Human resources business partner jobs in Manchester, CT - 71 jobs

Central Transport is one of the nation's most trusted and technologically advanced Less-Than-Truckload (LTL) carriers. With an ever-growing network of terminals nationwide, our team of dedicated professionals provide safe and efficient service to the United States, Canada, and Mexico. Our Growth is Creating Great Opportunities! Our team is expanding, and we want to hire the most talented people we can. Continued success depends on it! Once you've had a chance to explore our current open positions, apply to the ones you feel suit you best and keep track of both your progress in the selection process, and new postings that might interest you! Thanks for your interest in working on our team! Central Transport LLC is one of the nation's most reliable and technologically advanced LTL (Less-than-Truckload) carriers to date. We are privately owned and have been servicing manufacturing & retail companies of all sizes for almost 90 years now. With over 200 locations around the country, we pride ourselves on the continuous expansions that we have made and are still making strides to improve our operation systems to better service our wide network of clientele. For example, we have recently implemented 25 next-day hubs in our network to provide immediate, essential services for our customers overnight. We also hold the industry's most modern fleet with our tractors & trailers having an average age of 2.5 years old. Earlier this year, our business levels have reached the highest they've ever been; breaking our personal record that had been set the previous year. We like to credit our growing success with our ability to develop and provide opportunity for our team of employees so they can make advancements within our company. Our employees enjoy a competitive salary and benefits package, including: 401k, Paid Time Off (PTO), Medical/Dental Insurance, Flexible Spending Account, and Life Insurance. Candidate must be able to work a flexible schedule of: (0730-1730) ~ (Monday-Friday) Regional Employee Relations Manager - Pacific NW **This is a high volume recruitment role** The ideal candidate will possess the following: · Self-motivated and self-starter · Excels in a fast-paced and constantly changing environment/workload · A winning mindset, unbiased thought process and can-do attitude · High attention to detail and organization skills · Ability to communicate with a diverse population of candidates and employees · Keen insight to prioritize workload according to the local needs of the terminal, as well as the General Office ·High Volume recruitment experience. Duties include, but are not limited to: · Hiring, training and retention strategies for company drivers and dock workers. · Monitoring and managing the disciplinary process of the labor group with the Terminal Manager and management staff · Audit and manage the on-boarding and retention of labor force · Assist in handling Employee Hot Line phone calls and general support in conflict resolution regarding the labor force · Fielding questions and issues on labor force's FMLA, benefits and general HR inquiries. · Willingness to travel 30-50% within region.

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@meta.com.

Human Resources Business Partner Join a company on the rise - where people matter most.We're a fast-growing organization, dedicated to provide accessibility solutions for individuals with limited mobility so that they may continue to live in their homes. As our new HR Business Partner - Recruiting, you'll play a pivotal role in driving that mission forward. This is more than recruiting - it's helping shape the future of a thriving, people-first company. We're looking for someone with energy, creativity, and a knack for connecting with talent. If you love a fast-paced environment, thrive in autonomy, and are passionate about building strong teams, we want to meet you! This position will be based in Hartford, CT What You'll Do: Partner closely with hiring managers to deeply understand team needs and roles. Own and drive the full-cycle recruiting process - from sourcing to offer. Craft and execute creative strategies to attract top talent. Keep our ATS (applicant tracking system) clean, current, and effective. Coordinate interviews and ensure smooth communication throughout the hiring process. Extend offers and collaborate on onboarding and orientation. Manage multiple open positions at once (20+ is your sweet spot!) and keep things moving forward. Build strong candidate pipelines for now and the future. Support general HR needs in your regional office - from employee relations to leave management. You'll Be Successful If You: Have 2-5 years of HR experience, with a solid focus on recruiting. Have experience recruiting Sales Consultants and Leaders. Are a whiz with ATS/HRIS systems (Dayforce is a plus). Know how to manage competing priorities and tight deadlines with grace. Communicate clearly, confidently, and with empathy. Are energized by working in a fast-paced, entrepreneurial environment. Know your way around Microsoft Office, and maybe even some payroll tools. KPIs You'll Help Us Hit: Average time to hire: 50 days New hire retention: 82% Why You'll Love It Here: Join a collaborative and mission focused culture Be part of a growing company with huge career growth potential Influence and shape how we hire the best talent across the country Work closely with a high-impact HR team who loves what they do

Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity. + Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues. + Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training. + Interprets human resources policies for supervision, counseling employees concerning work related problems. + Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations. + Conducts research, analyzes data and prepares recommendations on assigned projects. + Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team. + Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues. + Recommends strategies to motivate and engage employees and supports change management and culture initiatives. + Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management. + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training. **Minimum Qualifications** + Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience. + PHR, SPHR, or related HR Certification preferred + 5-10 years of experience in Human Resources or a specific HR discipline. **Other Job Specific Skills** + Strong verbal and written communication skills, including presentations and training. + Experience developing, implementing, and supporting HR programs, policies, practices and procedures. + Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees. + Tactfulness and self-confidence to appropriately maintain employee confidential information. + Ability to manage multiple projects and priorities in a matrixed organization. + Must have strong facilitation, persuasion, and listening skills. + Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. + Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. + Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. + Experience conducting and investigating employee relations issues to closure. + Ability to work independently or as a team and effectively manage time. **Compensation Ranges** Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. **EEO Requirements** It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. **Disclaimer** The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. 90000 - 115000 EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, gender identity, veteran status, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, veteran status, disability, gender identity, or age. All decisions on employment are made to abide by the principle of equal employment.

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

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

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

The HR Business Partners oversees and administers the HR function for their assigned region including staffing, employee relations, payroll, regulatory compliance, workers compensation, etc. in support of Cinépolis national HR strategy to drive employee engagement and business performance. JOB DUTIES Develop regional talent strategy to meet current and future business needs. Act as a coach and trusted business partner to General Managers, Regional Manager, and Operators. Ensures the efficient and timely communications and system updates to ensure accurate processing of regional payroll and administration of benefits enrollment/terminations. Ensure virtual and actual talent bench in place to build organizational capabilities. Facilitates the regional talent and succession planning process. Works with the Regional Manager in the development HiPo General Managers and Assistant General Managers. Monitors progress of development plans. Maintain up-to-date knowledge and provide communication and training of relevant employment-related legislation for the regions/states covered. Ensure compliance with all relevant employment-related legislation for the regions/sates covered. Ensure compliance with all relevant employment-related legislation for the regions/states covered. Provides expertise and information to Employment Law attorney to support litigation and/or potential litigation. Conduct field investigations based upon identified issues, feedback and/or concerns of the organization. Ensures that prompt corrective action is taken where necessary or alternative courses of action are developed. Ensures employee relations cases are appropriately investigated and managed to a successful close. Records are maintained for each case/call in a centralized system. Oversees the regional performance & salary review process. Works with the Regional Manager to create and implement employee engagement strategy. Responsible for communicating, educating, training, and following up on the implementation of any system-wide Human Resources initiatives. Ensures systems and processes are in place to effectively on-board, train and develop new and existing RM's, GM's, and managers. Partner with corporate office on special projects and requests. EDUCATION AND/OR EXPERIENCE Bachelor's Degree required; emphasis in Human Resources is a plus PHR/SPHR /SHRM-CP certifications a plus 5-7 years Human Resources Generalist experience; 3 years in a supervisory role Experience in broad HR functions to include recruiting, employee relations, compensation, and benefits SKILLS Proficiency in MS Office (Word, Excel, PowerPoint) Demonstrated ability to handle multiple priorities, excellent project management skills maintain confidential / sensitive information Extensive understanding of federal, state, and local labor laws building and leading teams with emphasis on coaching and leading others. Proven ability to be a thought leader with the ability to effectively influence business partners and drive results thru collaboration. WORKING CONDITIONS/PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle, or feel; and reach with hands and arms. The employee must occasionally lift and/or move up to 10 pounds. While performing the duties of this job, the employee regularly works in a general office environment where typical levels of noise, dust and activity can be expected. The noise level in the work environment is usually moderate. Please note, this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change or be added at any time per the business needs. Cinépolis USA is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

