Human resources business partner jobs in Orangetown, NY - 150 jobs

Senior Director, HR At GXO, we're constantly looking for talented individuals at all levels who can deliver the caliber of service our company requires. You know that a positive work environment creates happy employees, which boosts productivity and dedication. On our team, you'll have the support to excel at work and the resources to build a career you can be proud of. As the Senior Director, HR, you will serve as the global HR leader for key corporate functions, acting as a trusted advisor to executive leadership within these headquarters' teams. This role is accountable for defining and executing people's strategy, driving organizational transformation, and delivering world‑class HR solutions across assigned global functions. You will partner closely with regional HR leaders to ensure seamless implementation of initiatives and a consistent employee experience worldwide. Additionally, you will serve as the primary strategic HR contact for U.S. based corporate leaders, providing expertise in organization design, organizational effectiveness, transformation and talent management. Pay, benefits and more. We are eager to attract the best, so we offer competitive compensation and a generous benefits package, including full health insurance (medical, dental and vision), 401(k), life insurance, disability and the opportunity to participate in a company incentive plan. What you'll do on a typical day: Serve as the global HRBP for the assigned client group, owning the end‑to‑end people strategy and delivery for these functions. Act as the primary HR advisor to global sub‑functional leadership teams, influencing business decisions and shaping organizational culture. Develop, implement, and continuously evolve HR strategies that align with both global and local business objectives. Partner with the VP, HR for Corporate Global Functions to translate functional strategies into people and culture plans. Lead strategic workforce planning, succession management, and capability development initiatives for assigned functions. Provide expert guidance on complex employee relations, organizational design, transformation, and change management initiatives. Lead major global transformation projects (e.g., offshoring, restructuring, digitalization) and design change management strategies. Drive HR metrics and analytics, using data‑driven insights to inform strategy and measure impact. Build strong, collaborative relationships with regional HR partners to ensure consistent deployment of HR programs and policies. Act as a coach and mentor to HRBPs and business leaders, fostering leadership capability and talent development. What you need to succeed at GXO: At a minimum, you'll need: Bachelor's degree or equivalent related work/military experience Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification 7+ years of relevant HR experience, including corporate/global HR experience Proficiency with Microsoft Office and HRIS tools; ability to quickly learn and achieve proficiency in new software applications Availability to work a flexible schedule including planned and unplanned overtime; occasional travel It'd be great if you also have: Excellent verbal and written communication skills; ability to present clean, organized, and thorough information Ability to develop insightful, value‑added, and actionable analyses with detailed explanations regarding drivers of results We engineer faster, smarter, leaner supply chains. GXO is a leading provider of cutting‑edge supply chain solutions to the most successful companies in the world. We help our customers manage their goods most efficiently using our technology and services. Our greatest strength is our global team - energetic, innovative people of all experience levels and talents who make GXO a great place to work. We are proud to be an Equal Opportunity employer including Disabled/Veterans. GXO adheres to CDC, OSHA and state and local requirements regarding COVID safety. All employees and visitors are expected to comply with GXO policies which are in place to safeguard our employees and customers. All applicants who receive a conditional offer of employment may be required to take and pass a pre‑employment drug test. The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed. Review GXO's candidate privacy statement here. #J-18808-Ljbffr

Job DescriptionBenefits: 30 days of Paid Time Off Dental insurance Flexible schedule Health insurance Vision insurance The Head of Human Resources is a senior leadership role that combines full ownership of end-to-end HR operations. The role ensures compliance, accurate reporting, and a healthy, compliant, high-performing workplace. The leader manages and oversees HR policy, recruiting, onboarding, payroll/benefits, and employee relations. Key Responsibilities Human Resources Leadership Own HR policies, handbook, and compliance across federal/state/local laws. Lead recruiting and onboarding: job postings, interviews, offers, background checks, and orientation. Ensure employment eligibility verification (I-9) and complete/accurate personnel files. Oversee payroll administration and benefits (enrollment, changes, issue resolution). Handle employee relations, leaves/PTO, and sensitive matters with discretion. Support performance management (reviews, coaching, PIPs) and learning/development. Maintain required industry memberships/certifications and company dues as applicable. Cross-Functional & External Partner with executive team on strategy, headcount planning, compensation, and workforce policies. Interface with auditors, legal, banks, insurers, benefits brokers, and key vendors. Required Qualifications Bachelors in Accounting, Finance, Business, or related field. Hands-on HR experience (recruiting, onboarding, compliance, payroll/benefits). Strong knowledge of US labor law basics (EEO, FMLA, I-9, recordkeeping). Team leadership experience; proven ability to manage, coach, and build processes. Excellent communication, judgment, confidentiality, and stakeholder management. Technical: advanced Excel; familiarity with HRIS/payroll platforms. Preferred CPA, MBA, SHRM-CP/SHRM-SCP or PHR/SPHR. Experience in travel, hospitality, or similar service industries; familiarity with industry certifications. Experience in working for global organizations. Track record executing change management (systems rollouts, policy updates). Bilingual/trilingual (Russian/Hebrew/Spanish) Additional Details Scope includes guiding admin staff on HR matters. Culture is collaborative and fast-paced; this is a hands-on, visible leadership role with company-wide impact. Opportunity to shape people operations during a growth phase. RESULTS ONLY WORK ENVIRONMENT (ROWE)

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.

