Human resources business partner jobs in Pawtucket, RI

Robert Half is proud to partner with a highly respected client seeking an experienced Human Resources & Payroll Manager to join their team. This is a fantastic opportunity for a motivated professional who enjoys wearing multiple hats and thrives in a people-focused, fast-moving environment. In this role, you will oversee the full spectrum of HR and payroll functions, ensuring seamless processes and a positive employee experience. You'll develop and implement HR policies that align with company objectives and compliance requirements, manage full-cycle recruitment and onboarding, and play a key role in employee relations and performance management. Acting as a trusted resource to both employees and leadership, you'll also coordinate training initiatives to support professional growth and organizational development. On the payroll side, you'll take ownership of accurate and timely processing, manage benefits administration, and ensure adherence to all wage, tax, and reporting regulations. You'll analyze payroll data to identify trends and continuously look for ways to streamline and enhance efficiency. Staying current on employment laws and compliance standards will be critical as you support audits and maintain meticulous records. The ideal candidate will bring a bachelor's degree in Human Resources, Business Administration, or a related field, along with proven experience managing both HR and payroll functions. A strong understanding of employment laws, HR best practices, and attention to detail are essential for success in this role. If you're a hands-on HR professional with a passion for people, process improvement, and operational excellence, this is an outstanding opportunity to make a meaningful impact with a great organization.

Pay from $120,000 to $165,000 per year Plainfield, Connecticut 113 Plainfield Pike Road, Plainfield, CT 06374 New hires earn a $5,000 bonus! Join Uline as we expand our operations in Connecticut! Be part of something big - right from the start. Uline is opening a new 1.2 million-square-foot warehouse in Plainfield, Connecticut, and we're looking for a hands-on Human Resources Manager to help staff it from the ground up. If you're ready to roll up your sleeves, grow a team and make a real impact, this is your opportunity! Careers Packed with Potential. Backed by 45+ years of success, Uline offers opportunities to grow your career with stability you can count on. Position Responsibilities Lead HR operations for 200+ warehouse, facilities and office employees. Build, coach and develop a high-performing HR team to support staffing a new facility. Collaborate with leadership on hiring, performance management, employee relations and engagement. Guide performance conversations to help maintain a positive, productive workplace. Minimum Requirements Bachelor's degree in human resources, business or related field. 7+ years of HR and talent acquisition experience, including previous management experience. Experience in Microsoft Office and applicant tracking systems (ATS) - Workday knowledge a plus. Knowledgeable of federal and Connecticut labor and employment laws. Strong recruiting background, especially in high-growth, shift or warehouse settings. Extended travel for initial training at Uline's North American locations. Benefits Complete health insurance coverage and 401(k) with 6% employer match that starts day one! Multiple bonus programs. Paid holidays and generous paid time off. Tuition Assistance Program that covers professional continuing education. Employee Perks Best-in-class, clean, modern facilities. First-class fitness center. About Uline Uline, a family-owned company, is North America's leading distributor of shipping, industrial, and packaging materials with over 9,000 employees across 14 locations. Uline is a drug-free workplace. All new hires must complete a pre-employment hair follicle drug screening. All positions are on-site. EEO/AA Employer/Vet/Disabled ()

At Chewy, we strive to be the most trusted and convenient online destination for pet parents and our partners - vets and service providers - alike. Our success is measured by the happiness of the people and pets we serve, not simply by the amount of pet supplies we deliver. That's why we continue to think outside the Chewy box to delight, surprise, and thank our loyal pet lovers! Our Opportunity The leader of HR Product Management will be the enterprise product leader for HR transformation. They will establish the way HR functions as a modern product organization. They will drive a unified HR product roadmap that connects people, process, technology, and experience. This leader will partner across HR, Technology, and Business functions to transform how HR operates, delivers programs, and supports employees and leaders. The role will be ultimately responsible for the orchestration of an end-to-end HR ecosystem that is AI-enabled, data-driven, and operationally scalable. What You'll Do Define and lead the HR product vision and enterprise roadmap that unifies all transformation initiatives across the four pillars: HR operating model redesign, COE program alignment, technology, and change leadership. Align all HR Centers of Excellence (e.g., Talent Management, Compensation, Workforce Planning, Engagement) around a unified, transparent roadmap built through a product-driven, experience-first approach-underpinned by a governance model that seamlessly integrates roadmap priorities, technology enablement, and AI capabilities to deliver measurable enterprise outcomes. Champion transformation by embedding generative, predictive, and agentic AI into HR programs, workflows, and employee experiences. Collaborate with the AI Advisory Board and HR Technology to ensure responsible and effective AI integration. Instill a product perspective across HR leadership, helping COEs, HRBPs, and shared-services teams adopt results-focused, data-informed methods to build and deliver programs. Mentor a small, high-impact team of product, analytics, and change professionals as the function matures. Partner with Technology, People Analytics, and Data Science teams to translate business and workforce strategy into scalable solutions that support decision-making and self-service. Partner with the Director of HR Technology to align product and technical roadmaps. Ensure HR Product defines priorities and desired outcomes. The HR digital solutions team manages delivery, technical execution, and KTLO. Together, guide technology investments toward high-value, experience-led outcomes that advance the enterprise HR strategy. Drive measurable impact through product benchmarks such as adoption, engagement, service efficiency, and workforce effectiveness. Establish data-driven governance and a continuous feedback and improvement loop to monitor progress, find opportunities for enhancement, and sustain transformation outcomes over time. Serve as the connective leader across transformation governance, ensuring alignment among HR Strategy, COEs, HR Technology, Change Enablement, and Business Units. What You'll Need 10-15 years of experience in HR transformation, product management, or enterprise program leadership, with 5+ years in a senior or director-level capacity. Proven ability to lead large-scale, multi-pillar transformation programs that integrate strategy, process, and technology. Deep understanding of HR domains such as talent management, compensation, organizational design, workforce planning, and employee experience. Demonstrated success embedding AI and analytics into HR products, programs, and operating models to drive automation, personalization, and strategic decision-making. Skilled in agile product management, roadmap governance, and collaborator alignment across complex, matrixed organizations. Exceptional executive communication skills and the ability to translate technical and operational concepts into strategic narratives. Bachelor's degree required; advanced degree (MBA or related) preferred. The specific salary offered to a candidate may be influenced by a variety of factors including but not limited to the candidate's relevant experience, education, and work location. In addition, this position is eligible for 401k, an annual bonus potential, new hire and annual equity grant. We offer different types of insurance, such as medical/Rx, vision, dental, life, disability, hospital indemnity, critical illness, and accident. We offer parental leave, family services benefits, backup dependent care, flexible spending accounts, telemedicine, pet adoption reimbursement, employee assistance program, and many discounts including 10% off pet insurance and 20% off at Chewy.com. Salaried-exempt team members have unlimited PTO, subject to manager approval. Team members will receive six paid holidays per year. Team members may be eligible for paid sick and family leave in compliance with applicable state and local regulations. Base Salary Range$204,500-$325,500 USD Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

