Human resources business partner jobs in Jericho, NY - 516 jobs

Title: Vice President of Human Resources Reports To: Chief of Operations Supervises: Payroll, Benefits, HR, Talent Location: Headquarters, with travel to Rochester, Newburgh, White Plains, Babylon, and Patchogue (As Needed) Job Summary The Vice President of Human Resources (VPHR) will be the principal architect and strategic leader for all people infrastructure at Always Compassionate Health. This executive will function as a trusted business partner to the leadership team, driving organizational performance, developing a high engagement culture, and designing advanced people systems that align with aggressive growth goals, all while rigorously maintaining legal compliance and mitigating institutional risk. Key Responsibilities I. Strategic Leadership & Business Partnership Vision & Strategy: Develop and execute a comprehensive HR strategy that supports the organization's long-term business objectives and culture, positioning HR as an enabler, not an obstacle, to operational success. Executive Consulting: Serve as a strategic advisor to the CEO and executive team on all matters related to organizational design, workforce planning, talent management, change management, and succession planning. Risk & Liability Mitigation: Proactively identify and manage legal risks, ensuring the company's policies, procedures, and practices are compliant with all federal, state (especially NYS regulations), and local employment laws. II. Infrastructure, Compensation, & Benefits Design Advanced Compensation Design: Design, implement, and manage innovative and competitive compensation strategies, including base pay, merit increases, and advanced bonus and commission structures that drive high-level performance and retention. Benefits & Insurance: Strategically manage all company benefits (health, dental, vision, 401k, etc.) and related insurance programs, conducting annual reviews to ensure cost effectiveness, competitiveness, and compliance. Payroll Oversight: Oversee the payroll function, ensuring accurate, compliant, and timely processing for all employees. III. Policy, Compliance, & Performance Management Policy & Procedure Creation: Design and implement comprehensive, legally defensible policies and procedures across all areas of the employee lifecycle. Handbook Management: Lead the annual review and update of the Employee Handbook to reflect current business practices and state/federal labor laws Performance Management: Design and roll out a modern, effective performance management and review system that encourages continuous feedback, development, and accountability. Disciplinary Action: Oversee all disciplinary, grievance, and termination procedures, ensuring fairness, documentation, and compliance to minimize litigation risk. IV. Talent Lifecycle Management Onboarding & Offboarding: Design scalable, structured, and compliant processes for onboarding new employees and executing professional, legally sound offboarding procedures. Talent Development: Implement programs for leadership development, employee training, and career progression to build a strong internal talent pipeline. Qualifications Education: Bachelor's degree in Human Resources, Business Administration, or a related field is required. A Master's degree (MBA or MA in HR) and/or HR certification (SHRM-SCP or SPHR) is strongly preferred. Experience: Minimum of 10+ years of progressive HR experience, with at least 5 years in a senior leadership role (Director or VP level) reporting directly to executive leadership. Industry Knowledge: Experience in healthcare or a highly regulated service industry is a significant advantage. Expertise: Deep expertise in advanced compensation plan design, performance management system implementation, and comprehensive knowledge of federal and New York State employment law (e.g., wage and hour, leave, classification). Skills: Demonstrated ability to act as a strategic business partner, influence without direct authority, and balance employee advocacy with organizational risk mitigation. Systems Proficiency: Experience implementing or managing modern HRIS and payroll systems. Benefits: 401(k) Dental insurance Health insurance Paid time off Vision insurance Work Location: In person Always Compassionate Health is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at Always Compassionate Health are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, creed, national, social or ethnic origin, political viewpoint, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, protected veteran status, citizenship status when otherwise legally able to work, or any other status protected by the laws or regulations in the locations where we operate.

Oscar de la Renta is seeking a Director of Human Resources. The Director of HR will be responsible for managing and overseeing the organization's HR function, ensuring the effective implementation of HR policies and procedures that align with the company's vision and mission. The Director of HR will plan and execute operations activities in the organization, ensuring development and implementation of efficient operations and cost-effective systems to meet current and future needs of the organization. Responsibilities include (but are not limited to): · Implement universal HR processes and practices · Talent acquisition, recruitment, and onboarding · Manage and process employee benefits, payroll, and health and safety programs · Provide support to management on workforce planning and employee relations · Ensure compliance with internal policies and legal standards · Handle employee relations, discipline, and termination in accordance with company policies · Guide management on employee relations and grievance resolution · Stay current with the latest trends and changes in HR strategies · Manage compensation and payroll budgets · Develop and implement competitive compensation, benefits, performance appraisal, and employee incentive programs · Maintain thorough understanding of labor, union, and employment laws for compliance Mandatory Skills and Requirements: · At least 5 years of experience in a similar role; 8-10+ total years of experience in HR · Excellent verbal and written communication skills · Strong leadership and organizational skills · Strong analytical, supervisory, and problem-solving skills · In-depth understanding of labor relations, union laws, and employment legislation · Extensive experience in HR functions including talent acquisition and management · Strong business acumen with an understanding of fundamental business principles · Skilled in budget preparation and fiscal management · Employee development and performance management skills · Exceptional interpersonal and conflict-resolution skills · Expertise in Microsoft Office Suites such as Word, Excel, PowerPoint Only candidates that meet the above criteria will be considered.