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

At Daiichi Sankyo, we are united by a single purpose, to improve lives around the world through innovative medicines. With a legacy of innovation since 1899, a presence in more than 30 countries, and more than 19,000 employees, we are advancing breakthrough therapies in oncology, cardiovascular disease, rare diseases, and immune disorders. Guided by our 2030 vision to "be an innovative global healthcare company contributing to the sustainable development of society", we are shaping a healthier, more hopeful future for patients, their families, and society. Job Summary Responsible for managing the design, development, optimization and administration of global HCM Platforms and processes. Serve as the functional lead with technical and operational expertise across multiple applications, possessing deep understanding of HR business processes, and business systems requirements. Previous experience with global systems implementations migrating from one system to another. This position involves collaborating with various teams to gather, document and implement solutions across various technologies, ensuring a focus on an outstanding end user experience. Job Description Responsibilities HR Systems Management * Act as the principal functional expert and advisor for the implementation and ongoing management of the Company's global HRIS system (SAP SuccessFactors). * Lead respective workstream(s) to gather, document, implement, and validate all system requirements for associated module(s). * Serve as the Subject Matter Expert (SME) for respective modules, demonstrating in-depth knowledge and understanding of system features, capabilities, functionality, and limitations. * Design and architect end-to-end solutions, integrating the Global HRIS with various downstream applications. * Provide expertise on best practices, system integrations, data migrations, and technical configurations. * Stay updated on industry trends, emerging technologies, and best practices related to HRIS systems, incorporating relevant advancements to optimize system performance and functionality. Data Quality, Testing and Release Management * Establish and enforce robust data governance standards to ensure ethical and compliant use of people data, prioritizing data security and privacy. * Implement processes to regularly test, audit, and validate HR data to maintain high data quality standards. * Conduct system audits, optimize performance, and troubleshoot technical issues. * Develop comprehensive test plans and scripts, performing unit and user acceptance testing to ensure expected results and troubleshoot any identified system issues. * Lead and participate in regular system release management and testing of the HRIS platform(s), introducing new functionalities to support improved systems experience, cost savings, and compliance. Stakeholder Collaboration * Advocate for the Global HRIS and collaborate with respective regional leads to align and incorporate system maintenance controls. * Collaborate across each functional area of HR to understand specific requirements and build strong relationships based on trust, transparency, and delivery. * Provide ongoing support and assistance to HR and business users, addressing inquiries, troubleshooting issues, and resolving system-related problems. * Serve as a liaison between the customer community and the software development team, documenting functional, system, and process requirements. * Possess excellent verbal and written communication skills and the ability to lead projects or groups. * Be self-motivated, responsive, detail-oriented, and possess excellent analytical, organizational, interpersonal, and communication skills. Responsibilities Continued Qualifications Education Qualifications Bachelor's Degree required Experience Qualifications 7 or More Years Relevant work experience demonstrating proficiency in defining, developing, configuring, and launching a successful global HRIS system required 5+ years of SAP/SuccessFactors required Expert knowledge of one or more SAP SuccessFactors Human Capital Management modules including Employee Central, Performance, Compensation, Recruiting and Onboarding. preferred Excellent communication, documentation, analytical, and presentation skills with the ability to handle multiple assignments required Experience conducting workshops and engaging with HR business in focused discussions to define problem statements and provide efficient solutions required Demonstrated project/program management experience required Hands-on experience implementing a global instance of SuccessFactors preferred Successful record of building and improving operational processes and procedures, ability to drive program efficiency and high levels of customer satisfaction preferred Ability to effectively communicate and present concepts to executive-level leadership across the company preferred Licenses Qualifications Certification in one or more SuccessFactors modules: Employee Central, Recruiting, Compensation, Performance & Goals, Succession, or Development preferred Travel Requirements Ability to travel up to 5% of the time. Conferences and/or business meetings as required Additional Information Daiichi Sankyo, Inc. is an equal opportunity/affirmative action employer. Qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law. Salary Range: USD$155,040.00 - USD$232,560.00 Download Our Benefits Summary PDF

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

We grow the world's BEST Strawberries & that wouldn't be possible without our People Team! We are seeking a Bilingual (Japanese/English) HR Director / Lead People Business Partner to lead, develop, execute, and align our people strategies, programs and processes with business objectives across our R&D, Commercial and Engineering teams to encourage a high performance culture. The ideal candidate will be able to serve as a strategic thought partner while also digging in, rolling up their sleeves and executing tactical day to day work. The balance of company departments have a People Business Partner who will report into this role. What you'll be responsible for: Collaborate with the VP of People to create and implement initiatives, programs, and improve policies to optimize the Oishii employee experience. Serve as a strategic thought partner on all "People" strategies and business initiatives centered around our corporate, commercial and engineering teams, acting as an active advocate for the "People" side of the business educating business partners where gaps exist. These functions are made up of both hourly and salaried employees across multiple locations. Manage, develop and support the People Business partner overseeing our field teams (Operations) Coach, develop, guide and advise business partners on employee matters and employee conflicts. HR investigations, address employee relations matters, anticipate people-related risks, and develop plans and actions to mitigate risks and address concerns. Drive performance management, learning & development, labor & succession planning with an emphasis on process creation and consistency across functions. Develop and execute plans to promote an inclusive environment that is engaging, enabling and energizing, and one where our associates can thrive. Dive in and support recruiting efforts in particular for bilingual roles. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Drive key people metrics including but not limited to retention, and employee relations/engagement metrics. Take decisive and well-rounded action in high-pressure situations, consulting with key stakeholders where appropriate. Support Visa processes as needed. Qualifications Who will love this job: Individuals who identify with our Core Values and exhibit skills within those values will thrive at Oishii. One Team, One Fight! Ability to quickly shift priorities to meet deadlines and effectively communicate, both verbally and in writing, clearly, concisely and with purpose at various levels of the organization. Ability to work cross functionally at all levels including across locations, and collaborate with a focus on supporting & understanding the evolving business needs of a startup environment. Ability to lead through others and develop teams with a diverse level of experience to succeed. Focus Ability to remove obstacles in order to prioritize which could include problem solving, working through ambiguity and using fact based or sound judgment in the absence of process or policy. We are building it, but need to manage through the process with good judgment and a bias for action. Ability to synthesize information quickly to aid in the troubleshooting process. GSD (Get Sh** Done!) Possessing an entrepreneurial mindset with the tenacity to develop ideas, process, and policy and implement them rapidly. Capable of prioritizing tasks and considering the resources available when doing so. A bias for action! Ability to hold yourself accountable and take ownership of driving results that impact company outcomes. Track record of effectively handling complex employee relations issues, and addressing sensitive information and difficult situations with tact, discretion, and confidentiality. What we're looking for in a Bilingual HR Director / Lead People Business Partner:. Native or Fluent in Japanese. Native, or Fluent in English. Degree in Human Resources, Industrial & Labor Relations, Business Administration or a related area. 12+ years of experience in Human Resources/People Operations ideally in a geographically distributed environment. MUST have experience and knowledge working in the US. 4+ years of experience in a senior level or business partner role. 4+ years of experience leading and developing a team of People Business Partners/HRBPs. Employment law understanding in NJ, NY, CO, and MA is a must. Experience in an operational environment such as a warehouse, retail location, supply chain, hospitality or agriculture. Experience opening new facilities or locations is a plus. Experience in using HRIS systems -Paycom preferred. Additional Details: This is an onsite role at least 4 days a week. Primary Location: either Jersey City, NJ or Philipsburg, NJ. Travel will then be required about 50% of the time at the opposing location and occasionally to other states in which we operate. Perks at Oishii: Compensation: $165-175K base plus equity Benefits: Medical, dental, vision, 401(K) Paid Parental leave Office social events including happy hours, parties, and community service projects Employee activity groups for basketball players, Yoga Enthusiasts, runners… About Us: At Oishii, we grow the best berries in the world by deploying ground-breaking vertical farming technology that pushes the boundaries of agriculture. We're the first in the WORLD to grow fruit in an indoor vertical farm at commercial scale. Our proprietary technology enables us to grow the very best produce year-round, at the same high level of quality, all without using any pesticides. Oishii has been profiled in Eater, NPR, Time Magazine, and Fortune. Oishi was also one of the Fast Companies Most Innovative Companies of 2022. ************************************************************************ At Oishii, everything we do works toward accomplishing our mission of transforming agriculture sustainably while bringing produce that truly delights people everywhere. This requires farmers, engineers, scientists, product managers, and members of many other backgrounds to work together day-in and day-out to innovate, while operating increasingly large farms. We have an amazing mission-driven team of highly motivated and engaged members. Learn More ********************

