Human resources business partner jobs in Oyster Bay, NY - 564 jobs

Introduction At Gallagher Re, we bring clarity to complexity by helping clients around the world make confident, data-driven decisions in a rapidly evolving risk landscape. Here, you'll be part of a team that leverages world-class analytics and deep reinsurance expertise to deliver strategic advisory services and transactional excellence. Together, we transform advanced insights and market intelligence into strategies that protect businesses, drive performance, and shape the future of reinsurance. We're a community of decision makers, future shapers, and trusted experts working side by side to deliver meaningful impact through innovative thinking and practical solutions. At Gallagher Re, your curiosity is welcomed, your growth is championed, and your work truly matters. This is a place where you'll have the freedom to explore new ideas, take ownership of your career, and collaborate with people who are as driven and inquisitive as you are. Overview To partner with the Gallagher Re Facultative Leadership Team to develop and deliver pragmatic commercial people plans to achieve strategic business objectives for a start-up division that operates globally and has significant organic expansion plans over the next 5 years. Deliver divisional and global people initiatives effectively drawing on HR Centres of Excellence expertise to ensure high quality, commercial solutions. To support the HR Director on a range of different projects and responsibilities to add value to the strategic and tactical commercial agendas across Gallagher Re Facultative. How you'll make an impact Partnering Provide expert coaching and consulting advice to members of the Facultative leadership team along with appropriate challenge to ensure business and people objectives are met Partner with members of the Facultative Leadership team and to drive a high performing culture, improve employee experience and improve retention Partner with local HR teams to oversee local colleague issues Support the HR Director with the creation and delivery of divisional people plans for their areas of responsibility within Gallagher Re Facultative Developing & implementing plans that help to develop and engage employees Partner with key stakeholders within Gallagher Re Facultative support/enable their strategic objectives. Promote, support and drive engagement with all available HR/people-related policies, tools processes and initiatives including, but not limited to: Learning and Development proposition Manager and employee HR system functionality including MI reporting Talent Acquisition Employee Benefits and Wellbeing proposition Family-friendly policies * Partner with the relevant HR Centres of Excellence (e.g Employee Relations, TA, L&D, Compensation, L&D) to enable and deliver human capital solutions for stakeholders. Performance Embedding a performance culture and consequence management approach including coaching managers on creation, implementation and monitoring of Performance Improvement Plans and effective/consistent deployment of local recognition Analyzing data and trends to identify high & low performance in order to recommend appropriate action Facilitate performance rating moderation sessions Perform quality assessments of my Performance goal-setting and reviews Promote and support global & divisional recognition initiatives Train and upskill business area on my Performance reviews and goal setting Internal Talent Management and External Talent Acquisition Under guidance of HR Director, support the delivery of succession planning and career development in order to identify and mitigate succession "gaps" and embed talent approach Facilitate talent and succession planning sessions and support career conversations with identified employees Act as advocate for global and divisional talent initiatives in liaison with L&D Centre of Excellence Liaising with various Talent Acquisition teams, engage in talent acquisition planning and execution Actively participate in the assessment and selection of senior/specialist hires as required Business Change To provide project management, facilitation and direct support as required to people-related impacts arising from change projects (including Mergers & Acquisitions) Lead on or support the HR Director regarding any organisational change where this relates to HR-related activities e.g. business reorganisation. Directly, and or/co-ordinate resources from HR Service Delivery as appropriate, deliver any required employee consultation and communication process. Work with HR Service Delivery to support redeployment opportunities for colleagues impacted by business change Employee Relations Under guidance of HR Director and the in-house legal teams, accountable for the advice and guidance to the business on more complex employee relations cases with a view to achieving risk-mitigated commercial outcomes Under guidance of HR Director and in-house legal teams, accountable for the preparation of risk assessments and preparation of standard settlement agreement Act as point of escalation on complex ER cases. Inform key stakeholders/business units of any changes or anticipated changes in HR policies and procedures Reward To work with HR Director and business leaders, liaising with the Reward Centre of Excellence as required, on identification and implementation of reward strategies for individuals and teams Support annual pay and bonus review process including data management, moderation of award recommendations and pay and bonus communications Promote total reward philosophy in order to improve engagement and retention Under guidance of HR Director, support creation, documentation and administration of incentive plans adhering to all required reward philosophy, principles and governance requirements Culture & Engagement