Human resources business partner jobs in New Jersey

The Human Resources Manager for Savino Del Bene USA, Inc. provides support to the HR department and oversees a wide range of HR Functions and administration of HR best practices, communication, and new and existing HR initiatives. Maintain general knowledge of applicable employment laws and regulations affecting HR functions. Must possess excellent organization, communication, customer facing and multi-tasking skills. This position reports directly to the Head of HR for USA. Essential job functions and responsibilities Serve as the primary point of contact for all general and escalated employee questions regarding company policy, procedures, and benefits Administer all leave programs, including FMLA, state-specific leaves, STD/LTD assistance, and personal leave requests Lead the administration of our employee engagement surveys, analyze results, and help develop action plans to foster a better work environment Provide coaching and support to managers on a variety of topics, including performance management, employee relations, and effective feedback Manage visa administration and act as the primary liaison with our immigration law firm to support our international workforce Investigate and resolve employee complaints, conduct thorough investigations, and facilitate mediation to reach fair and timely resolutions Prepare and analyze various reports, including EEOC filings, quarterly demographics, and headcount reports Oversee the implementation and day-to-day administration of our HRIS system Identify opportunities to enhance HR processes and implement solutions to improve efficiency and employee experience Conduct regular audits of HRIS data, employee files, I-9 forms, and other compliance-related documentation Gather HR data for monthly, quarterly and annual reporting and partner with HR Leadership to improve metrics as needed Help with new hire orientation, and benefits administration to include help with open enrollment, employee/manager communications, and problem resolutions Ensure all Federal, State and City requirements are in place and updated as needed Partner with Payroll & Benefits Manager as needed for Benefit communication and related programs Lead and contribute to special HR projects as needed. Conduct exit interviews Perform other related duties as required and assigned Must be able to perform essential job functions with or without reasonable accommodations Must be able to work on-site; this is not a remote role Qualifications Needed 3-4 years of Human Resources, preferably with direct experience working in benefit administration and employee relations Experience using HRIS systems; ADP and Oracle preferable Maintain strict confidentiality at all times Ability to effectively create and maintain trust with leaders and employees throughout the organization Strong appreciation for global Company culture and ability to adapt Must be able to work autonomously as well as in a team environment High school Diploma required; Bachelors strongly preferred Strong knowledge of labor laws and regulations Excellent written and verbal communication skills Ability to travel occasionally (less than 20%) Proficient with Microsoft Office suite, specifically Outlook, Excel, and Word Additional desired qualifications SHRM Certification desired (PHR, SHRM-CP) Experience with multi-site and multi-state, strongly preferred Offering: Competitive Salary Great medical, dental, and vision plans 401K with Company match Vacation, PTO & Sick Time Great Company culture, fun environment

Job Title: Finance Business Partner - US General Medicines About the Job Ready to push the limits of what's possible? Join Sanofi in one of our corporate functions and you can play a vital part in the performance of our entire business while helping to make an impact on millions around the world. The Finance Business Partner - US General Medicines (Established Products and Medical Affairs) serves as a key finance partner, driving financial management and performance analysis for the US GenMed EP and Medical Affairs teams. This role is critical to enabling data-driven decision-making and optimizing resource allocation across commercial and medical operations. The ideal candidate is a proactive, analytical, and business-savvy finance professional who excels in complex, matrixed environments. A trusted advisor, the FBP will forge strong partnerships across Marketing, Go-To-Market Capabilities, Patient Support Services, Market Access, Procurement, and Medical Affairs - translating financial insights into actionable business actions supporting our patient-focused mission. This FBP is an AI-first champion and will leverage Sanofi's digital tools and platforms to enhance analytical capabilities, automate processes, and deliver faster, more insightful financial intelligence. About Sanofi: We're an R&D-driven, AI-powered biopharma company committed to improving people's lives and delivering compelling growth. Our deep understanding of the immune system - and innovative pipeline - enables us to invent medicines and vaccines that treat and protect millions of people around the world. Together, we chase the miracles of science to improve people's lives. Main Responsibilities Business Partnership Lead financial partnership for US GenMeds Essentials and Tail portfolios, and Medical Affairs team Deliver insightful analysis and reporting to drive informed decision-making Guide budgeting, forecasting, and investment evaluation processes Optimize resource allocation and headcount planning and management Financial Planning & Analysis Manage rolling forecast and key planning submissions Leverage AI and digital platforms to develop advanced financial reporting Analyze performance against targets, communicating key drivers to stakeholders Proactively identify and manage portfolio Risks and Opportunities Ensure alignment with broader US GenMeds portfolio strategies Reporting & Close Operations Own month-end close processes for Essentials, Tail, and Medical Affairs P&Ls Coordinate with Global, A2R, OpEx Hub, and other key teams Uphold data quality, compliance, and adherence to internal controls Process Optimization & Systems Expertise Serve as a subject matter expert on key financial systems Maintain relevant cost center hierarchies to enable efficient reporting and ensure data integrity Champion AI-led forecasting and analytic, and process simplification undefined Qualifications Required 4-7 years of experience in business finance, with a focus on financial analysis, budgeting, forecasting, and performance management Bachelor's degree in accounting or finance, or relevant discipline AI and Digital first mindset Ability to thrive in a fast-paced, complex organizational environment Strong communication and stakeholder management skills Preferred MBA, MS, or relevant advanced degree CMA, CPA, CGMA, or relevant professional designation Knowledge of Sanofi processes, systems and control framework Industry-related experience Why Choose Us? Bring the miracles of science to life alongside a supportive, future-focused team. Discover endless opportunities to grow your talent and drive your career, whether it's through a promotion or lateral move, at home or internationally. Enjoy a thoughtful, well-crafted rewards package that recognizes your contribution and amplifies your impact. Take good care of yourself and your family, with a wide range of health and wellbeing benefits including high-quality healthcare, prevention and wellness programs and at least 14 weeks' gender-neutral parental leave. Sanofi Inc. and its U.S. affiliates are Equal Opportunity and Affirmative Action employers committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race; color; creed; religion; national origin; age; ancestry; nationality; marital, domestic partnership or civil union status; sex, gender, gender identity or expression; affectional or sexual orientation; disability; veteran or military status or liability for military status; domestic violence victim status; atypical cellular or blood trait; genetic information (including the refusal to submit to genetic testing) or any other characteristic protected by law. #GD-SA #LI-SA #LI-Onsite #vhd All compensation will be determined commensurate with demonstrated experience. Employees may be eligible to participate in Company employee benefit programs, and additional benefits information can be found here.

