Human resources business partner jobs in Piscataway, NJ - 646 jobs

ABOUT US Thom Browne is widely recognized for challenging and modernizing today's uniform: the suit. By questioning traditional proportions, Browne's designs consistently convey a true American sensibility rooted in quality craftsmanship and precise tailoring. We pride ourselves on our core values of respect and collaboration, challenging ourselves to express creativity and continuously innovate. We attract ambitious individuals who operate in unique ways while upholding exceptional craftsmanship and excellence. THE ROLE The Vice President of Global Human Resources for Thom Browne will provide long-term strategic leadership and vision to shape the company's people strategy and organizational capability across all regions. This role will serve as a trusted advisor and strategic partner to the CEO and executive leadership team, driving policies, programs, and practices that attract, develop, engage, and retain exceptional talent globally. Reporting directly to the CEO, the VP of HR will lead a global HR organization and oversee key partnerships with external payroll providers, professional employer organizations, and legal counsel. Talent Management: Partner with senior leadership to shape talent and leadership strategy across hiring, onboarding, and leadership development Build and govern succession planning and leadership pipeline frameworks to ensure long-term continuity across critical roles and markets Advise and coach leaders on performance leadership, development planning, feedback, and stretch opportunities to accelerate growth and engagement Lead global leadership and management development initiatives in partnership with executive coaches and external providers Coach managers on effective goal setting and routinely audit employee goals to ensure clarity, accountability, and alignment with performance expectations Lead and oversee the Performance Improvement Plan (PIP) process, ensuring consistency, fairness, and timely resolution across the organization Talent Acquisition & Employer Branding: Shape and evolve global talent acquisition strategy to build enduring pipelines of high-potential and high-performing talent aligned with the company's long-term vision Provide leadership oversight for executive and critical hiring, partnering with senior leaders on succession planning and strategic workforce priorities Partner closely with leaders to define role success profiles and assess leadership capability, cultural alignment, and long-term potential Set global standards for interviewing and assessment excellence, coaching leaders to make thoughtful, inclusive, and high-impact hiring decisions Establish accountability for onboarding and leadership integration to drive engagement, performance, and retention over time Lead employer branding and strategic academic and institutional partnerships to strengthen the organization's talent brand and future leadership pipelines Company Culture & Employee Relations: Build trusted relationships across the organization and Group functions to foster an engaging, collaborative, and high-performing working environment Act as a steward of the Thom Browne culture and values, ensuring consistent alignment, communication, and ethical standards across the global organization Champion a high-performance, inclusive, and creative culture that reflects the brand's vision and elevates the employee experience Maintain senior relationships with international offices across Europe and Asia, serving as a primary HR partner for PEO providers, employment counsel, and immigration advisors Oversee global employee relations and compliance to ensure alignment with all applicable labor laws, regulations, and company standards Partner with Legal and Finance to shape and govern company-wide HR policies that support business growth and operational excellence Advance diversity, equity, and inclusion initiatives that strengthen fairness, belonging, and representation across the organization Lead engagement and retention strategies, leveraging data and insights to sustain high performance and reduce turnover Compensation & Benefits: Lead global compensation and benefits strategy, ensuring market competitiveness, internal equity, and alignment with business and talent priorities Design and govern total rewards and incentive frameworks to attract and retain critical talent while reinforcing performance and leadership accountability Oversee enterprise-wide pay equity and compensation governance across functions, levels, and geographies Partner with business leaders to align bonus and incentive programs with financial performance, leadership effectiveness, and collaboration Provide executive oversight of benefits administration and open enrollment in partnership with PEO providers Ensure full alignment with Zegna Group compensation, benefits, and governance policies Oversee workforce planning, headcount governance, and ESG people reporting Own HR controls and ICFR compliance within the people function, ensuring strong documentation, risk management, and audit readiness THE IDEAL CANDIDATE 12-15 years of progressive HR leadership experience, including senior-level and global leadership roles within complex, international organizations; experience within luxury, fashion, retail, or creative global environments strongly preferred Bachelor's degree required; advanced degree in Human Resources, Business Administration, Organizational Development, or a related field strongly preferred Trusted executive communicator with the ability to build strong partnerships across creative, commercial, and corporate leadership teams globally Agile, strategic, and hands-on leader with exceptional judgment, resourcefulness, and follow-through in dynamic, entrepreneurial luxury environments Strong expertise in governance, internal controls, and regulatory frameworks, including SOX and Group-level compliance Proven experience building and leading high-performing global HR teams and driving enterprise people strategies across multiple regions Strong business and financial acumen, with the ability to partner closely with Finance, Legal, and executive leadership on workforce strategy and risk management Comfort operating in a highly visible role, serving as a trusted advisor to the executive leadership team Willingness and ability to travel locally and internationally approximately 30%, supporting global offices and key leadership stakeholders across North America, EMEA, and APAC WHAT WE OFFER YOU Competitive compensation. Salary Range is $250,000 - $275,000 + target bonus. Please note that compensation will be offered based on relevant skills and experience Thom Browne Classic Uniform Comprehensive benefits package and 401(k) company match Hybrid work schedule Diverse and inclusive working environment

