ("U.S. Export Control Laws"), including but not limited to the Export Administration Regulations ("EAR") and the International Traffic in Arms Regulations ("ITAR"). To comply with the U.S. Export Control Laws, and in conjunction with the review of candidates for those positions within G&H that may present access to export-controlled technical data, G&H must assess whether candidates are "U.S. persons" as defined under the EAR (15 C.F.R. Part 772) and the ITAR (22 C.F.R. § 120.15). Certain questions asked during the application process are intended to assess this and will be used for evaluation purposes only. Failure to provide the necessary information in this regard will result in our inability to consider you further for this position. Requirements:

About Monroe Ambulance For nearly 50 years, Monroe Ambulance has served our community with Quality, Compassion, and Integrity-values that define not only how we care for our patients, but also how we care for our people. As a second-generation, family-led organization, we are deeply committed to being an employer of choice, fostering an environment where every employee feels known, valued, and supported to do their best work. The Opportunity We are seeking a VP of Human Resources who leads with strategic clarity and a deep commitment to people and purpose. This is not a traditional HR role-it is a leadership calling for someone who believes that culture, trust, and growth are the true competitive advantages of a great organization. Brings both vision and heart to organizational development. Builds trust across diverse teams through authenticity, consistency, and empathy. Thrives in a dynamic, mission-driven environment where compassion and accountability coexist. Acts as a culture catalyst, nurturing belonging, adaptability, and excellence through times of growth and change. If you see HR as the art and science of helping people thrive within a shared purpose-this is your moment to make an impact. Position Summary The VP of Human Resources serves as a strategic partner and cultural architect within the Senior Leadership Team, responsible for advancing a workplace where people feel inspired, supported, and connected to our mission. This leader will design and execute people strategies that attract, develop, and retain exceptional talent-aligning every HR practice with Monroe's enduring purpose: to deliver outstanding care through exceptional people. Key Responsibilities Partner with the CEO and leadership team to shape a long-term people strategy rooted in trust, growth, and alignment. Champion a 'People First' culture where employees experience belonging, development, and clarity of purpose. Design and sustain leadership development, coaching, and succession programs that strengthen the organization's bench for the future. Use data and insights to enhance engagement, retention, and performance across the enterprise. Lead talent acquisition, benefits, and total rewards programs that reflect Monroe's commitment to both excellence and empathy. Guide organizational design, communication, and change management efforts that foster transparency and alignment. Ensure compliance with employment law while maintaining compassion and fairness in all decisions. Designs and delivers organization-wide communication plans that foster engagement and trust, adapting to various audiences. Drives organizational success by influencing key stakeholders, aligning people strategies with business goals, and cultivating a workplace culture that inspires excellence. Requirements What You Bring Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred). 7-10 years of progressive HR leadership experience, ideally including executive-level responsibility. Demonstrated success leading cultural transformation and advancing employee engagement initiatives. Leads with courage by initiating and navigating complex, high-stakes conversations with executive leadership, addressing sensitive issues through thoughtful questioning and creating alignment with clarity, empathy, and integrity. Strong emotional intelligence, curiosity, and the ability to navigate complexity with calm and clarity. A balance of strategic vision and hands-on leadership-comfortable both in the boardroom and in the field. A deep alignment with Monroe's core values of Quality, Compassion, and Integrity. Physical Demands and Work Environment While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and talk or hear. The employee may be required to lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus. Why Monroe Comprehensive health, dental, and vision options (including 100% company-paid HDHP plan). 401(k) with company match. Generous paid time off and holidays. A leadership culture grounded in trust, purpose, and service. The compensation range for this position is $120,000-140,000 annually, representing our good faith and reasonable estimate of the potential compensation at the time of posting. Actual compensation will be determined based on various factors, including the candidate's qualifications, experience, and skill set. Monroe Ambulance is an Equal Opportunity Employer and prohibits discrimination based on any protected status. As required by United States law, all qualified applicants will receive consideration for employment without regard to age, color, disability, genetic predisposition or carrier status, national origin, race, religion, sex (including pregnancy, sexual orientation, and gender identity), status as a protected veteran, or as a member of any other protected group or activity under federal, state and local law. We will make reasonable accommodations for employees with disabilities to enable them to perform the essential functions of their position unless doing so poses an undue hardship to the company or a direct threat to health or safety.