Quinnipiac University invites applications for a Human Resources Business Partner. The Human Resources Business Partner (HRBP) serves as a consultant and thought partner to managers on Human Resource related issues. The HRBP formulates partnerships within the HR function to deliver value added service to managers and employees that reflect the strategic pillars of the organization, communicating needs proactively within the HR department and business management. The HRBP maintains an effective level of business literacy about the University's operations, strategic priorities, its culture and its competition. HRBPs actively learn about the operations of their client groups to assist in guiding strategic decisions for the organization, assessing and anticipating HR-related needs. The HRBP collaborates to develop integrated solutions. About Quinnipiac: Quinnipiac University is a private, coeducational institution located 90 minutes north of New York City and two hours from Boston. The university currently has an enrollment of 9,000 students in more than 130 degree programs through its Schools of Business, Communications, Education, Computing, and Engineering, Health Sciences, Law, Medicine, Nursing, and the College of Arts and Sciences. Our 21 Division I teams have achieved remarkable success, boasting multiple conference titles. This includes a 2023 NCAA National Championship win in ice hockey, a three-time defending national champion women's rugby team, and a trip to the Sweet 16 for our women's basketball team. The Quinnipiac University Poll is nationally recognized as a leader in public opinion research, and the university is consistently recognized by U.S. News & World Report and Princeton Review's "The Best 388 Colleges." The university is in the midst of program expansion and renewal for both traditional and adult learners, attraction of diverse communities, development of innovative corporate partnerships, and construction of an ambitious set of capital projects. For more information, please visit qu.edu. Connect with Quinnipiac on Facebook, Instagram, YouTube, TikTok and X. Responsibilities: Establish strong business relationships with all client group leaders; learn about the operations and needs of each area, conduct regular meetings with respective client groups Provide guidance and input on organizational restructures, workforce planning, succession planning Develop deep understanding of the university's goals, mission, and strategic plan to facilitate the alignment of HR actions, programs, or resources Drive, influence, advise and support the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives within the client group to improve efficiency and people management allowing for flexibility and planned growth Work closely with managers and employees to improve work relationships, resolve conflicts, build morale, increase productivity and retention Proficient knowledge of university policies and union contracts Foster working relationships with union leaders, listening and working through issues Attempt to resolve union matters prior to a grievance being filed, participates in grievance meetings, member of University management negotiating team Conduct investigations into employee complaints (conflicts, discrimination, harassment etc.) Generate solutions for clients on employee relation, labor relation and performance matters Make recommendations to managers for corrective action and continuous improvement Identify department training needs as well as individual coaching needs; work with managers to facilitate performance improvement plans (PIP) Participate in evaluation and monitoring of PIPs and/or training programs. Follow-up to ensure objectives are met Facilitate organization and leadership development efforts to address root causes of HR issues Manage complex and difficult HR projects cross-functionally Provide input into the development of HR systems, policies and programs in support of the organization's culture, values, philosophies and overall organizational strategic plan Conduct exit interviews and analyze data Analyze trends and metrics in partnership with other HR senior leaders to develop solutions, programs, and policies Continuously review policies and programs to ensure alignment with our strategy as well as to attract, retain and engage employees Consult with all levels of management providing HR guidance when appropriate Prepare and maintain special internal and external reports as requested Education Requirements: Bachelor's degree required Qualifications: 5-7 years of progressive HR experience in a business-facing role HR Certifications preferred (PHR, SPHR and/or SHRM-SCP) Employee and labor relations experience in a union environment preferred Excellent interpersonal, communication, and leadership skills, with the ability to influence at all levels of the organization Critical thinking skills; demonstrated experience providing strategic advice Adept at understanding client objectives and ability to develop and implement impactful HR solutions in response Ability to be a trusted thought partner to client groups and HR team Strong knowledge federal and state employment laws and regulations, ability to apply the appropriate applicable laws, guidelines, regulations, and policies to mitigate risk Ability to provide specific guidance to clients while maintaining an environment of collaboration and partnership, proven team player Proven ability to manage multiple and sometimes competing priorities Demonstrated ability to work with diverse populations and a commitment to diversity and inclusion Special Instructions to Applicants: TO APPLY: Applications must be submitted electronically and include a resume, cover letter addressing how your experience supports the requirements of this position and Quinnipiac' commitment to diversity and inclusion, and contact information for three references on the application form. We offer a comprehensive benefits package for full-time faculty and staff which includes tuition remission and a culture that is inclusive and driven by excellence. Quinnipiac University is an Equal Opportunity Employer.