Job Title: Human Resources Business Partner Employment Status: Full-time, Exempt Department: Human Resources Reports To: Senior Vice President, Human Resources based in Brooklyn, NY (3 days/week in office) Summary The Brooklyn Navy Yard Development Corporation (BNYDC) is a not-for-profit corporation that serves as the real estate developer and property manager of the Yard on behalf of its owner, the City of New York. BNYDC strives to provide an environment in which innovative companies can take root and grow. The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to department leaders, aligning people strategies with organizational goals. This manager-level role provides both strategic and hands-on HR support in the areas of performance management, employee and labor relations, workforce planning, and organizational effectiveness. They play a key role in fostering a positive, equitable, and high-performance culture at BNYDC. This role serves as the primary liaison between the organization and its union partners, and supervises one direct report; Senior Coordinator, Employee Engagement. The HRBP will partner closely with the SVP of Human Resources & Director of Talent & Organizational Development to align initiatives that strengthen leadership capacity, employee engagement, and retention. Areas of Responsibility Partner with department heads to understand business objectives and design people strategies that align with organizational goals Act as the primary point of contact for employees seeking assistance on workplace issues, concerns, and conflicts Coach managers on all aspects of performance management including: Drafting and refining performance reviews, counseling documents, and written corrective actions Designing and monitoring Performance Improvement Plans (PIPs) and guiding managers through performance conversations Lead employee investigations, ensuring objective, thorough, and compliant handling of complaints and workplace concerns Provide expert guidance on disciplinary actions, ensuring consistency, fairness, and adherence to employment law, company policy, and/or labor agreements Build manager capability by training supervisors on feedback delivery, documentation, and performance conversations Serve as the primary liaison between the organization and its union partners Manage grievance process, facilitate labor-management discussions, and support contract interpretation Lead the Engagement Committee, facilitating discussions that identify challenges and opportunities related to morale and organizational effectiveness; translate committee feedback into actionable recommendations to drive improvements Lead organization-wide engagement initiatives, including surveys, feedback mechanisms, and action planning Champion initiatives that enhance inclusion, belonging, and employee voice s Supervisor the Sr. Coordinator, Employee Engagement, providing ongoing mentorship and professional development Partner with the SVP and Director, Talent & Organizational Development, to identify and address leadership development needs; support learning, training, and talent initiatives and provide insights from to inform development and succession planning strategies Leverage HR data and analytics to identify workforce trends and inform decision-making Interpret and apply employment laws, collective bargaining agreements, and internal policies to ensure compliance and mitigate risk; contribute to ongoing review and improvement of HR policies, processes, and documentation standards The above duties and responsibilities are not intended to limit specific duties and responsibilities of this position. It is not intended to limit in any way the authority of supervisors to assign, direct and control the work of employees under their supervision. Required Skills and Abilities Strong interpersonal and relationship-building skills with the ability to influence outcomes, and partner effectively across all organizational levels Deep expertise in employee relations issues with sound judgment and professionalism Demonstrated commitment to equity, inclusion, and organizational culture In-depth knowledge of employment laws, regulations, and HR industry best practices Exceptional written, verbal, and presentation skills Strong quantitative and analytical skills with the ability to collect and analyze critical HR data, build reports, and use insights to inform strategy Proactive, solutions-oriented mindset. Able to balance strategic vision with operational execution Comfort navigating ambiguity in a dynamic organizational environment Strong organization and project management skills Ability to maintain strict confidentiality and exercise sound judgement Proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint) Qualifications Bachelor's degree in Resources, Business Administration, or related field 5+ years of progressive HR experience, with 3+ years in an HRBP or HR management capacity supporting organizational leadership Demonstrated experience managing performance management processes, including coaching leaders, drafting corrective actions and PIPs, and conducting investigations Prior experience as a people manager / team leader strongly preferred Experience working in a unionized environment, non-profit sector, and/or for mission-driven organizations preferred Experience supporting organizational change, restructuring, or culture initiatives preferred BNYDC is an Equal Opportunity Employer. All applicants will be considered for employment without regard to race, color, religion, creed, sex (including actual or perceived sex, gender, gender identity, self-image, appearance, behavior or expression) sexual orientation, genetic trait, actual or perceived status of a victim of domestic violence, or as victim of sex offenses or stalking, unemployment status, age, ancestry, national origin, citizenship status, marital or domestic partnership status, military status, handicap, disability, or any other legally protected classification. BNYDC is proud to offer a comprehensive benefits package for eligible employees. Some of the highlights include: Employer-funded pension plan, with annual contributions up to 14% of your salary Medical, dental, and vision coverage options starting Day 1 of employment Annual HRA (health reimbursement arrangement) of $6,000 to cover out-of-pocket medical & mental health expenses Employer-funded Basic Life/AD&D coverage 12 weeks paid parental leave Teledoc & TotalCare EAP memberships Transit/Commuter & Let's Ride NYC (Citi Bike) benefits Discounted pet insurance through MetLife 4 weeks of PTO, additional paid sick leave #J-18808-Ljbffr

We are seeking an experienced Senior Director, Human Resources to serve as a trusted advisor to executive leadership and a strong operator across core HR functions. This role blends strategic leadership with hands‑on execution and is suited for an HR leader with sound judgment, presence, and the ability to navigate complex employee matters with confidence. The Senior Director will partner closely with the VP, People to execute people strategy, strengthen employee relations, and ensure HR practices support high‑performance, culture, innovation, and sustainable growth across an evolving on‑site, hybrid, and remote workforce. Primary Responsibilities HR Leadership & Business Partnership Act as a strategic HR partner to leaders, providing guidance on employee relations, performance management, workforce planning, organizational design, and evolving ways of working. Serve as a senior advisor on organizational effectiveness, leadership capability, innovation, and change. Translate business priorities into practical, scalable people practices, governance, and operating models that support growth and flexibility. Coach managers on leadership effectiveness, difficult conversations, and building high‑performing teams. Employee Relations & Performance Own employee relations matters of all levels of complexity, including investigations, conflict resolution, performance management, and separations. Independently assess risk, recommend outcomes, and partner with leadership and Legal on sensitive cases. Ensure consistent, fair, and legally sound application of policies and performance standards across all work arrangements. Compliance & Risk Management Own compliance with federal, state, and local employment laws and regulations for a primarily on‑site NY/NYC based workforce, as well as a multi‑state hybrid and remote employee population (including California). Partner with Legal on investigations, claims, and policy updates. Maintain accurate personnel records and HR documentation. HR Operations Oversee core HR processes including onboarding, offboarding, performance reviews, with compensation administration, and benefits coordination. Partner with Payroll and Finance to ensure accurate employee data and compensation execution. Continuously improve HR processes, systems, and tools to support efficiency, innovation, and a strong employee experience across on‑site and hybrid environments. Talent, Culture & Change Management Provide HR leadership across a diverse employee population, including creative professionals, corporate teams, and warehouse or frontline employees. Support engagement, retention, and succession planning initiatives. Design, support, and evolve learning, development, and mentorship programs that strengthen leadership capability, career growth, and internal mobility. Partner with leaders to foster a culture of continuous learning, feedback, and innovation. Ensure proactive external networking to build talent pipelines and support brand‑right community outreach aligned with the company's values and growth priorities. Champion company culture and create and deliver values‑based programs. Lead people aspects of change initiatives related to growth, restructuring, innovation, or new programs. Qualifications/Ideal Experience 10+ years of progressive HR leadership experience, including Senior Director or enterprise‑level roles. Demonstrated experience independently leading complex employee relations matters. Strong knowledge of employment law and HR best practices, with depth in New York and exposure to California compliance. Experience supporting on‑site, hybrid, and multi‑state workforces. Proven ability to work effectively across both professional and operational employee populations. Ability to influence and operate both strategically and tactically in a growing, innovative organization. Strong executive presence with excellent communication and influencing skills. Experience partnering closely with Legal, Finance, and senior leadership. Bachelor's degree required; HR certification preferred. A steady, confident HR leader with strong judgment and a bias toward resolution. Someone who is hands‑on, decisive, and comfortable owning outcomes. A collaborative partner who can influence, challenge thoughtfully, and drive continuous improvement. Job Type Full‑time; hybrid role; NYC based (Maspeth, Queens Distribution Center and Industry City Brooklyn office spaces). Salary $180,000 - $215,000 annually + Discretionary Bonus Benefits Medical, Dental & Vision Insurance Benefits (day1). 401(k) with Company Match. Company Paid Life Insurance Benefit. Voluntary Supplemental Insurance Benefits (STD, LTD, Accident, Critical Illness). Unlimited Paid Time Off (Exempt & FT). Tuition Reimbursement. The above statements describe the general nature of work being performed in this role, they are not an exhaustive list of all responsibilities, duties and skills required. Additional responsibilities may be required from time to time. As an Equal Opportunity Employer, qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran, or other protected status. For details on how we protect your information when you apply, please see Applicant and Candidate Privacy Policy. Moda Operandi is an e‑commerce platform transforming the way people discover and shop for designer fashion. Through its innovative mix of commerce and content, Moda allows women to shop for what's new and what's next in designer fashion from the world's leading emerging designers and luxury brands. Founded in 2010, Moda Operandi's mission is to make it easy for designers to grow their businesses and consumers to realize their personal style. Today, Moda's platform carries more than 1,000 brands and designers across fashion, fine jewelry, home and beauty, shipping to customers around the world. #J-18808-Ljbffr

