Human resources business partner jobs in New York

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

The ideal candidate will act as an employee champion and a leader of change. You will plan, develop, organize, implement, direct and evaluate the organization's human resource function and performance. Responsibilities Provide overall leadership and guidance by overseeing talent acquisition, employee career development, succession planning, retention programs, training and leadership development Function as a strategic, human capital business advisor to the senior management team Develop initiatives, policies and programs to complement existing practices and create consistency across the organization Oversee benefit and compensation plans to ensure cost efficiencies and attractiveness to retain top talent Qualifications Bachelor's degree or equivalent experience in human resources or management 7+ years' of professional HR experience, ideally from a services oriented business, with a combination of corporate and business unit line experience preferred Excellent written and verbal communication skills Ability to multi-task, organize, and prioritize work

As the Manager of Talent Acquisition Nurse Recruitment, you will lead strategic and operational efforts to attract, engage, and hire top nursing talent across UHS. By being responsible for overseeing full-cycle nurse recruitment, managing a high-performing recruitment team, and driving initiatives that align with organizational goals and workforce planning strategies, you can help shape the future of our organization. You will collaborate closely with HR Business Partners, Nursing Leadership, Marketing, Strategic Programs, and Nursing Education to ensure a seamless and proactive approach to nursing talent acquisition. As the Manager you can drive the team development, execute innovative sourcing strategies, foster strong partnerships across departments, and ensure the recruitment team is equipped to meet current and future nursing workforce needs. While this role primarily leads the nurse recruitment initiative, you would also be participating in the active recruitment efforts for administrative and leadership roles as needed. This position is primarily on site at our HR location, with a hybrid component, but will have heavy engagement with our Wilson and BGH Hospital locations. #IND1 Primary Department, Division, or Unit: Talent Acquisition, UHS Human Resources Primary Work Shift: Day Regular Scheduled Weekly Hours: 40 Compensation Range: $54.17 - $81.25 per hour, depending on experience ----- Responsibilities: Lead the nurse recruitment team through development, engagement, and performance management; oversee selection, orientation/training, mentoring, and performance review. Establish team workloads and assess performance to ensure timely and effective recruitment outcomes for nursing vacancies. Serve as a subject matter expert for recruiters and leaders on nursing recruitment best practices, policies, systems, and procedures. Support recruiters in implementing sourcing strategies, recruitment campaigns, and candidate engagement practices designed to attract and retain experienced nurses. Partner closely with nursing leaders to forecast workforce needs, identify gaps, and implement proactive recruitment strategies. Collaborate cross-functionally with the Talent Acquisitions Strategic Programs division on graduate nurse recruitment as well as the Talent Acquisition Operations team for contingent workforce relationships to align on workforce planning, ensure smooth transitions from GN pipelines, and support long-term nursing workforce stability. Apply experience with recruitment marketing technologies and analytics to enhance nursing candidate outreach (e.g., social media, digital campaigns, nursing-focused job boards). Develop and maintain strong relationships with clinical leaders, internal peers, and external partners to ensure seamless and professional candidate experience. Facilitate regular business reviews with HR functional partners and deliver updates to nursing leadership. Provide training and coaching to recruitment staff on tools, systems, and sourcing techniques specific to nursing recruitment. Hold a strong understanding of all roles within the nurse recruitment team and provide hands-on support when needed. May assume responsibility for recruiting nursing leadership roles and other key nursing hires. May assume additional responsibilities, as requested. Education/Experience Minimum Required: Bachelor's Degree Five (5) years management experience involving a strong understanding of recruitment functionality Minimum five (5) years nurse recruitment experience Preferred: Master's degree in human resources or related field Healthcare recruiting management experience in a high volume, complex health system Proven experience in the development and implementation of organizational initiatives with an emphasis on people leadership Workday Experience License/Certification: Preferred: Professional in Human Resources (PHR) certification or equivalent ----- Why You'll Love Working at UHS At United Health Services (UHS), we believe every connection-to patients, to purpose, to each other-makes a difference. That's why we're intentional about supporting our team in ways that go beyond the job. Whether through meaningful benefits, personal growth, or fun along the way, we're here to help you thrive in work and life. A Culture of Connection - We support each other like family and create space for every voice to be heard. Engagement Councils, peer recognition, and initiatives like Walk in my Shoes for senior leaders are just a few ways we foster belonging and collaboration. Outside of work, we stay connected through team events like trivia, trunk-or-treat, volunteer days, our staff choir, or seasonal celebrations. Comprehensive Benefits for Life & Family - We offer medical, dental, and vision coverage starting the first of the month after hire for employees working 24+ hours/week. With flexible plan options and coverage tiers, you can choose what fits your life best. Additional perks include discounted childcare through Bright Horizons and voluntary benefits like pet insurance, legal services, and identity theft protection. Well-Being & Financial Security - From day one, PTO starts accruing so you can take time to recharge. We support your long-term wellness with a 403(b) retirement plan and company match, flexible spending accounts, access to financial advisors, and up to $400/year in wellness rewards. When life gets tough, we're here with 24/7 EAP counseling, virtual mental health support, a food pantry, PTO donation program, and professional attire through the Classy Closet. Growth That Moves with You - With access to 100,000+ online courses, leadership programs, tuition reimbursement, clinical ladders, and internal mobility, we help you grow wherever your passion leads. We also continuously review compensation to ensure market competitiveness and internal equity, so you can feel confident your work is valued and rewarded fairly. A Place to Call Home - Located in New York's Southern Tier, UHS offers more than a career-we offer a lifestyle. Enjoy four-season recreation, affordable living, top-rated schools, minor league sports, craft brews, a close-knit community, and more, all within reach of the Finger Lakes, the Catskills, and major Northeast cities. ----- About United Health Services United Health Services (UHS) is a locally owned, not-for-profit healthcare system in New York's Southern Tier comprising four hospitals, long-term care and home care services, and physician practices in Broome and surrounding counties. UHS provides healthcare and medical services for two-thirds of the region's population, produces $1.3 billion a year in total economic impact, and boasts a workforce of more than 6,300 employees and providers. At UHS, our work is guided by our Values of Compassion, Trust, Respect, Teamwork, and Innovation. Whether you provide direct patient care or support behind the scenes, you are part of a shared purpose: to improve the health and well-being of the communities we serve. Every employee plays a meaningful role in fulfilling our mission-we'd love for you to consider joining us! United Health Services is an Equal Opportunity Employer. ----- United Health Services, Inc. and the members of the UHS System neither are affiliated with, sponsored, endorsed nor approved by, nor otherwise associated with, Universal Health Services, Inc. (NYSE: UHS), UHS of Delaware, Inc. nor their affiliates, which can be found at ***************