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

Join the worldwide leader in playing cards and in “play” solutions. Play is what keeps us going, and it always has been our greatest motivation. That's why we live different , play different . The Human Resources Business Partner (HRBP) will be responsible for partnering with management, salaried and hourly (union population) at the East Longmeadow, MA manufacturing facility. What you'll do as a Human Resources Business Partner (HRBP) : Partner with management to ensure HR strategies support business objectives and drive organizational success. Advise management on people-related matters to foster an engaged, effective workforce. Oversee sourcing, interviewing, and onboarding to attract and integrate top talent. Identify and address workforce challenges, promoting a culture of high performance, continuous improvement, and employee satisfaction. Provide guidance to employees and managers on HR policies, procedures, and best practices. Manage onboarding, offboarding, payroll changes, benefits administration, and HR system updates, ensuring accuracy and compliance. Support payroll, benefits, employee engagement, training, and development initiatives. We're looking for a Human Resources Business Partner (HRBP) with: Bachelor's degree in human resources, Business Administration, or a related field; HR certification preferred. Minimum of 7 years in HR with a focus on talent acquisition and employee relations; experience in a unionized manufacturing environment preferred. Experience with ADP Workforce Now is a plus. Strong understanding of HR practices, employment laws, payroll, benefits, health, and safety regulations. IDemonstrated ability to handle sensitive matters with discretion, professionalism, and ethical judgment Strong planning, time management, and decision-making skills. Proficiency with Microsoft products and analyzing business data and metrics Excellent verbal and written communication abilities. Proven ability to provide effective customer service to internal and external stakeholders. Exceptional organizational and attention-to-detail skills in a high-volume, multitasking environment. Benefits a Human Resources Business Partner (HRBP) Can Expect from Cartamundi: Competitive pay Climate controlled facility 401(k) with company match Health, dental, and vision insurance starting day one HSA (Health Savings Account) and FSA (Flexible Savings Account) Life insurance Short-Term and Long-Term Disability Paid time off Tuition reimbursement Employee discounts on daycare, gym memberships, travel, and much more Physical requirements and working conditions: Our manufacturing Plant is comprised of enclosed office and manufacturing space. This position requires the ability to: Move throughout the entire facility to attend to various issues Work effectively in teams across functional groups with strong communication skills and the ability to lead Perform sedentary work on various computer systems This Human Resources Business Partner (HRBP) position is located on-site in our East Longmeadow, MA facility Apply today and discover the magic of making a difference at Cartamundi! Cartamundi does not discriminate based on race, sex, color, religion, age, national origin, marital status, disability, veteran status, genetic information, sexual orientation, gender identity or any other reason prohibited by law in provision of employment opportunities. Candidates must be 18 years old to work for Cartamundi. No agencies please. No sponsorship available. About Cartamundi: At Cartamundi, we're all united by our common belief that world is better with play. Play is what keeps us going, and it always has been our greatest motivation. That's why we live different and play different. To us, it is not just an activity. It is a guiding mindset that reminds us to have fun, to be fair, to connect with people - across cultures and generations - and to embrace shared experiences. We are a worldwide leader in playing cards and in “play” solutions. Our owned brand portfolio includes a suite of heritage brands which go back as far as 1848, including global brands like Bicycle , HRO , Bee , Copag , Shuffle and many locally loved brands. These brands combine craftsmanship with innovation as the basis for their continued relevance and positive contribution to the local communities that love and use these brands. At Cartamundi, we have significant expertise in printing; our presses have been running since 1765. Today, our company has become the largest playing cards and board game manufacturer in the world and the trusted partner of leading toy companies. We make well-known brands such as Monopoly , Uno , Magic: The Gathering , Guess Who , Pokémon , Trivial Pursuit every day. As we look into the future and how entertainment evolves, we are bringing the digital world to the physical world and vice versa. We have a dedicated team of experts that is looking into future technologies, products, applications that can get our consumers and communities to truly live different and play different. We are still a family-owned company with headquarters in Belgium and have a global network of 16 manufacturing facilities, 6 design centers, 1 digital studio and 1 global R&D center.