About Tufts Medical Center Tufts Medical Center is a world-renowned academic medical center that has been providing exceptional care across New England for over two centuries. Our clinicians are dedicated to delivering innovative, patient-centered care every day, from our primary care to our Level I Trauma Center to our leading heart transplant program and over 100 specialties and services. We are also the principal teaching hospital for Tufts University School of Medicine and a leading research institution that conducts game-changing medical and health policy research. Location: Onsite at Tufts Medical Center Boston, MA Job Overview The Vice President (VP) of Human Resources (HR) Academic Medical Center will serve as the senior-most HR executive on-site at Tufts Medical Center (TMC), reporting directly to the Corporate CHRO of Tufts Medicine with a matrixed reporting to the TMC President. As the strategic HR leader for the site, the VP will oversee a high-impact team and manage core HR functions including the HR Business Partner (HRBP) team. This role also holds matrixed oversight of the local Employee and Labor Relations (ER/LR) to ensure close coordination and alignment with the HR COE leaders. The VP will serve as a key member of the Tufts Medical Center executive leadership team and will play a critical role in shaping and executing the HR strategy in alignment with both site-specific and system-wide goals. The VP will ensure cohesive collaboration across all HR functions, driving consistency, excellence, and a people-first culture across the site. Job Description Minimum Qualifications: 1. Master's degree in Human Resources, Organizational Development, Business Administration, or a related field. 2. Ten (10) years of progressive HR leadership experience, including five (5) years in a senior HR role within healthcare, academic, or similarly complex environments. 3. Experience with large-scale transformation, including cultural change, mergers and acquisitions or system integration with a focus on building a positive, engaged workplace culture. Preferred Qualifications: 1. Fifteen (15) years of progressive HR leadership experience, including seven (7) years in a senior HR role within healthcare, academic, or similarly complex environments. 2. Human resources professional certifications (e.g., SHRM-SCP, SPHR) strongly preferred. Duties and Responsibilities: The duties and responsibilities listed below are intended to describe the general nature of work and are not intended to be an all-inclusive list. Other duties and responsibilities may be assigned. 1. Provides executive HR leadership, strategic direction, and day-to-day oversight of site-specific HR operations. 2. Acts as a trusted advisor to the Tufts Medical Center President and senior leadership team on all human capital matters, contributing to organizational planning and strategic execution. 3. Leads and manages the HRBP team, ensuring alignment of HR strategy with operational and clinical goals at the site. 4. Responsible for successfully onboarding and assimilating senior leaders into complex organizations, including providing strategic guidance on culture, stakeholder relationships, and team integration. 5. Provides matrixed oversight of the local Employee & Labor Relations and Leave Administration functions, ensuring best practices, legal compliance, and consistency across the site. 6. Drives collaboration and matrixed alignment with Corporate HR COEs (Talent Management, Talent Acquisition, Compensation, Benefits, etc.) to execute integrated, best-in-class HR solutions. 7. Builds strong working relationships with other Tufts Medicine site executives and COEs to promote a consistent, high-performing organizational culture across the system. 8. Champions engagement and belonging initiatives in partnership with HR partners. 9. Fosters talent development and succession planning at the site, in coordination with the Talent Management COE. 10. Partners with the Talent Acquisition COE to support local workforce planning and recruitment efforts. 11. Uses workforce analytics and data to inform strategic decisions, measure HR effectiveness, and drive continuous improvement. 12. Maintains strong knowledge of applicable federal, state, and local laws, as well as collective bargaining agreements, and ensure compliance in all aspects of HR. 13. Acts as a key leader in change management initiatives, including restructuring, integration, and cultural transformation efforts. 14. Models and promotes the values of Tufts Medicine, reinforcing a culture of respect, accountability, and excellence. Physical Requirements: 1. Professional office environment with typical office requirements such as computers, phones, photocopiers, filing cabinets, etc. 2. This is largely a sedentary role, which involves sitting most of the time, but may involve movements such as walking, standing, reaching, ascending / descending stairs and operating office equipment. 3. Frequently required to speak, hear, communicate, and exchange information. 4. Able to see and read computer displays, read fine print, and/or normal type size print and distinguish letters, numbers, and symbols. 5. Occasionally lift and/or move up to 25 pounds. Skills & Abilities: 1. Executive presence with strong interpersonal, communication, and relationship-building skills. 2. Experience successfully onboarding and assimilating senior leaders into complex organizations, including providing strategic guidance on culture, stakeholder relationships, and team integration. 3. Experience working in unionized environments, with an understanding of the dynamics of labor relations and collaboration with represented employees. 4. Proven ability to manage HR operations in complex, matrixed organizations. 5. Collaborative leadership style with demonstrated success working across corporate and site teams. 6. Strategic thinker with a data-informed approach to solving organizational challenges. 7. Strong business acumen with the ability to connect HR strategy to operational success. 8. Adept at managing through ambiguity, complexity, and organizational change. 9. Experience driving engagement, belonging, and leadership development initiatives. 10. Commitment to service excellence and continuous improvement in the employee experience. Job Profile Summary This role focuses on supporting the design, development, and implementation of human resource programs and policies, including recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management & organization development and employee/labor relations. In addition, this role focuses on performing the following Human Resources Leadership duties: Controls, directs, and participates in the activities of the organization through a hierarchy of managers and supervisors. Responsibilities also include long-term strategic planning, determining the policies of the organization, and allocating its resources and making decisions regarding organization growth and diversification to accomplish entity's vision. An executive role that provides strategic vision and/or tactical/strategic direction across multiple teams with the majority of time spent on overseeing area of responsibility and directing the responsibilities of employees. Goal achievement is typically accomplished through performance of direct and/or indirect reports. An entity sub-function head role accountable to establish and implement strategies that have short to mid-term (1-3 years) impact on business results in alignment with function objectives. Leads multiple teams of directors/senior managers and managers and develops short to mid-term (1-3 years) plans for optimizing the function or sub-function and the talent required to execute strategies in job area. The salary range for this position is $275,000 to $350,000 annually. Actual compensation will be determined during the selection process and is based on a variety of factors, including but not limited to relevant experience, education, and internal equity. This leadership role also includes eligibility for our executive incentive plan, providing an additional performance-based compensation opportunity. Award opportunities are calculated as a percentage of your base salary and are paid out based on the achievement of approved goals and Tufts Medicine's overall performance. Beyond base pay, Tufts Medicine provides a comprehensive Total Rewards package that supports your health, financial security, and career growth-one of the many ways we invest in you so you can thrive both at work and outside of it. At Tufts Medicine, we view this investment not merely as compensation, but as recognition of the significant impact you will have as a leader in shaping our future.

SummaryJob Description We are the makers of possible BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it's no small feat. It takes the imagination and passion of all of us-from design and engineering to the manufacturing and marketing of our billions of MedTech products per year-to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you'll be supported to learn, grow and become your best self. Become a maker of possible with us. Opportunity: Vice President, HR - Surgery This position provides strategic HR Business Partner leadership and support to the Surgery business unit and operates as a trusted strategic advisor to the WWW President, Surgery. Additionally, partners with the President and WWLT in developing business plans and executing strategic initiatives and drives organizational design and development, organization effectiveness, and workforce planning. Creates and executes the people and talent strategy for Surgery based on business strategy. Leads a team of HR professionals and orchestrates the integrated delivery of HR support through the COEs, ASCs and corporate HR functions, while ensuring alignment with business needs and strategic objectives. Leads the effort towards creating a robust and diverse talent pipeline for key roles and guides the SURGERY leadership in creating a high-performance organization. The Vice President, HR - Surgery reports into the Senior Vice President, HR and Organizational Effectiveness. This role must be based (4 days per week) in BD's Surgery office in Warwick, Rhode Island. RESPONSIBILITIES: HR Business Leader: Organizational Effectiveness & Development Aligned with business, functional, and HR Strategy and KDGs, provides strategic HR business partnering support for Client Leaders, 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 stakeholders, 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. Talent Management & Acquisition Identifies opportunities and guides leaders to fill competency gaps through talent acquisition and talent development. Be the 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 (i.e. calibrate PxP at LT levels) 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. Compensation 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 Associate Engagement & Relations 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. HR Function Effectiveness 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 Strong Teams Operating Model Change Leader: Drive strategic clarity around the Operating Model with key stakeholders as part of BD 2030 Strategy Identify and raise awareness to key issues/processes where clarity or change is required to enable the Operating Model to be addressed at BDX-level Incorporate Strong Teams into Strategic Organizational Planning process to enable agility and empowerment to drive strategic objectives Ensure appropriate tie to The BD Way to influence behaviors that will predicts success of the model EXPERIENCE & EDUCATION: 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. The Company is currently operating under an office-first culture, which is defined as a minimum of four days per week in the office Monday through Thursday with flexible Fridays. Local or company policies may apply. BD may change your work arrangement based on business needs. This role will be based in Warwick, RI. 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. Required Skills Optional Skills . Primary Work LocationUSA RI - WarwickAdditional LocationsWork Shift