MANGO is a multinational fashion company that designs, manufactures and markets clothing and accessories. At MANGO, we inspire and unite through our passion for style and culture. We are in 118 countries and our online presence extends to more than 85 countries. Our team is made up of people of 112 nationalities. In our team, we are proactive and dynamic, with communication skills and we are always open to new challenges. We are a young and multicultural team, we love the good vibes we have and we work together to achieve results. We are informed of trends and current events in the retail world. We are looking to a hire a People Regional Partner in the New York City area to oversee the East Coast region (Including: MA, GA, PA, NJ, NY, FL, D.C., MD, VA)! The East Coast region will consist of 27 stores by the end of 2024. KEY RESPONSIBILITIES You will implement and adapt People processes, policies and actions in accordance with company standards, image and local needs to maximize the effectiveness of the retail business. You will also provide expert insight to support retail structure to attract, develop, motivate and retain our workforce. You are traveling to stores as needed per business needs to support the districts. You will support not only HR Functions but also Recruitment. You will be reporting to the Interntional People Partner of North America. TALENT ACQUISITION Implement the hiring strategy to ensure all key roles are filled in the short and mid-term with high caliber of candidates. Effectively conducting full recruiting cycle for candidates/hires, generating a pool of prospective candidates. Follow up of onboarding correct implementation in stores, collecting feedback of the onboarding program and ensuring an amazing candidate experience. TRAINING & PERFORMANCE Make sure appropriate trainings are in place and collect constant feedback to be able to adapt quickly to the always changing reality of the stores. Carry out specific training according to the market needs. Provide support and guidance to Store Managers and District Managers on the follow up, evaluation and development of their teams and have a robust succession plan for key positions. EMPLOYEE RELATIONS Provide support to Store Managers and District Managers with employees' relations, conflict resolution and mediation when needed. Spread the MANGO culture and values in store ensuring high levels of engagement from all retail team members. Visit stores on a regular basis to evaluate the atmosphere and understand skill gaps/challenges in our teams and collaboratively offer solutions. Conduct the exit interviews to leavers to understand the employee experience, as well as identifying improvement proposals. HEALTH AND SAFETY Follow up all stores have the company H&S protocols in place during weekly visits, making sure our employees are safe in their workplace. LABOR Collaborate with Labor department to support retail on updates about changes in the legislation, align company behaviors, and help to find new solutions to reach out store needs. ORGANIZATION & PROJECTS Participate in strategic People projects together with Internal Communication, Labor & Payroll, Health & Safety, Talent & Organization and Development and Compensation & Benefits. Analyzation of People KPIs and implement action plans with retail team. REQUIREMENTS -5+ years of experience in HR management in a retail setting and/or in store retail management role (must have in store retail experience and/or have worked in Human Resources for a retail brand) -Experience with recruitment, talent management, and performance management -Excellent communication and interpersonal skills, with the ability to handle difficult conversations wih professionalism -Ability to work in a fast-paced, dynamic environment -Flexible working hours -Strong organizational skills -Reliable while consisting following up on commitments -Can manage time effectively to ensure timely follow up with stores -Higly motivated with a proactive approach -Can take ownership of specific tasks and responsibilites -Strong analytical and problem-solving skills -Ability to maintain confidentiality and handle sensitive information -Ability to travel regularly to visit stores within area (up to 75% travel, 4 days a week) -Knowledge of employment laws and regulations is a plus What makes us special? • As a member of the Mango team, you'll get a 40% discount on all our lines, so that you'll always be wearing the latest! • Insurance Benefit: You only pay a % of the value! • 401(K) Pension Plan • Holidays + Wellness Days • Vacation Days • Commuter Benefits • Bonus Incentive • Car Allowance • At Mango, we invest in your personal and professional development. Access a wide range of training courses, personalized mentoring, continuous development programs and internal promotion opportunities that will drive you toward success. • Think big! Mango offers you international opportunities in over 115 markets for you to broaden your horizons and grow with us globally. If you are passionate about fashion, have great communication skills and the ability to work well both as part of a team and alone this is the perfect opportunity for you! This role will allow you to develop both professionally in a dynamic fashion environment. Apply now and begin a successful career within MANGO. You got it? We like you!

🌟 We're Hiring: Director of Human Resources 🌟 📍 Plainview, NY | 🏢 Onsite 💵 Compensation & Perks $150K - $175K + bonus. Mileage reimbursement + benefits. Join a values-driven culture focused on continuous improvement. 🚀Job Description: We're seeking a visionary HR Director to transform and elevate the people strategy across multiple retail locations and 1,500+ employees. This is your chance to build structure, drive culture, and shape the future of HR in a dynamic, unionized environment. ✨ What You'll Do Lead HR operations, SOPs, and best practices. Partner with union leadership on labor relations and contracts. Drive recruiting, onboarding, and retention. Oversee payroll, benefits, compliance, and employee wellness. Mentor and grow leaders at every level. 💡 What We're Looking For 5-10 years of HR leadership experience. Background in unionized environments. Strong recruiting, payroll, and benefits expertise. Proven success building HR teams and processes. Proactive, growth mindset with strong leadership skills. 🚀 Ready to take the lead and make an impact? Apply today!

New York City-based real estate owner, developer, and operator, is seeking a Director of Human Resources to oversee and manage the full spectrum of HR functions. This is a true generalist, hands-on role responsible for designing and executing HR strategies that support the company's business objectives while providing day-to-day HR support to employees and managers. This is a hands-on role where the leader will be both strategic and deeply involved in day-to-day execution. This is a hybrid role, where you would be expected to be in office 3-4 days a week. Key Responsibilities Act as a trusted advisor to leadership and employees on all HR matters, fostering a culture of transparency, respect, and high performance. Handle employee relations issues with discretion and fairness, ensuring compliance with company policies and applicable laws. Drive employee engagement initiatives that reflect company values and enhance retention. Lead recruitment efforts across corporate and property-level roles, ensuring top talent is identified, attracted, and retained. Partner with business leaders to anticipate staffing needs and build proactive pipelines. Oversee the performance review process to ensure constructive feedback and goal alignment. Develop training and development initiatives to support professional growth and leadership development. Manage compensation structures, annual merit and bonus cycles, and benchmarking to ensure competitiveness in the NYC real estate market. Oversee benefits administration, compliance, and annual renewals. Maintain compliance with federal, state, and local labor laws, including wage & hour, leave, and workplace safety requirements. Update and communicate HR policies and procedures; ensure consistent application across the organization. Qualifications 10+ years of progressive HR generalist experience, with at least 3+ years at the Director level or equivalent. Experience within real estate, property management, construction, or related industries preferred but not required. Deep knowledge of employment law and HR best practices. Proven ability to operate both strategically and tactically in a lean HR function. Strong interpersonal, communication, and leadership skills. Bachelor's degree required; advanced degree or HR certification (PHR/SPHR/SHRM-SCP) a plus.