Drive and facilitate engagement actions planning and activity at local level Embed the Gallagher Way across leadership teams Support the creation of an inclusive culture HR Function/Team Working Work collaboratively as part of a "One HR" team engaging and liaising effectively with HR Centres of Excellence Actively seek to drive a culture of continuous improvement within the HR function Collaborate with other functional e.g. Risk & Compliance, Finance, Legal and other key stakeholders as required Represent the HR function in cross functional / cross divisional programmes as required Governance * Comply with AJG Professional Standards Manual in accordance with statutory requirements for role with specific attention, but not limited to Managing Client information, Whistle Blowing, Treating Customers Fairly * Carry out duties following internal policies and procedures in accordance with applicable laws, rules, regulations, good governance and Gallagher's shared values, in particular, putting clients at the heart of our business. About You * Bachelor's degree and 3 years related experience required. Technical Knowledge * Sound up to date Employment Law knowledge required * Knowledge of financial services desirable Experience Progressive HR business partnering experience within large, multinational corporations Experience of managing HR issues across multiple countries Proven ability to develop a good understanding of business issues and how to identify and deliver HR interventions and solutions to meet business needs Track record of contributing to the management of change successfully and experience of delivering on successful restructuring programmes including exits. Experience of dealing with complex relationships using coaching/feedback techniques Tactical negotiation and influencing experience with internal/external stakeholders Demonstrated rapport-building experience Evidence of effectively prioritising risks to manage workload Experience of compensation and incentivisation vehicles. Skills/other Strong client focus, including the ability to manage potentially contentious interactions with varying negotiation strategies Strong interpersonal skills, including listening, verbal and written communication skills with the ability to communicate effectively with all levels of the Company, including senior level management Good presentation skills with experience interacting and presenting to colleagues/senior management Solutions focussed mind-set with the ability to develop creative approaches and solutions Ability to interact comfortably with colleagues/senior level management Able to manage multiple projects and priorities with excellent attention to detail. Highly motivated and results focused Highest degree of ethics and integrity in client focus MS office proficiency 15% travel Leading Self * Leading self - Focuses on how we lead ourselves and react to situations * Integrity & trust - Focuses on doing the right thing and taking personal responsibility Leading Others & Relationships Builds relationships & networks - Focuses on building diverse networks and accepting difference Collaborates - Focuses on sharing, supporting and being inclusive to achieve mutually beneficial outcomes Communicates & influences - Focuses on clear communication, influencing and negotiating Leading Results Client Excellence - Focuses on understanding and meeting the needs of internal and external clients for now and the future of a long term relationship Planning - Focuses on building plans and obtaining resources and ensuring alignment across teams and the business Drive for results - Focuses on performance and removing obstacles to achieve results Leading the Business Business Acumen - Focuses on analysing and solving problems Strategy - Focuses on strategic thinking and understanding broader context affecting Gallagher and the industry Innovation - Focuses on creative thinking, generating new ideas and embedding the necessary change #LI-KF1 Compensation and benefits We offer a competitive and comprehensive compensation package. The base salary range represents the anticipated low end and high end of the range for this position. The actual compensation will be influenced by a wide range of factors including, but not limited to previous experience, education, pay market/geography, complexity or scope, specialized skill set, lines of business/practice area, supply/demand, and scheduled hours. On top of a competitive salary, great teams and exciting career opportunities, we also offer a wide range of benefits. Below are the minimum core benefits you'll get, depending on your job level these benefits may improve: Medical/dental/vision plans, which start from day one! Life and accident insurance 401(K) and Roth options Tax-advantaged accounts (HSA, FSA) Educational expense reimbursement Paid parental leave Other benefits include: Digital mental health services (Talkspace) Flexible work hours (availability varies by office and job function) Training programs Gallagher Thrive program - elevating your health through challenges, workshops and digital fitness programs for your overall wellbeing Charitable matching gift program And more... The benefits summary above applies to fulltime positions. If you are not applying for a fulltime position, details about benefits will be provided during the selection process. We value inclusion and diversity Click Here to review our U.S. Eligibility Requirements Inclusion and diversity (I&D) is a core part of our business, and it's embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work. Gallagher embraces our employees' diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest. Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as "protected characteristics") by applicable federal, state, or local laws. Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business.