Our client is seeking a strategic and hands-on HR Business Partner (HRBP) to join their team. The ideal candidate will serve as a trusted advisor to business leaders, aligning human resources strategies with organizational goals. This role will play a pivotal part in driving talent development, employee engagement, performance management, and organizational effectiveness. The HRBP will collaborate closely with leadership to deliver people-focused solutions that enhance culture, productivity, and retention. Reports to: Director of Human Resources Schedule: Onsite Employment Type: Full-Time Salary Range: $110,000 - $130,000 Annually Key Responsibilities • Partner with business leaders to develop and implement HR strategies that support organizational objectives. • Provide guidance on workforce planning, talent acquisition, employee relations, and performance management. • Drive employee engagement initiatives and support diversity, equity, and inclusion programs. • Support change management efforts and organizational development projects. • Ensure compliance with all applicable employment laws, regulations, and company policies. • Collaborate with HR Centers of Excellence (COEs) to deliver effective programs in compensation, benefits, and training. • Analyze HR metrics and trends to recommend proactive solutions that improve business outcomes. • Coach and advise managers on effective leadership practices and employee development strategies. Qualifications • Bachelor's Degree in Human Resources, Business Administration, or related field. • 5+ years of progressive HR experience, with at least 2 years in an HR Business Partner or similar consultative role. • Strong knowledge of employment law, HR best practices, and organizational development principles. • Exceptional interpersonal, communication, and problem-solving skills. • Proven ability to influence and build trusted relationships across all levels of the organization. • Experience supporting a hybrid or multi-location workforce preferred. • Professional certification (PHR, SPHR, or SHRM-CP/SCP) strongly desired. Compensation The published salary range is used as a guide to provide prospective candidates with a level of compensation that is competitive with today's market. The salary range for this position is a good faith estimate that allows for flexibility to align with various levels of experience, education, and performance. EEO Statement Topaz HR is an Equal Opportunity Employer, and we do not discriminate on the basis of race, color, religion, gender, national origin, age, disability, or any other status protected by applicable law. We value and are committed to creating an inclusive environment for all employees. Please Note: Topaz HR is conducting this search on behalf of one of our clients. The employer's name will be disclosed during the interview process, and all hiring decisions will be made directly by the client.

The Master Data Governance and Maintenance Business Partner, reporting into the SAP program Manager, is responsible for defining and executing the data strategy for vendor and customer master data as well as the governance activities required in our ERP systems. Although a business function of the organization, this individual must understand the complex relationship of the interaction of systems and technologies with various business activities across the organization comprised of those areas Master Data supports. This individual is a strong agent of change, participates in the development of new processes, technologies and applications to better serve the organization, and ultimately the consumer. This includes assessing, and sometimes assuming, organizational processes to improve the governance of the same in the organization. Essential Functions The core functions of this position include, but are not limited to, the following: Develops corporate standards for Vendor and Customer Master Data Develop and maintain a data dictionary for both Vendor and Customer (Business Partner functions) master data Ensure vendor and customer master data is complete, accurate and enables the execution of PTP and OTC processes. Combining business acumen with acute technical knowledge effectively provides problem solving for various issues affecting both divisional and store activities including Proficient in training all levels of associates. Partner with procurement divisions to gather, cleanse and ensure accurate data load of key vendor data elements such as lead time, truck load and order schedules Develop and monitor key performance indicators (KPIs) for master data management activities, providing regular reports to senior leadership on performance and areas for improvement. Implement continuous improvement initiatives based on performance metrics, stakeholder feedback, and industry trends. Ensure that master data management practices comply with relevant regulations, standards, and policies, mitigating any potential risks related to data breaches or inaccuracies. Conduct regular risk assessments related to master data and implement measures to address identified risks. Work closely with various business units to understand their data needs and ensure master data solutions support business processes, operational needs, and analytical teams. Act as liaison between business users and technical teams. Manage relationships with external vendors and partners, ensuring they deliver quality services and solutions. Manage day-to-day operations related to vendor and customer master data, ensuring timely and accurate data entry, updates, and maintenance across all relevant systems. Oversee the data extraction, cleansing, and transformations for vendor and customer master data. Oversee the integration of master data across various systems, ensuring seamless data flow and minimizing redundancies. Act as the primary business lead for vendor and customer master data, working closely with our systems integrator and internal project teams. You will be responsible for conducting data quality assessments, implementing remediation plans, and configuring vendor master data settings in SAP, including the SAP Business Partner concept, to support all business unit requirements. Develop and enforce a data governance framework, including policies, standards, and procedures for master data management as it related to vendor and customer master data. Ensure the accuracy, consistency, and reliability of master data through rigorous quality assurance processes and regular audits. Craft and execute a comprehensive data management strategy aligned with the organization's goals, ensuring effective governance, quality, and integration of master data. This includes defining data fields, attributes, and relationships. Establish the vision for master data management (MDM) and guide the organization in adopting best practices and innovative approaches to data management. Qualifications Four-year college degree preferred Five plus years' experience in Data Governance/Master Data required, plus other industry related experience such as work history in retail, replenishment, procurement or logistics. Experience navigating the cooperative culture is required. Demonstrated aptitude for technology, and proficiency for quick learning required. Must be a team player with the ability to work across departmental silos. Well-developed oral and written communication skills including the ability to write and deliver both informal and formal presentations. Ability to work in fast paced environment, with demonstrated ability to multi-task and resolve problems effectively, efficiently and professionally. Proven leadership, assertiveness, interpersonal and analytical skills proficiency is essential. Ability to develop and manage all levels of associates to provide for future succession required, and ability to do so in a hybrid work environment. Able to create a work environment that promotes diversity and belonging. Must be proficient in the following PC programs: Word, Excel, PowerPoint, with ability to be trained on additional technologies Working Conditions & Physical Demands Ability to travel to remote locations, both wholesale and retail if necessary. Ability to sit in front of a computer for long periods of time. Ability to adhere to the company's four day work requirement. Core Competencies Communicate Effectively: Share thoughts, ideas and information in an organized, clear and precise and persuasive manner (written and oral communication) Drive or Results: Understands how the role impacts the organization's strategic objectives Embrace Change: Adapts to new environment, jobs, technologies and processes Develop You: Identifies opportunities for career development Build Relationships: Works as part of a team to achieve company goals Stay Competitive: Shows passion and enthusiasm for their work