New York, NY, San Francisco, CA, or Los Angeles, CA Responsibilities The Senior HR Systems Analyst takes a lead role in analysis, reporting, and project management for HR Systems, including Workday, Taleo, and iCIMS. Develop Definition of Business Requirements and Specifications. Prepare Fit-Gap Analysis with key resources which might include: Workday, Firm IT, and functional experts in Compensation, Benefits, Recruiting, and Talent Development. Recommend changes to business process to increase efficiency and continue to develop HR Systems. Complete system setup and configuration. Ensure that configuration is able to be maintained with ease. Work with key resources on needed data conversions, data cleanup, and auditing. Set up and administer user security associated with new or changed functionality. Develop, test, and document custom reports and exports to support new or changed functionality. Provide testing support. Develop test plans and scripts; execute test cycles, document/verify results, and resolve issues. Develop system and user documentation and other training material as necessary. Develop integration workflows, mapping data fields, and implementing data transformation processes to ensure compatibility and consistency across systems. Provide production and system administration support for current HR systems environment. Qualifications Bachelor's Degree required. 5+ years of related experience, or equivalent combination of education and experience. Prior HR Systems implementation and/or production support experience. Workday HCM experience required. Working knowledge of ad hoc report writing tools, with practical experience in developing custom reports and exports. Previous spreadsheet, database or file management system experience preferred (Excel, Access). Strong sense of accountability, taking ownership over projects and responsibilities and resolving issues proactively with minimal supervision or by following broad guidelines. Advanced analytical and information gathering skills; ability to evaluate and prioritize extensive, detailed data. Including the ability to anticipate issues and outcomes, and make effective decisions. Strong written and verbal communication skills; ability to present complex ideas succinctly and clearly. Includes the ability to communicate credibly and diplomatically with all levels in an organization. Creative problem solving skills and ability to think beyond the task or project at hand, including applying big picture understanding to decision making. Ability to manage multiple requests, assess priorities, and achieve solutions under deadlines. Includes strong organizational skills with the ability to organize time, prioritize workload and information effectively, and work independently. Benefits Firm offers a comprehensive benefits package starting on your first day. A variety of options for medical, dental, vision, life and disability coverage to meet the needs of you and your family. Industry-leading parental leave and family benefits including adoption and fertility treatment options and backup child and elder care. Global wellness program, including free access to Talkspace and Calm apps. Annual community service day to make an impact on your community and a birthday holiday just for fun. Education reimbursement annually. Dedicated Talent Development team. Competitive annual profit‑sharing contribution. Where required by law, salary ranges are stated below. Additional compensation may include a discretionary bonus, overtime as applicable, health/welfare benefits, retirement contributions, paid holidays, and PTO. The range displayed is specifically for positions performed in those cities/states and may vary based on factors including but not limited to the following: local market data and ranges; an applicant's skills and prior relevant experience; and certain degrees, licensing, and certifications. New York, San Francisco salary range: $116,000.00-$162,000.00, plus bonus #LI-Hybrid Salary: $116,000.00-$162,000.00, plus bonus Date Active: 8.28.2025 Exempt/Not Exempt: Exempt #J-18808-Ljbffr

Physician Affiliate Group of New York (PAGNY) has an opportunity for a Director of Human Resources Operations to its multispecialty medical practice group. PAGNY staffs several municipal hospitals and clinics within New York City through an affiliation agreement with NYC Health + Hospitals. PAGNY's corporate staff provides administrative, practice management, and human resources services in support of its more than 4,000 clinical providers. The mission of NYC Health + Hospitals is to extend equally to all New Yorkers, regardless of the ability to pay, comprehensive health services of the highest quality in an atmosphere of humane care, dignity, and respect. Their Values are built on a foundation of social and racial equity and has established the ICARE standards for all staff. NYC Health + Hospitals is the nation's largest municipal healthcare delivery system in the United States. Dedicated to providing the highest quality healthcare services to all New Yorkers with compassion, dignity, and respect, and regardless of immigration status or ability to pay. Opportunity Details: Provides PAGNY-wide leadership with overall management of the areas of Human Resources (HR) including policy development, performance management, site HR services, and compensation. Oversees HR staff and partners with site Administrators to align policies and procedures, along with services and programs to align with local needs in the context of central goals. Translate the strategic and tactical business plans into HR operational plans. Develop performance management and evaluation systems and processes across all Departments and locations. Manage the HR Information Systems database and reporting for critical analyses of the HR function and people resources. Provide HR metrics and reporting for Senior Leadership and the Board of Directors. Develop and implement the organization's diversity initiatives and strategy to attract, hire, and maintain a diverse workplace. Collaborate with stakeholders to assess the need for, and recommend training initiatives on, cultural competency, gender differences, disability, sexual harassment, and other topics designed to increase awareness and support of equity and inclusion values, while maintaining compliance with applicable laws. Qualifications: Masters' degree in Human Resource Management or equivalent desired Minimum 10 years' related leadership experience Hospital or healthcare field experience is required Demonstrated performance management and leadership competencies Excellent interpersonal and communication skills Wages and Benefits include: Annual Base Salary: $160,000* - $185,000* based on 40-hour work week. 401(k) Company Contribution (subject to IRS contribution limits): Employees are immediately vested in a 3% company contribution of base earnings. No employee match is required. After one year of service, employees receive an additional 7% company contribution of base earnings. No employee match is required. Generous Annual Paid Time Off (PTO): Vacation and Holiday. Medical, Prescription, and Dental Coverage: Top-tier plans with employee contributions significantly below market rates. Life Insurance and Accidental Death and Dismemberment (AD&D) Coverage: Equal to 2x your salary (up to a maximum of $300,000) provided at no cost to you. Additional employee-paid Voluntary Life and AD&D coverage is available for you and your family. Healthcare and Dependent Care Flexible Spending Accounts (FSAs). Pre-tax employee-paid contributions for commuting expenses. Physician Affiliate Group of New York, P.C. (PAGNY) mission is to provide accountable, responsive, quality care with the highest degree of sensitivity to the needs of the diverse population that lives in our New York community. PAGNY is one of the largest physician groups in the country and directly employs nearly 4,000 physicians and allied health professionals who provide services to NYC Health + Hospitals, the largest municipal health care system in the nation, serving more than a million New Yorkers annually. Our providers are highly skilled professionals with outstanding credentials who deliver the highest level of quality healthcare to patients throughout New York City. Physician Affiliate Group of New York, P.C. (PAGNY) is an equal opportunity employer committed to equitable hiring practices and a supportive workplace. All candidates are considered based on their individual qualifications, potential, and experience. To learn more about our culture and ongoing workplace practices, please visit our Workplace Culture | PAGNY page. *Salary Disclosure Information: The salary listed for this position complies with New York City's Salary Transparency Law for Job Advertisements. The salary applies specifically to the position being advertised and does not include incentive compensation or benefits. Actual total compensation may vary based on factors such as experience, skills, qualifications, historical performance, and other relevant criteria.