We are seeking an HR Manager with a minimum of 10 years' experience as an HR Manager or Director level position. The desired candidate will have a strong manufacturing background in a privately held global, multi-site company. The successful candidate will act as a strategic partner to support the alignment of business objectives with employees and management in designated business units. This position is an on-site at our corporate West Loop office. The successful candidate will be a corporate leader in Chicago and will partner with the managers at our sites to coach and consult on Human Resource related issues. The HR Manager will act as an employee champion and change agent while assessing and anticipating HR-related needs. Managing and communicating proactively with the internal HR staff, the HR Manager seeks to develop HR solutions. You will work effectively across the company facilities to deliver value added services to leaders and employees that reflect the business objectives of the organization. You will need to maintain an effective level of business literacy about the business unit supported. Major areas of focus are Employee Relations, Employee Engagement, Employee Communications, Compensation, Benefits, Recruiting, Training, Immigration and Safety. Key Job Responsibilities Lead and provide strategic human resources management to the corporate office and our multiple facilities throughout the US. Manage a local HR team and oversee HR staff at global subsidiary locations. Manage the development and success of initiatives within the HR Corporate team. Develop, recommend, and implement HR policies and procedures across the organization; prepare and maintain the Employee Handbook. Strong demonstrated knowledge of state and federal laws concerning employee relations and company policies. Work directly with management on employee relations issues for exempt and non-exempt employees, including coaching, succession planning and progressive discipline. Address root causes of issues and resolve them through a systematic and analytical approach, including conducting internal investigations. Lead the benefit administration function; manage programs and internal staff who handle answering employee questions about benefits, taking employees through the enrollment process, leading annual open enrollment and wellness program. Collaborates with Controller when reviewing annual benefit plans and changes Drive the succession planning and talent acquisition process, ensuring alignment with proper succession and high potential planning in line with the defined strategy and needs of the business. Coach managers on the Performance Management/Review process. Expert level expertise in compensation programs to provide guidance. Provides thought leadership and tactical assistance during all initiatives that require change management expertise. Owns the HR onboarding program with continuous development of the onboarding framework in partnership with corporate leaders; measure program for effectiveness. Responsible for responding to and maintaining all employee and applicant documentation as required by governing agencies. Oversees the implementation and maintenance of the HR system. Works closely with global HR team to create and roll out global HR initiatives. What we offer We are offering a challenging and interesting opportunity with extensive responsibilities in a dynamic industry and a growing company. Comprehensive benefits package includes a matching 401(k) plan, tax-free transit, free onsite parking and more!