Administration Applications will be accepted for a full-time Director of Human Resources, Talent and Evaluation for the Hillside School District. All interested qualified candidates may apply by linking to: ************************************************ and completing the application. Areas of responsibility Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters, disputes and investigations; performance and talent management productivity, recognition, and morale; occupational health and safety; and training and development Direct the recruiting process for all certified and non-certified positions Direct the screening, interviewing and selection process for vacancies in all certified and noncertified areas of employment Direct the evaluation process for all certified and non-certified personnel Direct the program/process for providing required substitute personnel in all certified and noncertified areas Analyze and interpret personnel issues/provisions relative to labor agreements and coordinate the process for handling all employee grievances Assist in negotiations with all collective bargaining units as directed by the Superintendent Direct and supervise the maintenance of employee insurance programs, including health care insurance, workers' compensation and unemployment insurance Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resoures to upper management. Direct the processing of forms and materials related to certification, employment contracts, resignations, transfers, leaves of absence, etc. Direct the maintenance of all staff personnel records Develop and maintain current job descriptions for all certified and non-certified positions Develop and maintain a communication network with employees, e.g., newsletters, job postings, recognition awards, etc. Prepare performance evaluations for personnel who report directly to personnel administrator Perform such duties as may be assigned by the Superintendent or designee QUALIFICATIONS: Master's Degree - with emphasis in personnel administration preferred Three (3) years of experience in public or private sector administration, supervision or personnel management preferred Certified or eligible for certification as school administrator, principal or supervisor - or as required by the State of New Jersey Preferred experience or knowledge in human resources, affirmative action; knowledge of N.J.S.A. 18A and N.J.A.C. 6A, Office of Civil Rights, Title IX and TEACHNJ Act Excellent speaking/writing skills with proven track record of effective public communication and grantsmanship needed Such other qualifications of academic, professional and personal excellence as the Hillside Township Board of Education may specify Salary: TBD * All applications must be submitted on applitrack to be considered.

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

Job Title: Human Resources Director Classification: Full Time, Salary, Exempt Department: Human Resources Direct Supervisor: President The Human Resources Director is responsible for leading all HR functions for Kuehne's New Jersey headquarters and multi-site operations, overseeing a team of HR professionals. This role combines strategic leadership with hands-on execution, ensuring that HR programs support the organization's mission, operational goals, and compliance obligations within a safety-sensitive, manufacturing environment. The Director serves as a trusted partner to senior leadership while maintaining close visibility into day-to-day HR operations, including recruitment, employee relations, compensation, benefits, performance management, compliance, and career development. Supervisory Responsibilities: Leads, mentors, and develops the Human Resources team to ensure efficient execution of departmental functions. Recruits, interviews, hires, and trains new staff. Oversees the daily workflow of the Human Resources department. Provides constructive and timely performance evaluations. Handles discipline and termination of employees in accordance with company policies and procedures. Essential Responsibilities: Leadership & Strategy: Collaborate with executive leadership to align HR programs with organizational objectives, workforce planning needs, and company values. Identify opportunities to improve retention, engagement, and internal advancement across all departments. Employee Wellness & Engagement: Lead and maintain Kuehne Company's Three Pillars of Wellness programs: Physical Wellness: promoting health, safety, preventive care, and fitness initiatives. Mental & Emotional Wellness: supporting access to counseling resources, stress management tools, open communication, and a supportive work culture. Financial Wellness: managing benefits education, retirement readiness tools, and long-term stability planning. Evaluate and enhance wellness program effectiveness through participation, feedback, and measurable outcomes. Talent Acquisition & Workforce Management: Oversee full-cycle recruitment, onboarding, and workforce planning for all locations. Develop and maintain competitive compensation, benefits, and incentive programs. Ensure consistent performance management processes, including coaching and corrective action when needed. Compliance & Risk Management: Maintain strict adherence to federal, state, and local employment laws, including OSHA, DOT, EEOC, FMLA, ADA, and TSA/TWIC-related requirements. Develop, implement, and update HR policies, procedures, and employee handbooks. Support safety initiatives in collaboration with operations leadership. Employee Relations & Culture: Serve as a resource and advisor to managers and employees for conflict resolution, performance matters, and interpretation of policies. Promote a respectful, equitable, and accountable workplace culture. Be a key resource of confidentiality for employees in need of support. HR Operations & Continuous Improvement: Manage HR systems, records, reporting, and departmental budgeting. Manage and promote use of annual performance review software (Lattice) to promote a culture of continuous improvement and ensure employee engagement. Recommend process improvements to enhance efficiency, data integrity, and employee experience. Represent Kuehne at professional HR and industry-related events, as needed. Required Skills/Abilities: Strong leadership and interpersonal skills Excellent verbal and written communication skills. Excellent organizational, analytical, and problem-solving abilities. Thorough understanding of HR policies, employment law, and best practices. Ability to handle confidential information with discretion. Proficiency in Microsoft Office Suite and HRIS platforms. Must have reliable transportation. Must be able to pass a 10-panel controlled substance test and participate in ongoing random testing. Must be able to pass and maintain eligibility under TSA TWIC background requirements. Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field required. Minimum of 8-10 years of progressive HR experience, with at least 5 years in leadership roles. PHR, SPHR, or SHRM-CP, SHRM-SCP certified. Experience in manufacturing, industrial, logistics, or similarly regulated environments strongly preferred. Experience working in unionized environments, including familiarity with union rules, labor relations, and participation in negotiations. Working knowledge of multiple HR disciplines, including compensation, benefits and retirement plan administration, employee relations, performance management, and employment law. Travel Requirements: This position requires occasional travel to various company sites. A valid driver's license and reliable transportation are required for this role. Physical Requirements: Prolonged periods of working at a computer. A valid driver's license and reliable transportation are required for this role. This position description is not intended to be and should not be construed as an all-inclusive list of responsibilities, skills, or working conditions associated with this position. While this position description is intended to reflect the position's activities and requirements accurately, management reserves the right to modify, and or remove duties as necessary. This is a Safety Sensitive Position within the organization. Kuehne is an Equal Opportunity Employer (M/F/Disabled/Veteran)