Head of M&A, Human Capital - North America The primary focus of the Head of Human Capital M&A is to drive growth, best-in-class advisory support, thought leadership, and innovation across a range of human capital issues related to merger & acquisition activity. This role is responsible for leading the global go-to-market strategy for Aon's Human Capital M&A consulting business for North America. This role will work in close partnership with colleagues in Aon's human capital business and with colleagues in Aon's Risk Capital M&A business to generate opportunities for our Human Capital consulting businesses (health, wealth, and talent). Additionally, the role will lead liaison with client relationship managers in Aon's Enterprise Client Group and Human Capital Aon Client Leadership teams to represent Aon's capabilities to be the trusted advisor for M&A activity. The position can be located in any or our main office locations in North America. Aon is in the business of better decisions At Aon, we shape decisions for the better to protect and enrich the lives of people around the world. As an organization, we are united through trust as one inclusive team and we are passionate about helping our colleagues and clients succeed. What the day will look like Providing growth leadership, setting the go-to-market direction and ensuring consistency in how we sell, service and manage global M&A projects. Close partnership with M&A team in Risk Capital and relationship management teams to drive sales pipeline for Human Capital M&A projects. Working with subject matter experts within the Human Capital consulting businesses to sell and deliver large projects. Leading the teams as player-coach. Will expect leader to be involved in sponsoring the largest bids/client relationships. Drive greater consulting and advisory capability and projects, leveraging best practices from each Solution Line. Partner with sub-regions to drive margin-accretive growth. Prioritizing resources and cases for biggest impact; leading Aon's response to large RFPs for M&A activity, and leveraging feedback to shape our evolving value proposition. Driving a connected Aon proposition: Working in close partnership with leaders of Human Capital and EMEA Head of Human Capital M&A to develop a joined-up Aon value proposition of M&A solutions for all segments. Encouraging all colleagues working on M&A projects to represent all of Aon (Human Capital and Risk Capital) as we bring our capabilities to the market. Develop and drive Aon's external and internal brand presence through events, thought leadership and education Skills and experience that will lead to success Proven track record leading large M&A projects and driving growth in a complex global environment. Exceptional influential leadership. Ability to work in a matrixed environment and drive collaboration. Proven track record of winning and building long-term and service-oriented relationships with large corporate clients. Deep understanding of Human Capital issues that are related to M&A activity-including legal restrictions, harmonization of programs and integration activities. Working knowledge of environment and trends and issues across different geographies. Ability to create and execute a strategy with a strong commercial lens. Exceptional communication skills to convey compelling messages across all levels and geographies. How we support our colleagues In addition to our comprehensive benefits package, we encourage an inclusive workforce. Plus, our agile environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two "Global Wellbeing Days" each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions for our colleagues as well. Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued. Aon values an innovative and inclusive workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace. Aon provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, domestic partner status, or other legally protected status. People with criminal history are encouraged to apply. We are committed to providing equal employment opportunities and fostering an inclusive workplace. If you require accommodation during the application or interview process, please let us know. You can request accommodations by emailing us at ReasonableAccommodations@Aon.com or your recruiter. We will work with you to meet your needs and ensure a fair and equitable experience. Aon does not accept unsolicited resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Aon hires that candidate. Nothing in this restricts management's right to assign or reassign duties and responsibilities to this job at any time. Pay Transparency Laws: The salary range for this position (intended for U.S. applicants) is $245,000 to $325,000 annually. The actual salary will vary based on the applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on the applicant's geographic location. This position is eligible to participate in one of Aon's annual incentive plans in addition to base salary. The amount of any incentive varies and is subject to the terms and conditions of the applicable incentive plan. Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; consideration for long-term incentive awards at Aon's discretion; medical, dental and vision insurance. This role does not accrue vacation. Rather, this role is eligible to take paid time off at the discretion of the employee and management in accordance with company policy and practices. Various other types of leaves of absence; paid sick leave as provided under state and local paid sick leave laws, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counselling sessions. Eligibility for benefits is governed by the applicable plan documents and policies. #li-kb3 2573300 Head of M&A, Human Capital - North America The primary focus of the Head of Human Capital M&A is to drive growth, best-in-class advisory support, thought leadership, and innovation across a range of human capital issues related to merger & acquisition activity. This role is responsible for leading the global go-to-market strategy for Aon's Human Capital M&A consulting business for North America. This role will work in close partnership with colleagues in Aon's human capital business and with colleagues in Aon's Risk Capital M&A business to generate opportunities for our Human Capital consulting businesses (health, wealth, and talent). Additionally, the role will lead liaison with client relationship managers in Aon's Enterprise Client Group and Human Capital Aon Client Leadership teams to represent Aon's capabilities to be the trusted advisor for M&A activity. The position can be located in any or our main office locations in North America. Aon is in the business of better decisions At Aon, we shape decisions for the better to protect and enrich the lives of people around the world. As an organization, we are united through trust as one inclusive team and we are passionate about helping our colleagues and clients succeed. What the day will look like Providing growth leadership, setting the go-to-market direction and ensuring consistency in how we sell, service and manage global M&A projects. Close partnership with M&A team in Risk Capital and relationship management teams to drive sales pipeline for Human Capital M&A projects. Working with subject matter experts within the Human Capital consulting businesses to sell and deliver large projects. Leading the teams as player-coach. Will expect leader to be involved in sponsoring the largest bids/client relationships. Drive greater consulting and advisory capability and projects, leveraging best practices from each Solution Line. Partner with sub-regions to drive margin-accretive growth. Prioritizing resources and cases for biggest impact; leading Aon's response to large RFPs for M&A activity, and leveraging feedback to shape our evolving value proposition. Driving a connected Aon proposition: Working in close partnership with leaders of Human Capital and EMEA Head of Human Capital M&A to develop a joined-up Aon value proposition of M&A solutions for all segments. Encouraging all colleagues working on M&A projects to represent all of Aon (Human Capital and Risk Capital) as we bring our capabilities to the market. Develop and drive Aon's external and internal brand presence through events, thought leadership and education Skills and experience that will lead to success Proven track record leading large M&A projects and driving growth in a complex global environment. Exceptional influential leadership. Ability to work in a matrixed environment and drive collaboration. Proven track record of winning and building long-term and service-oriented relationships with large corporate clients. Deep understanding of Human Capital issues that are related to M&A activity-including legal restrictions, harmonization of programs and integration activities. Working knowledge of environment and trends and issues across different geographies. Ability to create and execute a strategy with a strong commercial lens. Exceptional communication skills to convey compelling messages across all levels and geographies. How we support our colleagues In addition to our comprehensive benefits package, we encourage an inclusive workforce. Plus, our agile environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two "Global Wellbeing Days" each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions for our colleagues as well. Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued. Aon values an innovative and inclusive workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace. Aon provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, domestic partner status, or other legally protected status. People with criminal history are encouraged to apply. We are committed to providing equal employment opportunities and fostering an inclusive workplace. If you require accommodation during the application or interview process, please let us know. You can request accommodations by emailing us at ReasonableAccommodations@Aon.com or your recruiter. We will work with you to meet your needs and ensure a fair and equitable experience. Aon does not accept unsolicited resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Aon hires that candidate. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. Pay Transparency Laws: The salary range for this position (intended for U.S. applicants) is $245,000 to $325,000 annually. The actual salary will vary based on the applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on the applicant's geographic location. This position is eligible to participate in one of Aon's annual incentive plans in addition to base salary. The amount of any incentive varies and is subject to the terms and conditions of the applicable incentive plan. Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; consideration for long-term incentive awards at Aon's discretion; medical, dental and vision insurance. This role does not accrue vacation. Rather, this role is eligible to take paid time off at the discretion of the employee and management in accordance with company policy and practices. Various other types of leaves of absence; paid sick leave as provided under state and local paid sick leave laws, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counselling sessions. Eligibility for benefits is governed by the applicable plan documents and policies. #li-kb3