We grow the world's BEST Strawberries & that wouldn't be possible without our People Team! We are seeking a Bilingual (Japanese/English) HR Director / Lead People Business Partner to lead, develop, execute, and align our people strategies, programs and processes with business objectives across our R&D, Commercial and Engineering teams to encourage a high performance culture. The ideal candidate will be able to serve as a strategic thought partner while also digging in, rolling up their sleeves and executing tactical day to day work. The balance of company departments have a People Business Partner who will report into this role. What you'll be responsible for: Collaborate with the VP of People to create and implement initiatives, programs, and improve policies to optimize the Oishii employee experience. Serve as a strategic thought partner on all "People" strategies and business initiatives centered around our corporate, commercial and engineering teams, acting as an active advocate for the "People" side of the business educating business partners where gaps exist. These functions are made up of both hourly and salaried employees across multiple locations. Manage, develop and support the People Business partner overseeing our field teams (Operations) Coach, develop, guide and advise business partners on employee matters and employee conflicts. HR investigations, address employee relations matters, anticipate people-related risks, and develop plans and actions to mitigate risks and address concerns. Drive performance management, learning & development, labor & succession planning with an emphasis on process creation and consistency across functions. Develop and execute plans to promote an inclusive environment that is engaging, enabling and energizing, and one where our associates can thrive. Dive in and support recruiting efforts in particular for bilingual roles. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Drive key people metrics including but not limited to retention, and employee relations/engagement metrics. Take decisive and well-rounded action in high-pressure situations, consulting with key stakeholders where appropriate. Support Visa processes as needed. Who will love this job: Individuals who identify with our Core Values and exhibit skills within those values will thrive at Oishii. * One Team, One Fight! * Ability to quickly shift priorities to meet deadlines and effectively communicate, both verbally and in writing, clearly, concisely and with purpose at various levels of the organization. * Ability to work cross functionally at all levels including across locations, and collaborate with a focus on supporting & understanding the evolving business needs of a startup environment. * Ability to lead through others and develop teams with a diverse level of experience to succeed. * Focus * Ability to remove obstacles in order to prioritize which could include problem solving, working through ambiguity and using fact based or sound judgment in the absence of process or policy. We are building it, but need to manage through the process with good judgment and a bias for action. * Ability to synthesize information quickly to aid in the troubleshooting process. * GSD (Get Sh Done!) * Possessing an entrepreneurial mindset with the tenacity to develop ideas, process, and policy and implement them rapidly. * Capable of prioritizing tasks and considering the resources available when doing so. * A bias for action! Ability to hold yourself accountable and take ownership of driving results that impact company outcomes. * Track record of effectively handling complex employee relations issues, and addressing sensitive information and difficult situations with tact, discretion, and confidentiality. What we're looking for in a Bilingual HR Director / Lead People Business Partner:. * Native or Fluent in Japanese. * Native, or Fluent in English. * Degree in Human Resources, Industrial & Labor Relations, Business Administration or a related area. * 12+ years of experience in Human Resources/People Operations ideally in a geographically distributed environment. MUST have experience and knowledge working in the US. * 4+ years of experience in a senior level or business partner role. * 4+ years of experience leading and developing a team of People Business Partners/HRBPs. * Employment law understanding in NJ, NY, CO, and MA is a must. * Experience in an operational environment such as a warehouse, retail location, supply chain, hospitality or agriculture. Experience opening new facilities or locations is a plus. * Experience in using HRIS systems -Paycom preferred. Additional Details: * This is an onsite role at least 4 days a week. Primary Location: either Jersey City, NJ or Philipsburg, NJ. Travel will then be required about 50% of the time at the opposing location and occasionally to other states in which we operate. Perks at Oishii: * Compensation: $165-175K base plus equity * Benefits: Medical, dental, vision, 401(K) * Paid Parental leave * Office social events including happy hours, parties, and community service projects * Employee activity groups for basketball players, Yoga Enthusiasts, runners… About Us: At Oishii, we grow the best berries in the world by deploying ground-breaking vertical farming technology that pushes the boundaries of agriculture. We're the first in the WORLD to grow fruit in an indoor vertical farm at commercial scale. Our proprietary technology enables us to grow the very best produce year-round, at the same high level of quality, all without using any pesticides. Oishii has been profiled in Eater, NPR, Time Magazine, and Fortune. Oishi was also one of the Fast Companies Most Innovative Companies of 2022. ************************************************************************ At Oishii, everything we do works toward accomplishing our mission of transforming agriculture sustainably while bringing produce that truly delights people everywhere. This requires farmers, engineers, scientists, product managers, and members of many other backgrounds to work together day-in and day-out to innovate, while operating increasingly large farms. We have an amazing mission-driven team of highly motivated and engaged members. Learn More ********************