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

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

HR Business Partner - Elizabeth, NJ Here's the deal: We need a hands‑on HR pro who can align people strategy with day‑to‑day operations at a high‑volume port terminal. You'll partner with leaders and frontline teams to drive safety, performance, and a culture where people can do their best work-every shift. The impact you'll make Be the strategic HR engine: Translate business goals into people plans. Track workforce data (succession, DEI metrics) and recommend practical improvements. Own employee relations & compliance: First stop for ER issues-harassment, wage/hour, LOA, injuries, investigations, discipline, onboarding, attendance, and terminations. Coach managers and keep us square with federal/state requirements. Level up talent & engagement: Guide performance and development, run workshops/training, and lead local rollout of programs like Annual Salary Review, MPACT, and Employee Engagement Surveys. Recruit & onboard the right people: Partner with TA on branding and hiring strategies. Streamline onboarding, manage Global Mobility cases, and build early‑career pipelines that stick. Close the loop: Conduct exit interviews, analyze trends, and feed insights back into continuous improvement. Keep the HR engine clean: Maintain data integrity in Workday, support reporting, and run targeted audits. What you bring Bachelor's in HR, Business, or related field 3-5 years max in HR (generalist/HRBP or similar) Solid grasp of U.S. employment laws Experience in a matrixed environment strongly preferred PHR/SHRM preferred Excel chops (VLOOKUP, PivotTables, data analysis) Who thrives here Assertive communicator. Trusted advisor. Quick decision‑maker. Independent operator who brings positive energy, fresh ideas, and a bias for action. If you're the person who sees the issue, rallies the team, and fixes the process-don't sleep on this. The client provides medical, dental, company paid holidays and 15 days of PTO Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: • The California Fair Chance Act • Los Angeles City Fair Chance Ordinance • Los Angeles County Fair Chance Ordinance for Employers • San Francisco Fair Chance Ordinance

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

About us US Elogistics Service Corp is a leading e-commerce fulfillment service provider that offers comprehensive, high-standard, and customized supply chain solutions, especially on warehouse services and cargo transportation. Currently, there are over 4,000 active customers and operates using our fulfillment service over 30 fulfillment centers. We keep improving the construction of warehouse automation and distribution systems to accommodate the future expansion of our clients' cross-border e-commerce business Responsibilities: Develop, lead and secure optimal HR support structure based on the overall development planning of the company; ensure employees are informed, engaged and proficient in the use of tools, systems, processes and policies Oversees the implementation and execution of company policies and SOPs; Talent management for key contributor and management positions, training and development programs employee knowledge and capability Evaluate, recommend and manage 3rd party recruitment outsourcing vendors as needed to fulfill talent acquisition needs. Liaison with department heads to lead and drive the execution of performance management processes. Manage employee relations related matters, including work injuries, workers compensation, employee complaints and conflict resolutions. Audit HR operation costs and control HR budget. Act as a strategic partner to work with Department Heads to build talent and develop people to achieve the company success strategically. Qualifications and Requirements Bachelor degree or above, administrative management and HRM related majors preferred; Minimum 5 years of operation management and HR management experience； Proficiency in basic office software； Communication & coordination skills, strong leadership & judgment decision-making abilities; strong planning and execution skills; Proficiency in Mandarin and English reading, writing and speaking.