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. Opportunity: Vice President, HR - Surgery This position provides strategic HR Business Partner leadership and support to the Surgery business unit and operates as a trusted strategic advisor to the WWW President, Surgery. Additionally, partners with the President and WWLT in developing business plans and executing strategic initiatives and drives organizational design and development, organization effectiveness, and workforce planning. Creates and executes the people and talent strategy for Surgery based on business strategy. Leads a team of HR professionals and orchestrates the integrated delivery of HR support through the COEs, ASCs and corporate HR functions, while ensuring alignment with business needs and strategic objectives. Leads the effort towards creating a robust and diverse talent pipeline for key roles and guides the SURGERY leadership in creating a high-performance organization. The Vice President, HR - Surgery reports into the Senior Vice President, HR and Organizational Effectiveness. This role must be based (4 days per week) in BD's Surgery office in Warwick, Rhode Island. RESPONSIBILITIES: HR Business Leader: Organizational Effectiveness & Development * Aligned with business, functional, and HR Strategy and KDGs, provides strategic HR business partnering support for Client Leaders, 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 stakeholders, 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. Talent Management & Acquisition * Identifies opportunities and guides leaders to fill competency gaps through talent acquisition and talent development. * Be the 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 (i.e. calibrate PxP at LT levels) * 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. Compensation * 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 Associate Engagement & Relations * 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. HR Function Effectiveness * 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 Strong Teams Operating Model Change Leader: * Drive strategic clarity around the Operating Model with key stakeholders as part of BD 2030 Strategy * Identify and raise awareness to key issues/processes where clarity or change is required to enable the Operating Model to be addressed at BDX-level * Incorporate Strong Teams into Strategic Organizational Planning process to enable agility and empowerment to drive strategic objectives * Ensure appropriate tie to The BD Way to influence behaviors that will predicts success of the model EXPERIENCE & EDUCATION: * 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. The Company is currently operating under an office-first culture, which is defined as a minimum of four days per week in the office Monday through Thursday with flexible Fridays. Local or company policies may apply. BD may change your work arrangement based on business needs. This role will be based in Warwick, RI. 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. Required Skills Optional Skills . Primary Work Location USA RI - Warwick Additional Locations Work Shift

**Our mission** At Corza Medical, our mission is to champion surgical providers with remarkable service and exceptional products that save time, money, and effort. We are a passionate team guided by our core belief that you should never have to choose between performance, value, and a quality customer experience. We are here to support you every step of the way. **Our brand promise** We deliver a collaborative experience by working directly with the surgical community to ensure you get the exact surgical tools you need at the right time and the right price. + **Remarkable service:** A seamless, personal process designed around you and your needs. + **Trusted performance:** Our product family is the result of years of experience championing surgeons and listening to their expertise. + **Outstanding value:** No matter the surgical specialty, we deliver quality products for all markets. **Our people promise** Excellence is our Specialty and what makes us successful is our people. We are committed to fostering a positive, empowering and growth-oriented environment where all team members are encouraged to share their opinions and ideas. That means you will work alongside an accomplished and highly collaborative team that inspires commitment to our goal in attaining excellence in everything they do. **Job Purpose Summary** The **Director, Global HR Technology & Operations** will lead the strategy, governance, and delivery of HR systems and operations worldwide. This role is responsible for ensuring HR technology and processes are scalable, compliant, and designed to provide a seamless experience across the employee lifecycle. As both a strategist and operator, this leader will drive the global HRIS roadmap, optimize HR operations, and ensure workforce data and processes enable business performance. They will partner closely with HR, Finance, IT, and business leaders to align technology and operations with enterprise goals. **What you will do** **HR Technology (HRIS) Leadership** + Drive the HR technology roadmap aligned with business strategy to ensure driving strategic value. + Oversee governance and optimization of HR systems (Sage or equivalent). + Ensure integration of HRIS with payroll, benefits, finance, and other enterprise systems. + Maintain data integrity, accuracy, and compliance while expanding analytics and reporting capabilities. + Leverage dashboards, predictive insights, and workforce analytics to inform leadership decisions and drive value for the business. **Workforce Analytics & Predictive Insights** + Build and expand workforce analytics, dashboards, and predictive modeling to support data-driven decision-making. + Partner with HR and business leaders to translate insights into workforce strategies. + Ensure data accuracy, compliance, and consistency across global systems. **Process Improvement & Operational Excellence** + Establish scalable, efficient HR operations that are globally consistent yet locally adaptable. + Lead process re-engineering initiatives to eliminate inefficiencies and streamline the employee experience. + Implement continuous improvement practices. **AI & Emerging Technology** + Explore and integrate AI tools to enhance HR decision-making, employee experience, and efficiency. + Stay ahead of market trends to identify opportunities for innovation in HR technology. + Partner with IT and vendors to evaluate and implement next-generation solutions. **Global Project Management** + Lead large-scale, global HR and operational transformation projects. + Ensure initiatives are delivered on time, within scope, and with strong change management practices. + Serve as a key liaison between HR, IT, and business stakeholders on global initiatives. **Leadership & Collaboration** + Lead a global team of HRIS, analytics, and operations professionals. + Partner with HR Centers of Excellence and regional HR leaders to deliver integrated HR programs. **What you will need** + Bachelor's degree in Human Resources, Business Administration, Information Systems, or related field. + 10+ years of progressive HRIS, HR operations, or analytics experience, with at least 2 years in a global leadership role. + Proven success leading HR system optimization, predictive analytics, driving process improvement and global transformation projects. + Strong track record in process improvement, project management, and implementing emerging HR technologies. + Expertise in major HRIS platforms (Sage preferred). + Strong data analytics, metric understanding and predictive modeling capability. + Acumen in AI applications for HR and workforce management. + Proven experience leading global, cross-functional projects. + Excellent communication, stakeholder management, and change leadership skills. + Ability to balance strategic vision with operational execution. **What we value** + **Customer First** - We deliver extraordinary experiences. + **Accountability** - We do what we say. + **Integrity** - We do what is right. + **Inspired** - We love what we do. + **One Global Team** -We before me, always. Join us today and **Excel@Corza** ! **_Corza Medical offers a competitive benefits package including medical, 401K, vacation and sick time, paternal leave and other benefits._** **_A reasonable estimate of the current pay range for this role is ($180,000-$200,000/salary). Further, pay is offered based on geographic location, internal equity, market data, applicant's job-related skills, commensurate experience, required licensures, certifications, and certain degrees._** **_Corza Medical is an equal opportunity employer. Corza Medical evaluates qualified applicants without regard to race, color, marital status, religion, sex, sexual orientation, gender identity, age, national origin, physical or mental disability, veteran status or other protected characteristics._** **_Notice To Third Party Agencies:_** **_Corza does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of Corza Medical and Corza Medical will have the right to hire that candidate without reservation - no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service._**

Job Description Director of Human Resources - Business Development Salary: $140,000 - $160,000 Summary/Objective The Director of Human Resources - Business Development is responsible for aligning HR strategies with business development objectives. They will collaborate with senior leadership to ensure HR policies and practices enhance employee engagement, productivity, and retention while fostering a culture of innovation and strategic expansion. This role will perform HR-related duties on a professional level and will work closely with the U.S. HR team. The day-to-day responsibilities include carrying out responsibilities in the following functional areas: onboarding, benefits administration, employee relations, employee development, training, performance management, succession planning, policy implementation, talent acquisition, and employment law compliance. Essential Functions Partners with the Chief Business Officer, Senior Director of Human Resources U.S. and Business Development leadership to develop workforce planning strategies that align with growth initiatives. Designs and implements onboarding programs that integrate new hires into the company culture. Develops retention strategies for high-potential employees. Administers various human resource plans and procedures for all company personnel; assists in the development and implementation of personnel policies and procedures. Develops performance management processes to help drive business objectives. Creates succession planning strategies. Handles employee relations counselling, outplacement counselling and exit interviewing. Collaborates and contributes to HR related projects and initiatives in partnership with U.S. based HRBP team. Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed. Helps to maintain human resource information system records and compiles reports from the database. Consults with management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Helps to resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of Federal and state legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provides day-to-day performance management guidance management (e.g., coaching, counselling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Competency (knowledge, skills, and abilities) Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills Required Education and Experience Minimum of 8 years of experience resolving complex employee relations issues. Previous experience working in a HR Leadership role in Pharmaceutical, Biotech or CRO is essential. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Global experience a plus. Bachelor's Degree in relevant discipline (e.g., Human Resources, Business Management or equivalent) is required; Master's Degree preferred; PHR/SPHR or SHRM-CP/SHRM-SCP certification a plus. Why Pharmaron? Pharmaron is a premier service provider for the life sciences industry. Founded in 2004, Pharmaron has invested in its people and facilities and established a broad spectrum of research, development, and manufacturing service capabilities throughout the entire drug discovery, preclinical, and clinical development process across multiple therapeutic modalities, including small molecules, biologics, and CGT products. With over 21,000 employees and operations in the U.S., the U.K. and China. Pharmaron has an excellent track record in delivering R&D solutions to its partners in North America, Europe, Japan, and China. Collaborative Culture: You will thrive in our inclusive and collaborative environment, where teamwork and innovation go hand in hand. Here, your voice matters, and your contributions make a real impact. "Employees Number One" and "Clients Centered" are the core cultural values at Pharmaron. Our culture, which sets Pharmaron apart from other organizations, has evolved from our deep commitment to our employees, partners, and collaborators. Benefits: As part of our commitment to your well-being, we offer a comprehensive benefits package: Insurance including Medical, Dental & Vision with significant employer contributions Employer-funded Health Reimbursement Account Healthcare & Dependent Care Flexible Spending Accounts 100% Employer-paid Employee Life and AD&D Insurance, Short and Long Term Disability Insurance 401k plan with generous employer match Access to an Employee Assistance Program How to Apply: Ready to seize this incredible opportunity? Join us at Pharmaron and be part of a dynamic team driving innovation and excellence in biopharmaceutical research and development. Apply online today! As an Equal Employment Opportunity and Affirmative Action employer, Pharmaron values diversity and inclusion in the workplace, fostering an environment where all individuals are empowered to succeed. Join us in our mission to make a difference in the world of life sciences.