Veolia in North America is the top-ranked environmental company in the United States for three consecutive years, and the country's largest private water operator and technology provider as well as hazardous waste and pollution treatment leader. It offers a full spectrum of water, waste, and energy management services, including water and wastewater treatment, commercial and hazardous waste collection and disposal, energy consulting and resource recovery. Veolia helps commercial, industrial, healthcare, higher education and municipality customers throughout North America. Headquartered in Boston, Veolia has more than 10,000 employees working at more than 350 locations across North America. Job Description Position Purpose: We are in search of a seasoned Director of Application Development & Support to join our Municipal Water Regulated DB&T team. This role will oversee the strategy, implementation, and support of our 'Finance/HR' functional area, which encompasses a variety of applications and products including PeopleSoft (AP, GL, PC & SCM Modules), Perceptive Content, PowerPlan, Workday, and Hyperion Planning, among others. The successful candidate will be tasked with creating and implementing innovative technical and functional strategies to modernize and streamline our financial application portfolio, which may include potential migration to a new ERP solution. Beyond providing functional and technical leadership, the ideal candidate should possess strong people management skills, have the ability to cultivate a high-performing and agile team, motivate and mentor team members, and foster strong relationships with stakeholders. Primary Duties/Responsibilities: Strategic Leadership Drive digital transformation initiatives to optimize domain performance and profitability. Develop and execute strategic plans for application development and support. Lead process improvement initiatives and modernization efforts. Create and present business cases while managing stakeholder expectations. Team Management Build and lead high-performing application development and support teams. Oversee recruitment, training, performance evaluations, and career development. Implement and enhance Agile methodologies. Foster a culture of continuous improvement and innovation. Technical Oversight Guide and validate technical architecture decisions. Ensure compliance with security standards and IS architecture. Manage technical debt and quality assurance. Oversee continuous integration and automation initiatives. Operational Excellence Direct day-to-day operations and crisis management. Supervise production launches and development quality. Manage technical audits and compliance requirements. Provide regular status reporting to senior leadership. Innovation & Development Champion digital transformation initiatives. Implement modern development tools and practices. Drive continuous integration and automation improvements. Align technical solutions with business objectives. Work Environment: This will be a hybrid role located in Paramus, NJ. Qualifications Education/Experience/Background: Undergraduate degree in Information Systems or related field, Graduate degree a plus. Minimum of 10-15 years of information technology. Experience working/leading teams for Peoplesoft, PowerPlan, Hyperion Planning, AWS. Extensive experience in partnering with operations as well as leading and managing the department. Experience working with outside firms to augment staff when required. Prior industry knowledge beneficial. Knowledge/Skills/Abilities: Excellent verbal and written communication skills (including presentation skills), including the ability to influence and negotiate through expertise. Outstanding relationship-building skills. Proficient project management, time management and continuous improvement skills. Superior problem solving and financial analysis skills. In-depth knowledge of software development practices. Familiarity with technology architecture and design. General knowledge of various enterprise platforms. Ability/Willingness to work with Global peers to share best practices to further the VNA business. Ability to interact and communicate effectively, including presenting strategic programs, with all levels of leadership. Physical Requirements: Travel up to 20% may be required. Additional Information Pay Range: $180000 to $196000 Per Year. Benefits: Veolia's comprehensive benefits package includes paid time off policies, as well as health, dental, vision, life insurance, savings accounts, tuition reimbursement, paid volunteering and more. In addition, employees are also entitled to participate in an employer sponsored 401(k) plan, to save for retirement. Pay and benefits for employees represented by a union are outlined in their collective bargaining agreement. Sick leave - 56 hours; Observed Holidays - 11 days; Vacation - Flexible Time Off Eligible for up to 20% Annual Performance Bonus. We are an Equal Opportunity Employer! All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. Disclaimer: The salary, other compensation, and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, subject to applicable law.

SummaryJob Description We are the makers of possible BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it's no small feat. It takes the imagination and passion of all of us-from design and engineering to the manufacturing and marketing of our billions of MedTech products per year-to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you'll be supported to learn, grow and become your best self. Become a maker of possible with us. We are seeking a strategic and dynamic Associate Director, Human Resources (HR) to serve as a key business partner to the Vice President of Integrated Supply Chain (ISC) and the Vice President of Quality for the Specimen Management (SM) business unit. This role is based in Franklin Lakes, NJ and reports directly to the Senior Director, Human Resources Operational Performance (OP). About Integrated Supply Chain at BD: ISC at BD encompasses end-to-end global operations including manufacturing, supply chain, procurement, logistics, and operational excellence. It plays a critical role in delivering high-quality products to customers efficiently and sustainably. Role Overview: As a member of the SM Operations and Quality Leadership teams, the Associate Director, HR will provide strategic HR leadership and consultation to drive organizational effectiveness, talent strategy, and cultural transformation to the SM Global operations and quality organizations. This role will influence and support business outcomes by aligning HR strategies with business goals across multiple global sites including Sumter, SC; Broken Bow, NE; Plymouth, Great Britain; Juncos, Puerto Rico. As a member of the SM Operations, Human Resources, and Quality Leadership teams, you will provide coaching and strategic guidance in Talent Management and Succession Planning, Organizational Design and Development, Competency Analyses, Training and Development, Team Development, HR services delivery. You will partner closely with appropriate Center of Excellence (CoE) leads, to collaborate with managers on key topics including but not limited to organizational design structure, roles & responsibilities, staffing levels, compensation structure. Providing coaching to operations and quality leaders and supervisors at all levels, providing timely and constructive feedback to help them improve their leadership effectiveness. The following duties and responsibilities are intended to be representative of the work performed by the Associate Director, HR in this position and are not all-inclusive: Serve as a trusted advisor and strategic partner to the VP ISC and VP Quality, contributing to the development and execution of business strategies. Development and implementation of short- and long-term Human Resources strategies aligned with the plant/strategic objectives and HR global strategy Lead organizational design and change management initiatives to support business transformation and growth. Uses business case methodology to capitalize on opportunities to lead change. Provides consultative guidance for compensation and facilitates appropriate compensation reviews in partnership with Total Rewards. Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization. Champion a high-performance culture by advising leaders on performance management, employee engagement, and leadership effectiveness. Drive talent management strategies, including succession planning, leadership development, and workforce planning to build a strong leadership pipeline. Provide strategic insights on organizational health, culture, and associate experience to inform business decisions. Partner with global HR and business leaders to ensure alignment and consistency in HR practices across regions Drives and supports the SM BD Excellence strategic plan along with ISC VP SM leader Proactively leads and drives Associate Engagement and promotes Safety initiatives Leads manufacturing/quality organizational planning and employee development activities. Acts as the talent adviser, facilitator and champion to ensure strong succession pipelines for critical roles Other functions and special assignments as assigned Education & Experience Required: Bachelor's degree or above required with significant course work in Business Human Resources Psychology or Law Minimum of ten (10) years of Human Resources related experience required with all HR related fields including talent acquisition, retention, reward & recognition, development, organizational planning and design, organizational change etc. 5 years of management experience required Experience working in mid to large complex environments and matrixed organization strongly preferred Knowledge, Skills & Abilities Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly operating associates to professional business functions over multi-geographies required Proven ability to assess situations quickly and experience developing short- and long-term strategies and implementing them in the face of ambiguity required. Must have the ability to interact with internal business partners to define, design and develop solutions to HR issues. Ability to manage change through taking a proactive role in bringing about change and following proven change frameworks required. Excellent communication and influencing skills across multiple levels, functions and cultures required. Strong working knowledge of all local legal requirements related to Human Resources required. Proficient in Microsoft Office Suite, especially Excel, Power Point, Word required. HR competencies Business Acumen Organization Design, Development & Effectiveness Building/Developing High Performing Teams Leading and Managing Change HR Integrator, Analytics, and Advocacy Talent Assessor and Developer At BD, we prioritize on-site collaboration because we believe it fosters creativity, innovation, and effective problem-solving, which are essential in the fast-paced healthcare industry. For most roles, we require a minimum of 4 days of in-office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work-life balance. Remote or field-based positions will have different workplace arrangements which will be indicated in the job posting. For certain roles at BD, employment is contingent upon the Company's receipt of sufficient proof that you are fully vaccinated against COVID-19. In some locations, testing for COVID-19 may be available and/or required. Consistent with BD's Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law. Why Join Us? A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It's also a place where we help each other be great, we do what's right, we hold each other accountable, and learn and improve every day. To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you'll discover a culture in which you can learn, grow, and thrive. And find satisfaction in doing your part to make the world a better place. To learn more about BD visit ********************** Becton, Dickinson, and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally-protected characteristics. Required Skills Optional Skills . Primary Work LocationUSA NJ - Franklin LakesAdditional LocationsWork Shift At BD, we are strongly committed to investing in our associates-their well-being and development, and in providing rewards and recognition opportunities that promote a performance-based culture. We demonstrate this commitment by offering a valuable, competitive package of compensation and benefits programs which you can learn more about on our Careers Site under Our Commitment to You. Salary or hourly rate ranges have been implemented to reward associates fairly and competitively, as well as to support recognition of associates' progress, ranging from entry level to experts in their field, and talent mobility. There are many factors, such as location, that contribute to the range displayed. The salary or hourly rate offered to a successful candidate is based on experience, education, skills, and any step rate pay system of the actual work location, as applicable to the role or position. Salary or hourly pay ranges may vary for Field-based and Remote roles. Salary Range Information $157,700.00 - $260,400.00 USD Annual