Insero Talent Solutions is recruiting a Human Resources Manager for a growing manufacturing company in Rochester, NY. General Responsibilities: Take a lead role and support others in functional areas of HR including, but not limited to employee relations, compensation management, benefits administration, organization development, payroll, personnel records and AAP/EEO and special projects. Assist with training and recruitment, as needed. Responsible for the administration and liaison to employees on benefits -- medical, dental, life insurance, disability, leave management and payroll. Specific Duties: Lead for Compensation and Benefits strategy, planning and execution. Processing of Payroll for Salaried employees, including Profit Sharing payments, STI and LTI. Process Terminations (Letters, paperwork, notifications, Cobra, termination from payroll system, etc.) for Salaried employees. Lead for various audits as required (401(k), Workers Comp, Payroll, Finance, etc.) Reporting HR metrics Assist with planning and execution of annual activities to include: Annual Salary increases and Profit Sharing Bonuses, Performance Management Process, Open Enrollment, Wellness Screenings, etc. Research and implement new Benefit and HR tools. Provide guidance and coaching to supervisors and employees as needed. Qualifications (specify required or desired): B.S. Degree SHRM Certification or Graduate degree preferred 10+ years of HR experience desired Knowledge of current Federal and State Employment laws PC literacy (Word, Excel, Powerpoint) HRIS knowledge Strong Communication and Customer Services skills Works with minimum supervision, conferring with supervisor on unusual matters Ability to conduct investigations Experience with Payroll/ADP, Executive Compensation, and Benefits

Geneva, NY Seeking an Assistant Director of Human Resources who will fill the role of Director of Human Resources in a little less than 1 year. Advance in your career, with full support along the way! Under the supervision of the Director of HR, responsible for the execution and delivery of employee engagement activities, by utilizing initiative-taking and responsive approaches to solve and address complex employee and employer related matters. EDUCATION: Minimum: Bachelors degree in human resources or a related field, required. Preferred: Masters degree in a related field, preferred. PROFESSIONAL CERTIFICATIONS: Preferred: PHR, SPHR, SHRM-CP, SHRM-SCP, CHHR certification(s) WORK EXPERIENCE: Minimum: 3-4 years of experience in Human Resource Healthcare & Employee relations experience preferred. The ideal candidate will have employee relations/engagement experience, someone who takes ownership of projects from start to finish, who is highly meticulous and self-driven. This candidate will also need to be proficient with reporting on data such as, but not limited to, employee surveys exit interview statuses. Demonstrated ability to oversee confidential information with discretion and ability to deal with people in a professional and courteous manner. Ability to meet deadlines, manage multiple priorities and enhance the spirit of teamwork through effective role modeling. Excellent interpersonal, communication and organization skills. Computer literacy. Experience with Microsoft Office products and electronic record keeping. Familiar with TJC and NYS DOH regulations Salary negotiable based on experience, full benefits package. Relocation Assistance Possible for ideal candidate. 8355

Under the direction of the Administrator, the Human Resources Manager is responsible for employee hiring and training, wage and salary administration, and compliance with State and Federal laws and company policy and procedures at the facility level. RESPONSIBILITIES: * Interprets personnel policy and procedures regarding recruitment and selection of personnel, training, discipline and discharge; to management and employees. * Logs and completes CHRC and necessary pre check information for all applicants and new hires, as applicable by the NYS Department of Health guidelines. * Works with managers and supervisors to determine training needs, and ensures proper orientation and training programs for both the facility and the department staff are completed in a timely manner. * Interviews and screens prospective employees, provides information to applicants regarding employee benefits and personnel policies and procedures. * Maintains and updates Applicant Tracking System, reporting back to Corporate H.R regarding new job listings, removal of job listings, and updates to job listings. * Updates Vacancy Reports on a weekly basis to maintain an accurate record of open positions in the facility. * Completes payroll on a weekly basis. * Reviews and updates payroll using exception logs provided by all departments. * Advises managers about proper disciplinary procedures and assists them with disciplining and counseling employees when appropriate. REQUIREMENTS: * Possesses current knowledge regarding state and federal laws pertaining to labor law and health care workers. * Successfully completes facility conducted orientation, mandatory training and inservice programs. * Must be capable of performing the essential functions of the job, with or without reasonable accommodations. * Must be able to communicate in English, both verbally and in writing, and possess sufficient communication skills to perform the tasks required. Benefits: * Paid Time Off (PTO) * Health, Vision, and Dental Insurance * Life Insurance * Referral Bonus Program * Weekly or Same Day Pay Options * Supportive Work Environment Apply today to be part of a team committed to delivering excellent care while supporting operational excellence in a friendly and collaborative environment