ASSOCIATE DIRECTOR OF HR TECHNOLOGY page is loaded## ASSOCIATE DIRECTOR OF HR TECHNOLOGYlocations: 4 Executive Boulevardtime type: Full timeposted on: Posted Todayjob requisition id: JR227341**City/State:**Yonkers, New York**Grant Funded:**No**Department:**HRIS - Workforce Technology**Work Shift:**Day**Work Days:**MON-FRI**Scheduled Hours:**9 AM-5 PM**Scheduled Daily Hours:**7.5 HOURS**Pay Range:**$160,000.00-$200,000.00We are seeking an experienced Associate Director of HR Technology to lead the strategy, governance, and optimization of Workday Analytics and Security. This role will oversee the design and delivery of advanced reporting and analytics solutions, manage security frameworks to safeguard sensitive HR and payroll data, and ensure compliance with audit and privacy standards.This is a strategic and hands-on role for someone who excels in aligning HR technology with business goals, driving adoption of Workday capabilities, and enabling data-driven decision-making across the organization. **Requirements*** Lead Workday Analytics & Security strategy, governance, and compliance.* Deliver advanced reporting & analytics solutions (dashboards, composite reports, Prism, Discovery Boards).* Administer Workday security frameworks, roles, and audit controls.* Partner with HR, IT, Finance, and Audit to design scalable, secure solutions.* Provide leadership and coaching to HR Technology team members.**Skills Needed*** 10-12 years in HR technology, including 4-6 years in Workday HCM.* Strong expertise in Workday Core HCM, Security Administration, and Reporting/Analytics.* Proven experience with Workday security frameworks, governance, and compliance (HIPAA, SOC, SOX).* Background in HR data governance, analytics, and external tools (Tableau, Power BI, Snowflake).* Leadership experience managing HR tech teams, projects, and stakeholders.* Familiarity with Agile methods, Workday implementations, upgrades, and vendor management.Montefiore Medical Center is an equal employment opportunity employer. Montefiore Medical Center will recruit, hire, train, transfer, promote, layoff and discharge associates in all job classifications without regard to their race, color, religion, creed, national origin, alienage or citizenship status, age, gender, actual or presumed disability, history of disability, sexual orientation, gender identity, gender expression, genetic predisposition or carrier status, pregnancy, military status, marital status, or partnership status, or any other characteristic protected by law.### EMPLOYEE BENEFITSAn assortment of insurance products and discount programs through Voluntary Benefits.Check out our comprehensive available to you when you join our outstanding team! #J-18808-Ljbffr

Introduction To heal, to teach, to discover and to advance the health of the communities we serve. To learn more about the “Montefiore Difference” - who we are at Montefiore and all that we have to offer our associates, please click here. Overview We are seeking an experienced Associate Director of HR Technology to lead the strategy, governance, and optimization of Workday Analytics and Security. This role will oversee the design and delivery of advanced reporting and analytics solutions, manage security frameworks to safeguard sensitive HR and payroll data, and ensure compliance with audit and privacy standards. This is a strategic and hands‑on role for someone who excels in aligning HR technology with business goals, driving adoption of Workday capabilities, and enabling data‑driven decision‑making across the organization. Responsibilities Lead Workday Analytics & Security strategy, governance, and compliance. Deliver advanced reporting & analytics solutions (dashboards, composite reports, Prism, Discovery Boards). Administer Workday security frameworks, roles, and audit controls. Partner with HR, IT, Finance, and Audit to design scalable, secure solutions. Provide leadership and coaching to HR Technology team members. Requirements Bachelor's degree required. 10-12 years in HR technology, including 4-6 years in Workday HCM. Strong expertise in Workday Core HCM, Security Administration, and Reporting/Analytics. Proven experience with Workday security frameworks, governance, and compliance (HIPAA, SOC, SOX). Background in HR data governance, analytics, and external tools (Tableau, Power BI, Snowflake). Leadership experience managing HR tech teams, projects, and stakeholders. Familiarity with Agile methods, Workday implementations, upgrades, and vendor management. #J-18808-Ljbffr

Gauntlet leads the field in quantitative research and optimization of DeFi economics. We manage market risk, optimize growth, and ensure economic safety for protocols facilitating most spot trading, borrowing, and lending activity across all of DeFi, protecting and optimizing the largest protocols and networks in the industry. We build institutional-grade vaults for decentralized finance, delivering risk-adjusted onchain yields for capital at scale. Designed by the most vigilant, quantitative minds in crypto and informed by years of research. As of November 2025, Gauntlet manages over $2B in vault TVL, and optimizes risk and incentives covering over $42 billion in customer TVL. We continually publish cutting-edge research that informs our risk models, alerts, and analysis, and is among the most cited institutions - including academic institutions - in terms of peer-reviewed papers addressing DeFi as a subject. We're a Series B company with around 75 employees, operating remote-first with a home base in New York City. As a company, we build institutional-grade vaults that deliver risk-adjusted DeFi yields at scale, powered by automated risk models and off-chain intelligence. Gauntlet curates strategies across Morpho, Drift, Symbiotic, Aera and more, with >$1B in vault TVL and a growing suite of Prime, Core and Frontier vaults. Our mission is to drive adoption and understanding of the financial systems of the future. We operate with a trader's discipline and a risk manager's skepticism: size carefully, stress routinely, unwind decisively. The label equals the package equals the contents. No surprises, just predictable, reliable vaults. We're looking for a Head of Talent Acquisition to run and refine Gauntlet's entire Recruiting function. The ideal candidate has experience with Recruiting and People Management and is excited about building internal processes and programs from the ground up. Responsibilities You will develop and drive Gauntlet's recruiting strategy Develop innovative strategies to find, engage, and hire top crypto talent anywhere in the world Create and execute a diverse and inclusive hiring strategy Analyze and report on progress to team leads regularly Facilitate a positive interview experience for candidates, as well as internal interviewers Develop repeatable processes and leverage automation when possible Train and mentor junior members of the People team and invest in attracting and developing top talent across all roles Hire and train junior employees on Gauntlet's Talent Acquisition Team Qualifications 10+ years of Technical & Business Recruiting experience Experience recruiting for and leading teams that hire highly specialized technical talent, preferably with Crypto experience (though not a requirement) History of building inclusive and diverse teams Deep knowledge across the entire candidate lifecycle, from talent mapping, research, sourcing, interviewing, to closing Demonstrated ability to proactively find and engage pipelines of niche talent Ability to think strategically and proactively, with a data-driven approach to decision-making Benefits and Perks Remote first - work from anywhere in the US & CAN! Regular in-person company retreats and cross-country "office visit" perk 100% paid medical, dental and vision premiums for employees and dependents $1,000 WFH stipend upon joining $100 per month reimbursement for fitness-related expenses Monthly reimbursement for home internet, phone, and cellular data Unlimited vacation 100% paid parental leave of 12 weeks Fertility benefits Opportunity for incentive compensation Please note at this time our hiring is reserved for potential employees who are able to work within the contiguous United States and Canada. Should you need alternative accommodations, please note that in your application. The national pay range for this role is $175,000 - $200,000 base plus additional On Target Earnings potential by level and equity in the company. Our salary ranges are based on paying competitively for a company of our size and industry, and are one part of many compensation, benefits and other reward opportunities we provide. Individual pay rate decisions are based on a number of factors, including qualifications for the role, experience level, skill set, and balancing internal equity relative to peers at the company. #LI-Remote #J-18808-Ljbffr