Join our HR Control Management team today! This team maintains a strong and consistent control environment through a joint accountability model that align managers with each function and region to mitigate operational risk. The team focuses on four areas: Risk Identification & Assessment, Control Design & Evaluation, Issues & Control Deficiencies and Control Governance & Reporting. Control Management serves as an independent function within Human Resources to advise, counsel and assess risk mitigation strategies, in addition to effective evaluation of processes, risks and controls. As a Control Manager Vice President in the HR Control Management team, you will be part of a team that ensures strong and consistent controls are observed across the firm. Reporting to the Product Portfolio Control Lead, you will be responsible for the control framework of global benefits. You will focus on improving and delivering risk and control processes and programs; provide operational support and execution to the control function in tasks needed to improve operational excellence; helping to build automated solutions to improve the function; whilst building strong partnerships with HR and Corporate Function leaders to help mitigate risk. Job responsibilities Create a proactive risk and control culture that leverages proven evaluation strategies and sound change management protocols. Deliver end-to-end project management support for internal audits and external regulatory exams supporting benefits. Prepare control committee materials. Partner on regulatory matters with Compliance and Audit. Review and analyze policy, standards, and regulatory obligations to proactively identify existing and emerging operational risks and issues to support benefit-related programs and strategies. Engage with control colleagues across the firm, business, operations management, legal, compliance, risk, audit, regulators and technology control functions. Provide leadership support for the end-to-end execution of the Control and Operational Risk Evaluation (CORE), including control deficiencies and resolutions, to reduce financial loss, regulatory exposure, and reputational risk. Translate business requirements into effective and streamlined technical solutions using programming skills, database knowledge, and design skills to satisfy the requirements. Provide additional process and program portfolio support activities may including but not limited to Control Operational Risk Evaluation (CORE), Office of Legal Obligations (OLO), Inter Affiliate Services (IAS) and other control programs. Required qualifications, capabilities, and skills Bachelor's degree or equivalent experience. 7+ years of financial service experience in controls, audit, quality assurance, risk management, or compliance. Ability to assess risk from multiple perspectives (Legal/Regulatory/Operational/Client and Reputational) and then have meaningful business conversations, grounded in materiality and practical application. Excellent written and verbal communication skills with an ability to influence business leaders in a meaningful and actionable manner. Flexible, adaptable to shifting priorities; manages competing priorities to achieve the most effective results. Strong project time management skills to meet strict regulatory deadlines; ability to understand a process and associated risk to inform control design. Solid critical thinking, attention to detail and analytical skills; able to synthesize large amounts of data and formulate appropriate conclusions including understanding root cause / identifying control deficiencies, developing timely and sustainable solutions and analyzing metrics for emerging risk. Implementation skills including writing action plans and procedures, change management and the ability to make subjective and informed decisions based upon output, influence stakeholders and justify decision making. Proficient knowledge of control and risk management concepts with the ability to design, create and evaluate the operational risk and control environment in conjunction with business partners. Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Visio). Additional Information Applicants must be authorized to work for any employer in the U.S. We are not able to provide immigration sponsorship or take over sponsorship of an employment Visa at this time. Final Job Grade level and corporate title will be determined at time of offer and may differ from this posting. This role does not provide relocation assistance so all candidates must be local to the work locations listed in the job posting or willing to relocate on their own immediately upon hiring.

Job Details Corporate - Morristown, NJ $150000.00 - $200000.00 SalaryDescription Villa Restaurant Group (VRG) is a dynamic, growing restaurant company committed to delivering exceptional dining experiences to our Guests. Our passion for exceptional guest experience is matched by our dedication to creating an innovative, supportive, and inclusive workplace for our 2,000-plus team members, in approximately 100 locations in eleven states. We are seeking a visionary and strategic Vice President of Human Resources to lead and manage all aspects of our HR functions, supporting the company's continued growth and success. This position is the champion of our culture and should be a role model of our Core Values: Integrity, Family Hospitality, Passion, Innovation, and Success and will regularly visit restaurant locations to represent VRG and the Human Resources Department. SUMMARY DUTIES The Vice President of Human Resources will be a key executive leader, responsible for overseeing and executing human resources, health/welfare, safety, and union relations programs and strategies across the organization ensuring that the company's workforce is aligned with its mission, vision, and goals. This individual will need to have the ability to collaborate with others in a fast-paced, multi-location and high-volume environment. Key Responsibilities: Leadership and Strategy: Partner with the executive team to develop and execute the company's human resources strategy and policies in alignment with the overall strategic business goals. Provide leadership, guidance, and mentorship to the HR and Operations team to ensure efficient and effective operations. Talent Acquisition and Development: Lead efforts to attract, retain, and develop top talent, including creating programs for succession, employee engagement, training and career development. Champion leadership development initiatives and succession planning to build strong internal leadership capabilities. Employee Engagement: Develop and implement employee engagement programs to enhance morale, productivity, and retention. Address employee relations matters, ensuring a fair, transparent, and respectful environment. Evaluate, design, and implement employee training programs designed to develop current team members to future leaders. Develop effective employee communications through leadership development, company Human Resource Information Systems (HRIS), location postings, our accounting / scheduling system, to communicate matters related to HR policy, restaurant operations, local regulation, and employee celebration. Lead initiatives to promote and inspire a workplace where all employees feel valued and respected while developing and maintaining programs that enhance work-life balance, employee well-being, and overall job satisfaction. Labor Relations Oversees labor relation strategy, collective bargaining, and proactive practices, working with operational leaders and outside labor attorneys. Partner with an employment attorney on any claims of harassment, discrimination, unlawful terminations, or any other employment matters. Compensation, Benefits, and Compliance: Oversee the company's human resource and benefits programs, ensuring competitiveness within the industry, and providing the ability to attract top talent that aligns with company goals. In addition to employee benefits, this position will oversee VRG's property and casualty and worker's compensation insurance programs to limit exposure. Will ensure compliance with all federal, state, and local labor laws and regulations Design effective total rewards programs to increase employee engagement, retention, and performance. HR Operations and Analytics: Monitor HR metrics and leverage data to drive decision-making. Manage HR technology platforms to streamline HR processes and ensure seamless workflows across departments. Regularly review and update HR policies and procedures to maintain alignment with industry best practices. Employee Health and Safety: Responsible for company safety program designed to minimize employee accident and injury programs Manages worker compensation insurance costs and reserves and establishes company Key Performance Indicators for risk minimization. VRG Advocate Represent VRG with local industry and community groups to build company/brand awareness, and build relationships with industry lobbyist groups to stay ahead of trends and government requirements. Partner with industry associations such as the National Restaurant Association and the New Jersey Restaurant and Hospitality Association building a presence and participating in industry functions and activities. QUALIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred). 10+ years of progressive experience in Human Resources, with at least 5 years in a senior leadership role, preferably within the restaurant or hospitality industry. Prior experience in a unionized environment, with proven experience in the negotiation of collective bargaining agreements. Strong knowledge of labor laws, employee relations, compensation and benefits, and talent management. Demonstrated ability to build and foster a positive workplace culture that aligns with company values. Excellent communication, negotiation, and interpersonal skills.