Title: Human Resources Director Compensation: $120k-$160k + 15% targeted bonus About the Job: The Brunswick School, a premier early learning institution serving over 500 families and 750 students across three thriving campuses in downtown Jersey City, is seeking a Human Resources Director to join its leadership team. As the organization continues to grow, this role will serve as a trusted partner to the Founder and center leadership team-driving HR strategy, strengthening employee culture, and ensuring operational excellence across all campuses. Cultivating early learning for children from four months through 2nd grade, the business is currently operating three facilities all at or near capacity, thereby opening possibilities of additional locations in the surrounding area. The incumbent must be a self-starter and have the requisite skills to independently run all HR operations and be a part of the leadership team. The focus of this role is on the key that makes our school function: its employees. This is a highly visible, hands-on leadership role focused on what makes our school exceptional-our people. If you're a mission-driven HR leader who thrives on building engaged teams, strengthening culture, and influencing strategy, this is your opportunity to make a lasting impact in an organization shaping the next generation of learners. The HR Director will oversee all aspects of HR operations including talent acquisition, employee engagement, compliance, benefits administration, and professional development-creating a workplace that inspires, retains, and develops exceptional educators. Key Responsibilities: Lead and develop HR strategies, policies, and practices that support the school's mission and growth objectives. Partner closely with the Founder and Center Directors to align people strategy with organizational goals. Oversee full-cycle talent acquisition, onboarding, and retention initiatives to attract and keep exceptional educators and staff. Drive professional development and training programs that promote engagement, skill-building, and career progression. Advise leaders on employee relations, performance management, and organizational structure. Manage and administer employee benefits, compliance programs, and HR systems with accuracy and integrity. Foster a positive, inclusive, and mission-aligned workplace culture rooted in collaboration and accountability. Monitor HR metrics, reporting trends to leadership and recommending data-driven improvements. Ensure compliance with all federal, state, and local employment laws and regulations. Required Skills & Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred (PHR/SPHR/SHRM-CP/SHRM-SCP). Minimum 5-7 years of progressive HR leadership experience, ideally within multi-site environments. Proven ability to build trust and credibility across all levels of an organization. Strong business acumen with a collaborative leadership style. Excellent interpersonal, communication, and problem-solving skills. Deep knowledge of employment law and HR best practices. Passion for education and creating supportive work environments where children and staff thrive. About Lakeside HR Group: At Lakeside HR Group, we understand that finding the right job is essential for your career success. We are a boutique-style human resources consulting and recruiting firm dedicated to providing personalized, tailored solutions. When you partner with us, you are not just getting a recruiter; you are getting the entire Lakeside team working together to support your career goals. Partner with us at Lakeside HR Group, where we are more than just a recruiting firm; we are your partners in achieving your career aspirations.

Job Description Title: Director of Human Resources Salary: Depending on Experience About Company: Prominent hospitality and commercial real estate organization in Northern New Jersey, managing a substantial portfolio of high-quality hospitality and office properties. With a focus on excellence in operations and tenant experience, the organization has built a strong reputation for delivering professional, well-maintained, and amenity-rich spaces. This role will play a key part in ensuring the continued success and smooth operation of the company's on-site hospitality and tenant services. What do we seek? The Director of Human Resources will lead all HR functions for a growing hospitality organization, supporting restaurant and hospitality operations across multiple locations. This role is responsible for talent strategy, employee relations, compliance, and organizational development, partnering closely with leadership to build a strong culture, support operational goals, and drive workforce excellence. Key Responsibilities: Lead and oversee all HR functions for hospitality and restaurant operations across multiple units within a large corporate organization. Partner with executive leadership and operations to align workforce strategy with business objectives. Oversee high-volume talent acquisition for hourly, management, and executive-level roles. Develop and implement scalable HR programs to support growth, consistency, and operational excellence. Serve as a strategic advisor on employee relations, performance management, and succession planning. Ensure compliance with federal, state, and local labor laws across multiple jurisdictions. Manage labor strategy, workforce planning, and staffing models in a high-volume hospitality environment. Lead compensation, benefits, and incentive programs aligned with corporate standards. Drive employee engagement, retention, and culture initiatives across geographically dispersed teams. Oversee HR policies, SOPs, and best practices to ensure consistency across all locations. Qualifications / Requirements: Must have proven experience as an HR Director or Senior HR leader within hospitality and/or restaurant organizations. Demonstrated experience supporting multi-unit operations within large corporate environments. Strong knowledge of employment law, labor relations, and compliance across multiple jurisdictions. Experience managing high-volume hourly workforces and operational leadership teams. Strategic mindset with the ability to balance corporate standards and operational realities. If you are interested in this position, please submit your resume to: ****************************