Job Description We're seeking talented HR Consultants, both part-time and full-time, to deliver strategic and hands-on HR support for our diverse client base. THE IDEAL CANDIDATE WILL HAVE: Current knowledge of federal and state employment law, including experience with practical application and interpretation of Strong analytical skills including the ability to research, analyze and make recommendations. Outstanding communication, interpersonal, and relationship building skills. Excellent organizational, time management and multi-tasking skills Flexibility, adaptability and a readiness to jump in and contribute. Strong computer skills: Microsoft Office Suite, HRIS and/or payroll system(s) experience preferred. Availability during typical business hours, Monday - Friday. PHR/SHRM-CP Certification or other related certifications desired (i.e. CEBS, CCP). The ability to work onsite, if required for client assignment. EXPERIENCE AND EDUCATION At least five (5) years progressive HR Generalist or HR Manager experience is required. Bachelor's degree in human resources, Business or related field, or associate degree with commensurate experience required. Why consider HR Works, Inc. as your next employer? Best Company to Work in New York State - Our 13th Consecutive Year on the List! Recipient of Rochester Business Ethics Award Rochester Top 100 and INC 5000 Certified as a Great Place To Work Our HR Consultant Model is especially appealing to those HR Professionals who thrive with diverse work assignments & environments, possess a positive, driven attitude, enjoy problem solving & developing solutions while having a team of HR Compliance Professionals supporting you. If this sounds like you, apply today! *Pay rate, number of hours and length of assignment subject to negotiated client contracts. HR Works Consultants are hired to perform work for our clients which may supplement the client's workforce or to provide assistance in special work situations such as, but not limited to, employee absences, skill shortages, seasonal workloads, or to perform special assignments or projects. HR Works, Inc. is committed to equal opportunity for all, without regard to race, religion, color, national origin, citizenship, sex, age, veteran status, disability, genetic information, or any other protected characteristic. HR Works, Inc. will make reasonable accommodations for known physical or mental limitations of otherwise qualified employees and applicants with disabilities unless the accommodation would impose an undue hardship on the operation of our business. Powered by JazzHR KE6IZKqyyV

Under the direction of the Administrator, the Human Resources Manager is responsible for employee hiring and training, wage and salary administration, and compliance with State and Federal laws and company policy and procedures at the facility level. RESPONSIBILITIES: Interprets personnel policy and procedures regarding recruitment and selection of personnel, training, discipline and discharge; to management and employees. Logs and completes CHRC and necessary pre check information for all applicants and new hires, as applicable by the NYS Department of Health guidelines. Works with managers and supervisors to determine training needs, and ensures proper orientation and training programs for both the facility and the department staff are completed in a timely manner. Interviews and screens prospective employees, provides information to applicants regarding employee benefits and personnel policies and procedures. Maintains and updates Applicant Tracking System, reporting back to Corporate H.R regarding new job listings, removal of job listings, and updates to job listings. Updates Vacancy Reports on a weekly basis to maintain an accurate record of open positions in the facility. Completes payroll on a weekly basis. Reviews and updates payroll using exception logs provided by all departments. Advises managers about proper disciplinary procedures and assists them with disciplining and counseling employees when appropriate. REQUIREMENTS: Possesses current knowledge regarding state and federal laws pertaining to labor law and health care workers. Successfully completes facility conducted orientation, mandatory training and inservice programs. Must be capable of performing the essential functions of the job, with or without reasonable accommodations. Must be able to communicate in English, both verbally and in writing, and possess sufficient communication skills to perform the tasks required. Benefits: Paid Time Off (PTO) Health, Vision, and Dental Insurance Life Insurance Referral Bonus Program Weekly or Same Day Pay Options Supportive Work Environment Apply today to be part of a team committed to delivering excellent care while supporting operational excellence in a friendly and collaborative environment