Job Description About the Role: The Vice President of Human Resources will play a pivotal role in shaping the strategic direction of our organization by developing and implementing HR initiatives that align with our business goals. This position is responsible for fostering a positive workplace culture, enhancing employee engagement, and ensuring compliance with labor laws and regulations. The VP will lead a team of HR professionals, providing guidance and support in areas such as talent acquisition, performance management, and employee development. Additionally, this role will involve collaborating with senior leadership to drive organizational change and improve overall workforce effectiveness. Ultimately, the VP of Human Resources will be instrumental in attracting, retaining, and developing top talent to support the company's growth and success. Minimum Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. A minimum of 10 years of progressive HR experience, with at least 5 years in a leadership role. Proven experience in developing and implementing HR strategies that drive organizational success. Preferred Qualifications: Master's degree in Human Resources or an MBA. Certification from a recognized HR professional organization (e.g., SHRM-SCP, SPHR). Experience in a multi-site or global organization. Responsibilities: Develop and execute HR strategies that support the overall business objectives. Oversee talent acquisition processes to ensure the organization attracts and retains high-quality candidates. Implement employee development programs to enhance skills and career growth opportunities. Ensure compliance with all employment laws and regulations, minimizing legal risks. Foster a positive workplace culture through employee engagement initiatives and conflict resolution. Skills: The required skills for this role include strong leadership and strategic thinking abilities, which are essential for guiding the HR team and aligning HR initiatives with business goals. Excellent communication and interpersonal skills are necessary for building relationships with employees and stakeholders at all levels. Problem-solving skills will be utilized to address employee concerns and resolve conflicts effectively. Additionally, knowledge of labor laws and HR best practices is crucial for ensuring compliance and minimizing risks. Preferred skills such as data analysis and project management will enhance the ability to measure HR effectiveness and manage multiple initiatives simultaneously. d d

About Us Solar Landscape is the leading commercial rooftop solar developer in the U.S. Only 4% of commercial rooftops host solar today - we're changing that, fast. Commercial rooftop solar is the fastest, smartest way to build new clean power - delivering megawatts of generation in months, not years, and powering America's energy and future right where it's needed most. By turning rooftops into local power plants, we're reshaping how - and how fast - energy gets built in the U.S. Recognized as the #1 Distributed Generation Developer by New Project Media, the #1 National Commercial Rooftop Solar Developer by Solar Power World, and winner of the U.S. Department of Energy's Grand Prize for Clean Energy, Solar Landscape is defining the future of energy generation in America. Headquartered in Asbury Park, New Jersey, Solar Landscape has offices in Chicago, Baltimore, and New York City and operates in over a dozen states nationwide. We move fast, solve hard problems, and take our work seriously - but never ourselves. We value clear thinking, accountability, and execution. At the same time, we're collaborative by default, and believe the best work happens when people enjoy working together. Our team is made up of smart, grounded people who show up for each other - whether that's troubleshooting a system design or catching up over lunch. If you're looking to do meaningful work in a high-performance environment - and be part of the team reshaping how energy gets built in the U.S. - we'd love to meet you. About The Role We're seeking a Director of Human Resources who brings strategic thinking, operational rigor, and a hands-on approach to elevate our People function. Reporting to the Head of People, you'll drive initiatives that improve organizational performance, talent outcomes, and the employee experience. This role is ideal for an HR professional who thrives at the intersection of strategy and execution. You'll lead high-impact projects, optimize core people processes, and deliver data-driven insights. With experience in strategic HR operations and analytics, you bring a passion for supporting driven teams in a fast-paced and fast-growing company.Responsibilities Strategic Initiative Execution: Design and drive high-impact people initiatives across the organization - from performance and compensation management to employee experience. Own the development of executive-ready decks and materials that clearly communicate strategy, progress, and recommendations. Research & Analysis: Conduct in-depth research and data analysis on HR trends, internal workforce metrics and engagement survey results. Translate complex findings into actionable insights to support decision-making and continuous improvement across People programs. Process & Workflow Optimization: Audit, streamline, and document People team processes including recruiting, onboarding, performance management, internal communications, and learning initiatives. Build templates, dashboards, and playbooks to enable consistency, efficiency, and scalability. Cross-Functional Coordination: Act as a trusted partner and point of contact for People-related collaboration across departments. Ensure alignment between People initiatives and broader business goals through meticulous project tracking, stakeholder management, and clear communication. Trusted Execution Partner: Serve as a reliable, detail-oriented execution partner to the Head of People. Anticipate needs, manage priorities, and ensure nothing falls through the cracks - from preparing for exec meetings to following up on key decisions. Step in to execute when needed, for example recruiting for a hard to fill role or managing employee relations issues as they arise, dependent on your areas of expertise. Qualifications At least 8 years of experience in Human Resources, with a strong track record of problem-solving and strategic thinking, and at least one area of deep HR expertise. Excellent analytical abilities, with the capacity to summarize complex information into actionable insights. Exceptional communication and interpersonal skills, with the ability to build relationships at all levels of the organization and synthesize multi-faceted topics into executive-ready materials. Adaptability and a proactive approach to ambiguity and change, combined with a willingness to take ownership of challenges and drive solutions. Strong organizational skills, and the ability to manage multiple cross-functional projects simultaneously and get things done. Proficiency in data analysis and visualization tools, as well as Microsoft Office Suite. Experience with core HR functions such as performance management, total rewards, employee engagement, recruiting, and onboarding, and deep expertise in at least one of these areas. Highly dependable, detail-oriented, and proactive - someone who thrives in a “no task too small” environment Comfortable stepping into tactical HR tasks as needed (e.g., managing a recruiting process, resolving an employee relations issue, implementing a new tool or vendor). Discreet and trustworthy, with experience handling sensitive employee and organizational information. Passion for clean energy and interest in contributing to a sustainable future. Benefits and Perks We offer competitive compensation and benefits designed to support you inside and outside of work: · Training / Professional development opportunities · 401(k) with 4% company match· Summer Fridays· Flexible remote/hybrid work options· Paid parental leave· Team lunches, events, and stocked kitchens· Modern, collaborative office spaces in Asbury Park, New York City, Boston, Chicago, and Baltimore· Medical, dental, and vision coverage· Company-paid life and long-term disability insurance