**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. Reporting to the VP, HR Global Functions, this position provides strategic HR Business Partner leadership and support to our Information Technology organization including Cyber Security, Digital and AI, Applications and Infrastructure. In addition, this role will serve as lead HR Business Partner for HR. This individual will operate as a trusted strategic advisor to the EVP & Chief Information Officer, CHRO and other senior leaders. Additionally, this individual will partner in developing functional capability plans through robust Strategic Org planning, organizational design and development, organization effectiveness, workforce planning, capability and location strategy initiatives. The incumbent directly creates and executes the people and talent strategy based on the strategic priorities and influences the talent strategy in business and regions by partnering with the respective business unit and regional HRBPs. The role manages a Senior HR Manager and orchestrates the integrated delivery of HR support through the COEs, ASCs and corporate HR functions, while ensuring alignment with functions' needs and strategic objectives. This HRBP will lead the effort towards creating a robust and diverse talent pipeline for key roles and guide leadership in creating a high-performance organization and culture. In alignment with our office first culture, this role will be based in our Franklin Lakes, NJ headquarters and be on site Monday through Thursday and work remote based on Friday's. **Responsibilities** : + Aligned with business, functional, and HR Strategy and KDGs, provides strategic HR business partnering support, works with the respective global functions LTs and people leaders to identify and resolve the corresponding business needs, develop and implement appropriate organizational plans, and build key capabilities required to achieve business objectives + Leads and supports client groups with organizational capability and capacity analyses and strategic workforce planning, organization design, associate engagement, organizational announcements + Acts as the trusted advisor of client leaders to support them in carrying out their business and functional plans + Identifies and capitalizes on opportunities to drive &/or lead change; facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stake holders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments + Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance + Presents options to leaders on organizational structure, roles & responsibilities, staffing levels, matrix management, etc. + Contributes effectively to client strategy discussions and decision making + Demonstrates deep understanding of client market spaces including external talent trends, culture, reward systems, and organization models + Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics + Has the ability to model and manipulate data to build an understanding and then communicate findings to LT in a coherent manner + Identifies opportunities and guides leaders to fill competency gaps through talent acquisition and talent development + Talent advisor, facilitator and champion to ensure strong succession pipelines for critical roles + Partners across BD and with Talent Management and Talent Acquisition teams to align top talent to highest priorities while ensuring inclusion and diversity outcomes + Participates on the interview team and effectively counsels hiring leaders/teams in selection process + Participates in/facilitates the Performance Management process (calibrate potential and Exceptional Impact) + Coaches' leaders with all aspects of the annual performance management and development process + Guides leaders to escalate issues of poor performance to AccessHR where required + Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and works with the TM COE to present recommendations as part of organizational training needs assessment + Provides consultative guidance for compensation and facilitate appropriate compensation reviews + Works with leadership team members during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers + Provides consultation and benchmarking insights for job offers based on strategic need + Reviews periodic compensation reports to check for compensation changes and follow-up with leaders, required + Provides strategic HR advisory support for complex HR issues and activities (e.g. RIF) + Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement + Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization + Monitors and addresses attrition and retention proactively and work closely with AccessHR to understanding leading and lagging indicators for observed trends + Develops/defines associate separation strategy & manages severance for group separations in partnership with AccessHR, ASC, Legal, etc. + Is the face of HR to the client groups and lives 'one HR' every day + Coaches' leaders to utilize and manage their workforce through Workday + Partners with the ASC and AccessHR and consistently meet with both groups to understand trends, discuss escalated items, etc. + Partners with COEs to engage them on Organization plan for client's organization to enable a more holistic HR support and better business outcomes; partners with COEs to design, develop and deploy updated processes or changes **Qualifications:** + BS/BA degree in Business Administration, HR Management or related field required + Advanced degree (MBA/ Masters in HR or equivalent) is preferred + Professional of Human Resources (PHR/SPHR) Certification desired + Minimum of 12-15 years professional experience in HR + Experience working in mid/large complex environments and matrixed organization is preferred + Experience working with other geographies is required **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. You will learn and work alongside inspirational leaders and colleagues who are equally passionate and committed to fostering an inclusive, growth-centered, and rewarding culture. You will have the opportunity to help shape the trajectory of BD while leaving a legacy at the same time. And through the organization's investment in BD University, you will continually level up your tech skills and expertise. 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. At BD, we are committed to supporting our associates' well-being, development, and success through a performance-based culture. For this position, BD offers a competitive compensation package along with the following benefits specific to this role: At BD, we are committed to supporting our associates' well-being, development, and success through a performance-based culture. For this position, BD offers a competitive compensation package along with the following benefits specific to this role: + Annual Bonus + Potential Discretionary LTI Bonus Health and Well-being Benefits + Medical coverage + Health Savings Accounts + Flexible Spending Accounts + Dental coverage + Vision coverage + Hospital Care Insurance + Critical Illness Insurance + Accidental Injury Insurance + Life and AD&D insurance + Short-term disability coverage + Long-term disability insurance + Long-term care with life insurance Other Well-being Resources + Anxiety management program + Wellness incentives + Sleep improvement program + Diabetes management program + Virtual physical therapy + Emotional/mental health support programs + Weight management programs + Gastrointestinal health program + Substance use management program + Musculoskeletal surgery, cancer treatment, and bariatric surgery benefit Retirement and Financial Well-being + BD 401(k) Plan + BD Deferred Compensation and Restoration Plan + 529 College Savings Plan + Financial counseling + Baxter Credit Union (BCU) + Daily Pay + College financial aid and application guidance Life Balance Programs + Paid time off (PTO), including all required State leaves + Educational assistance/tuition reimbursement + MetLife Legal Plan + Group auto and home insurance + Pet insurance + Commuter benefits + Discounts on products and services + Academic Achievement Scholarship + Service Recognition Awards + Employer matching donation + Workplace accommodations Other Life Balance Programs + Adoption assistance + Backup day care and eldercare + Support for neurodivergent adults, children, and caregivers + Caregiving assistance for elderly and special needs individuals + Employee Assistance Program (EAP) + Paid Parental Leave + Support for fertility, birthing, postpartum, and age-related hormonal changes Leave Programs + Bereavement leaves + Military leave + Personal leave + Family and Medical Leave (FML) + Jury and Witness Duty Leave Required Skills Optional Skills . **Primary Work Location** USA NJ - Franklin Lakes **Additional Locations** **Work 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** $169,700.00 - $305,700.00 USD Annual Becton, Dickinson and Company is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of 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, or any other protected status.