HR Business Partner We are currently searching for an HR Generalist. You will be responsible for supporting the engineering & operations division for our client. Our client is creating revolutionary technology that is impacting the manufacturing industry that supports over 1 billion people on a daily basis. If you want to be part of a company that is changing the world, we want to hear from you! This is a 12-month contract to direct hire. We are seeking candidates who are only interested in full-time opportunities. Job Description As a Human Resources Generalist, you will make a real difference as a key member of the HR Team where you will provide knowledge and expertise while tackling multiple tasks to support growing business divisions. To achieve this, you will be using your unique mix of technical, creative, and interpersonal skills to include but not limited to: Responsibilities for HR Generalist: Lead/manage talent selection and onboarding, talent succession and development, employee engagement, employee relations, and organization development and change initiatives. Gather statistics and metrics (headcount, turnover, talent movement, HR program execution) and provide analysis and recommendations based on the data. Influence new hire selection through active participation in candidate interviews and selection, lead the onboarding activities including assessing new employee onboarding experience. Partner with 3rd party and internal recruiting teams to execute on hiring plans. Oversee moderately complex level employee relations issues including fact gathering, analysis, recommendations, and performance improvement progress. Coach the manager on conflict resolution and addressing escalations. Guide managers and employees through the annual HR program cycle including performance management, salary planning, employee development, and other related annual programs. Deliver HR support to manufacturing production supervisors/managers with a focus on high-touch coaching and program support. Assist in facilitating workshops on various HR programs and professional development topics. Gather data/metrics to understand headcount, turnover, talent movement, HR programs, etc. Education: BA/BS in Human Resources, Organizational Behavior, or related degree preferred. Qualifications: 4-10+ years of applicable HR experience. A proactive thinker with the ability to manage multiple projects and priorities. Experience with employee relations and supporting managers on employee management and succession planning. Strong interpersonal relationship skills. Experience with supporting hiring managers on conflict resolution Analytical skills including data and trend analysis and recommending solutions. Ability to work in a fast-paced and ever-changing work environment. Proficient in MS Word, Excel, PowerPoint, and HRIS/SAP or similar.

A major educational institution in New York is seeking an experienced Assistant Vice President for Human Resources. This leadership role involves directing HR strategy, ensuring compliance with laws, and managing various HR programs. The ideal candidate will have extensive HR experience in higher education settings, advanced knowledge of HRIS, and a strong commitment to diversity and inclusion. Competitive salary of $160,000 - $180,000 plus comprehensive benefits are offered, making this a rewarding opportunity to lead HR initiatives in a diverse academic environment. #J-18808-Ljbffr

About the Company Unique Brands is a fast-growing fashion company known for delivering trend-driven product with strong brand identity. We are seeking an experienced Human Resources Manager to lead both HR operations and full-cycle recruiting across our fashion and apparel organization. This is a hybrid role ideal for a hands-on HR professional with recruiting expertise who thrives in a fast-paced environment and understands the unique demands of the apparel industry. The ideal candidate brings strong knowledge of HR best practices and employment compliance, along with proven ability to source and hire top talent across corporate, retail, and creative functions. This role will serve as a trusted partner to leadership and employees, while building exceptional teams that align with brand vision and business goals. About the Role The Human Resources Manager & Recruiter will manage core Human Resources functions-including onboarding, employee relations, performance support, and compliance-while also leading end-to-end recruitment for a wide range of positions. This role partners closely with leadership to strengthen workplace culture, support employee development, and ensure hiring strategies align with business priorities. Key Responsibilities Talent Acquisition & Full-Cycle Recruiting Lead full-cycle recruiting for corporate, retail, and creative roles including: Design, Technical Design, Merchandising, Production, Buying, E-Commerce, Marketing, Retail Operations, and other headquarters positions. Partner with hiring managers to define requirements, competencies, and hiring timelines. Write and update job descriptions to align with business needs and ensure internal consistency. Manage candidate sourcing through LinkedIn, industry networks, job boards, and fashion-specific programs (FIT, Parsons) and recruiting tools. Build pipelines for high-volume seasonal hiring, including interns, freelancers, product development roles, and retail leadership positions. Conduct candidate screenings, coordinate interviews, manage feedback loops, and deliver a best-in-class candidate experience. Support offers, compensation discussions, and negotiation in partnership with leadership. Human Resources Management Serve as the primary HR contact for employees providing guidance on HR policies, procedures, and best practices. Manage onboarding, new hire orientation, and employee documentation to ensure a smooth and compliant transition from candidate to employee. Support performance management processes, including coaching managers, providing guidance on corrective action, and supporting employee development. Handle employee relations matter with professionalism, discretion, and a solutions-oriented approach. Partner with leadership to help strengthen company culture, employee engagement, and retention strategies. Maintain HR records and ensure proper documentation practices are followed. Qualifications Required 5+ years of combined experience in Human Resources and Recruiting, preferably within apparel, fashion, retail, or consumer goods. Strong understanding of apparel industry roles and workflows (design, merchandising, production, retail operations). Demonstrated experience managing employee relations, HR compliance, onboarding, and performance support. Proven ability to source and recruit niche talent in creative and operational functions. Strong communication, coaching, and relationship-building skills. Ability to handle confidential information with professionalism and discretion. Experience using ATS platforms, HRIS systems, and recruiting tools. Preferred HR certification (PHR, SHRM-CP, or equivalent). Experience working with contemporary or luxury apparel brands. Bachelor's degree in Human Resources, Business, Fashion Management, or related field.

Our client is seeking an HR Program Manager to join their team! This position is located in New York, NY. Partner with HR leaders to support planning, scheduling, and progress tracking across Compensation, Benefits, Change Management, and HRIS initiatives Maintain project artifacts including workplans, timelines, risk and issue logs, decision trackers, and status dashboards, ensuring accuracy and consistency Support governance routines by coordinating steering committees, working sessions, and cross-functional checkpoints, including agenda preparation and follow-up documentation Provide day-to-day coordination for Compensation and Benefits workstreams, ensuring milestones, dependencies, and deliverables are tracked and executed Support benefit plan implementations by coordinating with HRIS, technology teams, benefit vendors, communications partners, and non-payroll entities Assist with analytical support, documentation, and preparation for design sessions, leadership reviews, and stakeholder communications Identify process gaps and risks, escalate issues as needed, and support timely resolution in partnership with Total Rewards leadership Assist in developing and executing change management deliverables, including stakeholder assessments, communication plans, training coordination, and readiness activities Support the Change Management lead by gathering inputs, preparing materials, and tracking adoption and readiness indicators Help maintain alignment across HR, Communications, and impacted business teams Coordinate key activities related to HRIS implementations and cutovers, including workshop scheduling, deliverable tracking, requirements gathering, and documentation Identify risks, dependencies, and opportunities to improve execution efficiency and outcomes Facilitate cross-functional communication by preparing agendas, summaries, presentations, and executive-ready materials Support escalation and decision-making processes by ensuring leaders have timely, accurate information Desired Skills/Experience: 3+ years of experience in program management, project management, or project coordination roles Strong organizational skills with exceptional attention to detail Proven ability to manage multiple priorities in a fast-paced environment while maintaining a service-oriented mindset Excellent communication, relationship-building, and stakeholder management skills Comfortable balancing strategic support with hands-on execution Experience supporting Total Rewards, HRIS implementations, or large-scale HR transformation initiatives Familiarity with change management frameworks Experience working in cross-functional environments involving HR, Finance, Technology, and external vendors Benefits: Medical, Dental, & Vision Insurance Plans Employee-Owned Profit Sharing (ESOP) 401K offered The approximate pay range for this position is between $40.00 and $57.00. Please note that the pay range provided is a good faith estimate. Final compensation may vary based on factors including but not limited to background, knowledge, skills, and location. We comply with local wage minimums.