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

Marion P. Thomas Charter School (MPTCS) is one of the only minority-led charter schools in the nation. Affectionately known as The Village, MPTCS reflects the community it serves. It was established in Newark, N.J. in 1999 by a group of Newark natives who wanted to provide the best possible educational experience for the citys youth. Since its inception, MPTCS has grown from four classrooms to three campuses and serves 1,500 students from grades pre-kindergarten through 12. POSITION SUMMARY: Reporting directly to the Superintendent, the essential function of the Director is to administer a comprehensive human resources program for the purpose of maintaining a well-qualified and diverse employee workforce. The position is responsible for supervising professional and support staff, ensuring district compliance with applicable laws and regulations, planning and directing all human resource functions, and performing related professional, administrative, and supervisory work as required. The director serves as a member of the districts Leadership Team with high levels of accountability and decision-making responsibilities. The ideal candidate for this role should possess a strong work ethic, excellent communication skills, knowledge of human resources best practices, ability to think strategically, strong organizational skills, and excellent interpersonal skills. ESSENTIAL DUTIES: Supervise duties of assigned staff in the areas of human resources and employee benefits, including establishing staffing standards, organizing, selecting, or recommending candidates for hire, training, assigning and evaluating work, counseling, disciplining, and terminating or recommending termination; preparing annual employee performance evaluations. Partner with school and district leaders to ensure all campuses are fully staffed by August 1st of each year. Assist in the development of the districts long-range strategic plans for growth and development. Prepare the Superintendents personnel recommendations for submission to the Board. Attend all board meetings and prepare reports (verbal/written) for the Board as the Superintendent may request. Perform other duties as assigned by the Superintendent of Schools. Recruitment and Staffing Functions Work with the members of curriculum and instruction in the selection of appropriate staff as it relates to the implementation of curriculum programs. Direct the selection of qualified non-instructional candidates. Screen and select qualified substitute teachers and maintain a register of substitutes for in-house programming. Coordinate the provision of volunteer service to schools including recruitment and screening of volunteers, matching volunteers to jobs, creating innovative ways to use volunteers and providing pre-services and in-service training. Work with principals in the selection, assignment, and evaluation of personnel. Maintain an up-to-date application file of prospective candidates for all positions. Work towards ensuring 100% of all vacancies are filled before the start of each school year. Recommend, review, and design all job application forms used by the district, ensuring their compliance with state and federal statutes and Board policies on nondiscrimination and maintain an inventory of such forms. Place advertisements and prepare mailings, as appropriate, announcing each job opening in the district and soliciting applications. Direct the recruitment program for professional and nonprofessional staff. Screen and process applications of candidates. Cooperate with college and university schools of education and with career guidance offices regarding applicants. Coordinate the operation of the student-teacher programs in the district. Design s for new staff positions and coordinate the periodic review and revision of existing job descriptions. Oversee the design and implementation of career fairs. Receive, review, and process requests for transfers in accordance with transfer regulations and the needs of the district. Interview and recommend to the Superintendent, in conjunction with other appropriate administrative and professional staff members, applicants for appointment and for presentation to the Board. Salary and Benefits Functions Serve as the point-person for the districts employee benefit programs including but not limited to, group health insurance, disability insurance, retirement plans, sick leave, personal leave, other leaves of absence, and other related or emerging employee benefit plans. Administer all logistical requirements for the school district salary programs in conjunction with the School Business Administrator and/or Superintendent. Assist with research pertaining to personnel, including salary research, studies of staff characteristics, employee satisfaction, professional standards, and other pertinent projects. Human Resource Functions Review staff evaluations and recommend to the Superintendent as to continued employment status or other appropriate status. Develop and maintain personnel handbooks for all employees, volunteers, and interns. Coordinate and interpret the evaluation program of teachers and other professional personnel. Maintain close contact with all departments and schools in planning and anticipating the professional personnel needs of school programs. Plan and direct programs of orientation, in-service education, and performance training for all new teachers. Plan, organize, and implement district wide programs for training paraprofessionals and other non-certificated staff. Complete mandated training programs as required by law. Process recommendations for termination of employees, assembling substantiating information for the dismissal of employees, and arranging any necessary conferences and hearings. Conduct and/or collect exit interview data of personnel leaving the district. Serve as the first administrative level above that of the building principal in any grievance procedure initiated under the provisions of a contract. Plan, organize, and represent the district in fact-finding, arbitration and representation cases heard before public commissions or other such bodies when assigned by the Superintendent. Consult with employees to resolve complaints, difficulties, and other matters related to personnel management and work with principals on difficult personnel matters. Compliance Functions Recommend to the Superintendent policies and programs to improve human relations in the district. Assist in the development, administration, and interpretation of the policies, rules, and regulations of the district. Ensure district compliance with Equal Opportunity and ADA regulations; provide related training for personnel and prepare and submit reports as required. Keep abreast of government statutes, regulations, and rules relating to personnel administration and advise interested parties of the provisions of the laws. Plan, develop, and revise personnel management policies in accordance with state legislat ion for submission to the Board for adoption. Develop and maintain a computerized system for personnel records for all school employees, in order to provide a comprehensive, efficient, accurate, and current record of all matters pertinent to employment, transfer, tenure, retirement, leave, and promotion. Provide necessary processing of issuance and renewal of state credentials. Respond to unemployment compensation inquiries and ensure accuracy of all records pertaining to unemployment.