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

Why Join AngelList We're solving some of the hardest problems in venture capital and private markets. You'll work with a team that values precision, urgency, and long-term thinking. If you want to shape how startups are funded and built, this is the place. About AngelList We exist to accelerate innovation by increasing the number of successful startups in the world. We do this by building the financial infrastructure that makes it easier for more people to invest in world-changing companies. AngelList is the nexus of venture capital and the startup community. We support $124B+ in assets and have powered investments into over 12,000 startups-over 300 of which are unicorns. Today, 57% of top-tier U.S. VC deals involve investors on AngelList. While our scale is large, our ambition is larger. If you're excited to build the future of private markets, come build with us. Why This Role? You won't just be filling roles - you'll be shaping the future of AngelList by identifying, engaging, and hiring standout talent that drives our business forward. We aren't about rapid growth; instead, we've been walking-the-walk on talent density before it was cool to do so. In this position you'll report directly to the CEO and play a key role in defining our talent strategy, org design, talent brand, and employer value proposition. What you'll do: Design and implement strategies that support AngelList's mission and growth objectives Plan, manage, and grow Talent team to deliver on hiring plan; hire top talent for key roles Uphold, and train others to see and uphold, a high talent bar Elevate practices and ownership for "always be recruiting mindset" across the organization Crystalize and socialize the AngelList talent brand internally and in the market Lead by example as a high-impact, low-ego contributor on our lean, focused team Ideal Background: Director-to-executive-level operator from a reputationally strong and operationally complex high-growth company Experience in complex (and ideally highly-technical) environments that have precise hiring requirements and have built elite engineering teams. Has managed teams of significant size and yet prefers small teams and to be hands-on or close to the work Prior experience with elite Talent brands during key periods of growth Why This Role is Unique: Strong bones to Talent function Team unified around talent density principles Executive leadership role reporting to CEO Strong peer group with executives that are bullish on and supportive of talent Green-field opportunity to crystalize and share the AngelList Talent brand If you don't tick every box above, we'd still encourage you to apply. We're building a diverse team whose skills balance and complement one another. AngelList has offices in two hub cities: San Francisco and New York City that you can choose to work from. We're focused on hiring within these hubs and people hired from these hub offices are expected to come into the office twice per week (Tuesdays and choice between Wednesday or Thursday). Compensation: The compensation for this role consists of a competitive base salary, benefits, and equity package. The base salary for this role is $250,000+ annually but actual will vary based on a number of factors including a candidate's professional background, experience, and location. Additional details about our Total Rewards package will be provided during the recruitment process. Benefits: We support our employees in their lives both inside and outside of work. *See additional detail on our benefits here: *********************************** *Learn about our Funders & Founders Program here: *************************** Working at AngelList: At AngelList, we are united in our purpose to accelerate innovation and build the future of private markets. Our beliefs and values shape how we work, collaborate, and create impact. If the below resonate, we'd love to have you with us. *Beliefs: ************************** *Values & Leadership Expectations: ************************* AngelList is an equal opportunity employer and we value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