Our staffing solutions connect high level candidates with the best companies in America. We take pride in getting to know and understanding a candidate's skill set, experience and needs and then pairing them up with the right organization. We conduct thorough telephone screens, face to face interviews, reference and background checks, and we verify previous work history of all our candidates before we place them. We provide access to a variety of exciting, well compensated positions across most industries. We will work with you understand and to find the best possible solution based on your skills and career goals. We will prove to be your most reliable, and trusted friend in your career for years to come. We are currently hiring for a great company in Farmington Hills, Michigan. This company is driven on m aintaining a competitive advantage in the automotive industry. One of their tops goals is to help keep people safer! Our client is known for creating intelligent systems that enhance the safety of pedestrians, drivers and passengers by combining active and passive technologies. Job Description Specific responsibilities include: • Advocate employee engagement, team development, and organization effectiveness among leadership and throughout organization. • Advise organization leadership on compensation-related decisions to ensure competitiveness and internal equity. • Ensure proper staffing level, utilize an effective recruiting strategy to infuse talent into the organization and improve candidate pipelines. • Counsel employees on performance, career planning, work/life balance and other topics. • Objectively assess and bring to resolution employee relations concerns. • Consult with clients to understand training and development needs, and advise accordingly. • Responsible for effective implementation of all Human Resources processes, including the Leadership Development Review, Performance Management, salary planning, etc. • Assist in training leadership regarding employee relations matters, interviewing and selection, performance management and employee development. • Provide strategic counsel regarding employee engagement trends to employee engagement survey teams and organizational leaders. • Communicate and execute HR programs that support business ensuring competitiveness and internal equality. • Additional leadership responsibilities for talent and diversity initiatives within the organization including campus recruitment strategy, rotation program proposal development, and/or enhancements to talent councils. Qualifications BA/BS degree or MS degree in Human Resources, Business Administration or a relevant degree 6-10 years of progressively increased responsibility in HR Previously utilizing change management skills throughout an organization in an HR role. Previous experience in project management. Experience in managing employee relations. Additional Information All your information will be kept confidential according to EEO guidelines.

About the Role We're looking for an experienced, strategic, people-centered HRBP Manager to lead our team of HR Business Partners supporting nearly 2000 employees across multiple manufacturing sites, primarily in New Hampshire and Connecticut. This role can be based out of either our NH or CT location, with flexibility and travel between sites to stay connected to the business and the team. This is a true people-leader role. You will be responsible for leading five HR Business Partners who support the business across our sites. This talented team is collaborative, committed, and deeply invested in supporting our people. We are seeking a leader who will learn the business, live our values, and create the conditions for each HRBP to flourish. You'll partner closely with leaders at all levels, helping translate business needs into effective people strategies, while also ensuring the HRBP team is supported, aligned, and continuously growing. * Lead, coach, and develop a team of five HR Business Partners, providing individualized support, feedback, and career development based on each person's experience and needs. * Serve as a trusted thought partner to business and site leaders on people, culture, and organizational effectiveness. * Ensure consistent, high-quality HRBP support across sites while allowing flexibility for local needs. * Guide and support HRBPs in key areas such as talent planning, performance management, workforce planning, employee relations, change management, and leadership coaching and development. * Balance strategic leadership with hands-on support when needed - stepping in to help while fostering HRBP ownership. * Promote a strong, values-driven culture that emphasizes accountability, collaboration, and continuous improvement. * Partner with the broader HR team to effectively implement company-wide programs and initiatives at the site level, fostering high communication and collaboration across the team. * Ensure compliance with employment laws and provide guidance on complex employee relations matters. * Travel between NH and CT sites to maintain strong relationships and visibility. Who You Are * A people-focused leader who enjoys developing others and knows how to adapt their leadership approach to different personalities and career stages. * Experienced in HR - typically 8+ years in progressive HR roles, including people leadership experience. * Experienced in a manufacturing, industrial, or similarly fast-paced, operational environment. * Both strategic and practical - able to see the big picture while still understanding day-to-day realities. * Trusted, steady, and fair, with strong judgment in employee relations and people decisions. * Knowledgeable about employment law, HR best practices, and building engaged, high-performing teams. * A strong communicator with high emotional intelligence, approachability, and a good sense of humor!