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)

JobID: 210703112 JobSchedule: Full time JobShift: Base Pay/Salary: New York,NY $123,500.00-$180,000.00; Jersey City,NJ $123,500.00-$180,000.00 This is a rare opportunity for a high-potential leader to make a lasting impact on JPMC's people strategy and to accelerate their career in a global, future-focused environment. This high-visibility position offers direct exposure to senior HR and business leaders and requires exceptional flexibility, strong project management skills, and the ability to build trusted partnerships across HR, legal, controls, and other key stakeholders. As Vice President, HR M&A and People Movement Initiatives, you will play a pivotal dual role within JPMC's Human Resources organization. As a core member of a small, agile HR M&A team, you will provide end-to-end support for JPMC Corporate M&A transactions across all lines of business - from due diligence through employee onboarding and integration. Given the unpredictable and episodic nature of M&A activity, you will also lead and support a diverse range of projects and business management activities within the People Movement function -including global mobility, cross-border tax, and immigration - during periods of lower deal volume. Job Responsibilities * Support all phases of HR M&A transactions as part of a small, global team, including due diligence, integration planning, and post-close activities. * Prepare clear, compelling communications and executive presentations for senior management. * Ensure disciplined project management and optimal coordination across global HR teams. * Conduct gap analyses between target companies and JPMC employment policies, compensation, pension, and benefits offerings, assessing impacts on deal valuation and employee experience. * Analyze service and delivery milestones, facilitate meetings, manage project plans, and oversee issue and risk management to ensure successful integration and program delivery. * Build and maintain strong relationships with stakeholders across HR, other corporate functions and the line of business deal sponsors. * Drive the holistic development and continuous improvement of the HR M&A playbook, processes, and infrastructure, incorporating lessons learned and best practices. * Champion digital and data-driven solutions-including AI, analytics, and automation-to enhance M&A and People Movement processes and outcomes. * Lead and deliver People Movement projects, process improvements, and cross-functional initiatives that support business objectives and operational excellence. * Partner on business management activities such as budgeting, financial tracking, controls, and team operations. * Coach and support junior team members, fostering a culture of high-quality project delivery, collaboration, and continuous learning. Qualifications & Skills * Strong project management skills; able to deliver results in a fast-paced, dynamic environment. * Experience and understanding of key HR product areas - particularly Employee Relations, Compensation, and Benefits. * Excellent communication and presentation skills for senior audiences. * Outstanding stakeholder management and relationship-building abilities. * Commercial mindset and ability to evaluate HR risks within the context of a deal * Analytical mindset with experience using data to solve problems. * Hands-on experience with digital tools, analytics, AI and automation tools is a plus. * Organizational skills and attention to detail; able to manage multiple priorities. * Self-motivated, proactive, and adaptable; thrives in an environment of shifting priorities. * High integrity and discretion with confidential information. * Advanced PowerPoint and Excel skills; familiarity with project management tools (e.g., Jira) is a plus. * Experience coordinating closely with technology, finance, and controls teams is desirable. * Prior experience in HR, M&A, global mobility, or business management is beneficial but not essential-we seek a smart, driven individual eager to learn and grow.

Job Title: Area Director of Human Resources Employment Type: Full Time Company: Rebel Hotel Company About Rebel Hotel Company: Rebel Hotel Company is one of the fastest-growing third-party hotel management companies in the United States, recognized for delivering bold results, operational excellence, and distinctive guest experiences. We operate a diverse portfolio of full-service, lifestyle, and branded hotels across major metropolitan and resort markets. We are building a culture of leadership, innovation, and accountability-and we're just getting started. Position Summary: The Area Director of Human Resources is responsible for overseeing all human resources and payroll functions across a cluster of full-service hotels in Central-North NJ. This on-site leadership role partners closely with each property's General Manager and maintains a dotted-line relationship with Corporate HR and Labor Relations. The Area Director ensures compliance, leads union-related HR matters, supports a positive associate experience, and oversees accurate and timely payroll operations across the complex. This role requires prior hospitality HR and payroll experience in a unionized hotel environment. Brand experience is preferred. Key Responsibilities: Human Resources Lead all on-site HR operations across a cluster of full-service hotels, including employee relations, recruitment, onboarding, training, and offboarding Serve as the primary HR point of contact for associates and leaders across the complex Partner with General Managers and leadership teams on employee relations, policy interpretation, and corrective action processes Conduct and oversee hiring, interviews, and exit interviews Maintain accurate employee records and ensure compliance with company policies and labor laws Coordinate training programs, associate engagement initiatives, and HR-related events Recommend and implement HR policies and process improvements aligned with business and associate needs Payroll & Compliance Oversee and process payroll in partnership with third-party payroll providers for all three properties Ensure compliance with payroll deadlines, tax requirements, garnishments, bonuses, and deductions Monitor timekeeping, overtime, PTO, scheduling, and union compliance Manage payroll system access, onboarding/offboarding, and system updates Prepare and distribute payroll and compliance reports, including overtime tracking Oversee year-end payroll processes, including W-2 preparation Additional Responsibilities Ensure compliance with all federal, state, local, and union regulations Partner with Corporate HR, Labor Relations, and Payroll on escalations and compliance matters Participate in HR and payroll training and professional development Support hotel leadership and corporate partners in achieving operational and people-focused goals Required Skills, Experience and Knowledge: Minimum of two (2) years of on-site hotel human resources experience with responsibility for employee relations, recruitment, onboarding, training, and compliance Minimum of two (2) years of hotel payroll experience, including processing, timekeeping oversight, overtime, deductions, and payroll compliance Prior experience in a unionized hotel environment required, including familiarity with collective bargaining agreements Working knowledge of federal, state, and local employment laws within the hospitality industry Proven ability to handle sensitive employee matters with discretion, consistency, and professionalism Experience partnering with hotel leadership to support staffing, performance management, and associate engagement Strong organizational and time-management skills with the ability to manage multiple properties and priorities Effective verbal and written communication skills across all associate and leadership levels Proficiency with HRIS, payroll systems, timekeeping platforms, and Microsoft Office Availability to work on-site with flexibility, including weekends, holidays, and extended hours as business needs require What We Offer: Competitive base salary and performance-based bonus Medical, dental, and vision insurance 401(k) plan with company match Paid time off and holidays Career advancement opportunities within a rapidly growing company A chance to be part of the Rebel movement redefining hospitality leadership Salary Range: $120,000 annually At Rebel Hotel Company, we don't manage hotels the old way-we challenge the status quo. If you're ready to lead with vision, act with ownership, and make your mark in the hospitality world, we want to meet you.