About us Zara offers the latest fashion trends for all. An international brand with stores in the main cities of the world and online. Our business model is centered in our customers, constantly adapting to their needs. We love what we do. Teamwork, passion, curiosity, diversity, sustainability, creativity and humility are our daily motivation. Does it sound like you? Maybe you are a Zara person. Key Responsibilities - Definition and monitoring/control of budgeted hours and productivity. Analysis of HR ratios: rotation, absenteeism, etc. - Ensuring compliance with the company's wage policy to guarantee that it is consistent with the market and aligned with corporate policy - Managing social relations while respecting the country's labor context and in line with the Group's policies and strategies - Overseeing and guaranteeing compliance with Health & Safety regulations to ensure safety in the stores - Guaranteeing openings, from the good selection of teams to proper reception and training. Visiting stores to support sales through compliance with HR policies and the support and monitoring of the area team - Ensuring that candidate selection processes are conducted in an optimal manner in cooperation with the Recruitment Team - Coordinating training to guarantee the good evaluation and development of store staff with a view to ensuring a workforce made up of professionals suited to the company's needs. - Development and implementation of the projects required to foster internal promotion - Being an ambassador for the corporate culture through internal and external communication aligned with the Group's Corporate policy, to safeguard our employer brand. Establishing measures for analyzing and improving the work environment - Organizing the tasks and responsibilities of the members of their team to ensure optimal results - Aligning HR goals and strategies, especially with Retail director Qualifications - Must have 3+years of managerial experience - Human Resources certification or the equivalent studies preferred - High level of IT skills (Ms Excel) - Highly organized and able to work in fast paced environment - Results oriented with strong communications skills - Must be a self-starter with the ability to manage multiple projects at one time - Ability to motivate others - Analytical and problem-solving skills - Self-motivated, self-disciplined, proactiveness, and forward-looking approach - Flexible to travel, autonomy, and adaptation to change - People orientated - Strong conflict management skills - Bilingual Spanish preferred What we offer In addition to a competitive salary, you will also receive 25% discount to buy the latest trends in any of our brands and a variety benefit package where you can find a wide range of discounts. Our internal talent is our greatest asset, and we are proud of offering internal promotion programs where you will find opportunities to grow, e-learning and training programs as well as social projects to get involved and contribute to a better society, and much more! Annual compensation range: $105,000 - $120,000 + discretionary bonus * Zara, in good faith, believes that this posted rate of compensation is the accurate range for this role at this location at the time of this posting. This range may be modified in the future. Actual compensation within that range will be dependent upon the individual's skills, experience, qualifications, and applicable laws. Zara USA, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, sexual orientation, gender, gender identity, gender expression, disability, age, citizenship status, veteran status or any other characteristic protected by applicable federal, state or local laws. EOE/DFW