A collective energy and ambition. A place where you can make a real difference. We're a company that genuinely cares about our people, our products, our consumers and the environment. Our unique, informal culture champions courage, determination and collaboration. Knowing we have an open and supportive team means each of us has the freedom to take responsibility and ownership. We have a shared passion to work hard, innovate and push boundaries. United by the belief that when we strive for growth, anything is possible. While we might not be the largest company in our industry, we believe we can have the biggest impact because: Together We Have the Power to Win. The Director of HR Operations will be responsible for building and leading a new HR operations service center. This role will manage the day-to-day administrative operations of the HR department, streamline processes, and enhance the employee experience through digitization. The ideal candidate will have a strong background in HR operations, project management, and data analytics, with a proven track record of implementing scalable HR processes and systems. Ensuring strong stakeholder buy-in and alignment is crucial for the success of this role. This role will also involve managing HR operations in a global environment, ensuring consistency and efficiency across multiple locations. Role Accountabilities and Responsibilities Build and Lead HR Operations Service Center: Establish and manage a new HR operations service center to centralize and streamline HR processes and services across the organization. Budget Management: Oversee and manage the HR Operations team's budget, ensuring fiscal responsibility and alignment with organizational financial goals. HR Process Improvement: Assess current HR processes and systems, identify gaps, and recommend and implement improvements to align with organizational strategy. Process Design and Execution: Ensure that all HR processes are designed and executed to create an exceptional employee experience. Digitization of Employee Experience: Drive the digitization of HR processes to enhance the employee experience, leveraging technology to create seamless and efficient workflows. Project Management: Partner with the Center of Excellence (COE) to lead and deliver organization-wide projects, including technology and platform implementation, with a particular focus on HRIS and third-party systems. HR Policy Development: Collaborate with colleagues to develop and refine HR policies, conduct periodic audits, and ensure compliance with employment-related laws and regulations. AI and Automation: Lead the integration of AI and automation technologies to optimize HR processes, improve efficiency, and enhance decision-making capabilities. Utilization of Data and Analytics: Ensure that people-related data is systematically analyzed and applied to assess the performance of the HR operations team, highlighting areas of strength and uncovering opportunities for continuous improvement. Stakeholder Engagement: Ensure strong stakeholder buy-in and alignment by collaborating with HR leadership, department heads, and other key stakeholders to align HR operations with broader organizational goals. Vendor Management: Partner with and manage vendors to ensure service level agreements (SLAs) are met. Team Leadership: Manage, develop, and mentor the HR Operations team. Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field is required. Advanced degree or HR certification(s) preferred. 7+ years of experience launching and managing a successful HR Operational Service Center in a global manufacturing environment, with a minimum of 5 years in a leadership role. Certification and/or training in project management Proficiency in HRIS systems (e.g., Workday, ADP/Celergo, Workforce) and comfort with learning new technologies Strong ability to use people analytics to create business cases and implement strategies Excellent presentation, interpersonal, and collaborative skills across all levels Familiarity with employment-related laws, regulations, and concepts Preferred Qualifications: Master's degree in Human Resources, Business Administration, or related field Professional certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR HR integration and post-merger activities Experience managing HR operations in a multi-location or global environment The US base salary range for this full-time position is $167,300 to 238,200. This position is also eligible for a bonus. As a Church & Dwight US employee, you (and eligible dependents, as applicable) will have access to medical, dental, vision, basic life insurance, paid vacation and sick time, and Paid Parental Leave. U.S. employees are entitled to paid holidays, floating holidays, and vacation days starting in their first year of employment depending on hire date. You are also able to participate in our 401k retirement plan (with company match and profit-sharing) and Discounted Employee Stock Purchase Plan. The actual base pay offered to the successful candidate will be based on multiple factors, including, but not limited to, job-related knowledge/skills, experience, business needs, geographical location, and internal pay parity. Compensation decisions are dependent upon the facts and circumstances of each position and candidate. About the Role: This is a highly visible role within the organization, offering the opportunity to impact how we operate and how our workforce experiences life at Church & Dwight. If you are results-oriented, creative, resourceful, and thrive in a strategic role with organization-wide impact, we encourage you to apply. #LI-Hybrid Church & Dwight is proud to be an Equal Opportunity Employer/Veterans/Individuals with Disabilities. For more information on our company, our brands and our culture visit us at ****************************

The Director of HR and Labor Management is a strategic and hands-on leader is responsible for the overall administration, coordination, and evaluation of the human resources function, with a particular emphasis on labor relations within a healthcare setting. This role requires a deep understanding of HR best practices, including: Develop and implement HR strategies and initiatives aligned with the organization's overall strategic goals. Oversee talent acquisition, including recruitment, onboarding, and retention strategies. Manage employee relations, including performance management, employee engagement, and conflict resolution. Reduce agency throughout the comapny Develop and administer compensation and benefits programs. Ensure compliance with all applicable federal, state, and local employment laws and regulations. Manage HR technology systems and ensure data integrity. Develop and manage the HR department budget. Preferred: Deep understanding of the healthcare industry and its unique HR challenges, and relevant regulations. Knowledge of healthcare staffing models, credentialing, and licensing requirements. Excellent communication, interpersonal, and negotiation skills.

The Director of Human Resources coordinates long and short term planning and implementation of policies and procedures relating to hotel associates to help create a safe culture of hospitable service, resulting in strong productivity and an engaged workforce. Core Responsibilities: Administer, direct and facilitate the property Human Resources functions. Coordinate and direct the recruitment, processing, orientation and training of qualified applicants for all positions. Monitor performance appraisal systems. Administer benefits program appropriately. Accurately administer wage and salary program. Monitor compliance with local, state and federal laws, as well as established policies and procedures. Act in concert with hotel management team and property General Manager. Coach and counsel associates, including managers. Work in a cooperative and friendly manner with fellow associates. Practice a culture of guest service in all you do; promote courtesy, good will and a positive attitude in each and every encounter. Perform any reasonable request as assigned or directed by management. Knowledge, Skills and Abilities: Bachelor's degree in Human Resource or related business field Minimum 5 years' experience leading HR functions, demonstrating proven investigation and problem resolution skills Strong business communication skills verbal and written Strong presentation skills and ability to train at leadership and hourly level Knowledge of federal, state and local employment laws and regulations High work ethic and self-initiative Strong computer skills in Microsoft Suite Some travel may be required Regular attendance according to established guidelines May be required to work varying schedules to reflect the business needs of the property Must possess basic computational ability Focus and maintain attention to tasks, and complete work assignments on time despite frequent interruptions Ability to maintain excellent relationships with staff and maintain staff and guest confidentiality at all times Ability to converse calmly with upset associates, superiors and guests in intense emotional situations Ability to participate in, and at times lead departmental and/or hotel team meetings This job description is not an exhaustive list of all job functions that are required of an employee in this position. Therefore, other duties may be asked of an employee in this position from time to time.

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