Executes strategies that serve to attract, retain and develop diverse premiere talent. Position directs and works with human resource employees on recruitment, total compensation, employee relations and training and development. Executes against objectives outlined in the Human Resource Business Plan and delivers services that meet or exceed the needs of employees and enable business success. Ensures compliance with applicable laws and regulations as well as Standard Operating Procedures. CANDIDATE PROFILE Education and Experience • High school diploma or GED; 4 years experience in the human resources, management operations, or related professional area. OR • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing Legal and Compliance Practices • Ensures terminated employee files are retained for the required length of time. • Ensures compliance on all human resource audits. • Ensures proper documentation of all progressive disciplinary action is kept in employee file. • Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation). • Works with the unemployment services provider to respond to unemployment claims. • Attends unemployment hearings and ensures property is properly represented. • Ensures employees are treated fairly and equitably. • Ensures Guarantee of Fair Treatment policy is consistently followed and proper documentation is maintained on all disciplinary issues. • Ensures employees are treated fairly and equitably and that issues are brought to resolution. • Administers property policies fairly and consistently. • Ensures disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and support the Peer Review Process. Managing Human Resources Communication • Communicates changes to the benefit plans in a timely manner. • Communicates property rules and regulations via an employee handbook. • Coaches managers on progressive discipline process. Managing Staffing and Employee Development Activities • Participates in the interviewing and hiring of Human Resources employee team members. • Ensures performance evaluations and merit increase paperwork are maintained in employee files. • Manages performance appraisal process (e.g., ensures reviews are conducted in a timely manner, increases are processed quickly, and management performance appraisal is completed). Maintaining Employee Relations • Establishes and maintains open, collaborative relationships with employees. • Utilizes an “open door” policy to address employee problems or concerns in a timely manner. • Ensures effective employee communication channels are established and active in departments. • Ensures employees establish and maintain open, collaborative relationships with their team members. • Strives to improve employee retention. • Monitors work environment for signs of union organization. • Solicits employee feedback. • Organizes Spirit to Serve Our Communities events. At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

Director of Human Resources With headquarters in Mansfield, MA, the Milton's Distributing family of companies (Milton's Distributing, Gordon Logistics, and Hope Beverage, LLC) is a fast growing, multi-state, multi-entity distribution and third-party logistics organization. As Director of Human Resources, you will be a direct report to the CEO, a key member of the Senior Leadership Team, and provide overall strategic direction to and leadership of our most important asset: our employees. This position is accountable for developing, implementing, and leading human capital programs including, but not limited to, the following: organizational alignment and change management initiatives; employee relations; employee communications; talent acquisition and onboarding; performance management; learning and development; compensation and benefits selection and administration; and, compliance and reporting. Key Responsibilities: Plan, implement, and direct the company's human resources' functions. Play an active role in the development of the company's objectives and plans as a strategic partner to the business -with particular emphasis on the impact of people on the company's culture and growth. Translates strategic and tactical business plans into HR strategic priorities and people- related initiatives. Designs, executes, and iterates on organization's structure to facilitate seamless scaling of the business. Develop and actively manage the annual HR budget. Lead employee benefits review processes: work with benefits broker, providers and leadership team to establish best fits for employee coverage and Company's budget Design and implement an effective employee communications strategy that contributes to an overall positive employment brand, aligns with company values, allows for open flow of communications, and creates operational efficiencies. Assess operational and transactional HR policies and processes, recommend and implement improvements. Ensures Company's Human Resources policies are in compliance with all Federal, State, Local, and Industry laws and regulations, and are appropriately communicated to staff. Build lasting relationships and develop rapport with employees at all levels. Talent Acquisition Attract top talent to the company as the employer of choice. Create and implement the organization's recruitment process including developing robust candidate pipelines, following consistent and targeted assessment practices during interviews and stewarding candidates through a positive candidate process. Maintain understanding of current best practices in recruiting, labor trends (e.g,. remote vs. in office, gig vs. full-time), and competitive compensation and benefit packages. Creates job descriptions, classifies exemption status of new positions, and conducts benchmarking to ensure salaries, work preferences, and incentive compensation programs are competitive with market. Develop and implement a best-in-class onboarding and orientation process for employees at all levels. Performance Management and Career Development Assess, develop and lead the on-going administration and improvement of the organization-wide performance appraisal process. Design and deploy strategies to improve employee retention. Foster growth in our existing team members so they advance within the organization. Develop/select, implement, and monitor employee training programs to increase individual and organizational effectiveness. This includes designing training and methods for obtaining feedback. Provide coaching to managers and staff on employee-relations issues and ensure that fair corrective processes are in place. Provide general employee relations support and services as needed, including addressing personnel issues and responding to inquiries regarding policies. Provide real-time advice to managers regarding performance issues and development of skills. Compensation and Benefits Establish systems to accurately measure, compensate, and incentivize the right competencies and behaviors for all positions. Develop a comprehensive recognition program (e.g.. awards, events) that promotes positive organizational outcomes and rewards individual and team accomplishments. Ensure group medical and health and welfare benefits are competitive, meet the needs/values of the company and the employee population, and are compliant with applicable federal, state, local and HIPAA legislation (e.g., health and welfare, wellness, employee assistance programs, 401K Employee Assistance Planning, paid time off, etc.). Educate employees on company compensation and benefits programs and policies. Employee Relations Ensure that employee relations activities are compliant with applicable federal, state, and local laws and regulations. Create systems that provide and monitor meaningful metrics to track the effectiveness of employee relations interventions on turnover, retention, supervisory feedback scores and employee engagement surveys. Review and establish workplace policies and procedures (e.g., dress code, attendance, computer use) and monitor their application and enforcement to ensure consistency. Develop, administer, and evaluate performance improvement policies and procedures. Work with inside and outside counsel (as appropriate) to resolve employee complaints filed with federal, state, and local agencies involving employment practices, utilizing professional resources as necessary. Act as executive sponsor and administrator for all compliance driven programs (i.e. Privacy Officer, Equal Employment Opportunity). Oversee Diversity, Equity, and Inclusion programs. Act as official spokesperson for articulation of company purpose and values. Human Resource Information Systems (HRIS) Evaluate and ensure current HRIS system (ADP) meets the needs of the company with respect to compliance reporting, management reports, interfaces with third parties and supporting processes are efficient and cost effective. Leverage relationships with benefits brokers, payroll, and third-party vendors to ensure system utilization and ROI is maximized for the company. Lead and/or participate in the negotiation of agreements with vendors to ensure continuity of service and competitive rates are achieved. Risk Management Ensure that the company's workplace health, safety, security, and privacy guidelines and protocols are compliant with applicable federal, state, and local regulations. Develop/select, implement, and evaluate plans and policies to protect employees and others on premise, and to minimize the organization's loss and liability (e.g., crisis/emergency response, evacuation, workplace violence, substance abuse, return-to-work policies). Communicate and train the workforce on the plans and policies to protect employees and other individuals, and to minimize the organization's loss and liability. Monitor workers' compensation claims and coordinate work between employee and insurance carriers. If appropriate, develop systems that will reduce overall level of risk and maintain compliance. Develop and administer internal and external privacy policies (i.e. identity theft, data protection, HIPAA compliance, workplace monitoring). Qualifications/Experience BA/BS degree in Human Resources, Organizational Behavior or other related discipline is required. A Master's degree in Human Resource Management or Organizational Development is strongly preferred. PHR/SPHR certification is highly desirable. 7 - 10+ years of progressive leadership experience in the Human Resources field required; Minimum of 2 years of experience as the senior HR leader within the organization preferred. Demonstrated experience of successfully implementing HR programs and initiatives required. At least 5 years of direct experience in the development and implementation of HR programs including organizational development, compensation and benefits systems, performance management, succession planning, employee relations, talent acquisition, employee engagement, and HRIS reporting. Proven leadership ability to influence, develop, and empower employees to achieve objectives within a teamwork approach. Excellent written and verbal communication skills are required. Ability to present to all levels of senior management and boards, as well as with key business and community partners. Experience leveraging Predictive Index (PI) talent optimization platform a plus. Bilingual in English and Spanish a plus. Powered by JazzHR E7Y0e7HicD