About Advanced Atomization Technologies Advanced Atomization Technologies (AA TECH) is a joint venture between Parker Aerospace and GE Aerospace, created to produce and support advanced fuel nozzles and related products for current and future commercial engine platforms, including aerospace and aero-derivative engines. The highly skilled and experienced team of AA TECH employees is expert in design, assembly, testing, and aftermarket support, providing our customers with a world-class product and support experience. AA TECH offers a comprehensive and competitive compensation and benefits package, including: Variable Incentive Plan (Bonus Eligibility) Health, Dental, and Vision Insurance with HSA Company Contribution 401k Plan with Employer Match Tuition Reimbursement 11 Paid Holidays Vacation Accrual Flexible Work Schedules for Most Positions Position Summary: The HR Partner supports team members and managers at a manufacturing facility of approximately 400 employees. This role helps develop, implement, and execute HR strategy for Advanced Atomization Technologies and serves as the first point of contact for employee and manager inquiries. The HR Partner provides coaching, drives HR processes, and leads HR-related projects to improve employee experience and operational effectiveness. Key Responsibilities: Provide guidance/expertise regarding talent acquisition, employee relations, performance management, compliance/policy, and other related areas. Serve in a balanced employee/management advocacy role. Earns trust and respect of team members and leaders. Is actively visible andaccessible to all team members. Employee Relations: Conduct investigations, provide one-on-one coaching, handle progressive discipline and performance management issues, and recommendpersonnel actions. Responsible for the separations process, including exit interviews. Provides oversight for recruiting strategies and ensures staffing is appropriate Organizational Development & Employee Communications: May participate in training needs assessments, provide input on priorities and overall recommendations, and conduct training based onneed. Manage employee performance review system. Ensure alignment with Company values. Calibrate performance management ensuring consistency across Company. Identify underperforming employees. Work with managers to create development plans. Identify skill gaps potentially created by flight risks/retirements. Work with managers to create succession planning. Compliance, Policy & Procedure Identify the need for new or revised HR administrative policies and create efficient processes to streamline or improve accuracy; coordinate and communicate policy revisions, implementation, and rollout. Interpret policy and review personnel actions or decisions to ensure compliance with federal, state, and local legislation, and reducepotential company liability. Advise management on appropriate actions. Compensation: Advise and educate on compensation assessment, planning and classification. Identify and develop recommendations to address wage competitiveness and/or equity Develop communication and training on compensation, career development, and performance management topics for team leaders and teammembers. Required Qualifications: Knowledge, Skills and Abilities: Excellent problem identification, resolution, and project management skills. Demonstrated ability to propose, initiate and handle workload of diverse scope and complexity, establish goals and objectives, and manage projects to completion. Ability to provide oversight for other team members - will supervise others Excellent written, verbal and presentation communication skills. Strong interpersonal and leadership skills, with proven ability to work in a collaborative, teaming environment, influence others, and lead initiatives with impact. May be required to work flexible hours in order to support the needs of the business' 2nd or 3rd shifts Education and Experience: 10+ years' progressive experience as an HR Generalist including talent acquisition, full-cycle recruiting, employee relations, compensation, training & development, new hire orientation, affirmative action, policy development and HRIS. Thorough knowledge of human resources principles, industry practices and regulations. Bachelor's degree from an accredited university or college, preferably in Human Resources, Business, or related field. Desired Qualifications: PHR or SHRM-CP Certification preferred Due to the Company's military contractor status, the applicant must be a U.S. citizen or a permanent resident of the United States, and must provide evidence of citizenship or immigration status upon applying for the position. Advanced Atomization Technologies, LLC is an equal opportunity employer and gives consideration for employment to qualified applicants without regard to race, color, religion, sex, sexual orientation, age, national origin, disability, protected veteran status, or any other consideration made unlawful by federal, state or local laws. ("Minority/Female/Disability/Veteran/VEVRAA Federal Contractor”).