The Talent Acquisition Manager leads and executes full-cycle recruitment and talent strategy efforts across the company. This role is responsible for sourcing, attracting, and selecting top talent, managing the candidate experience, and developing employer branding initiatives that position the company as a destination employer. The Talent Acquisition Partner collaborates closely with business leaders, hiring managers, and the People & Culture team to align staffing needs with business objectives. Additionally, this position oversees internship and early-career recruiting efforts, bridging student and entry-level pipelines into long-term talent pathways within the organization. ESSENTIAL DUTIES/RESPONSIBILITIES: Talent Acquisition Strategy Partner with Leadership to develop, refine, and implement a comprehensive talent acquisition strategy that supports company goals and growth initiatives. Leverage employment branding to align with company values and culture through digital, social media, and marketing campaigns. Collaborate with Leadership to create brochures, videos, online resources, and other collateral to promote employment experience. Stay informed on industry trends, compensation benchmarks, and innovative recruiting practices. Build and maintain strong relationships with trade schools, BOCES programs, and industry training organizations to create a sustainable pipeline of superintendent and field talent through regular outreach, site visits, and speaking engagements. Recruitment & Selection Manage the full recruitment life cycle - from sourcing to onboarding - ensuring an efficient, inclusive, and engaging candidate experience. Source and attract high-quality candidates through job boards, social media, referrals, and professional networks. Serve as the primary contact for recruitment agencies and applicants, maintaining professional communication at all stages. Conduct resume reviews, phone screens, and in-person or virtual interviews. Coordinate interview scheduling and collaborate with hiring teams to ensure timely decision-making. Provide training and coaching to hiring managers on structured interviewing, diversity recruiting, and candidate evaluation best practices. Support hiring managers in extending offers, negotiating terms, and ensuring smooth pre-employment onboarding. Internship & Early Career Programs Partner with Leadership to design and execute an engaging internship program. Lead on-campus and university recruiting, including attending career fairs and coordinating student engagement events. Develop relationships with university career services, faculty, and professional organizations to build early talent pipelines. Manage internship conversion strategy to full-time employment in partnership with business unit leaders. Candidate Experience & Communication Ensure all candidate interactions reflect the company's values and deliver a best-in-class experience. Communicate consistently with candidates regarding application status, feedback, and onboarding steps. Manage recruitment documentation including job postings, offer letters, and candidate feedback forms. Maintain compliance with company hiring policies, data privacy laws, and equal opportunity standards. Systems, Reporting & Compliance Manage and optimize the Applicant Tracking System (BirdDog HR) ensuring data integrity and effective reporting. Create and maintain job descriptions and postings in collaboration with HR Leadership. Maintain organized and compliant recruiting records, ensuring adherence to OFCCP and Affirmative Action standards. Develop process documentation and training materials for hiring managers. Monitor and analyze recruiting metrics and market data to inform decision-making. Miscellaneous Accountable for understanding and abiding by role, department and company expectations pertaining to policies, procedures and all other applicable requirements. Accountable for upholding confidentiality of all employee matters. Responsible for overseeing the performance of assigned direct reports to ensure they are following all proper role and company processes, procedures and expectations; Human Resource Coordinators. Responsible for travel as business dictates and ability to accommodate a flexible schedule to meet workload needs. Informed of our organized labor relations management as necessary. Responsible for performing other responsibilities/duties as assigned. QUALIFICATIONS: Education/ Experience: Bachelors' Degree from an accredited institution in related field; and/or minimum of 5 years' equivalent experience; or equivalent combination of educations and experience, required. Involvement of all facets of labor relations, personnel and safety to include state and federal regulations, required. Knowledge: Strong understanding of applicant tracking systems, employment law, and recruitment metrics. Demonstrated success in employer branding and social media recruiting. Excellent interpersonal, communication, and relationship management skills. Proven ability to work independently while collaborating across teams. Proficient with Microsoft Office applications required.

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

Salary: $170,000 - $200,000 plus bonus The Opportunity The Managing Director, Human Resources is a pivotal, firmwide leadership role. You will serve as a member of the senior management team, aligning talent strategy and corporate policies with our core business objectives. This role goes beyond managing policies; it's about shaping our future with an eye towards all stakeholders. You will collaborate with department heads on critical organizational initiatives including workforce evaluation, leadership development, legal compliance, and succession planning. Your experience in labor and immigration laws will be essential as you anticipate and proactively address HR-related needs and implement new corporate policies. What We Do & Who We Are Group One is a proprietary trading firm specializing in market making and liquidity providing strategies in options markets. Our traders provide competitive liquidity across a broad range of securities by managing complex portfolios of underlying issues and simultaneously streaming quotes across multiple exchanges. We are committed to creating a diverse environment and are proud to be an equal opportunity employer. At Group One, we value transparency and collaboration coming from unique perspectives and backgrounds. We strive to create a workplace in which all employees have an opportunity to participate and contribute to the success of the business. The Challenge We are looking for a strategic leader to tackle the critical challenges our firm faces. Your primary focus will be to transform our HR function, ultimately integrating recruiting and traditional HR into a unified, high-impact department. This requires a highly collaborative approach to build strong working relationships with our long-tenured senior management team, who have a deep understanding of our culture and business goals. You will work to enhance our New York HR presence while leveraging the established expertise of our Chicago teams. Ultimately, you will play a crucial role in our future, ensuring our policies meet evolving needs and leading succession planning for key senior leaders over the coming years. The Skill Set and Responsibilities A broad skill set will help you be successful in this role. The essential responsibilities are outlined below. * Department Management: Build and manage a team of HR and recruiting professionals in New York and Chicago offices. * Policy Development: Ensure all firm policies are designed to meet our goals and initiatives while complying with federal, state and local regulations. * Talent Acquisition and Management: Work with department heads to forecast headcount needs, developing plans to recruit to the firm's needs. Serve as a resource to our employees throughout their employment, from onboarding through performance reviews and professional growth and leadership development. * Benefits Administration: Perform annual benefit renewal process with brokers and open enrollment activity for the firm. Manage the firm's benefits offering, including Health Insurance, FSA, 401k, etc. * Compensation Planning: Work with CEO, CFO and department heads in developing and maintaining competitive compensation plans. Schedule all annual compensation meetings. * Immigration Policy and Procedures: Oversee immigration policy in collaboration with legal counsel, including deep knowledge of OPT/CPT, H-1B Visa and PERM Visa processing. * Governmental Compliance: Maintain updated knowledge and understanding of US feeral and state employment and labor laws, regulations, procedures, and standards. Qualifications * Ten plus years of Human Resources experience, including four years of management experience. Experience in a trading environment or financial services desired, but not required. * Strong management and team building skills. Experience managing remotely located team members a plus. * Demonstrated ability to collaborate and build strong relationships across the company, from the leadership team to traders to software developers. * Comfort in managing highly sensitive matters, maintaining confidentiality and objectivity. * Impeccable ethics and integrity in all aspects. * Immigration and labor law expertise is strongly preferred. * Effective written and verbal communication skills. * Adaptable and highly flexible personality. * Self-Motivated, dependable, and responsible team player. * Problem solver who is driven, self-motivated, and proactive in approach. What to Expect As Managing Director, Human Resources Within 1 month, you will: * Complete your initial orientation as well as become familiar with our environment, our team, and our business. * Begin a comprehensive, cross-functional training plan to learn more about every aspect of our firm and HR's impact. Within 3 months, you will: * Understand all HR processes including payroll, benefits, performance evaluations, etc. * Develop an understanding of Group One, its business, leaders, departmental functions and employees. * Start to build relationships with managers and employees across the firm. Within 6 months, you will: * Drive key processes including policy evaluation, performance reviews, compensation planning, hiring forecasting, payroll, and benefits open enrollment. * Be sought out as an advisor and subject matter expert by our management team and employees. The Benefits We provide competitive compensation, including a performance-based bonus and comprehensive benefits including health insurance, group life insurance, long-term disability coverage, and a 401(k) with annual company contribution. In addition, we ensure our people have at least three weeks of paid vacation in addition to sick leave and paid holidays. Group One gladly sponsors qualified international candidates selected to join our team. In-person interview expenses for travel and childcare will be reimbursed by Group One.