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

About Us: Silgan Dispensing is a global manufacturer of packaging solutions that help brands enhance lives. Our broad portfolio of trigger sprayers, pumps, fine mist sprayers, and closures are used by iconic brands for personal care, beauty, fragrance, home, garden, and healthcare markets. Headquartered in Richmond, Virginia, the Silgan Dispensing team includes approximately 6,000 employees across North America, South America, Asia, and Europe. We are proud to have created a diverse workforce that is innovative, sustainably focused, respectful, inclusive, driven to excel and customer-oriented - held together by the belief that we are best when we work as One Team. Our culture of engagement, collaboration and accountability is what enables us to be the dispensing partner brands rely on to grow their business. The Role: The HR Manager acts as a strategic advisor to the Plant Manager, developing and implementing human capital strategies that enhance business performance and customer satisfaction. This role supports manufacturing operations by addressing complex HR challenges, advocating for the business value of HR initiatives, and driving both short-term and long-term organizational goals. The HR Manager ensures alignment between HR initiatives and business objectives, promotes compliance, and supports employee relations and development to foster productivity and engagement. What You Will Do: Serve as the primary HR advisor for site-level operations, providing expert guidance on all HR matters Align HR strategies with business objectives, track progress, and drive HR initiatives to support site goals Partner with operations leaders to ensure optimal staffing and workforce planning Support supervisors, managers, and leaders in implementing and maintaining a consistent compensation philosophy Facilitate succession planning, employee retention strategies, and high-potential employee development Build trusted relationships across functions and with both salaried and hourly employees Actively engage with hourly staff by maintaining a visible presence on the plant floor Manage and resolve complex employee relations issues while fostering a positive and productive work environment Provide coaching and support to managers on employee relations matters, ensuring consistency and fairness Conduct investigations and implement appropriate disciplinary actions when necessary Lead initiatives related to recruitment, onboarding, and employee retention Develop and implement performance management processes to enhance workforce effectiveness Identify training and development needs, facilitating programs that support employee growth Support career development planning and succession management strategies Ensure compliance with labor laws, company policies, and best HR practices Stay up to date on changes in employment laws and HR regulations, working with legal counsel as needed Provide guidance on HR policies, procedures, and workplace compliance Oversee HR metrics, reporting, timekeeping, and system support Support safety initiatives, including workers' compensation processes and risk mitigation strategies Maintain accurate and confidential employee records in compliance with legal and company standards Lead HR projects and transformation initiatives, focusing on change management and leadership development Partner with business leaders to address workforce challenges and translate them into actionable HR strategies Analyze HR metrics to identify trends, assess business impact, and drive continuous improvement Work closely with management to ensure employees have the skills and resources necessary for success Coach leaders on employee engagement, motivation, and effective management practices Manage local HR team Who You Are (Basic Qualifications): Bachelor's degree in Human Resources, Business Administration, or a related field 3-5+ years of progressive HR experience, preferably in a manufacturing or corporate environment Experience working in a strategic HR role, partnering with plant leadership to drive initiatives Experience developing and partnering with front line supervisors Proven ability to manage complex employee relations cases, including investigations and conflict resolution Strong background in talent management, succession planning, and workforce development Experience in implementing HR initiatives that drive business performance Experience analyzing, interpreting, and presenting data to leaders Strong knowledge of employment laws and practices Skills & Competencies: Strategic Thinking: Ability to align HR strategies with business goals and influence decision-making Employee Relations Expertise: Strong knowledge of labor laws, conflict resolution, and workplace compliance HR Policy & Compliance: Deep understanding of federal, state, and local employment laws Change Management: Proven experience leading HR transformation initiatives Data-Driven Decision Making: Ability to analyze HR metrics and translate them into actionable insights Communication & Relationship-Building: Strong interpersonal skills to build trust with employees, managers, and leadership Coaching & Leadership Development: Experience coaching managers on best HR practices, leadership development, and performance management HR Systems & Technology: Proficiency in HRIS, timekeeping, and reporting tools Project & Program Management: Ability to manage HR initiatives, drive process improvements, and execute change management strategies What Will Put You Ahead: Experience working in a manufacturing/industrial environment Advanced degree, SHRM-CP/SCP or SPHR certification Workday experience Experience with project management LIMITATIONS AND DISCLAIMER The above is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws. Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an “at-will” basis. Silgan is an Equal Opportunity Employer. We consider applicants for all positions without regard to race, color, religion, sex, national origin, age, marital status, or the presence of a disability, which would not prevent the performance of essential job duties with, or without reasonable accommodation of any other protective status. Silgan is a drug-free workplace.