Counseling In Schools (CIS) is a dynamic community-based organization founded in 1986 with a mission to promote the emotional and social growth of children so that they can thrive in school and succeed in life. For nearly 40 years, Counseling In Schools has created and fostered relationships with local schools, homeless shelters, and communities to enable New York City's children to thrive - academically, socially, and emotionally. Our expert team includes licensed mental health and youth development professionals who fully integrate into the community, providing programs that equip children, families, teachers, and administrators with the right tools for preventing and coping with the challenges they face. We envision and work toward a bright future, full of possibilities, where each child can flourish and reach their full potential. Counseling In Schools is currently seeking a Human Resources Director. The Human Resources Director plays a key leadership role in managing and enhancing the organization's HR functions, ensuring alignment with our mission-driven culture and strategic objectives. This position oversees HR operations including talent acquisition, employee relations, performance management, compensation and benefits, compliance, and organizational development. The HR Director partners with leadership to foster a diverse, inclusive, and equitable workplace. Key Responsibilities: Strategic HR Leadership Develop and implement HR strategies that support the organization's goals and mission. Collaborate with senior leadership on organizational planning and staff development. Talent Acquisition & Retention Lead recruitment efforts to attract and retain top talent. Develop and enhance onboarding and offboarding processes that reflect organizational value Employee Relations & Culture Serve as a trusted advisor on employee relations, conflict resolution, and organizational culture. Promote diversity, equity, and inclusion (DEI) initiatives across the organization. Performance Management Manage performance evaluation systems to ensure fair evaluation and professional development. Guide managers in addressing performance issues and implementing improvement plans. Compliance & Policy Management Ensure compliance with federal, state, and local employment laws and nonprofit-specific regulations. Maintain and update employee handbook, HR policies, and procedures. Compensation & Benefits Oversee administration of benefit programs and compensation scales Evaluate benefit programs and make recommendations based on employee needs and budget. Training & Development Collaborate with executive leaders to identify staff learning needs and coordinate training and development opportunities for staff at all levels. Qualifications: Required: Excellent organizational and time management skills Commitment to professional development Demonstrated goal orientation and focus on outcomes and results Strong knowledge of employment law and HR best practices Proven experience in employee relations, performance management, and talent development Excellent communication, interpersonal, and problem-solving skills Good organizational and time management skills The ability to multitask and prioritize assignments & tasks 3-5 years experience working with non-profit organizations, preferably in clinical or educational settings Master's Degree in Human Resource Management, Business Administration, or related field Familiarity with remote platforms including G Suite, Zoom, Webex, Microsoft Teams, etc The ability to respond to emails in a timely manner, typically within 24 hours during business days. Preferred: HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP). Experience working in a nonprofit or mission-driven organization. Familiarity with HRIS and payroll systems (e.g., ADP, Paylocity, Paychex). Benefits & Paid Time Off: Paid Time Off (PTO): 30 plus days of PTO plus paid holidays which allows you to recharge and return to work refreshed and motivated. Health Care Coverage: We understand the importance of your health and well-being. As part of our commitment, we provide a fully company-sponsored plan as well as other options for comprehensive healthcare coverage that includes medical, dental, and vision benefits, ensuring that you and your family have access to quality healthcare when needed. Transit Check Program: To make your daily commute more convenient and cost-effective, we provide a transit check program that allows you to cover transportation expenses using pre-tax dollars. This benefit contributes to a greener and more efficient commute. 401(k) Plan: Planning for your future is essential. Our 401(k) plan enables you to save for retirement while benefiting from company contributions, ensuring financial security in your later years. Life Insurance: Your peace of mind is paramount. We offer life insurance coverage to provide financial support for your loved ones in the event of unforeseen circumstances, demonstrating our commitment to your family's well-being. Referral Bonuses: We all have friends in our field of work. Refer a friend or colleague to work at CIS and receive a bonus once they join our team! **Benefits are subject to change. Reports To: Chief Operating Officer Compensation: Salary Range: $100,000-$115,000; commensurate with experience

MFG is hiring an experienced Vice President of Human Resources with strong background in the hospitality industry. Reporting to the COO, the Vice President, is responsible for ensuring the effective performance of human resources efforts for the company's corporate office as well restaurant operations. This role will head up Talent Acquisition, Succession Planning, HR Systems, Payroll/Benefits and Field Human Resources. RESPONSIBILITIES: Provide overall leadership and guidance, as well as collaborative coaching and mentoring, to the HR function Serve as a senior advisor and confidant to the executive team on all people issues Work with Operations Leadership to establish a plan of talent development and management succession that aligns with the growth strategy of the organization Remedy escalated field operations issues in the areas of employee relations, corrective action, labor relations, employment law, compensation, and benefits Develop and implement strategic reward and recognition solutions to attract, develop and retain employees. Assure governance is in place for implementation of and compliance with regulatory, legislative, enterprise and local business requirements and policies related to Human Resources and Payroll. Determine course of action for associate relations issues at all levels in alignment with organization values, policies, guidelines and governance standards. Participate as member of HR leadership team to provide insights and drive enterprise-wide human resources objectives, initiatives and projects. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management REQUIREMENTS: Minimum 12 years of Human Resources experience Minimum 5 years of experience as a Senior Director or VP level in a multi state/ multi concept organization specifically in the Food & Beverage, Hospitality, or Restaurant industries Degree in Human Resources, Psychology, Hospitality Management or related field strongly preferred Demonstrated experience in employee relations a must Strong written and oral communication skills a must Proficiency in verbal Spanish language required BENEFITS: We offer competitive salary, medical/dental/vision insurance, TransitChek discount, Referral Rewards program, a generous dining program, and progressive paid time off. We offer many opportunities for growth and development for those who show long-term commitment to their role and MFG. Equal Employment Opportunity Major Food Group considers applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status. Major Food Group is an equal opportunity employer.