Drum Exchange is the world's premier resource for used musical equipment and instrument guidance. Our mission is to change the way musicians buy, sell, trade - and grow - online. Packed with easy-to-use features, Drum Exchange features pre-populated data for over 7,500 instruments to make listing your next item a breeze and instrument-specific search filters to help you find the perfect instrument. Job Description Are you looking for a rewarding career in human resources that will allow you to build the foundation of your department from the ground up? The Drum Exchange is looking for a Vice President of Human Resources to implement policies and strategies for our growing startup. The ideal candidate for this role will have a clear vision for HR structure, and be able to work collaboratively with executive management to create all aspects of the HR department, and then oversee employee recruiting, hiring, development and retention. We are looking for a strong self-motivator, with a goal oriented mindset. Qualifications The successful candidate will have experience with: - defining/developing/implementing motivating employee incentive programs - aligning employee talents with organizational goals - ensuring legal and regulatory compliance - developing & administering the recruitment process, from pre-hire onward Additional Information

Vice President of Work Life and Culture to lead our efforts to ensure that embraces and supports the people, skills, and capabilities needed to successfully serve our mission and meet our goals. Our Vice President of Work Life and Culture reports to president and leads all human resources functions, including recruitment, benefits, employee relations, compensation, organizational development, and staff effectiveness. In addition, this position will guide administration and internal communications for our 300+ employees distributed across four office locations and a number of home offices As a member of the senior management team, you will contribute to our success by helping to create and maintain a cohesive organization that works well together to adapt effectively to a rapidly changing environment. In this job, you will: People and Culture • Build and maintain a productive and collaborative work environment. Help leadership and staff embrace change with enthusiasm. • Build and maintain strength and depth of talent. • Serve as a trusted advisor for all staff. • Maintain a department that is relied upon for personal and professional development by everyone in the organization. • Create effective mechanisms for measuring and improving performance. Talent Acquisition and Management • Ensure that the organization recruits and retains great performers well-suited to every role. • Support diversity and inclusion efforts that embrace applicants and employees of all backgrounds and encourage the full development of all employees. • Identify and provide training to help staff develop their skills and adapt to changing needs of the organization. Compensation and Benefits • Develop and maintain a compensation structure that reflects the company's values, enables successful recruiting in a competitive market, and motivates fantastic performance. • Oversee the annual employee performance, goal-setting, salary and incentive-based pay administration processes. • Ensure equity across the organization in the wage, pay, incentive, and merit review structures and programs. • Work with the benefits manager to make recommendations regarding benefit programs, products, and services. Compliance & Reporting • Work with legal team to develop appropriate policies and programs to support our staff and ensure that policies and practices are consistently applied and meet relevant labor law and regulatory requirements. • Develop organizational compliance programs and training covering employee relations, affirmative action, sexual harassment, employee grievances and staff development. • Build strategy to manage HR information systems and reports for critical analyses of HR services and outcomes. • Establish HR service levels and key metrics to monitor, evaluate, and report progress. Internal Communications • Develop internal communications programs that clarify and reinforce the organization's mission and vision, and motivate people to achieve organizational goals. • Get the word out across the organization about the great work we are doing, including both the successes and the challenges. • Partner effectively with leaders and staff throughout the organization to ensure that communications are well-matched to our mission and culture. Administration • Oversee administration of four locations, including office management, reception, organizational events, and facilities. • Work toward continuous improvement of the efficiency and effectiveness of the administrative team while also offering individuals opportunities for professional and personal growth. • Manage departmental budgets and other duties, projects, and roles as assigned.

ESSENTIAL FUNCTIONS HR Strategy and Leadership: Develop and execute HR strategies aligned with the organization's goals and objectives. Provide strategic guidance to senior leadership on HR matters, including talent acquisition, employee development, performance management, compensation, benefits and employee relations. Act as a trusted advisor to the executive team, offering insights and recommendations on HR-related issues and opportunities. Lead, mentor, and develop the HR team, fostering a collaborative and high-performance culture. Talent Acquisition and Management: Develop and implement effective recruitment strategies to attract and hire skilled professionals and hourly employees across the organization. Collaborate with hiring managers to define job requirements, interview processes, and candidate selection criteria. Oversee the onboarding process for new hires, ensuring a smooth transition and integration into the company culture. Create and implement talent management programs, including succession planning, career development, and performance management systems. Employee Relations and Engagement: Manage multiple Collective Bargaining Agreements within each region. Develop labor relations strategies that support the overall business and financial needs of the organization. Develop and maintain policies and procedures that promote a positive and inclusive work environment. Oversee employee relations matters, including investigations, conflict resolution, and disciplinary actions. Foster employee engagement initiatives, such as employee recognition programs, surveys, and feedback mechanisms. Ensure compliance with labor laws, regulations, and industry standards, providing guidance and support to managers and employees. Compensation and Benefits: Collaborate with senior leadership to develop and administer competitive compensation and benefits programs. Conduct regular market analysis to ensure the organization's pay and benefits offerings remain competitive. Manage and oversee the administration of employee benefits, including health insurance, life insurance, DBL and Defined Benefit and Defined Contribution retirement plans. HR Metrics and Reporting: Develop and implement HR metrics and analytics to track key HR performance indicators. Prepare regular reports on HR metrics, analyzing trends and identifying areas for improvement. Provide insights and recommendations to senior leadership based on HR data analysis. REQUIREMENTS Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred. Proven experience as an HR leader in heavy manufacturing or industrial settings. In-depth knowledge of labor laws, regulations, and best practices in the manufacturing industry. Experience in leading a unionized workforce strongly desired. COMPETENCIES Strong strategic thinking and business acumen, with the ability to align HR strategies with organizational goals. Demonstrated experience in talent acquisition, employee development, performance management, and employee relations. Excellent leadership and interpersonal skills, with the ability to influence and build relationships at all levels of the organization. Exceptional communication skills, both written and verbal. Strong analytical and problem-solving abilities. WORK ENVIRONMENT The VP of HR spends 90% of the time in an office environment developing HR strategies, developing staff, staying connected with the executive and mill leadership teams, attending meetings, on calls, recruiting top talent, succession planning, defining HR metrics and reporting, etc. The other 10% of the time is spent in the mill environment or traveling to other Twin Rivers locations.