Excellence Community Schools (ECS) is a K-8 Charter Management Organization (CMO) serving communities in the Bronx, NY, and Stamford, CT. Our approach is built on a nationally recognized model that began with our flagship school, the Bronx Charter School for Excellence, a proud recipient of the National Blue Ribbon Schools Award. Our schools prepare young scholars to compete for admission to and succeed in top public, private, and parochial high schools by cultivating their intellectual, artistic, social, emotional, and ethical development. We accomplish this by offering a challenging and rigorous academic curriculum, which at the earliest grades have an eye towards college preparation. To achieve this, our schools create a supportive and caring environment that at all times has high expectations of all students. Our commitment extends beyond academics, ensuring each scholar has the guidance and support to thrive in whatever they aspire to achieve in the world. We offer a supportive learning environment that seeks to develop high-level analytical and critical thinking skills in all of our students. Our engaging and rigorous approach is implemented by a collaborative team of teachers. Position Overview The Chief Talent & Human Resources Officer (CTHRO) is a senior executive responsible for architecting and stewarding ECS's enterprise-wide people strategy in direct service of student achievement, instructional excellence, and long-term organizational sustainability. As a core member of the Executive Team, the CTHRO ensures that talent, culture, leadership, and people systems are intentionally designed, aligned, and continuously improved to support ECS's mission and growth. This role moves beyond operational HR leadership to owning outcomes, building scalable systems, advising the Co-CEO and Board, and ensuring ECS has the leadership capacity and workforce stability required to deliver exceptional results. Impact of the Role The Chief Talent & Human Resources Officer ensures Excellence Community Schools has leadership, workforce stability, and people systems required to deliver exceptional outcomes for students, today and as the network grows. This role directly influences instructional quality, organizational resilience, and ECS's ability to scale with excellence. Key Responsibilities Strategic People Leadership & Governance Serve as a principal advisor to the Co-CEO and Executive Team on all matters related to talent, workforce strategy, organizational design, and people investment decisions. Translate ECS's academic vision and growth strategy into a cohesive, long-term people strategy that ensures the right talent is in place at every level of the organization. Lead enterprise-wide change management efforts related to organizational growth, restructuring, performance expectations, or shifts in instructional and operational priorities. Partner with the Board and senior leadership on succession planning, leadership continuity, and risk mitigation related to talent and workforce capacity. Set and own the enterprise talent acquisition vision to ensure ECS consistently attracts, selects, and retains exceptional educators, school leaders, and network staff aligned to ECS's instructional model and values. Establish and scale long-term, sustainable talent pipelines through strategic partnerships (universities, certification programs, residencies, and internal leadership pathways) to meet current and future staffing demands. Ensure hiring systems and selection practices advance ECS's commitments to diversity, equity, inclusion, and excellence, using data to monitor outcomes and drive continuous improvement. Oversee onboarding and early-tenure talent strategies that accelerate effectiveness, strengthen engagement, and improve long-term retention across schools and network teams. Use labor market insights, workforce analytics, and vacancy risk data to inform proactive staffing strategies and support network stability and growth. Design and steward ECS's enterprise performance management philosophy and systems, ensuring alignment with instructional rigor, accountability, and professional growth expectations. Partner with Academic Leadership to ensure educator effectiveness frameworks, coaching models, and leadership development pathways are cohesive and mutually reinforcing. Own succession planning for school leaders and key network roles, building internal pipelines that reduce reliance on external hiring for critical leadership positions. Ensure managers and leaders across the organization are equipped to lead people effectively through training, tools, and clear expectations. Culture, Employee Experience & Engagement Champion and model high-expectations, mission-driven culture that balances excellence, accountability, and staff sustainability. Set the vision for employee experience across the full lifecycle, from recruitment through advancement and exit. Oversee employee relations strategy, ensuring consistent, fair, and values-aligned approaches to conflict resolution, investigations, and performance management. Use engagement data, retention trends, and feedback loops to proactively address risks to morale, performance, and organizational health. Compensation, Benefits & Total Rewards Strategy Set ECS's total rewards philosophy to ensure compensation and benefits are competitive, equitable, and aligned with budget realities and talent priorities. Partner with CFO and the CEO on workforce cost modeling, salary planning, and long-term financial sustainability. Ensure internal equity and compliance while positioning ECS as an employer of choice within competitive education labor markets. Evaluate and evolve benefits offerings to support recruitment, retention, and staff well-being. Serve as the organization's senior authority on employment law, HR compliance, and workforce risk management. Ensure ECS policies, practices, and systems comply with all federal, state, and local regulations across operating regions. Anticipate and mitigate organizational risk related to employee relations, investigations, performance management, and labor matters. Advise executive leadership on sensitive personnel matters with sound judgment, discretion, and consistency. HR Operations, Systems & Analytics Provide executive oversight of HR operations, ensuring systems, processes, and structures support school leaders and minimize administrative burden. Leverage people data and analytics to inform executive decision-making related to hiring efficiency, retention, performance, diversity, and workforce planning. Ensure HR technology, reporting, and infrastructure scale effectively with organizational growth. Hold the Talent & HR function accountable for service quality, responsiveness, and strategic impact. Build, lead, and retain a high-performing Talent & Human Resources leadership team. Set clear expectations for strategic thinking, execution excellence, and cross-functional partnership. Serve as a trusted partner to Principals, school leaders, and Network leaders, balancing support with accountability. Model ECS's leadership values and decision-making standards in all interactions. Qualifications Bachelor's degree required; Master's degree in Education, Human Resources, Organizational Leadership, or related field preferred. 10+ years of progressive experience in Talent Management and Human Resources, with senior leadership experience. Demonstrated success leading talent strategy in K-12 education, charter networks, or mission-driven organizations. Deep understanding of educator recruitment, retention, and performance systems. Strong knowledge of employment law, HR compliance, and best practices in New York and/or Connecticut. Exceptional leadership presence, judgment, and ability to influence across schools and network teams. Compensation and Benefits Salary range:$225,000 - $250,000,commensurate with experience and qualifications. Health Benefits:Medical, dental, and vision insurance. Leave:Paid time off, paid sick leave, parental leave, and FMLA. Additional Benefits:Short-term and long-term disability coverage, life insurance, and $5,000 annual tuition reimbursement. #J-18808-Ljbffr