This role demands a strategic communicator who can design and implement effective communication strategies, then bring them to life through clear, impactful writing and precise execution. The ideal candidate will be adept at translating complex information into simple, relatable messages and will thrive in a fast-paced environment, managing multiple priorities and collaborating across diverse teams. As a Communications Vice President within Human Resources, you are a master storyteller and strategic thinker, able to craft and execute communication plans that inspire, inform, and drive change. You know how to turn complex ideas into clear, compelling messages and have a proven track record of rolling up your sleeves to deliver high-quality communications-whether as part of a strategic initiative or in response to an urgent, issue-related need. Job responsibilities: Develop and deliver engaging, well-crafted communications that resonate with a global workforce of over 320,000 employees in 65 countries. Use storytelling to connect employees to organizational goals, initiatives, and culture. Write and develop comprehensive communication strategies for Performance Development, HR Operations, Learning, and support other HR communications as needed. From strategy to execution across channels, ensure all communications are aligned with business objectives and regulatory requirements, and execute these plans with precision. Write, edit, and produce timely content for a variety of channels, including email, newsletters, banners, intranet, digital signage, and more. Tailor messaging to different audiences while maintaining consistency and clarity. Partner with HR leaders, communication teams, and stakeholders to ensure communications are coordinated, consistent, and reinforce the firm's brand and values. Serve as a trusted advisor to HR stakeholders, providing guidance on communication strategy, storytelling techniques, and best practices for key initiatives and change management. Demonstrate a flexible and hands-on mindset to create and distribute firmwide and targeted communications spanning a range of topics, including pay and time, global mobility, and ad-hoc or issue-related messages. Required qualifications, capabilities, and skills: 7+ years of experience in communications, with a focus on HR-related communications BA/BS in Communications, Business, Marketing, Journalism, or a related field Proven success in developing enterprise-level messages, providing communications counsel to a range of stakeholders, and executing effective communication plans. Exceptional writing, editing, execution, and organizational skills. Self-motivated individual capable of managing multiple projects, stakeholders, and deadlines while delivering high-quality results. Ability to excel in a matrix environment, both as an individual contributor and as part of the larger Corporate Communications team.

The VP of HR Operations is responsible for oversight and execution of all of our HR Ops team in the Americas, tools, data & analytics insights as well as compensation and benefit programs in N and S Americas. If you're excited about solidifying the foundation for a quickly growing organization, we'd love to hear from you! Key Responsibilities & Skillsets: Manage the Payroll team in Mexico and Colombia for payroll processing Manage the Onboarding team that administers Onboarding for Americas Assist on any special projects in the Americas Maintain and enhance the employee handbooks in the region Optimize reporting and workforce analytics, employee communications and marketing, operational services (knowledgebase, ticketing, etc) as well as compensation and benefits Act as a critical member of the HR Operations team in the development and execution of short-term and long-range plans, broad corporate goals, strategic planning and growth objectives Responsible for having a thorough understanding of building and maintaining HR data and analytics dashboards that can provide insights for our executive & HR leadership team to act upon Review and analyze the compensation and benefits market to determine employee needs, trends, regulations and practices, and develop competitive compensation and benefits programs and services to align with company goals Candidate Profile & Requirements: 10+ years of People experience, with 5 years in a leadership role 5 years of experience administering compensation or benefits programs 3+ years of experience administering Payroll processes Strong global leadership and team management skills Excellent time management skills and ability to plan and set strategic priorities. Excellent verbal and written communication skills Proficiency with Microsoft Office Knowledge of key global, federal, state and local regulations and compliance requirements related to data privacy, payroll, compensation, and employee benefits Strong analytical skills and ability to interpret and communicate data Bachelor's degree in human resources or related field Professional human resource and/or benefits certification preferred Experience in a hyper-growth, global organization is strongly preferred Prior BPO organizational experience preferred Prior HRIS experience in implementing new HCM or Payroll system Strong project management skills required Would be a big plus if the candidate is fluent in Spanish