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

About WFS Join our Worldwide Flight Services family and contribute to the timely delivery of cargo shipment, luggage, business to customer delivery, and on-time flights while operating safely and securely. We perform at the highest level for our customers every day and strive to be an exceptional leader in our industry with our teams of cargo, passenger, ramp handling, and technical service experts in 164 airport locations, 18 countries, and on 5 continents. Are you ready to take off on your next career with us? Job Summary The Compliance Manager, HR Administration is responsible for ensuring the organization adheres to laws, regulations, and internal policies specifically around payroll, employment tax, and compensation. Responsibilities Supports VP, HR Administration in creating, implementing and updating compliance policies and procedures to ensure adherence to legal and regulatory requirements. This includes researching relevant laws and consulting with various departments/operation to draft clear and actionable policies. Responsible for development of Standard Operating Procedures (SOP) for new policies and processes established by this role. Ensure Standard Operating Procedures (SOP) are in place for all departments. Parter with payroll, time and attendance teams to support the Lines of Business operation to ensure best practices are in place and utilized for pay practices. Work with HRIS and Time and Attendance teams to ensure quarterly system access review has been completed Owner of yearend process meeting and maintenance of checklist responsibilities Leads investigations into potential compliance breaches, works with stakeholders to address issues and develop preventive steps for the future. Monitor and stay current with changes in laws and regulations to but not limited to federal, state and local wage and hour, port authority, HTA and union. Regularly reviews and performs auditing practices for payroll, tax, timekeeping, and compensation to evaluate the effectiveness of current processes, identify gaps, and ensure the organization meets compliance standards. Develop and administer training to educate department heads and teams about compliance policies, regulatory standards, and changes. Primary audit liaison with regulatory bodies; provides support on special projects and issue resolution. Minimum Requirements 10+ years of payroll experience Bachelor's degree in business, law, finance or related field FPC, CPP or CCEP certification required Preferred Skills Policy development Compliance research/monitoring Training development Regulatory knowledge Analytical Skills Attention to detail Strong communication skills Physical Requirements/Working Conditions Remain in a stationary position 50% of the time. Occasionally move about inside the office to access file cabinets, office machinery, etc. Constantly operates a computer and other office productivity machinery such as a calculator, copy machine and computer printer. Walk short distances. Reach above and/or below shoulder. Handle/grasp documents or office equipment. Sit and/or stand for short or extended periods of time. Lift/carry/move objects, files and documents up to 10 pounds. Work in an office environment using standard office equipment. Talk, listen, and speak clearly on telephone. Maintain regular and punctual attendance consistent with the ADA, FMLA, and other federal, state, and local standards. Perks & Benefits Want your pay in advance? Access your pay when you need it through DailyPay app! Are you a top performer who thrives on recognition? On the spot awards offered through the Awardco Platform including gift cards and more! Need quality medical care? Multiple options for both full and part-time employees! Want WFS Employee Extras? Travel Discounts, Pet insurance, Discount Shopping & More! Looking to stay healthy and improve your life? Wellness Programs offered to all employees! Want to invest in your future? 401k program offered! Looking to grow and have a career with us? Opportunity for Internal Mobility and transfers available! WFS is an equal opportunity employer committed to employment equity and inclusion. We accept applications from all qualified individuals.

We are working with a growing homecare agency who is looking for a HR Generalist. This role will: oversee recruiting and retention manage benefits handle worker compensation manage unemployment support changes to health insurance oversee 401k Benefits include health insurance, dental/vision insurance, 401k with a 4% company match, and paid holidays/vacation time #This role is onsite daily

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

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

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

A K-8 Charter Management Organization in New York seeks a Chief Talent & Human Resources Officer to architect their people strategy in service of student achievement and organizational sustainability. This senior executive will influence instructional quality and workforce stability. The ideal candidate brings over 10 years of experience in talent management, with a strong background in K-12 education and human resources best practices. The role offers a competitive salary of $225,000 - $250,000 along with health benefits and a supportive work environment. #J-18808-Ljbffr

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.

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.

Become a key member in a global team focused on strengthening operational resilience. Global Human Resources (HR) Business Resiliency's mission is to continuously improve our businesses' ability to provide outstanding products and services to our customers in the event of any disruption. As a Business Resiliency Manager in the HR Business Resiliency team, you will report to the Head of Global HR Business Resiliency and provide guidance and governance as business stakeholders develop their Business Resiliency Plans and related artifacts in accordance with JPMorgan Chase Firm-Wide Business Resiliency (FBR) Standards. You will partner with process owners to ensure that effective and compliant resiliency plans are documented and tested so HR operations will continue with minimal impact during any disruptive event. Additionally, you will work across multiple levels within the organization to identify, socialize and mitigate resiliency related risks. You will play a key role in fostering an inclusive team environment that inspires trust and development. Job responsibilities Maintain an alert posture on local, regional, and global crisis incidents identified and communicated by the Global Security Operations Center Support local and regional stakeholders in coordinating the response to incidents, assist in communication as needed, and completing after action review reports Establish and maintain proficiency in Business Resiliency to ensure consistency in program execution and confident direction to stakeholders while building knowledge of the supported HR functions Meet FBR standards of required content and renewals of HR resiliency documents (e.g., Business Resiliency Plans (BRP)) Lead and coordinate business participation and completion of resiliency testing as required by HR objectives and FBR standards (e.g., tabletop exercises, physical testing, etc.) Coordinate resiliency activities required by local and regional regulatory authorities (e.g., plan remediation, testing requirements, compliance reporting) Identify and deliver on opportunities to strengthen resiliency through scrutiny of plans, open communication and by driving solutions with team members and HR function owners Promote the resiliency program by communicating policy or system changes clearly and concisely offering additional support, as needed Advocate for business stakeholders to inform the resiliency program where there are opportunities for improvement Lead department centric projects that align with strengths or areas of interest for an opportunity to develop new skills and achieve important team objectives Required qualifications, capabilities and skills Bachelor's degree or equivalent relevant professional experience 7+ years of relevant experience in business resiliency and/or incident management Financial industry and/or business continuity work experience Detail oriented with superior project management and organization skills Clear and concise verbal and written communication to various levels in the organization Flexibility to work well both as an individual and as part of a team Attested track record of working to deadlines, delivering results, with accountability and responsibility for independent workload Relationship building and networking across firm's functions and geographies to expand influence, knowledge, and collaboration with senior leadership Creates and promotes a culture of continuous process improvement with a risk and controls mindset Ability to handle pressure situations and lead/assist with crisis management when needed Must be available to support the business during disruptive events which span evenings, weekends and holidays Preferred qualifications, capabilities and skills Business continuity and/or crisis management experience (accreditations are favorable e.g., Certified Business Continuity Professional (CBCP)) 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.