Full-time & Part-time position All Care Homecare offers great benefits and perks including: * Health Insurance * Dental Insurance * Vision * Short-term disability * Life Insurance * Paid time off * Sick pay * Holiday pay + your Birthday off with pay * Referral bonuses * Flexible schedules Our employees take pride in making every day count by adding value to the lives of people we support. That is why we are committed to training, developing, and supporting our staff. We have a family-oriented environment with flexible schedules to accommodate our employees. We also offer competitive compensation and generous benefits. Come join our team where you have the opportunity to make a difference every day! ARE YOU READY TO JOIN OUR TEAM? If you feel that you would be right for this position, fill out our initial 3-minute, mobile-friendly application today! All Care Wellness is a privately owned mental health provider offering compassionate patient centered care with both in home and outpatient settings. Our goal of treatment is to promote physical, mental, emotional, and spiritual well-being by teaching the patient how to work with him or herself naturally with or without the use of psychiatric medication. We also manage a variety of mental health issues with an integrative approach or practicing psychiatry by blending traditional medicine with holistic therapies. Some of the areas we can assist with include anxiety, substance abuse, panic disorders, obsessive compulsive disorders, post-traumatic stress disorder, ADHD, life skills, career, and relationship issues. Our practice also offers individual psychotherapy, medication management, home visits, and group therapy in addition to the Group Adult Foster Care Program services. We are responsible for ensuring that service is delivered in a caring and respectful manner, in accordance with relevant Agency policies and industry standards. Responsibilities * Oversee all hiring stages from sourcing to onboarding * Advertise open roles on various channels including job boards, professional social networks, and our career page * Coordinate the internal hiring process from orientations to trainings * Screen all resumes and applications based on essential criteria * Interview candidates via phone, video, and in-person * Send job offer letters and negotiate terms * Process all new hire employment forms * Host and/or participate in job fairs * Employment verification checks * Run CORI's & SORI's * Run OIG monthly * Tally up employee time cards on a weekly basis * Run payroll * Created and distributed all paychecks in accordance with hours worked * Process payroll reports * Maintained payroll information by collecting, calculating, and entering data. * Maintain employee confidence and protect payroll operations by keeping all information confidential * Resolve payroll discrepancies * Provided payroll help to all employees and management by answering questions and requests * Handle All health, dental, FSA, & voluntary benefit enrollments, terminations, and Cobra * Update all payroll records by entering any changes needed in exemptions, insurance coverage, direct deposit info, job titles, merit increases and department/division transfers * Process time off request for vacation, sick, floating holidays, etc. * Conduct and process employee evaluations * Conduct written & verbal warnings * Assist in the termination process of employees * Maintain payroll operations by following policies and procedures * Conduct performance improvement plans for employees * Attend and network at resource fairs to promote the services our company offers and to gain new clients * Stay in compliance with all state & federal regulations * Licensure * Identifying, evaluating and solving hiring challenges * Credentialing providers with insurance companies Requirements * Effective and clear verbal and written communication skills * Strong leadership and managerial skills to oversee the HR department and work with all employees within the company * Project and time management skills * Organizational skills * Proven expertise solving problems * Budget management skills * Knowledge of computers to perform necessary tasks with common office and HR programs

SERIES/GRADE: 0201/14 Trust Indefinite (Non-Federal) DIVISION: Human Resource Department What are Trust Fund Positions?Trust Fund positions are unique to the Smithsonian. They are paid for from a variety of sources, including the Smithsonian endowment, revenue from our business activities, donations, grants and contracts. Trust employees are not part of the civil service, nor does trust fund employment lead to Federal status. The salary ranges for trust positions are generally the same as for federal positions and in many cases trust and federal employees work side by side. Trust employees have their own benefit program, which may include Health, Dental & Vision Insurance, Life Insurance, Transit/Commuter Benefits, Accidental Death and Dismemberment Insurance, Annual and Sick Leave, Family Friendly Leave, 403b Retirement Plan, Discounts for Smithsonian Memberships, Museum Stores and Restaurants, Credit Union, Flexible Spending Account (Health & Dependent Care). Conditions of Employment Pass Pre-employment Background Check and Subsequent Background Investigation, as required. Complete a Probationary Period if applicable. Maintain a Bank Account for Direct Deposit/Electronic Transfer. The position is open to all candidates eligible to work in the United States. Proof of eligibility to work in U.S. is not required to apply. Applicants must meet all qualification and eligibility requirements within 30 days of the closing date of this announcement. OVERVIEW INTRODUCTION The Smithsonian Astrophysical Observatory (SAO) is at the forefront, internationally, of the scientific exploration of the universe. SAO combines its resources with those of the Harvard College Observatory to form the Harvard-Smithsonian Center for Astrophysics (CfA). The CfA is the best-known astrophysics center in the world. Its programs range from ground-based astronomy and astrophysics research to space-based research, the engineering and development of major scientific instrumentation for space launch and use in large ground-based facilities, and research designed to improve science education. The research objectives of SAO are carried out primarily with the support of Government and Smithsonian Institution funds, with additional philanthropic support. Government funds are in the form of Federal appropriations or the form of contracts and grants from other agencies. In contrast, Institution funds are available to SAO through grants from the Institution's Restricted Funds, Special Purpose Funds, Bureau Activities, Business Activities, and non-Federal contracts and grants. SUMMARY The position provides direction to subordinate managers, supervisors, and technical specialists, exercising broad authority for the supervision and integration of complex human resources programs. The incumbent is responsible for overseeing both Federal and non-federal (Trust) hiring processes, ensuring consistency, efficiency, and compliance across categories of employment. The incumbent leads electronic initiatives and modernization efforts, driving the adoption of new HR systems, digital workflows, and process innovations to enhance efficiency, transparency, and the employee experience across the organization. MAJOR DUTIES 1. Strategic Planning and Program Leadership Develop and implement human resources strategies aligned with SAO's mission and Smithsonian priorities. Advises the Director, COO, and senior leadership on workforce planning, personnel matters, and organizational initiatives. Provide regular reporting to the SAO executive on HR processes, metrics, and progress towards goals. Represent the Human Resources Department on SAO wide committees, working groups, and task forces, focused on improving HR policies and practices. Represent SAO on Smithsonian task forces, committees, and study groups to improve HR policies and practices. Demonstrate authority in building and managing collegial and collaborative teams, with the Coaches, models, and provide training on strategies for building and managing collegial, collaborative teams to achieve organizational objectives. Coaches, models, and provides training on approaches for establishing and maintaining collegial relationships across the organization. Program improvements across multiple sites, ensuring compliance and consistency. Prepare and deliver reports on HR metrics, trends, and progress toward goals to inform senior leadership in support of strategic planning. Leads the effort to update HR operations by introducing electronic systems and digital tools to improve efficiency, accuracy, and enhance responsiveness and accessibility. 2. Program Administration and Policy Implementation Ensure compliance with federal law, Smithsonian policy, and SAO's research mission by evaluating program effectiveness and developing internal procedures and guidance for equitable application of HR policies across all programs such as employee relations, performance management, training, and benefits. Provide oversight of workload distribution and ensure HR systems accuracy, consistent policy application, and functional database integrity across units. 3. Hiring, Classification, and Compensation Direct recruitment, selection, and onboarding for both Federal and non-Federal (Trust) positions across all SAO locations, including the oversight of position classification and compensation analysis to support pay equity, salary structures, and adjustments. Provides oversight of including promotions, transfers, reassignments, and commendations, ensuring compliance. Partner with hiring managers to provide smooth and efficient hiring, providing technical advice on staffing strategies for scientific and technical positions. 4. Workforce Services and Support Supervise HR staff reviewing performance management, professional development, and HR operations; partners with the Smithsonian benefits office to ensure effective delivery of HR services. Deliver training, briefings, and communications on HR policies for staff and supervisors. Support professional development, onboarding, and retention across all workforce categories, including administrative, management, technical, scientific, and education staff. Manage SAO's visa program for employees, affiliates, and dependents, providing oversight for SAO's immigration services. Serves as the Responsible Officer for the J-1 Visa Program, advice on complex permanent residency cases and applications for O-1 visas meant for individuals with extraordinary ability. 5. Equal Employment Opportunity (EEO) and Labor Relations Develop and monitor equal opportunity practices and communicate EEO objectives to staff, ensuring nondiscriminatory practices in hiring, promotion, recognition, and employee development. Advise the Director, COO, and leadership on employee relations, disciplinary actions, grievance procedures, and third-party reviews. Participate in reduction-in-force (RIF) planning and employee transition support, including counseling, severance, and outplacement services; approve or recommend serious disciplinary actions, including removals. 5. Immigration and International Programs Manage visa processing for foreign national employees and affiliates, including H-1, J-1, O-1, TN-1, and permanent residency petitions. Serve as the responsible officer of our J-1 program, ensuring alignment with the program goals, submitting annual reports, and overseeing day-to-day management of the program. Serve as liaison with the Smithsonian's Office of Global Affairs, U.S. Citizenship and Immigration Services, Department of Labor, and Department of State. Advise managers and employees on visa eligibility, restrictions, and compliance requirements. Ensure timely renewal of visas and monitor institutional compliance with federal regulations. 6. Risk Management and HR Technology/Analytics Ensure compliance with workplace safety standards, Smithsonian policies, and applicable employment regulations. Partner with supervisors and safety officers to identify and mitigate workplace risks. Oversee HR recordkeeping and ensure confidentiality, data security, and regulatory compliance. Lead implementation and management of HR technology systems to improve service delivery. Drive modernization and electronic initiatives, including integration of advanced HR platforms, employee self-service tools, and digital communications. Use workforce data and HR analytics to inform decision-making on staffing, retention, compensation, and organizational effectiveness. Engage with colleagues in the Smithsonian's Office of General Counsel, Office of Human Resources, and the Office of Global Affairs to ensure SAO maintains compliance and engagement with Federal Laws, OPM policies, Smithsonian Directives, and other related policies and procedures. Other duties as assigned. QUALIFICATION REQUIREMENTSBasic Requirements: Candidates must possess at least one year of specialized experience at or above the grade 13 level in similar positions, such as demonstrated skill in implementing HR policies and procedures across multiple areas, such as staffing, classification, and employee relations, proficiency in applying federal position classification standards and guidance, and working knowledge of immigration law as it relates to employment and workforce management. Knowledge, Skills, and Abilities required: Mastery of HR principles, concepts, and regulations; deep knowledge across classification, staffing, employee relations, compensation, performance management, training, and HR systems. Expert knowledge of federal position classification, including application of OPM standards and guidance. In-depth understanding of or ability to learn research operations, with the ability to align HR policies and practices to support research goals. Advanced ability to assess and translate legislative changes into actionable HR strategies. Skill in coordinating multiple complex HR activities across geographically dispersed teams. Expert written and verbal communication skills, with the ability to explain, advocate, implement policies, and constructively resolve disputes Ability to stay abreast of changes in employment and immigration law and apply them effectively to SAO programs. Demonstrated authority in building and managing collegial, collaborative teams, with the ability to coach supervisors and provide institution-wide training. Expertise in establishing and sustaining collegial relationships across all organizational levels, with the ability to model effective practices and mentor supervisors. Expert knowledge of delegated examining procedures, principles, and merit system requirements to ensure compliance with Federal hiring laws and regulations, and the ability to advise on competitive hiring practices. Education completed outside the United States must be deemed equivalent to higher education programs of U.S. Institutions by an organization that specializes in the interpretation of foreign educational credentials. This documentation is the responsibility of the applicant and should be included as part of your application package. Any false statement in your application may result in rejection of your application and may also result in termination after employment begins. Join us in "Inspiring Generations through Knowledge and Discovery." Resumes should include a description of your paid and non-paid work experience that is related to this job; starting and ending dates of job (month and year); and average number of hours worked per week. What To Expect Next: Once the vacancy announcement closes, a review of your resume will be compared against the qualification and experience requirements related to this job. After review of applicant resumes is complete, qualified candidates will be referred to the hiring manager. Relocation expenses are not paid. The Smithsonian Institution provides reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation should contact ******************. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. To learn more, please review the Smithsonian's Accommodation Procedures. The Smithsonian Astrophysical Observatory is an equal opportunity employer. Please visit the SAO website at ***************************