Full/Part Time: Full-Time Reports To: President Basic Function and Scope of Responsibilities: Long Island University's Vice President for Human Resources is a great communicator with a high degree of integrity, accountability, emotional intelligence and demonstration of the following skills: * Strategic thinking and systems building with well-honed management skills and a commitment to continuous performance improvement for themselves and the people around them. * Excellent problem-solver with thoughtful, data-driven approaches in a complex human services environment. * Oversight for the strategic vision and planning for all aspects of the University through the human resources department lens to support the mission of LIU. * Leadership of all aspects of day-to-day operations management related to talent acquisition, workforce planning, labor and employee relations, policies, compensation and benefits. Principal Responsibilities: Strategy & Leadership * Lead overall development and execution of human resources and organizational development initiatives, employee relations, and talent acquisition to support the achievement of University goals. * Develop and implement human resources management policies and procedures that are best-in-class and consistent with the institution's mission. These include, but are not limited to, researching and recommending changes to policies and monitoring compliance. * Establish strategic goals and direction for Human Resources; provide leadership, oversight, and management of the Human Resources department and senior leadership of the University as a whole. Partner with executive and management staff across University campuses to address concerns and develop solutions. * Ensure the University is equipped to attract, retain and motivate a high quality, diverse workforce enabling it to carry out its mission and achieve its objectives. Recruitment & Retention * Ensure the University is externally competitive in its ability to attract and retain academic and administrative employees. * Develop and implement compensation policies that maintain competitiveness with external market and internal equity. * Establish talent recruitment, retention and performance management strategies to meet the needs of LIU's growth goals. Performance Management * Establish, monitor and continually assess performance management program for all levels of the institution. Work with the leadership team to refresh and refine plan based on current needs and environment and improve process automation. * Develop strong working relationships with managers while taking a proactive approach in addressing employee issues; analyze and recommend solutions with the goal of improving individual and team performance. Labor Relations & Compliance * Anticipate and resolve complex problems and questions, including employee relations issues, in an economical and equitable manner compliant with legal regulations and general business practices. * Receive and investigate all complaints; determine veracity of such and take corrective disciplinary action and/or prepare reply. Assist investigations and litigation involving current and former employees, in collaboration with leadership; manage actions and proceedings. * In collaboration with attorneys, as needed, ensure compliance with federal, state, and local regulatory agency guidelines and standards. * Demonstrate subject matter expertise in connection with all collectively bargained agreements and support negotiations. HR Operations & Administration * Leverage existing HR personnel to ensure delivery of timely, relevant and efficient HR operations. * Provide effective supervision for all departmental staff. Assess development and structure of the department. * Organize and oversee the employee benefits program, including medical and dental, flexible savings accounts, commuter benefits, and various pension plans. Lead selection process for medical insurance and other health and welfare benefits and negotiate contracts; liaise with brokers and stay abreast of health reform issues. * Promote efficiency in HR operations by implementing and utilizing new technologies and systems. Stay abreast of higher education best practices in HR. * Ensure effective management of all HR database systems, including record compliance, accuracy and completeness. Leverage data for goal setting, strategic decision-making and for HR analyses. * Challenge, redesign and automate human resources and related business processes to maximize efficiency and effectiveness. * Oversee unemployment claims; liaise with relevant third-party administrators. Compensation & Benefits * Supervise University Director of Payroll and oversee University payroll functions that include: providing information to managers on payroll matters, tax issues, time and attendance policies, procedures and automation; reviewing time records, work schedules, wage computation and other information in order to detect and reconcile payroll discrepancies; creating, maintaining and distributing management reports both routine and ad hoc, using HRIS reporting software, Excel, and other software as necessary. * Supervise University Director of Benefits and oversee University benefits functions that include: management and administration of various employee voluntary benefit programs including: 403B and 457B Plans, Commuter Benefits for LIU; open enrollment period for health/dental insurance, training sessions for new retirement plan participants, and informational sessions by other benefits providers; administration of the Worker Compensation Program, the Family and Medical Leave Act provisions, and coordinate these programs with STD and COBRA provisions; timely reporting of workplace accidents/injuries to the carrier, appropriately designate absences under FMLA, track absences and send notification letters to employees; managing ACA requirements, including 1095 creation and distribution; handling health & welfare, and retirement plan audits, testing and filing 5500's; managing and submit OSHA reporting requirements on an annual basis; ensuring the employee benefits manuals are up-to-date; and special projects such as rolling out and communicating new benefit programs and features, eligibility audits, benefit surveys, census reports, and annual renewal processes; Organizational Development & Training Responsibilities * Assist the training department and executive team on staff development initiatives for the organization. * Assist the training department in creating and delivering consultations and training to staff on a variety of HR issues; assist in leadership development training and development. * In collaboration with other administrative department staff, ensure effective employee communication program to educate staff regarding human resources programs, policies and procedures. Additional Duties and Responsibilities * Function as liaison to insurance brokers for all human resource-related benefits programs and packages. * Serve as Chair of the University's Retirement Plan Committee. * Perform other tasks as assigned. Education Requirements: Bachelor's degree plus at least 10 years of experience in a leadership role in human resources administration, including benefits administration, recruitment, staff development and training, payroll administration. At least five years of this experience must have included supervisory experience. Must be familiar and adept at using HRIS systems. Knowledge of Federal, NYS and NYC employment laws. PREFERRED QUALIFICATIONS: Master's degree in Human Resources or other relevant field (Counseling, Public Administration, Business Administration, etc.). SPHR certification. Experience in a University and/or a non-profit setting. Strong experience with PeopleSoft or similar integrated Enterprise Resource Planning systems. Training, Skills, Knowledge, Experience: * Strong conflict resolution and mediation skills. * Knowledge of human resources leading practices, employee relations, training, and compensation/benefits. * Knowledge of State, Federal and NYC employment laws including EEO, ADA, Workers' Compensation, Wage and Hour, COBRA, FMLA, NYS Paid Family Leave, etc. * Excellent interpersonal, project management, customer service, organizational, and communication skills, both oral and written (including strong editing and proofreading). * Ability to manage difficult situations with tact and diplomacy, multi-task in a fast-paced environment, and maintain confidentiality, and strong collaboration skills. * Ability to be forward-thinking, and creative with high ethical standards and an appropriate professional image. * Ability to be a strategically plan with sound technical skills, analytical ability, good judgement, and strong operational focus. * Ability to interact with people at all levels of the University as appropriate and necessary to collaborate with employees at all levels of the organization. * Ability to be decisive with a strategic focus as well as an operational, implementation and detail-oriented perspective. * Ability to read, analyze, and interpret complex human resource related documents andfamiliarity with financial data. * Ability to respond effectively to the most sensitive inquiries or complaints. * Excellent supervisory and staff development skills. * Ability to present information (e.g. prepare and deliver a written or spoken presentation with supporting materials) to the board of trustees, management, employees, and/or public group. * Ability to plan organization-wide activities (e.g. setting objectives, developing strategies, budgeting, developing policies and procedures, and organizing the functions necessary to accomplish the activities). Working Conditions: Office setting. LIU is an equal opportunity employer. LIU is committed to extending equal opportunity in employment to all qualified candidates who can contribute to the diversity and excellence of our academic community. LIU encourages applications from all qualified individuals without regard to race, color, religion, genetic information, sexual orientation, gender and/or gender identity or expression, marital or parental status, national origin, ethnicity, citizenship status, veteran or military status, age, disability or any other basis protected by applicable local, state or federal laws. Hiring is contingent on eligibility to work in the United States.

SourcePro Search has a fantastic opportunity for a Global Diversity & Inclusion Manager with our top ranked global law firm client. This is a hybrid role and can be based in the LA, NY, DC or SF office locations. This role offers a high base and excellent growth potential in a top ranked global law firm. The Global Diversity & Inclusion Manager will oversee the day-to day administration and assist in leading the strategic direction, business planning and overall effectiveness of the Firm's global diversity and inclusion initiatives. This position will also be responsible for oversight of our Affinity Networks, client surveys and RFPs, project management, and communications. This role will support talent management objectives to drive engagement, education and client service excellence. In this capacity, the Global Diversity & Inclusion Manager will be responsible for the following: Overseeing day-to-day operations of the Firm's D&I programs and activities and continuously prioritizing action items; Serves as subject matter expert to support director in strategy execution; Collaborates with Talent Management Solutions team for industry surveys, client requests and to track and report on demographics, trends and statistics at the firm and in the legal industry; Leads project management for initiatives and new project roll-outs; Responsible for strategy and oversight of Firm affinity groups, ensuring alignment with firm overall goals; Work collaboratively across all areas (professional development, recruiting, business development, marketing, etc.); Collaborating with Business Development on client interactions and partnerships; Working with Marketing and Communications on branding, messaging, website, social media and communications campaigns; Developing presentations and materials for diversity programs and initiatives; Managing diversity sponsorship and membership relationships; and Acts with a high degree of integrity and discretion handling confidential employee information. Qualifications: Bachelor's degree or equivalent experience, preferably in Human Resources or other Business related field; At least 5 years of experience in D&I; At least 3 years of supervisory experience; At least 3 years of experience in a professional services or legal environment; Strong knowledge of D&I best practices in the legal or professional services industry; Strong analytical and organizational skills and attention to detail, including the ability to manage multiple initiatives concurrently in a fast paced department; Able to think proactively, identify problems and solutions, analyze and establish priorities, and exhibit a high level of self-initiative and meet set deadlines; Exceptional interpersonal and communication skills, including ability to leverage internal and external relationships to achieve goals; Ability to effectively communicate with all levels in the Firm; Excellent communication and presentation skills; solid writer, editor, and proofreader; Demonstrated experience with data analysis, including the ability to present and report on data; Creative and determined approach to problem-solving, with ability to multi-task and effectively prioritize work, someone who can both lead teams and serve as a supportive team member; Collaborative team player with a strong customer service orientation and drive to create a positive work environment within a global, matrix Firm; and Strong MS Office applications (Outlook, Word, Excel, PowerPoint, SharePoint, Workday), and other Internet/Intranet applications. Employees will be provided with an excellent career opportunity in a collaborative environment, in addition to a generous total compensation package with the opportunity to earn bonuses based on individual contribution and firm profitability. Eligible employees can participate in the Firm's comprehensive benefits program, which include the following: Medical, Dental, Vision, Life/AD&D, Long Term Care, and Short and Long Term Disability Voluntary 401k plan and profit sharing 10 paid holidays per year, and a generous PTO program Family Support including Paid Parental Leave and Fertility coverage Bright Horizons (Back-up child care, elder care and online tutoring) Dependent Care Wellness programs (Employee Assistance Program, mental health and well-being events) Anniversary Bonus Program Professional Development Programs Transportation Allowance and Commuter Benefits Auto/Home/Legal Insurance Pet Insurance Employee discounts ****************************