A Day in Your Life at MKS: As a Senior HR Business Partner at MKS, you will handle day-to-day operational support for a dynamic product development and manufacturing organization. You will balance talent strategy development for a growing business unit with execution and results. Your work will be in a variety of HR areas including talent & culture development, employee relations, leave management, performance management, staffing, immigration, communications and employee engagement. You will report into a Sr HR Manager. You Will Make an Impact: Talent Strategy: Develop and execute plans in partnership with key leaders at the site. Contribute to organization structure and leadership capability. Workplace Culture: Interact with employees and managers to address employee relations proactively and in response to problems that arise. Conduct interviews, inquiries, investigations, exit interviews, and focus groups. Facilitate excellence in workplace culture and communications practices. Performance Management: Advise, guide, and execute actions aligned to Company process and to improve performance at the organization and individual levels. Leader Development: Leverage a systematic approach to identify and act on opportunities for leader and management development. Facilitate development plans and actions for key talent. Leverage COE to identify and implement training and development programs. Operations: Perform processes such as onboarding, orientation, immigration support, unemployment claims, benefits support, and leave of absence management. Maintain accurate documentation and employee records. Compliance: Ensure compliance with legal and policy requirements. Facilitate completion of required compliance training. Data: Leverage Workday system, Engagement Survey Data, and manual tracking to assess talent metrics, communicate trends, and implement actions. Programs: Partner with HR colleagues to leverage global programs and ensure successful implementation. Participate in and/or lead projects Skills You Bring: Bachelor's degree and a minimum of 5+ years of related HR experience HR experience at a manufacturing facility An organized, results-oriented approach and problem-solving skills. Exceptional interpersonal and communication skills Preferred Skills: Higher education or HR certification Experience with Workday HRIS. Demonstrated partnering with COEs, across functions, and in a matrixed organization Ability in areas such as coaching, conflict resolution, team building, influencing, facilitation, training, data reporting & analysis, presentation, process development, problem-solving. Working Conditions On-site office and plant environment; Frequent use of computers and office productivity tools. We are interested in a qualified candidate who is eligible to work in the United States. However, we will not be sponsoring work visas for this position, at this time. MKS is an equal opportunity employer, including disability, veteran status and all categories protected by law. Please review our EOE statements for additional details. MKS is generally only hiring candidates who reside in states where we are registered to do business. #LI-DJ1 Compensation and Benefits: Salary Pay Range: Total Base Pay Range $ 80,000.00 to $140,000.00 per year. This range is a good faith estimate of the expected salary range for this position, based on a wide range of factors including qualifications, experience and training, operational and business needs and other considerations permitted by law. Bonus: This position is eligible for a discretionary annual bonus, in an amount to be determined by MKS [or as applicable]. Benefits: MKS offers a comprehensive benefits package, including health insurance coverage (medical, dental and vision), 401(k) with company match, life and disability insurance, 12 paid holidays, sick time, 15 paid vacation days, [6 weeks fully paid] parental leave, adoption assistance and tuition reimbursement [and for participation in any stock programs, signing bonus, etc.]. Globally, our policy is to recruit individuals from wide and diverse backgrounds. However, certain positions require access to controlled goods and technologies subject to the International Traffic in Arms Regulations (ITAR) or Export Administration Regulations (EAR). Applicants for these positions may need to be “U.S. persons.” “U.S. persons” are generally defined as U.S. citizens, noncitizen nationals, lawful permanent residents (or, green card holders), individuals granted asylum, and individuals admitted as refugees. MKS Inc. and its affiliates and subsidiaries (“MKS”) is an affirmative action and equal opportunity employer: diverse candidates are encouraged to apply. We win as a team and are committed to recruiting and hiring qualified applicants regardless of race, color, national origin, sex (including pregnancy and pregnancy-related conditions), religion, age, ancestry, physical or mental disability or handicap, marital status, membership in the uniformed services, veteran status, sexual orientation, gender identity or expression, genetic information, or any other category protected by applicable law. Hiring decisions are based on merit, qualifications and business needs. We conduct background checks and drug screens, in accordance with applicable law and company policies. MKS is generally only hiring candidates who reside in states where we are registered to do business. MKS is committed to working with and providing reasonable accommodations to qualified individuals with disabilities. If you need a reasonable accommodation during the application or interview process due to a disability, please contact us at: accommodationsat *************** . If applying for a specific job, please include the requisition number (ex: RXXXX), the title and location of the role