LIM College - The Business of Fashion & Lifestyle is currently seeking candidates for the position of Vice President of Human Resources. About LIM College LIM College is where business, creativity, and industry innovation meet. Located in the heart of New York City one of the world's most influential fashion, retail, and lifestyle hubs LIM has been shaping future leaders since 1939. With a signature blend of academic excellence and hands-on experience, the College is nationally recognized for preparing students to thrive in the fashion and lifestyle industries. What sets LIM College apart is our strong industry partnerships, career-focused curriculum, and commitment to real-world learning. Students gain unparalleled access to internships, career development programs, and faculty who bring deep professional expertise directly into the classroom. LIM offers undergraduate, graduate, and online programs, all grounded in the business of fashion and its related sectors. LIM College is dynamic, collaborative, and student-centered. Our faculty and staff work together to create a supportive, engaging, and forward-thinking environment. As we continue to grow and evolve to meet the changing needs of higher education and the industries we serve, we seek leaders who are energized by innovation, motivated by impact, and ready to help shape the next chapter of LIM's legacy. Position Summary: LIM College is seeking an inspiring, forward-thinking Vice President of Human Resources to shape the future of our institution and lead the strategies that support our most important asset-our people. This high-impact executive role reports directly to the Executive Vice President of Finance and Operations and Treasurer and serves as the chief HR advisor to senior leadership, influencing decision-making at the highest levels of the College. The ideal candidate will be a seasoned HR executive with a minimum of 10 years of progressive HR leadership experience, including at least five years in a senior or executive-level role, ideally within higher education or another complex organizational environment. A Bachelor's degree in Human Resources, Business Administration, or a related field is required. This role demands exceptional judgment, deep knowledge of HR laws and best practices, and a strong track record of leading organizational change with professionalism, credibility, and strategic insight. As the VP of HR, you will oversee the full employee lifecycle including talent acquisition, onboarding, performance management, professional development, and long-term retention. You will modernize compensation and benefits programs, ensure compliance with employment regulations, and enhance HR operations through improved processes, policies, and effective use of HR technology. A core focus of this role is cultivating and sustaining a workplace culture that is collaborative, respectful, and high-performing. You will partner closely with faculty, staff, and leadership to strengthen communication, guide employee relations, and coach managers as they lead their teams. You will play a key role in workforce planning, succession planning, and institutional initiatives requiring HR leadership. Additionally, you will leverage HR systems, data, and analytics to inform decisions, measure progress, and support short- and long-term institutional planning. As a visible campus leader, you will collaborate across departments and contribute to committees that advance LIM College's mission and long-range success. SALARY RANGE: $140,000 - $150,000/Annually Requirements: * Bachelor's degree in Human Resources, Business Administration, or related field required * Minimum of 10 years of progressive HR leadership experience * At least 5 years in a senior or executive-level HR role * Higher education experience strongly preferred * Extensive knowledge of HR laws, regulations, and best practices * Strong communication, leadership, and relationship-building skills * Demonstrated ability to lead organizational change and support institutional goals Why Work at LIM College? * High-impact leadership role with campus-wide influence * Collaborative, mission-driven environment focused on student and employee success * Opportunity to shape HR strategy and drive meaningful organizational growth * Competitive compensation and benefits package How to Apply Submit your resume and cover letter to LIM College's Career Page and addressed to Michael Donohue, Executive Vice President of Finance and Operations, Treasurer (***********************).