Reports To: Chief Executive Officer (CEO) Program: Administration Hours Per Week: 35 FLSA Status: Full Time, Exempt Salary Range: $120,000-$140,000 annually Summary Description The Vice President of Human Resources (VP of HR) of Greater Mental Health of New York is responsible for overseeing all aspects of the Human Resources function at the agency. As a key member of the executive leadership team, the VP of HR is expected to exemplify the highest standards of professional integrity and organizational excellence. The VP of HR will be a values-based leader who can build and maintain a high-integrity culture, foster collaborative partnerships, and drive strategic organizational growth. This leader will demonstrate ethical conduct, strong business acumen, and the ability to create a harmonious and inclusive workplace culture that emphasizes diversity, equity, inclusion, teamwork, and collaboration. The VP of HR will bring creativity and an entrepreneurial approach to problem-solving, supported by strong communication, presentation, and interpersonal skills. They will demonstrate cultural awareness, emotional intelligence, and credibility in building trust across the agency and with community stakeholders. Acting as a trusted partner to the CEO and the executive team, the VP of HR will lead with a person-centered, trauma-informed philosophy aligned with the values of Greater Mental Health of NY. Key Responsibilities and Competencies: Human Capital Vision & Strategy: Partner with executive leadership to define and implement GMH's short- and long-term strategic goals through talent management. Participate in business planning and strategic direction with executives, including organizational structure, recruiting strategies, retention, exit strategies, ramifications of agency growth, reduction, or change. Establish and monitor key performance indicators for HR and talent management; assess organizational effectiveness and market competitiveness. Develop and maintain a diversity, equity, and inclusion strategy with measurable outcomes. Communicate changes in personnel policies and ensure compliance across the agency. Serve as liaison to the Human Resources Committee of the Board. Talent Acquisition, Engagement & Management: Advise senior leadership on workforce and demographic trends to strengthen organizational readiness and how to effectively support an evolving workforce. With the talent and acquisition specialist, deliver a clear and sustainable recruitment strategy, inclusive of employment branding, that encourages and enables the development of internal talent, the identification of external talent, and the use of tools and methods for recruitment. Ensure onboarding practices are engaging, effective, and supportive of retention. Implement initiatives that promote staff well-being and organizational health. Provide supervision, coaching, and performance management to direct reports. Compensation & Benefits: Lead the design and implementation of a Total Rewards strategy that aligns with organizational goals and supports recruitment and retention. Develop equitable position levels and salary bands, ensuring compliance with labor regulations. Manage compensation policies and conduct competitive studies to ensure market alignment. Oversee benefits administration, including health, retirement, and wellness programs. Serve as Plan Sponsor for retirement programs and ensure compliance with all federal and state laws (ERISA, ACA, EEOC, DOL, etc.). Oversee workers' compensation plans, including mediation and contract negotiation, in collaboration with legal counsel. Talent Development: Lead performance management processes, including appraisals, coaching, and succession planning. Promote career development and clear advancement pathways through an equity lens. Foster a culture of accountability and high performance. Advise executives on employee relations and disciplinary actions. Provides counsel in employee relations issues and partners with legal when necessary. Budget, Data, Technology & Compliance: Develop and manage the HR budget, reporting staffing costs and initiatives in partnership with Finance. Ensure HR systems are accurate, effective, and compliant with regulations. Maintain and update HR policies, procedures, and the employee handbook. Ensure compliance with EEO, affirmative action, and accessibility requirements. Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Other Duties as assigned. Required Knowledge and Skills: Exceptional verbal and written communication skills. Strong interpersonal, leadership, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical, data-driven decision-making, and problem-solving skills. Proven ability to supervise, mentor, and lead diverse teams. Thorough knowledge of multi-state employment laws and HR best practices. Previous HR business partner or advisory experience; non-profit or healthcare background preferred. Proficiency with HRIS systems (e.g., ADP WorkforceNow, ADP ACA Compliance). Advanced proficiency in Microsoft Office Suite and related technology. Qualifications: Master's degree in Human Resources, Human Services, Business Administration, or Industrial Psychology preferred. Professional HR certification (e.g., SHRM-SCP, SPHR) strongly preferred. Broad expertise across HR disciplines, including talent management, organizational development, compensation, benefits, and compliance. Demonstrated success in building and sustaining a strong talent pipeline and highly engaged workforce. Minimum of 5-10 years of progressive HR management experience, with at least 5 years in a senior leadership or supervisory role. Non-profit or healthcare HR experience strongly preferred. Must maintain confidentiality, reliability, and integrity at all times. Must pass and maintain required background checks (Criminal, Financial, Justice Center Staff Exclusion List, NY State Medicaid Exclusion List). Must be legally eligible to work in the United States. Special Considerations: Hours per week, reporting structure, and location are subject to change per program needs. Mandated Reporter: This is a Mandated Reporter position. The NYS Justice Center legislation defines anyone who has regular and substantial contact with any person with special needs as a “custodian” under the law and, therefore, a mandated reporter. You can be held liable by both the civil and criminal legal systems for intentionally failing to make a report. Greater Mental Health of New York is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Greater Mental Health of New York is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request a reasonable accommodation, contact the Human Resources Department.

Brooklyn Sports & Entertainment (BSE Global) creates bold, authentic, and unforgettable experiences that redefine sports, entertainment, and hospitality, The Brooklyn Way. As the parent company of marquee properties including the Brooklyn Nets, NY Liberty and Barclays Center, BSE operates at the intersection of live entertainment, premium hospitality, and community engagement. As it expands its existing portfolio, BSE now includes a media portfolio including Type.Set.Brooklyn and BK Mag; Brooklyn Wine Club, a set of developing hospitality businesses and is developing several location-based entertainment properties. Whether on the court, on stage, or in the workplace, BSE is driven by a pursuit of excellence-constantly evolving, innovating, and pushing boundaries to elevate its business and expand its fan base. The company is deeply committed to fostering a culture of belonging and inclusion, both internally and across its communities, ensuring that every interaction reflects its values of growth mindset, integrity, accountability and care. We are guided by our core values: Integrity: Be intellectually honest at all times. Demonstrate the highest professional and ethical standards. Care: Care for everything and everyone around us. Practice empathy, respect, and inclusion to promote an environment of excellence and success. Growth Mindset: Develop ourselves and those around us. Experiment, learn, and improve from everything we do. Accountability: Deliver on our word, take responsibility for our actions, and work in the interest of our team. SUMMARY The Director, HR Operations & HRIS leads all aspects of our Human Resources department's systems, processes, and technical/digital functions and supports our employees to build Operational Excellence within HR. The Director's responsibilities include managing the internal HRIS system, HR tech stack (eg. Greenhouse, Lattice, Docebo, UKG), HR data reporting requests (internal/external), building/maintaining HR metrics, integration tools and oversees technical aspects of the payroll and benefits function. The Director will also help our organization ensure we maintain compliance with federal and state employment regulations. Ultimately, you will ensure our HR initiatives are cost-effective, run efficiently, and contribute to a healthy work environment. WHAT YOU WILL DO Assess internal HR systems and databases Evaluate reports, decisions, and results of the department in relation to establishing goals for the department. Recommend innovative approaches, policies, and procedures to effect continual improvements in the department's efficiency and services performed. Actively communicate to managers and staff regarding policies and procedures; uses knowledge of Federal and New York State labor laws to comply with federal and state regulations concerning employment. Research, review, and recommend new software/integrations to address employee needs, like performance review tools, in close partnership with the Digital team. Research and prepare recommendations for implementing new systems, procedures, or organizational changes; confer with key partners to ensure successful functioning of newly implemented systems or procedures; design, evaluate, recommend, and approve changes of forms and reports. Prepare manuals, train and bring employees through change management to use any new forms, reports, procedures, or equipment when required. Identify, implement, and optimize AI-driven tools and processes to enhance efficiency in workforce analytics and overall HR service delivery, in collaboration with the Digital AI team. Coordinate and assist the Analyst with running reports and other related duties (review forms and report requests and confer with management and users about format, distribution, and purpose, identifying problems and improvements) Providing mentorship and expert advice to all employees or HR on systems or process-related topics, including capabilities, workarounds, potential issues, and difficulties. Build and implement a records management program for filing, protecting, and retrieving records and maintaining compliance with the program. Document findings of study and prepare recommendations for implementation of new systems, procedures, or organizational changes. Maintain Human Resources Information System records and compiles reports from the database- i.e., EEO-1, authorization to work expiration, job code, status and performance reports, turnover and retention reports. Using appropriate technology tools, create a consistent employee experience across all people processes (recruiting, onboarding, payroll, performance management, onboard/handling HR vendors, offboarding/exits, etc.). Responsible for delivery and reporting of company-wide people metrics such as headcount tracking, attrition, etc. as well as programmatic processes like performance review cycles and talent management. The above noted job description is not intended to describe, in detail, the multitude of tasks that may be assigned but rather to give the associate a general sense of the responsibilities and expectations of their position. As the nature of business demands change so, too, may the essential functions of this position. WHAT YOU WILL BRING 7+ years of experience in HR Operations and HR Systems Bachelor's Degree in Human Resources Management or a relevant field. Knowledge of Federal, New York State and City labor laws and regulations Hands-on experience with Human Resources Information Systems; in-depth knowledge and experience with UltiPro/UKG is highly desired Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. Ability to develop clear and fair company policies Ability to report metrics programmatically and interpret data to glean concrete insights from them. Show strong initiative in fixing gaps in processes (based on either employee experience or business risks) by recommending appropriate processes, investing in new tools, etc. Proven track record in converting soft goals like engagement, ease of use, etc. for various tools and processes into hard metrics that can be measured and reported. A sophisticated knowledge and familiarity with Microsoft Excel, Word, and PowerPoint is necessary Must be highly ethical and discreet in order to respect, protect and maintain confidential/private information, including company documents and records Strong analytical, conflict resolution, problem-solving, time management, and decision-making skills are highly desired; Must be a flexible and reliable teammate, always acting in the best interest of their department and the company. Shown ability to create and maintain productive, positive relationships through strong communication, customer service, and interpersonal skills An ability to handle one's own time and prioritize tasks when given clearly defined goals and objectives A Problem-solving mindset with strong critical thinking and analytical reasoning skills Strong interpersonal skills, including the ability to build rapport, establish relationships, influence, and partner with stakeholders across all levels and departments The ability to multitask in an extremely fast-paced environment SALARY RANGE $120,000 - $155,000 base salary WORK ENVIRONMENT The incumbent will work primarily in an office environment located in Industry City. We are an Equal Employment Opportunity (“EEO”) Employer. It has been and will continue to be a fundamental policy of the Company not to discriminate on the basis of race, color, creed, religion/creed, gender, gender identity, transgender status, pregnancy and lactation accommodations, marital status, partnership status, domestic violence victim status, sexual orientation, age, national origin, alienage, immigration, or citizenship status, veteran or military status, disability, genetic information, height and weight, arrest or conviction record, caregiver status, credit history, unemployment status, sexual and reproductive health decisions, salary history, status as a victim of domestic violence, stalking, and sex offenses, or any other characteristic prohibited by federal, state or local laws.