Reporting to the CFO, The Human Resources Director serves as both a strategic and tactical business partner in several key human resources related functional disciplines (Employee Relations, Compensation/Benefits, Employee Engagement, Compliance, HR Administration (including Leaves and Workers Compensation, Performance Management, Departures/Exits). This is a hands-on role; working with people at all levels of the organization and serves as a trusted advisor to executive management. The HR Director originates and leads Human Resources best practices and objectives across the organization. This individual advises and counsels leadership around providing an employee-oriented; high performance culture that embodies our clients core values. This Director manages a payroll specialist, and is responsible for all HR strategic projects and initiatives. The Director ensures metrics are in place to measure HRs overall contribution the organizations goals. Responsibilities: Build a best-in-class HR function to help drive support the business and ensure an exceptional employee experience. Manage Human Resources activities and develop strategies that support the vision, strategies, and values Provide overall leadership to Human Resources function by overseeing key disciplines mentioned in the summary. Develop and revise HR policies and procedures that are consistent with an outstanding employee experience, are in line with and help drive corporate objectives, and maintain legal integrity. Liaise with leadership on key HR and employee relations issues that are having operational impacts partner on identifying and implementing solutions. Partner with the benefits broker on ensuring the optimal benefit plan design, offerings, communications and participation. Manage all HR administrative and reporting functions, including Payroll/Benefits (with Finance partnership), Leaves of Absence and Workers Compensation. Develop and implement a valuable performance review process and cycle in accordance with current trends and industry best practices. Implement and manage compliance efforts with federal, state and local laws and regulations relating to all aspects of the employee life cycle. Manage HR related required training at all levels of the organization and partner with leadership on other training needs for the business. Maintain knowledge of industry trends and employment legislation that could impact the organization objectives Manage all HR Technology platforms and systems including upgrades Develop and oversee corporate Human Resources SOPs, metrics, and KPIs Develops and implements the departmental budget Maintain the tracking of all licensure requirements/training and evaluation processes for the individual programs. Qualifications: Bachelors degree 8+ years of HR experience Experience in the Construction industry is helpful particularly when it comes to licensure and evaluation programs. The ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills as well as project the highest levels of integrity Experience with HRIS Strong presentation skills Energetic self-starter with a bias toward action Objective, decisive and results oriented with well-developed team building skills Employee relations experience, and sufficient expertise in management principles to serve confidently and confidentially in an advisory role Ability to travel to our location in Falmouth and job sites across the State Position requires the satisfactory completion of a background check including fingerprinting. SHRM certification preferred

About the Role: The Human Resources Director at Canopy by Hilton Boston will lead and oversee all HR functions to support the accommodation and food services operations effectively. This role is pivotal in developing and implementing strategic HR initiatives that align with the company's goals, fostering a positive and productive workplace culture. The director will ensure compliance with employment laws and affirmative action policies while managing benefits administration and total rewards programs to attract and retain top talent. They will also drive employee engagement and performance appraisal processes, ensuring continuous development and succession planning within the organization. Ultimately, this position is responsible for creating an inclusive, motivated, and high-performing workforce that contributes to the overall success of the hotel and its guests' experience. Minimum Qualifications: Graduation from high school or equivalent. Additional training or experience to meet the required job knowledge, skills, and abilities. College degree in Personnel Management preferred. Minimum of 7 years of progressive HR experience, including leadership roles within the accommodation and food services industry or a similar sector. Strong knowledge of employment law, benefits administration, and affirmative action compliance. Proven experience managing employee relations and performance appraisal systems. Demonstrated ability to develop and implement HR strategies that support business objectives. Preferred Qualifications: Experience working in a hospitality environment, particularly within hotel operations. Familiarity with total rewards program design and succession planning in a multi-site organization. Proven track record of leading employee engagement initiatives that resulted in measurable improvements. Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy of Canopy by Hilton Boston. Manage the full spectrum of benefits administration, ensuring competitive and compliant employee benefits packages. Oversee employee relations to maintain a positive work environment and resolve workplace conflicts effectively. Ensure compliance with employment laws and affirmative action requirements, maintaining up-to-date policies and procedures. Lead performance appraisal processes and succession planning to support employee growth and organizational continuity. Drive employee engagement initiatives to enhance job satisfaction and retention. Collaborate with management to identify staffing needs and support recruitment efforts. Provide guidance and support to HR generalists and other team members to ensure consistent HR service delivery. Inspire your team to embrace and live Canopy by Hilton Boston Downtown DNA that we are all EPIC: Enthusiastic Positive Intuitive Caring . Skills: The Human Resources Director will utilize their expertise in benefits administration to design and manage competitive compensation and benefits packages that meet employee needs and regulatory requirements. Their deep understanding of employment law and affirmative action ensures that all HR practices comply with legal standards, minimizing risk for the organization. Employee relations skills are critical for resolving conflicts and fostering a collaborative workplace culture, while performance appraisal and succession planning skills help identify and develop future leaders. The ability to engage employees through targeted initiatives supports retention and productivity, directly impacting the hotel's service quality. Additionally, HR generalist skills enable the director to oversee a broad range of HR functions, ensuring seamless daily operations and strategic alignment. Our DNA is EPIC Enthusiastic Positive Intuitive Caring Olshan Properties is proud to provide equal opportunity to all employees and applicants for employment without regard to age, race, religion, sex, sexual preference, national origin, disability, veteran status, or genetics. We maintain a drug-free workplace.