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

The Human Resources Manager is responsible for managing and administering NESS's human resources programs, policies, and processes, with a strong emphasis on compliance, consistency, and operational effectiveness. This role ensures that day-to-day HR practices support organizational goals, adhere to applicable employment laws, and provide a positive employee experience. Reporting to senior leadership, the HR Manager serves as a trusted resource to supervisors and employees, oversees core HR operations, and supports a healthy workplace culture grounded in NESS's core values. The HR Manager plays a key role in maintaining HR systems, managing risk, and continuously improving HR processes as the organization evolves. Duties and Responsibilities HR Operations, Policy, and Compliance • Administer and maintain all HR policies, procedures, and employee handbook content; recommend updates to ensure legal compliance and organizational alignment • Ensure compliance with federal, state, and local employment laws and regulations, including wage and hour, leave administration, employee classification, and recordkeeping • Run payroll weekly keeping current with benefit deductions and employee status • Manage and prepare for HR-related audits and inspections; maintain accurate and confidential employee records • Stay current on employment law changes and HR best practices; proactively recommend and implement policy or process updates as needed Recruitment, Hiring, and Onboarding • Manage the full-cycle recruitment process, including job postings, interview coordination, background checks, and offer documentation • Partner with hiring managers to ensure consistent, equitable, and legally compliant hiring practices. • Oversee and continuously improve onboarding processes to ensure a smooth transition for new hires and internal transfers • Maintain job descriptions and support job classification and wage analysis processes Performance Management • Administer the annual performance review process through GUSTO and support supervisors in delivering clear, timely, and meaningful feedback Benefits • Support periodic review of benefit offerings to promote internal equity and market competitiveness. • Manage vendor relationships related to open enrollment, benefits, and HR systems • Ensure benefit information is accurately updated in HR system Culture, Communication, and Organizational Support • Assist with internal HR communications to ensure employees receive clear, accurate, and timely information • Contribute to employee engagement efforts through data collection, feedback mechanisms, and process improvements Minimum Requirements Education / Certifications • Bachelor's degree required • SHRM-CP, or SHRM-SCP certification preferred • Successful completion of criminal history check Skills, Knowledge, and Experience • Minimum of 3 years of progressive human resources experience, preferably in an HR Manager or senior HR generalist role • Strong working knowledge of federal, state, and local employment laws and HR compliance requirements • Demonstrated ability to manage HR processes with accuracy, consistency, and attention to detail • Strong interpersonal, verbal, and written communication skills • High level of organizational skill, confidentiality, and professionalism • Proficiency in Microsoft Word, Excel, and PowerPoint Compensation • Compensation commensurate with experience and includes comprehensive benefits package. NESS is an Affirmative Action/Equal Opportunity Employer About NESS New England Science & Sailing Foundation, Inc. (NESS), is a nonprofit 501(c)(3) ocean adventure education organization that engages students in experiential learning to build confidence, teamwork, and leadership skills. Marine sciences, adventure sports, powerboating, and sailing are platforms for inquiry-based learning, personal discovery, teaching respect and responsibility for the sea, and creating connections with the community. NESS operates year-round with families, schools, and organizations to provide high-quality programs that blend an innovative curriculum with exciting ocean adventure activities. For more information, visit *************