About Ascend Ascend is a network of high-performing public charter schools serving students across Brooklyn. Our mission is to ensure that all students-regardless of background-have access to an education that empowers them to unlock their full potential, achieve academic excellence, and pursue a future of boundless opportunity. We cultivate rigorous learning environments where students develop critical thinking skills, confidence, and a lifelong love of learning. At Ascend, educational equity is a driving force. We are committed to closing the achievement gap by delivering high-quality instruction, fostering a culture of high expectations, and equipping every student with the knowledge and skills needed to excel in college and beyond. Through this unwavering commitment, we prepare students not only to succeed academically but to seize every opportunity that lies ahead. About the Role The Director of Human Resources and People Operations provides the highest customer service standards and leverages their knowledge of best HR practices to support the alignment of the People Team with the network's people strategy. Reporting to the Managing Director of People Operations or Managing Director of Human Resources, this role is responsible for implementing all aspects of the human resources function and driving key people operations initiatives. As a champion of Ascend's mission, culture, and values, this individual partners with the organization's staff to help navigate and resolve employee relations issues, ensuring compliance alongside programs and practices that develop best-in-class people. Responsibilities, including, but not limited to: * Manage employee benefits programs and partner relationships, collaborating with payroll to ensure accuracy and a best-in-class employee experience * Oversee the leave management process for all employees, ensuring excellent record keeping and strong communication with staff and supervisors - handles operational accommodations * Coordinate with legal counsel on compliance issues, including work authorizations * Design and develop new HR processes to improve the efficiency of HR operations and administration and recommend new approaches/procedures to effect continual improvement * Maintain HRIS to streamline people processes, working closely with payroll to ensure timely and accurate processing of people management transactions; create and provide HRIS training as required * Review and analyze data to evaluate the effectiveness of existing HR processes; create reports and dashboards to highlight trends and recommend improvements or actions as appropriate, including administering and processing staff surveys * Liaise with Network Operations to ensure authorizer requests, state reporting requirements, and all other HR compliance-related items are satisfied * Use expertise on federal, state, and local laws to create and maintain internal and external-facing HR policies, processes, and materials; develop and provide training to others as required * Support the staff onboarding process by collaborating with the HR manager on new hires; host onboarding sessions as needed * Proactively remain up-to-date on best HR practices; develop and provide training to staff as required * Contribute to the overall success of the organization by performing other duties and responsibilities as assigned * Ensure compliance with Sexual Harassment Training Requirements: Oversee the implementation, tracking, and completion of mandatory sexual harassment training programs for all employees, ensuring compliance with local, state, and federal regulations. * Develop and implement strategies to achieve a 95% completion rate for annual mandatory training, including creating engaging content, tracking progress, and following up with non-compliant staff. * Oversee and optimize the onboarding process to ensure 98% of new employees complete it within 30 days of their start date, including designing an efficient onboarding curriculum and monitoring completion rates. * Implement retention strategies to achieve 90% retention of employees who stay beyond the 90-day mark for at least one year, including conducting stay interviews, analyzing turnover data, and recommending improvements to the employee experience. * Manage the performance review process to achieve 98% compliance, promoting continuous employee development and feedback. This includes designing the review process, training managers, and ensuring timely completion of reviews. * Ensure 100% compliance with the compensation philosophy by developing clear guidelines, training hiring managers, and reviewing all job offers before they are extended to candidates. * Create and maintain dashboards to track progress on all KPIs, providing regular reports to leadership and recommending action plans for any areas falling short of targets. * Collaborate with department heads to identify and address any barriers to achieving KPIs, fostering a culture of continuous improvement and accountability. * Conduct regular pulse surveys and annual engagement surveys to gauge employee satisfaction and identify areas for improvement. * Oversee the implementation of HR technology solutions to streamline processes and improve data accuracy and accessibility. * Partner with the finance team to analyze HR metrics and their impact on organizational performance, using data to drive strategic decision-making. Staff and Reporting Relationships: The Director of Human Resources reports directly to the Senior Managing Director of People. Qualifications: * Master's degree preferred * History of progressive responsibility and a minimum of 5 years of relevant HR experience * Strong technical understanding of HR functions, including but not limited to compensation, performance management, HCM management, employment law, and employee benefits * Passionate about people * Entrepreneurial mindset; committed to preserving a bold, can-do culture that sustains the organization's values of integrity, curiosity, community, empowerment, growth, daring, and excellence * Unimpeachable personal credibility * A steward of ethical behavior who actively supports a diverse, inclusive, and welcoming workplace culture * Ability to align with Ascend's educational and workplace philosophies * A demonstrated ability to build trusting relationships and influence at all levels of the organization without direct authority * Ability to analyze complex, sometimes ambiguous information and acquire data from multiple sources when solving problems * Impeccable written, verbal, and presentation skills, with sharp attention to detail * Ability to work in a fast-paced environment under tight deadlines, navigating systems and an emerging organization of scale and complexity * Strong organizational, project management, and process-building skills * Proven experience in achieving and exceeding HR and People Operations goals in a fast-paced environment. * Strong analytical skills with the ability to use data to drive decision-making and process improvements. * Experience with HR analytics and HRIS systems, with the ability to create meaningful reports and dashboards. * Demonstrated success in developing and implementing employee engagement and retention strategies. * Knowledge of best practices in onboarding, performance management, and compensation philosophy implementation. * Experience in change management and the ability to lead organizational culture initiatives. * HR professional certification(s) preferred * Experience working in a school-based setting is preferred Compensation: Salary offers for this position range from $95,000 - $150,000. Salaries are determined using an equitable compensation scale that accounts for years of experience and levels of attained education. Location & Work Arrangement: Based in our Brooklyn, NY office Hybrid work schedule requiring in-office presence at least three days per week. In-person work expectations include network office time, stakeholder meetings, school visits, special events, and other role-specific responsibilities as determined by management.