Joining the Benchmark Senior Living team means putting your passion to work. Our associates feel a sense of belonging with the care that they provide, empowered by the open and reliable team that surrounds them. Our diverse and skilled workforce takes immense pride in a shared commitment: a devotion to providing caring and dedicated service. In our supportive environment, associates can learn and grow. With professional and personal training programs, as well as education for career advancement, we empower associates to explore their interests, feed their passion, and pursue growth opportunities. We invite you to connect with your calling, find purpose in your career, and gain lifelong relationships through the power of human connection by transforming the lives of seniors! As the Director of Business Administration/Human Resources, you will report to the Executive Director and maintain a close relationship with corporate accounting and Human Resources and the Organizational Development teams. Schedule is Sunday through Thursday. Responsibilities Acting as the initial point-of-contact for all HR (Human Resources) and accounting related matters Managing the recruitment process in your community, including updates in the ATS, outreach to and screening of candidates, and managing the offer and onboarding process Interpreting policies and procedures and communicating them to all employees both proactively and in response to questions Processing A/R and A/P timely Processing monthly billing statements, answering related question from residents and families in a timely manner Processing employee payroll and archiving and discarding payrolls at the end of each cycle Analyzing variances in departmental payroll vs. budget Gathering monthly accruals from department heads Producing proposals and presentation packets Requirements 2-year degree in a Business-related field; 4-year degree from an accredited university in a Business-related field preferred Must have excellent organizational skills as well as effective written and verbal communication skills Be knowledgeable regarding ADP payroll systems and basic GL and Accounts Payable systems 3 years of business office experience with HR and accounting Prior Human Resources experience and/or education preferred Proficiency in Microsoft Office Suite applications such as Word, Excel, and Outlook Knowledge of HRIS system a plus As a community leader at Benchmark, you will have access to a variety of benefits including, but not limited to, the following: 8 holidays & 3 floating holidays Vacation and Health & Wellness Paid Time Off Discounted Meal Program Associate Referral Bonus Program, up to $1,500 Physical & Mental Health Wellness Programs Medical, Vision & Dental Benefits; no enrollment waiting period 401k Retirement Plan with Company Match Company-provided Life Insurance & Long-Term Disability

MCG is the premier retail service organization that partners with both manufacturers and retailers to increase sales at store level. We provide in store services to department stores, mass merchants and stand alone retailers throughout the United States and Puerto Rico. At MCG, we identify your interests and talents and match these within our specialized service teams. Job Description The Talent Acquisition Manager is responsible for sourcing, attracting, and recruiting part-time employees for MCG. This is done through online recruiting campaigns, report analysis, job post optimization, and through recruitment strategy. Responsibilities: • Responsible for managing online recruitment campaigns such as Google AdWords and Facebook Ads. • Use a variety of methods to attract passive candidates. This includes Boolean searches, cold calling, and referrals. • Leverage social media to attract a pipeline of passive candidates. • Provide ongoing reports to management on recruiting campaigns, results, and other key metrics. • Partner with hiring managers to identify future talent needs. • Update and refine recruitment policies and procedures. • ATS system administration including users, workflows, reports, and interface changes. • Guide employees through technical issues via troubleshooting and/or training. • Project management including survey review. Qualifications Qualifications: • Strong analytical and report writing skills. • Advanced computer skills. • Operate at an advanced level with the Office Suite: Outlook, Excel, and Word. • Great follow-thru and time management skills; must be a self-starter. • Bachelor's Degree. • Must submit and pass criminal background check. • Familiarity with Google AdWords, Google Analytics, and Facebook Campaigns. • Preferred ATS and high volume staffing/recruiting experience Additional Information APPLY TODAY AT: Please visit our website to complete our online application. *********************** Enter Keywords/Job ID: 2016-4126 With MCG you can expect great pay, incentives, and advancement opportunities.

The Director of HR will support New Canaan Country School's (NCCS) HR administrative needs, including benefits administration; maintenance of employee records; interpretation of personnel policy; overseeing payroll; coordinating annual effort reporting; and overseeing personnel systems. The Director of HR will report to the Chief Financial and Operations Officer (CFOO). The Director of HR will be part of a small team and will work closely with the Controller and the leadership team. More importantly, the Director of HR will partner with all faculty and staff, NCCS's most important asset. We are looking for someone who will think and act in a strategic manner while ensuring seamless execution of daily operations. This position is a combination of HR operations and employee relations. We would like to hire someone who is hands-on, a creative problem-solver and has previous HR generalist experience. The person should be willing to take risks, question the status quo and continuously strive to improve systems and processes. The person needs to be extremely customer service-oriented, always anticipating the employees' needs. Positive attitude and teamwork approach are essential to be successful in this role. Responsibilities include, but are not limited to: Employee Relations and Performance Management Support performance management processes. Serve as an advisor and accountability partner to supervisors around effective coaching and management. Counsel managers and senior leaders on matters of employee discipline, policy, and practices. Work to mediate conflicts among faculty and staff, recommending steps for resolving interpersonal relationship issues. Provide investigative support, including, but not limited to, the coordination of investigations for allegations of employee misconduct, discrimination, harassment, and whistleblower complaints. Payroll, Benefits and Compensation Oversee the compensation plan in accordance with policy and maintain personnel and payroll records, including time and attendance information, appointment data, and other personnel information in compliance with applicable laws, regulations, and policies. Administer the employee benefit programs for more than 150 eligible employees: including medical, vision, life and disability insurance, healthcare savings and flexible spending accounts and retirement plans. This includes internal communication, proper enrollment of employees, and ongoing external reviews of the total benefit program to ensure a competitive posture Work with the benefits broker on annual benefits renewal to maintain premium benefits and manage costs. Records Maintenance and Compliance Maintain personnel and payroll records, including time and attendance information, appointment data, and other personnel information in compliance with applicable laws, regulations, and policies. Maximize utilization of Paylocity as an HRIS. Monitor and ensure compliance with federal and state laws and regulations such as FMLA, ADA, Sexual Harassment, OSHA, Workers' Compensation, EEOC and ERISA. Develop, identify and recommend human resources policies and changes as necessary to comply with changes in federal and state legislation. Update the employee handbook as necessary. Collaborate on the annual workers' compensation and 403(b) audits. Serve as the Plan administrator for retirement plans; ensuring compliance with IRS, DOL, and ERISA guidelines. Employee Recruitment and Lifecycle Manage the hiring and appointment processes for NCCS, including assisting hiring managers and search committees to develop positions, write job descriptions, request appropriate salary levels, define and implement recruitment plans. Systematize and implement procedures for hiring, appointing, orienting, evaluating, and developing employees in conjunction with school leadership. Conduct new hire orientations. Ensure that new hire paperwork (including background checks) is completed. Requirements REQUIRED QUALIFICATIONS Bachelor's degree in Finance, Human Resources Management, Business Administration, or related field required. HR certification (SHRM-CP; SHRM-SCP) and/or Master's Degree in Human Resources preferred. Minimum of 5 years of experience in human resources leadership, preferable in a school or non-profit setting. Knowledge of human resource management and related laws and policies required Strong understanding of financial principles, HR best practices, and employment law. Excellent analytical, communication, and presentation skills. Demonstrated ability to manage budgets, financial software, and HRIS systems. Proven experience in team leadership and management. Strategic thinker with the ability to align financial and HR strategies with organizational goals. Demonstrated tact, discretion and diplomacy. Effective communication with groups and individuals. Engage in team work and work cooperatively with others. Excellent writing and oral communication skills; attention to detail and ability to multi-task required. Customer service orientation and strong problem-solving skills.