The Major Gifts and Foundation Relations Manager develops and executes comprehensive fundraising strategies to cultivate, solicit, and steward individual major donors and institutional funders supporting LEAP's $7.3M annual budget. This position serves as a key member of the Development and Communications team, managing a combined portfolio of 70-100 prospects that includes individual donors, foundations, and corporations. Success requires exceptional interpersonal skills, strategic thinking, and the ability to articulate LEAP's impact in ways that motivate giving. This is a full-time, exempt (salaried) position requiring strong organizational abilities, emotional intelligence, and comfort with modern technology including AI tools and donor database systems. The role requires balancing individual donor cultivation with foundation relationship management, taking initiative to build and deepen relationships, and working collaboratively across the organization to engage donors meaningfully. Reports to: Deputy Director of Development and Communications Essential Duties Individual Major Gifts Management Manage portfolio of 60-80 major donors and donor prospects (previous gifts of $10,000+) Develop and implement personalized cultivation and solicitation strategies aligned with donor interests and capacity Conduct 12-18 meaningful donor contacts monthly through meetings, calls, site visits, and events Collaborate with and support LEAP senior staff, Board members, and volunteers on solicitation strategy and execution Research and qualify new prospects through wealth screening and relationship mapping Create compelling, tailored proposals and solicitation materials Foundation Relations Serve as primary contact for 10-20 priority foundation and corporate funders, with primary focus on foundation relationships Collaborate with grant writer and Deputy Director of Development on proposal strategy and reporting requirements for assigned institutional funders Draft proposals and reports independently for select funders Coordinate foundation meetings and program tours Identify opportunities to deepen foundation relationships and increase funding levels Stewardship and Engagement Manage $2 million in existing relationships and cultivate, solicit and secure $250,000 in new support annually Design and execute stewardship plans for both individual and institutional funders Coordinate donor engagement opportunities including site visits, program observations, and volunteer activities Develop customized impact reports and communications demonstrating program outcomes Ensure timely, authentic acknowledgment and recognition of all gifts Strategic Planning and Systems Management Develop and implement annual major gifts and foundation fundraising plans that support LEAP's budget and organizational priorities, with approval from Deputy Director of Development and Communications Maintain accurate, detailed records in CRM (Raiser's Edge) including contact reports, giving history, and strategy notes for all portfolio prospects Track pipeline metrics and provide regular progress reports to leadership Conduct prospect research using traditional and AI-assisted tools Collaborate with the communications team on materials supporting major gifts and institutional giving efforts Required Qualifications Bachelor's degree from an accredited institution of higher education Minimum 5 years of major gifts fundraising experience with proven track record of closing gifts of $25,000+ Experience managing foundation relationships and collaborating on institutional proposals Exceptional verbal and written communication skills with ability to craft compelling, personalized proposals and presentations Preferred Qualifications Experience in youth development, education, or social services sector Established relationships with Connecticut philanthropists and foundation funders Knowledge of New Haven community and nonprofit landscape CFRE certification or interest in pursuing professional development Experience working with Board members and volunteers on fundraising initiatives Technical Skills Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook), Google Workspace, and presentation software Experience with donor database systems (Raiser's Edge preferred), prospect research platforms (iWave), and organizing digital records, or ability to learn quickly Comfortable using AI tools to assist with prospect research, writing, and data analysis Essential Competencies Results Orientation : Meeting fundraising goals and advancing donor relationships with metrics-driven accountability Research, Data Analysis, and Project Management : Strong capabilities in prospect research, analyzing donor data, and managing multiple complex projects simultaneously Self-Motivation : Ability to work independently, take initiative, and manage time effectively Special Requirements Flexibility to work some evenings and weekends as needed for donor meetings, events, and organizational activities Willingness to occasionally travel to donor meetings or conferences Ability to represent LEAP professionally in the community Reliable transportation to donor meetings and program sites Compensation Salary: $70,000-$80,000, commensurate with experience. Excellent benefits, including health, dental, vision, and life insurance, along with retirement plan with employer contribution. Generous PTO, holiday leave, and professional development opportunities. How to Apply Send a letter of interest and resume through our online application portal: Recruitment Portal Note: This is a hybrid position based out of the LEAP office in New Haven, CT. There is a required minimum of two days per week in person, with additional in-person days assigned as needed by department leadership. LEAP reserves the right to change its hybrid work policy. Additional information about the organization is available via ******************** LEAP is an equal opportunity employer.

A client of CFS is currently hiring for a Senior HR Generalist Why Work Here? Well-established company with a collaborative and people-first culture Supportive leadership that values employee growth and input Strong focus on work-life balance and internal career development Great location close to restaurants, shops, and major highways Responsibilities of the Senior HR Generalist The Senior HR Generalist will support all aspects of HR including employee relations, benefits, and compliance Partner with managers to address performance management and staffing needs Assist with onboarding, training, and engagement initiatives The Senior HR Generalist will maintain employee records and ensure HR policies are followed Qualifications of the Senior HR Generalist: The Senior HR Generalist should have progressive HR experience and knowledge of HR practices Must be an effective communicator and a team player Salary: $70-85k Senior HR Generalist