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

The Director, Human Resources Operations is responsible for overseeing strategic and operational HR functions across the employee lifecycle. This role ensures a strong foundation of people engagement, performance management, workforce planning, compliance, and data integrity. This role partners closely cross functionally to drive consistent and high-impact results across the organization both within the HR department, as well as cross-departmentally with Facilities, Technology and Legal. Responsibilities Employee Engagement & Events Make data-driven recommendations utilizing employee and organizational feedback to improve the employee experience, including design, deployment, and action planning to enhance culture and engagement. Plan and oversee employee engagement events, including but not limited to staff outings, volunteer events, employee lunches, and internal celebrations. Coordinate additional ad hoc employee initiatives such as headshots, lunch & learn programs, and organizational awards. Performance Management Mange the annual review cycle, including goal setting, mid-year and year-end reviews, and promotion process. Develop and deliver employee communications related to performance processes, send timely reminders, and provide weekly status updates to stakeholders. Manage the performance management system, including setting up and testing the annual review process, generating required reports, supporting system training, and supporting future system enhancements and implementations. Maintain accurate employee data, including overseeing promotion updates and reporting structure changes in HR systems. Contingent Workforce Oversee contingent workforce lifecycle management through external staffing partners and internal processes. Lead strategy, vendor selection, and process improvements for contingent workforce management. Partner with HRBPs who manage the day-to-day contingent worker experience and workforce strategy within client groups. Onboarding & Orientation Oversee end-to-end onboarding processes, ensuring consistency and a positive experience for all new hires, including the contingent workforce. Enhance orientation programming to reflect company culture, policies, systems, and early success enablement, applying ongoing feedback to continually review and modify the employee experience. Partner with Tech, Facilities, and hiring managers to deliver a seamless Day 1 and overall onboarding experience, including creation of manager and employee resources. Manage and oversee pre-employment screening processes and procedures, including vendor management, compliance, adverse action, and process improvements. Support and enhance the relocation experience and processing in coordination with the Total Rewards team. Compliance & Policies Own the development, maintenance, and distribution of company-wide HR policies and the employee handbook. Ensure adherence to all local, state, and federal employment laws and regulations. Monitor changes in employment legislation and recommend policy updates. Oversee and track mandatory compliance trainings (e.g., Code of Conduct, Anti-Harassment, Non-Discrimination, Gambling, etc.). Lead I-9 compliance, unemployment claims management, employment classification audits, EEO-1 reporting, and required labor law postings. Employee Data Management Oversee employee records management, including digital employee folders and secure documentation processes, as well as managing and ensuring employee data integrity in our HCM. Manage employment verification requests and maintain compliance with data privacy standards. Lead headcount management, including organizational charts and workforce planning documentation. Additional Responsibilities Partner with Facilities to lead space planning, desk assignments, and office move coordination, ensuring space utilization aligns with organizational growth and hybrid workforce needs. Maintain updated seating charts and provide headcount data to inform workspace strategy. Act as the HR lead in crisis and emergency planning and execution, developing and maintaining response protocols for employee communication, safety, and organizational continuity. Manage training coordination for office safety preparedness. Qualifications Bachelor's Degree required. 8+ years of progressive HR experience required, including 3+ years in a leadership role. Required Skills In-depth knowledge of employment law, HR compliance, and people operations. Solid experience with HR systems (Workday preferred), project and vendor management. Demonstrated ability to manage complex projects and cross-functional partnerships. High-level of commitment to quality work product and organizational ethics, integrity and compliance. Ability to work effectively in a fast-paced, team environment. Strong interpersonal skills and the ability to effectively communicate, both verbally and in writing. Demonstrated decision making and problem-solving skills. High attention to detail with the ability to multi-task and meet deadlines with minimal supervision. Proficiency in Word, Excel, PowerPoint and Outlook. Desired Skills Knowledge of the Spanish Language (business proficiency) Knowledge of the sport of soccer Total Rewards Major League Soccer offers a competitive starting base salary of $115,000 - $150,000, based on individual qualifications, market financials, and operational business needs. We are committed to providing a Total Rewards package that attracts, supports, engages, and retains talent. Our benefits package includes comprehensive medical, dental, and vision coverage, a $500 wellness reimbursement, and generous Holiday and PTO schedule to promote work-life balance. We also prioritize career and professional development, offering on-the-job training, feedback, and ongoing educational opportunities. We believe in the power of in-person collaboration to fuel creativity, strengthen connections, and cultivate a vibrant workplace. As a result, employees are required to work from an MLS office at least four days a week. We understand the value of balance, so employees also have the flexibility of working remotely on Fridays, along with the option to take up to two additional remote flex days each month. At Major League Soccer, we are proud to be an equal opportunity employer. We value diversity and inclusion and believe that a diverse workforce enhances our ability to compete in the marketplace. We are committed to providing equal employment opportunities to all individuals regardless of race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. We are dedicated to ensuring that individuals with disabilities are provided reasonable accommodation throughout the job application or interview process, essential job functions, and other benefits and privileges of employment. If you require accommodation, please contact us to request it. Join our team and be part of the Major League Soccer family, where we elevate the game and inspire greatness!