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

Artheon is seeking a Vice Presiden of Human Resources. The Human Resources Leader is a dynamic, forward-thinking leader who is responsible for all areas of the talent life cycle. This role will be deeply involved with new company integrations, the planning and execution of talent strategies and retention programs, workforce planning, and will be a key business partner on the leadership team. This role will work closely with the Regional Chief People Officer. About Artheon Artheon is a trusted engineering and consulting firm offering services that rival large organizations while maintaining the personalized client relationships of a boutique firm. With expertise spanning civil/site engineering, environmental permitting, transportation infrastructure, construction management, and advanced surveying technologies, we are committed to delivering high-quality, timely solutions to local, state, and federal clients. Responsibilities Primary Responsibilities: 1. Talent Management: * Develop and implement talent acquisition and retention strategies to attract and retain top talent. * Lead the design and execution of performance management, career development, and succession planning programs. * Identify and address skills gaps and provide learning and development opportunities for employees. 2. M&A Integration: * Partner closely with the Trilon HR Leadership team in preparation for a potential acquisition. * Lead the HR integration efforts for acquisitions, collaborating with cross-functional teams to ensure a smooth transition. * Manage change management processes during integration to minimize disruption and maintain employee morale. 3. Team Leadership: * Lead and mentor the HR team, providing guidance, feedback, and support to enhance their capabilities. * Assess current HR processes and develop a plan to enhance processes and delivery. * Foster a collaborative and high-performance work environment within the HR department. * Delegate responsibilities effectively to maximize team productivity and deliver results. * Enhance HR communication within the team, with key stakeholders, and throughout the organization. 4. Culture Stewardship: * Champion and shape our organizational culture, drive behavior that results in a healthy and thriving culture. * Implement culture-enhancing initiatives, such as employee engagement programs, recognition systems, and employee feedback mechanisms. * Drive employee well-being and work-life balance initiatives to enhance the overall employee experience. 5. Strategic Partner: * Collaborate with the executive leadership team to align HR strategies with the overall business objectives. * Provide HR expertise and insights to support decision-making, workforce planning, and organizational development. * Develop and maintain HR metrics and reporting to assess the effectiveness of HR initiatives. * Partner with CFO to create and maintain an HR budget. Qualifications * Proven experience in HR leadership roles, with a minimum of 7 years of experience. * Demonstrated expertise in talent management, engagement and retention, and M&A integration. * Connecting with others and building relationships comes easily. * Demonstrated ability to effectively partner with executive leadership. * Excellent communication and interpersonal skills, with the ability to effectively collaborate with stakeholders at all levels of the organization. * Ability to think strategically and implement innovative HR solutions. * Proven leadership experience, with the ability to mentor and motivate HR professionals. * Strong knowledge of employment laws and regulations. * Willing and able to periodically travel to different office locations. #LI-KH1 Benefits Artheon offers a competitive compensation package including medical, prescription, dental and vision coverage, 401(k) retirement plan with employer match, educational assistance program and paid time off/parental leave.