Job Description Insero Talent Solutions is recruiting a Human Resources Manager for a growing manufacturing company in Rochester, NY. General Responsibilities: Take a lead role and support others in functional areas of HR including, but not limited to employee relations, compensation management, benefits administration, organization development, payroll, personnel records and AAP/EEO and special projects. Assist with training and recruitment, as needed. Responsible for the administration and liaison to employees on benefits -- medical, dental, life insurance, disability, leave management and payroll. Specific Duties: Lead for Compensation and Benefits strategy, planning and execution. Processing of Payroll for Salaried employees, including Profit Sharing payments, STI and LTI. Process Terminations (Letters, paperwork, notifications, Cobra, termination from payroll system, etc.) for Salaried employees. Lead for various audits as required (401(k), Workers Comp, Payroll, Finance, etc.) Reporting HR metrics Assist with planning and execution of annual activities to include: Annual Salary increases and Profit Sharing Bonuses, Performance Management Process, Open Enrollment, Wellness Screenings, etc. Research and implement new Benefit and HR tools. Provide guidance and coaching to supervisors and employees as needed. Qualifications (specify required or desired): B.S. Degree SHRM Certification or Graduate degree preferred 10+ years of HR experience desired Knowledge of current Federal and State Employment laws PC literacy (Word, Excel, Powerpoint) HRIS knowledge Strong Communication and Customer Services skills Works with minimum supervision, conferring with supervisor on unusual matters Ability to conduct investigations Experience with Payroll/ADP, Executive Compensation, and Benefits

We're seeking talented HR Consultants, both part-time and full-time, to deliver strategic and hands-on HR support for our diverse client base. THE IDEAL CANDIDATE WILL HAVE: Current knowledge of federal and state employment law, including experience with practical application and interpretation of Strong analytical skills including the ability to research, analyze and make recommendations. Outstanding communication, interpersonal, and relationship building skills. Excellent organizational, time management and multi-tasking skills Flexibility, adaptability and a readiness to jump in and contribute. Strong computer skills: Microsoft Office Suite, HRIS and/or payroll system(s) experience preferred. Availability during typical business hours, Monday - Friday. PHR/SHRM-CP Certification or other related certifications desired (i.e. CEBS, CCP). The ability to work onsite, if required for client assignment. EXPERIENCE AND EDUCATION At least five (5) years progressive HR Generalist or HR Manager experience is required. Bachelor's degree in human resources, Business or related field, or associate degree with commensurate experience required. Why consider HR Works, Inc. as your next employer? Best Company to Work in New York State - Our 13 th Consecutive Year on the List! Recipient of Rochester Business Ethics Award Rochester Top 100 and INC 5000 Certified as a Great Place To Work Our HR Consultant Model is especially appealing to those HR Professionals who thrive with diverse work assignments & environments, possess a positive, driven attitude, enjoy problem solving & developing solutions while having a team of HR Compliance Professionals supporting you. If this sounds like you, apply today! *Pay rate, number of hours and length of assignment subject to negotiated client contracts. HR Works Consultants are hired to perform work for our clients which may supplement the client's workforce or to provide assistance in special work situations such as, but not limited to, employee absences, skill shortages, seasonal workloads, or to perform special assignments or projects. HR Works, Inc. is committed to equal opportunity for all, without regard to race, religion, color, national origin, citizenship, sex, age, veteran status, disability, genetic information, or any other protected characteristic. HR Works, Inc. will make reasonable accommodations for known physical or mental limitations of otherwise qualified employees and applicants with disabilities unless the accommodation would impose an undue hardship on the operation of our business.