Job Details Greater New Bedford Area - New Bedford, MA Full Time $90000.00 - $135000.00 Salary/year Nonprofit - Social ServicesDescription Employment Status Full Time, Exempt 40 hours per week Reports to Chief Executive Officer About Us: Better Community Living is a non-profit human services organization that provides support to adults, children and families in the Greater New Bedford area of Massachusetts. The agency was founded in 1988 and has provided opportunities for community inclusion for hundreds of individuals who are diagnosed with Intellectual and Developmental Disabilities as well as Autism Spectrum Disorder. Our employees are supported in their professional development and are highly valued. BCL's work environment is innovative, respectful and fun and we urge those with diverse backgrounds to join our team! : Summary/Objective The Human Resources Director is directly responsible for the overall administration, coordination and evaluation of the human resources function. The Human Resources Director will serve as part of the nonprofit agency's senior management team. Essential Functions Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Responsibilities Annually reviews and makes recommendations to executive management for improvement of the agency's policies, procedures and practices on personnel matters. Maintains knowledge of industry trends and employment legislation and ensures agency's compliance. Responsibility for agency compliance with federal and state legislation pertaining to all personnel matters. Maintains human resources guidelines by preparing, updating, and recommending human resource policies and procedures to management team Communicates changes in agency personnel policies and procedures and ensures proper compliance is followed. Assists executive management in the annual review, preparation and administration of agency wage and salary program. Consults with legal counsel as appropriate, or as directed by the executive director, on personnel matters. Works directly with department managers to assist them in carrying out their responsibilities on personnel matters. Recommends, evaluates and participates in staff development for the agency. Maintains HRIS in collaboration with the finance department which meets agency personnel information needs. Participates on committees and special projects and seeks additional responsibilities. Collaborates with finance department on contractual and payroll processing Serves as union and labor relations representative Management and oversight of staffing including recruiting, selection, and training for agency including, but not limited to interviewing, job descriptions, counseling, compensation, and employee engagement analysis Management and oversight of benefits for agency including health coverage, insurance plans, retirement plans, including processing, vendor management, open enrollment and ongoing analysis of benefits coverage Maintains historical human resource records by maintaining a filing and retrieval system; keeping past and current records in compliance with applicable rules and laws Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies Completes and/or assists with annual HR and Finance filings Payroll processing for the agency Other duties and tasks as assigned by the Chief Executive Officer Supervisory Responsibility This position manages all employees of the department and is responsible for the performance management and hiring of the employees within that department. Work Environment & Physical Demands This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. This is a largely sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand on a stool as necessary. Travel is primarily local during the business day, although some out-of-area and overnight travel may be expected. Qualifications Required Education and Experience Bachelor's degree in Human Resources or related At least 7 or more year's of related experience including training, compliance, recruiting, staffing, employee engagement and retention Demonstrated leadership experience SHRM-CP/SHRM-SCP or PHR/SPHR Strong organizational and team skills Proactive and friendly Technologically competent Must be at least 21 years of age and have a current, valid, US driver's license for three years. Must be able to successfully pass a CORI check, Drug Test, and a Driving Record Check. Knowledge of local, state and federal laws and regulations governing a DDS contracted agency Preferred Education and Experience Master's degree, MBA preferred HR experience in a nonprofit and/or human services agency Experience in an interest-based union setting Salary: $90,000 to $135,000 Benefits: BCL offers a comprehensive benefits package including medical, dental, vision, tuition reimbursement, 401k and life insurance options for all eligible employees. Employment decisions will be based on the principles of equal opportunity. All personnel actions (recruiting, hiring, training, promotion, compensation, etc.) are administered without regard to any characteristic protected by state, federal or local law, assuming said characteristic does not interfere with the performance of essential job functions. Reasonable accommodations will be made for disabilities and religious beliefs. Please inform us of any necessary accommodations to the application process.

About OrthoPediatrics Specialty Bracing After over 50 years of leading the industry in pediatric orthotic solutions, we've joined forces with OrthoPediatrics to expand their Specialty Bracing Division. Together, we are a company that is dedicated to a very special Cause, that of improving the lives of children with orthopedic related conditions. While we do provide many special products to help kids, we are more than a product company. We are committed to the infinite Idea of improving healthcare for children and improving the lives of their families and friends. We are a unified team of people who believe that to change the world for children we must also invest in one another. Our culture is one that values people before profits, is committed to leadership development, values honesty and transparency, and provides space for people to take risks and try new things. OrthoPediatrics Specialty Bracing is a fulfilling place for personal growth and to make a difference in the lives of others. Position Summary The Director of Human Resources serves as a strategic business partner and hands-on leader for all aspects of the Human Resources function. This position oversees talent acquisition, employee relations, performance management, benefits, compliance, training, and organizational development. The ideal candidate will act as a trusted advisor to leadership and a champion for employees, ensuring OPSB continues to be a people-first, mission-driven organization. Core Responsibilities Develop, implement, and lead all aspects of the organization's HR strategy, policies, and programs; including recruitment, performance management, benefits, training and development, talent and succession planning, and employee relations. Interpret HR policies and employment law accurately and provide sound recommendations to employees and leaders. Investigate and resolve employee relations issues with fairness, discretion, and professionalism. Review, update, and implement HR policies and procedures in compliance with current regulations. Provide strategic guidance and coaching to managers and employees in all areas of performance management, development, and employee engagement. Partner with management to ensure compliance with all federal, state, and local employment laws and regulations. Identify, recommend, and implement HR programs that support business objectives, strengthen organizational culture, and build leadership capability. Balance day-to-day HR operations with the execution of longer-term strategic initiatives. Develop and deliver HR-related training programs to enhance leadership and employee capability. Knowledge, Skills, and Abilities Strong interpersonal and communication skills; able to build trust and influence across all levels of the organization. Highly motivated self-starter with a strong sense of initiative and adaptability. Expertise in employee relations, workplace investigations, and talent selection. Comprehensive knowledge of employment laws and regulations (ADA, EEO, FMLA, wage and hour, benefits compliance, etc.). Exceptional emotional intelligence, judgment, and critical thinking skills. Proven ability to manage complex employee situations and resolve conflicts effectively. Strong analytical, organizational, and problem-solving abilities. Demonstrated success in developing HR systems, processes, and best practices. Excellent project management and follow-through skills. Education and Experience Bachelor's Degree in Human Resources, Business Administration, or a related field preferred. Significant HR leadership experience, with a broad background in employee relations, performance management, benefits, and compliance. Experience in a manufacturing, healthcare, or mission-driven environment preferred. Measures of Success High levels of employee engagement and retention. Effective leadership development and performance management processes. Strong organizational compliance and risk mitigation. Timely and strategic support of business and people objectives. Benefits for Eligible Employees Medical, Dental, and Vision Insurance Short-Term and Long-Term Disability Life and AD&D Insurance Retirement Savings Plan Paid Time Off (PTO) and Holidays Equal Opportunity Employer OPSB is committed to creating a diverse workforce and providing equal employment opportunities to all employees and applicants. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity or expression, parental status, national origin, age, disability, marital status, veteran status, or any other protected characteristic under applicable laws. This job description is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all duties, responsibilities, or qualifications. Management reserves the right to modify, add, or remove duties as necessary.