Description Director, HR Operations OverviewReporting to the VP, Human Resources, the Director, HR Operations is a central, high-impact member of the HR team. Bringing a strong operational mindset and a passion for identifying and addressing inefficiencies, the person in this role serves as the organizational lead for compensation & benefits administration, HR policy administration, employee data systems, and compliance such as onboarding, employment verification and leaves of absence. This position will also lead and support the development of one operations support role. Key ResponsibilitiesHR Systems, Data & Analytics Oversee the integrity, accuracy, and compliance of all HR data within the Human Resources Information System (HRIS) and ancillary HR systems. Manage the regular generation of scheduled reports and develop custom reports and strategic dashboards to provide key stakeholders with actionable data for decision-making. Administer and maintain system codes, tables, workflows, and custom fields within HR systems. Lead system/process improvement initiatives and create innovative solutions, maintaining up-to-date documentation of all current HR operations processes and procedures. Manage the seamless flow of data between the HRIS and external vendors, monitoring weekly interfaces to ensure accuracy of demographic and enrollment data. Manage the timely and accurate processing of all employee changes (e.g., new hires, terminations, leaves) in applicable HR systems. Ensure compliance with data privacy and security regulations, maintaining confidentiality and integrity of sensitive HR data. Oversee employee records management, including digital employee folders and secure documentation processes, as well as managing and ensuring employee data integrity in our HRIS. Lead headcount management, including organizational charts and workforce planning documentation. Compensation, Benefits & Operations Manage the administration of New York Public Radio's employee benefits and compensation programs, including health and welfare plans and retirement plans. Lead the annual open enrollment process for union and non union staff. Develop and implement comprehensive benefits education opportunities to promote understanding and plan utilization. Partner with benefits brokers and vendors to ensure data accuracy, timely enrollments, and ongoing plan compliance, ensuring offerings are comprehensive, competitive and high-quality. Manage New York Public Radio's wellness program, including budget management and the scheduling of all related events. Oversee the review of monthly benefits invoices for accuracy, coordinating directly with carriers to identify and reconcile discrepancies. Manage employee leaves of absence, ADA accommodation requests, and workers' compensation claims; process unemployment claims as needed. Manage the process for responding to complex or escalated employee inquiries regarding benefits, internal policies, and procedures. Track and manage employee leaves of absence, ensuring coordination with payroll, benefits continuation, and compliance with applicable policies Design, implement and continuously improve compensation frameworks and benefit programs. Update compensation ranges and benchmarks as needed Provide guidance and level/compensation recommendations for new hires, promotions and adjustments Oversee the operational logistics of the company's performance, promotion, and bonus review processes. Oversee and manage the new hire onboarding and orientation experience to ensure a seamless integration for all new employees. Maintain HR documentation, including employee handbooks, policies, and procedural guides, ensuring they reflect company values and are easy to access and understand. Lead regular audits to ensure data integrity, accuracy, and regulatory compliance across all HR operational areas. Anticipate and adequately prepare the organization for regulatory changes (labor law, benefits, union requirements) that impact staff. Oversee the accurate and timely generation of offer letters for new hires. Payroll Coordination Serve as a liaison between the HR and Finance to ensure accurate and timely bi-weekly payroll processing and benefit deductions for union and non union staff. Audit employee data for payroll accuracy, manage corrections, and respond to discrepancies or escalations. Maintain a clear calendar of payroll and benefits deadlines, ensuring all stakeholders are aligned and deliverables met. Qualifications At least 10 years' experience in Human Resources, with a strong HRIS, compensation and benefits administration background In depth knowledge of relevant human resources policies, regulations, principles, procedures and legislative provisions governing benefits, hiring, equal employment opportunity and administration required High level of proficiency in Google Suite, Microsoft Office, and Excel, including formulas, VLOOKUP and pivot tables Previous experience coaching and developing direct reports Exceptional analytical, written, and verbal communication skills Confidence and courage to effectively engage in and manage conflict without compromising relationships High level of comfort presenting complex information to a variety of audiences. The ability to work on and prioritize multiple tasks, self-manage and deliver high quality work product Demonstrated discretion when working with confidential information Highly organized, detail-oriented, and data-driven, with the ability to manage multiple priorities in a fast-paced, evolving environment. Demonstrated ability to lead and champion process improvement initiatives Experience evaluating and implementing emerging HR technologies (automation, analytics, and employee self service platforms) preferred Experience working in and supporting a unionized employee population preferred Additional Information The salary range for this position is $120,000 - $140,000 annually. The exact salary offered within this range is determined by skills, experience and organizational pay equity. NYPR offers excellent medical, dental, and vision insurance, vacation, and sick time as well as inclusive paid family leave. The role is based in New York City, and the Director, HR Operations is expected to work onsite at NYPR's SoHo headquarters at least 2 days per week.Commitment to Diversity, Equity & InclusionNew York Public Radio is committed to diversity, equity, and inclusion. We continuously strive to place our employees at the center of our thinking and elevate inclusive practices to develop and support a more engaged and productive workforce. Our journalism and operations in the service of that journalism benefit from a broad range of perspectives, from all backgrounds, at all levels of the organization. Diversity is essential to honest, authentic, accurate storytelling and reportage; creating an institution in which all voices are encouraged, valued, and heard.Equal OpportunityNew York Public Radio is an equal opportunity employer committed to achieving the goal of equal employment opportunity for all. Applicants and employees are considered and evaluated for positions without regard to mental or physical disability, race, creed, color, religion, gender, national origin, citizenship status, age, genetic information, military or veteran status, sexual orientation, marital status, employment status or any protected federal, state or local status unrelated to the performance of the work involved.

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 ****************************