Our Purpose Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we're helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential. Title and Summary Manager, Talent Acquisition (Legal) Overview: * Mastercard's Talent Acquisition Team is responsible for developing talent advisory and sourcing strategies to identify and attract the most competitive talent both internally and externally to ensure Mastercard's continued success in payments innovation. * Reporting into the Vice President, Global Talent Acquisition, the Manager, Talent Acquisition is an individual contributor position and will manage full life cycle recruitment efforts for requisitions across select teams within Mastercard supporting our Law business unit as well as other teams across the Chief Administrative Office * This role will assist in building, strengthening, and expanding key businesses by attracting talent in a priceless way. The passion Mastercard has, to innovate and lead, must be reflected through this role as the face of our company. * Are you creative in finding new ways to compete for top external talent? * Do you have the ability to build strong relationships at all levels and be viewed as a subject matter expert in what you do? Role: * Develop a dynamic portfolio sourcing approach and manage requisitions as the recruiter for key roles based in North America for Mastercard's Law Business Unit. This role will support other teams across the Chief Administrative Office, as needed. * Build partnerships with local, regional, and global leadership to identify important talent needs and develop creative strategies to attract and assess talent. * Adept at building a deployable pipeline of top external talent. * Responsible for managing effective partnerships and measuring success with external recruitment partners. * Lead recruitment status meetings for assigned client groups and partner with Human Resources Business Partners, Global Compensation and Global Mobility throughout the recruitment lifecycle. * Ideate/participate in ad hoc team projects. All About You: * Extensive experience in direct sourcing, candidate assessment, as well as recruiting principles, theories and concepts. Previous direct sourcing knowledge and use of tools supporting market intelligence and candidate identification in addition to LinkedIN is required. * Prior experience recruiting professional level Legal/Law talent across a range of North America markets in the US and Canada as a corporate in-house recruiter or in an RPO model is required. * Recruitment agency or international recruitment experience is an asset. * Experience with multiple Applicant Tracking Systems and Candidate Management Systems experience a plus. * High standards, delivering with a sense of urgency; operating with a strong customer relationship and satisfaction approach. * A self-starter who can act as a strong individual contributor, operating effectively in a matrixed global organization. * Knowledge of U.S. and Canada employment laws. * Prior experience and expertise recruiting for Legal/Law professional roles in addition to other job functions is preferred. * BA/BS preferred. * Ability to work in a hybrid office model, working from our Purchase, NY office 3 days a week is required. Mastercard is a merit-based, inclusive, equal opportunity employer that considers applicants without regard to gender, gender identity, sexual orientation, race, ethnicity, disabled or veteran status, or any other characteristic protected by law. We hire the most qualified candidate for the role. In the US or Canada, if you require accommodations or assistance to complete the online application process or during the recruitment process, please contact reasonable_accommodation@mastercard.com and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Reasonable Accommodations team will respond to your email promptly. Corporate Security Responsibility All activities involving access to Mastercard assets, information, and networks comes with an inherent risk to the organization and, therefore, it is expected that every person working for, or on behalf of, Mastercard is responsible for information security and must: * Abide by Mastercard's security policies and practices; * Ensure the confidentiality and integrity of the information being accessed; * Report any suspected information security violation or breach, and * Complete all periodic mandatory security trainings in accordance with Mastercard's guidelines. In line with Mastercard's total compensation philosophy and assuming that the job will be performed in the US, the successful candidate will be offered a competitive base salary and may be eligible for an annual bonus or commissions depending on the role. The base salary offered may vary depending on multiple factors, including but not limited to location, job-related knowledge, skills, and experience. Mastercard benefits for full time (and certain part time) employees generally include: insurance (including medical, prescription drug, dental, vision, disability, life insurance); flexible spending account and health savings account; paid leaves (including 16 weeks of new parent leave and up to 20 days of bereavement leave); 80 hours of Paid Sick and Safe Time, 25 days of vacation time and 5 personal days, pro-rated based on date of hire; 10 annual paid U.S. observed holidays; 401k with a best-in-class company match; deferred compensation for eligible roles; fitness reimbursement or on-site fitness facilities; eligibility for tuition reimbursement; and many more. Mastercard benefits for interns generally include: 56 hours of Paid Sick and Safe Time; jury duty leave; and on-site fitness facilities in some locations. Pay Ranges Purchase, New York: $129,000 - $206,000 USD

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