Gorbel's mission is simple: We improve people's lives. That mission guides everything we do, from the products and service we provide to our outside customers to the work environment we foster for our employees. We are a manufacturer of material handling and fall protection products for the production and warehouse/distribution sectors. We're on the cutting edge of manufacturing and distribution; a thriving, growing company that is constantly seeking out new ways to innovate and elevate our products and our processes - and we're looking for people like you to join us in that mission. We're currently hiring for open positions in the US and Canada. We operate in Canada as Engineered Lifting Systems and Equipment (ELS)/DBA Gorbel Canada, and subsequent communication related to Canadian positions may show the ELS name. You may be contacted by phone by recruitment personnel based in either Canada or New York. Work Shift: First Shift (United States of America) Job Description: The Manager, Talent Acquisition & Retention will drive programs to improve employee experience, belonging, engagement and ultimately retention across the organization as Gorbel strives to be an Employer of Choice. Directly manages and coaches Staffing Specialist Team. Specific Duties: Talent Acquisition: Develops and establishes recruitment strategies, processes, procedures, and recognition programs while managing Gorbel's recruitment services across US locations. Serve as an advisor and functional expert to Hiring Managers regarding talent acquisition and creating recruitment strategies for openings in difficult to fill areas. Lead for reporting employment metrics, affirmative action reporting, recruiting forecast and strategies. Serves as the Workday Recruitment Administrator and a member of the Workday Governance Committee. As an Administrator of the Workday HCM system, ensure that the Workday applicant tracking system is properly maintained, evaluating ways to optimize the Workday system to increase efficiencies and user adoption. Ensure consistent, professional, personable, and timely communication is maintained with candidates throughout the recruitment process. Develop training on hiring best practices, including mitigating biases for hiring, for hiring managers and interviewers. Primary point of contact for vendors that support recruitment and onboarding. Directly manages and coaches the Staffing Specialist Team. Implements talent programs, such as internships and referral programs to cultivate a robust talent pipeline. Supports and participants in events that create visibility of Gorbel's Employer Brand in the community. Creates and manages the recruitment budget. Ensure compliance with all applicable legal and regulatory requirements. Retention: Accesses feedback given by employees during exit interviews and employee engagement surveys, for trends and document the motivating factors for candidates in the hiring process to make informed recommendations for activities to improve employee relations and satisfaction. Responsible to execute and report out Turnover analysis for the organization. Strategize with hiring managers on retention plans Referencing Gorbel' s Employer Brand Strategy as a guide, create collateral to share with internal staff and prospective candidates Perform other related duties and various special projects as required and assigned. Job Qualifications: Required Bachelor's degree in Business, Human Resources or equivalent required. Minimum 5 years Human Resource experience, including supervisory experience. Current knowledge of applicable governmental regulations. Vision-setting to strategize recruitment and retention initiative. Problem-solving skills, interested in taking on challenges and creating solutions for recruitment and retention Demonstrates a growth mindset, seeing challenges as opportunities to learn and grow. Encourages continuous individual, cross-departmental, and group learning. Understands the value and importance of best practices in recruitment and retention and is committed to continued growth in this area. Proficiency in MS Office applications essential (Excel, PowerPoint and Word skills) Excellent communication skills required (both verbal and written) Independent judgment and demonstrated ability to work with minimum supervision Demonstrated ability to prioritize and manage multiple projects Travel requirement: 5% required Preferred Prior experience with WorkDay reporting, developing and monitoring HR metrics Experience with effective use of Social Media tools Prior experience with salary grades/compensation structures helpful PHR or SPHR certification Core Competencies to be Successful: The ability to give effective, and timely, feedback Interpersonal/Influence/Negotiation skills Business Acumen Integrity and trust Action Orientation; Follow Through Emotional capacity Customer/Quality focus Effective Presentation/Communication skills Work Environment: ADA Physical/Mental/Workplace Requirements Occasional lifting up to 25 lbs. Sitting, working at desk/personal computer for extended periods of time Primary work environment is professional corporate office Ability to travel commercially and internationally. Gorbel is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, gender, gender identity, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. Gorbel is also committed to providing reasonable accommodations to qualified individuals so that an individual can perform their job related duties. If you are interested in applying for an employment opportunity and require special assistance or an accommodation to apply due to a disability, please contact us at ************. The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Gorbel, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is: Min $104,440.00 - Max 156,660.00