Job DescriptionDescriptionArtheon is seeking a Vice Presiden of Human Resources. The Human Resources Leader is a dynamic, forward-thinking leader who is responsible for all areas of the talent life cycle. This role will be deeply involved with new company integrations, the planning and execution of talent strategies and retention programs, workforce planning, and will be a key business partner on the leadership team. This role will work closely with the Regional Chief People Officer. About ArtheonArtheon is a trusted engineering and consulting firm offering services that rival large organizations while maintaining the personalized client relationships of a boutique firm. With expertise spanning civil/site engineering, environmental permitting, transportation infrastructure, construction management, and advanced surveying technologies, we are committed to delivering high-quality, timely solutions to local, state, and federal clients. ResponsibilitiesPrimary Responsibilities: 1. Talent Management: Develop and implement talent acquisition and retention strategies to attract and retain top talent. Lead the design and execution of performance management, career development, and succession planning programs. Identify and address skills gaps and provide learning and development opportunities for employees. 2. M&A Integration: Partner closely with the Trilon HR Leadership team in preparation for a potential acquisition. Lead the HR integration efforts for acquisitions, collaborating with cross-functional teams to ensure a smooth transition. Manage change management processes during integration to minimize disruption and maintain employee morale. 3. Team Leadership: Lead and mentor the HR team, providing guidance, feedback, and support to enhance their capabilities. Assess current HR processes and develop a plan to enhance processes and delivery. Foster a collaborative and high-performance work environment within the HR department. Delegate responsibilities effectively to maximize team productivity and deliver results. Enhance HR communication within the team, with key stakeholders, and throughout the organization. 4. Culture Stewardship: Champion and shape our organizational culture, drive behavior that results in a healthy and thriving culture. Implement culture-enhancing initiatives, such as employee engagement programs, recognition systems, and employee feedback mechanisms. Drive employee well-being and work-life balance initiatives to enhance the overall employee experience. 5. Strategic Partner: Collaborate with the executive leadership team to align HR strategies with the overall business objectives. Provide HR expertise and insights to support decision-making, workforce planning, and organizational development. Develop and maintain HR metrics and reporting to assess the effectiveness of HR initiatives. Partner with CFO to create and maintain an HR budget. Qualifications Proven experience in HR leadership roles, with a minimum of 7 years of experience. Demonstrated expertise in talent management, engagement and retention, and M&A integration. Connecting with others and building relationships comes easily. Demonstrated ability to effectively partner with executive leadership. Excellent communication and interpersonal skills, with the ability to effectively collaborate with stakeholders at all levels of the organization. Ability to think strategically and implement innovative HR solutions. Proven leadership experience, with the ability to mentor and motivate HR professionals. Strong knowledge of employment laws and regulations. Willing and able to periodically travel to different office locations. #LI-KH1 BenefitsArtheon offers a competitive compensation package including medical, prescription, dental and vision coverage, 401(k) retirement plan with employer match, educational assistance program and paid time off/parental leave.