If you believe healthcare is a right, that everyone deserves high quality care so they can enjoy their highest level of health and wellbeing, and you value each person's individual story - consider joining us at Neighborhood! As the director of HR you'll implement strategies and play a key role in building a positive and productive work environment for everyone who works at Neighborhood. About the Role: In this role, you'll report to the VP of Human Resources and lead a team of HR specialists. You'll use your skills and experience to identify, encourage and develop the skills and talents of your team. You'll build relationships with staff throughout the organization, and be a critical thinker and problem solver as you coach and develop managers. You'll manage projects in developing, documenting, training and supporting teams in the implementation of new workflows. Responsibilities include: Provides leadership to departmental staff Manages and implements HR strategies Advises management to resolve employee issues Develops and manages the performance evaluation process and leave of absence. You will be primarily based at our Northwest location, 155 Lawn Ave, Buffalo, but will regularly work scheduled time at other sites. What it's Like to Work at Neighborhood: The top three words employees say describe the work environment are: teamwork, supportive, kind. These are from an anonymous survey of Neighborhood employees for the Buffalo Business First Best Places to Work competition. Neighborhood has earned “finalist” distinction in the competition the last four years. We are a group of flexible and kind individuals who are open to each other's ideas, and see opportunities to innovate and find solutions when challenges arise. Education and Skills to be a Human Resources Manager: Bachelor's degree in Human Resources or related field 3+ years experience in Human Resources management Healthcare experience preferred Thorough knowledge of employment related laws and regulations Kindness; you treat each person with respect and compassion, valuing each person's story Resiliency; you see opportunities to innovate and find solutions when challenges arise Teamwork; you are open to others' unique perspectives, and will collaborate to meet shared goals What We Offer: Compensation: $101,000 - 108,000 annual salary (based on a full time, 40 hour work week) Individual compensation is based on various factors unique to each candidate, including skill set, experience, qualifications, and other position related components. Benefits: You'll have options for medical, dental, life, and supplemental insurance. We also offer a 403b match, health savings accounts with employer contribution, wellbeing programs, continuing education opportunities, generous paid time off, holidays. About Neighborhood: Neighborhood Health Center is the largest and longest serving Federally Qualified Health Center in Western New York, and is the highest ranked health center for quality in the region. We provide primary and integrated healthcare services all under one roof, regardless of a person's ability to pay. Services include internal/family medicine, pediatrics, OB-GYN, dentistry, podiatry, psychiatry, vision care, nutrition and behavioral health counseling, and pharmacy services. We're working toward a Western New York where all enjoy their highest level of health and wellbeing. Neighborhood Health Center is an equal opportunity employer.

Job Description Reports To: Chief Executive Officer (CEO) Program: Administration Hours Per Week: 35 FLSA Status: Full Time, Exempt Salary Range: $120,000-$140,000 annually Summary Description The Vice President of Human Resources (VP of HR) of Greater Mental Health of New York is responsible for overseeing all aspects of the Human Resources function at the agency. As a key member of the executive leadership team, the VP of HR is expected to exemplify the highest standards of professional integrity and organizational excellence. The VP of HR will be a values-based leader who can build and maintain a high-integrity culture, foster collaborative partnerships, and drive strategic organizational growth. This leader will demonstrate ethical conduct, strong business acumen, and the ability to create a harmonious and inclusive workplace culture that emphasizes diversity, equity, inclusion, teamwork, and collaboration. The VP of HR will bring creativity and an entrepreneurial approach to problem-solving, supported by strong communication, presentation, and interpersonal skills. They will demonstrate cultural awareness, emotional intelligence, and credibility in building trust across the agency and with community stakeholders. Acting as a trusted partner to the CEO and the executive team, the VP of HR will lead with a person-centered, trauma-informed philosophy aligned with the values of Greater Mental Health of NY. Key Responsibilities and Competencies: Human Capital Vision & Strategy: Partner with executive leadership to define and implement GMH's short- and long-term strategic goals through talent management. Participate in business planning and strategic direction with executives, including organizational structure, recruiting strategies, retention, exit strategies, ramifications of agency growth, reduction, or change. Establish and monitor key performance indicators for HR and talent management; assess organizational effectiveness and market competitiveness. Develop and maintain a diversity, equity, and inclusion strategy with measurable outcomes. Communicate changes in personnel policies and ensure compliance across the agency. Serve as liaison to the Human Resources Committee of the Board. Talent Acquisition, Engagement & Management: Advise senior leadership on workforce and demographic trends to strengthen organizational readiness and how to effectively support an evolving workforce. With the talent and acquisition specialist, deliver a clear and sustainable recruitment strategy, inclusive of employment branding, that encourages and enables the development of internal talent, the identification of external talent, and the use of tools and methods for recruitment. Ensure onboarding practices are engaging, effective, and supportive of retention. Implement initiatives that promote staff well-being and organizational health. Provide supervision, coaching, and performance management to direct reports. Compensation & Benefits: Lead the design and implementation of a Total Rewards strategy that aligns with organizational goals and supports recruitment and retention. Develop equitable position levels and salary bands, ensuring compliance with labor regulations. Manage compensation policies and conduct competitive studies to ensure market alignment. Oversee benefits administration, including health, retirement, and wellness programs. Serve as Plan Sponsor for retirement programs and ensure compliance with all federal and state laws (ERISA, ACA, EEOC, DOL, etc.). Oversee workers' compensation plans, including mediation and contract negotiation, in collaboration with legal counsel. Talent Development: Lead performance management processes, including appraisals, coaching, and succession planning. Promote career development and clear advancement pathways through an equity lens. Foster a culture of accountability and high performance. Advise executives on employee relations and disciplinary actions. Provides counsel in employee relations issues and partners with legal when necessary. Budget, Data, Technology & Compliance: Develop and manage the HR budget, reporting staffing costs and initiatives in partnership with Finance. Ensure HR systems are accurate, effective, and compliant with regulations. Maintain and update HR policies, procedures, and the employee handbook. Ensure compliance with EEO, affirmative action, and accessibility requirements. Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Other Duties as assigned. Required Knowledge and Skills: Exceptional verbal and written communication skills. Strong interpersonal, leadership, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical, data-driven decision-making, and problem-solving skills. Proven ability to supervise, mentor, and lead diverse teams. Thorough knowledge of multi-state employment laws and HR best practices. Previous HR business partner or advisory experience; non-profit or healthcare background preferred. Proficiency with HRIS systems (e.g., ADP WorkforceNow, ADP ACA Compliance). Advanced proficiency in Microsoft Office Suite and related technology. Qualifications: Master's degree in Human Resources, Human Services, Business Administration, or Industrial Psychology preferred. Professional HR certification (e.g., SHRM-SCP, SPHR) strongly preferred. Broad expertise across HR disciplines, including talent management, organizational development, compensation, benefits, and compliance. Demonstrated success in building and sustaining a strong talent pipeline and highly engaged workforce. Minimum of 5-10 years of progressive HR management experience, with at least 5 years in a senior leadership or supervisory role. Non-profit or healthcare HR experience strongly preferred. Must maintain confidentiality, reliability, and integrity at all times. Must pass and maintain required background checks (Criminal, Financial, Justice Center Staff Exclusion List, NY State Medicaid Exclusion List). Must be legally eligible to work in the United States. Special Considerations: Hours per week, reporting structure, and location are subject to change per program needs. Mandated Reporter: This is a Mandated Reporter position. The NYS Justice Center legislation defines anyone who has regular and substantial contact with any person with special needs as a “custodian” under the law and, therefore, a mandated reporter. You can be held liable by both the civil and criminal legal systems for intentionally failing to make a report. Greater Mental Health of New York is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Greater Mental Health of New York is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request a reasonable accommodation, contact the Human Resources Department.