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

Under the direction of the Human Resources Director or designee, the Director of Equal Employment Opportunity ( EEO ) and Human Resources Information Systems ( HRIS ) is responsible for supporting the operations and administrative functions of the Human Resources Department. This includes assisting with recruitment, onboarding, employee relations, benefits administration, payroll coordination, and compliance with employment laws. Overseeing the District's equal employment opportunity ( EEO ) plan and efforts. The position provides technical and professional support for all human resources functions and assists with the responsibilities of the Human Resources Director as needed. This role ensures that personnel policies, procedures, and best practices align with the District's mission, values, and commitment to diversity, equity, and inclusion. Desirable Qualifications Four years of responsible general clerical experience, supplemented by college level coursework in human resources Previous experience in human resources is preferred Community college experience is preferred Required Qualifications Associate's degree in human resources, public administration, general business, business management, personnel management, industrial relations, or a related field from an accredited college or university; AND Two years of experience working in an office setting, including at least one year in a lead or management role. OR Six years of responsible general clerical experience, including at least one year in a lead or management role Demonstrated sensitivity to and understanding of the diverse academic, socio-economic, cultural, disability, and ethnic backgrounds of community college students and staff

Under the direction of the Vice President of Human Resources, the Assistant Director of Human Resources plays a critical role in promoting a safe, respectful, and inclusive environment at Quincy College by investigating complaints of sex-based discrimination, harassment, and retaliation under Title IX of the Education Amendments of 1972 as well as general employee complaints. The Assistant Director of Human Resources will also provide support in the areas of talent acquisition leave administration, labor relations, and employee relations. The role supports the Vice President of Human Resources in the day to day operations of the HR department. The Assistant Director of Human Resources will work closely with staff, students, faculty, administrators and other stakeholders to facilitate a fair process and ensure that individuals are treated with dignity and respect throughout the investigation and resolution process. This position requires a deep understanding of Title IX regulations, Title VI, employment law, investigative procedures, and the ability to handle sensitive matters with professionalism and discretion. EDUCATIONAL EXPERIENCE: Bachelor's degree is required; Master's degree is preferred. PHR/SHRM -CP or SPHR/SHRM- SCP preferred. EXPERIENCE REQUIREMENTS: Minimum of 3-5 years of experience in investigative work, preferably in the context of Human Resources or Title IX, higher education. Experience in conducting investigations into allegations of sexual harassment, sexual assault, discrimination, or retaliation is highly preferred. Knowledge of Title IX regulations, related federal and state laws, and the regulatory environment governing sexual harassment and misconduct in higher education. Experience in conducting Title VI workplace discrimination investigations involving discrimination and harassment complainants regarding protected categories. Experience conducting workplace investigations involving possible college policy violations. Ability to work both independently and as a team member. Ability to manage and prioritize multiple cases simultaneously. Ability to handle multiple tasks simultaneously Excellent written and verbal communication skills, with the ability to prepare detailed investigation reports and present findings clearly and concisely. Ability to conduct thorough and professional investigations in a timely manner. Attention to detail. Ability to manage sensitive situations with professionalism, impartiality, and confidentiality. Excellent interpersonal and communication skills, both verbal and written. Ability to communicate with tact and diplomacy. Ability to develop and foster positive working relationships with all levels of employees. Ability to manage confidential information in a professional manner. Good time management and organization skills. Problem analysis and problem resolution skills. Understanding of Human Resources practices and employment law. Proficiency with Microsoft Office and other relevant software. Ability to work flexible hours as needed. Ability to commit to a full-time on-site work schedule. Qualified applicants must be able to perform the essential functions of this position with or without reasonable accommodations. Preferred Qualifications: Experience in higher education or university settings. Knowledge of restorative justice practices or alternative dispute resolution methods. Experience working in a union environment and knowledge of progressive discipline, due process, and just cause. Experience working in the public sector. Requirements: SUPERVISORY RESPONSIBILITIES: None TRAVEL: Occasional and local travel, including travel to Boston, Quincy and Plymouth Campuses as necessary. ESSENTIAL FUNCTIONS: Investigatory Functions Investigate allegations of misconduct, including harassment, discrimination, retaliation, unethical behavior, and violations of institutional policies or labor laws. This includes complaints from faculty, staff, or students. Gather and evaluate evidence through interviews with the complainant, respondent, and witnesses, as well as reviewing relevant documents, communications, and other sources of information. Ensure investigations are completed promptly and efficiently, within the timeframe outlined in the college's policies and procedures. Prepare detailed, clear, and factual written reports documenting the findings of the investigation, including an analysis of the evidence, the credibility of witnesses, and a determination of whether policies were violated. Based on the findings, make recommendations for corrective actions, including disciplinary measures, policy changes, training programs, or other appropriate interventions. Stay up-to-date on federal, state, and local employment laws, including Tilte VI of the Civil Rights Act, the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and other labor regulations that impact workplace behavior. Interpret and apply college-specific policies and procedures, including employee conduct and anti-discrimination policies to ensure compliance during investigations. Work closely with the college's HR team, legal counsel, Title IX Coordinators, and other relevant departments to ensure the investigation is consistent with institutional policies and legal requirements. Provide clear and timely updates to relevant parties (e.g., Vice President of HR, General Counsel, President,) while maintaining confidentiality and privacy standards. Respond to queries from employees, supervisors, or administrators about the investigation process. Act as a neutral point of contact for both complainants and respondents, offering guidance on the investigation process, their rights, and available support resources ( When appropriate and in accordance with Title IX regulations facilitate informal resolution options such as mediation or conflict resolution between parties involved in the dispute, provided all parties are willing. If applicable, recommend alternative dispute resolution (ADR) methods to resolve conflicts outside of formal disciplinary proceedings. Assist in the coordination of training programs related to harassment prevention and discrimination awareness, as well as other relevant training topics. Support efforts to foster a positive work culture by promoting understanding of college policies and reinforcing expectations for professional conduct. Ensure confidentiality during all stages of the investigation process. Protect sensitive information to prevent unnecessary disclosure and respect privacy laws, including FERPA and state-specific regulations. Handle all reports of misconduct and investigative details with sensitivity to the privacy of individuals involved, ensuring that information is only shared on a need-to-know basis. Make recommendations and provide feedback to senior HR leadership regarding gaps or potential improvements in existing policies, procedures, and practices based on investigation outcomes. Monitor for and address any instances of retaliation against individuals who file complaints or participate in investigations. Ensure that employees are aware of the protections against retaliation. Track recurring issues or patterns in misconduct (e.g., types of complaints, departments involved) and make recommendations to prevent future incidents and improve workplace culture. Promote an environment in which employees feel safe to report concerns without fear of retaliation or bias, reinforcing the institution's commitment to fair treatment for all. General Human Resources Functions: Perform duties as the HR lead assigned to interview teams. Ensure interview teams are adhering to the College's consistent selection process practices. Work with hiring managers to create interview questions. Follow-up with hiring managers regarding the status of the resume review process Review candidates selected for interviews to ensure a diverse representation of candidate pools. Represent Human Resources on selection teams to ensure compliance with all federal/state laws and College policies. Train members of the interview teams regarding applicable federal/state laws and interviewing best practices. Lead the interview team through the consistent candidate evaluation process. Facilitate interview team group discussions and make recommendations for second round of interviews when applicable. Work with hiring manager and interview team on making a recommendation for hire. Check professional references of candidates. Provide Vacancy Table status updates weekly on each hiring process. Collect all documentation from the interview teams including notes and evaluation sheets. Perform other HR duties to support the department as assigned. Assist with employee accommodation requests based on disabilities and religious beliefs. Assist with the coordination of FMLA leave requests. Assist with labor relations functions such as information requests, adherence to grievance procedures, and collective bargaining. Work flexible hours as needed for the purpose of serving HR customers and department colleagues. Participate in mandatory training/coursework; including but not limited to: Title IX and Sexual Misconduct Sexual Harassment and Non-Discrimination Security Policy and Notification of Security Reporting FERPA Municipal Ethics Law Assume other duties as assigned. Additional Information: EEO Statement: Quincy College is an equal opportunity employer committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, gender, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or pregnancy. Quincy College is committed to achieving a diverse workforce and complies with all Federal and Massachusetts State laws, regulations, and executive orders regarding non-discrimination and affirmative action. Application Instructions: Please submit the following documents online: * Resume * Cover Letter