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

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

The Door is an unparalleled model for youth development, offering a comprehensive range of integrated services within a single site for eleven thousand New York City youth each year. Our mission is to empower young adults to reach their full potential by providing comprehensive youth development services in a diverse and caring environment. At The Door, youth can access health care and education, mental health counseling and crisis assistance, legal assistance, college preparation services, career development, housing supports, arts, sports and recreational activities, and nutritious meals all for free and under one roof. By providing participants with our suite of integrated services, we seek to provide any motivated young person with the tools, resources, and opportunities needed to successfully transition into adulthood. In partnership with and co-located at The Door, Broome Street Academy is a unique charter high school that prepares New York City's most vulnerable youth for a successful future through rigorous academics paired with support of The Door. Broome Street Academy serves 330 students annually in grades 9 - 12. Working in a shared service environment, the Human Resources Director will work with The Door (************** and Broome Street Academy (***************************** two independent nonprofit organizations that share administrative and back-office functions. We are looking for an experienced Director, who is a self-starter that embraces partnership with managers and their team members to deliver the best results and outcomes. This role requires a collaborative and forward-thinking problem-solver who takes an active interest in the people and departments they are supporting. This is a critical leadership position that ensures operational alignment, strategic execution, and executive support of the Human Resources department. The Director of HR Operations reports to the Managing Director / Chief People & Operating Officer on various tasks and projects serving as a trusted advisor and representative of the HR department. They assist in advancing a culture of service, inclusion, and operational excellence. The ideal candidate is someone experienced in oversight of the day-to-day operations, as well as leading high- impact HR initiatives that support the agency strategic plan and goals related to employee engagement, workplace culture and employee coaching and professional development with the appropriate level of prioritization while focused on delivering results. They are self-motivated, communicative, and possess excellent interpersonal skills. They value unity and inclusion, and champion these values within an organization's culture. This person is nimble and can partner well with others to develop solutions for our clients, while maintaining their sense of humor. As a team leader, they will serve as the human resources business partner (HRBP) for program directors, as well as perform department operational tasks related to recruitment, benefits, and employee/labor relations. They will have direct supervision of the generalist(s) and specialists in the department. ESSENTIAL FUNCTIONS HR Leadership Collaborate with the HR Leadership, HR Team Members and Payroll Team to drive execution of the HR Strategic Plan. Manage strategic HR projects and department goals related to employee learning and development, employee engagement, and technology-enhanced HR service delivery. Stay connected to team and HR priorities; anticipate organizational needs and support the HR Leadership team. Ensure seamless coordination between the Chief People Officer and departments to elevate the visibility and impact of the HR team Operations Oversight Manage the day-to-day administrative operations of the HR department to ensure a high-performing HR operation. Facilitate the execution of HR goals and projects managing project timelines and ensuring accountability in the delivery of outcomes. Maintain the department dashboard with performance metrics demonstrating progress and accomplishments. Employee & Labor Relations Provide guidance on and directly handle employee relations and labor union matters with a focus on balancing business needs and organizational risk. Provide consultative expertise on employee relations matters ranging from basic to complex or high risk. Respond to and investigate employee complaints. Attend and participate in employee disciplinary meetings, terminations, and investigations. Recruitment: Provide guidance to hiring managers regarding salary recommendations using internal and external salary data and sourcing methodologies to improve effectiveness. Prepare monthly reports and analysis for senior leadership teams. Maintain current job descriptions, collaborate with management regularly to ensure timely updates, and obtain union approval as needed. Develop and deliver training modules to managers focused on areas related to staffing, recruitment, and retention. HR Expertise Respond to routine human resource questions and/or direct to appropriate team members. Performing routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; recruitment, disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Conduct exit interviews, analyze feedback and escalate appropriately. Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices. Work closely with the managers regarding staff promotions and compensation changes that can impact compensation or benefits. Maintain knowledge of trends, best practices, regulatory changes, and innovative technologies in human resources, talent management, and employment law. Complete other tasks and special projects assigned. Skills and Requirements: Minimum of a bachelor's degree in Human Resources, Business, Organization Development, Psychology, or related fields. Master's degree preferred. PHR or SHRM-CP certification preferred. At least five (5) years of progressive Human Resources leadership. Experience working with labor unions is required; working in a unionized nonprofit organization preferred. Experience working directly with leadership in an advisory capacity. Experience with Paycom software and HRIS/ATS systems required. Ability to manage projects simultaneously and meet target goals and deliverables. Must be professional and personable yet exercises sound judgment, critical thinking and integrity when dealing with sensitive and confidential matters. Must be detail oriented and possess excellent communication, organizational and time management skills as well as the ability to prioritize and deliver optimal results. Knowledge of federal, state, and local employment practices Proficient with MS Office programs, particularly Outlook, Excel, and Word Work Schedule: Full-time, Monday to Friday, 9:00 am - 5:00 pm, 35 hours per week with a hybrid work schedule. Salary: $95,000 - $120,000 annually Multilingual candidates are strongly encouraged to apply. Proficiency in French, Spanish, or Arabic preferred. COVID -19 POLICY The Door follows the CDC and NYS recommendations to prevent the spread of COVID-19. The Door requires all new hires to be vaccinated against COVID-19 unless they have a qualified exemption. We are committed to building a diverse and inclusive community. We support a broadly diverse team who will contribute to our organization. We are an equal opportunity employer for all regardless of race, color, citizenship, religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, veteran or reservist status, or any other category protected by federal, state, or local law.

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

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

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

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

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

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